Great Leaders Can Bring Back Humanity and Connection at Work

WEBVTT

1
00:00:05.000 --> 00:00:09.000
There are some people that make their
work just another thing they have to do,

2
00:00:09.359 --> 00:00:12.599
and there are those that make their
work something that they want to do.

3
00:00:13.320 --> 00:00:18.800
Welcome to Working on Purpose with your
host Elise Cortez. In our program,

4
00:00:18.839 --> 00:00:23.679
we provide guidance and inspiration from those
people who have found deeper meaning and

5
00:00:23.879 --> 00:00:28.839
personal connection to their work life.
It's beyond nine to five, it's working

6
00:00:28.920 --> 00:00:34.960
on Purpose. Now Here is your
host, Elise Cortez. Thanks for tuning

7
00:00:35.000 --> 00:00:38.159
in again this week. I'm your
host, Elise Cortez. Join ULI from

8
00:00:38.200 --> 00:00:41.280
Dallas, Texas, which is home
based for me. If you've been tuning

9
00:00:41.320 --> 00:00:44.079
in for a while, you know
this program is dedicated to helping people create

10
00:00:44.119 --> 00:00:49.280
more meaningful and productive personal and work
lives and equipping leaders inside organizations to cultivate

11
00:00:49.280 --> 00:00:54.000
meaning and purpose to elicit passion inspired
contribution, innovation, and persevering performance.

12
00:00:54.399 --> 00:00:57.920
I converse with my guests to draw
on their expertise and share my own experience

13
00:00:57.960 --> 00:01:02.920
consulting, speaking and developing workforces across
the globe. In these weekly conversations,

14
00:01:02.920 --> 00:01:06.280
it is my intention that you derive
value you can immediately apply to your personal

15
00:01:06.280 --> 00:01:08.359
and work lives. So I invite
you to listen in from that vantage point,

16
00:01:08.719 --> 00:01:11.560
and it is my fervent hope that
you come alive with the possibility of

17
00:01:11.599 --> 00:01:15.239
living with passion, working on purpose
and seeing just how big and fulfilling your

18
00:01:15.280 --> 00:01:19.200
life and work can be. And
if you do catch fire, as I

19
00:01:19.280 --> 00:01:22.000
like to say, I only want
to leave you without a support line.

20
00:01:22.120 --> 00:01:25.599
Your call to action is to contact
me VI email might as we'll write it

21
00:01:25.640 --> 00:01:29.359
down now it's a lease at a
lease Coortes dot com, or use the

22
00:01:29.400 --> 00:01:33.159
contact me feature on my website at
at least Coortes dot com to message me

23
00:01:33.799 --> 00:01:36.120
in that email. Tell me I
can help you whether you want to join

24
00:01:36.120 --> 00:01:38.519
the distribution list to stay informed at
these radio show topics, you want to

25
00:01:38.640 --> 00:01:45.599
learn something about joining the catch Fire
online inspiration, accountability or master my community,

26
00:01:45.959 --> 00:01:49.120
or you want information on my purpose
drive and leadership programs for individuals and

27
00:01:49.200 --> 00:01:53.680
companies. Back to the program with
us this week is Dan Schaubel, a

28
00:01:53.760 --> 00:01:57.959
New York Times bestselling author, partner
and research director at Future Workplace, and

29
00:01:57.040 --> 00:02:00.799
the founder of both Millennial Branding and
We're Place Trends dot com. He is

30
00:02:00.799 --> 00:02:05.599
the best selling author of two career
books, Promote Yourself and Me two point

31
00:02:05.640 --> 00:02:08.479
zero. Through his companies. He's
conducted dozens of research studies. I worked

32
00:02:08.479 --> 00:02:13.360
with major company brands, the names
of which you would readily recognize. Today

33
00:02:13.400 --> 00:02:15.360
we'll be talking about his third and
latest book, Back to Human, How

34
00:02:15.400 --> 00:02:19.919
great Leaders create connection in the Age
of Isolation. He joins it today from

35
00:02:19.919 --> 00:02:23.639
New York City. Dan, welcome
back to working on purpose. So happy

36
00:02:23.680 --> 00:02:27.080
to be here with you again.
Yeah, I know, right, We've

37
00:02:27.080 --> 00:02:29.360
got to do this more often.
Although I think it's been two years.

38
00:02:29.400 --> 00:02:30.879
We were saying before we got on
two years ago, and you're like,

39
00:02:30.879 --> 00:02:34.360
hold on to the second at least. It takes more time than two years

40
00:02:34.360 --> 00:02:36.199
to write a book, so it'll
just give me some time. And so

41
00:02:36.240 --> 00:02:39.719
you did great, Dan. I
have been really really compelled by what you've

42
00:02:39.759 --> 00:02:45.759
written this time, as I was
last time. I'm very very interested,

43
00:02:46.000 --> 00:02:50.120
and of course the world will work
and how humans and technology are snuggling up

44
00:02:50.159 --> 00:02:53.919
together. So what you have written
to me is really important. So I

45
00:02:53.960 --> 00:02:59.000
want to start if you would you
talk in the book about the dangers of

46
00:02:59.039 --> 00:03:02.360
technology and the tunity you're a way
forward for humans to more cautiously stewart how

47
00:03:02.400 --> 00:03:06.520
it is that we use it and
embrace it, and what I was really

48
00:03:06.520 --> 00:03:08.639
also interested in is you talk and
you share the view with other well respected

49
00:03:08.680 --> 00:03:14.319
experts in technology and artificial intelligence,
the likes of which are Steve Wozniak,

50
00:03:14.439 --> 00:03:17.520
Stephen Hawking, and Elon Musk,
who warned us about where the field is

51
00:03:17.560 --> 00:03:22.719
going. So let's just start and
talk about will you open this by sharing

52
00:03:22.759 --> 00:03:25.360
the nature of the problem between technology
and humanity? And why you wrote the

53
00:03:25.360 --> 00:03:30.719
book? Yeah? So why I
wrote the book was a few things.

54
00:03:30.879 --> 00:03:34.280
One is, every book I write
helps people get to the next phase of

55
00:03:34.280 --> 00:03:39.319
their career. The mission in life
I have is tell people every phase of

56
00:03:39.360 --> 00:03:43.479
their career from student to CEO.
So the first book Meet two point now

57
00:03:43.599 --> 00:03:46.400
is college, first job, Promote
Yourself was first job to management, and

58
00:03:46.400 --> 00:03:51.280
this is a leadership book. It's
a leadership book for especially for people of

59
00:03:51.360 --> 00:03:54.960
my generation, half of whom have
a manager title and above and feel isolated

60
00:03:54.960 --> 00:03:59.080
in the workplace. The second thing
is I was interviewed for a documentary called

61
00:03:59.120 --> 00:04:01.919
The revel Leasian Generation, and I
was that's what the biggest challenge is for

62
00:04:01.919 --> 00:04:09.360
the generation? And I talked about
income inequality, global warming, world war,

63
00:04:09.680 --> 00:04:13.159
student loan debt, and then in
my head, I'm like huh,

64
00:04:13.199 --> 00:04:15.639
what's the facting people on a daily
basis. It's our overuse and misuse of

65
00:04:15.680 --> 00:04:19.680
technology. It's isolated as made us
more lonely, and there's a loneliness epidemic.

66
00:04:20.040 --> 00:04:24.879
I interviewed the former US surgeon generally
said that not only is there a

67
00:04:24.920 --> 00:04:29.600
loneliness epidemic, but loneliness has the
same health risk and reduction of life is

68
00:04:29.639 --> 00:04:32.439
based booking fifteen cigarettes a day.
So it's a big deal, especially a

69
00:04:32.480 --> 00:04:38.920
big deal based on the researcher did
for the book for introverts and men and

70
00:04:39.160 --> 00:04:43.759
young people, and there was a
whole study of twenty thousand Americans by Signal

71
00:04:43.839 --> 00:04:47.160
that found that not only a half
of Americans lonely and forty percent lack of

72
00:04:47.199 --> 00:04:56.480
meaningful relationships, but younger people are
more lonely than even senior citizens. And

73
00:04:56.560 --> 00:05:00.160
to me, that is even more
of a purpose of why I should write

74
00:05:00.199 --> 00:05:04.240
this book now and meets you point
out as the height of the web two

75
00:05:04.279 --> 00:05:09.079
point out movement about how to use
the social media to build your personal brand

76
00:05:09.079 --> 00:05:13.079
and achieve career success, and I
think we're going all the way back back

77
00:05:13.120 --> 00:05:16.240
to human and thinking more about how
do we use technology the right way?

78
00:05:16.279 --> 00:05:21.480
To foster more human relationships and not
let it isolate us. So we have

79
00:05:21.519 --> 00:05:25.720
a commonality there in the sense that
I'm trying to help wake up people to

80
00:05:25.839 --> 00:05:29.519
the beauty, the possibility of the
passion, the inspiration of their lives and

81
00:05:29.560 --> 00:05:33.839
their work. And we're heading towards
similar directions, but maybe from different angles.

