The Culture Architect on Employee Engagement

WEBVTT

1
00:00:06.480 --> 00:00:10.359
There are some people that make their
work just another thing they have to do,

2
00:00:10.960 --> 00:00:14.439
and there are those that make their
work something that they want to do.

3
00:00:14.960 --> 00:00:19.800
Welcome to Working on Purpose with your
host Elise Cortez. In our program,

4
00:00:19.879 --> 00:00:24.039
we provide guidance and inspiration from those
people who have found deeper meaning and

5
00:00:24.160 --> 00:00:29.480
personal connection to their work life.
It's beyond nine to five. It's working

6
00:00:29.600 --> 00:00:37.159
on Purpose. Now Here is your
host, Elise Cortez. Welcome back to

7
00:00:37.159 --> 00:00:39.520
the Working on Purpose Show. Thanks
for tuning in again this week. I'm

8
00:00:39.560 --> 00:00:42.240
your host, Elise Cortes, joining
you from Dallas, Texas, which is

9
00:00:42.280 --> 00:00:45.920
home base for me. This program
is all about helping people more meaningfully and

10
00:00:45.920 --> 00:00:49.000
productively connect with their work and a
coupping organizations to do the same for their

11
00:00:49.039 --> 00:00:52.640
employees. So I bring on guests
with a particular perspective or experience that I

12
00:00:52.679 --> 00:00:56.320
think expands the conversation, and I
often drawn the meeting and work research I've

13
00:00:56.320 --> 00:00:59.119
been doing over the last fifteen years, as well as from my own experience

14
00:00:59.159 --> 00:01:02.799
consulting, including work I do today
in Stadium, which is a global management

15
00:01:02.920 --> 00:01:06.680
consulting firm. I will get to
the program in just a moment, but

16
00:01:06.799 --> 00:01:08.560
let me think let me think.
My media partner and sponsor, jobbing dot

17
00:01:08.560 --> 00:01:11.719
Com. Jobing dot com is the
leading locally focused job board in the nation

18
00:01:11.760 --> 00:01:15.599
and they are dedicated to helping employers
find quality talent in their own backyard while

19
00:01:15.599 --> 00:01:19.200
getting job seekers control over their search
so they can find work close to home.

20
00:01:19.439 --> 00:01:23.920
Great partnership. Thank you jobbing dot
Com. Last week, if you

21
00:01:23.959 --> 00:01:26.640
missed the show live, you can
always catch it via recorded podcast. We

22
00:01:26.640 --> 00:01:29.319
were on the air with Gary Allen, who was a longtime journalist and radio

23
00:01:29.319 --> 00:01:33.599
personality. We talked about the current
events that affect our lives and the way

24
00:01:33.640 --> 00:01:38.000
we work. It was entertaining and
educational. All in one with us this

25
00:01:38.040 --> 00:01:41.680
week is doctor Darren Martin, the
culture architect, author and keynote speaker.

26
00:01:41.840 --> 00:01:45.879
We'll be talking about why engagement is
so low today in companies, what some

27
00:01:45.920 --> 00:01:48.480
companies do that contribute to the problem, and what others are doing to get

28
00:01:48.480 --> 00:01:51.920
it right. Doctor Darren Martin joins
today from Dallas, Texas to Darren.

29
00:01:51.959 --> 00:01:56.439
Welcome to working on a Purpose.
I'm so excited about being here. Thank

30
00:01:56.480 --> 00:02:00.719
you. You are so welcome.
If I can just tell my listeners,

31
00:02:00.760 --> 00:02:02.640
you never know what you're going to
meet at a networking event, and I

32
00:02:02.680 --> 00:02:06.280
picked him up, if you will, a few weeks ago at a networking

33
00:02:06.319 --> 00:02:07.919
event. He was mining his very
own business when he got tapped on the

34
00:02:07.960 --> 00:02:13.120
shoulder. You were on my radar
for a while, So I'm so glad

35
00:02:13.159 --> 00:02:15.560
I got to meet you in person
and invite you to the show. Thanks

36
00:02:15.560 --> 00:02:21.879
for joining us. Yeah, absolutely, I'm excited. Well, I wanted

37
00:02:21.960 --> 00:02:23.840
to dive right into this. I
mean, I have to say, when

38
00:02:23.840 --> 00:02:27.719
you gave me the figure that you
did at the gathering, I was shocked

39
00:02:27.800 --> 00:02:31.599
when you said that only twenty nine
percent of the population is engaged at work.

40
00:02:31.800 --> 00:02:36.520
What's up with that, Darren?
What's going on? Okay? So

41
00:02:36.639 --> 00:02:38.800
I know that sounds like a low
number, but at least the reality is

42
00:02:38.840 --> 00:02:46.879
when I speak to C level executives
managers and I asked them what they think

43
00:02:46.960 --> 00:02:51.719
that number is, they don't guess
twenty nine percent. It's generally lower than

44
00:02:51.759 --> 00:02:54.960
that. I get twenty percent,
fifteen percent, five percent. When I

45
00:02:55.000 --> 00:02:59.599
asked, Hey, how many highly
engaged employees do you think you're are a

46
00:02:59.680 --> 00:03:02.800
typical company. So, I mean, we have a real dilemma. We've

47
00:03:02.840 --> 00:03:09.080
known this for a while in the
workplace, and it's it's pretty much epidemic

48
00:03:09.120 --> 00:03:12.919
proportions. And by the way,
this is not a this is not a

49
00:03:13.039 --> 00:03:16.319
new two thy eighteen thing. This
has been going on for a long time.

