Elevating the Workplace Through Engagement and Well-Being

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What's working on purpose anyway? Each
week we ponder the answer to this question.

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People ache for meaning and purpose at
work, to contribute their talents passionately

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and know their lives really matter.
They crave being part of an organization that

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inspires them and helps them grow into
realizing their highest potential. Business can be

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such a force for good in the
world, elevating humanity. In our program,

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we provide guidance and inspiration to help
usher in this world we all want

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working on purpose. Now. Here
is your host, doctor Elise Cortez.

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Welcome back to the working and purpose
programs you need again this week. I'm

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your host, Doctor Elise Cortez.
Join you from the Panhandle in West Texas

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where I'm doing some consulting work.
By way of introduction, I'm a management

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consultant specializing in meaning and purpose,
organizational logo therapist, inspirational speaker, social

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scientist, and author. You can
learn more about me and how we can

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work together at at least Cortes dot
com and Gusto dashnow dot com. Let

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me thank my partner and sponsor,
Work Proud. We are a perfect collaboration.

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Everyone wants to know they matter and
that the work they do is meaningful

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and appreciated. Work Proud is a
mobile platform built to encourage employees to share

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stories and recognize each other's contribution.
Work Proud empowers HR and business leaders to

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help create company cultures where all employees
are inspired to feel proud of their work

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and proud of their company. Learn
more at work proud dot com. With

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us today. Right next to me
is Sherry Elliott Eerie. She's the founder

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and CEO of human resources consultancy company
Sherry Elliott Eerie. She's a recognized generational

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expert, HR consultant, coach,
and motivational speaker. She's the author of

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Ties to Tattoos, Training generational differences
into competitive advantage and Crack the Millennial code,

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manage market and Motivate Millennials. We
have taken the show on the road

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to the Panhandle, West Texas,
where we are working together on an employee

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engagement survey project. We've been in
the field talking to various employees talking about

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their experiences of working for this for
this company, and today we'll be talking

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about employee engagement and well being as
a central drivers of retention, engagement,

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and performance. Sherry, welcome back
for the fourth time to working on purpose.

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Thank you the least for having me. That's so great how this worked

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out right, So you know,
for being in my room right, Yeah,

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I'm actually in her hotel room here
in West Texas. So what we

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want to do today is really really
bring you into our worlds and talk with

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you about what it is to be
on the front lines of helping companies really

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understand why employees come to work,
why they why do they keep coming back,

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what do they want from work,
and what you can do to make

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the workplace a better place for them
so they can actually give their best and

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want to stay. So let me
start with you, Shary. You and

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I met more than ten plus years
ago, and I called on you.

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You're you're an unsuspecting suspect and I
called on you hoping to be able to

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share at the time my HR analysis
tool with you, and we scrap that.

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We're like, forget all that,
let's just talk to you. Let's

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work together. So ten plus years
together in the workplace, you've authored several

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books since then. I've authored one
What's Happening in a World Today, that

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you want to start with. Actually, it's just the fact of connection and

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collaboration. I mean there's just that
energy that people follow, and so I

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think it's a perfect start to what
we're doing today. I mean, why

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work together on a project as important
as this. I mean, it's that

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energy, it's that connection, and
that's what we're doing with this client.

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It's saying, why do you even
want to work together? Why do you

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want to partner together? Even what
we're doing, I don't understand Spanish,

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and this client needs somebody who can
translate. Well, there you are,

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that's what you do, and I
provide HR. So the synergy we have

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together is perfect. You have an
offering I don't have, and I have

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something in my years of HR and
my manufacturing side that I've been able to

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use with them. And look what
we bring after so many years of knowing

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each other, not just personally but
professionally, and we bring that to this

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one client and that synergy to give
them the project that they need. So

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what I appreciate listeners and viewers is
there's a certain art and science and listening

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right being really present to be able
to hear and catch what someone says in

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the way of what they're looking for
in the world. And in this case,

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this client we're working with this is
the first time that they've ever and

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they're fifty years of operation done in
employee engagement survey. So think about what

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that really means for them to get
to the place where they are mature enough

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to be able to hear and listen
to what's happening in the world around them,

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to be able to consider, wow, we might need to really investigate

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this, really take this seriously.
Think what that really takes. And so

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I want to commend them for fifty
years of successful operations. And here we

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are now they're at a juncture where
they want to take things to another level

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and they know they really can't do
that until they really understand the lay of

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the land. And so here we
are. And Sharry knows that I speak

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Spanish, and she's been working with
this client for a while, and so

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she said, you've got something that
I don't have. Together, we bring

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something totally different and better. Let's
do this together. And so, what

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are some of the things that you
already notice about this company that in your

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work with them, have helped advance
them. I think it's just their ability

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to listen and to stretch. There's
a course I'm taking right now, and

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I love the term growing edges,
and I don't like it for me personally,

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let me just say that when it's
my growing edge, But I love

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to see it with my client and
to watch them being willing to expand and

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to hear things that are difficult.
But yet they're still at it and they're

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going, I want to know more. What does our workforce need? What

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do they want to hear? They
employ a huge amount maybe sixty percent of

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their workforce is from Mexico, and
they're still saying, how can we treat

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them better? How can we take
care of them better? What do they

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need more of? And this is
the tool that they said, we want

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to learn by and guess what.
We don't want to be involved in it.

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We want to bring outside support in
it. And I just think,

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I mean, I'm commending them on
that. That takes a lot of bravery,

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That takes a lot of vulnerability to
me. Now, let's step back

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for just a moment here for our
listeners of viewers who are going, like,

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why in the world of you guys
involved in the first place. So

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it's really important that we situate that
how this thing started was you know,

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this really was a situation where the
company was in a situation where they're a

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main customer said hey, you got
to do something different or else, but

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I want to do business with you. And so that was a major flags

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saying you, guys, you know
really it's things have to change. So

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they may not have noticed that they
needed to better engage their workforce if they

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didn't have a customer saying hey,
there's major, major problems here. So

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can you speak a little bit too, to the extent that you can while

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you're protecting your client how this whole
thing started and what they've learned along the

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way and meeting you, and how
you've helped them raise their consciousness about what

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it is to be in business in
twenty twenty one. Yeah, I think

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just like so many organizations, they
don't know what they don't know. And

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from my perspective, after thirty some
years and human resources, a lot of

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companies go, well I have a
human resource person and I go okay,

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well tell me about them. Well, they were the payroll clerk or they

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were the office manager. Well they've
been here long enough, Well they become

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the HR person. I'm like,
oh, well, did they go to

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school to do HR? No?
Did they get a degree? Do they

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know anything about it, no,
And so a lot of times companies have

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the best intention, but what they
do is they over elevate and promote somebody

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into HR who has no skill set, and just like this client, it

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got them into a lot of trouble
because nobody understands the law around human resources.