82
00:05:33.839 --> 00:05:38.759
So I really really appreciate what you're
doing. And another thing that I

83
00:05:38.879 --> 00:05:43.600
think is really compelling is I'm very
interested in the intersection of artificial intelligence,

84
00:05:43.680 --> 00:05:47.120
robotics and the human aspect of the
workforce. And in your book, you've

85
00:05:47.199 --> 00:05:51.519
talked about a couple of examples of
how some well known companies are employing technology

86
00:05:51.639 --> 00:05:57.079
over people. Will you share a
couple of those. Yeah, it's actually

87
00:05:57.480 --> 00:06:01.639
becoming more and more common. I
mean a recent example is Walmart. Walmart

88
00:06:01.720 --> 00:06:06.519
now they have they have robots to
clean all the floors, and a person

89
00:06:06.639 --> 00:06:12.600
used to do that, a janitor
they call. And then now I was

90
00:06:12.680 --> 00:06:16.040
just in Seattle at the airport and
McDonald's they have robo cashiers. So I

91
00:06:16.120 --> 00:06:19.920
was looking at that McDonald's, I'm
like, oh my god, fifty percent

92
00:06:19.959 --> 00:06:25.120
of people are using a robot,
and fifty percent of people are actually going

93
00:06:25.120 --> 00:06:27.680
to a person, and I think
this is going to change. I think

94
00:06:28.160 --> 00:06:32.480
what happens is all change happens incrementally, So we adjust two things that might

95
00:06:32.519 --> 00:06:36.560
be uncomfortable at first, but then
become more common, more apparent, maybe

96
00:06:36.680 --> 00:06:42.879
even more efficient. So then we
adopt those new ways. And in this

97
00:06:42.959 --> 00:06:46.839
way I'm saying is people are getting
used to these new technologies and then eventually

98
00:06:46.920 --> 00:06:50.279
they'll take them for granted. And
that's why there'll be a lot of driverless

99
00:06:50.319 --> 00:06:56.480
cars and it'll be so common that
if you see a driverless card, it's

100
00:06:56.519 --> 00:07:00.160
just everyone's going to happen, so
it won't be a big deal, be

101
00:07:00.240 --> 00:07:04.600
scary. The presentative driveless cars that
get into car accidents will decline every year

102
00:07:05.000 --> 00:07:09.959
and it'll just be part of our
culture. And I think that's that's something

103
00:07:10.000 --> 00:07:15.720
that we have to think about because
as the technology becomes more sophisticated and it

104
00:07:15.439 --> 00:07:20.399
learns and gets better, we need
to understand our role as humans in this

105
00:07:20.439 --> 00:07:25.160
new technological landscape. Yeah, along
those lines, Dan, one of the

106
00:07:25.160 --> 00:07:28.000
things that you said that was really
compelling to me. I tend to be

107
00:07:28.040 --> 00:07:30.279
an optimist in life, right,
so I'm always looking I want to spread

108
00:07:30.319 --> 00:07:34.759
pixie dust about the world and make
things better and uplift people, et cetera.

109
00:07:34.839 --> 00:07:40.759
And so I've had this probably very
naive notion that artificial intelligence and robotics

110
00:07:40.839 --> 00:07:44.439
will allow humans to work at a
higher level, call forth some of their

111
00:07:44.480 --> 00:07:47.759
higher level skills, and therefore will
help develop them. However, one of

112
00:07:47.759 --> 00:07:49.639
the things that you say in the
book, if I had it right,

113
00:07:49.680 --> 00:07:53.720
and you correct if I'm wrong,
is that if we're not really careful and

114
00:07:53.720 --> 00:07:56.879
don't start really taking a more proactive
role at the wheel here, that there

115
00:07:56.879 --> 00:08:01.680
are some that say that those technologies
will then be driving us. I think

116
00:08:01.720 --> 00:08:05.040
there's a huge possibility. I mean, there's so many conflicting reports. Some

117
00:08:05.160 --> 00:08:11.439
reports say that we'll have more jobs
gain than loss, some say we'll have

118
00:08:11.480 --> 00:08:16.240
more loss than gain, some saying
technology we'll have a net neutral impact on

119
00:08:16.879 --> 00:08:20.160
the labor force and the economy.
So it's hard to know exactly what's going

120
00:08:20.199 --> 00:08:22.000
to happen, but there is one
thing for sure. Humans and machines will

121
00:08:22.800 --> 00:08:26.600
be working alongside each other, and
so people who understand how to best use

122
00:08:26.680 --> 00:08:31.120
the machines to eliminate the routine task
that they don't even want to do are

123
00:08:31.160 --> 00:08:33.799
going to have a big advantage.
I think what's even more fascinating that I'm

124
00:08:33.879 --> 00:08:39.720
thinking about now is all these hard
skills that are commanding huge salaries, so

125
00:08:39.840 --> 00:08:46.919
like programming and engineering, data science, They're going to start to become irrelevant

126
00:08:46.960 --> 00:08:48.720
in the future, and I think
all the robots will be doing all the

127
00:08:48.720 --> 00:08:54.039
hard skills, and then all humans
are left with having to use their soft

128
00:08:54.080 --> 00:09:00.559
skills to embrace their humanity to stay
relevant. So to me, you know,

129
00:09:00.720 --> 00:09:03.840
in today's world, we might view
hard skills as being so important and

130
00:09:05.000 --> 00:09:09.279
being worth hundreds of thousands of dollars
in salary. But there's a reason why

131
00:09:09.279 --> 00:09:16.000
Google is certain to hire more Leberards
Majors. There's a reason why the amount

132
00:09:16.000 --> 00:09:20.279
of jobs that require soft skills are
increasing while the amount of time people are

133
00:09:20.279 --> 00:09:26.399
spending doing more mathematical related tasks declining. It's because the machines are doing the

134
00:09:26.440 --> 00:09:33.159
hard stuff, the hard skills,
whereas humans need to embrace the humanity and

135
00:09:33.200 --> 00:09:35.799
the soft skills. Such as in
terms of what I found for the last

136
00:09:35.799 --> 00:09:39.720
book where you interviewed me, promote
yourself, the ability to communicate teamwork,

137
00:09:41.159 --> 00:09:46.240
having a positive attitude of prioritizing work
and task, project management, and most

138
00:09:46.279 --> 00:09:50.559
of all creativity. I mean,
robots aren't very creative, but humans are,

139
00:09:50.639 --> 00:09:54.919
and so think about what differentiates you
from robots and then double down on

140
00:09:54.960 --> 00:09:58.559
that. I really appreciate that,
in part because most of my skills are

141
00:09:58.559 --> 00:10:01.840
in the soft skill realm, Dan, So thank you for that. That's

142
00:10:01.840 --> 00:10:07.759
a little encouraging. I've got something
going for me. But obviously I do

143
00:10:07.960 --> 00:10:11.759
really embrace that part, and I
love how you have really enveloped all of

144
00:10:11.799 --> 00:10:16.039
that into the notion of humanity.
Coming back to humanity and along those lines.

145
00:10:16.639 --> 00:10:18.759
This is a big part of what
I'm up to is helping people find

146
00:10:18.759 --> 00:10:22.360
fulfillment. And you have a part
of your book there where you talk about

147
00:10:22.360 --> 00:10:26.559
fulfillment and you detail five characteristics of
it. Will you talk about each one

148
00:10:26.600 --> 00:10:33.679
of those briefly? Yeah. Fulfillment
is a really really important part of this

149
00:10:33.720 --> 00:10:39.519
book because a lot of people don't
know what it means, and it means

150
00:10:39.559 --> 00:10:46.519
something different to various people. And
also because I say that we should focus

151
00:10:46.559 --> 00:10:50.279
on our own fulfillment before we even
try and help other people. We can

152
00:10:50.320 --> 00:10:54.039
be a role model to other people
if we're healthy, if we know where

153
00:10:54.039 --> 00:10:58.200
we're going, if we have a
sense of direction and purpose and passion.

154
00:10:58.960 --> 00:11:03.960
But if we don't we lack that, then it's really hard to take your

155
00:11:03.320 --> 00:11:09.080
take yourself and actually support other people
because in the back of your head you're

156
00:11:09.120 --> 00:11:11.759
still trying to solve your own problems. And along those lines, just taking

157
00:11:11.799 --> 00:11:15.360
in the conversation a little bit further
from what we said in the last point,

158
00:11:15.399 --> 00:11:18.559
and then that's the last question just
talked about. Is you know this

159
00:11:18.639 --> 00:11:22.559
idea of where what do we do
as human beings to really be able to

160
00:11:22.600 --> 00:11:28.320
compete in the world and frankly against
technology, And you've already alluded to it,

161
00:11:28.360 --> 00:11:31.440
but the best defense we have is
to really develop those soft skills,

162
00:11:31.480 --> 00:11:33.960
the leadership, to teamwork and all
the social skills, etc. But the

163
00:11:35.000 --> 00:11:39.039
part that I found most interesting that
you wrote about was in order to develop

164
00:11:39.080 --> 00:11:43.159
strong work relationships because that's how business
is done. That is the differentiator,

165
00:11:43.200 --> 00:11:46.279
that's where humans show up. Can
you say more about that? Yeah,

166
00:11:46.399 --> 00:11:50.600
robot's not going to close a million
dollar sales deal, right, So like

167
00:11:52.559 --> 00:11:56.120
people sell to other people, people
buy from other people, They're not buying

168
00:11:56.159 --> 00:12:01.360
from machines. And so I think
that skill in its south is only going