50
00:03:16.759 --> 00:03:21.879
Okay, well let's let's let's get
specific here. Are we talking about

51
00:03:21.960 --> 00:03:24.400
the United States of America. We
talked about Dallas, Texas, the state

52
00:03:24.439 --> 00:03:27.960
of Texas. Are we talking about
the world? What are we talking about?

53
00:03:28.639 --> 00:03:31.879
So this is specifically, this is
specifically US based companies. Is based

54
00:03:31.919 --> 00:03:37.719
on a Gallup poll that they've been
running for a long time, and that's

55
00:03:37.759 --> 00:03:40.319
where that that number comes from.
But if you think about it, that

56
00:03:40.360 --> 00:03:46.879
means that basically a third of the
workforce is showing up truly engaged, and

57
00:03:46.960 --> 00:03:50.719
the other two thirds of the workforce
are what I call the employees. They

58
00:03:50.840 --> 00:03:55.159
just kind of you know, walking
the hallways drawing paychecks. And you know,

59
00:03:55.199 --> 00:03:58.919
a lot of people listening to this
either work at those kind of people.

60
00:03:59.000 --> 00:04:00.400
Maybe they feel like one of those
kind of people. They go and

61
00:04:00.439 --> 00:04:04.199
hey, look, I go to
my job. It's at job I put

62
00:04:04.199 --> 00:04:09.759
my time in. But there's not
really that energy and passion around either what's

63
00:04:09.759 --> 00:04:13.240
going on at the company or you
know, what they're a part of,

64
00:04:13.319 --> 00:04:16.959
and there's there's multiple reasons for that, But we either have to conclude that

65
00:04:17.040 --> 00:04:21.959
two thirds of the workforce is just
horrible, right, just sucked, or

66
00:04:23.600 --> 00:04:29.680
we're not really tapping into something that
that engages people and empowers people. And

67
00:04:29.720 --> 00:04:31.279
I think that that's much more the
issue. Well, and of course,

68
00:04:31.360 --> 00:04:33.959
you know when you and I first
met and I told you the name on

69
00:04:34.000 --> 00:04:36.079
my radio short on that I wanted
to be on it, You're like,

70
00:04:36.160 --> 00:04:40.040
yeah, I'm in. I'm totally
in, and right, aren't we just

71
00:04:40.160 --> 00:04:42.639
looking at this together in a similar
way. I mean, I want to

72
00:04:42.680 --> 00:04:45.519
activate passionate purpose and people, and
I want them to bring it all across

73
00:04:45.519 --> 00:04:48.959
their lives and certainly to work.
So that's one of the big reasons I

74
00:04:49.000 --> 00:04:53.600
was so interested having on the show
and extracting from you. So yeah,

75
00:04:53.639 --> 00:04:57.600
and one of the way at least
talk about you you asked about globally.

76
00:04:57.680 --> 00:05:00.120
Let me let me just say this. We just got back from overseas as

77
00:05:00.160 --> 00:05:02.519
I was in a Kuala lump.
We're doing a speaking gig for a bunch

78
00:05:02.519 --> 00:05:06.040
of positions from all over the world. Yeah, and then I was in

79
00:05:06.120 --> 00:05:11.079
Bangkok doing a doing a speaking gigs
about things. And what I would tell

80
00:05:11.079 --> 00:05:14.120
you is, though I don't have
the numbers on that the gallop pull is

81
00:05:14.160 --> 00:05:18.680
specific to the US. I don't
think that numbers certainly any digger around the

82
00:05:18.720 --> 00:05:23.120
world. This is this is a
worldwide kind of issue. So sorry,

83
00:05:23.079 --> 00:05:27.040
I just want to throw that in
there. Thank you for that. And

84
00:05:27.079 --> 00:05:30.800
I had forgotten that you you have
traveled to Lesia, et cetera. That's

85
00:05:30.800 --> 00:05:33.439
fantastic, as you know, I've
been there too and had a similar experience

86
00:05:33.480 --> 00:05:38.240
and it's a it's a great place
to get to work, and so thanks

87
00:05:38.279 --> 00:05:41.560
for bringing that up. That's great. Well, let's let's talk about maybe

88
00:05:41.560 --> 00:05:45.199
what's driving some of this stuff,
Darren. So in your experience, what

89
00:05:45.399 --> 00:05:48.560
is driving these low engagement where rights? Where is this coming from? I

90
00:05:49.480 --> 00:05:53.759
think there's really multiple levels. Part
of it is people that just flat out

91
00:05:53.839 --> 00:06:01.399
board. There's nothing really enticing about
many many people's jobs that they don't feel

