Leading in Today’s More Democratized Workplace

WEBVTT

1
00:00:05.200 --> 00:00:09.439
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
00:00:14.960 --> 00:00:19.519
and know their lives really matter.
They crave being part of an organization that

4
00:00:19.600 --> 00:00:24.760
inspires them and helps them grow into
realizing their highest potential. Business can be

5
00:00:24.879 --> 00:00:29.480
such a force for good in the
world, elevating humanity. In our program,

6
00:00:29.519 --> 00:00:33.520
we provide guidance and inspiration to help
usher in this world we all want

7
00:00:34.200 --> 00:00:38.840
working on purpose. Now. Here
is your host, doctor Elise Cortez.

8
00:00:42.159 --> 00:00:45.240
Welcome back to the Working on Purpose
program Paxsportunity again this week. Great to

9
00:00:45.240 --> 00:00:47.840
have you. I'm your host,
doctor Elise Cortes. Join your live from

10
00:00:47.920 --> 00:00:50.520
Dallas, Texas, which is home
base for me. If you don't know

11
00:00:50.600 --> 00:00:55.079
me yet, I'm a management consultant
specializing in meaning and purpose, organizational logotherapist,

12
00:00:55.200 --> 00:00:58.679
inspirational speaker, social scientist, and
author. My team that I help

13
00:00:58.719 --> 00:01:03.320
companies discover articulate their purpose through their
culture and operations. We work with forward

14
00:01:03.399 --> 00:01:07.159
thinking or forward reaching organizations to develop
inspirational leaders who create cultures where people actually

15
00:01:07.200 --> 00:01:11.640
want to come to work and do
their best, and we provide programs like

16
00:01:11.719 --> 00:01:15.599
to grab your guster that enable individual
team members to discover and unleash their passion

17
00:01:15.599 --> 00:01:19.560
and purpose at work to catalyze fulfilment, engagement, and productivity. You learn

18
00:01:19.560 --> 00:01:23.400
more about how we can work together
at least cortez dot Com. With us

19
00:01:23.439 --> 00:01:26.640
today is Joseph Camberado. He's the
CEO of National Business Capital. He developed

20
00:01:26.640 --> 00:01:30.480
a passion for business growth early in
his career and today helps entrepreneurs and business

21
00:01:30.480 --> 00:01:34.359
owners grow through small business loans and
services. We'll be talking about the more

22
00:01:34.480 --> 00:01:42.000
democrat criticized that's a hardware of democratize
environment appearing in workforces across the country,

23
00:01:42.040 --> 00:01:45.719
and how leaders can take the reins
on purposeful work and employee wellness. You

24
00:01:45.799 --> 00:01:48.719
to do today from Long Island,
New York. Joe, Welcome to Working

25
00:01:48.760 --> 00:01:52.760
on Purpose. Hello, thank you
for having me. It's so great to

26
00:01:52.840 --> 00:01:55.359
have you. I'm looking forward to
this conversation. This has been such an

27
00:01:55.400 --> 00:01:59.159
interesting time and you are an interesting
chap to talk to about what's going on

28
00:01:59.200 --> 00:02:02.040
in the world business and work.
So let's have it, shall we Awesome?

29
00:02:02.040 --> 00:02:05.799
Well, thank you for having me, And it's always good to talk

30
00:02:05.840 --> 00:02:08.560
about these things, especially with all
the stuff that's happening in the world today

31
00:02:08.599 --> 00:02:14.080
around this stuff. Yeah. So
one of the things I'm doing this year,

32
00:02:14.120 --> 00:02:17.000
Joe, is I'm working on a
book that addresses the leaders out there

33
00:02:17.039 --> 00:02:20.319
that are like pulling their hair out, like trying to figure out what to

34
00:02:20.360 --> 00:02:23.599
do. It's the pandemic, it's
a great resignation. There's all this stuff

35
00:02:23.639 --> 00:02:24.759
going on in the world and they're
just going nuts. And that's what I'm

36
00:02:24.800 --> 00:02:29.400
working on next this year. So
your perspective and what's been going on in

37
00:02:29.400 --> 00:02:31.560
the world the last couple of years
will be interesting, sort if we can

38
00:02:31.639 --> 00:02:35.560
start with that. So if you
presence our listeners, we have listeners and

39
00:02:35.639 --> 00:02:38.240
viewers across the globe. So let's
start, Joe, if we can talking

40
00:02:38.240 --> 00:02:43.080
about your perspective in the last couple
of years, the pandemic, remote work,

41
00:02:43.080 --> 00:02:47.280
etc. How have those conditions change
what people want from their lives and

42
00:02:47.280 --> 00:02:52.080
their work from your perspective, Yeah, I mean, it's it's a great

43
00:02:52.120 --> 00:02:54.520
question. And you know it's so
funny, is you know, this whole

44
00:02:55.080 --> 00:03:00.960
focus around the Great Resignation. It's
a little confusing because you know, yea,

45
00:03:01.039 --> 00:03:05.319
so people are quitting their jobs,
but they're going to other jobs.

46
00:03:06.000 --> 00:03:08.960
And I think you know, sometimes
people read like the headlines and they say,

47
00:03:09.000 --> 00:03:12.680
oh, the great resonation and no
one wants to work, but no

48
00:03:12.840 --> 00:03:15.759
people are working. The unemployment rates
are actually back to record lows again and

49
00:03:15.840 --> 00:03:21.960
people are working. There's been all
this focus on it now, and which

50
00:03:22.000 --> 00:03:25.719
is so interesting to me because all
this stuff really was already happening pre COVID,

51
00:03:25.759 --> 00:03:30.879
pre pre pandemic on the job market
was a challenging job market with Prior

52
00:03:30.919 --> 00:03:36.800
to COVID, it was super competitive. I think a lot of things finally

53
00:03:36.840 --> 00:03:39.439
caught up to itself. And I
also think because of COVID, a lot

54
00:03:39.439 --> 00:03:45.919
of people finally had time to think
and actually use some of that time to

55
00:03:45.960 --> 00:03:47.840
stop and think. There wasn't a
lot to do, so you're kind of

56
00:03:47.879 --> 00:03:52.680
forced to do it. And I
think a lot of people really re looked

57
00:03:52.680 --> 00:03:53.960
at, you know, you know, what they want out of life,

58
00:03:54.000 --> 00:04:00.199
where they want to be and whether
that's you know, job career, a

59
00:04:00.240 --> 00:04:02.639
career move, doing things that they've
always wanted to do and finally doing them

60
00:04:02.759 --> 00:04:05.919
or saying I don't want to live
here anymore and relocating. So, you

61
00:04:05.919 --> 00:04:11.800
know, I think you had a
lot of things rapidly accelerate. The COVID,

62
00:04:11.840 --> 00:04:15.399
that we're already happening, but because
COVID accelerated so much, it seemed

63
00:04:15.600 --> 00:04:21.439
you know, so crazy and and
and and extreme. But they really were

64
00:04:21.519 --> 00:04:26.639
happening, you know, prior to
which is which is really interesting and a

65
00:04:26.680 --> 00:04:28.920
lot of people aren't talking about that, so you know, I think that's

66
00:04:28.959 --> 00:04:32.040
interesting. M Yeah, I really
agree with you, Joe, that the

67
00:04:32.079 --> 00:04:36.800
pandemic really gave people the kind of
pause that most people really don't get very

68
00:04:36.800 --> 00:04:39.959
often in life. And it's so
necessary. Of course, I know that

69
00:04:39.959 --> 00:04:42.040
from the work that I do,
just how important it is to be able

70
00:04:42.079 --> 00:04:45.079
to sit and listen in the stillness
to that which is trying to get your

71
00:04:45.079 --> 00:04:49.279
attention very desperately, usually your purpose. So yes, reevaluating your life and

72
00:04:49.319 --> 00:04:51.879
what's in it and what they want
and what they don't want. And to

73
00:04:51.920 --> 00:04:55.360
your point, Joe, of what
I also have seen in my research is

74
00:04:55.399 --> 00:04:59.759
that there there was already the interest
in people changing jobs before the pandemic,

75
00:04:59.800 --> 00:05:01.959
but and it hit, people got
a little bit more more of a need

76
00:05:01.959 --> 00:05:05.639
for security and stability and hung on
to a job maybe longer than they expected

77
00:05:05.680 --> 00:05:09.279
to. To write that out,
and then, of course when things began

78
00:05:09.319 --> 00:05:12.959
to clear a little bit. Then
there was a greater exodus toward the doors

79
00:05:12.959 --> 00:05:15.480
that was already happening. As you
say, that's that's what I've been able

80
00:05:15.519 --> 00:05:17.240
to unearth as well. Yep,
yeah, that's exactly right. I mean

81
00:05:17.279 --> 00:05:20.680
a lot of people didn't want to
make a move because they didn't know what

82
00:05:20.680 --> 00:05:25.040
was going on. People didn't want
to start in a new company. I

83
00:05:25.040 --> 00:05:26.920
think, you know, you're comfortable
where you are. You don't want to

84
00:05:26.920 --> 00:05:30.600
show up in a new place.
Masks, no masks, remote not remote,

85
00:05:30.600 --> 00:05:33.759
you know, which is really interesting, but you know, and it

86
00:05:33.839 --> 00:05:38.399
kind of answered question earlier too.
I think it's really important now. You

