Elevating the Workplace Through Engagement and Well-Being

WEBVTT

1
00:00:05.200 --> 00:00:09.359
What's working on purpose anyway? Each
week we ponder the answer to this question.

2
00:00:10.000 --> 00:00:14.679
People ache for meaning and purpose at
work, to contribute their talents passionately

3
00:00:15.000 --> 00:00:19.519
and know their lives really matter.
They crave being part of an organization that

4
00:00:19.600 --> 00:00:24.800
inspires them and helps them grow into
realizing their highest potential. Business can be

5
00:00:24.879 --> 00:00:29.359
such a force for good in the
world, elevating humanity. In our program,

6
00:00:29.559 --> 00:00:33.520
we provide guidance and inspiration to help
usher in this world we all want

7
00:00:34.200 --> 00:00:39.000
Working on purpose. Now. Here
is your host, Doctor Elise Cortes.

8
00:00:51.159 --> 00:00:53.759
Welcome back to the Working on Purpose
Program. Thanks you jowing again this week.

9
00:00:53.759 --> 00:00:56.799
I'm your host, Doctor Release Cortes. Join you from the Panhandle in

10
00:00:56.840 --> 00:01:02.119
West Texas where I'm doing some consulting
work introduction. I'm a management consultant specializing

11
00:01:02.119 --> 00:01:06.719
in meaning and purpose, organizational logotherapist, inspirational speaker, social scientist, and

12
00:01:06.760 --> 00:01:08.239
author. You can learn more about
me and how we can work together at

13
00:01:08.239 --> 00:01:14.000
at leastcoretest dot com and Gusto dashnout
dot com. Let me thank my partner

14
00:01:14.000 --> 00:01:17.840
and sponsor, Work Proud. We
are a perfect collaboration. Everyone wants to

15
00:01:17.840 --> 00:01:19.760
know they matter and that the work
they do is meaningful. And appreciated.

16
00:01:21.079 --> 00:01:25.439
Work Proud is a mobile platform built
to encourage employees to share stories and recognize

17
00:01:25.439 --> 00:01:29.799
each other's contribution. Work Proud empowers
HR and business leaders to help create company

18
00:01:29.799 --> 00:01:32.959
cultures where all employees are inspired to
feel proud of their work and proud of

19
00:01:32.959 --> 00:01:37.079
their company. Learn more at workproud
dot com. With us today. Right

20
00:01:37.120 --> 00:01:40.159
next to me is Sherry elliot Yuri. She's the founder and CEO of human

21
00:01:40.200 --> 00:01:45.840
resources consultancy company Sherry Elliott Ary.
She's a recognized generational expert, HRC consultant,

22
00:01:45.920 --> 00:01:49.439
coach, and motivational speaker. She's
the author of Ties to Tattoos,

23
00:01:49.599 --> 00:01:55.000
training generational differences into competitive advantage and
Crack the Millennial code, manage market and

24
00:01:55.040 --> 00:01:59.040
motivate Millennials. We have taken the
show on the road to the Panhandle and

25
00:01:59.079 --> 00:02:01.519
West Texas, where we are working
together on an employee engagement survey project.

26
00:02:01.719 --> 00:02:06.640
We've been in the field talking to
various employees talking about their experiences of working

27
00:02:06.680 --> 00:02:10.680
for this company, and today we'll
be talking about employee engagement and well being

28
00:02:10.879 --> 00:02:15.639
as essential drivers of retention, engagement, and performance. Sherry, welcome back

29
00:02:15.759 --> 00:02:20.639
for the fourth time to Working on
Purpose. Thank you Elise for having me.

30
00:02:20.879 --> 00:02:23.280
It's so great how this worked out, right, So, you know,

31
00:02:23.439 --> 00:02:25.560
for being in my room right,
Yeah, I'm actually in her hotel

32
00:02:25.639 --> 00:02:30.240
room here in West Texas. So
what we want to do today is really

33
00:02:30.520 --> 00:02:36.199
really bring you into our worlds and
talk with you about what it is to

34
00:02:36.240 --> 00:02:40.280
be on the front lines helping companies
really understand why employees come to work,

35
00:02:40.960 --> 00:02:44.800
why do they keep coming back,
what do they want from work, and

36
00:02:44.840 --> 00:02:46.479
what you can do to make the
workplace a better place for them so they

37
00:02:46.520 --> 00:02:51.639
can actually give their best and want
to stay. So let me start with

38
00:02:51.680 --> 00:02:55.439
you, Sherry. You and I
met more than ten plus years ago,

39
00:02:55.840 --> 00:03:01.280
and I called on you. You're
an unsuc affecting suspect, and I called

40
00:03:01.319 --> 00:03:07.479
on you hoping to be able to
see at the time my HR analysis tool

41
00:03:07.560 --> 00:03:10.759
with you, and we scrap that. We're like, forget all that,

42
00:03:10.879 --> 00:03:15.240
let's just talk to it. Let's
work together. So ten plus years together

43
00:03:15.280 --> 00:03:20.520
in the workplace, you've authored several
books since then, I've authored one What's

44
00:03:20.520 --> 00:03:23.840
Happening in the World Today that you
want to start with. Actually, it's

45
00:03:23.919 --> 00:03:28.800
just the fact of connection and collaboration. I mean, there's just that energy

46
00:03:28.919 --> 00:03:32.159
that people follow and so I think
it's a perfect start to what we're doing

47
00:03:32.360 --> 00:03:37.479
today. I mean, why work
together on a project as important as this.

48
00:03:38.000 --> 00:03:40.319
I mean it's that energy, it's
that connection, and that's what we're

49
00:03:40.319 --> 00:03:46.479
doing with this client. It's saying, why do you even want to work

50
00:03:46.520 --> 00:03:49.680
together? Why do you want to
partner together? Even what we're doing,

51
00:03:49.960 --> 00:03:53.599
I don't understand Spanish, and this
client needs somebody who can translate. Well,

52
00:03:53.879 --> 00:03:58.639
there you are, that's what you
do, and I provide HR.

53
00:03:58.800 --> 00:04:03.000
So the synergy we have together is
perfect. You have an offering I don't

54
00:04:03.039 --> 00:04:10.439
have, and I have something in
my years of HR and my manufacturing side

55
00:04:10.479 --> 00:04:14.240
that I've been able to use with
them. And look what we bring after

56
00:04:14.280 --> 00:04:17.800
so many years of knowing each other, not just personally but professionally, and

57
00:04:17.839 --> 00:04:24.600
we bring that to this one client
and that synergy to give them the project

58
00:04:24.680 --> 00:04:30.279
that they need. So what I
appreciate listeners and viewers is there's a certain

59
00:04:30.639 --> 00:04:33.439
art and science and listening right,
being really present to be able to hear

60
00:04:33.519 --> 00:04:38.439
and catch what someone says in the
way of what they're looking for in the

61
00:04:38.480 --> 00:04:41.720
world. And you know, in
this case, this client we're working with,

62
00:04:41.839 --> 00:04:45.920
this is the first time that they've
ever in their fifty years of operation

63
00:04:46.079 --> 00:04:49.120
done in employee engagement survey. So
think about what that really means for them

64
00:04:49.160 --> 00:04:53.399
to get to the place where they
are mature enough to be able to hear

65
00:04:53.480 --> 00:04:57.040
and listen to what's happening in the
world around them, to be able to

66
00:04:57.120 --> 00:05:00.560
consider, Wow, we might need
to really investigate this, really take this

67
00:05:00.639 --> 00:05:03.839
seriously. Think what that really takes. So I want to commend them for

68
00:05:03.959 --> 00:05:08.639
fifty years of successful operations. And
here we are. Now they're at a

69
00:05:08.720 --> 00:05:12.040
juncture where they want to take things
to another level and they know they really

70
00:05:12.040 --> 00:05:15.639
can't do that until they really understand
the lay of the land. And so

71
00:05:15.879 --> 00:05:18.519
here we are. And Sherry knows
that I speak Spanish, and she's been

72
00:05:18.560 --> 00:05:21.800
working with this client for a while, and so she said, you've got

73
00:05:21.800 --> 00:05:26.120
something that I don't have. Together, we bring something totally different and better.

74
00:05:26.319 --> 00:05:30.160
Let's do this together. And so
you know, what are some of

75
00:05:30.199 --> 00:05:34.279
the things that you already notice about
this company that in your work with them

76
00:05:34.720 --> 00:05:41.560
have helped advance them. I think
it's just their ability to listen and to

77
00:05:41.720 --> 00:05:45.279
stretch. There's a course I'm taking
right now, and I love the term

78
00:05:45.399 --> 00:05:50.120
growing edges, and I don't like
it for me personally, let me just

79
00:05:50.199 --> 00:05:54.720
say that when it's my growing edge, But I love to see it with

80
00:05:54.720 --> 00:05:59.759
my client and to watch them being
willing to expand and to hear things that

81
00:05:59.800 --> 00:06:02.639
are difficult. But yet they're still
at it and they're going, I want

82
00:06:02.639 --> 00:06:06.040
to know more. What does our
workforce need? What do they want to

83
00:06:06.079 --> 00:06:12.399
hear? They employ a huge amount
maybe sixty percent of their workforce is from

84
00:06:12.439 --> 00:06:16.160
Mexico, and they're still saying,
how can we treat them better? How

85
00:06:16.160 --> 00:06:19.360
can we take care of them better? What do they need more of?