92
00:06:01.519 --> 00:06:05.160
a close connection to the company,
what the company stands for, what they're

93
00:06:05.160 --> 00:06:12.240
trying to do and accomplish. And
then we've created so many layers when you

94
00:06:12.720 --> 00:06:16.079
move decision making so far away from
what I call the vowel right, when

95
00:06:16.120 --> 00:06:21.240
you get people that are you know, it has to go through this big

96
00:06:23.120 --> 00:06:27.120
you know, complicated process, and
many people know that. Look, I

97
00:06:27.160 --> 00:06:32.680
don't really have any kind of you
know, budgetary approval. I don't have

98
00:06:33.040 --> 00:06:38.240
a decision making authority. And at
some point, you know, when I

99
00:06:38.360 --> 00:06:40.920
when I know we're going to get
into this later. But I talk about

100
00:06:40.920 --> 00:06:42.959
a company of owners. One of
things I say, when you want,

101
00:06:43.040 --> 00:06:45.240
if you want people to act like
Gowers, you have to treat people like

102
00:06:45.360 --> 00:06:47.600
owners. And a lot of people
are just not being treated like owners.

103
00:06:47.600 --> 00:06:54.800
And it's not a shocker that we're
not seeing that kind of behavior. You

104
00:06:54.839 --> 00:06:59.600
know, Henry Henry Ford is on
record as saying, why would I ask

105
00:06:59.680 --> 00:07:02.879
for of hands? Do I get
a brain? And you think about what

106
00:07:03.000 --> 00:07:06.920
kind of worker? Then Ford was
looking at, you know, wanting at

107
00:07:06.920 --> 00:07:11.240
some point, I can, you
know, justify that he was trying to

108
00:07:11.240 --> 00:07:16.480
to do something fundamentally different just in
terms of mass production. But unfortunately that

109
00:07:16.560 --> 00:07:21.399
mentality kind of seeped into the workplace
over the course of years and we just

110
00:07:21.480 --> 00:07:25.600
kind of adopted this, look,
just do as you're told, don't don't

111
00:07:25.600 --> 00:07:28.160
you know, I don't. I'm
not paying you to think I'm paying you

112
00:07:28.240 --> 00:07:31.279
to do your job, whatever that
job may be. And I think we've

113
00:07:31.319 --> 00:07:36.319
just you know, robbed the spirit
right out of what work is really meant

114
00:07:36.319 --> 00:07:40.920
to be. Uh, and unfortunate
for a lot of people. Instead of

115
00:07:41.639 --> 00:07:46.800
invigorating, uh you know, exciting
place where they get to bring their best

116
00:07:46.920 --> 00:07:50.759
and they're learning and they're growing,
it just has become a really big soul

117
00:07:50.920 --> 00:07:55.600
suck for so many people. And
that's why we celebrate, you know,

118
00:07:55.680 --> 00:08:00.279
thank God it's Friday. That's why
Monday is you know, the dreary stay

119
00:08:00.319 --> 00:08:01.920
on the planet. And I don't
think it has to be that way.

120
00:08:03.360 --> 00:08:05.279
I would agree, And just really
quick, I want to present what you

121
00:08:05.360 --> 00:08:07.680
said here because I think you and
I talked about this, Darren. But

122
00:08:07.839 --> 00:08:11.120
I've spent the last fifteen years investigating
up people find meaning in their work,

123
00:08:11.120 --> 00:08:13.360
how does it register for them and
what does it mean to their sense of

124
00:08:13.439 --> 00:08:18.759
self and identity? And I came
up with the fifteen modes of engagement and

125
00:08:18.800 --> 00:08:26.319
they're all the way from living my
purpose and transient connection down to existential christissis

126
00:08:26.759 --> 00:08:30.920
a tremendous spectrum of experience that people
can experience at work, and it's just

127
00:08:31.000 --> 00:08:35.519
it's there's an awful lot there.
So when you think about what makes the

128
00:08:35.600 --> 00:08:39.039
hum human being, there's so much
to tap and you're right, I'm with

129
00:08:39.039 --> 00:08:41.399
you if we can find a way
to activate so it shows up as an

130
00:08:41.399 --> 00:08:46.559
invigorating, challenging, interesting, stimulating, fun event versus one that they have

131
00:08:46.679 --> 00:08:52.360
to get through in order to eat. I'm on that train. Yeah,

132
00:08:52.519 --> 00:08:56.279
and you know as well as I
do that people walk out of those jobs

133
00:08:56.399 --> 00:08:58.360
with very low engagement. They go
back out the life, and many of

134
00:08:58.360 --> 00:09:05.960
them are highly engaged when it comes
to abbees or past times or you know,

135
00:09:05.000 --> 00:09:09.799
they they're out on the golf course
every weekend trying to improve their game,

136
00:09:09.919 --> 00:09:13.440
or they're climbing Mount Everest or building
race cars or you know, starting

137
00:09:13.600 --> 00:09:16.879
bowlingly. I mean, you know, I was talking to a company a

138
00:09:16.960 --> 00:09:18.679
while back and they said, well, they're union employees. You can't you

139
00:09:18.720 --> 00:09:22.679
know, you can't. They're just
not going to be engaged their union.