87
00:05:38.480 --> 00:05:43.759
really have to be creating a great
environment to work in, whether that's remote

88
00:05:43.879 --> 00:05:46.480
or you know, in the office. You know, and if you're not

89
00:05:46.680 --> 00:05:48.439
focused on that, you know,
people just wanting more. They don't want

90
00:05:48.439 --> 00:05:53.040
a job, they want more,
you know, out of where they're showing

91
00:05:53.120 --> 00:05:58.079
up to every single day. Some
companies are doing a really great job of

92
00:05:58.120 --> 00:06:02.000
it, and some aren't. And
you know, if you're not, if

93
00:06:02.000 --> 00:06:05.399
you know, if you're not trying, you know, I've had this talk

94
00:06:05.439 --> 00:06:08.639
with a lot of people. I
think you have to also have to understand

95
00:06:08.680 --> 00:06:12.319
too, like what is your business, you know, and and what I

96
00:06:12.360 --> 00:06:15.240
mean by that is, is your
business a stepping stone, Like you know,

97
00:06:15.920 --> 00:06:20.560
if you have a cashier's position,
you know, at a convenience store

98
00:06:20.800 --> 00:06:27.279
or a pizza restaurant. And I'm
not knocking those businesses, but you've got

99
00:06:27.279 --> 00:06:30.000
to understand, like the positions like
if if, if it's a if it's

100
00:06:30.040 --> 00:06:33.399
a college you know, working in
high school or college type of position.

101
00:06:33.439 --> 00:06:36.120
And then you know, people are
supposed to graduate college and then not be

102
00:06:36.519 --> 00:06:40.040
you know, a cashier, you
know, for the rest of their lives.

103
00:06:40.040 --> 00:06:42.920
I think you have to kind of
understand, you know, what what

104
00:06:43.199 --> 00:06:45.879
is it that you're you know that
you're offering, what is your business?

105
00:06:45.920 --> 00:06:47.759
What are the positions that you're offering. Some of those positions are meant for

106
00:06:47.839 --> 00:06:53.560
people to come and go, so
you might want to rethink making those positions

107
00:06:53.639 --> 00:07:00.000
very easy to onboard and off board, and also really incentivize those employees actually

108
00:07:00.079 --> 00:07:02.759
find their own replacements. Some companies
do a really great job of this.

109
00:07:04.319 --> 00:07:08.519
And then you know, if you
are a business that there is a real

110
00:07:08.600 --> 00:07:13.319
career path and and it's a place
that people can come and grow and be

111
00:07:13.399 --> 00:07:16.120
there for maybe the rest of their
lives. Then you know, you've got

112
00:07:16.120 --> 00:07:20.600
to keep up with the competition and
do other things outside of just that career

113
00:07:20.839 --> 00:07:25.199
and that salary. You know,
we're we're finding that, you know,

114
00:07:25.399 --> 00:07:29.399
just in our own business that you
know, you know, people you know,

115
00:07:29.439 --> 00:07:30.959
it's just not about it's not all
about money for them. You know,

116
00:07:31.040 --> 00:07:34.519
you your salary needs to be competitive
and and you know, people you

117
00:07:34.560 --> 00:07:40.480
know do need to you know,
make a fair living in order to uh,

118
00:07:40.600 --> 00:07:43.000
you know, to pay their bills
and and and to want to show

119
00:07:43.040 --> 00:07:46.519
up to work. But it's got
to be more than than just that.

120
00:07:46.600 --> 00:07:48.639
And people think are really realizing that
they just want more, you know,

121
00:07:50.199 --> 00:07:54.319
out of you know, their their
their job that you're shown up to every

122
00:07:54.360 --> 00:07:58.360
day. And if you're not you
know, doing more, other companies are,

123
00:07:58.439 --> 00:08:03.360
and you're just going to simply lose
employees to those other companies. You

124
00:08:03.360 --> 00:08:09.879
know, we started focusing on culture
like seven years ago. I read the

125
00:08:09.879 --> 00:08:13.639
book Delivering Happiness, and then we
had their team come into the business.

126
00:08:13.480 --> 00:08:18.480
I'm friends with Jen Limb, the
CEO, and you know, we were

127
00:08:18.639 --> 00:08:24.240
focused on culture when it wasn't a
buzzword and when no one was talking about

128
00:08:24.279 --> 00:08:31.120
it, and you know, now
everyone's talking about it and and uh,

129
00:08:31.639 --> 00:08:33.720
all these things that you know,
really you know been been you know,

130
00:08:33.960 --> 00:08:39.039
you know, have been happening.
And if you're not you know, back

131
00:08:39.039 --> 00:08:43.159
when my point was is back when
we kind of started all this stuff,

132
00:08:43.279 --> 00:08:46.879
you know, people kind of looked
at us, especially some of like companies

133
00:08:46.919 --> 00:08:52.440
that were maybe like you know,
more established or senior or and they're like,

134
00:08:52.639 --> 00:08:56.000
you know, this culture thing,
what a joke? You know,

135
00:08:56.120 --> 00:08:58.480
very a lot of a lot of
big organizations are very dismissive about it.

136
00:09:00.759 --> 00:09:03.759
And you know, now, you
know, you fast forward to today,

137
00:09:05.240 --> 00:09:09.039
a lot of this is caught on. So there was there's like a lot

138
00:09:09.080 --> 00:09:13.080
of different options with all different types
of cultures and things, and and you've

139
00:09:13.080 --> 00:09:18.360
got organizations at all different levels and
sizes now that are really really focused on

140
00:09:18.399 --> 00:09:22.639
this. And I feel like years
ago it was really these new innovative startups

141
00:09:22.639 --> 00:09:26.679
that were really doing this type of
stuff. Now, you know, the

142
00:09:26.519 --> 00:09:31.000
things are really starting to change.
So if you're if you're not really thinking

143
00:09:31.039 --> 00:09:35.639
about this or taking this serious,
and it's hard for you to hire and

144
00:09:35.759 --> 00:09:39.279
lose people you really don't like,
you know, you have to look at

145
00:09:39.320 --> 00:09:41.639
it, you don't, right,
And that's why I get excited about it,

146
00:09:41.720 --> 00:09:46.480
Joe, because I love being able
to help business owners and business leaders

147
00:09:46.679 --> 00:09:50.720
reach for that higher state of being
and operating to be able to satisfy that.

148
00:09:50.799 --> 00:09:54.080
And and that brings me to a
question. I love your perspective and

149
00:09:54.080 --> 00:09:56.279
I hadn't quite I just ran across
an article that's just written this March of

150
00:09:56.320 --> 00:10:01.840
twenty twenty two, and it contrasted
this or gave this idea the workplace of

151
00:10:01.879 --> 00:10:05.559
the people, which is really pretty
interesting, right, rather than workplace for

152
00:10:05.720 --> 00:10:07.720
the people? Do you have a
perspective on Speter? Have you heard about

153
00:10:07.720 --> 00:10:11.799
this? Does it ring something for
you? Yeah? I mean I think

154
00:10:11.879 --> 00:10:15.679
you know, we try and make
it fun here. We hear people out.

155
00:10:16.080 --> 00:10:22.000
We have a culture team, and
we're constantly doing different things that you

156
00:10:22.200 --> 00:10:26.679
just provide more value to our employees. That and some of the things things

157
00:10:26.720 --> 00:10:31.120
where they can learn personally. Some
are simply you know, when we do

158
00:10:31.120 --> 00:10:35.240
our huddles, we you know,
we do icebreakers and things that get us

159
00:10:35.240 --> 00:10:39.080
out of our comfort zones. And
it's like a little mini a little mini

160
00:10:39.159 --> 00:10:45.240
like little personal development exercises. But
you know, people just you know,

161
00:10:45.320 --> 00:10:50.559
they want to be heard, they
want more, and we provide that platform.

162
00:10:50.639 --> 00:10:56.720
But what's really important is is,
you know, culture is your business

163
00:10:56.799 --> 00:11:03.919
identity and it's what happens when people
aren't looking and it in culture just isn't

164
00:11:03.960 --> 00:11:09.039
about like, you know, pizza
parties and doing cool things. And I

165
00:11:09.159 --> 00:11:11.679
try, it's very hard to explain
somewhat culture is. It's really something that

166
00:11:11.759 --> 00:11:18.519
that's experienced. It's very hard to
explain. But you know, I tell

167
00:11:18.559 --> 00:11:22.399
people that it's not all rainbows and
butterflies in my organization either, Like we

168
00:11:22.480 --> 00:11:28.600
are a highly accountable organization. Profits
not a dirty word in my organization.

169
00:11:28.679 --> 00:11:31.039
We talk about it. We need
to be profitable in order to build and

170
00:11:31.080 --> 00:11:35.000
grow an amazing company. And you
know, the better we do, the

171
00:11:35.000 --> 00:11:37.759
better it will be for everybody.
So that's something we actually talk about and

172
00:11:37.879 --> 00:11:43.480
dress head on. So it's a
balance of being accountable and having fun.