169
00:12:01.440 --> 00:12:05.360
to become more relevant and potentially rare. I mean I think what's fascinating to

170
00:12:05.399 --> 00:12:11.879
me is that technology has hurt our
soft skills. Yet we need our soft

171
00:12:11.919 --> 00:12:18.080
skills in order to live and thrive
and stay relevant, and they were constantly

172
00:12:18.120 --> 00:12:22.440
being used where people are constantly using
technology, and to that end, one

173
00:12:22.480 --> 00:12:24.360
of the other things that you've said
that was kind of interesting. And I

174
00:12:24.879 --> 00:12:28.519
know that this is a little bit
unusual how I'm going to go about this

175
00:12:28.600 --> 00:12:31.279
question, but you talk in the
first chapter of your book about how technology

176
00:12:31.360 --> 00:12:35.960
is feeling the loneliness, like you
said before, and that social media isolates

177
00:12:35.039 --> 00:12:39.200
us even more. And what I
found interesting about that, Dan, is

178
00:12:39.240 --> 00:12:43.960
that for me, social media has
been a conduit to making some really fantastic

179
00:12:43.960 --> 00:12:48.159
connections. A lot of my radio
show guests come from being on the radio

180
00:12:48.399 --> 00:12:50.679
or come from social media. And
now, mind you, the difference is

181
00:12:50.720 --> 00:12:54.840
I've sourced them on social media and
then they come on the radio and then

182
00:12:54.879 --> 00:12:58.200
we have this rich conversation, which
I certainly is connecting and enriching. But

183
00:12:58.399 --> 00:13:03.919
would you say more about how social
media specifically isolates us? Yeah, Well,

184
00:13:03.919 --> 00:13:05.960
first off, what you're doing is
the main message in the book,

185
00:13:07.000 --> 00:13:11.480
which is lead technology and use technology
as a bridge to human connection. Don't

186
00:13:11.559 --> 00:13:15.519
let it be a barrier. You're
using the technology the right way. You're

187
00:13:15.639 --> 00:13:20.399
using it to find and make initial
connections with people, but then you're taking

188
00:13:20.440 --> 00:13:26.320
it into a more personal world like
a radio show or in my case,

189
00:13:26.799 --> 00:13:28.879
you know, the first third of
my career was all about personal rand and

190
00:13:28.879 --> 00:13:33.960
connect with people online and then meeting
these people in person at coffee shops for

191
00:13:33.159 --> 00:13:37.679
lunch networking events. So I think
that's really what I'm trying to get across

192
00:13:37.720 --> 00:13:43.399
here is the technology can be good
if used the right way and the way

193
00:13:43.440 --> 00:13:46.720
I inter get one hundred top young
leaders for the book, and they said

194
00:13:46.720 --> 00:13:48.759
that technology is a double edged sword. It can be good or bad depending

195
00:13:48.759 --> 00:13:52.320
on how when aware use it.
So if you use it in order to

196
00:13:52.519 --> 00:13:58.039
be more human and connect with people
in physical locations or either on the phone

197
00:13:58.120 --> 00:14:01.600
or through video conferencing, that to
me can be very effective. But if

198
00:14:01.639 --> 00:14:03.600
you're hiding behind the technology, if
you think it's going to solve all your

199
00:14:03.639 --> 00:14:09.240
problems, it's actually going to create
more problems. And technology has deceived us.

200
00:14:09.279 --> 00:14:11.679
It's made us think that we can
multitask when that's not possible. Our

201
00:14:11.679 --> 00:14:16.840
brains are just switching between tasks.
It's made us think that we're ultra productive,

202
00:14:16.879 --> 00:14:18.559
but many times it can be very
distracting. You're trying to do a

203
00:14:18.600 --> 00:14:24.120
project and you get notifications and you
hear the buzz or you see a written

204
00:14:24.159 --> 00:14:28.039
notification on your phone. You know, we think that we have a lot

205
00:14:28.039 --> 00:14:31.960
of friends. We have a great
abundance of friends. Yet and someone with

206
00:14:31.960 --> 00:14:35.720
an average of one hundred fifty Facebook
friends only as four they can rely on

207
00:14:35.879 --> 00:14:39.879
the time out of an emotional crisis. So it's deceived us and to think

208
00:14:39.879 --> 00:14:45.159
we have an abundance, that we're
hyper productive and that we're actually getting points

209
00:14:45.200 --> 00:14:48.240
across when we can create a lot
of confusion if we're just using technology and

210
00:14:48.320 --> 00:14:52.519
not picking up the phone or meeting
with us on the old fashioned skills.

211
00:14:52.639 --> 00:14:56.720
Here here, all right, Dan, let's grub our first break. I'm

212
00:14:56.720 --> 00:15:00.679
your host. Alice Cortez went on
the Year with Dan Schabel is a New

213
00:15:00.720 --> 00:15:05.000
York Times best selling author, partner
and research director at Future Workplace, and

214
00:15:05.080 --> 00:15:09.000
the founder of both Millennial Branding and
Workplace Trends dot com. He's the best

215
00:15:09.000 --> 00:15:11.720
selling author of two career books,
Promote Yourself and Me two point zero.

216
00:15:13.120 --> 00:15:16.919
Through his companies, he's conducted dozens
of research studies and worked with major brands,

217
00:15:16.039 --> 00:15:20.720
and has dedicated himself to helping his
millennial generation navigate the full gamut of

218
00:15:20.720 --> 00:15:24.039
their careers. He joins it today
from New York City. We've been talking

219
00:15:24.080 --> 00:15:28.759
about some of the dilemmas of technology
and how it creates loneliness and isolation and

220
00:15:28.840 --> 00:15:31.120
people. After the break, we're
going to talk about creating connection. Stay

221
00:15:31.159 --> 00:15:48.919
with us, we'll be right back. Alice Cortez is a speaker and engagement

222
00:15:48.960 --> 00:15:54.960
and development catalyst. She designs and
delivers professional development, leadership and engagement workshops

223
00:15:54.039 --> 00:15:58.720
and can bring her expertise to your
organization. She will help ignite meaningful development

224
00:15:58.720 --> 00:16:03.919
within your workforce that will increase employee
engagement, performance and retention. To learn

225
00:16:03.919 --> 00:16:07.840
more or to invite Elise to speak
to your organization, please visit her at

226
00:16:07.960 --> 00:16:14.360
www dot Elise Cortez dot com.
She would welcome the opportunity to help get

227
00:16:14.360 --> 00:16:25.799
your employees working on purpose. This
is working on Purpose with Elise Cortez.

228
00:16:26.279 --> 00:16:30.799
To reach our program today, send
an email to Elise ali Se at Elise

229
00:16:30.919 --> 00:16:37.360
Cortez dot com. Now back to
working on Purpose. If you're just joining

230
00:16:37.399 --> 00:16:41.240
us, my guess is Dan Schabel. He is a New York Times bestselling

231
00:16:41.240 --> 00:16:45.000
author, partner and research director at
Future Workplace, and the founder of book

232
00:16:45.000 --> 00:16:48.159
Millennial Branding and Workplace Trends dot com. He's the best selling author of true

233
00:16:48.159 --> 00:16:52.919
career books, Promote Yourself and Me
two point zero, and most recently,

234
00:16:52.039 --> 00:16:56.799
Back to Human How Great Leaders Create
Connection in the Age of Isolation. I'm

235
00:16:56.840 --> 00:17:00.440
your host, Elise Cortez. Okay, Dan, So for this next part

236
00:17:00.440 --> 00:17:04.000
of the conversation, I wanted to
gear it toward the creating some connections.

237
00:17:04.039 --> 00:17:08.319
Here we've been talking about how technology
isolates us, makes us lonely, etc.

238
00:17:10.279 --> 00:17:12.000
So You've got a chapter that,
of course I'm intrigued with it.

239
00:17:12.359 --> 00:17:18.240
It's on shared learning within organizations,
and I'm especially interested in how companies can

240
00:17:18.279 --> 00:17:22.160
sustain a shared learning culture. So
it seems like more learning is done through

241
00:17:22.200 --> 00:17:26.000
technology these days. So first,
what do you mean by shared learning and

242
00:17:26.039 --> 00:17:30.039
what's the goal and these organizations for
that. What's really fascinating is that of

243
00:17:30.039 --> 00:17:32.960
all the chapters, this is the
one that has become the most popular.

244
00:17:33.480 --> 00:17:37.400
Yet to me, it's the most
obvious because I'm practicing what I preach every

245
00:17:37.440 --> 00:17:41.240
single day. Every morning I wake
up and I spend about a half hour

246
00:17:41.319 --> 00:17:44.480
to an hour answering this one question, what's going on in my world?

247
00:17:44.519 --> 00:17:48.839
Actually, my company workplace Trends dot
Com came from that. It's you know,

248
00:17:48.839 --> 00:17:53.160
it's a dashboard of research and trends
for HR executives. For me personally,

249
00:17:55.160 --> 00:17:59.160
By creating the habit of reading as
much as I can early in the

250
00:17:59.200 --> 00:18:03.039
morning, every single client call,
every event, everything I work on,

251
00:18:03.119 --> 00:18:07.640
it's going to be relevant because I'm
already seizing the morning to figure out what's

252
00:18:07.640 --> 00:18:11.759
going on, so I can therefore
share that with other people through presentations,

253
00:18:11.880 --> 00:18:18.799
through books, through articles, through
phone calls. It's so so valuable.