140
00:09:22.720 --> 00:09:24.720
And I said, look, the
union has nothing to do with it,

141
00:09:26.279 --> 00:09:30.159
because those very same people, once
they walked through that gate, become highly

142
00:09:30.200 --> 00:09:35.519
engaged in life. It's just that
there's this big disconnect between what's going on

143
00:09:35.519 --> 00:09:39.399
on the nine to five job and
what feels like life is really about in

144
00:09:39.480 --> 00:09:46.799
the outside world. I really get
that. Well, I want to when

145
00:09:46.879 --> 00:09:50.000
this show. I do as much
as I can learn to help give people

146
00:09:50.120 --> 00:09:54.120
access to you know, real role
phenomena is what's what's happening in the world

147
00:09:54.159 --> 00:09:56.679
of work. And so I want
to if you can, and of course

148
00:09:56.759 --> 00:10:00.799
if you'll, of course keep the
companies you might have talked about it anonymously,

149
00:10:00.799 --> 00:10:03.600
we can protect them. But any
companies that you know of that have

150
00:10:03.720 --> 00:10:07.120
just really failed at creating a cultu
d of engagement, that just don't do

151
00:10:07.240 --> 00:10:13.039
engagement, well, what are they
doing? I think there's actually more of

152
00:10:13.039 --> 00:10:16.759
those than not, and that's why
we have the statistics being what they are.

153
00:10:16.960 --> 00:10:24.279
Clearly there are some outlier companies where
it's not twenty hundred percent engagement,

154
00:10:24.399 --> 00:10:28.120
it's it's ninety percent, it's one
hundred percent, it's full on engagement.

155
00:10:28.440 --> 00:10:31.840
Those are definitely the exception, not
the rule. And I think we've kind

156
00:10:31.840 --> 00:10:37.120
of lulled ourselves into a sense of
complacency and it gets into the finger pointing,

157
00:10:37.120 --> 00:10:41.159
you know, management leadership owners say, hey, it's employees. You

158
00:10:41.240 --> 00:10:45.519
just can't find good people now,
now the punching bag or the millennials,

159
00:10:45.519 --> 00:10:48.759
you know, it's all the millennials. We just can't get the millennials to

160
00:10:48.200 --> 00:10:52.679
you know, to line up and
work like we want them to. Well,

161
00:10:52.720 --> 00:10:56.120
a couple of problems with that.
One is the statistic as I said,

162
00:10:56.120 --> 00:11:00.840
have been around a long time,
long before millennials, and we just

163
00:11:00.919 --> 00:11:05.960
had this malaise at at at work. And they're they're multiple reasons for that.

164
00:11:05.600 --> 00:11:09.120
But you know, I was out
at a company one time, for

165
00:11:09.200 --> 00:11:13.799
example, and I was I was
doing some interviews as I do, and

166
00:11:13.840 --> 00:11:16.600
I get out and talk to a
big cross section of people, and it

167
00:11:16.679 --> 00:11:20.600
was just, you know, low
engagement, but in large part because they

168
00:11:20.720 --> 00:11:26.720
just had this very negative management style. It's what I call management by screaming

169
00:11:26.720 --> 00:11:31.679
and yelling obscenities at people. And
I'm not that's not an exaggeration, by

170
00:11:31.720 --> 00:11:35.679
the way. And so for example, one of the one of the you

171
00:11:35.720 --> 00:11:41.919
know, the the potential high performers, was talking about a person in a

172
00:11:43.000 --> 00:11:46.639
key leadership position and he said,
Darren, the reality is there isn't a

173
00:11:46.679 --> 00:11:50.919
person out here that would do a
excuse my language this way, he said,

174
00:11:50.200 --> 00:11:52.679
there isn't a person out here that
would do a damn thing for that

175
00:11:52.720 --> 00:11:58.320
guy. And I thought, wow, you know, this company setting themselves

176
00:11:58.360 --> 00:12:05.279
up for failure just by having really
poisonous leadership. So uh, you know,

177
00:12:05.960 --> 00:12:11.240
I wrote about you know, companies
that I've experienced or come across that

178
00:12:11.360 --> 00:12:16.240
are what I call beached whale companies. They're just stuck on sand dunes.

179
00:12:16.360 --> 00:12:20.519
And the reason they have to low
engagement is because they're so bureaucratic. They've

180
00:12:20.559 --> 00:12:28.000
got you know it is it takes
a huge effort just to get the smallest

181
00:12:28.080 --> 00:12:33.559
of things accomplished, and that just
becomes a beat down from people at some

182
00:12:33.639 --> 00:12:39.080
point when you've got that much friction
at work, uh and inability to kind

183
00:12:39.080 --> 00:12:41.639
of be successful, you know,
at Dimming said, nobody goes to work

184
00:12:41.679 --> 00:12:45.919
to do a bad job. And
I think that's really the case. I

185
00:12:45.960 --> 00:12:52.320
think we have motivated, inspired people. That's in general the human condition,

186
00:12:52.360 --> 00:12:54.960
but you have to tap into that. So, I mean, they're there