173
00:11:43.519 --> 00:11:46.840
You can't have too much fun and
and and you know, and you can't

174
00:11:46.840 --> 00:11:52.240
be too serious. And we really
balance that out and really try and go

175
00:11:52.279 --> 00:11:56.960
above beyond and do additional things that
really encompass the whole team and the whole

176
00:11:58.039 --> 00:12:03.360
organization. Yeah, I was having
a conversation this morning with another Perspective guest

177
00:12:03.360 --> 00:12:05.559
that was going to come on.
We were talking about how you know,

178
00:12:05.759 --> 00:12:09.960
work is really a fantastic playground,
a platform that you can really in many

179
00:12:09.960 --> 00:12:15.000
ways across your life best realized your
potential. So if we as employers,

180
00:12:15.039 --> 00:12:18.240
as business leaders, as business owners, can provide a playground, a platform

181
00:12:18.279 --> 00:12:22.840
for our employees to realize their highest
and best potential by helping them to learn

182
00:12:22.919 --> 00:12:26.919
and grow and develop in the vein
that they wish to grow. Well,

183
00:12:26.919 --> 00:12:31.159
now we've done something. Now that's
definitely a workplace of the people. So

184
00:12:31.200 --> 00:12:33.960
if we create that space, we
listen to what they have to say,

185
00:12:33.240 --> 00:12:37.600
what their concerns are, what their
desires for are. Now we've actually got

186
00:12:37.600 --> 00:12:39.200
that workplace of the people, and
I'm working with an organization right now in

187
00:12:39.279 --> 00:12:43.039
Dallas. They're fantastic, Joe,
how they listen, take the counsel and

188
00:12:43.080 --> 00:12:46.159
we are creating something magical with them. It's just the coolest thing to see

189
00:12:46.159 --> 00:12:50.879
them go from to your point,
people literally fleeing the door for the doors,

190
00:12:50.960 --> 00:12:56.480
like the people going out so fast
they couldn't keep satisfying their customers.

191
00:12:56.519 --> 00:12:58.559
So now we have people that are
engaged in the conversation. There's a vibrancy

192
00:12:58.559 --> 00:13:03.639
in the orders za Now that wasn't
there six months ago and people are winging,

193
00:13:03.759 --> 00:13:05.759
they're proud to be there and it's
so exciting. So to your point,

194
00:13:05.840 --> 00:13:09.480
there's so much you can do with
culture and organizational change, and it

195
00:13:09.519 --> 00:13:13.360
doesn't have to be that hard.
But it does take listening to the people.

196
00:13:13.240 --> 00:13:16.360
It takes listening, It takes time. It doesn't happen overnight. And

197
00:13:16.360 --> 00:13:20.399
I'll reference the pizza party again.
It's not about growing the pizza party.

198
00:13:20.759 --> 00:13:24.080
That's all going to work out,
that's not reality. You have to commit.

199
00:13:24.159 --> 00:13:26.960
You got to get your leadership in
the organization to commit, and you've

200
00:13:26.960 --> 00:13:31.519
got to like rally the troops,
and and and again, it doesn't happen

201
00:13:31.519 --> 00:13:33.360
over right. It took really,
you know, some years to really nail

202
00:13:33.399 --> 00:13:37.840
our culture. But you know,
I think there's some immediate things that you

203
00:13:37.879 --> 00:13:39.440
can do to get a jump started, but you've got to commit to it.

204
00:13:41.480 --> 00:13:45.440
And you know, it's funny,
you know, I hear so many

205
00:13:45.480 --> 00:13:48.960
people say, and I'll be out
to a barbecue, a party or whatever,

206
00:13:48.039 --> 00:13:52.840
and you know, people complain how
it's so difficult and no one wants

207
00:13:52.879 --> 00:13:56.360
to work, and you know,
there are plenty of people that want to

208
00:13:56.399 --> 00:14:01.720
work, and yes, agreed,
and this newer generation like, how amazing

209
00:14:01.799 --> 00:14:05.360
is it that they want to like
be better? They like they want to

210
00:14:05.399 --> 00:14:09.039
be better and do more. And
a lot of the things with culture really

211
00:14:09.120 --> 00:14:13.960
kind of goes back to like personal
development because they want to learn and be

212
00:14:13.039 --> 00:14:18.480
a better person and and and it's
just I think a lot of people that

213
00:14:18.519 --> 00:14:24.559
complain about it is they're just not
providing that platform, right, And I

214
00:14:24.639 --> 00:14:28.960
hear so many people talking about how
how listen. It is challenging in certain

215
00:14:30.679 --> 00:14:35.759
industries, depending on your industry,
Like you know, there there are real

216
00:14:35.879 --> 00:14:39.159
challenges, and but they're all of
those are opportunities to do something different than

217
00:14:39.200 --> 00:14:43.080
your competitor. So you can get
focused on how hard it is or you

218
00:14:43.480 --> 00:14:46.279
like, if you're dealing with it, if it's an industry wide thing,

219
00:14:46.320 --> 00:14:48.679
then all of your competition is so
what is it that you can do better?

220
00:14:50.039 --> 00:14:52.000
And it's and it has nothing to
necessarily do with that job, Like

221
00:14:52.480 --> 00:14:58.559
what what is it that all of
of you know, those in particular you

222
00:14:58.559 --> 00:15:01.519
know employees are not getting from there? You know, your competition, so

223
00:15:03.159 --> 00:15:07.360
it really it really is an opportunity. But you know, we have ten

224
00:15:07.440 --> 00:15:11.559
people starting next in two weeks,
like you know it, you know you're

225
00:15:11.600 --> 00:15:15.840
you're able to hire. It's out
there, you know, it's just you've

226
00:15:15.840 --> 00:15:18.799
got to really, you know,
I think, look at what's going on

227
00:15:18.799 --> 00:15:22.480
in your oreg and what are what
are other offers? You know, what

228
00:15:22.559 --> 00:15:26.519
are other people offering you know that
you are and what can you change?

229
00:15:26.519 --> 00:15:30.360
Totally agreed, Joe. Let's wrap
our first break. I'm your host,

230
00:15:30.360 --> 00:15:33.759
Elise Cortez. We were there with
Joe Camarado. He's the CEO of National

231
00:15:33.799 --> 00:15:37.120
Business Capital. We've been talking a
bit about what's going on in today's world

232
00:15:37.120 --> 00:15:39.559
after the pandemic for business owners and
leaders and the opportunities that they have to

233
00:15:39.559 --> 00:15:43.720
create a business where people actually want
to come and give their best. Stay

234
00:15:43.799 --> 00:15:46.919
with us. We'll be right back. Doctor Release Cortez is a management consultant

235
00:15:48.200 --> 00:15:54.120
specializing in meaning and purpose and inspirational
speaker and author. She helps companies visioneer

236
00:15:54.279 --> 00:16:00.840
for greater purpose among stakeholders and develop
purpose inspired leadership and meaning and few cultures

237
00:16:00.879 --> 00:16:07.000
that elevate fulfillment, performance and commitment
within the workforce. To learn more or

238
00:16:07.039 --> 00:16:10.679
to invite a lease to speak to
your organization, please visit her at a

239
00:16:10.759 --> 00:16:15.240
lease Cortez dot com. Let's talk
about how to get your employees Working on

240
00:16:15.279 --> 00:16:26.759
Purpose. This is Working on Purpose
with Doctor Release Cortez. To reach our

241
00:16:26.799 --> 00:16:30.200
program today or open a conversation with
a lease, send an email to Aleise

242
00:16:30.799 --> 00:16:41.200
Alis at Eleise Cortez dot com.
Now back to Working on Purpose. Interesting

243
00:16:41.240 --> 00:16:42.519
with this Before we get back to
the program, I'd like to invite your

244
00:16:42.559 --> 00:16:47.080
check out my book Purpose Ignited.
I wrote it to awaken readers to their

245
00:16:47.080 --> 00:16:49.840
passion and their purpose and transform into
inspirational leaders who actually do create that work

246
00:16:49.840 --> 00:16:52.799
for some people actually want to come
to work and do their best. And

247
00:16:52.840 --> 00:16:56.639
I use this content as the basis
for the Vile Inspire program as well as

248
00:16:56.639 --> 00:17:00.240
the Graviate Gusto program. So I
hope to check it out if you just

249
00:17:00.200 --> 00:17:03.440
starting the program today. My guest
is Joe Cambarado. He's the CEO of

250
00:17:03.519 --> 00:17:07.680
National Business Capital. I'm your host
Doctor Lee's Quartz. So next, Joe,

251
00:17:07.759 --> 00:17:11.279
I would love to get your perspective
and I'll share as well on what

252
00:17:11.319 --> 00:17:15.480
you're seeing in terms of the better
performing companies doing to create these compelling workplaces.

253
00:17:15.559 --> 00:17:18.960
We've been talking about what do you
see or what do you recommend or

254
00:17:18.960 --> 00:17:22.200
what are you doing to create a
really compelling place where people actually want to

255
00:17:22.200 --> 00:17:25.240
come and show up. Yeah,
well, I can definitely talk to what

256
00:17:25.640 --> 00:17:29.759
we're doing. I mean, we're
just we're constantly doing, you know,

257
00:17:29.839 --> 00:17:33.119
different things. One of the biggest
things is we have a culture team and

258
00:17:33.160 --> 00:17:40.519
a cultural leader. That team changes
out yearly. Some people stay on,

259
00:17:41.359 --> 00:17:45.480
some people go. We try and
mix it up and you know, leadership,

260
00:17:45.640 --> 00:17:48.720
you know, we'll stay on for
sometimes two to three years and then

261
00:17:48.759 --> 00:17:52.359
we'll identify a new leader. It's
been really great. We've made progress.