86
00:06:20.079 --> 00:06:24.680
And this is the tool that they
said, we want to learn by and

87
00:06:24.720 --> 00:06:27.839
guess what. We don't want to
be involved in it. We want to

88
00:06:27.879 --> 00:06:31.720
bring outside support in it. And
I just think, I mean, I'm

89
00:06:31.759 --> 00:06:34.920
commending them on that. That takes
a lot of bravery, That takes a

90
00:06:35.000 --> 00:06:40.399
lot of vulnerability to me. Now, let's step back for just a moment

91
00:06:40.439 --> 00:06:42.879
here for our listeners of viewers who
are going like, why in the world

92
00:06:42.879 --> 00:06:46.319
have you guys involved in the first
place. So it's really important that we

93
00:06:46.360 --> 00:06:50.040
situate that how this thing started was
you know, this really was a situation

94
00:06:50.120 --> 00:06:55.680
where the company was in a situation
where they're a main customer said hey,

95
00:06:55.959 --> 00:06:58.480
you got to do something different or
else, but don't want to do business

96
00:06:58.560 --> 00:07:00.399
with you. And so that was
a major flag saying you, guys,

97
00:07:00.439 --> 00:07:05.600
you know, really it's things have
to change. So they may not have

98
00:07:05.720 --> 00:07:09.959
noticed that they needed to better engage
their workforce if they didn't have a customer

99
00:07:10.000 --> 00:07:13.480
saying hey, there's major, major
problems here. So can you speak a

100
00:07:13.480 --> 00:07:17.600
little bit to the extent that you
can while you're protecting your client how this

101
00:07:17.680 --> 00:07:23.639
whole thing started and what they've learned
along the way in meeting you, and

102
00:07:23.639 --> 00:07:27.199
how you help them raise their consciousness
about what it is to be in business

103
00:07:27.199 --> 00:07:30.920
in twenty twenty one, I think, just like so many organizations, they

104
00:07:30.959 --> 00:07:35.439
don't know what they don't know.
And from my perspective, after thirty some

105
00:07:35.560 --> 00:07:40.240
years in human resources, a lot
of companies go, well I have a

106
00:07:40.319 --> 00:07:43.399
human resource person and I go,
okay, well tell me about them.

107
00:07:43.759 --> 00:07:46.839
Well, they were the payroll clerk
or they were the office manager. Well

108
00:07:46.879 --> 00:07:49.680
they've been here long enough, Well
they become the HR person. I'm like,

109
00:07:49.720 --> 00:07:53.000
oh, well, did they go
to school to do HR? No?

110
00:07:53.199 --> 00:07:56.839
Did they get a degree? No? Do they know anything about it?

111
00:07:56.920 --> 00:08:00.959
No? And so a lot of
times companies have the best but what

112
00:08:01.000 --> 00:08:05.680
they do is they over elevate and
promote somebody into HR who has no skill

113
00:08:05.720 --> 00:08:07.920
set, and just like this client, it got them into a lot of

114
00:08:07.920 --> 00:08:16.160
trouble because nobody understands the law around
human resources, and just like this client,

115
00:08:16.199 --> 00:08:18.199
it got them into trouble. They
didn't mean to do anything wrong,

116
00:08:18.519 --> 00:08:24.519
their intentions were not malicious, but
it did get them into trouble. And

117
00:08:24.600 --> 00:08:28.720
so what happens then is their clients, their customers find out and say,

118
00:08:28.120 --> 00:08:33.320
you need to fix this. And
so fortunately for me, I do a

119
00:08:33.320 --> 00:08:37.279
lot of networking with attorneys, and
attorneys don't want to get involved directly.

120
00:08:37.679 --> 00:08:39.559
They would rather send it out to
somebody who's got a lot of years in

121
00:08:39.639 --> 00:08:43.559
human resources like me and an education. And thankfully I do a lot of

122
00:08:43.639 --> 00:08:48.759
networking with SHIRM, the Society for
Human Resource Management. They called me and

123
00:08:48.759 --> 00:08:50.639
said, can you come in and
fix this. We need you to have

124
00:08:50.679 --> 00:08:54.240
a lot of experience in a lot
of different areas, especially in Texas because

125
00:08:54.240 --> 00:09:00.480
there's a lot of immigration challenges.
So now for our listeners and viewers are

126
00:09:00.519 --> 00:09:03.159
like, that sounds interesting. You
now recognize right that there was a problem

127
00:09:03.159 --> 00:09:09.080
there were some major major event that
happened that caused this company to say,

128
00:09:09.080 --> 00:09:13.559
Okay, we needed an outside perspective. Now share if you could, let's

129
00:09:13.679 --> 00:09:16.039
now paint for our listeners and our
viewers the kinds of things they might start

130
00:09:16.080 --> 00:09:20.279
to notice in their company that would
make them go, hey, we need

131
00:09:20.279 --> 00:09:22.919
to look at employee engagement or well
being. Share some of the things that

132
00:09:24.000 --> 00:09:26.919
you've seen over your years that would
be like telltale signs. Let's look at

133
00:09:26.960 --> 00:09:35.919
this. Yeah, a lot of
turnover, so high turnover, unexplained immigration

134
00:09:35.080 --> 00:09:43.039
issues, So companies that usually shy
away from doing everify are a good indication.

135
00:09:43.679 --> 00:09:48.399
Or they don't want to do a
lot of document verification for people's work

136
00:09:48.440 --> 00:09:52.879
documents, especially if they're hiring a
lot of people from Mexico. That's another

137
00:09:54.519 --> 00:10:00.559
good indication that the workforce may have
a challenge, a lot of diversity issues.

138
00:10:01.720 --> 00:10:05.159
They don't have good personnel files,
they don't have anybody who has actually

139
00:10:05.240 --> 00:10:11.360
gone to school for human resources,
or they don't have a separation between human

140
00:10:11.440 --> 00:10:16.399
resources and payroll. That's another good
indication. They have a lot of workers

141
00:10:16.799 --> 00:10:22.720
claims or unemployment claims, those sorts
of things. How about this, they

142
00:10:22.759 --> 00:10:28.759
haven't had an employee handbook maybe ever, or maybe it's been over ten or

143
00:10:28.759 --> 00:10:33.799
twenty years, that also might be
another good indication. So any one of

144
00:10:33.840 --> 00:10:37.559
those things are all of the above. So what I so appreciate about my

145
00:10:37.759 --> 00:10:43.399
role in getting to work with this
organization is there is a serious and contemplative

146
00:10:43.519 --> 00:10:48.080
listening that I am present to.
And so what I see now and what

147
00:10:48.240 --> 00:10:52.919
Cherry's done in her work, and
Sharon and I have been friends for years

148
00:10:52.159 --> 00:10:56.000
and colleagues for about those same years, and so we've done a lot of

149
00:10:56.039 --> 00:10:58.720
different projects together. And so once
she've been on this project for quite several

150
00:10:58.720 --> 00:11:03.360
months she'd gotten to know them,
there began to be an elevation of thinking

151
00:11:05.720 --> 00:11:09.360
and decision making about how to run
the business, at which point there was

152
00:11:09.399 --> 00:11:11.559
an opportunity to start talking about employee
engagement. So, once she had really

153
00:11:11.559 --> 00:11:16.240
put out the fires of some of
these major problems in the organization, there

154
00:11:16.320 --> 00:11:18.360
was now a space to start to
look at, Wow, how can we

155
00:11:18.399 --> 00:11:22.840
actually elevate this organization and bring it
into a higher level of maturity than operation,

156
00:11:24.279 --> 00:11:26.879
Which is that that's the point we
need to actually consider employee engagement.

157
00:11:28.360 --> 00:11:31.000
And so what I think is important
for us to talk about and recognize in

158
00:11:31.039 --> 00:11:35.840
this conversation when you're thinking about,
well, when would we know we need

159
00:11:35.879 --> 00:11:39.039
to bring in an HR consultant,
When will we know to bring in somebody

160
00:11:39.080 --> 00:11:43.360
to talk about employee engagement when you
start to recognize that things really aren't working

161
00:11:43.360 --> 00:11:45.960
as well as they could be,
or you get some kind of a major

162
00:11:45.960 --> 00:11:48.320
flag from outside, like this customer
saying, hey, we're not going to

163
00:11:48.320 --> 00:11:52.960
work with you until you figure this
stuff out. Sometimes it takes an outside

164
00:11:52.000 --> 00:11:56.480
sourcing things are not going as well
as you think it is for the universe

165
00:11:56.519 --> 00:12:03.039
to get your attention. What I
would say from my vantage point is the

166
00:12:03.080 --> 00:12:07.440
work that I get to do around
leadership development, employee engagement, visionaring with

167
00:12:07.480 --> 00:12:13.320
stakeholders is that it really is We're
now getting into the place where we're starting

168
00:12:13.399 --> 00:12:16.039
to really elevate an organization, and
I'm so grateful that I get to do

169
00:12:16.120 --> 00:12:20.759
that. And any organization is elemental
eligible depending on where they are. So

170
00:12:20.960 --> 00:12:24.320
do you want to weigh in about
kind of what your perspective has been about

171
00:12:24.759 --> 00:12:30.519
when you see organizations start to elevate
their maturity levels and how to recognize when

172
00:12:30.519 --> 00:12:33.039
it's time to get help to get
to the next level. Yeah, I

173
00:12:33.039 --> 00:12:37.799
think it's always a good time to
be ready to go to the next level

174
00:12:39.159 --> 00:12:45.600
once they seem to have someone in
the organization willing to take that banner and

175
00:12:45.679 --> 00:12:48.679
to run with it. Somebody has
to have the courage to be able to

176
00:12:48.720 --> 00:12:52.159
stand out and say, you know
what, it's time to do something different.