254
00:18:18.920 --> 00:18:23.440
And in today's world, the average
relevancy of a learned skill is only five

255
00:18:23.519 --> 00:18:26.880
years, So in order to keep
up with the speed of business, we

256
00:18:26.920 --> 00:18:33.119
have to rely on each other and
train and support each other's individual learning and

257
00:18:33.160 --> 00:18:37.559
development. To me, that is
essential, and we need to create our

258
00:18:37.559 --> 00:18:44.920
shared learning culture where leaders and their
teams are learning something and automatically sharing that

259
00:18:45.480 --> 00:18:48.880
without even thinking, creating a habit
so that people can learn and stay relevant

260
00:18:48.920 --> 00:18:53.319
together. Because the skills gap in
America is about seven point one million unfilled

261
00:18:53.400 --> 00:18:57.599
jobs, and a lot of the
jobs of the past have been automated.

262
00:18:57.759 --> 00:19:02.720
Future ones will continue to be taken
out or remove from the economy. So

263
00:19:02.759 --> 00:19:07.000
it really is going to take all
of us working together in order to stay

264
00:19:07.039 --> 00:19:11.440
relevant. And as a result of
that, companies will grow and will be

265
00:19:11.519 --> 00:19:15.240
able to continue to stay employed.
And in terms of a sustaining a shared

266
00:19:15.279 --> 00:19:18.640
learning culture, it's about hiring the
right people in the first place, hiring

267
00:19:18.640 --> 00:19:26.279
people who collaborate, Evaluating them based
on the projects they've worked with on in

268
00:19:26.319 --> 00:19:30.359
the past, how great they are
to work with, based on the stories

269
00:19:30.400 --> 00:19:33.799
they tell, how they've added value
to their team in the past, where

270
00:19:33.920 --> 00:19:40.279
they get their knowledge from, how
likely they are to have shared this knowledge

271
00:19:40.319 --> 00:19:44.799
with other people, how other people
have benefited from what they've learned. So

272
00:19:44.839 --> 00:19:48.240
I think that the best way to
learn and develop is to teach someone something

273
00:19:48.279 --> 00:19:53.680
new, like for instance, Google
has the gt G program where Googlers teach

274
00:19:53.759 --> 00:19:59.000
other Googlers some sort of you know, their expertise, something that they know,

275
00:20:00.000 --> 00:20:02.519
and they're not getting paid to do
that. They just like doing it,

276
00:20:02.920 --> 00:20:07.759
and therefore the culture is able to
sustain a culture of learning because people

277
00:20:07.759 --> 00:20:12.519
are naturally volunteering to support their teammates. Ooh, that just makes me happy.

278
00:20:12.599 --> 00:20:15.720
Dan Googlers by the way, as
I've never heard that term. I

279
00:20:15.720 --> 00:20:18.480
don't know why, but Googlers makes
sense. But the idea that the people

280
00:20:18.519 --> 00:20:21.920
are always teaching someone else what they
know and sharing, I think that's just

281
00:20:22.039 --> 00:20:25.960
great and very very enriching. And
along those lines, you talked about how

282
00:20:26.000 --> 00:20:30.079
people work and how they collaborate and
such. I want to there's two really

283
00:20:30.200 --> 00:20:33.160
intriguing things that you talk about in
your book, and one is about hiring

284
00:20:33.160 --> 00:20:37.680
for personality along those lines, and
you note how such CEOs as Robert chavez

285
00:20:37.720 --> 00:20:42.000
Is of Hermi's US, Elon Musk
of Tesla and SpaceX, and Howard Schultz

286
00:20:42.039 --> 00:20:47.160
of Starbucks all make this a practice. So how does a focus on hiring

287
00:20:47.160 --> 00:20:49.640
for personalities for organizations in the stage
of technology alliance? And is it related

288
00:20:49.680 --> 00:20:55.680
to what you're saying before about collaboration, etc. Yeah, it's a lot

289
00:20:55.720 --> 00:21:00.920
of what you've talked about. It's
hire for personality. Train for I think

290
00:21:00.480 --> 00:21:04.160
you want to be able to get
along with these people you're hiring because you're

291
00:21:04.200 --> 00:21:07.880
spending a third of your lives working
and so if you're spending so much time

292
00:21:07.920 --> 00:21:14.720
with your colleagues, if you love
what you do and find purpose behind it.

293
00:21:14.759 --> 00:21:18.640
But you're in a toxic, toxic
atmosphere and you're hiring people who are

294
00:21:18.720 --> 00:21:26.599
hateful or trying to sabotage other people
or spreading rumors, it's just not going

295
00:21:26.680 --> 00:21:29.640
to be sustainable for you. It
won't matter how much you love your job.

296
00:21:30.000 --> 00:21:33.039
The people you work with are more
important than the work you actually do.

297
00:21:33.200 --> 00:21:36.599
And that's what I've discovered throughout the
research from this book. And so

298
00:21:36.680 --> 00:21:41.559
I think that everyone needs to create
a diverse culture, and part of that

299
00:21:41.759 --> 00:21:45.720
is hiring people who come from different
backgrounds, who might look different than you,

300
00:21:45.759 --> 00:21:48.440
but at the same time those who
you know you can get along with.

301
00:21:49.599 --> 00:21:55.839
And so it's a careful balance between
both cultural fit versus diverse ideas that

302
00:21:56.000 --> 00:22:00.440
is going to allow you to hire
people who will be success, askful,

303
00:22:00.799 --> 00:22:03.920
be fun to work with, but
also challenge your opinions and beliefs so you

304
00:22:04.000 --> 00:22:10.680
come up with better solutions to problems. You're reminding me, Dan, I

305
00:22:10.720 --> 00:22:15.480
have actually witnessed. I was brought
in to do a high level leadership team

306
00:22:15.519 --> 00:22:19.359
development work with an organization and was
because really the guy at the top was

307
00:22:19.400 --> 00:22:25.119
just impossible to work with. He
was the most gifted technologist, hands down,

308
00:22:25.759 --> 00:22:29.759
but he was impossible to work with
and finally he blew up himself.

309
00:22:29.799 --> 00:22:33.519
By the way, it's not literally, but he got himself out of the

310
00:22:33.559 --> 00:22:37.160
job there because of one of his
activities or antics. But you're really illustrating

311
00:22:37.160 --> 00:22:45.480
the importance of personality over skill in
that case exactly because you can learn.

312
00:22:45.680 --> 00:22:49.359
Most learning comes from on the job
training, and that's why I think the

313
00:22:49.400 --> 00:22:55.920
future and everything that was talking about
at this year Sharam conference was that it's

314
00:22:55.920 --> 00:23:00.400
all about experiential learning. Now,
you could read one hundred books and perform

315
00:23:00.480 --> 00:23:04.599
poorly on the job, right,
as much as I love reading well along

316
00:23:04.720 --> 00:23:07.880
when you talked about before about collaboration, I want to hear more about what

317
00:23:08.359 --> 00:23:14.559
companies are doing well to help employees
collaborate well, especially if it's if it's

318
00:23:14.680 --> 00:23:18.920
meaningful to talk about using technology.
Yeah, I mean the biggest technology that

319
00:23:18.960 --> 00:23:23.400
people are using in corporate America now
is Slack. Right, So you know,

320
00:23:23.440 --> 00:23:26.799
IBM and all these companies are using
these type of tools and some of

321
00:23:26.839 --> 00:23:32.680
their own tools too, But in
the way they're using it is not just

322
00:23:33.119 --> 00:23:38.039
only using Slack, but combining that
with other ways of communicating like video conferencing,

323
00:23:38.359 --> 00:23:45.599
in person meetings, virtual meetings.
So I think that you can use

324
00:23:45.680 --> 00:23:49.440
some of these tools in combination with
other things depending on what you're trying to

325
00:23:49.480 --> 00:23:53.319
achieve. So, like everything else
in business and in life, it's figure

326
00:23:53.359 --> 00:23:56.599
out what you want to achieve and
then match the right communication tool to that.

327
00:23:57.720 --> 00:24:02.400
So, for instance, if you
want to remind a colleague of a

328
00:24:02.440 --> 00:24:06.519
meeting that's starting in ten minutes,
a text message makes sense. If you

329
00:24:06.599 --> 00:24:10.960
get into a fight with your colleague, a text message does not make sense

330
00:24:11.000 --> 00:24:14.160
and can make things worse. It's
as simple as that. We have to

331
00:24:14.200 --> 00:24:18.359
be more conscious of how we're using
these tools. And if we think that

332
00:24:19.000 --> 00:24:22.799
you know, email is going to
be the saving grace, that it's going

333
00:24:22.880 --> 00:24:25.640
to get all the work done for
us, and that you know, that's

334
00:24:25.640 --> 00:24:29.880
how all these companies operate, it's
a big mistake. And what we found

335
00:24:29.880 --> 00:24:33.720
in the study we did with Virgin
Pulsive over two thousand employees and managers,

336
00:24:33.359 --> 00:24:37.880
is that email is the biggest thing
that gets in the way of human interaction

337
00:24:37.920 --> 00:24:42.599
at work. Yet one face to
face interaction is more successful than thirty four

338
00:24:42.640 --> 00:24:47.960
emails exchange back and forth, no
doubt. I think what some of these

339
00:24:47.960 --> 00:24:53.000
companies are doing is realizing that yes, we need FaceTime. We need to

340
00:24:53.759 --> 00:24:59.359
you know, fly in salespeople from
around the world to go meet with each

341
00:24:59.359 --> 00:25:02.920
other at least once a year,
right, so they get a sense of

342
00:25:03.119 --> 00:25:07.119
culture, they see that the CEO's
invested to them, and if that doesn't

343
00:25:07.160 --> 00:25:11.400
exist, then the company's just going
to flop. Like it's you're not going

344
00:25:11.440 --> 00:25:17.160
to be able to sustain a culture
and have retention if people aren't seeing in

345
00:25:17.279 --> 00:25:22.240
hearing from each other for a long
period of time. Well, and related

346
00:25:22.279 --> 00:25:26.839
to that is really right those relationships
and help people communicate, et cetera.