262
00:17:52.400 --> 00:17:57.119
It's always a working progress because things
are always constantly changing. But what we

263
00:17:57.240 --> 00:18:00.839
try and do because you know,
we don't want to over well people too

264
00:18:00.839 --> 00:18:07.240
many things, but we map out
the whole year and then each quarter there's

265
00:18:07.279 --> 00:18:10.599
different, you know, different initiatives
that we're you know doing within the company.

266
00:18:10.960 --> 00:18:12.079
Some of those are external, some
of those are just fun things.

267
00:18:12.079 --> 00:18:18.319
Some of those are internal things.
Some of those are departmentalized. Some of

268
00:18:18.359 --> 00:18:22.960
them are opportunities to to to learn, grow and be better, so around

269
00:18:22.960 --> 00:18:30.519
personal development. Some are around company
goals and celebration. Some are just bring

270
00:18:30.559 --> 00:18:34.720
in. You know, we'll bring
in every every morning at nine oh five,

271
00:18:36.319 --> 00:18:40.519
we do morning stretches and someone leads
that up. It's something that we

272
00:18:40.559 --> 00:18:44.039
do like every single morning, there's
a point person that heads it up.

273
00:18:44.079 --> 00:18:48.920
If they're out, they get a
temporary morning stretch person. There are morning

274
00:18:48.960 --> 00:18:52.640
stretcher proxy proxy yeah, yep,
yeah, and it's our morning ritual,

275
00:18:52.680 --> 00:19:00.359
which is really cool. And so
you know, we'll we'll bring in someone

276
00:19:00.400 --> 00:19:03.960
that will do like, uh,
we'll do like a little morning session of

277
00:19:03.279 --> 00:19:08.680
something like health related, whether it's
like exercise, stretches, yoga, meditation,

278
00:19:11.319 --> 00:19:15.319
and uh, they'll talk about like
diet and stuff, usually around like

279
00:19:15.359 --> 00:19:19.599
the New Year, or bring someone
you know around diet and so just like

280
00:19:21.079 --> 00:19:25.119
those are examples, but it's just
we're always switching up and doing different things.

281
00:19:25.359 --> 00:19:30.240
We do some community based things which
are really cool. We do Thanksgiving

282
00:19:30.279 --> 00:19:33.200
boxes around Thanksgiving. We wrap them
here and then we handle over them to

283
00:19:33.240 --> 00:19:37.759
local families, you know, which
is great. So it's like a combination

284
00:19:37.799 --> 00:19:41.759
of like give back community stuff.
It's a combination of personal development. It's

285
00:19:41.759 --> 00:19:48.400
a combination of you know, quarterly, monthly, quarterly and yearly goals and

286
00:19:48.440 --> 00:19:53.160
getting out and doing some fun things. And you have to like mix it

287
00:19:53.200 --> 00:19:56.240
up because things just get stale,
you know, and old. But the

288
00:19:56.279 --> 00:20:00.720
person development one thing is is probably
some of the biggest things. Some of

289
00:20:00.759 --> 00:20:04.640
those are like self ran by our
team, you know, whether it's just

290
00:20:04.680 --> 00:20:10.079
some sort of like an exercise that
maybe discover something about you. We did

291
00:20:10.079 --> 00:20:14.839
this like Wheel of Life exercise to
kind of identify like you know, like

292
00:20:14.920 --> 00:20:18.279
hey, like where what's what's going
great? And you know in your life

293
00:20:18.319 --> 00:20:22.240
right now where we're like the challenges
and identifying maybe some areas that need some

294
00:20:22.279 --> 00:20:26.960
attention. It's a really simple exercise. We didn't in one of our company

295
00:20:27.039 --> 00:20:32.279
morning huddles. I can't tell you
the feedback that I got have got from

296
00:20:32.319 --> 00:20:36.480
that. It's you know, and
I do a lot of things out outside

297
00:20:36.480 --> 00:20:40.079
of you know, the office.
I'm in YPO, and I'm constantly I've

298
00:20:40.119 --> 00:20:45.279
spent so much time and money on
you know, business and personal development and

299
00:20:45.400 --> 00:20:52.359
the things that I learn outside of
here I bring into you know, into

300
00:20:52.359 --> 00:20:56.000
the company as well, and the
team really appreciates that stuff. M absolutely

301
00:20:56.480 --> 00:20:59.839
so a couple of things listeners and
heres just want to call it a couple

302
00:20:59.839 --> 00:21:00.720
of things that you said, Joe, that I think are really interesting and

303
00:21:02.200 --> 00:21:04.880
I want to bake further into the
education of this this particular episode. So

304
00:21:06.359 --> 00:21:07.920
you know, all that team stuff
that you're doing right, Joe. That

305
00:21:08.119 --> 00:21:14.359
is there's you're bringing people together.
You're uniting people together and energetically. That's

306
00:21:14.400 --> 00:21:18.599
really interesting from a limbic resonance perspective. So literally, Ronent right, Literally

307
00:21:18.640 --> 00:21:22.880
when we when I walk into an
organization and I know that that people are

308
00:21:22.960 --> 00:21:26.880
engaged and connected, you literally can
feel that buzz. It's called limbic resonance.

309
00:21:27.240 --> 00:21:30.799
So I want to order our listeners
and viewers to understand you know that

310
00:21:30.839 --> 00:21:34.799
you're intentionally creating and bringing people together
energetically. That's amazing. So and then

311
00:21:34.799 --> 00:21:38.039
secondly, building on what you said, of course, from my vanished point,

312
00:21:38.079 --> 00:21:41.400
this is just that's my jam is, you know, the whole meeting

313
00:21:41.440 --> 00:21:45.000
and purpose stuff. So what I
find really compelling about helping develop cultures is

314
00:21:45.079 --> 00:21:49.559
to be able to firstly identify the
company purpose, why does this organization exist?

315
00:21:49.680 --> 00:21:53.359
And why should anybody care? And
then when the individuals can start to

316
00:21:53.359 --> 00:22:00.119
see how their individual purpose threads up
through onlines and is amplified through that company

317
00:22:00.160 --> 00:22:03.400
purpose of well, now we really
now we're working with gas right. So

318
00:22:03.440 --> 00:22:06.519
it's really really interesting to be able
to do that kind of work inside organizations

319
00:22:06.519 --> 00:22:11.960
and create a place where people feel
bigger because of their involvement with their employer.

320
00:22:11.160 --> 00:22:15.519
That's just it's so satisfying, so
fulfilling, and so for me to

321
00:22:15.599 --> 00:22:18.079
get to do that kind of work
and turn those light bulbs on, that's

322
00:22:18.119 --> 00:22:22.920
awesome. Yeah, it is.
If you walk through my office, you

323
00:22:22.960 --> 00:22:26.440
know, you would absolutely feel that. I love to have you come by

324
00:22:26.559 --> 00:22:30.039
because it's it's a cool thing to
witness and I you know, I can't

325
00:22:30.119 --> 00:22:32.960
tell you like you know, you
know, when someone comes to my office,

326
00:22:33.039 --> 00:22:36.799
especially if it's the first time,
they'll always say things like, wow,

327
00:22:36.880 --> 00:22:38.599
you can just feel the energy,
you know, walking through here,

328
00:22:38.640 --> 00:22:42.640
and wow, everyone's so happy,
you know. And you know, I

329
00:22:42.680 --> 00:22:47.680
think too sometimes I forget like,
you know, what's what's been created here?

330
00:22:47.720 --> 00:22:49.759
And uh, you know now I'm
kind of like, well, like

331
00:22:49.839 --> 00:22:52.680
you you know, is your is
your? You know, are people not

332
00:22:52.720 --> 00:22:56.279
happy at your company? You know? Well, I think in your office

333
00:22:56.400 --> 00:23:00.319
or you know, right, But
there's an there's an amazing difference. It's

334
00:23:00.319 --> 00:23:03.160
a huge spectrum, I know,
you know that, Joe. And it's

335
00:23:03.200 --> 00:23:06.160
so interesting in the work that I
get to do by visiting various companies,

336
00:23:06.279 --> 00:23:11.920
I can see there's a huge spectrum
of registration of energy and happiness and connection,

337
00:23:11.039 --> 00:23:15.880
so all worth working on. Like, I love that It's clear to

338
00:23:15.920 --> 00:23:18.799
me, Joe that you are working
at you know, your this is an

339
00:23:18.799 --> 00:23:22.839
intentional, purposeful behavior that you have
here to to develop and keep your your

340
00:23:22.960 --> 00:23:26.799
your culture growing. And that's another
really important point, right we don't we

341
00:23:26.119 --> 00:23:30.240
don't just turn it on and create
it and then walk away. It has

342
00:23:30.319 --> 00:23:34.680
to be stewarded. Yeah, I
think that's a really there's a really good

343
00:23:34.720 --> 00:23:41.240
point to that. You know,
my business is helping business owners access capital

344
00:23:41.359 --> 00:23:45.279
so they can grow their business.
Right, So I've worked I've had the

345
00:23:45.279 --> 00:23:51.240
privilege of working with small medium sized
companies all across the country in all different

346
00:23:51.279 --> 00:23:55.400
industries, at all different stages from
just getting started doing a two hundred thousand

347
00:23:55.400 --> 00:23:59.200
in sales to you know, doing
ten twenty thirty plus million in sales,

348
00:23:59.720 --> 00:24:03.599
and at every level, every you
know, every business, every business owner,

349
00:24:04.720 --> 00:24:07.559
they all deal with like the same
core five challenges. You know.