177
00:12:52.679 --> 00:12:56.639
And that really is important. I
mean, they had nobody internally who

178
00:12:56.720 --> 00:13:00.759
was willing to stand up and say, you know what, it's okay that

179
00:13:00.840 --> 00:13:05.039
this isn't working and it's time to
do it differently. And they didn't have

180
00:13:05.120 --> 00:13:07.639
that. And it was the owner
who said, you know what, I

181
00:13:07.639 --> 00:13:09.720
think we need to bring in this
HR consultant. She costs a lot of

182
00:13:09.759 --> 00:13:13.000
money. And in his terms,
he was like, this costs a lot

183
00:13:13.000 --> 00:13:16.919
of money. I was like,
well, let me just tell you in

184
00:13:16.039 --> 00:13:20.039
Dallas terms, I don't cost a
lot of money. But somebody has to

185
00:13:20.080 --> 00:13:24.639
be willing to say this isn't working. And so it doesn't matter who it

186
00:13:24.679 --> 00:13:28.200
is, but someone has to champion
change. And when it comes to employee

187
00:13:28.200 --> 00:13:31.720
engagements, I really do believe.
And this is what I told my client

188
00:13:33.039 --> 00:13:35.919
before. I said, this is
what a least needs to be doing.

189
00:13:35.279 --> 00:13:41.480
I said, are you ready for
this employee engagement process. Do you really

190
00:13:41.600 --> 00:13:48.360
want to know what's broken? And
are you ready to hear what's going well?

191
00:13:48.720 --> 00:13:52.039
And when you hear what's not going
well, are you ready to champion

192
00:13:52.639 --> 00:13:58.639
that and start changing the culture Because
you're going to hear some things you're not

193
00:13:58.720 --> 00:14:01.799
prepared to hear, and that to
me is really important. Don't ask if

194
00:14:01.799 --> 00:14:07.919
you're not prepared to make some changes. So I'll piggyback on that. So

195
00:14:07.039 --> 00:14:09.720
one of the things that we all
know is feedback can be really hard.

196
00:14:09.960 --> 00:14:13.000
But here's the great thing, ladies
and gentlemen, when we ask for the

197
00:14:13.039 --> 00:14:16.120
feedback, it's a lot easier to
hear it. When we say, look,

198
00:14:16.360 --> 00:14:20.399
we've implied that we've employed this employee
engagement organization to be able to hear

199
00:14:20.399 --> 00:14:24.720
your perspectives and therefore we're asking for
it. No matter what comes back,

200
00:14:24.799 --> 00:14:28.000
it becomes a little bit easier than
just this barrage of hey, you guys,

201
00:14:28.159 --> 00:14:31.559
this is just not working kind of
thing. So, you know,

202
00:14:31.879 --> 00:14:37.279
as a professional working in the space, it is such a coveted, sacred

203
00:14:37.320 --> 00:14:41.720
space to be able to catch that
information and then catch it in a live

204
00:14:41.799 --> 00:14:46.320
interaction and then report it back to
the organization anonymously. So we can actually

205
00:14:46.360 --> 00:14:50.440
do something about it. And I
want to applaud the courage of the companies

206
00:14:50.440 --> 00:14:54.639
that say, Okay, we're ready
to take that next step, because feedback

207
00:14:54.759 --> 00:14:56.320
is hard. I don't care if
you're an individual leader, if you are

208
00:14:56.360 --> 00:15:01.000
a company, if you are someone
in your home home space, feedback is

209
00:15:01.080 --> 00:15:05.360
hard and this is the way we
grow though. So for us getting to

210
00:15:05.360 --> 00:15:11.399
be in a space, we see
our work as really helping to steward growth

211
00:15:11.480 --> 00:15:16.039
inside leaders and organizations. And how
awesome is that? Yeah? Absolutely absolutely

212
00:15:16.600 --> 00:15:22.559
it takes courage, it does and
it is a sacred space to get to

213
00:15:22.960 --> 00:15:26.440
dance in that world with you.
So thanks for the opportunity. With that,

214
00:15:26.519 --> 00:15:28.159
let's grab our first break. I'm
your host, doctor Release Cortes.

215
00:15:28.320 --> 00:15:31.240
We've been there on the air with
Sharry Elliott YUI, the founder and CEO

216
00:15:31.279 --> 00:15:37.080
of human resources consultancy company Shay Elliott
Uari. She's a recognized generational expert,

217
00:15:37.360 --> 00:15:41.240
HR consultant, coach and motivational speaker. We've been talking a bit about our

218
00:15:41.279 --> 00:15:46.080
work together with this client in the
West Texas Panhandle around employee engagement. After

219
00:15:46.080 --> 00:15:50.080
the break, we're going to talk
more about engagement and well being. Stay

220
00:15:50.120 --> 00:15:54.240
with us We'll be right back.
Doctor Release Cortes is a management consultant specializing

221
00:15:54.279 --> 00:16:00.679
in meaning and purpose and inspirational speaker
and author. She helps companies visioneer for

222
00:16:00.759 --> 00:16:07.919
greater purpose among stakeholders and develop purpose
inspired leadership and meaning infused cultures that elevate

223
00:16:07.960 --> 00:16:12.440
fulfillment, performance, and commitment within
the workforce. To learn more or to

224
00:16:12.519 --> 00:16:18.559
invite Elise to speak to your organization, please visit her at elisecortes dot com.

225
00:16:18.840 --> 00:16:29.559
Let's talk about how to get your
employees working on purpose. This is

226
00:16:29.639 --> 00:16:33.320
working on Purpose with doctor Elise Cortes. To reach our program today or open

227
00:16:33.360 --> 00:16:41.200
a conversation with Alise, send an
email to a lease Alise at elisecortes dot

228
00:16:41.240 --> 00:16:51.879
com. Now back to working on
purpose. Thanks for stating with us,

229
00:16:51.919 --> 00:16:55.799
and welcome back to working on Purpose. As I've watched the pandemic continue on,

230
00:16:56.039 --> 00:16:59.360
We've looked for ways to help companies
support their employees handle the anxiety,

231
00:16:59.399 --> 00:17:03.759
stressed, and feeling disconnected, while
also helping to lift and inspire them with

232
00:17:03.799 --> 00:17:07.480
ongoing professional development. So we're now
offering a wellbeing webinar learning series called Grab

233
00:17:07.519 --> 00:17:11.519
your Gusto Vital Wellbeing from the inside
out. You can learn more about that

234
00:17:11.519 --> 00:17:15.039
at eliscoretest dot com or send me
an email to Elease at least core test

235
00:17:15.079 --> 00:17:18.160
dot com and we can talk more
about how can help your employees if you're

236
00:17:18.160 --> 00:17:22.279
just joining the program. My guest
is Sherry elliot Yery. She's a recognized

237
00:17:22.319 --> 00:17:26.559
generational expert, HR consultant, coach, and motivational speaker. We've taken the

238
00:17:26.559 --> 00:17:29.680
show on the road as we're conducting
an employee engagement survey project in the West

239
00:17:29.799 --> 00:17:33.440
Texas Panhandle. I'm your host,
doctor Elise Cortes, So I want to

240
00:17:33.480 --> 00:17:37.480
start this next segment just saying that
over the years that I've gotten to do

241
00:17:37.519 --> 00:17:41.720
employee engagement work, it's a privilege
to get to work with leaders who have

242
00:17:41.880 --> 00:17:48.039
the courage and the willingness to look
at what's maybe working well in the organization

243
00:17:48.160 --> 00:17:52.200
and and them sells and what's not. And I've had the honestly, the

244
00:17:52.279 --> 00:17:56.240
absolute sacred opportunity to be able to
stand with them as they realize they've learned

245
00:17:56.279 --> 00:18:00.039
things that they had no idea that
we're just not working about their communication style,

246
00:18:00.559 --> 00:18:03.000
the way that they hire, the
way they develop, the way that

247
00:18:03.039 --> 00:18:07.599
they train, the way they promote, and so getting the chance to be

248
00:18:07.640 --> 00:18:12.359
able to be in that space with
companies where there is a serious yearning to

249
00:18:12.799 --> 00:18:18.119
do better is an honor. What's
your perspective on that? Yeah, I

250
00:18:18.200 --> 00:18:29.519
think the opposite is so often true
that when I see an organization willing to

251
00:18:29.559 --> 00:18:36.519
one just enter into the space,
and then two willing to pay for it,

252
00:18:36.640 --> 00:18:40.599
and then three to actually receive it, it's just amazing to me.