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And just like this client, it
got them into trouble. They didn't

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mean to do anything wrong. Their
intentions were not malicious, but it did

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get them into trouble. And so
what happens then is their clients, their

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customers find out and say you need
to fix this. And so fortunately for

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me, I do a lot of
networking with attorneys, and attorneys don't want

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to get involved directly. They would
rather send it out to somebody who's got

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a lot of years and human resources
like me in an education And thankfully I

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do a lot of networking with SCHERM, the Society for Human Resource Management.

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They called me and said, can
you come in and fix this. We

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need you to have a lot of
experience in a lot of different areas,

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especially in Texas because there's a lot
of immigration challenges. So now for our

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listeners and are like that sounds interesting. They you now recognize right that there

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was a problem. There was some
major major event that happened that caused this

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company to say, okay, we
need an outside perspective. Now share if

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you could, let's now paint for
our listeners and our viewers the kinds of

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things they might start to notice in
their company that would make them go,

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hey, we need to look at
employee engagement or well being. Share some

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of the things that you've seen over
your years that would be like telltale signs.

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Let's look at this. Yeah,
a lot of turnover, so high

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turnover, unexplained immigration issues, So
companies that usually shy away from doing e

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verify are a good indication. Or
they don't want to do a lot of

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document verification for people's work documents,
especially if they're hiring a lot of people

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from Mexico. That's another good indication
that the workforce may have a challenge,

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a lot of diversity issues. They
don't have good personnel files, they don't

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have anybody who has actually gone to
school for human resources, or they don't

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have a separation between human resources and
payroll. That's another good indication. They

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have a lot of workers comp claims
or unemployment claims. Those sorts of things.

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How about this, they haven't had
an employee handbook maybe ever, or

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maybe it's been over ten or twenty
years. That also might be another good

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indication. So any one of those
things or all of the above. So

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what I so appreciate about my role
and getting to work with this organization is

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there is a serious and contemplative listening
that I am present too. And so

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what I see now and what Cherry's
done in her work, and Sharon and

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I have been friends for years and
colleagues about those same years, and so

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we've done a lot of different projects
together. And so once you've been on

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this project for quite several months she'd
gotten to know them, there began to

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be an elevation of thinking and decision
making about how to run the business,

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at which point there was an opportunity
to start talking about employee engagement. So

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once she had really put out the
fires or some of these major problems in

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the organization, there was now a
space to start to look at, well,

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wow, how can we actually elevate
this organization and bring it into a

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higher level of maturity and operation,
Which is that that's the point we need

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to actually consider employee engagement and so
what I think is important for us to

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talk about and recognize in this conversation
when you're thinking about, well, when

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would we know we need to bring
in an HRR consultant, When would we

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know to bring in somebody to talk
about employe engagement when you start to recognize

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that things really aren't working as well
as they could be, or you get

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some kind of a major flag from
outside, like this customer saying, hey,

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we're not going to work with you
until you figure this stuff out.

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Sometimes it takes an outside source saying
things are not going as well as you

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think it is for the universe to
get your attention. So what I would

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say from my vendage point is the
work that I get to do around leadership

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development, employee engagement, visioneering with
stakeholders is that it really is We're now

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getting into the place where we're starting
to really elevate an organization, and I'm

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so grateful that I get to do
that. And any organization is eligible depending

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on where they are. So do
you want to weigh in about kind of

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what your perspective has been about when
you see organizations start to elevate their maturity

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levels and how to recognize what it's
time to get help to get to the

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next level. Yeah. I think
it's always a good time to be ready

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to go to the next level.
Once they seem to have someone in the

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organization willing to take that banner and
to run with it. Somebody has to

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have the courage to be able to
stand out and say, you know what,

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it's time to do something different.
And that really is important. I

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mean, they had nobody internally who
was willing to stand up and say,

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you know what, it's okay that
this isn't working and it's time to do

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it differently. And they didn't have
that. And it was the owner who

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said, you know what, I
think we need to bring in this HR

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consultant. She costs a lot of
money, and it is in his terms.

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He was like, this costs a
lot of money. And I was

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like, well, let me just
tell you in Dalla's terms, I don't

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cost a lot of money. But
somebody has to be willing to say this

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isn't working. And so it doesn't
matter who it is, but someone has

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to champion change. And when it
comes to employee engagements, I really do

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believe and this is what I told
my client before. I said this is

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what the least needs to be doing. I said, are you ready for

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this employee engagement process? Do you
really want to know what's broken? And

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are you ready to hear what's going
well? And when you hear what's not

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going well, are you ready to
champion that and start changing the culture.

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Because you're going to hear some things
you're not prepared to hear, and that

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to me is really important. Don't
ask if you're not prepared to make some

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changes. So I'll piggyback on that. So one of the things that we

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all know is feedback can be really
hard. But here's the great thing,

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ladies and gentlemen, when we ask
for the feedback, it's a lot easier

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to hear it. When we say, look, we've implied that we've employed

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this employee engagement organization to be able
to hear your perspectives, and therefore we're

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asking for it. No matter what
comes back, it becomes a little bit

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easier than just this sparrage of hey, you guys, this is just not

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working kind of thing. So,
as a professional working in the space,

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it is such a coveted, sacred
space to be able to catch that information

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and then catch it in a live
interaction and then report it back to the

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organization anonymously so we can actually do
something about it. And I want to

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applaud the courage of the companies that
say, Okay, we're ready to take

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that next step, because feedback is
heart. I don't care if you're an

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individual leader, if you are a
company, if you are someone in your

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home home space. Feedback is hard
and this is the way we grow though.

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So for us getting to be in
this space, we see we see

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our work as really helping to steward
growth inside leaders and organizations. And how

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awesome is that? Yeah? Absolutely
absolutely it takes courage, it does and

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it is a sacred space to get
to dance in that world with you.

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So thanks for the opportunity with that. Let's grab our first break. I'm

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your host, Doctor Release Cortez.
We went there on the air with Sherry

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Elliott Eariy, the founder and CEO
of Human resources consultancy company Sherry Elliott Eurie.

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She's a recognized generational expert, HR
consultant, coach and motivational speaker.

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We've been talking a bit about our
work together with this client in the West

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Texas Panhandle around employee engagement After the
break, we're going to talk more about

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engagement and well being. Stay with
us, we'll be right back. Doctor

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Release Cortez is a management consultant specializing
in meaning and purpose and inspirational speaker and

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author. She helps companies visioneer for
greater purpose among stakeholders and develop purpose inspired

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leadership and meaning infused cultures that elevate
fulfillment, performance, and commitment within the

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workforce. To learn more or to
invite a lease to speak to your organization,

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please visit her at Elise Cortez dot
com. Let's talk about how to

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get your employees working on purpose.
This is working on Purpose with doctor Release

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Cortez. To reach our program today
or open a conversation with Elise, send

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an email to Elise Alis at Elise
Cortez dot com. Now back to working

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on purpose. Thanks for staying with
us, and welcome back to working on

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Purpose. As I've watched the pandemic
continue on, We've looked for ways to

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help companies support their employees handled the
anxiety, stress, to press and feeling

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disconnected, while also helping to lift
and inspire them with ongoing professional development.