350
00:24:07.599 --> 00:24:14.119
It's like people, process, marketing, people you know, you know,

351
00:24:14.119 --> 00:24:17.759
I men, people you know,
and and it's all the same things,

352
00:24:17.839 --> 00:24:22.680
right, It's just all different levels. And I think this is you know,

353
00:24:22.880 --> 00:24:26.680
it took me a while to understand
this, and you know, whether

354
00:24:26.039 --> 00:24:30.359
in business or personally, you know, oh, when I get to this

355
00:24:30.440 --> 00:24:36.319
point, everything's gonna be okay,
Like and finally when I get here,

356
00:24:36.319 --> 00:24:38.640
like it's all going to work out
and it's all just gonna be on like

357
00:24:38.759 --> 00:24:45.319
autopilot. And I think the reality
is in life, but especially in business,

358
00:24:45.720 --> 00:24:52.680
is you're never done. Like you
have to constantly change and innovate and

359
00:24:52.799 --> 00:24:56.240
improve, and you have to like
if you stop working on your business,

360
00:24:56.279 --> 00:24:59.000
like what happens, right, there's
no posting, Yeah, yeah, you

361
00:24:59.519 --> 00:25:02.319
fail. I mean, listen,
you could build the company, put the

362
00:25:02.400 --> 00:25:04.240
right people in place, but those
people are working and changing and innovating,

363
00:25:04.319 --> 00:25:07.440
right, And maybe you get to
take a back seat, and that's your

364
00:25:07.519 --> 00:25:11.039
ultimate goal. And that's a beautiful
thing and that's amazing, and that's all

365
00:25:11.039 --> 00:25:15.200
possible. But the reality is in
your business you have to constantly keep growing,

366
00:25:15.680 --> 00:25:19.799
you know, improving, making the
ductions. It's just a constant change.

367
00:25:19.400 --> 00:25:23.880
I see a lot of owners get
burnt out with that change because they're

368
00:25:23.920 --> 00:25:26.680
expecting that when they got to a
certain place that they don't have to do

369
00:25:26.720 --> 00:25:32.400
that work anymore. And the realities
you have to keep changing and keep working

370
00:25:32.440 --> 00:25:36.799
at it at your business, at
you at marketing, at sales, whatever

371
00:25:36.839 --> 00:25:40.960
it is that you're doing, but
the same thing on culture, it doesn't

372
00:25:41.480 --> 00:25:44.680
there's no end point, you know
what I mean, So that it took

373
00:25:44.680 --> 00:25:48.200
me a real long time to really
understand that. Once I actually understood that,

374
00:25:48.240 --> 00:25:53.200
like really understood it, it made
things a lot less stressful because then

375
00:25:53.200 --> 00:25:57.160
I was like, oh, okay, this isn't going to end it,

376
00:25:57.200 --> 00:26:00.640
And then I actually started to enjoy
it. And you know, one thing

377
00:26:00.640 --> 00:26:07.599
I'll share with all of your viewers
too, like do the work because and

378
00:26:07.599 --> 00:26:14.480
and and pull someone in like doctor
Cortez because you're you know, it's so

379
00:26:14.599 --> 00:26:18.559
good pulling it outside resources into your
company. It's so needed. One thing,

380
00:26:18.759 --> 00:26:22.079
it's it's always helped me in all
different areas I've businessed to pull in

381
00:26:22.160 --> 00:26:30.079
outside consultants and advisors that are good, but you know, it takes it

382
00:26:30.079 --> 00:26:33.440
off of you as an owner.
But when you do the work around culture,

383
00:26:33.480 --> 00:26:37.799
like it's made it's so much fun. And I'm like happy to show

384
00:26:37.880 --> 00:26:41.960
up at work at my own business, and I've got such a great team

385
00:26:41.000 --> 00:26:45.400
and it's a delight to be surrounded
by such great people. There was a

386
00:26:45.400 --> 00:26:49.279
time in my business where I didn't
want to show up and I wasn't really

387
00:26:49.359 --> 00:26:52.440
fond of a lot of people that
were here, and that is what pushed

388
00:26:52.480 --> 00:26:56.839
me over the edge to really do
the work on culture, and I committed

389
00:26:56.880 --> 00:26:59.720
to it and and got my team
around it. I lost some people on

390
00:26:59.720 --> 00:27:03.799
the team, but those people it
was good to lose them because they weren't

391
00:27:03.839 --> 00:27:08.119
the right people to be here.
And what a difference. And it's really

392
00:27:08.119 --> 00:27:11.240
a plisure to come to come,
you know, come to my office every

393
00:27:11.319 --> 00:27:15.000
day. Thrilled to hear that,
Joe. And that's another thing back to

394
00:27:15.119 --> 00:27:18.839
we've sort of been talking about this
already, but it bears repeating in that

395
00:27:18.960 --> 00:27:26.279
there really is an opportunity to allow
yourself or push yourself up if you will,

396
00:27:26.279 --> 00:27:29.240
to be swept up in this change
there. I see, what's happening

397
00:27:29.319 --> 00:27:33.599
right now is like a bit of
a it's like a revolution in many ways

398
00:27:33.599 --> 00:27:37.559
in my opinion, Joe, what's
been happening in the workforce is it's kind

399
00:27:37.599 --> 00:27:41.319
of like a forced union strike.
And that employee, yes, right,

400
00:27:41.359 --> 00:27:45.039
and that I want this. I
want work life balance. I want quality

401
00:27:45.039 --> 00:27:48.119
in my life. I want to
do work that's interesting to me and I

402
00:27:48.119 --> 00:27:49.799
don't want to put up with,
you know, people that are screamers for

403
00:27:49.839 --> 00:27:52.440
bosses, et cetera. Whatever it
might be. I'm going on to the

404
00:27:52.440 --> 00:27:57.279
next thing. And I think that
that is a great opportunity to elevate yourself

405
00:27:57.319 --> 00:28:00.400
as a business owner, as a
business lead, to allow yourself to be

406
00:28:00.480 --> 00:28:06.000
swept up in that so that you're
better, You're you're catalyzed by that transformation.

407
00:28:06.240 --> 00:28:11.920
I think that's encouraging and exciting.
And you know, for from doing

408
00:28:11.960 --> 00:28:15.440
these things and committing to it,
it does make you better as well too,

409
00:28:15.519 --> 00:28:18.960
And like I'm constantly learning, you
know. And yeah, and then

410
00:28:18.000 --> 00:28:22.440
you know, how we we just
had someone we had a few new hires

411
00:28:23.839 --> 00:28:29.440
last month or the month prior,
and there was someone who was here for

412
00:28:29.559 --> 00:28:33.279
like two weeks and just said something
amazing to me, and it was like

413
00:28:33.720 --> 00:28:37.880
it was it was really nice and
and and uh, this person you know,

414
00:28:37.920 --> 00:28:41.359
mentioned a few things that I like, like I learned something from,

415
00:28:41.440 --> 00:28:45.160
you know, but it was all
the you know, she was really complimenting

416
00:28:45.160 --> 00:28:48.000
a lot of the things that we
do do here and the culture and everything,

417
00:28:48.079 --> 00:28:52.079
and how it's only been two weeks
and how happy she was that she

418
00:28:52.119 --> 00:28:56.279
made a move, you know,
to our company. But there was like

419
00:28:56.359 --> 00:28:59.640
just some great things and it was
very motivating for us to keep doing you

420
00:28:59.640 --> 00:29:02.799
know the word. I still get
a lot of out of it myself too,

421
00:29:03.480 --> 00:29:06.000
Me too, I think I too. And and that brings me to

422
00:29:06.039 --> 00:29:07.759
the next thing I want to talk
about here before we grab our next break,

423
00:29:07.799 --> 00:29:11.519
and that is that I've I've had
a few conversations with people that I

424
00:29:11.559 --> 00:29:15.759
work with here in the Dallas market, Joe and some some people. It's

425
00:29:15.799 --> 00:29:18.000
clear that this is an employee driven
workforce right now, that's the market,

426
00:29:18.119 --> 00:29:22.039
it's employee driven. Sometimes we have
seller's markets and buyers markets for real estate,

427
00:29:22.079 --> 00:29:26.759
and right now we're definitely in the
employee driven marketplace. And a few

428
00:29:26.759 --> 00:29:30.799
people have said that they really believe
that once the market goes back to away

429
00:29:30.920 --> 00:29:36.000
from more so employee driven, that
all this change and you know, the

430
00:29:36.400 --> 00:29:41.599
need for you know, an employee
centric organization or a workforce of the people

431
00:29:41.880 --> 00:29:45.279
will go away and go back to
you know more, you know what the

432
00:29:45.279 --> 00:29:51.119
employee er wants. What do you
think about that? I think that ship

433
00:29:51.200 --> 00:29:56.200
sailed. I don't think it's going
back. I think it's only going to

434
00:29:56.319 --> 00:30:04.279
accelerate. Business and bu asses are
growing, the population is growing, there's

435
00:30:04.279 --> 00:30:08.480
not enough business to serve the population
as it stands today, there's gonna be

436
00:30:10.000 --> 00:30:12.519
like I don't think the amount of
businesses that are gonna be need are gonna

437
00:30:12.519 --> 00:30:18.279
be able to keep up. So
I don't think that it was four more

438
00:30:18.400 --> 00:30:26.720
billion, four million more businesses created
last year coming out of the pandemic than

439
00:30:26.799 --> 00:30:30.200
usual. Wow. Like so there, it's just like this isn't changing.