253
00:18:40.799 --> 00:18:45.920
And so it's just so exciting that, especially during COVID time right now,

254
00:18:47.920 --> 00:18:52.640
to see what we're getting to do
this week, it's actually thrilling, It

255
00:18:52.680 --> 00:18:55.480
really is. It is thrilling,
and I really want to take it back

256
00:18:55.559 --> 00:19:00.799
even deeper on the true human level
here in terms of my personal experience here,

257
00:19:00.799 --> 00:19:04.079
and that is that in this particular
company that we're working with, they

258
00:19:04.160 --> 00:19:08.079
do, as share said, we
have a lot of people who speak English

259
00:19:08.119 --> 00:19:14.279
as a second language working here,
and they have various forms of labor agreements

260
00:19:14.279 --> 00:19:18.839
with them. And can I tell
you how amazing it is this company is

261
00:19:18.880 --> 00:19:22.359
so committed to learning the perspectives of
these employees. They did bring me in

262
00:19:22.400 --> 00:19:25.759
because I can speak Spanish. But
we're also learning, though, is that

263
00:19:26.119 --> 00:19:30.480
many of these employees don't read or
write any language, and so the sacred

264
00:19:30.519 --> 00:19:34.920
opportunity to sit with them and help
them understand why we're asking the questions of

265
00:19:36.039 --> 00:19:40.319
them, and then explaining to them
what the questions are so that we can

266
00:19:40.440 --> 00:19:44.279
get their responses. That even just
today, it was the greatest thing,

267
00:19:44.440 --> 00:19:48.119
ladies and gentlemen, to work with
several groups of people, and some of

268
00:19:48.119 --> 00:19:52.000
them said, I don't read and
I don't write, And so we had

269
00:19:52.279 --> 00:19:56.440
the survey out in written typewritten form, and so I was explaining the questions

270
00:19:56.440 --> 00:19:59.200
and then the answers, and they're
like, oh, I know what answer

271
00:19:59.240 --> 00:20:03.680
to give, and people one woman
said I can't write my response, and

272
00:20:03.720 --> 00:20:06.519
I said, you can, because
all the responses is the check mark.

273
00:20:07.079 --> 00:20:11.000
And so the greatest thing was,
here's a company allowing empowering this person to

274
00:20:11.039 --> 00:20:15.960
be able to actually write for the
first time, simply writing her response.

275
00:20:15.480 --> 00:20:18.640
Now, if that is not catching
a voice and catching an experience, I

276
00:20:18.640 --> 00:20:22.759
don't know what is. So I
really want to applaud this this company for

277
00:20:23.400 --> 00:20:29.519
giving the voice to their employees to
really talk about what it is to have

278
00:20:29.599 --> 00:20:33.039
their experience in any form they're able
to. They made it accessible for them,

279
00:20:33.079 --> 00:20:37.799
and how amazing is that that is
a commitment to employees and it is

280
00:20:37.880 --> 00:20:40.839
a way to reach out to them
to help them any way that they can.

281
00:20:41.000 --> 00:20:44.519
And I think that what that shows
to me is that shows a commitment

282
00:20:44.559 --> 00:20:48.599
to conscious capitalism, environmental social governance, investing where you're really trying to be

283
00:20:48.640 --> 00:20:52.160
able to do business on a greater
level beyond just making a profit, really

284
00:20:52.240 --> 00:20:56.880
just lifting the lives of all the
employees that are in the organization. I

285
00:20:56.920 --> 00:21:00.240
will be a part of that.
Anytime anywhere, call me, I'll be

286
00:21:00.279 --> 00:21:07.240
there. It was beautiful to watch
today and to see them laughing and to

287
00:21:07.279 --> 00:21:14.480
see them getting excited when they knew
the answer to the question. Once they

288
00:21:14.920 --> 00:21:18.279
heard they couldn't understand it on the
paper, but once they understood what Elise

289
00:21:18.400 --> 00:21:22.680
was asking and they were like,
yeah, that was my answer, That's

290
00:21:22.680 --> 00:21:26.400
what I want. And they couldn't
write in the comments section what they wanted

291
00:21:26.400 --> 00:21:30.559
to say, but Elise could write
it down for them and in their language,

292
00:21:30.640 --> 00:21:34.240
in their their language. But their
voice was being hurt. They didn't

293
00:21:34.279 --> 00:21:38.440
know when she was writing, but
they knew that she was writing what they

294
00:21:38.559 --> 00:21:44.880
wanted to say. And their voice
was mattering, and I mean it just

295
00:21:44.960 --> 00:21:48.440
it mattered to them. Their voice
counted, their words counted and they were

296
00:21:48.480 --> 00:21:52.960
being heard. And so even though
at first when I talked to my client

297
00:21:52.960 --> 00:21:56.599
and I said, you guys better
be prepared for what you're going to get

298
00:21:56.640 --> 00:22:00.960
back, and I also told them
and by the way, these are two

299
00:22:00.000 --> 00:22:06.480
people right here, and I can
guarantee you I'm recommending someone that is also

300
00:22:06.599 --> 00:22:11.480
going to tell you. No,
you can't get us to tell you who

301
00:22:11.599 --> 00:22:15.400
said what. That is very important
to me, and it's going to be

302
00:22:15.519 --> 00:22:21.119
very important to this person because these
people it's important that our integrity, but

303
00:22:21.200 --> 00:22:26.880
also they know it's confidential, that
they feel safe and it's a sacred process,

304
00:22:26.920 --> 00:22:30.000
so that they know that their words
aren't going to be used against them.

305
00:22:32.079 --> 00:22:36.519
And that is so important. It's
so important that these people because they're

306
00:22:36.559 --> 00:22:38.720
vulnerably showing up. These are people
who don't even know how to read or

307
00:22:38.759 --> 00:22:42.240
write, and they're trusting in the
process. They're trusting in the people who

308
00:22:42.279 --> 00:22:47.359
are standing up in front of them
and saying we are going to protect you.

309
00:22:48.559 --> 00:22:52.799
That is so important, so important, it is, and think about

310
00:22:52.839 --> 00:22:55.480
that for just a second. These
people are counting on their jobs. They

311
00:22:55.519 --> 00:22:57.920
need their jobs, and if there
is any fear of retaliation that if they

312
00:22:57.960 --> 00:23:00.759
speak their mind on it, because
I can't tell the number of times I

313
00:23:00.759 --> 00:23:04.920
said, you know, be honest
in your response. If there is any

314
00:23:04.920 --> 00:23:08.200
concern that they're going to lose their
job for speaking up, then we've really

315
00:23:08.200 --> 00:23:14.079
got a problem here. If you
paid someone us to come into an organization

316
00:23:14.359 --> 00:23:17.200
and solicit the feedback, and now
you're going to use it against your employees

317
00:23:17.240 --> 00:23:19.559
because you ask them for their feedback, we neither one of us are going

318
00:23:19.599 --> 00:23:23.119
to work with you, that's for
sure. And so what was so beautiful.

319
00:23:23.160 --> 00:23:26.000
What I want you to understand is
your employees know how to run your

320
00:23:26.079 --> 00:23:30.039
organization better than you do, but
you're not asking them for their commitment,

321
00:23:30.079 --> 00:23:34.519
for their feedback, their commitment,
or their ideas. But they do know

322
00:23:34.559 --> 00:23:38.240
how to do their work better than
you think they do. Your opportunity is

323
00:23:38.279 --> 00:23:41.839
to listen to them and hear what
they have to say. So today we

324
00:23:41.880 --> 00:23:47.000
heard simple things. We ask about
security and safety. Do you have the

325
00:23:47.000 --> 00:23:49.000
tools that you need to do to
be able to do your job well in

326
00:23:49.480 --> 00:23:52.519
today's pandemic? And you know,
some of them were like, oh,

327
00:23:52.519 --> 00:23:56.880
well mostly, And so it was
a little bit of digging, well,

328
00:23:56.880 --> 00:23:59.920
what do you need? What's missing
for you? This is not a complaint.

329
00:24:00.240 --> 00:24:03.720
That's what's missing for you that's not
yet supplied. And in some cases

330
00:24:03.720 --> 00:24:07.640
it was simply gloves that don't actually
tear. Okay, that's actionable, isn't

331
00:24:07.680 --> 00:24:11.400
it right? And so this could
have been known for months, but we

332
00:24:11.440 --> 00:24:15.119
didn't do anything about it because they
didn't actually have a means to speak up

333
00:24:15.160 --> 00:24:18.079
about it. So what we both
know is that your employees can actually help

334
00:24:18.119 --> 00:24:22.279
you improve the operations of your company, save you money, and make more

335
00:24:22.319 --> 00:24:25.240
money, and make a better difference
in the community if you will engage them

336
00:24:25.240 --> 00:24:30.240
in conversation, and it reduces the
number of work accidents. And let me

337
00:24:30.240 --> 00:24:36.440
tell you from the audits that we've
been going through, never mind OSHA as

338
00:24:36.480 --> 00:24:41.839
well, I mean one personal protective
equipment that doesn't cause them to hurt their

339
00:24:41.880 --> 00:24:47.640
hands when they're on a manufacturing line. I mean that's all that they need.