187
00:12:54.960 --> 00:12:58.840
are actually more examples of companies with
just very let bargic cultures than those with

188
00:13:00.159 --> 00:13:03.559
really sliding cultures. Although I do
think we're starting to we're starting to turn

189
00:13:03.600 --> 00:13:05.679
the corner on some of that.
The reason I wanted to talk about this

190
00:13:05.759 --> 00:13:09.039
at this juncture, Darren, and
I'm sure you figured this out, is

191
00:13:09.200 --> 00:13:11.519
I do want to I want to
first call it the problem right that the

192
00:13:11.759 --> 00:13:15.519
staggering number that only a third of
the population goes to work in and engaged

193
00:13:15.600 --> 00:13:18.200
inspired fashion and too. I wanted
to talk about some of the things that

194
00:13:18.159 --> 00:13:24.559
the behaviors and the culture and the
environment that companies create that contribute to that,

195
00:13:24.639 --> 00:13:26.399
because I want to I want people
to understand, you know, what

196
00:13:26.480 --> 00:13:28.720
is the problem. And you know, as I call it, the anti

197
00:13:28.799 --> 00:13:33.240
role model what not to be kind
of thing? Why do you think companies

198
00:13:33.320 --> 00:13:37.679
continue you on like that? Why
if they're if they don't let the results

199
00:13:37.720 --> 00:13:41.159
they're getting and they don't really like
the way they see people interacting and contributing,

200
00:13:41.399 --> 00:13:43.720
why do you think they just continue
to do the same thing? Well,

201
00:13:45.320 --> 00:13:48.360
I mean that's that's kind of a
question for the human condition in general,

202
00:13:48.440 --> 00:13:52.600
right, you know, the minement
Sandy is doing the same thing over

203
00:13:52.679 --> 00:13:58.679
and over again, and especially your
different results. I really find a lack

204
00:14:00.240 --> 00:14:05.279
of confidence and the ability to change
things. I think, Uh, you

205
00:14:05.320 --> 00:14:11.639
know, we've we've just bought into
so many preconceived notions about what work looks

206
00:14:11.720 --> 00:14:16.200
like and what it looks like for
an employee to be a good employee and

207
00:14:16.320 --> 00:14:22.360
what you know a manager's role is. And Uh, companies that have managed

208
00:14:22.360 --> 00:14:28.039
to cast off a lot of that
stuff and not do the rules and regulations

209
00:14:28.120 --> 00:14:31.639
approach, you know so much.
But I really realized, hey, we're

210
00:14:31.679 --> 00:14:35.200
working with people, you know,
We're not working with systems and processes.

211
00:14:35.279 --> 00:14:39.559
It's it's the people that are behind
all of that. And there's just there's

212
00:14:39.759 --> 00:14:45.679
there's I think we went through a
time in history, and in fact,

213
00:14:46.759 --> 00:14:48.200
people will tell you this, Well, nobody had to tell me. You

214
00:14:48.240 --> 00:14:50.639
know, I went to work and
I just put in my hours, and

215
00:14:52.159 --> 00:14:54.600
yes, I hated it, but
I worked hard. And that's what you

216
00:14:54.679 --> 00:14:58.919
did. And you know, the
old model of worked forty years and hope

217
00:14:58.960 --> 00:15:03.600
to make partner get the Golden Watch
or you know, at least I'm getting

218
00:15:03.600 --> 00:15:07.279
my bills paid. Uh, those
days are just over. They're fundamentally over.

219
00:15:07.440 --> 00:15:11.600
And quite frankly that I don't think
that system worked very well. It

220
00:15:13.080 --> 00:15:16.159
certainly didn't create high engagement, but
I think there was that sort of just

221
00:15:16.320 --> 00:15:20.600
suck it up and do it drive
that we had, you know, within

222
00:15:20.679 --> 00:15:26.720
a within a certain era, and
so it was functional at some level.

223
00:15:26.799 --> 00:15:30.759
People were just grateful to have a
job. And I think they look around

224
00:15:30.799 --> 00:15:33.000
now and you know, some of
the folks from that that time period are

225
00:15:33.000 --> 00:15:37.039
a little misted about. Well,
wait a minute, why does works have

226
00:15:37.159 --> 00:15:39.080
to be fulfilling or why do you
have to enjoy it? You know,

227
00:15:41.120 --> 00:15:46.000
so there is there is that mindset
and it uh. And then there were

228
00:15:46.080 --> 00:15:50.039
also you know, we weren't living
in a digital age. What even twenty

229
00:15:50.240 --> 00:15:54.799
twenty five years ago, the wheels
moved much more slowly and it was easier

230
00:15:54.879 --> 00:16:03.000
to mask mask. Thing is We're
now living in an age where speed is

231
00:16:03.080 --> 00:16:06.679
everything. Is it Klaus Schwab that
said in the old days, it was

232
00:16:06.720 --> 00:16:08.919
a big fish that the small fish, but now it's a fast fish that

233
00:16:10.039 --> 00:16:14.559
eat the slow fish. And all
of a sudden that kind of just you

234
00:16:14.639 --> 00:16:18.879
know, good old college try.
Let's trudge along, and you know we're

235
00:16:18.919 --> 00:16:25.320
still selling products and we must be
doing something right. That's starting to come

236
00:16:25.360 --> 00:16:27.039
apart at the seams. Great,
Darren, i't want to comment on that,

237
00:16:27.200 --> 00:16:30.399
but let's go ahead and take our
first break. I'm your host,

238
00:16:30.480 --> 00:16:33.200
Etlie Cortez. We went on the
air with doctor Darren Martin, the culture

239
00:16:33.279 --> 00:16:37.320
architect, author and keynote speaker.
He joined today from Dallas, Texas.