440
00:30:30.200 --> 00:30:33.960
I think it's only going to accelerate. And what I do think is going

441
00:30:34.039 --> 00:30:40.680
to happen is certain companies are going
to get better, stronger, and they're

442
00:30:40.680 --> 00:30:44.480
gonna nail it and they're gonna offer
way more. And certain companies are going

443
00:30:44.559 --> 00:30:48.000
to be non existent and they're gonna
go away. Yeah, And I don't

444
00:30:48.039 --> 00:30:52.359
I don't think yeah, yeah,
And I think the world and business like

445
00:30:53.440 --> 00:31:00.200
it just is continuing to be better
and better. You know. It's it's

446
00:31:00.240 --> 00:31:03.880
really very interesting. You know,
there's like there's like eight billion people.

447
00:31:06.799 --> 00:31:11.759
In like nineteen fifty there was I
think two billion people, which was like

448
00:31:11.839 --> 00:31:15.559
the most amount of people in the
history of mankind it and there's eight you

449
00:31:15.599 --> 00:31:18.119
know, fast forward to where we
are today, there's eight billion worldwide.

450
00:31:18.160 --> 00:31:21.920
Like it. I think things are
just going to continue to keep you know,

451
00:31:21.920 --> 00:31:26.160
accelerating. I think we're just getting
started, so well, that's good.

452
00:31:26.200 --> 00:31:27.240
We'll be fit for the for the
whole exercise. Then, Joe,

453
00:31:27.279 --> 00:31:30.680
this is the I'm in with You's
grab our last break. I'm your host,

454
00:31:30.720 --> 00:31:33.640
Doctor Lease Cortez. We're a here
of Joe Camparado. He's the CEO

455
00:31:33.680 --> 00:31:37.000
of National Business Capital. We're talking
a bit about what's going on in the

456
00:31:37.000 --> 00:31:41.480
world of work and culture. After
break, will continue to conversation. Let's

457
00:31:41.480 --> 00:31:45.279
take with us. We'll be right
back. Doctor Release Cortez is a management

458
00:31:45.319 --> 00:31:51.599
consultant specializing in meaning and purpose and
inspirational speaker and author. She helps companies

459
00:31:51.720 --> 00:31:57.880
visioneer for greater purpose among stakeholders and
develop purpose inspired leadership and meaning infused cultures

460
00:31:57.920 --> 00:32:05.200
that elevate fulfill performance and commitment within
the workforce. To learn more or to

461
00:32:05.240 --> 00:32:08.519
invite a Lease to speak to your
organization, please visit her at Elise Cortez

462
00:32:08.559 --> 00:32:13.720
dot com. Let's talk about how
to get your employees working on purpose.

463
00:32:20.920 --> 00:32:24.559
This is working on purpose with doctor
Release Cortez. To reach our program today

464
00:32:24.680 --> 00:32:30.559
or open a conversation with Elise,
send an email to Elise ali Se at

465
00:32:30.599 --> 00:32:37.839
Elise Cortez dot com. Now back
to Working on Purpose. Thanks for sting

466
00:32:37.920 --> 00:32:40.240
with us, and welcome back to
Working on Purpose. One other bit of

467
00:32:40.240 --> 00:32:45.440
news I want to share before we
get back with Joe is last August twenty

468
00:32:45.480 --> 00:32:49.039
one, I released an anthology of
twenty five stories of women from around the

469
00:32:49.039 --> 00:32:52.559
world. I went and found these
women and they share their intimate story of

470
00:32:52.559 --> 00:32:55.000
how they've discovered their purpose and now
serving from it. It's called Passionately Striving

471
00:32:55.000 --> 00:32:59.279
and Why. And I'm actually more
proud of that book than I am my

472
00:32:59.319 --> 00:33:00.640
own first book, because I hope
you'll check it out. It's pretty exciting.

473
00:33:00.720 --> 00:33:04.599
By the way. I'm also now
scouting for men to share their story.

474
00:33:04.640 --> 00:33:07.160
So if you are a man who
is living your purpose, or you

475
00:33:07.200 --> 00:33:08.400
know someone who is, I'd love
to talk to him. Send in my

476
00:33:08.440 --> 00:33:12.480
way. If you're just joined the
program, my guest is Joe Camarado.

477
00:33:12.599 --> 00:33:15.519
Kid, that guy, Joe Camarado. He's THEO of National Business Capital.

478
00:33:15.839 --> 00:33:19.839
I'm your host, Doctor Lee's Cortez. All right, Joe, so you're

479
00:33:19.880 --> 00:33:22.640
in for the for the anthology A
I am, and you could follow me

480
00:33:22.680 --> 00:33:28.960
A grow by Joe, And that's
me living my purpose is helping others graft

481
00:33:29.359 --> 00:33:30.839
not so cool? Well, we
will definitely talk about this. My dear,

482
00:33:30.920 --> 00:33:32.680
you can run, but you can
hide, and I do make it

483
00:33:32.720 --> 00:33:37.640
to you. So look out.
Yeah, yoh boy, exactly Look what

484
00:33:37.680 --> 00:33:42.519
you've created. Now. Okay,
So we were talking before the break about

485
00:33:42.640 --> 00:33:44.920
just you know, things are not
going to know, there's no putting the

486
00:33:44.960 --> 00:33:47.240
genie back in the bottle, right
The way the world is evolving, the

487
00:33:47.240 --> 00:33:51.680
way the workforce is evolving, and
what people want from work is is not

488
00:33:51.720 --> 00:33:55.000
going to go back. So I'm
really interested in your position on what to

489
00:33:55.039 --> 00:34:01.160
do with this matter of remote work
or hybrid work. You know, it's

490
00:34:01.160 --> 00:34:07.160
so interesting, it's so funny because
so many companies, big companies too,

491
00:34:07.279 --> 00:34:12.360
you know, just reading about this
yesterday, you know, we're like,

492
00:34:12.400 --> 00:34:15.960
we're never you know, we're going
to be remote, and now a lot

493
00:34:15.039 --> 00:34:17.360
of them are talking about like,
no, it's time to come back in

494
00:34:17.400 --> 00:34:23.519
the office. I don't I don't
think there's anything wrong wrong with, you

495
00:34:23.519 --> 00:34:29.599
know, remote work. I think
some companies are you know, better fit

496
00:34:29.679 --> 00:34:32.079
for it. And then there's some
companies that like, like remote work is

497
00:34:32.119 --> 00:34:36.880
not like if you own a restaurant, you there's no remote work, right,

498
00:34:36.920 --> 00:34:42.360
So, and you know, if
you're contract or construction, transportation,

499
00:34:42.519 --> 00:34:49.760
Like there's just certain businesses that it's
just it's just not possible. I'm not

500
00:34:50.199 --> 00:34:54.440
a fan of remote work. What's
amazing is and like going back to like

501
00:34:54.559 --> 00:35:00.360
nailing culture, because we had such
an amazing culture and we you know,

502
00:35:01.159 --> 00:35:06.039
when the pandemic first happened, obviously
we all were home in quarantine and no

503
00:35:06.079 --> 00:35:07.480
one knew what the heck was going
on. It was very you know,

504
00:35:07.920 --> 00:35:10.599
you look back, you know,
where we are now is like way different

505
00:35:10.599 --> 00:35:15.320
than you know, March of twenty
twenty. So we were all home and

506
00:35:15.360 --> 00:35:19.920
then finally when things started to open
back up, you know, months later,

507
00:35:20.079 --> 00:35:23.440
and we crept back into the office. There was a point where I

508
00:35:23.440 --> 00:35:28.760
gave everyone the option to work from
home, and no one took advantage of

509
00:35:28.840 --> 00:35:31.599
everyone came in. There was like, you know, one or two people

510
00:35:31.639 --> 00:35:35.639
that had some serious health things.
It was completely understandable. It was fun,

511
00:35:35.960 --> 00:35:37.400
they work promote, it was all
good. Everyone else had the option.