340
00:24:47.759 --> 00:24:52.000
A five dollars pair of gloves that
don't rip every month every two weeks.

341
00:24:52.720 --> 00:24:56.720
It's a huge deal. And if
they're not able to tell their supervisor

342
00:24:56.799 --> 00:25:00.640
for whatever reason, it doesn't mean
it's a bad Their supervisor may not even

343
00:25:00.839 --> 00:25:04.680
be doing anything wrong. But if
they feel like they can tell us through

344
00:25:04.720 --> 00:25:11.240
this avenue. It's saving on work
related injuries or OSHA reportable claims or whatever

345
00:25:11.279 --> 00:25:15.920
it happens to be, or they
don't come back to work, whatever it

346
00:25:15.039 --> 00:25:18.440
is. So one of the things
that I want you to be very present

347
00:25:18.440 --> 00:25:23.079
to listeners and viewers is that there
are there's a very very large scale of

348
00:25:23.200 --> 00:25:26.519
comfort that people have in terms of
being able to speak their mind, being

349
00:25:26.519 --> 00:25:30.640
able to share their experience. And
so a lot of people are not schooled

350
00:25:30.640 --> 00:25:34.680
in the idea that of giving,
the idea of giving their experience and their

351
00:25:36.359 --> 00:25:38.400
opinion about what's going well and what's
not, so they don't say anything.

352
00:25:38.440 --> 00:25:42.799
They have this multitude of information they're
sitting on, but they don't they haven't

353
00:25:44.079 --> 00:25:47.079
thought that they could actually share it. So if you give them literally the

354
00:25:47.160 --> 00:25:49.839
microphone and say, please tell us
your experience what can be better here?

355
00:25:51.160 --> 00:25:53.680
You would be amazed for what you
could learn about your own organization that you

356
00:25:53.759 --> 00:25:56.960
don't know that's right there in front
of you. But if you only ask

357
00:25:56.960 --> 00:26:00.160
the people that are on the front
line, they will tell you. If

358
00:26:00.200 --> 00:26:03.480
you make it safe for them and
you make sure that they know that their

359
00:26:03.559 --> 00:26:08.920
opinion matters, they matter. We
ask simple things in this survey Do you

360
00:26:10.079 --> 00:26:14.839
know does your supervisor indicate to that
you're valued and appreciate it. Do you

361
00:26:14.880 --> 00:26:18.799
know how important that is to people? Do you know that actually for them

362
00:26:18.839 --> 00:26:23.000
going the extra mile and working the
next two hours to cover their fellows shift

363
00:26:23.359 --> 00:26:26.880
because they went off for a birthday
party, is really important for the integrity

364
00:26:26.920 --> 00:26:30.440
of the team. But they did
all that to make things happen. Did

365
00:26:30.440 --> 00:26:33.039
you actually know that was happening,
that magic was happening in your organization?

366
00:26:33.960 --> 00:26:38.960
Probably not unless you ask or notice. One of the smallest things that came

367
00:26:40.000 --> 00:26:42.799
out of one of our audits that
was not intentional, But I had this

368
00:26:42.920 --> 00:26:48.200
idea, was we redid one of
their break rooms and it cost us ninety

369
00:26:48.240 --> 00:26:53.720
eight hundred dollars. And I actually
took one of our internal construction guys and

370
00:26:53.759 --> 00:26:56.519
I said hey, and I showed
them a picture out of one of the

371
00:26:56.599 --> 00:27:00.279
lunch rooms that I'd seen in a
magazine that I done one time at another

372
00:27:00.319 --> 00:27:03.279
client's. I said, can you
do this? He goes, oh,

373
00:27:03.359 --> 00:27:06.440
yeah, we have the wood,
we have the etc. Etc. Said

374
00:27:06.519 --> 00:27:10.160
less than ten thousand. I got
approval, and I went out and rolled

375
00:27:10.200 --> 00:27:15.000
out their very first handbook in December, and everybody came up to me and

376
00:27:15.319 --> 00:27:18.559
tried to tell me because I don't
understand Spanish as well, and tried to

377
00:27:18.559 --> 00:27:25.359
tell me how grateful they were for
their new lunch room. And it was

378
00:27:25.599 --> 00:27:30.200
less than ten thousand dollars for about
four to five hundred employees, So you

379
00:27:30.279 --> 00:27:34.400
do the math. Less than ten
thousand dollars impact for five hundred employees,

380
00:27:34.920 --> 00:27:41.359
and that was so exciting for them
that that was it and it was a

381
00:27:41.440 --> 00:27:45.000
huge impact. That's all they needed
was a place to put their things and

382
00:27:45.079 --> 00:27:51.000
to have more microwaves. So in
their thirty minute break they had more microwaves

383
00:27:51.039 --> 00:27:56.440
so that they could warm up their
food. That's all they needed. So

384
00:27:56.720 --> 00:28:00.359
listeners' viewers, think about this for
just a second, matter to somebody in

385
00:28:00.400 --> 00:28:03.559
their lives. Do you want to
make a difference to other people? Do

386
00:28:03.559 --> 00:28:07.160
you want to know that your life
actually made a difference and lifted the lives

387
00:28:07.160 --> 00:28:10.640
of other people. It's not that
hard. It's about listening and seeing what

388
00:28:10.680 --> 00:28:12.880
you can do to address a need. And really there's so much you can

389
00:28:12.920 --> 00:28:17.440
do to impact the lives of people
who work with you and your organization.

390
00:28:17.759 --> 00:28:19.640
And when you think that we spend
at least a bit of our lives working,

391
00:28:21.119 --> 00:28:23.640
and if that experience of work is
not fulfilling, it's not good.

392
00:28:23.880 --> 00:28:29.480
Guess what, The chances of their
whole entire lives being fulfilling is almost zero.

393
00:28:30.119 --> 00:28:33.599
So you have a tremendous opportunity to
make a difference in the lives of

394
00:28:33.599 --> 00:28:37.319
all of your employees by making their
experience of work better. And you do

395
00:28:37.400 --> 00:28:41.039
that by listening and asking questions and
doing something about the feedback that they actually

396
00:28:41.079 --> 00:28:45.880
give you. And there's something for
me. I had started out in human

397
00:28:45.920 --> 00:28:52.000
resources, I believe the minute I
went into high school, and I feel

398
00:28:52.000 --> 00:28:55.799
like I was born into it.
And motivational speaking and writing was something that

399
00:28:55.880 --> 00:28:59.920
I kind of had to do because
I didn't stop talking about certain topics.

400
00:29:00.079 --> 00:29:03.519
I felt like I better put pen
to paper. I make a bigger impact

401
00:29:03.640 --> 00:29:08.119
in my career as a human resource
consultant because I get to see people.

402
00:29:08.240 --> 00:29:12.119
I get to know what they need. I get to honor my word,

403
00:29:12.200 --> 00:29:15.960
I get to hear their stories,
I get to fix their problems. I

404
00:29:15.960 --> 00:29:19.680
can get on stage in front of
thousands of people and I can say something,

405
00:29:21.480 --> 00:29:22.799
but I don't ever get to see
that I can make a difference.

406
00:29:22.960 --> 00:29:27.519
I get to go to a client
and I can do something about what I'm

407
00:29:27.559 --> 00:29:33.000
seeing. And it feels really good
to know that I can change one thing

408
00:29:33.119 --> 00:29:37.039
for somebody and know that I will
have an impact. And these are the

409
00:29:37.079 --> 00:29:41.200
things that make my life meaningful.
These are the kind of opportunities that are

410
00:29:41.279 --> 00:29:47.759
just amazing to me. You know
that I'm completely lockstep and barrel with you

411
00:29:47.839 --> 00:29:51.640
on that. Yes, And so
each of you have the opportunity, those

412
00:29:51.680 --> 00:29:55.319
of you that are listening to this
have the ability to really greatly impact lives.

413
00:29:55.359 --> 00:29:57.000
And it really does start with listening
and then doing something about that.