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So we're now offering a well being
webinar learning series called Grab your Gusto Vital

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well Being from the inside Out.
You'll learn more about that at least cortest

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dot com. We're sending me an
email to ease at least cortest dot com

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and we can talk more about how
can help your employees if you're just joining

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the program. My guest is Sherry
Elliott Yey. She's a recognized generational expert,

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HR consultant, coach, and motivational
speaker. We've taken the show on

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the road as we're conducting an employee
engagement survey project in the West Texas Panhandle.

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I'm your host, Doctor Elease Cortes, So I want to start this

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next segment just saying that over the
years that I've gotten to do employee engagement

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work, it's a privilege to get
to work with leaders who have the courage

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and the willingness to look at what's
maybe working well in ortization and an themselves

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and what's not. And I've had
the honestly, the absolute sacred opportunity to

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be able to stand with them as
they realize they've learned things that they had

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no idea that we're just not working
about their communication style, the way that

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they hire, the way they develop, the way that they train, the

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way they promote, and so getting
the chance to be able to be in

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that space with companies where there is
a serious yearning to do better is an

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honor. What's your perspective on that? Yeah, I think the opposite is

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so often true that when I see
an organization willing to one just enter into

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the space and then too willing to
pay for it, and then three to

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actually receive it, it's just amazing
to me. And so it's just just

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so exciting that, especially during COVID
time right now, to see what we're

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getting to do this week. It's
actually thrilling, It really is. It

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is thrilling, And I really want
to take it back even deeper on the

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true human level here in terms of
my personal experience here, and that is

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that in this particular company that we're
working with, they do, as share

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said, we have a lot of
people who speak English as a second language

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working here, and they have various
forms of labor agreements with them. And

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can I tell you how amazing it
is this company is so committed to learning

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the perspectives of these employees. They
did bring me in because I can speak

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Spanish, but we're also learning,
though, is that many of these employees

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don't read or write any language.
And so the sacred opportunity to sit with

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them and help them understand why we're
asking the questions of them, and then

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explaining to them what the questions are
so that we can get their responses.

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That even just today, it was
the greatest thing, ladies and gentlemen to

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work with several groups of people,
and some of them said, I don't

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read and I don't write, and
so we had the survey out in written

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type, written form, and so
I was explaining the questions and then the

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answers and they're like, oh,
I know what answer to give, and

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people but one woman said I can't
write my response, and I said,

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you can because all the responses is
a check mark. And so the greatest

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thing was here as a company allow
empowering this person to be able to actually

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write for the first time, simply
writing her response. Now, if that

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is not catching a voice and catching
an experience, I don't know what is.

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So I really want to applaud this
company for giving the voice to their

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employees to really talk about what it
is to have their experience and any form

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they're able to. They made it
accessible for them, and how amazing is

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that that is a commitment to employees
and it is a way to reach out

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to them to help them anyway that
they can. And I think that what

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that shows to me is that shows
a commitment to conscious capitalism, environmental social

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governance, investing where you're really trying
to be able to do business on a

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greater level beyond just making a profit, really just lifting the lives of all

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the employees that are in the organization. I will be a part of that.

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Anytime anywhere, call me, will
be there. It was beautiful to

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watch today and to see them laughing
and to see them getting excited when they

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knew the answer to the question.
Once they heard they couldn't understand it on

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the paper, but once they understood
what Elise was asking and they were like,

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yeah, that was my answer,
That's what I want. And they

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couldn't write in the comments section what
they wanted to say, but Elise could

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write it down for them and in
their language, in their lair language.

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But their voice was being hurt.
They didn't know when she was writing,

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but they knew that she was writing
what they wanted to say, and their

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voice was mattering, and I mean
it just it mattered to them. Their

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voice counted, their words counted,
and they were being heard. And so

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even though at first when I talked
to my client and I said, you

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guys better be prepared for what you're
going to get back, and I also

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told them and by the way,
these are two people right here, and

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I can guarantee you I'm recommending someone
that is also going to tell you know,

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you can't get us to tell you
who said what. That is very

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important to me, and it's going
to be very important to this person because

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these people it's important that our integrity, but also they know it's confidential,

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that they feel safe and it's a
sacred process, so that they know that

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their words aren't going to be used
against them. And that is so important.

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It's so important that these people because
they're vulnerably showing up. These are

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people who don't even know how to
read or write, and they're trusting in

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the process. They're trusting in the
people who are standing up in front of

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them and saying we are going to
protect you. That is so important,

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so important, it is, and
think about that for just a second.

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These people are counting on their jobs
they need their jobs, and if there

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is any fear of retaliation that if
they speak their mind on because I can't

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tell the number of times I said
you be honest in your response. If

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there is any concern that they're going
to lose their job for speaking up,

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then we've really got a problem here. If you paid someone us to come

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into an organization and solicit the feedback, and now you're going to use it

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against your employees because you ask them
for their feedback. We need one of

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us are going to work with you, that's for sure. And so what

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was so beautiful. What I want
you to understand is your employees know how

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to run your organization better than you
do, but you're not asking them for

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their comment, for their feedback,
their commitment, or their ideas. But

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they do know how to do their
work better than you you think they do.

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Your opportunity is to listen to them
and hear what they have to say.

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So today we heard simple things.
We ask about security and safety.

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Do you have the tools that you
need to do to be able to do

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your job well in today's pandemic?
And you know some of them were like,

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oh, well mostly, And so
it was a little bit of digging,

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Well, what do you need?
What's missing for you? This is

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not a complaint. What's missing for
you that's not yet supplied. In some

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cases it was simply gloves that don't
actually tear. Okay, that's actionable,

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isn't it right? And so this
could have been known for months, but

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we didn't do anything about it because
they didn't actually have a means to speak

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up about it. So what we
both know is that your employees can actually

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help you improve the operations of your
company, save you money, and make

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more money, and make a better
difference in iquity if you will engage them

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in conversation, and it reduces the
number of work accidents. And let me

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tell you from the audits that we've
been going through, never mind OSHA as

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well, I mean one personal protective
equipment that doesn't cause them to hurt their

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hands when they're on a manufacturing line. I mean that's all that they need.

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A five dollar pair of gloves that
don't rip every month every two weeks.