347
00:25:26.079 --> 00:25:30.720
And you have a section where you
talk about how companies can help promote diverse

348
00:25:30.759 --> 00:25:34.920
ideas and organizations and make it safe
for their employees to do that. And

349
00:25:34.960 --> 00:25:40.119
it's a quick side note. I've
just finished reading Creativity Inc. By Ed

350
00:25:40.240 --> 00:25:42.839
catmull. I think it is he's
the president I think of Pixar, and

351
00:25:44.440 --> 00:25:47.839
he's got a big message in there
about you know, really being vigilant about

352
00:25:47.960 --> 00:25:52.079
about culture to make sure that people
are not moving to fear keeping it safe.

353
00:25:52.440 --> 00:25:57.640
So how are you suggesting that we
that companies make it safe to promote

354
00:25:57.720 --> 00:26:03.920
diverse ideas. Yeah, so I
look at what Google did with Google's project

355
00:26:03.960 --> 00:26:11.279
Aristotle where they were looking at what
makes for the highest performing teams, and

356
00:26:11.319 --> 00:26:15.000
they found that it's psychological safety,
you know, being able to share ideas

357
00:26:15.000 --> 00:26:19.759
without any repercussions, you know,
not being penalized for coming up with an

358
00:26:19.799 --> 00:26:22.799
idea no matter who you are.
And when you're able to do that,

359
00:26:22.880 --> 00:26:26.920
people feel safe, they feel a
sense of belonging, They're more likely to

360
00:26:26.960 --> 00:26:30.240
share, and you're going to get
better ideas that will lead to new innovations

361
00:26:30.359 --> 00:26:34.559
and companies. Every company in a
sense is becoming a technology company. So

362
00:26:34.599 --> 00:26:41.440
if you're not enabling people to share
ideas and have a chance at having their

363
00:26:41.519 --> 00:26:44.960
voice heard, you're doing a lot
of damage and you're doing your company a

364
00:26:45.599 --> 00:26:48.720
disservice. Well into that, and
I've done a lot of work in my

365
00:26:48.799 --> 00:26:52.200
time, and I still do a
lot of work work with employee engagement,

366
00:26:52.200 --> 00:26:55.680
assessing it and of course trying to
increase it and develop it. And certainly

367
00:26:55.799 --> 00:26:57.440
if people feel like their ideas are
being heard, that he is going to

368
00:26:57.480 --> 00:27:02.880
improve employee engagement. And you talk
about you have a section in there about

369
00:27:02.880 --> 00:27:06.720
employee engagement, and you also talk
about spreading more happiness. What do you

370
00:27:06.759 --> 00:27:11.400
mean by that? Yeah, So
there's four employee engagement factors in the book,

371
00:27:11.599 --> 00:27:21.640
purpose, trust, happiness and purpose, Trust, happiness, God and

372
00:27:21.000 --> 00:27:23.559
belongings. So you gotta read the
board to get the last one day.

373
00:27:23.559 --> 00:27:26.759
And that's how you got to say
that. Okay, yeah, so you

374
00:27:26.799 --> 00:27:33.200
need all those working together because that's
going to create a great workplace culture where

375
00:27:33.240 --> 00:27:36.960
people can thrive and people are excited
to go to work every single day.

376
00:27:37.440 --> 00:27:40.559
If people don't trust through leader,
they're just not going to be as effective.

377
00:27:40.599 --> 00:27:42.839
If you know, if you people
don't feel like they belong and they

378
00:27:42.839 --> 00:27:45.680
can share who they are and bring
their full self to work, that's going

379
00:27:45.759 --> 00:27:51.480
to be a problem. You know, if there's no sense of purpose,

380
00:27:51.519 --> 00:27:55.279
if they're getting up every single day
and they're just doing what they did yesterday,

381
00:27:56.039 --> 00:27:59.759
eventually they're going to burn out.
And if they're not happy, if

382
00:27:59.759 --> 00:28:04.039
they're not you know, doing what
they love and feeling a sense of i

383
00:28:04.240 --> 00:28:10.559
know, just gratefulness, but just
you know, a sense that they're fulfilled

384
00:28:10.599 --> 00:28:14.400
and happy and what they're doing,
it's just not going to stay very long.

385
00:28:14.480 --> 00:28:17.720
They're not going to stay very long
because there's other options out there,

386
00:28:18.400 --> 00:28:22.640
and the best way to hold on
to people is to create the right culture,

387
00:28:22.880 --> 00:28:26.720
and you know my top clients.
What they do is they create a

388
00:28:26.759 --> 00:28:30.359
family culture where you feel like you're
part of a family and that people are

389
00:28:30.359 --> 00:28:33.000
willing to take care of you and
support your your needs because everyone's needs are

390
00:28:33.039 --> 00:28:37.359
different and those can shift through the
human life cycle. So it's just recognized

391
00:28:37.359 --> 00:28:44.839
that we're all human and to support
people where they are and serve them well

392
00:28:45.799 --> 00:28:49.200
regardless of where they are in their
career in life. You know, you

393
00:28:49.240 --> 00:28:53.079
talked about people leaving there, they're
gonna they've got other options. One of

394
00:28:53.119 --> 00:28:56.960
the things that I notice is that
a couple of things. One, the

395
00:28:56.960 --> 00:29:03.960
GALP organization says that only fifteen one
the global work force is fully enthusiastic about

396
00:29:03.000 --> 00:29:06.720
going to work every day, So
there's a lot of people that are really

397
00:29:06.759 --> 00:29:07.720
not now Here in the United States, it's a little bit harder than that.

398
00:29:07.759 --> 00:29:11.000
I think it's closer to forty as
they say, But still I know,

399
00:29:11.079 --> 00:29:15.000
in my work, Dan, I'm
constantly seeing people who are or who

400
00:29:15.000 --> 00:29:18.519
are at work. You know,
lights are on, but nobody's home,

401
00:29:18.640 --> 00:29:21.599
so they're there, they're present,
but they're really not there and they're not

402
00:29:21.680 --> 00:29:23.559
giving there. They've they've kept the
job, but they're they're not they're not

403
00:29:23.599 --> 00:29:27.720
plugging themselves in, and I think
that's even worse than leaving well. And

404
00:29:27.759 --> 00:29:33.559
it has to do with burnout too. People are working longer hours and are

405
00:29:33.599 --> 00:29:38.359
not compensated for that productivity increase,
and therefore they're getting burned out and half

406
00:29:38.400 --> 00:29:41.359
of all attrition is due to burnout. So we have a huge burnout crisis

407
00:29:41.440 --> 00:29:47.200
in America right now. I've been
studying it. Over seventy percent of employees

408
00:29:47.200 --> 00:29:52.119
don't have enough time to do bursum
related tasks because what technology has done is

409
00:29:52.440 --> 00:29:56.480
it's a lot of more flexibility,
which people like. The downside is,

410
00:29:56.519 --> 00:30:00.319
not only does it make it more
isolated than low if we're overusing it and

411
00:30:00.359 --> 00:30:07.039
working from home and not getting human
contact, but because we can access texts

412
00:30:07.119 --> 00:30:11.559
and emails and work wherever we are, we're always kind of working. And

413
00:30:11.759 --> 00:30:15.880
there's a big shift in corporations that's
pretty scary as they're doing unlimited vacation days,

414
00:30:17.400 --> 00:30:21.640
which means people take fewer days because
there's a guilt feeling and if they

415
00:30:21.640 --> 00:30:26.559
get laid off, they can cash
in on paid holidays or paid vacation.