414
00:29:57.400 --> 00:30:02.000
And you would be amazed how simple
it really is if only you will actually

415
00:30:02.039 --> 00:30:06.640
listen. And so what I appreciate
about this opportunity is being engaged as an

416
00:30:06.640 --> 00:30:10.480
employee engagement consultant in this particular matter, to be the one that gets to

417
00:30:10.559 --> 00:30:15.279
catch these voices, these views and
then give them back to the organization in

418
00:30:15.480 --> 00:30:19.480
an anonymous report that shows here's the
report, the results of what people said

419
00:30:19.480 --> 00:30:22.599
about their experience, and here's a
few things that I suggest you do to

420
00:30:22.599 --> 00:30:26.160
address those things. You know,
let's get to work and well per slieves

421
00:30:26.200 --> 00:30:29.200
and make it happen. It's amazing
what you can do. And here's the

422
00:30:29.279 --> 00:30:33.359
thing improvement is forever. If you
ever think you are done, you should

423
00:30:33.359 --> 00:30:36.400
just close your doors of your business
and that as a person or as our

424
00:30:36.480 --> 00:30:38.720
leader, because when you get the
idea that you're as good as you get,

425
00:30:40.200 --> 00:30:44.200
guess what you just got left behind. So with that, let's take

426
00:30:44.240 --> 00:30:47.440
our last break. I am doctor
Releis Coortez, your host. We were

427
00:30:47.519 --> 00:30:51.119
there with Sharry Elliott Eery. She's
the founder and CEO of human resource consultancy

428
00:30:51.119 --> 00:30:55.720
company Shary Eliot Eery. She's a
recognized generational expert, HR consultant, coach,

429
00:30:55.720 --> 00:30:59.440
and motivational speaker. We've been really
talking about more of really what I

430
00:30:59.480 --> 00:31:02.680
would say nitty gritty of employee engagement. In this show, you often talk

431
00:31:02.720 --> 00:31:06.759
about thought leadership topics. Here we
really are on the road letting you in

432
00:31:06.799 --> 00:31:08.200
to the work that we do.
Stay with us. We'll be right back

433
00:31:08.359 --> 00:31:11.359
after the record to talk more about
the actual idea of well being in the

434
00:31:11.359 --> 00:31:17.680
workplace. See you then. Doctor
Elise Cortes is a management consultant specializing in

435
00:31:17.720 --> 00:31:22.400
meaning and purpose and inspirational speaker and
author. She helps companies visioneer for greater

436
00:31:22.440 --> 00:31:30.880
purpose among stakeholders and develop purpose inspired
leadership and meaning infused cultures that elevate fulfillment,

437
00:31:30.160 --> 00:31:36.160
performance, and commitment within the workforce. To learn more or to invite

438
00:31:36.160 --> 00:31:40.880
Elise to speak to your organization,
please visit her at Eleasecortes dot com.

439
00:31:41.160 --> 00:31:52.279
Let's talk about how to get your
employees working on purpose. This is Working

440
00:31:52.319 --> 00:31:56.759
on Purpose with doctor Elise Cortes.
To reach our program today or open a

441
00:31:56.759 --> 00:32:02.960
conversation with Elise, send an email
to a lease Alice at Aliscortes dot com.

442
00:32:04.559 --> 00:32:14.319
Now back to Working on Purpose.
Welcome back to the Working on Purpose

443
00:32:14.359 --> 00:32:15.519
Show. Thank you for tuning in
again this week. I'm ALISEE Cortez,

444
00:32:15.559 --> 00:32:20.319
your host. I am actually on
the road in West Texas here doing an

445
00:32:20.319 --> 00:32:22.799
employee engagement survey. I wanted to
share with you if you don't know,

446
00:32:22.839 --> 00:32:24.880
if you ever heard me say this, I actually had a baby in the

447
00:32:24.880 --> 00:32:30.640
pandemic. Yeah. It actually is
this small little rectangular thing called a book,

448
00:32:30.839 --> 00:32:35.559
but it's called Purpose Ignited, and
I really wrote it to turn on

449
00:32:36.000 --> 00:32:39.559
an awaken passion in purpose in readers
and turn them into inspirational leaders that actually

450
00:32:39.960 --> 00:32:45.079
realize help realize the greatness in their
followers. And I really am out to

451
00:32:45.079 --> 00:32:49.480
be able to help create workplaces where
people want to come to work, do

452
00:32:49.519 --> 00:32:52.039
their best work, realize their best
selves. Inspirational leaders lead them to that,

453
00:32:52.200 --> 00:32:54.759
and they do work on a level
that they had never seen before to

454
00:32:54.759 --> 00:32:58.839
make a difference in the world.
That's what I'm up to. If you

455
00:32:58.880 --> 00:33:00.599
are just tuning into the pur I
guess with me. Right next to me

456
00:33:00.720 --> 00:33:06.000
is Sharry Elliot Earing. She's a
recognized generational expert, HR consultant, coach

457
00:33:06.000 --> 00:33:09.319
and motivational speaker. We have been
talking about employee engagement here. What I

458
00:33:09.319 --> 00:33:12.799
want to do in this last segment
and really bring it in is bring it

459
00:33:12.839 --> 00:33:16.079
into well being well. One of
the things that I began to really pay

460
00:33:16.119 --> 00:33:21.240
attention to as the pandemic war on
in twenty twenty is I was looking for

461
00:33:21.359 --> 00:33:23.599
more ways that I could help.
What could I do as someone who loves

462
00:33:24.240 --> 00:33:30.680
meaning, purpose, motivation, inspiration, leadership development. And I began to

463
00:33:30.759 --> 00:33:32.759
notice that more and more when I
looked at what was going on in the

464
00:33:32.759 --> 00:33:37.880
world, many leaders of organizations were
concerned about the mental health and well being

465
00:33:37.960 --> 00:33:40.079
of their employees. Employees had been
shut in for more than a year,

466
00:33:40.119 --> 00:33:46.839
they'd lost connection. They were having
to really focus on a platform that involved

467
00:33:47.000 --> 00:33:51.119
keeping the kids in school, trying
to be engaged in productive at work,

468
00:33:51.400 --> 00:33:53.960
all under one roof. And so
that was something that I knew that I

469
00:33:54.000 --> 00:33:59.480
could address in terms of the work
that I'd already done as a logo therapist,

470
00:33:59.519 --> 00:34:02.240
as somebody who is anchored in passion, meaning and purpose. And so

471
00:34:02.319 --> 00:34:07.719
that's where the Whole well Being webinar
series came from. So I'd like to

472
00:34:07.760 --> 00:34:13.000
hear from you share your perspective of
what you've seen in the trenches in this

473
00:34:13.079 --> 00:34:16.920
last year in terms of what you
notice about the signs that well being is

474
00:34:17.000 --> 00:34:22.159
an issue for companies. I think
if they really struggled this last year,

475
00:34:22.199 --> 00:34:27.559
even more so because for probably the
last ten years, I from an HR

476
00:34:27.639 --> 00:34:31.800
perspective to companies, you know,
this whole work life balance is so opposite.

477
00:34:31.840 --> 00:34:35.599
And I started writing about that when
I did Ties to Tattoos, I

478
00:34:35.639 --> 00:34:38.400
said, we have it all wrong. Millennials had it right. It was

479
00:34:39.440 --> 00:34:44.320
life work balance, you know,
they really thought, you know, my

480
00:34:44.639 --> 00:34:47.840
life is supported by my work.
It's not work comes first. Life is

481
00:34:47.920 --> 00:34:54.280
second. And now with people not
being able to be at work, they're

482
00:34:54.320 --> 00:34:59.559
really struggling, like what are we
doing at home? How do we separate

483
00:35:00.400 --> 00:35:05.800
when work starts when work ends,
and okay, we're not out talking to

484
00:35:05.840 --> 00:35:08.920
people. And of course baby boomers
had a really hard time because their whole

485
00:35:09.000 --> 00:35:14.639
life is work and now it's just
at home. And so, you know,

486
00:35:14.760 --> 00:35:17.159
my husband affectually, he'll kill me
when he sees this. He has

487
00:35:17.199 --> 00:35:22.119
his day pajamas and his night pajamas, and he's like, should I put

488
00:35:22.159 --> 00:35:27.360
which one's on? You know,
And because now you're on zoom or teams

489
00:35:27.440 --> 00:35:30.559
or whatever, and you just change
your top. And so I think a

490
00:35:30.559 --> 00:35:34.679
lot of people, and I hear
about this affection at COVID twenty or whatever

491
00:35:34.800 --> 00:35:42.559
thirty, people really lost their mental
connection, their physical shape. And I

492
00:35:42.719 --> 00:35:45.920
joking 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 --> 00:35:58.159
well being, my mental, my
physical. It just wasn't going to happen.

495
00:35:58.199 --> 00:36:00.920
But I think a lot of people
who were so in entrenched in their

496
00:36:00.960 --> 00:36:07.039
schedule and what they counted on,
it was all taken away because they didn't

497
00:36:07.599 --> 00:36:14.000
have their own connection. That was
hard. It was really hard, and

498
00:36:14.079 --> 00:36:16.480
COVID took a lot of that away
from people, and they just haven't righted

499
00:36:16.519 --> 00:36:22.159
themselves with it, and organizations haven't. They haven't been prepared for it.

500
00:36:22.639 --> 00:36:28.639
And certainly what we also know is
that really it's going to be pretty hard

501
00:36:28.679 --> 00:36:31.880
for any organization to go back to
whatever normal was right now. Now we

502
00:36:31.920 --> 00:36:36.519
recognize that we can work virtually,
and many employees are not going to want

503
00:36:36.519 --> 00:36:38.159
to go back to working from the
office every single day of the week.

504
00:36:38.159 --> 00:36:42.559
They are still going to be a
virtual or remote capacity here. And so

505
00:36:42.639 --> 00:36:46.559
what I found in my ongoing consulting
work last year is I kept serving more

506
00:36:46.599 --> 00:36:51.320
of my clients. Is what I
found by listening to the individuals or the

507
00:36:51.360 --> 00:36:53.239
teams that I was working with is
they would say things like, you know,

508
00:36:53.280 --> 00:36:59.000
my overall life works because of how
I have created my overall life.