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It's a huge deal. And if
they're not able to tell their supervisor

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for whatever reason, it doesn't mean
it's a bad thing. Their supervisor may

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not even be doing anything wrong.
But if they feel like they can tell

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us through this avenue, it's saving
on work related injuries or OSHA reportable claims

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or whatever it happens to be,
or they don't come back to work,

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whatever it is. So one of
the things that I want you to be

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very present to listeners and viewers is
that there there's a very very large scale

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of comfort that people have in terms
of being able to speak their mind,

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being able to share their experience.
And so a lot of people are not

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schooled in the idea of giving,
the idea of giving their experience in their

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in their opinion about what's going well
and what's not, so they don't say

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anything. They have this multitude of
information they're sitting on, but they don't

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they haven't thought that they could actually
share it. So if you give them

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literally the microphone and say, please
tell us your experience what can be better

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here? You would be amazed what
you could learn about your own organization that

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you don't know that's right there in
front of you. But if you only

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ask the people that are on the
front line, they will tell you.

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If you make it safe for them
and you make sure that they know that

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their opinion matters they matter. We
asked simple things in this survey. Do

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you know does your supervisor indicate to
that you're valued and appreciate it? Do

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you know how important that is to
people? Do you know that actually for

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them going the extra mile and working
two hours to cover their their fellows shift

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because they went out for a birthday
party, is really important for the integrity

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of the team. But they did
all that to make things happen. Did

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you actually know that was happening,
that magic was happening in your organization?

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Probably not unless you ask or notice. One of the smallest things that came

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out of one of our audits that
was not intentional. But I had this

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idea, was we redid one of
their break rooms and it costs US ninety

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eight hundred dollars. And I actually
took one of our internal construction guys and

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I said hey, and I showed
them a picture out of one of the

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lunch rooms that I'd seen in a
magazine that I and one time at another

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clients and said, can you do
this? He goes, oh, yeah,

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we have the wood, we have
the etcetera, etcetera, said less

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than ten thousand. I got approval, and I went out and rolled out

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their very first handbook in December,
and everybody came up to me and tried

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to tell me because I don't understand
Spanish as well, and tried to tell

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me how grateful they were for their
new lunch room. And it was less

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than ten thousand dollars for about four
to five hundred employees, So you do

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the math. Less than ten thousand
dollars impact for five hundred employees, and

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that was so exciting for them that
that was it, and it was a

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huge impact. That's all they needed
was a place to put their things and

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to have more microwaves. So in
their thirty minute break they had more microwaves

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so that they could warm up their
food. That's all they needed. So

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listeners, viewers, think about this
for just a second. You want to

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matter to somebody in their lives.
Do you want to make a difference to

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other people? Do you want to
know that your life actually made a difference

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and lifted the lives of other people. It's not that hard. It's about

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listening and seeing what you can do
to address a need. And really there's

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so much you can do to impact
the lives of people who work with you

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in your organization. When you think
that we spend at least a bit of

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our lives working, and if that
experience of work is not fulfilling, is

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not good. Guess what the chances
of their whole entire lives been fulfilling is

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almost zero. So you have a
tremendous opportunity to make a difference in the

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lives of all of your employees by
making their experience of work better. And

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you do that by listening and asking
questions and doing something about the feedback that

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they actually give you. And there's
something for me. I had started out

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in human resources, I believe the
minute I went into high school, and

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I feel like I was born into
it, and motivational speaking and writing was

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something that I kind of had to
do because I didn't stop talking about certain

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topics. I felt like I better
put pen to paper. I make a

401
00:29:03.519 --> 00:29:07.640
bigger impact in my career as a
human resource consultant because I get to see

402
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people. I get to know what
they need, I get to honor my

403
00:29:11.759 --> 00:29:15.240
word, I get to hear their
stories, I get to fix their problems.

404
00:29:15.839 --> 00:29:18.680
I can get on stage in front
of thousands of people and I can

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say something, but I don't ever
get to see that I can make a

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difference. I get to go to
a client and I can do something about

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00:29:27.079 --> 00:29:33.440
what I'm seeing. And it feels
really good to know that I can change

408
00:29:33.519 --> 00:29:37.759
one thing for somebody and know that
I will have an impact. And these

409
00:29:37.799 --> 00:29:41.480
are the things that make my life
meaningful. These are the kind of opportunities

410
00:29:41.519 --> 00:29:47.119
that are just amazing to me.
You know that I'm completely lock step and

411
00:29:47.160 --> 00:29:49.759
barrel with you on that. Yes, And so each of you have the

412
00:29:49.759 --> 00:29:53.119
opportunity, those of you that are
listening to this have the ability to really

413
00:29:53.119 --> 00:29:56.519
greatly impact lives. And it really
does start with listening and then doing something

414
00:29:56.519 --> 00:30:00.119
about that. And you would be
amazed how simple it really is if only

415
00:30:00.240 --> 00:30:04.279
you will actually listen. And so
what I appreciate about this opportunity is being

416
00:30:04.359 --> 00:30:08.960
engaged as an employee engagement consultant in
this particular matter, to be the one

417
00:30:10.000 --> 00:30:12.759
that gets to catch these voices,
these views and then give them back to

418
00:30:12.799 --> 00:30:18.799
the organization in an anonymous report that
shows here's the report the results of what

419
00:30:18.839 --> 00:30:22.240
your people said about their experience.
And there's a few things that I suggest

420
00:30:22.279 --> 00:30:26.119
you do to address those things.
Now, let's get to work and oversleeves

421
00:30:26.160 --> 00:30:29.200
and make it happen. It's amazing
what you can do. And here's the

422
00:30:29.240 --> 00:30:33.000
thing, improvement is forever. If
you ever think you are done, you

423
00:30:33.039 --> 00:30:36.279
should just close your doors of your
business and that as a person or as

424
00:30:36.319 --> 00:30:38.279
or a leader, because when you
get the idea that you're as good as

425
00:30:38.279 --> 00:30:42.720
you get, guess what you just
got left behind. So with that,

426
00:30:42.839 --> 00:30:47.079
let's take our last break. I
am doctor Leice Cortez, your host.