240
00:16:37.080 --> 00:16:41.159
We've been talking about how low the
engagement RADI is in the United States and

241
00:16:41.200 --> 00:16:45.480
even across the world and what contributes
to that. After the break, we're

242
00:16:45.480 --> 00:16:48.240
going to talk more about what companies
are doing to improve it. Stay with

243
00:16:48.360 --> 00:16:52.919
us, We'll be right back.
Become our friend on Facebook, post your

244
00:16:52.960 --> 00:16:56.399
thoughts about our shows and network on
our timeline. Visit Facebook dot com,

245
00:16:56.559 --> 00:17:03.840
forward slash Voice America. Elise Cortez
is a speaker and engagement and development catalyst.

246
00:17:03.039 --> 00:17:08.319
She designs and delivers professional development,
leadership and engagement workshops and can bring

247
00:17:08.359 --> 00:17:14.440
her expertise to your organization. She
will help ignite meaningful development within your workforce

248
00:17:14.599 --> 00:17:18.240
that will increase employee engagement, performance
and retention. To learn more or to

249
00:17:18.359 --> 00:17:23.359
invite Elise to speak to your organization, please visit her at www dot Elise

250
00:17:23.480 --> 00:17:29.480
Cortez dot com. She would welcome
the opportunity to help get your employees working

251
00:17:29.720 --> 00:17:36.599
on purpose the future of online TVs. Here you exclusive content from your favorite

252
00:17:36.640 --> 00:17:40.799
talk radio hosts and new programs that
you can't see anywhere else. Visit Voice

253
00:17:40.799 --> 00:17:56.319
America dot tv today, look along
the stones, fast, get inspired,

254
00:17:56.559 --> 00:18:02.240
encouraged and connected on our lively award
winning healthy power our Star style. Be

255
00:18:02.440 --> 00:18:07.799
the star you are with host and
Empowerment Architect Cyndi o Brien live every Wednesday

256
00:18:07.839 --> 00:18:11.039
at four pm Pacific on the Voice
America Empowerment Channel. Tune into the Power

257
00:18:11.119 --> 00:18:15.880
Party for positive, uplifting, life
changing talk radio. Visit star Style Radio

258
00:18:15.960 --> 00:18:32.640
dot com that you land. It's
time to live the life of inner peace

259
00:18:32.759 --> 00:18:37.799
that you deserve. Tune in every
week for Sacred Exploration with host Lisa tremont

260
00:18:37.839 --> 00:18:41.839
Oda. You can discover the you
that has been kept hidden all this time,

261
00:18:42.240 --> 00:18:45.880
show off your personal gifts to the
world. Lisa and her guests will

262
00:18:45.920 --> 00:18:51.519
combine health and spirituality to bring you
the experience that you've been waiting for.

263
00:18:51.960 --> 00:18:56.759
You'll enjoy this journey every Wednesday at
five pm Pacific Time and eight pm Eastern

264
00:18:56.839 --> 00:19:00.799
Time on the Voice America Empowerment Channels. You are to be a nourishing experience.

265
00:19:03.359 --> 00:19:07.559
Find out what's happening on the Voice
America Talk Radio Network by keeping up

266
00:19:07.599 --> 00:19:11.759
with us on Twitter. You can
find us at Voice America c RN.

267
00:19:18.319 --> 00:19:23.119
This is working on purpose with Elise
Cortez. To reach our program today,

268
00:19:23.240 --> 00:19:29.000
please call into one triple eight three
four six nine one four one again,

269
00:19:29.119 --> 00:19:33.440
that's one triple eight three four six
nine one four one. You may also

270
00:19:33.519 --> 00:19:40.920
send an email to Elise ali se
at Elise Cortez dot com. Now back

271
00:19:40.960 --> 00:19:47.799
to Working on Purpose. Thanks for
staying with us, and welcome back to

272
00:19:47.960 --> 00:19:51.240
Working on Purpose if you're just joining
us. My guest is doctor Darren Martin,

273
00:19:51.319 --> 00:19:55.119
the culture architect, author and keynote
speaker. We've been talking before the

274
00:19:55.160 --> 00:19:59.680
break about how low the engagement level
is for American workers, even beyond an

275
00:20:00.000 --> 00:20:03.960
across the world, and some of
the things that companies do to contribute to

276
00:20:03.079 --> 00:20:06.880
that. Here next, we want
to talk about some of the things that

277
00:20:07.160 --> 00:20:10.400
they're doing to get it right.
But before we get into that, Darren,