416
00:30:26.160 --> 00:30:33.799
So it's actually it's not very authentic. What's happening, but overall, people

417
00:30:33.839 --> 00:30:38.599
are not getting enough time to recuperate, so productivity potentially could decline as a

418
00:30:38.599 --> 00:30:44.000
result. Yeah. I certainly see
in the work that I do as a

419
00:30:44.039 --> 00:30:45.839
management consultant, Dan, I go
into a lot of different companies and there

420
00:30:47.000 --> 00:30:49.359
is that sense of let's what what
what else? I don't want to say

421
00:30:49.359 --> 00:30:52.279
this in such a negative way,
but this is just really how it lands

422
00:30:52.279 --> 00:30:56.160
for me, as what else can
we get? You know, these people

423
00:30:56.200 --> 00:30:59.039
to ring out in their jobs in
a day, and it's just it's just

424
00:30:59.200 --> 00:31:02.640
really it is. It's a really
really intense place and the burnout thing is

425
00:31:02.799 --> 00:31:06.000
really real. And people that are
like, well I don't even even have

426
00:31:06.119 --> 00:31:08.359
time for laundry and groceries at least, Why do you want me to work

427
00:31:08.400 --> 00:31:11.000
on purpose? I mean, who's
got time for that? And I'm like,

428
00:31:11.039 --> 00:31:14.079
well, I mean think of what's
happening at Google too. They have

429
00:31:14.119 --> 00:31:18.119
the twenty percent rule where people can
spend twenty percent of their time doing work

430
00:31:18.200 --> 00:31:19.960
that's not related to their job description. But no one's able to do that

431
00:31:21.000 --> 00:31:26.160
because they're too busy working. Yeah. Wow, that's so sad. Oh

432
00:31:26.200 --> 00:31:27.359
And on that note, let's grab
a quick break. We're gonna need a

433
00:31:27.400 --> 00:31:30.519
break for that, Dan to digest
that. I'm your host, ELISEE.

434
00:31:30.559 --> 00:31:33.200
Cortez. We're in the air with
Dan Schabel. He is a New York

435
00:31:33.240 --> 00:31:38.039
Times bestselling author, partner research director
at Future Workplace, and the founder of

436
00:31:38.079 --> 00:31:41.920
both Millennial Branding and Workplace Trends dot
com. He's the best selling author of

437
00:31:41.920 --> 00:31:45.720
two career books, Promote Yourself and
Me two point zero. Through his companies,

438
00:31:45.759 --> 00:31:48.880
He's conducted dozens of research studies and
work with major brands, and is

439
00:31:48.880 --> 00:31:52.839
dedicating himself to helping his millennial generation
navigate the full gamut of their careers.

440
00:31:53.119 --> 00:31:56.960
He's joged today from New York City. After the break, we're going to

441
00:31:56.000 --> 00:32:00.480
get more into the organizational component.
Stay with us. We'll be right back.

442
00:32:13.720 --> 00:32:17.480
Elise Cortez is a speaker and engagement
and development catalyst. She designs and

443
00:32:17.519 --> 00:32:23.079
delivers professional development, leadership and engagement
workshops and can bring her expertise to your

444
00:32:23.160 --> 00:32:29.519
organization. She will help ignite meaningful
development within your workforce that will increase employee

445
00:32:29.559 --> 00:32:32.720
engagement, performance and retention. To
learn more or to invite a lease to

446
00:32:32.759 --> 00:32:37.960
speak to your organization, please visit
her at www. Dot Elise Cortez dot

447
00:32:37.960 --> 00:32:43.960
com. She would welcome the opportunity
to help get your employees working on purpose.

448
00:32:50.160 --> 00:32:54.160
This is working on Purpose with Elise
Cortez. To reach our program today,

449
00:32:54.400 --> 00:33:00.440
send an email to Elise ali se
at Elise Cortez dot com. Now

450
00:33:00.920 --> 00:33:06.440
back to working on purpose. If
you're just tuning in. My guess is

451
00:33:06.519 --> 00:33:09.279
Dan Shovel. He is the New
York Times bestselling author, partner and research

452
00:33:09.319 --> 00:33:14.519
director at Future Workplace, and the
founder of both Millennial Branding and Workplace Trends

453
00:33:14.559 --> 00:33:16.920
dot com. He's the best selling
author of two career books, To Promote

454
00:33:16.920 --> 00:33:21.799
Yourself and Me two point zero and
most recently, Back to Human How great

455
00:33:21.880 --> 00:33:24.279
Leaders create connection in the age of
my Isolation. I'm your host at Last

456
00:33:24.319 --> 00:33:29.920
Cortez. Okay, Dan, So
this last segment here, I wanted to

457
00:33:29.960 --> 00:33:35.559
focus on how we can really help
organizations build that organizational connection piece. And

458
00:33:35.759 --> 00:33:38.400
there's a section on connecting purpose to
the work. Since this is of course

459
00:33:38.400 --> 00:33:43.519
my focus, that's when I was
riveted on and you talk about three tips

460
00:33:43.559 --> 00:33:45.079
to do that. One is to
bring in a customer who has been personally

461
00:33:45.079 --> 00:33:49.400
affected by the team's work so the
employees can hear and see the impact of

462
00:33:49.400 --> 00:33:51.960
their efforts. I love this idea
and I've seen it done in action.

463
00:33:52.640 --> 00:33:57.039
Do you have an example of a
company that uses this practice especially well,

464
00:33:57.119 --> 00:34:00.960
Yeah, they did it when I
was at EMC Corporation right out of school.

465
00:34:00.200 --> 00:34:05.240
So they would bring it in not
just for the sales team, they

466
00:34:05.279 --> 00:34:08.239
would bring it in for the PR
team, just because we were pitching stories

467
00:34:08.719 --> 00:34:14.039
to the media and we needed examples
from customers about what they were going through

468
00:34:14.119 --> 00:34:16.679
how EMC helped solve their problem.
So I thought it was very effective.

469
00:34:17.639 --> 00:34:22.199
You know, if you're going to
it's easier to sell something if you've seen

470
00:34:22.920 --> 00:34:27.719
the solution and practice. Yeah.
And I remember when I was doing my

471
00:34:27.719 --> 00:34:30.280
PhD program and doing that research.
I love research too, not certainly not

472
00:34:30.400 --> 00:34:32.679
do it the level that you do, but to me, it's a very

473
00:34:32.719 --> 00:34:37.559
important part of life and work.
And I remember once talking to a CIO

474
00:34:37.719 --> 00:34:42.079
of a very well known organization in
the food industry, and he said he

475
00:34:42.159 --> 00:34:45.280
was all about how people will connect
to the heartbeat of the customer and the

476
00:34:45.280 --> 00:34:49.719
other of them. Forget that phrase. And then my map back over now

477
00:34:49.840 --> 00:34:53.400
to some work I was doing is
doing a cultural survey for a large healthcare

478
00:34:53.440 --> 00:34:58.039
system. Almost every one of the
employees that I interviewed, Dan could talk

479
00:34:58.079 --> 00:35:04.000
about how their work sub made its
way and supported and touched the actual patient.

480
00:35:04.079 --> 00:35:07.199
I was amazed by that. Oh
my god, it's so important.

481
00:35:07.360 --> 00:35:09.679
You know, every single day I
believe in purpose more and more. Right,

482
00:35:09.719 --> 00:35:13.440
It's like, why are you getting
up in the morning? You know,

483
00:35:14.159 --> 00:35:16.119
I think we're all we all should
be servants, right, we should

484
00:35:16.159 --> 00:35:21.320
all serve other people because that's what
life's all about. It's about adding value

485
00:35:21.320 --> 00:35:23.199
to other people's lives, whether it's
a family, friends, co workers,

486
00:35:23.480 --> 00:35:29.239
leaders, CEOs, customers, partners, as so many stakeholders, so many

487
00:35:29.280 --> 00:35:34.559
people we could touch, and I
think that it's really important for leaders to

488
00:35:34.599 --> 00:35:39.039
communicate how the work that an employee
does impacts other stakeholders. And when you

489
00:35:39.119 --> 00:35:44.400
do that, there is a sense
of purpose that you get and it makes

490
00:35:44.400 --> 00:35:47.440
you more productive and excited to go
to work every single day. And that's

491
00:35:47.440 --> 00:35:51.800
what that's what works all about,
or should be well, And that goes

492
00:35:51.840 --> 00:35:53.800
back I think Dan to one of
the things you talk about is if you

493
00:35:53.840 --> 00:35:59.599
know, getting getting even better at
communication with people and as a soft skill,

494
00:36:00.039 --> 00:36:04.079
and so to your point of if
if a leader can actually articulate to

495
00:36:04.159 --> 00:36:07.480
someone wow, Dan, if you
know you did this, do you recognize

496
00:36:07.519 --> 00:36:09.880
that by doing what you did,
you actually save the life of this patient

497
00:36:09.960 --> 00:36:14.679
or whatever it might be. Right, So sometimes it takes it takes presencing

498
00:36:14.760 --> 00:36:20.280
or communicating what's what's the why behind
that that maybe the individual can't see for

499
00:36:20.360 --> 00:36:27.880
himself or herself. That's so powerful
exactly because not everyone realizes it, and

500
00:36:27.880 --> 00:36:31.000
not everyone sees the bigger picture.
But a leader should see the bigger picture.