427
00:30:47.119 --> 00:30:49.200
We went there with Sherry Elliott Eerie. She's the founder and CEO of human

428
00:30:49.240 --> 00:30:55.480
resource consultancy company Sherry Elliot Eerie.
She's a recognized generational expert, HR consultant,

429
00:30:55.480 --> 00:30:59.240
coach, and motivational speaker. We've
been really talking about more of really

430
00:30:59.279 --> 00:31:02.519
what I would say, nitty gritty
of employee engagement and this show we often

431
00:31:02.519 --> 00:31:06.319
talk about thought leadership topics. Here
we really are on the road letting you

432
00:31:06.400 --> 00:31:07.880
in to the work that we do. Stay with us. We'll be right

433
00:31:07.920 --> 00:31:11.759
back after the rake. We're to
talk more about the actual idea of well

434
00:31:11.839 --> 00:31:15.519
being in the workplace. See then. Doctor release Cortez is a management consultant

435
00:31:15.799 --> 00:31:22.720
specializing in meaning and purpose and inspirational
speaker and author. She helps companies visioneer

436
00:31:22.880 --> 00:31:29.559
for greater purpose among stakeholders and develop
purpose inspired leadership and meaning infused cultures that

437
00:31:29.720 --> 00:31:34.599
elevate fulfillment, performance, and commitment
within the workforce. To learn more or

438
00:31:34.640 --> 00:31:38.240
to invite a Lease to speak to
your organization, please visit her at a

439
00:31:38.359 --> 00:31:42.839
lease Cortez dot com. Let's talk
about how to get your employees working on

440
00:31:42.880 --> 00:31:55.319
purpose. This is working on Purpose
with doctor Release Cortez. To reach our

441
00:31:55.359 --> 00:31:59.759
program today or open a conversation with
Elise, send an email to a lease

442
00:32:00.400 --> 00:32:06.799
Ali se at Elise Cortez dot com. Now back to Working on Purpose.

443
00:32:13.079 --> 00:32:15.440
Welcome back to the Working in the
Purpose showth Thafe for tuning in again this

444
00:32:15.480 --> 00:32:17.720
week. I'm Elise Cortez, your
host. I am actually on the road

445
00:32:17.839 --> 00:32:22.920
in West Texas here doing an employee
engagement survey. I wanted to share with

446
00:32:22.920 --> 00:32:24.319
you if you don't know if you
have me say this, I actually had

447
00:32:24.319 --> 00:32:30.799
a baby in the pandemic. Yeah. It actually is a small little rectangular

448
00:32:30.799 --> 00:32:34.079
thing called a book, but it's
called Purpose Ignited and I really wrote it

449
00:32:34.119 --> 00:32:38.640
to turn on and awaken passion and
purpose in readers and turn them into inspirational

450
00:32:38.720 --> 00:32:45.559
leaders that actually realize help realize the
greatness in their followers, and I really

451
00:32:45.599 --> 00:32:49.000
am out to be able to help
create workplaces where people want to come to

452
00:32:49.039 --> 00:32:52.559
work, do their best work,
realize their best selves. Inspirational leaders lead

453
00:32:52.599 --> 00:32:54.079
them to that, and they do
work on a level that they had never

454
00:32:54.119 --> 00:32:57.920
seen before to make a difference in
the world. That's what I'm up to.

455
00:32:58.559 --> 00:33:00.319
If you are just tuning into the
pro I guest with me right next

456
00:33:00.359 --> 00:33:05.720
to me is Sherry Elliott Earring.
She's a recognized generational and expert HR consultant,

457
00:33:05.759 --> 00:33:09.000
coach and motivational speaker. We have
been talking about employee engagement here.

458
00:33:09.119 --> 00:33:12.400
What I want to do in this
last segment and really bring it in is

459
00:33:12.480 --> 00:33:15.880
bring it into well being. One
of the things that I began to really

460
00:33:15.880 --> 00:33:21.119
pay attention to as the pandemic war
on in twenty twenty is I was looking

461
00:33:21.160 --> 00:33:23.160
for more ways that I could help. What could I do as someone who

462
00:33:23.200 --> 00:33:30.519
loves meaning, purpose, motivation,
inspiration, leadership development, And I began

463
00:33:30.559 --> 00:33:32.640
to notice that more and more when
I looked at what was going on in

464
00:33:32.640 --> 00:33:37.880
the world, many leaders of organizations
were concerned about the mental health and wellbeing

465
00:33:37.920 --> 00:33:40.319
of their employees. Employees had been
shut in for more than a year they'd

466
00:33:40.359 --> 00:33:47.240
lost connection. They were having to
really focus on a platform that involved keeping

467
00:33:47.279 --> 00:33:51.480
the kids in school, trying to
be engaged in productive at work, all

468
00:33:51.559 --> 00:33:54.160
under one roof. And so that
was something that I knew that I could

469
00:33:54.160 --> 00:33:59.400
address in terms of the work that
I had already done as a logotherapist,

470
00:33:59.519 --> 00:34:02.480
as somebody who is anchored in passion, meaning and purpose. And so that's

471
00:34:02.480 --> 00:34:07.920
where the Whole well Being webinar series
came from. So I'd like to hear

472
00:34:07.960 --> 00:34:13.320
from you share your perspective of what
you've seen in the trenches in this last

473
00:34:13.400 --> 00:34:17.119
year in terms of what you notice
about the signs that well being is an

474
00:34:17.159 --> 00:34:22.599
issue for companies. I think they've
really struggled this last year, even more

475
00:34:22.639 --> 00:34:28.440
so because for probably the last ten
years, I from an HR perspective to

476
00:34:28.559 --> 00:34:31.760
to companies, you know, this
whole work life balance is so opposite.

477
00:34:31.800 --> 00:34:35.800
And I started writing about that when
I did Ties to Tattoos, I said,

478
00:34:35.800 --> 00:34:39.760
we have it all wrong. Millennials
had it right. It was life

479
00:34:39.840 --> 00:34:45.000
work balance, you know, they
really thought, you know, my life

480
00:34:45.079 --> 00:34:49.239
is supported by my work. It's
not work comes first. Life is second.

481
00:34:49.960 --> 00:34:54.480
And now with people not being able
to be at work, they're really

482
00:34:54.519 --> 00:35:00.760
struggling, like what are we doing
at home? How do we separate when

483
00:35:00.960 --> 00:35:05.800
work starts, when work ends,
and okay, we're not out talking to

484
00:35:05.800 --> 00:35:08.519
people. And of course baby boomers
had a really hard time because their their

485
00:35:08.559 --> 00:35:14.519
whole life is work and now it's
just at home. And so, you

486
00:35:14.519 --> 00:35:16.000
know, my husband, affectionately,
he'll kill me when he sees this.

487
00:35:16.760 --> 00:35:22.840
He has his day pajamas and his
night pajamas, and he's like, should

488
00:35:22.840 --> 00:35:25.639
I put which ones on? You
know, and because now you're on zoom

489
00:35:25.800 --> 00:35:30.239
or teams or whatever, and you
just change your top. And so I

490
00:35:30.280 --> 00:35:34.679
think a lot of people and I
hear about this affectionate COVID twenty or whatever

491
00:35:34.800 --> 00:35:42.800
thirty people really lost their mental connection, their physical shape. And I jo

492
00:35:42.840 --> 00:35:45.880
can tell people all the time.
I got my you know, my peloton

493
00:35:46.000 --> 00:35:52.320
bike. I put a gym in
my garage because I refuse to lose my

494
00:35:52.440 --> 00:35:58.119
well being, my mental, my
physical It just wasn't going to happen.