278
00:20:10.519 --> 00:20:12.200
I want to just comment a little
bit on what you said before we

279
00:20:12.279 --> 00:20:17.480
went on break about, you know, maybe why organizations continue to do the

280
00:20:17.519 --> 00:20:19.720
behaviors that they do and get the
results that they do. And I agree

281
00:20:19.759 --> 00:20:22.359
with what you had to say and
want to add that I think part of

282
00:20:22.440 --> 00:20:26.240
it too, is that they don't
know what they don't know. And we're

283
00:20:26.279 --> 00:20:29.440
such automated people, right, We're
so we always go on on a pilot

284
00:20:29.440 --> 00:20:30.839
in our lives, and we continue
to do things over and over again the

285
00:20:30.880 --> 00:20:34.799
same way, and we do oftentimes
hope for a different results or charging results,

286
00:20:36.400 --> 00:20:40.480
And so I think there's this note
of resignation that can happen within organizations

287
00:20:40.519 --> 00:20:42.880
where they may start to expect that
well, that's just how it works.

288
00:20:42.920 --> 00:20:48.279
Employees don't work hard, they don't
want to be here, rather than expecting

289
00:20:48.359 --> 00:20:52.640
that, they want to come with
passion and purpose and contribute their best.

290
00:20:52.720 --> 00:20:55.920
So I just wanted to add that
to the conversation. And then once we

291
00:20:56.200 --> 00:20:59.359
as the people that we are doing
the work that we do to help activate

292
00:20:59.440 --> 00:21:00.720
this and they start to get a
glimpse of oh, it could be like

293
00:21:00.839 --> 00:21:04.920
that. That could be fun.
Right. Isn't it fun to work with

294
00:21:04.960 --> 00:21:07.759
the organizations where we can actually see
those results happen. Isn't it amazing?

295
00:21:11.079 --> 00:21:14.480
It's a it's a night and day
difference, right, And I do agree

296
00:21:14.559 --> 00:21:18.359
we've got we've got in some cases
people out there that that don't even uh,

297
00:21:18.480 --> 00:21:21.839
you know. I talked to the
CEO one time that hated the word

298
00:21:21.920 --> 00:21:23.079
culture. He's like, I don't
know what that is. That's just a

299
00:21:23.160 --> 00:21:29.680
bunch of and it's kind of reflected
in the culture quite frankly. But that

300
00:21:30.279 --> 00:21:36.319
Yeah, when you work in a
place where everything is just clicking and uh,

301
00:21:36.599 --> 00:21:41.079
you know, there's there's real legitimate
kind of teamwork and people are you

302
00:21:41.160 --> 00:21:47.720
know, feeling empowered. It's a
joy rather than a drain. And what

303
00:21:48.039 --> 00:21:51.319
you know, a lot of you
know, leaders don't realize is company cultures

304
00:21:51.400 --> 00:21:55.519
happen either by default or design.
And the reason we have so many just

305
00:21:55.759 --> 00:21:57.640
not so great cultures out there is
because a lot of them have let it

306
00:21:57.680 --> 00:22:03.519
happen by default. It's not their
expertise, they haven't paid attention to it,

307
00:22:04.119 --> 00:22:07.279
and consequently they just get you know, the luck of the draw of

308
00:22:07.400 --> 00:22:14.000
whatever they've kind of cobbled together.
But there are big exceptions to that,

309
00:22:14.359 --> 00:22:18.799
and you know a number of companies
that are doing it great and have a

310
00:22:18.880 --> 00:22:23.039
completely different experience at work. I
agree, And it's just as you say,

311
00:22:23.119 --> 00:22:26.400
it's a delight to get to see
them in action and be part of

312
00:22:26.440 --> 00:22:30.160
it in some way. Yeah,
I want, I want to get to

313
00:22:30.240 --> 00:22:33.039
the place of, you know,
some of the things that companies are doing

314
00:22:33.119 --> 00:22:34.880
well. And before we do that, I want to presence us again.

315
00:22:34.960 --> 00:22:38.880
Today we talked a bit about some
of the historical past of how workers came

316
00:22:38.920 --> 00:22:42.079
to work and expected to maybe hang
out for forty years and then retired and

317
00:22:42.079 --> 00:22:47.240
then go about their real life afterwards. You and I talked when we spoke

318
00:22:47.279 --> 00:22:48.880
about the fact that the world of
work is changing, and we all understand

319
00:22:48.920 --> 00:22:52.400
that, I mean, how people
relate and engage of course to it is

320
00:22:52.519 --> 00:22:56.359
changing. I think it would be
useful if maybe you could maybe compare and

321
00:22:56.480 --> 00:23:00.720
contrast the previous meeting one or two
decades with what we're enjoying today, are

322
00:23:00.799 --> 00:23:04.240
living today. Can you kind of
presence that for us? Darn yeah,

323
00:23:04.880 --> 00:23:12.000
absolutely so. You know, many
of the jobs that were available were much

324
00:23:12.079 --> 00:23:18.279
more wrote mundane. They were necessary. Somebody had to do them, and

325
00:23:18.559 --> 00:23:25.039
it was a It created a workforce
of kind of either an entry level or

326
00:23:26.759 --> 00:23:30.839
non necessarily you didn't have to have
a college degree, et cetera to do

327
00:23:30.960 --> 00:23:33.440
some of those jobs. We see
a major shift that's going on. I

328
00:23:33.480 --> 00:23:37.279
mean we're living we talked about this
at least, but we're living in I

329
00:23:37.400 --> 00:23:42.240
think the biggest shift in the history
of ever. It's what we call a

330
00:23:42.359 --> 00:23:48.599
liminal moment. I mean, everything
is changing and a lot of those very

331
00:23:48.759 --> 00:23:53.000
repetitive, kind of mundane type jobs, they're just flat out going away.