512
00:35:37.480 --> 00:35:43.800
No one wanted to which is really
amazing. So I think you got

513
00:35:43.800 --> 00:35:47.800
to do whatever works for your company. And some companies have changed and realize

514
00:35:47.840 --> 00:35:51.199
like, hey, we can do
this remote. We got people across the

515
00:35:51.199 --> 00:35:54.559
country. It works well that's great. I think that culture is built when

516
00:35:54.559 --> 00:36:00.320
you're together and connected and you know, and I'm a big fan of being

517
00:36:00.360 --> 00:36:05.719
in person and uh so I just
you know that that's just you know,

518
00:36:05.800 --> 00:36:09.000
my take on it. I think
a lot of people, a lot of

519
00:36:09.000 --> 00:36:13.840
companies are starting to change their tune. And I don't know, it's it's

520
00:36:13.840 --> 00:36:16.880
hard if you're all remote. You
know, you really got to go out

521
00:36:16.880 --> 00:36:21.840
of your way to build culture.
You have to build commoditie you've got to

522
00:36:21.920 --> 00:36:25.880
utilize like chats zoom. I think
that you've got to have at least a

523
00:36:25.960 --> 00:36:32.079
quarterly like in person meet somewhere like
a home basese. But I think a

524
00:36:32.079 --> 00:36:37.400
lot of things get missed. I
think a lot of people don't really get

525
00:36:37.079 --> 00:36:39.719
it. Takes them so much longer
to get or know your organization if they

526
00:36:39.760 --> 00:36:45.280
started remotely. See, I think
you've got to, like you counter counter

527
00:36:45.440 --> 00:36:49.360
in some sort of a hybrid fashion
to really build that like you know,

528
00:36:49.400 --> 00:36:53.639
that that connectedness and team. There
are some companies that do this really,

529
00:36:53.840 --> 00:36:59.400
you know, really well. I
think the company WordPress is you know,

530
00:36:59.639 --> 00:37:04.320
remote. So there's some companies that
have been down this pre pandemic. But

531
00:37:04.480 --> 00:37:07.239
I think it's you know, whatever
your belief is. I'm pro, you

532
00:37:07.280 --> 00:37:13.360
know, in person, and I'm
all about that. Okay, I'm glad

533
00:37:13.440 --> 00:37:15.559
to give respect him on that because
I know there's a wide array of perspectives,

534
00:37:15.559 --> 00:37:19.639
and you know, I work with
a lot of you know, professional

535
00:37:19.719 --> 00:37:22.800
services kind of work ritations as well, and some of those are a little

536
00:37:22.800 --> 00:37:24.480
bit more conducive to remote work.
But a quick fun story for you,

537
00:37:24.599 --> 00:37:29.960
Joe and January. I think at
late January, one of my clients said,

538
00:37:30.840 --> 00:37:32.119
at least I got a present for
you. It's your birthday present.

539
00:37:32.239 --> 00:37:37.400
And she slides it across the table
and it's this book right here, Managing

540
00:37:37.519 --> 00:37:40.960
Virtual Teams. And she goes,
you read it and tell me what it

541
00:37:42.000 --> 00:37:44.800
says. You like to read?
I don't like to read because and she

542
00:37:44.960 --> 00:37:47.000
was also on that whole thing.
She really didn't like the idea of she's

543
00:37:47.039 --> 00:37:51.639
not She's said totally in person sort
of starting goal when it comes to running

544
00:37:51.639 --> 00:37:52.599
her business. But she was,
you know, looking at how do I

545
00:37:52.719 --> 00:37:57.519
actually make and satisfied the people that
might want to work more hybrid. So

546
00:37:57.559 --> 00:38:00.679
anyway, listeners and viewers, she's
coming the author. The author is Katherine

547
00:38:00.679 --> 00:38:05.559
Metiski. She's coming on next week
so we'll talk more in specific detail about

548
00:38:05.559 --> 00:38:07.599
how to do this. But to
your point, Joe, I've already read

549
00:38:07.599 --> 00:38:12.159
her book, so I know what
she does say is it does take off

550
00:38:12.239 --> 00:38:15.920
so much more competency as a leader
as a manager to run a virtual team,

551
00:38:16.000 --> 00:38:20.480
Well, you need a different set
of competencies and you've got to be

552
00:38:20.599 --> 00:38:23.960
much more proactive in your communication to
keep everything together. And then what she

553
00:38:24.039 --> 00:38:28.679
also talks about, which we'll talk
more about, is if you're going to

554
00:38:28.760 --> 00:38:31.880
do that, you've got to create
a team charter that is of an agreement

555
00:38:31.880 --> 00:38:36.280
of accountability and how things are done, et cetera. And everybody by everybody

556
00:38:36.280 --> 00:38:38.719
buys into that. So I really
appreciate, you know, I definitely I

557
00:38:38.840 --> 00:38:43.320
like eyeballs. I can't even tell
you I wouldn't have actually two books out

558
00:38:43.320 --> 00:38:45.559
if it wasn't for the pandemic.
I can tell you that because I didn't

559
00:38:45.599 --> 00:38:51.039
get the eyeballs that I liked,
Right, So I totally appreciate that.

560
00:38:52.360 --> 00:38:54.320
Yeah, definitely, And yeah,
I think I think if you are going

561
00:38:54.320 --> 00:38:58.599
to be full of remote you're really
you've got to make a serious effort to

562
00:38:59.000 --> 00:39:02.480
you know, to build those relationships
accountability, you know, and some companies

563
00:39:02.559 --> 00:39:07.199
that's easier to do, like you
know, all everything that they're doing,

564
00:39:07.320 --> 00:39:10.920
like like a professional services marketing companies, it's like task oriented, like here's

565
00:39:10.960 --> 00:39:15.400
this project and it's got a deadline
and delivered or it isn't right, so

566
00:39:16.880 --> 00:39:20.920
you know, and if you're not
like that, then you're kind of like

567
00:39:20.960 --> 00:39:22.960
you don't really know. I think
what people are. You know, people

568
00:39:22.960 --> 00:39:29.079
are doing, so you got to
be focused on I think I think just

569
00:39:29.199 --> 00:39:35.039
because people want to be remote and
hybrid doesn't mean that if you offer that

570
00:39:35.039 --> 00:39:39.039
that that's automatically going to make those
positions work so right, or that they're

571
00:39:39.039 --> 00:39:43.000
going to be effective in that role. They don't know. You know,

572
00:39:43.000 --> 00:39:45.039
it took me. You know,
it took me a while. I started

573
00:39:45.079 --> 00:39:47.559
working from home from my home office
in two thousand and three, a long

574
00:39:47.599 --> 00:39:52.639
time ago, and it took me
a while to get efficient and effective working

575
00:39:52.679 --> 00:39:55.880
from homes but partly because I'm an
extra brt right, Yeah, yeah,

576
00:39:55.880 --> 00:39:59.760
that's the same same here, Like
I'm not. You know, I love

577
00:39:59.800 --> 00:40:02.360
being around people and I love the
communication. I love the things that just

578
00:40:02.440 --> 00:40:07.880
pop up in my office walking by
the hall overhearing something, right, you

579
00:40:07.880 --> 00:40:12.480
know, I liked I like communicating
with people on the floor, like them

580
00:40:12.480 --> 00:40:15.360
to overhear me, you know,
on purpose, so they can hear what's

581
00:40:15.360 --> 00:40:21.800
going on and how things are you
know, learned so well. Since you

582
00:40:21.800 --> 00:40:23.679
you know, you're interested in culture, and it certainly is on your purview,

583
00:40:23.719 --> 00:40:28.679
I'm interested if you have anything on
your radar of the kinds of like

584
00:40:28.760 --> 00:40:32.360
outdated people policies that you just think
people this is just so past, say

585
00:40:32.480 --> 00:40:36.559
please give this up. Do you
have anything, is there a list or

586
00:40:36.599 --> 00:40:38.840
any a few things that you recommend
that people look at or examine whether or

587
00:40:38.840 --> 00:40:45.159
not this still works for them.
You know, I think I think a

588
00:40:45.159 --> 00:40:50.599
lot of it I found in in
running a really you know and running a

589
00:40:50.599 --> 00:40:54.280
great company. I think a lot
of decisions. I think you just got

590
00:40:54.280 --> 00:41:00.440
to make like logical decisions and go
with your gut in your heart over then

591
00:41:00.599 --> 00:41:05.960
like just being like overly you know, strict and just unrealistic. Yeah,

592
00:41:06.119 --> 00:41:09.440
And and there's just so many situational
things, and I see so many people

593
00:41:10.079 --> 00:41:16.159
and then especially managers that are so
black and white with people use and like

594
00:41:17.400 --> 00:41:23.840
life happens just and I'm very respectful
of that and understanding and when life happens,

595
00:41:23.960 --> 00:41:30.079
like we go out of our way
to to uh to work you know,

596
00:41:30.280 --> 00:41:35.800
with with you know, wherever it
is in the organization. And I

597
00:41:35.840 --> 00:41:39.599
think that's really like the biggest thing
is is you know this old school like

598
00:41:39.880 --> 00:41:44.920
way dictatorship of like my way or
the highway. And I think, you

599
00:41:44.920 --> 00:41:50.440
know, and I think, you
know, I think people are also driven

600
00:41:50.760 --> 00:41:53.920
by different things. So just understanding
what people are driven by, because what

601
00:41:54.079 --> 00:41:58.280
might work really really well for one
person might not work, you know,

602
00:41:58.320 --> 00:42:04.840
for another. And I think you
know, when I was early on and

603
00:42:06.239 --> 00:42:09.679
this the summer will be fifteen years
that I incorporated and started my company,

604
00:42:12.239 --> 00:42:19.199
which is pretty crazy, I was
very like so like, you know,

605
00:42:19.400 --> 00:42:22.320
everything had to be a certain way, and if you didn't like comply with

606
00:42:22.360 --> 00:42:27.440
that, you know, it was
a problem. And I don't I think

607
00:42:27.519 --> 00:42:32.440
most things that come up with you
know, with with people like it's not

608
00:42:32.480 --> 00:42:36.000
it's not a big deal. Like
a lot of these things aren't going to

609
00:42:36.079 --> 00:42:40.079
take down or change your organization,
you know. So yeah, a few