495
00:35:58.159 --> 00:36:01.480
But I think a lot of people
who were so trenched in their schedule and

496
00:36:01.519 --> 00:36:07.360
what they counted on, it was
all taken away because they didn't have their

497
00:36:07.400 --> 00:36:14.599
own connection. That was hard.
It was really hard, and COVID took

498
00:36:14.599 --> 00:36:17.159
a lot of that away for people, and they just haven't righted themselves with

499
00:36:17.199 --> 00:36:23.119
it, and organizations haven't. They
haven't been prepared for it. And certainly

500
00:36:23.280 --> 00:36:29.000
what we also know is that really
it's going to be pretty hard for any

501
00:36:29.039 --> 00:36:32.480
organization to go back to whatever normal
was right now. Now we recognize that

502
00:36:32.519 --> 00:36:36.639
we can work virtually, and many
employees are not going to want to go

503
00:36:36.719 --> 00:36:38.360
back to working from the office every
single day of the week. They are

504
00:36:38.400 --> 00:36:42.880
still going to be a virtual or
remote capacity here. And so what I

505
00:36:43.159 --> 00:36:46.760
found in my ongoing consulting work last
year is I kept serving more of my

506
00:36:46.840 --> 00:36:51.719
clients. Is what I found by
listening to the individuals of the teams that

507
00:36:51.760 --> 00:36:53.360
I was working with is they would
say things like, you know, my

508
00:36:53.440 --> 00:36:59.400
overall life works because of how I
have created my overall life. So the

509
00:36:59.440 --> 00:37:02.800
way that I work, I have
colleagues at work that feed me socially.

510
00:37:02.840 --> 00:37:07.679
They teach me things say keep me
stimulated, et cetera. And that makes

511
00:37:07.679 --> 00:37:09.239
the rest of my life work.
And so when we pull that away,

512
00:37:09.280 --> 00:37:14.519
it's no longer there. Those people
lose their vital energy to vital connection.

513
00:37:15.039 --> 00:37:17.760
Whether you're introverted director, it doesn't
matter there's a connection there that is important.

514
00:37:19.280 --> 00:37:22.840
And then the whole notion of finding
a way to stay musically connected.

515
00:37:22.920 --> 00:37:25.480
When this is how we do it
like we're doing it electronically, we lose

516
00:37:25.559 --> 00:37:30.880
the benefit of eyeballs and physical touch. And I saw her. I know

517
00:37:30.920 --> 00:37:35.039
when she whiches her eyebrow like that, what that really means. We lose

518
00:37:35.079 --> 00:37:39.239
that nuance sometimes through zoom. And
so my position on the matter is that

519
00:37:39.280 --> 00:37:43.719
there is actually a lot you can
do to be able to teach and coach

520
00:37:43.800 --> 00:37:46.679
individuals and organizations to be able to
take the matter of well being in their

521
00:37:46.679 --> 00:37:50.480
own hands, to teach them,
to empower them, to be able to

522
00:37:50.519 --> 00:37:53.559
develop it from within so that they
know how to take better care of themselves.

523
00:37:54.079 --> 00:37:59.199
That is the opportunity that I that
I stand for helping organizations to create

524
00:37:59.599 --> 00:38:02.639
because and you can help them understand
how they can better energize themselves and the

525
00:38:02.679 --> 00:38:07.159
insight out by being able to focus
on meaning, passion, inspiration, and

526
00:38:07.199 --> 00:38:10.760
purpose what makes them unique and so
important in the workplace. You have elevated

527
00:38:10.760 --> 00:38:15.599
who they are as a as a
human individual, and you have networked them

528
00:38:15.599 --> 00:38:19.119
in your organization in a bigger way. And now you've turned on a workforce

529
00:38:19.360 --> 00:38:22.199
and a bigger spigot that can help
them work more, particularly together, and

530
00:38:22.280 --> 00:38:25.480
serve you as an organization. And
it's so powerful and there's so much you

531
00:38:25.519 --> 00:38:30.480
can do to actually make that happen. My thoughts on that matter. You're

532
00:38:30.519 --> 00:38:34.800
absolutely right, it's critical. I
think it just changed everything on how an

533
00:38:34.800 --> 00:38:38.000
employer has to work it, how
they have to incentivize people, how they

534
00:38:38.039 --> 00:38:45.079
have to have a lot more customized
programs and recognition, and it really has

535
00:38:45.199 --> 00:38:51.039
changed what's an employee referral program,
what does employees need? How do they

536
00:38:51.199 --> 00:38:53.800
manage? Not? I mean,
you can't go back to what is the

537
00:38:53.880 --> 00:39:00.599
traditional management style. Everybody needs something
different right now. And so where I

538
00:39:00.639 --> 00:39:05.920
come from the ladies and gentlemen,
is I really do. I'm so out

539
00:39:06.000 --> 00:39:09.199
to be able to help every single
individual person that I can possibly touch,

540
00:39:09.639 --> 00:39:14.639
to understand what makes them beautifully unique
and how can they bring that into the

541
00:39:14.679 --> 00:39:17.719
world to contribute their talents and their
passion to make their workplace and the world

542
00:39:17.719 --> 00:39:22.039
a better place. In so doing, they're going to feel more fulfilled,

543
00:39:22.159 --> 00:39:24.920
more turned on. You're going to
get a better employee, a better product,

544
00:39:25.239 --> 00:39:30.679
better higher customer service. They get
a better life everybody wins in this

545
00:39:30.760 --> 00:39:32.719
deal. They come home from work, you know what happens instead of kicking

546
00:39:32.719 --> 00:39:37.440
the dog or yelling at their spouse. They're more engaging. They're they're more

547
00:39:37.519 --> 00:39:42.519
charitable, they're they're more engaging about
that space of who are you? How

548
00:39:42.599 --> 00:39:45.840
is your day today? And that
just ripples through the whole community, and

549
00:39:45.880 --> 00:39:49.159
that for me, I'm out to
be able to raise that tide, which

550
00:39:49.199 --> 00:39:52.199
is why do I subscribe to meaning? Passion, inspiration, purpose, conscious

551
00:39:52.239 --> 00:39:57.159
capitalism, esg you investing. Those
are all things that lift the tide.

552
00:39:57.280 --> 00:40:00.320
And there's so much that companies can
do individually to be able to invest in

553
00:40:00.360 --> 00:40:04.800
their employees. It doesn't have to
be expensive to be able to help them

554
00:40:04.880 --> 00:40:09.079
learn how to connect with those critical, vital meaning sources that help energize them

555
00:40:09.119 --> 00:40:13.960
literally from the insight out and make
their world better on a moment to moment

556
00:40:14.000 --> 00:40:19.639
basis. It's a big tall order
though these days. I mean, I

557
00:40:19.679 --> 00:40:24.320
think there's a lot of hr people
going, what how do we start?