501
00:36:31.079 --> 00:36:35.239
That's part of the job. And
so if you can communicate it,

502
00:36:35.280 --> 00:36:39.320
if you can remind people, if
you can compliment people and should give recognition,

503
00:36:39.440 --> 00:36:44.679
I think it can be really powerful. And you know, in many

504
00:36:44.679 --> 00:36:50.280
ways, a compliment or explaining people
what their what their purpose is and how

505
00:36:50.320 --> 00:36:53.079
they can support others, and you
know, the value of their work can

506
00:36:53.440 --> 00:36:59.159
just be as valuable as money and
a cash bonus, no doubt, no

507
00:36:59.199 --> 00:37:01.679
doubt about that. And along those
lines, one of the other tips that

508
00:37:01.760 --> 00:37:06.679
you had about connecting purpose to the
work that I thought was interesting and I

509
00:37:06.760 --> 00:37:09.880
don't know that I've seen many organizations
do this well, but having employees share

510
00:37:09.920 --> 00:37:15.480
accomplishments and the sense of purpose they
feel when they come to work, sharing

511
00:37:15.519 --> 00:37:19.840
accomplishments it's just that's so interesting to
me. I know it sounds really basic,

512
00:37:20.000 --> 00:37:22.800
but I don't know that I can
think of a company that does that

513
00:37:22.920 --> 00:37:25.000
or has that part of their culture. Is there an example or can you

514
00:37:25.000 --> 00:37:31.519
say more about that one? Yeah, I think it's more common you think,

515
00:37:31.519 --> 00:37:35.760
but it's just not talked about.
You know, a lot of people

516
00:37:35.800 --> 00:37:39.719
will share their accomplishments and meetings or
even in my team every Monday we're talking

517
00:37:39.760 --> 00:37:45.679
about accomplishments and then we're talking about
challenges after we share accomplishments to get people

518
00:37:45.719 --> 00:37:50.239
excited, but also show that we
can always improve and become better and that

519
00:37:50.320 --> 00:37:55.039
there's more I had. Well,
I think starting with accomplishments, there's energy

520
00:37:55.079 --> 00:38:00.880
and that right, and that there's
something about being human where complishments and achievement

521
00:38:00.920 --> 00:38:02.639
are important to us. And I
think that's a great way to start a

522
00:38:02.679 --> 00:38:07.760
meeting. I just again, I
can't think of Timney that I say that

523
00:38:07.760 --> 00:38:09.760
that's baked into their culture, so
it must be more prevalent than I think,

524
00:38:12.159 --> 00:38:15.960
which is which makes me happy.
That's good, all right. So

525
00:38:15.000 --> 00:38:17.079
the next thing Dan, I wanted
to talk about, and this is I

526
00:38:17.079 --> 00:38:21.400
think this is really really important.
You have a section in there about leading

527
00:38:21.400 --> 00:38:25.039
with empathy, and I think emotional
intelligence is so important, and I think

528
00:38:25.039 --> 00:38:29.360
it's getting more important pressed but there's
still a lot of work to do.

529
00:38:30.079 --> 00:38:34.960
Why do you say leaders need to
lead with empathy? Helps you make better

530
00:38:35.000 --> 00:38:38.639
strategic choices because you understand where your
teammates want and your customers wants, you

531
00:38:38.679 --> 00:38:45.760
can best provide value to them and
support them. Helps you resolve conflicts because

532
00:38:45.760 --> 00:38:49.239
you're seeing where other people are coming
from and what their challenges are, so

533
00:38:49.280 --> 00:38:52.639
you can meet them where they are
and help them solve their needs and support

534
00:38:52.679 --> 00:38:58.840
them. And I think at the
end of the day, people have things

535
00:38:58.840 --> 00:39:01.840
happening in their lives. Their parent
dies, their kid gets expelled from school,

536
00:39:02.639 --> 00:39:07.320
they have a mental illness, and
so we just have to embrace people

537
00:39:07.800 --> 00:39:13.280
as humans, not just as workers, and ensure that they're able to get

538
00:39:13.320 --> 00:39:19.360
the necessary space they need in order
to relax, get their heads straight,

539
00:39:19.800 --> 00:39:24.840
and then come back to work fully
functional, ready to do a great job.

540
00:39:25.480 --> 00:39:28.280
I don't know if you can answer
this or not, Dan, I

541
00:39:28.280 --> 00:39:30.760
don't know if it's part of you
in your purview or not. We all

542
00:39:30.800 --> 00:39:34.960
I think many of us get the
idea that empathy is important, but some

543
00:39:35.039 --> 00:39:37.360
of us might be wonderful. How
in the world can we develop it?

544
00:39:37.480 --> 00:39:39.760
Do you have any insight into that? You know what. I don't know

545
00:39:39.800 --> 00:39:45.559
if it can be developed, But
I think it's a skill that naturally happens,

546
00:39:45.599 --> 00:39:50.039
you know, you know, if
somebody you know dies, if something

547
00:39:50.079 --> 00:39:52.159
bad happens in your life, I
think that's the time in which you start

548
00:39:52.199 --> 00:39:58.840
to develop something because those feelings come
out and are surfaced, and it makes

549
00:39:58.880 --> 00:40:04.159
you rethink aspects of your life in
a positive way, even though you just

550
00:40:04.239 --> 00:40:09.960
faced some traumamm got that. Okay, Well, if this is related I

551
00:40:10.000 --> 00:40:14.159
think to the empathy piece. So
you've got a section there about improving employee

552
00:40:14.239 --> 00:40:19.440
experiences and you talk about five rules
you say companies need to consider about employee

553
00:40:19.440 --> 00:40:23.920
experience. What are they? Yeah, I think that rule number one is

554
00:40:23.960 --> 00:40:29.880
being consistent with how you treat your
employees. Don't pick favorites, you know,

555
00:40:29.960 --> 00:40:31.760
have some sort of balance. The
second thing is put effort into creating

556
00:40:31.760 --> 00:40:36.719
a culture that can be maintained even
if you're not present. Right, And

557
00:40:36.760 --> 00:40:40.480
so that's about legacy. Yeah,
you know, if sir Richard Brainson or

558
00:40:40.519 --> 00:40:44.519
Gary Vannerchuk is no longer worth us, are they going to be. Is

559
00:40:44.559 --> 00:40:46.920
their culture going to sustain with their
values? That would be the question to

560
00:40:46.960 --> 00:40:52.719
ask. Rule three is strive to
understand what makes people tick and how you

561
00:40:52.760 --> 00:40:58.239
can support them as individuals and team
members will Number four is empower employees to

562
00:40:58.239 --> 00:41:01.519
be part of the creation process so
that they can help create their own employee

563
00:41:01.519 --> 00:41:07.280
experience. Great example is Aaron Yang
who's featured in the book in this chapter,

564
00:41:07.320 --> 00:41:13.079
and she was tasked to create the
office design for one of the floors

565
00:41:13.119 --> 00:41:17.480
and her San Francisco office she works
for work Day and she used a pinterest

566
00:41:17.480 --> 00:41:24.800
sport using technology properly to actually field
feedback from her teammates so that they could

567
00:41:25.280 --> 00:41:30.480
their feedback could be incorporated into the
design. To me, that's a great

568
00:41:30.559 --> 00:41:35.679
leader right there. And then rule
number five is rely lesson devices, platforms

569
00:41:35.679 --> 00:41:39.679
and robotics. Don't make sure that
the human touch is always there, regardless

570
00:41:39.719 --> 00:41:45.039
of all the new gadgets and gizmos
that enter the workplace. That's so great,

571
00:41:45.079 --> 00:41:46.519
Crisp. I love that you.
Part of what I like to do

572
00:41:46.559 --> 00:41:50.639
this conversations stand is to be able
to help our listeners really to walk away

573
00:41:50.679 --> 00:41:52.679
with something tangible they can put to
work immediately. And that was just crisp,

574
00:41:52.760 --> 00:41:55.360
So thank you. Let's let's talk
with that. A little bit of

575
00:41:55.360 --> 00:41:59.000
time left here. I do want
to talk about creativity. We mentioned it

576
00:41:59.039 --> 00:42:02.960
earlier in the conversation, but it's
in your productivity chapter. It's a big

577
00:42:04.000 --> 00:42:07.440
topic these days. So can you
share a few more a few examples of

578
00:42:07.519 --> 00:42:12.239
how we as humans can be more
creative? So this is really fascinating.

579
00:42:12.239 --> 00:42:17.840
Actually, we ask people what brings
out their creativity and it's other people there.

580
00:42:17.840 --> 00:42:22.159
People make us more creative because in
conversation and makes us rethink some of

581
00:42:22.159 --> 00:42:25.559
our core beliefs and opinions, challenges
us and we come up with better solutions.

582
00:42:25.639 --> 00:42:30.880
So I think we need time alone
and then we need time to collaborate

583
00:42:30.920 --> 00:42:35.159
with other people. In that combination
allows us to be fully functional, allows

584
00:42:35.199 --> 00:42:39.280
us to build relationships and be effective
in our job. I wonder how much

585
00:42:39.320 --> 00:42:44.599
of it too, there's a component
of it I should say, is just

586
00:42:44.800 --> 00:42:46.960
mindset. Like for example, Dan, I told myself for years I'm just

587
00:42:47.000 --> 00:42:50.760
not creative. I just said that
I'm not creative. People say, what

588
00:42:50.760 --> 00:42:52.639
what are you talking about? You're
very creative, and they give me examples.

589
00:42:53.639 --> 00:42:59.880
And it seems like if we give
ourselves permission to play and be curious

590
00:43:00.000 --> 00:43:02.679
and even just say I'm creative.
It seems like it opens something. What

591
00:43:02.719 --> 00:43:07.679
do you think about that? Yeah, I think it goes back to culture.