509
00:36:59.159 --> 00:37:01.760
So the way that I work,
I have colleagues at work that feed me

510
00:37:02.280 --> 00:37:07.079
socially, they teach me things,
they keep me stimulated, et cetera.

511
00:37:07.199 --> 00:37:08.840
And that makes the rest of my
life work. And so when we pull

512
00:37:08.920 --> 00:37:13.800
that away, it's no longer there. Those people lose their vital energy to

513
00:37:13.880 --> 00:37:16.760
vital connection. Whether you're introverted directrovert, it doesn't matter. There's a connection

514
00:37:16.800 --> 00:37:21.719
there that is important. And then
the whole notion of finding a way to

515
00:37:21.760 --> 00:37:23.880
stay immediately connected. When this is
how we do it like we're doing it

516
00:37:23.960 --> 00:37:30.280
electronically, we lose the benefit of
eyeballs and physical touch. And I saw

517
00:37:30.320 --> 00:37:32.760
her. I know when she whiches
her eyebrow like that, what that really

518
00:37:32.800 --> 00:37:38.519
means. We lose that nuance sometimes
through zoom. And so my position on

519
00:37:38.559 --> 00:37:42.800
the matter is that there is actually
a lot you can do to be able

520
00:37:42.840 --> 00:37:45.960
to teach and coach individuals in your
organizations to be able to take the matter

521
00:37:46.000 --> 00:37:49.679
of well being in their own hands, to teach them, to empower them,

522
00:37:49.840 --> 00:37:52.199
to be able to develop it from
within so that they know how to

523
00:37:52.239 --> 00:37:57.960
take better care of themselves. That
is the opportunity that I stand for helping

524
00:37:58.119 --> 00:38:02.039
organizations to create because and you can
help them understand how they can better energize

525
00:38:02.079 --> 00:38:06.519
themselves from the inside out. By
being able to focus on meaning, passion,

526
00:38:06.599 --> 00:38:09.119
inspiration, and purpose and what makes
them unique and so important in the

527
00:38:09.159 --> 00:38:14.760
workplace, you have elevated who they
are as a human individual, and you

528
00:38:14.840 --> 00:38:17.400
have networked them in your organization in
a bigger way. And now you've turned

529
00:38:17.400 --> 00:38:22.920
on a workforce and a bigger spigot
that can help them work more protectively together

530
00:38:22.159 --> 00:38:25.440
and serve you as an organization.
And it's so powerful and there's so much

531
00:38:25.440 --> 00:38:30.199
you can do to actually make that
happen. My thoughts on that matter.

532
00:38:30.360 --> 00:38:34.679
You're absolutely right, it's critical.
I think it just changed everything on how

533
00:38:34.719 --> 00:38:38.039
an employer has to work, how
they have to incentivize people, how they

534
00:38:38.079 --> 00:38:45.119
have to have a lot more customized
programs and recognition. And it really has

535
00:38:45.199 --> 00:38:50.840
changed. What's an employee referral program? What do employees need? How do

536
00:38:50.920 --> 00:38:53.719
they manage? Not? I mean, it can't go back to what is

537
00:38:53.760 --> 00:39:00.280
the traditional management style. Everybody needs
something different right now. Yeah, And

538
00:39:00.400 --> 00:39:04.719
so where I come from, ladies
and gentlemen, is I really do.

539
00:39:05.119 --> 00:39:08.280
I'm so out to be able to
help every single individual person that I can

540
00:39:08.360 --> 00:39:14.199
possibly touch, to understand what makes
them beautifully unique and how can they bring

541
00:39:14.239 --> 00:39:17.239
that into the world to contribute their
talents and their passion to make their workplace

542
00:39:17.280 --> 00:39:21.360
and the world a better place.
In so doing, they're going to feel

543
00:39:21.360 --> 00:39:23.840
more fulfilled, more turned on.
You're going to get a better employee,

544
00:39:24.079 --> 00:39:29.480
a better product, better higher customer
service, they get a better life.

545
00:39:29.599 --> 00:39:31.719
Everybody wins in this deal. They
come home from work. You know what

546
00:39:31.760 --> 00:39:37.280
happens instead of kicking the dog or
yelling at their spouse. They're more engaging,

547
00:39:37.320 --> 00:39:40.920
They're more they're more charitable there,
They're more engaging about that space of

548
00:39:40.960 --> 00:39:44.960
who are you? How is your
day today? And that just ripples through

549
00:39:44.960 --> 00:39:47.199
the whole community, and that for
me, I'm out to be able to

550
00:39:47.280 --> 00:39:51.599
raise that tide, which is why
do I subscribe to meaning, passion,

551
00:39:51.679 --> 00:39:55.320
inspiration, purpose, conscious capitalism,
ESG investing. Those are all things that

552
00:39:55.400 --> 00:40:00.079
lift the tide. And there is
so much that companies can do individually to

553
00:40:00.079 --> 00:40:04.000
be able to invest in their employees. It just have to be expensive to

554
00:40:04.000 --> 00:40:07.920
be able to help them learn how
to connect with those critical vital meaning sources

555
00:40:07.960 --> 00:40:13.159
that help energize them literally from the
insight out and make their world better on

556
00:40:13.199 --> 00:40:17.840
a moment to moment basis. It's
a big tall order though these days.

557
00:40:19.000 --> 00:40:23.639
I mean, I think there's a
lot of hr people going, what how

558
00:40:23.639 --> 00:40:28.440
do we start? No, honestly, they go what they go? I

559
00:40:28.440 --> 00:40:30.960
don't even have that, you know, And I think they're going, that's

560
00:40:31.039 --> 00:40:37.199
a huge shift for them. And
I think it starts with each person recognizing

561
00:40:37.840 --> 00:40:43.679
do I feel fulfilled? Is this
where I'm driven? I mean the day

562
00:40:43.719 --> 00:40:49.679
I left my human resource job as
vice president of HR, it was do

563
00:40:49.840 --> 00:40:52.960
I feel like this is where I'm
being led. No, Okay, I'm

564
00:40:53.000 --> 00:40:54.639
going to go off and do it
on my own. And I think,

565
00:40:54.679 --> 00:41:00.519
according to LinkedIn, I've worked for
myself for sixteen or seventeen years. Every

566
00:41:00.519 --> 00:41:02.280
time I look at it, I
go, oh, congratulations, I have

567
00:41:02.320 --> 00:41:06.760
an anniversary. But I don't look
at it that way, and I go,

568
00:41:07.159 --> 00:41:09.800
as long as I'm feeling passionate about
what I'm doing, and I find

569
00:41:09.840 --> 00:41:14.320
purpose. Even today when there was
a couple of different meetings we had,

570
00:41:14.360 --> 00:41:17.519
I went, God, I'm still
loving what I'm doing. When I look

571
00:41:17.559 --> 00:41:21.880
at people and I know that I'm
making a difference, I go, this

572
00:41:21.960 --> 00:41:24.840
is where the juice is for me, and that's where it is. That's

573
00:41:24.880 --> 00:41:29.480
where I want to keep trying to
find a way to help my clients understand

574
00:41:29.480 --> 00:41:35.159
that. So I have to of
course share with you what's become a friend

575
00:41:35.159 --> 00:41:37.280
of mine, a colleague of mine
that who I hold dear and he has

576
00:41:37.360 --> 00:41:42.400
a fantastic inspirational leader that we can
all learn from, and his example of

577
00:41:42.440 --> 00:41:45.519
how he leaves and how he lives
is something we can all beg borrow and

578
00:41:45.559 --> 00:41:49.880
steal from. His name is Bob
Chapman, and he is the CEO of

579
00:41:49.920 --> 00:41:52.760
Barry Wi Muller and I met him
last August, had him on the show.

580
00:41:52.800 --> 00:41:58.039
We've become friends since. Bob Chapman
has a book with Rag Desodia called

581
00:41:58.119 --> 00:42:01.079
Everybody Matters. And the notion is
that as a leader, and I don't

582
00:42:01.079 --> 00:42:06.400
care if you have authority or power, you can be a leader just by

583
00:42:06.480 --> 00:42:08.559
your influence. I don't care where
you're in the organization. But every leader

584
00:42:08.559 --> 00:42:14.119
has the ability to recognize that everybody
matters in their circle, in their team,

585
00:42:14.239 --> 00:42:16.000
in their company, and to communicate
that. And when you do,

586
00:42:16.360 --> 00:42:20.400
you lift these people so strong that
they will never forget you for that.