558
00:40:24.599 --> 00:40:29.400
No, Honestly, they go what
they go, I don't even have that,

559
00:40:29.880 --> 00:40:32.400
you know, And I think they're
going, that's a huge shift for

560
00:40:32.440 --> 00:40:39.480
them, and I think it starts
with each person recognizing do I feel fulfilled?

561
00:40:40.119 --> 00:40:44.280
Is this where I'm driven? I
mean, the day I left my

562
00:40:44.400 --> 00:40:50.440
human resource job as vice president of
HR, it was do I feel like

563
00:40:50.480 --> 00:40:53.280
this is where I'm being led?
No, Okay, I'm going to go

564
00:40:53.320 --> 00:40:55.599
off and do it on my own. And I think, according to LinkedIn,

565
00:40:55.800 --> 00:41:00.960
I've worked for myself for sixteen or
seventeen years. Every time I look

566
00:41:00.000 --> 00:41:04.239
at it, I go, oh, congratulations, I have an anniversary.

567
00:41:04.639 --> 00:41:07.679
But I don't look at it that
way, and I go, as long

568
00:41:07.719 --> 00:41:12.440
as I'm feeling passionate about what I'm
doing and I find purpose. Even today

569
00:41:12.559 --> 00:41:15.400
when there was a couple of different
meetings we had, I went, God,

570
00:41:15.599 --> 00:41:19.679
I'm still loving what I'm doing.
When I look at people and I

571
00:41:19.719 --> 00:41:22.679
know that I'm making a difference,
I go, this is where the juice

572
00:41:22.719 --> 00:41:25.760
is for me, and that's where
it is. That's where I want to

573
00:41:25.840 --> 00:41:30.960
keep trying to find a way to
help my clients understand that. So I

574
00:41:31.079 --> 00:41:35.440
have to, of course share with
you what's become a friend of mine,

575
00:41:35.480 --> 00:41:38.719
a colleague of mine that who I
hold dear and he is a fantastic inspirational

576
00:41:38.800 --> 00:41:42.920
leader that we can all learn from. And his example of how he leaves

577
00:41:42.920 --> 00:41:46.440
and how he lives is something we
can all beg, borrow and steal from.

578
00:41:46.599 --> 00:41:50.599
His name is Bob Chapman and he
is the CEO of Barry Way Miller

579
00:41:50.719 --> 00:41:52.480
and I met him last August,
had him on the show We Become Friends.

580
00:41:52.599 --> 00:41:59.360
And Bob Chapman has a book with
Roj Tocdia called Everybody Matters. And

581
00:41:59.400 --> 00:42:01.760
the notion is that as a leader, and I don't care if you have

582
00:42:02.920 --> 00:42:06.880
authority of your power, you can
be a leader just by your influence.

583
00:42:06.920 --> 00:42:09.280
I don't care where you're an organization, but every leader has the ability to

584
00:42:09.320 --> 00:42:14.920
recognize that everybody matters in their circle, in their team, in their company,

585
00:42:15.079 --> 00:42:17.400
and to communicate that. And when
you do, you lift these people

586
00:42:17.440 --> 00:42:21.440
so strong that they will never forget
you for that. And so the thing

587
00:42:21.440 --> 00:42:23.079
that I love about Bob Chapman is
he has this notion that he came to

588
00:42:23.119 --> 00:42:28.159
realize that in the twelve thousand people
I think it is that work for his

589
00:42:28.280 --> 00:42:35.280
companies, that every single one of
them is someone's precious child. So think

590
00:42:35.320 --> 00:42:37.800
about that. You have the opportunity
to be able to impact that the overall

591
00:42:37.880 --> 00:42:42.960
lives of someone's precious child. You
get the most exposure to that one precious

592
00:42:43.000 --> 00:42:45.000
child than anything else does in the
world because of the work that they do.

593
00:42:45.039 --> 00:42:49.119
You have the opportunity to be able
to impact that and make that better

594
00:42:49.679 --> 00:42:52.239
just by your actions, your choices, and how you communicate so important.

595
00:42:52.679 --> 00:42:57.519
So if you give people the chance
to be fired about their work, engaged

596
00:42:57.559 --> 00:43:00.639
in their work, that you teach
them how to take better care of themselves

597
00:43:00.679 --> 00:43:04.559
and see where their energy and their
spark is and where their passion is.

598
00:43:04.800 --> 00:43:07.039
What would happen if you open a
spigot of passion in your organization? How

599
00:43:07.079 --> 00:43:10.159
would that change how you create,
how you innovate, and how your employees

600
00:43:10.199 --> 00:43:14.519
show up. What if you could
do that for people? What would that

601
00:43:14.559 --> 00:43:15.760
be for a gift? How would
that be for a legacy? For you?

602
00:43:17.800 --> 00:43:22.679
Huge? You know when people let
me flip it around the other way.

603
00:43:22.800 --> 00:43:25.920
So the possibilities are endless of what
you just shared. From a human

604
00:43:25.960 --> 00:43:32.840
resource perspective, when people do not
have passion and purpose, your absenteeism,

605
00:43:34.280 --> 00:43:40.800
your illness, your workers comperates what
I call my on the job retired face.

606
00:43:42.400 --> 00:43:45.199
They are at their desk, but
they are not available. Okay,

607
00:43:45.360 --> 00:43:51.679
they are not performing. It is
ridiculous. And so if you can give

608
00:43:51.719 --> 00:43:54.719
them that spark. You can offer
them the opportunity to learn something new.

609
00:43:55.119 --> 00:43:59.840
My step daughter was in a job
she did not like. She was just

610
00:44:00.119 --> 00:44:05.719
barely doing what she needed to do. But someone saw in her something that

611
00:44:05.920 --> 00:44:09.239
was perfect because she's kind of like
a nerd. She loves trying something new.

612
00:44:09.719 --> 00:44:13.239
And all it took was this woman
in hr to say, hey,

613
00:44:13.239 --> 00:44:15.320
you know what, she'd be really
good at that. And it's all this

614
00:44:15.360 --> 00:44:22.119
new innovation and she's loving it.
But all it took with someone to recognize

615
00:44:22.159 --> 00:44:27.440
that in her and to do that
one thing, that one thing, and

616
00:44:27.480 --> 00:44:30.119
they saved her. She would have
found another job somewhere else. That's all

617
00:44:30.159 --> 00:44:35.480
it took was just to reach out
to her and to do that thing,

618
00:44:35.679 --> 00:44:39.880
to find something and to offer it
to her. So one of the things

619
00:44:39.920 --> 00:44:44.280
that I say in my Purpose Ignited
book, which is really it's it's really

620
00:44:45.000 --> 00:44:50.119
at its ability to it's an inspiracial
leadership book, but it is for everyone.