592
00:43:07.719 --> 00:43:12.960
It's if people are allowed to and
are not punished for sharing something that

593
00:43:13.000 --> 00:43:17.039
goes against the status quo, that's
where creativity happens. That's where innovations occur,

594
00:43:17.639 --> 00:43:22.360
you know. But if if people
are de incentivized to share, if

595
00:43:22.400 --> 00:43:27.480
they're penalized if they come up with
a new idea that goes counter to maybe

596
00:43:27.599 --> 00:43:31.280
the business model or the normal way
of doing things in a company, things

597
00:43:31.280 --> 00:43:36.800
will never change. And business is
moving too fast to not let things change,

598
00:43:37.360 --> 00:43:38.679
you know. Again, Dan,
you're reminding me of some of the

599
00:43:38.719 --> 00:43:43.159
work that I've done with executive coaching, and I can tell you I can

600
00:43:43.239 --> 00:43:47.360
I can see some of these faces, the hurt that people incur when they

601
00:43:47.400 --> 00:43:52.880
when they feel sent when they feel
silenced their ideas or they're especially if they're

602
00:43:52.960 --> 00:43:57.559
ridiculed in public. Man, employees
just shut down. I've seen that over

603
00:43:57.599 --> 00:44:00.119
and over again, and it's it
really is rooted in not just fear,

604
00:44:00.159 --> 00:44:05.599
but also hurt and anger. Yeah, I mean criticizing people in front of

605
00:44:05.599 --> 00:44:08.199
a group it doesn't get much worse
than that, and you're probably not going

606
00:44:08.239 --> 00:44:12.119
to hold on to that employee very
long. And replacing an employee, as

607
00:44:12.159 --> 00:44:15.119
you know, cost upwards of the
ten thousand dollars or more. And it's

608
00:44:15.480 --> 00:44:19.840
it's just much better to hie the
right person and then to treat them with

609
00:44:19.960 --> 00:44:24.880
respect and be their champion than to
criticize them. Well into that end,

610
00:44:24.920 --> 00:44:28.800
let's let's one of our last topics
that we can talk about then is really

611
00:44:28.840 --> 00:44:31.159
reward and recognition. And of course
I take a strong stance in the value

612
00:44:31.159 --> 00:44:36.519
of leaders really seeing their people for
being unique humans coming into the workplace and

613
00:44:36.599 --> 00:44:39.400
for a value in their contribution.
But will you talk You've got a section

614
00:44:39.440 --> 00:44:44.079
on culture of gratitude. Will you
speak a little bit about your perspective on

615
00:44:44.159 --> 00:44:47.719
gratitude. Yeah, I think teams
should be thankful for what they have,

616
00:44:49.039 --> 00:44:52.960
thankful for the people on the team, thankful for the skills that each teammate

617
00:44:52.039 --> 00:44:59.159
brings. And there's an exercise about
showing gratitude and it's something that I've done

618
00:44:59.199 --> 00:45:04.119
before with my team and Reilly to
go around and talk about what you're grateful

619
00:45:04.119 --> 00:45:07.920
for, grateful for your teammate.
That taught you a new skill, grateful

620
00:45:07.000 --> 00:45:12.960
that you have a leader that recognizes
their employees, like everyone can be grateful

621
00:45:13.000 --> 00:45:15.679
for at least one thing, And
there's something about saying it out loud.

622
00:45:15.719 --> 00:45:16.719
I know. For me, Thanksgiving
is by far and away, Dan,

623
00:45:16.840 --> 00:45:21.079
my favorite holiday of the year,
and I host and create a big feast

624
00:45:21.159 --> 00:45:24.039
and I go to other people's as
well, And there's something We all do

625
00:45:24.079 --> 00:45:27.880
this thing a little bit differently,
but saying to the people that are present

626
00:45:27.920 --> 00:45:31.480
with us what we're grateful for about
them is so powerful, so powerful it

627
00:45:31.519 --> 00:45:36.320
can make their day. Can just
you know, there's so much negativity in

628
00:45:36.360 --> 00:45:39.079
this world, so if you can
bring more positivity into the workplace or even

629
00:45:39.119 --> 00:45:44.280
at home, it really makes a
big difference in your human relationships. Yeah,

630
00:45:44.360 --> 00:45:46.199
and I think too and how we
feel about ourselves. And for me,

631
00:45:46.320 --> 00:45:49.840
one of my when I talked about
spending Pixie ducks, Dan, I

632
00:45:49.840 --> 00:45:53.000
mean, every time I go out
and about someplace, I'm looking for someone

633
00:45:53.039 --> 00:45:57.079
that I can recognize. And it's
not just because I'm this wonderful person,

634
00:45:57.119 --> 00:46:00.920
it's because it makes me feel good. It gives me something to do that

635
00:46:00.360 --> 00:46:04.920
and invariably when I recognize them,
they light up and you can see them

636
00:46:04.960 --> 00:46:07.360
getting bigger in the moment, and
what I hope, of course, is

637
00:46:07.360 --> 00:46:12.639
then that cascades to whatever choice they
make next and who they interact with and

638
00:46:12.679 --> 00:46:15.480
how they treat them, and I
hope it's a ripple effect. So I

639
00:46:15.519 --> 00:46:16.960
just don't think it's that hard,
but we don't For some reason, we

640
00:46:16.960 --> 00:46:20.000
don't do it, and we certainly
don't do it a lot of times at

641
00:46:20.000 --> 00:46:22.960
work, which needs to change.
Yeah, all these little small things add

642
00:46:23.000 --> 00:46:28.679
up into creating a better and healthier
workplace. Agree, And that's what I

643
00:46:28.679 --> 00:46:30.599
stand for, Dan. I want
to make work a much more meaningful,

644
00:46:30.719 --> 00:46:35.119
important place for people to spend that
third of their lives and make it worth

645
00:46:35.159 --> 00:46:37.440
their precious life. So that's what
I'm up to. And to that end,

646
00:46:37.519 --> 00:46:40.239
as you might remember, i'd like
to give my guests the last word,

647
00:46:40.239 --> 00:46:43.519
if you will. And you know
this show is listening to globally,

648
00:46:43.599 --> 00:46:46.920
and it's up to helping people more
personally and productively meaningfully connect with their work.

649
00:46:47.480 --> 00:46:52.199
What would you like to leave the
listeners with today? To use technology

650
00:46:52.199 --> 00:46:54.400
as a bridge to human connection and
not let it be a barrier or let

651
00:46:54.440 --> 00:46:59.480
it get you to physical spaces,
use it in the right settings, and

652
00:46:59.519 --> 00:47:02.360
at the right times, and it
can be a powerful asset. But don't

653
00:47:02.440 --> 00:47:07.880
let it be a liability. Don't
let it ostracize you from the very relationships

654
00:47:07.920 --> 00:47:09.840
that you need to build, not
just to be productive at work, but

655
00:47:09.920 --> 00:47:14.400
to function in society. Fantastic way
to finish, Dan, and I want

656
00:47:14.400 --> 00:47:16.400
to thank you again for being on
the show again a second time. I'll

657
00:47:16.440 --> 00:47:20.599
look forward to having you back whenever
you get around to your next book.

658
00:47:20.599 --> 00:47:23.000
I know you're always working on something, and I also want to acknowledge just

659
00:47:24.159 --> 00:47:28.559
what an important thought leader you are
to the space. I really appreciate the

660
00:47:28.599 --> 00:47:31.280
work that you're doing. I follow
you, and I appreciate I know what

661
00:47:31.360 --> 00:47:34.920
it takes to create the book that
you that you create it, and I

662
00:47:34.960 --> 00:47:37.960
want to thank you for your contribution
and your commitment to this space. Thank

663
00:47:38.000 --> 00:47:42.000
you. I appreciate you as well. Where can listeners come find you?

664
00:47:42.079 --> 00:47:44.920
What website you want them to see
you at the best way to get in

665
00:47:44.960 --> 00:47:52.320
touch with me is on Danshawbel dot
com da n Schawbel dot com. And

666
00:47:52.400 --> 00:47:54.599
as the research and as the videos, the interview is. It's got everything

667
00:47:55.199 --> 00:48:00.760
that's prefet It's your buffet, a
nurturing buffet, that sounds great to me.

668
00:48:00.800 --> 00:48:04.360
It's a great a great way to
feed well. I will I will

669
00:48:04.400 --> 00:48:07.760
look forward to your future work done
and having you back in the meantime,

670
00:48:07.800 --> 00:48:09.880
Listeners, we'll see you back next
week when when we're on the air with

671
00:48:09.960 --> 00:48:14.559
Nick Cragg. He's an author of
the book called Leading from Purpose, and

672
00:48:14.920 --> 00:48:17.119
the work that he's doing across the
globe is really what we'll be talking about.

673
00:48:17.360 --> 00:48:21.800
It's all of that help people work
from purpose and aligning individual purpose with

674
00:48:21.920 --> 00:48:24.239
the with the organizational purpose. See
you there. Remember that work is at

675
00:48:24.280 --> 00:48:30.840
least one third of our life,
so let's work on purpose. We hope

676
00:48:30.840 --> 00:48:35.119
you've enjoyed this week's program. Be
sure to tune in to Working on Purpose,

677
00:48:35.440 --> 00:48:39.840
featuring your host Alice Cortez, each
week on the Voice America Empowerment Channel.

678
00:48:40.320 --> 00:48:44.480
This week, find your life's purpose
at work.