610
00:42:40.199 --> 00:42:43.599
that I just want to throw out
for our listeners and groups for you to

611
00:42:43.599 --> 00:42:45.679
really consider, do you really need
to hang onto these things? And a

612
00:42:45.679 --> 00:42:46.679
lot of these things are this is
the way we've always done it, and

613
00:42:46.679 --> 00:42:51.119
one of them for me is people
have to be in their job for whatever

614
00:42:51.159 --> 00:42:53.039
it is, six months or one
year before they can apply to consider it

615
00:42:53.079 --> 00:42:57.480
for another one, please throw that
thing out. You don't need Yeah,

616
00:42:57.719 --> 00:43:01.400
right, don't do that. I
personally, I think that forced ranking evaluation

617
00:43:01.559 --> 00:43:06.239
is awful. It's the most gut
wrenching, demotivating thing you can do to

618
00:43:06.519 --> 00:43:09.119
to people an organization. That's another
one that I would really let have you

619
00:43:09.199 --> 00:43:14.519
look at, please listeners and viewers, yep, let's see. Yeah,

620
00:43:14.559 --> 00:43:15.719
even even too, you know,
to the point of, you know,

621
00:43:15.760 --> 00:43:20.239
if you've got an organization that can
support more of our remote workforce, could

622
00:43:20.280 --> 00:43:23.000
you look at hybrid does everybody really
have to be in the office five days

623
00:43:23.000 --> 00:43:25.920
a week kind of thing? So
some of those things that to Joe's point,

624
00:43:25.960 --> 00:43:29.000
you know, look, don't you
know, don't be so black and

625
00:43:29.000 --> 00:43:31.119
white about it. Listen and learn
and kind of consider. Those are just

626
00:43:31.159 --> 00:43:35.480
a few things for you to chew
on. Listeners and viewers. Yeah.

627
00:43:35.480 --> 00:43:37.400
Another thing that came up as you
were talking to is, you know,

628
00:43:37.440 --> 00:43:40.639
like you like, I don't believe
in yearly reviews. I think they're a

629
00:43:40.719 --> 00:43:45.760
joke and ridiculous. Yeah, I
think they're completely pointless and uneffective. That's

630
00:43:45.800 --> 00:43:49.960
my view in them. I've had
arguments over this, whether it was with

631
00:43:50.000 --> 00:43:55.920
my team or other business owners.
We do these quick quarterly reviews. We're

632
00:43:57.039 --> 00:44:00.679
big. We run our business on
the EOS process from the book traction,

633
00:44:00.920 --> 00:44:05.400
and we do what's called the People
Analyzer, and we check in. It's

634
00:44:05.400 --> 00:44:08.440
a real quick thing. It's a
quick check in quarterly. I think if

635
00:44:08.440 --> 00:44:13.159
you're waiting a year to check in, you know with you on your team,

636
00:44:13.159 --> 00:44:17.280
like that person might not be there, or so many opportunities were missed,

637
00:44:17.679 --> 00:44:22.679
right, And I think that My
point is is that and we break

638
00:44:22.679 --> 00:44:29.079
out like our teams and the pods
and then management, and some of those

639
00:44:29.119 --> 00:44:32.920
are junior management that reported the senior
management and those managers you know, responsible

640
00:44:32.960 --> 00:44:36.719
to checking in with their team.
My point is, I think you need

641
00:44:36.760 --> 00:44:39.280
to be a little bit more into
and in communicating throughout the years. Things

642
00:44:39.360 --> 00:44:44.760
just change so fast today in business
that you can't be waiting for a year

643
00:44:44.800 --> 00:44:49.239
to check in with your team members. Yeah. I had a great conversation

644
00:44:49.239 --> 00:44:52.480
on there a couple of years ago
with Marcus Buckingham, who spent a couple

645
00:44:52.519 --> 00:44:54.519
of decades at the Gallup organization.
And he's just he's written, he's co

646
00:44:54.599 --> 00:44:59.360
written a book called Nine Lives about
Work. The nuts of it are that

647
00:44:59.440 --> 00:45:02.480
he's really putting forth the idea that
most organizations are created, of course and

648
00:45:04.000 --> 00:45:07.840
run operated for their own efficiency,
which means that you know, we lose

649
00:45:07.880 --> 00:45:12.599
the heartbeat of the human being who's
running that at the expense of that operational,

650
00:45:12.679 --> 00:45:15.480
centralized engine that you know, spits
people in and choose them around and

651
00:45:15.719 --> 00:45:19.920
does their thing. So I love
your point. What you're really saying there,

652
00:45:20.000 --> 00:45:22.800
Joe, is the need to be
agile as business owners and business leaders,

653
00:45:22.880 --> 00:45:25.199
be agile, go of it,
dance, see where do I need

654
00:45:25.239 --> 00:45:28.440
to change? You know, do
I need to go right for a couple

655
00:45:28.440 --> 00:45:30.320
of couple of minutes left, what
am I doing here? And and be

656
00:45:30.480 --> 00:45:36.559
listening and being flexible. I think
that's so important in today's times. I

657
00:45:36.599 --> 00:45:38.239
think a lot of people want to
do really review so they can only have

658
00:45:38.400 --> 00:45:42.679
to deal with it once a year, right, right, And it's like,

659
00:45:42.840 --> 00:45:45.559
oh, you know, but you
know, if you have the right

660
00:45:45.559 --> 00:45:47.559
teams in place, you can you
know, your teams can do those quick

661
00:45:47.639 --> 00:45:51.960
check ins and then if there are
things that really need to be addressed and

662
00:45:52.000 --> 00:45:54.440
you can address them and take more
time, you know. So, yeah,

663
00:45:54.960 --> 00:45:59.880
I think you've got to be super
allgile and you got to keep moving

664
00:45:59.880 --> 00:46:02.039
in change in and you need to
be getting that you know, information in

665
00:46:02.119 --> 00:46:07.639
real time. Yeah, I agree
to waite keep learning. So we've done

666
00:46:07.679 --> 00:46:08.880
it, Joe, We've gotten to
the end the show already. It goes

667
00:46:08.920 --> 00:46:13.000
by so fast. You know,
this show is listened to and watched by

668
00:46:13.000 --> 00:46:15.400
people across the world who care about
creating a workplace where people actually want to

669
00:46:15.400 --> 00:46:19.000
come to work and give their best. We create asprecial leaders that lead them

670
00:46:19.039 --> 00:46:21.760
to the greatness and we do business
at better as the world. What would

671
00:46:21.760 --> 00:46:24.000
you like to leave them with today? Awesome? Well, I would say

672
00:46:24.119 --> 00:46:30.280
keep growing and get started on culture. It's an awesome, beautiful thing.

673
00:46:30.679 --> 00:46:34.320
Remember it's not all about rainbows and
butterflies. It's also about being an accountable

674
00:46:35.559 --> 00:46:39.000
and there's no better time than now
to get started. So, you know,

675
00:46:39.000 --> 00:46:42.039
thank you for having me. I
hope you had some great takeaways and

676
00:46:42.320 --> 00:46:45.400
listening in. Please feel free to
check me out and as my company national

677
00:46:45.400 --> 00:46:52.079
business Capitol dot com and you took
me out on YouTube YouTube Forward Slash YouTube

678
00:46:52.119 --> 00:46:57.199
dot com. Forward Slash Grow by
Joe awesome too. You're so welcome.

679
00:46:57.199 --> 00:46:59.440
Thanks for being on it, and
I will be talking to you later about

680
00:46:59.440 --> 00:47:00.960
the anthology and visiting you in New
York when I get over there. So

681
00:47:01.119 --> 00:47:07.280
look out. You heard listeners and
views. You heard Joe talk about how

682
00:47:07.280 --> 00:47:10.760
to find him, so he's covered
that for us. You can also look

683
00:47:10.760 --> 00:47:15.199
at him on Facebook, LinkedIn,
Twitter, YouTube, and Instagram at grow

684
00:47:15.280 --> 00:47:17.480
by Joe. Last week you missed
the live show, we can always catch

685
00:47:17.480 --> 00:47:21.760
it being recorded podcast. We were
on there with Kelly McDonald talking about her

686
00:47:21.760 --> 00:47:23.880
book. It's time to talk about
race at work, which will help us

687
00:47:23.920 --> 00:47:29.360
all better understand how to meaningfully engage
in the diversity, inclusion, and belonging

688
00:47:29.400 --> 00:47:31.519
world. Next week, we'll be
on air with Katherine Metiski, author of

689
00:47:31.599 --> 00:47:36.559
Leading Virtual Teams Managing from a Distance
during the coronavirus. See you there.

690
00:47:36.599 --> 00:47:38.599
Remember that works at least other of
our lives. So let's work on Purpose.

691
00:47:40.679 --> 00:47:45.519
We hope you've enjoyed this week's program. Be sure to tune into Working

692
00:47:45.519 --> 00:47:50.159
on Purpose featuring your host, doctor
Elise Cortez, each week on the Voice

693
00:47:50.199 --> 00:47:55.320
America Empowerment Channel. Together, we'll
create a world where business operates conscientiously.

694
00:47:55.960 --> 00:48:02.119
Leadership inspires impassioned performance, and employees
are fulfilled in work that provides the meaning

695
00:48:02.159 --> 00:48:07.679
and purpose they crave see you there. Let's work on purpose.