621
00:44:50.159 --> 00:44:52.719
I have people that are using it
to be able to navigate their own

622
00:44:52.239 --> 00:44:55.519
own awakening to their passionate purpose.
It's the greatest thing, because you know

623
00:44:55.519 --> 00:44:59.719
what's happening is the people that are
reading the books say things like there's spouse

624
00:44:59.760 --> 00:45:00.559
to say, I don't know who
this is that I'm married to, but

625
00:45:00.679 --> 00:45:04.079
I like it. I've never seen
that before, but I like it.

626
00:45:04.400 --> 00:45:08.559
And so this whole notion right that
you really can as as an inspirational leader

627
00:45:08.599 --> 00:45:12.639
if you're if you'll do what I
ask you to do, you go looking

628
00:45:12.679 --> 00:45:15.320
for what's great about the people that
work for you, and you help them

629
00:45:15.320 --> 00:45:17.559
see that for themselves, and then
you help steward them to an even greater

630
00:45:17.639 --> 00:45:21.920
expression of that. What do you
have? You have somebody who will never

631
00:45:21.960 --> 00:45:24.639
forget you, who will always appreciate
you, and will go to the end

632
00:45:24.679 --> 00:45:29.639
of the world to help move the
mountains inside your organization. Sounds pretty good

633
00:45:29.639 --> 00:45:31.880
to me. And so if you
can develop that skill, that ability,

634
00:45:32.519 --> 00:45:36.079
it's that's a home run all the
way around in your life. And so

635
00:45:36.159 --> 00:45:38.039
that is what I'm asking you to
do and the work that I do.

636
00:45:38.440 --> 00:45:42.719
And Sherry's now help us understand how
does that actually hit the bottom line for

637
00:45:42.760 --> 00:45:45.079
your organization. How does it show
up as an expression in your organization.

638
00:45:46.079 --> 00:45:50.800
We'd love to hear how this lands
for you, if you'll contact contact me

639
00:45:50.880 --> 00:45:53.000
first at least at least cortest dot
com. Let us know your thoughts about

640
00:45:53.039 --> 00:45:55.679
this conversation. What are you doing
with it? What did it spur,

641
00:45:57.119 --> 00:46:00.960
what resonated, what irritated you,
what made you go, oh, I

642
00:46:00.960 --> 00:46:04.360
don't want to look at that.
I'd like to hear about that. So

643
00:46:04.519 --> 00:46:07.239
share here. We are towards the
very end of the show already. You

644
00:46:07.280 --> 00:46:09.760
know, the show is listened to
by people across the world. They're out

645
00:46:09.800 --> 00:46:13.920
to make the workplace a better place. They're trying to consider how to develop

646
00:46:13.960 --> 00:46:16.880
themselves into integrational leaders and do business
at a higher level. What would like

647
00:46:16.960 --> 00:46:22.440
to leave the ministers with It'd say, be brave, you know, start

648
00:46:22.480 --> 00:46:24.920
stepping out first. You know,
if somebody has to do it, carry

649
00:46:24.960 --> 00:46:31.199
the flag, be vulnerable, and
just just come up with some new ideas

650
00:46:31.280 --> 00:46:37.000
and show people you care that you're
willing to do the work necessary to change

651
00:46:37.039 --> 00:46:42.840
the culture and and start start making
that change happen. And that's beautiful.

652
00:46:42.880 --> 00:46:45.599
And I'll echo and add to that, and that you know what's going to

653
00:46:45.599 --> 00:46:49.880
feel uncomfortable to stand out there and
put yourself out like that. So have

654
00:46:49.920 --> 00:46:52.639
some conviction about it, and you
know, remember where you stand from,

655
00:46:52.679 --> 00:46:54.920
you where you're coming from. You're
out to make the world a better place

656
00:46:54.920 --> 00:46:59.679
where your employees that will always win, always win. You're out to make

657
00:46:59.719 --> 00:47:02.679
your company more profitable or innovative,
always it will win. So stand with

658
00:47:02.719 --> 00:47:07.440
conviction when you talk about these things. It's worth being uncomfortable. It's worth

659
00:47:07.480 --> 00:47:09.639
getting the pushback from people who say
you're crazy, and then contact us and

660
00:47:09.639 --> 00:47:15.000
we'll help you off the class.
So thank you Chaff for once again coming

661
00:47:15.000 --> 00:47:16.559
on the show. This is show
number four for us. Thank you again

662
00:47:16.599 --> 00:47:21.280
for joining us, listeners and viewers. If you want to learn more about

663
00:47:21.280 --> 00:47:23.119
Sherry Elliott Yurie, her books or
the work she does, one way to

664
00:47:23.119 --> 00:47:28.440
do it is just go to generational
guru dot com. And thanks again to

665
00:47:28.480 --> 00:47:31.320
our partnering sponsor work Proud, which
helps companies build a platform where their workforce

666
00:47:31.360 --> 00:47:36.760
receives meaningful feedback and thanks for their
work from people across the organization. Last

667
00:47:36.760 --> 00:47:38.960
week, if you miss the live
show, You're Schance, you recorded podcast

668
00:47:39.199 --> 00:47:43.920
We're on the air with Matt Gerber, who is a corporate social responsibility expert.

669
00:47:44.199 --> 00:47:47.320
We talked about the work he does
in this field in environmental social governance

670
00:47:47.360 --> 00:47:53.079
investing to help companies serve their greater
community through these social governance projects. While

671
00:47:53.119 --> 00:47:58.840
tremendously elevating the motivation and engagement of
their employees. Who was an incredibly inspiring

672
00:47:58.840 --> 00:48:02.119
conversation. Next week, we'll be
on the air with Scott Chisholm talking about

673
00:48:02.480 --> 00:48:07.639
his building a social enterprise tech company
that's helping the nonprofit community raise funds online

674
00:48:07.800 --> 00:48:12.639
and accelerate their impact. See you
there. Remember that works at least a

675
00:48:12.679 --> 00:48:20.840
third of our life, So let's
work on purpose. We hope you've enjoyed

676
00:48:20.880 --> 00:48:24.599
this week's program. Be sure to
tune into Working on Purpose featuring your host,

677
00:48:24.639 --> 00:48:30.000
doctor Elise Cortez, each week on
the Voice America Empowerment Channel. Together,

678
00:48:30.320 --> 00:48:37.760
we'll create a world where business operates
conscientiously, leadership inspires impassioned performance,

679
00:48:37.159 --> 00:48:42.599
and employees are fulfilled in work that
provides the meaning and purpose they crave.

680
00:48:43.320 --> 00:48:45.880
See you there, Let's work on
Purpose.