587
00:42:20.920 --> 00:42:22.519
And so the thing that I love
about Bob Chapman is he has this notion

588
00:42:22.599 --> 00:42:27.400
that he came to realize that in
the twelve thousand people, I think it

589
00:42:27.440 --> 00:42:31.639
is that work for his companies,
that every single one of them is someone's

590
00:42:31.719 --> 00:42:37.000
precious child. So think about that. You have the opportunity to be able

591
00:42:37.000 --> 00:42:42.119
to impact the overall lives of someone's
precious child. You get the most exposure

592
00:42:42.159 --> 00:42:45.039
to that one precious child that anything
else does in the world because of the

593
00:42:45.039 --> 00:42:47.280
work that they do. You have
the opportunity to be able to impact that

594
00:42:47.360 --> 00:42:52.159
and make that better just by your
actions to your choices and how you communicate

595
00:42:52.519 --> 00:42:55.760
so important. So if you give
people the chance to be fired about their

596
00:42:55.760 --> 00:42:59.800
work, engaged in their work,
that you teach them how to take better

597
00:42:59.840 --> 00:43:04.000
care of themselves and see where their
energy and their spark is and where their

598
00:43:04.039 --> 00:43:07.079
passion is. Well would happen if
you open a spigot of passion in your

599
00:43:07.119 --> 00:43:09.440
organization? How would that change how
you create, how you innovate, and

600
00:43:09.480 --> 00:43:13.199
how your employees show up? What
if you could do that for people?

601
00:43:14.079 --> 00:43:15.519
What would that be for a gift? How would that be for a legacy

602
00:43:15.559 --> 00:43:22.199
for you? Huge? You know
when people? Let me flip it around

603
00:43:22.199 --> 00:43:24.639
the other way. So the possibilities
are endless of what you just shared.

604
00:43:25.199 --> 00:43:30.920
From a human resource perspective, when
people do not have passion and purpose,

605
00:43:30.960 --> 00:43:39.079
your absenteeism, your illness, your
workers' comp rates, your what I call

606
00:43:39.119 --> 00:43:44.119
my on the job retired face.
They are at their desk, but they

607
00:43:44.119 --> 00:43:49.719
are not available. Okay, they
are not performing. It is ridiculous.

608
00:43:49.800 --> 00:43:53.039
And so if you can give them
that spark, you can offer them the

609
00:43:53.079 --> 00:43:59.039
opportunity to learn something new. My
stepdaughter was in a job she did not

610
00:43:59.280 --> 00:44:01.760
like. She was just barely doing
what she needed to do. But someone

611
00:44:02.320 --> 00:44:07.239
saw in her something that was perfect
because she's kind of like a nerd.

612
00:44:07.400 --> 00:44:12.719
She loves trying something new. And
all it took was this woman in hr

613
00:44:12.840 --> 00:44:14.639
to say, hey, you know
what should be really good at that?

614
00:44:15.400 --> 00:44:20.639
And it's all this new innovation and
she's loving it. But all it took

615
00:44:20.760 --> 00:44:25.679
was someone to recognize that in her
and to do that one thing, that

616
00:44:25.719 --> 00:44:30.559
one thing, and they saved her. She would have found another job somewhere

617
00:44:30.559 --> 00:44:34.639
else. That's all it took was
just to reach out to her and to

618
00:44:34.719 --> 00:44:39.480
do that thing, to find something
to offer it to her. So one

619
00:44:39.480 --> 00:44:43.519
of the things that I say in
my Purpose Ignited book, which is really

620
00:44:43.599 --> 00:44:49.559
it's really at its ability, it's
an inspiracial leadership book, but it is

621
00:44:49.599 --> 00:44:52.199
for everyone. I have people that
are using it to be able to navigate

622
00:44:52.239 --> 00:44:55.360
their own own awakening to their passionate
purpose. It's the greatest thing, because

623
00:44:55.400 --> 00:44:58.719
you know what's happening is the people
that are reading the book say things like

624
00:44:59.239 --> 00:45:00.440
there's spouse to say, I don't
know who this is that I'm married to,

625
00:45:00.519 --> 00:45:02.920
but I like it. I've never
seen them before, but I like

626
00:45:02.960 --> 00:45:07.719
it. And so this whole notion
right that you really can as as an

627
00:45:07.760 --> 00:45:12.679
inspirational leader 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
00:45:15.360 --> 00:45:17.599
see that for themselves, and then
you help steward them to an even greater

630
00:45:17.679 --> 00:45:21.920
expression of that. What do you
have? You have somebody who will never

631
00:45:21.960 --> 00:45:24.679
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 --> 00:45:32.440
to me. And so if you
can develop that skill, that ability,

634
00:45:32.800 --> 00:45:36.280
that's a home run all the way
around in your life. And so that

635
00:45:36.480 --> 00:45:39.039
is what I'm asking you to do
and the work that I do and Cherry's

636
00:45:39.079 --> 00:45:43.400
now helped us understand how does that
actually hit the bottom line for your organization?

637
00:45:43.440 --> 00:45:46.559
How does it show up as an
expression in your organization. We'd love

638
00:45:46.599 --> 00:45:51.360
to hear how this lands for you, if you'll contact contact me first at

639
00:45:51.400 --> 00:45:53.000
at least at least coore test 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
00:45:57.159 --> 00:46:00.199
what resonated what irritated you, What
made you go, oh, I don't

642
00:46:00.199 --> 00:46:04.920
want to look at that. I'd
like to hear about that. So Cherry,

643
00:46:04.920 --> 00:46:07.400
here we are toward the very end
of the show already. You know,

644
00:46:07.480 --> 00:46:09.920
the show is listened to by people
across the world. They're out to

645
00:46:09.960 --> 00:46:14.280
make the workplace a better place.
They're trying to consider how to develop themselves

646
00:46:14.320 --> 00:46:16.920
into inspirational leaders and do business at
a higher level. What would you like

647
00:46:16.960 --> 00:46:22.440
to leave the ministress with and say, be brave, you know, start

648
00:46:22.480 --> 00:46:25.039
stepping out first. You know,
somebody has to do it. Carry the

649
00:46:25.119 --> 00:46:31.400
flag, be vulnerable, and just
just come up with some new ideas and

650
00:46:31.440 --> 00:46:37.159
show people you care that you're willing
to do the work necessary to change the

651
00:46:37.199 --> 00:46:43.480
culture and start start making that change
happen. And that's beautiful, and I'll

652
00:46:43.519 --> 00:46:45.599
echo and add to that, and
that you know what, it's going to

653
00:46:45.639 --> 00:46:49.920
feel uncomfortable to stand out there and
put yourself out like that, So have

654
00:46:49.960 --> 00:46:52.800
some conviction about it. And you
know, remember where you stand from you

655
00:46:52.360 --> 00:46:55.039
where you're coming from. You're out
to make the world a better place for

656
00:46:55.119 --> 00:46:59.920
your employees that will always win,
always win. You're out to make your

657
00:47:00.039 --> 00:47:04.119
company more profitable, more innovative always
it will win. So stand with conviction

658
00:47:04.159 --> 00:47:07.760
when you talk about these things.
It's worth being uncomfortable. It's worth getting

659
00:47:07.760 --> 00:47:09.920
the pushback from people who say you're
crazy and then contact us and we'll help

660
00:47:09.960 --> 00:47:15.199
you off the claff. So thank
you Riff for once again coming on the

661
00:47:15.199 --> 00:47:17.119
show. This has showed number four
for us. Thank you again for joining

662
00:47:17.159 --> 00:47:21.840
us, listeners and viewers. If
you want to learn more about shry elliot

663
00:47:21.960 --> 00:47:23.400
Ui, her books are the work
she does. One way to do it

664
00:47:23.440 --> 00:47:29.400
is just go to generationalguru dot com. And thanks again to our partnering sponsor

665
00:47:29.519 --> 00:47:32.639
work Proud, which helps companies build
a platform where their workforce receives meaningful feedback

666
00:47:32.679 --> 00:47:37.119
and thanks for their work from people
across the organization. Last week, if

667
00:47:37.119 --> 00:47:39.000
you missed a live show, you're
going to schedu to be recorded a podcast.

668
00:47:39.239 --> 00:47:43.519
We're on the air with Matt Gerber, who is a corporate social responsibility

669
00:47:43.519 --> 00:47:46.880
expert. We talked about the work
he does in this field in environmental social

670
00:47:46.920 --> 00:47:53.159
governance investing to help companies serve their
greater community through these social governance projects while

671
00:47:53.159 --> 00:47:59.360
tremendously elevating the motivation and engagement of
their employees. Who's an incredibly inspiring conversation.

672
00:48:00.199 --> 00:48:02.679
Next week, we'll be on the
air with Scott Chisholm talking about is

673
00:48:02.760 --> 00:48:07.920
building a social enterprise tech company that's
helping the nonprofit community raise funds online and

674
00:48:08.000 --> 00:48:12.880
accelerate their impact. See you there. Remember that works at least a third

675
00:48:12.880 --> 00:48:21.000
of our life. So let's work
on purpose. We hope you've enjoyed this

676
00:48:21.039 --> 00:48:24.599
week's program. Be sure to tune
in too Working on Purpose featuring your host,

677
00:48:24.679 --> 00:48:30.039
doctor Elise Cortes, each week on
the Voice America Empowerment Channel. Together,

678
00:48:30.360 --> 00:48:37.800
we'll create a world where business operates
conscientiously, leadership inspires impassioned performance,

679
00:48:37.199 --> 00:48:42.599
and employees are fulfilled in work that
provides the meaning and purpose they crave.

680
00:48:43.320 --> 00:48:45.920
See you there, Let's work on
purpose.