332
00:23:53.559 --> 00:23:59.880
Those are being outsourced. And so
it's not just it's not just that there

333
00:24:00.119 --> 00:24:03.240
cultures are changing or that what people
are expecting from work is changing. It's

334
00:24:03.279 --> 00:24:08.480
that the actual work is changing.
When you go from a grarian society where

335
00:24:08.519 --> 00:24:14.960
I'm a farmer to working in a
factory, the skill set between those two

336
00:24:15.319 --> 00:24:19.279
is so fundamentally different that you know, it just requires whole a whole new

337
00:24:19.440 --> 00:24:27.640
set of tools. And we're going
from a corporate kind of functioning pencil pushing

338
00:24:27.839 --> 00:24:33.240
moving things around, you know,
kind of that corporate machine, to a

339
00:24:33.480 --> 00:24:41.319
much more dynamic work environment, and
that's going to require new skills and also

340
00:24:41.440 --> 00:24:47.200
create new opportunities as well. So
I think the workplace of the next ten

341
00:24:47.359 --> 00:24:55.880
years goes through a major, major
shift and is going to increasingly look fundamentally

342
00:24:55.960 --> 00:25:00.240
different from what we've had in the
last forty fifty sixty years. Well,

343
00:25:00.279 --> 00:25:03.640
I agree, And anybody who's listened
to my show a couple of times have

344
00:25:03.759 --> 00:25:08.880
probably heard me talk about my fascination
with how robotics and artificial intelligence are impacting

345
00:25:10.039 --> 00:25:14.440
the workforce, the work experience,
and how we do our work. What's

346
00:25:14.440 --> 00:25:18.000
your take on how technology is interacting
with and changing the way we work.

347
00:25:19.319 --> 00:25:25.880
It's okay, and I'm so passionate
about this, but if people work in

348
00:25:26.000 --> 00:25:30.559
the job, that is what I
call decision tree based. If this then

349
00:25:30.680 --> 00:25:33.920
that every time it's an A,
then the right answer is is D.

350
00:25:34.400 --> 00:25:38.920
You know, there's a path that
has followed consistently. I think ultimately those

351
00:25:40.039 --> 00:25:44.039
jobs are going away. They're going
to change because AI can do that,

352
00:25:44.160 --> 00:25:47.759
machine learning can do that. They're
all sorts of you know things. We

353
00:25:47.920 --> 00:25:52.759
just saw the first burger flipping,
you know, machine come online and you

354
00:25:52.839 --> 00:25:56.440
think about it, Well, that's
a decision tree. You know, you

355
00:25:56.519 --> 00:25:59.880
put there's a there's a process,
there's a formula. You put the burger

356
00:26:00.079 --> 00:26:02.200
on, you leave it for three
minutes, you flip it, you do

357
00:26:02.279 --> 00:26:04.279
another three minutes, you take it
off. I mean that's not a you

358
00:26:04.319 --> 00:26:11.160
know that, that's that's best done
when it's done exactly as the formula calls

359
00:26:11.240 --> 00:26:15.480
for. And even things like flying
and landing a plane, et cetera,

360
00:26:15.519 --> 00:26:18.640
et cetera. Those are all jobs. By the numbers, that's complicated,

361
00:26:18.640 --> 00:26:23.519
as some of them may be.
And so I think the beauty that that

362
00:26:23.640 --> 00:26:26.640
can sound really scary. You know, you've heard all the projections within the

363
00:26:26.720 --> 00:26:30.920
next twenty years, forty five percent
of the jobs that we currently have are

364
00:26:30.000 --> 00:26:33.759
just not going to be here.
The reality is that's happened down through history

365
00:26:33.839 --> 00:26:37.440
as well. We went through a
shift where you know, a huge part

366
00:26:37.519 --> 00:26:41.559
of the population we're farmers, and
then all of a sudden, it seemed

367
00:26:41.559 --> 00:26:45.799
almost overnight that that just changed.
Well we've found something else. You know,

368
00:26:47.000 --> 00:26:49.720
people don't look back and bemoan the
fact that, oh why can't we

369
00:26:49.799 --> 00:26:55.039
all be be farmers, although ironically
it's funny people are kind of going back

370
00:26:55.079 --> 00:26:59.319
to that, right we had the
local grown and that whole you know,

371
00:27:00.240 --> 00:27:04.079
shift back to the way we think
about food. But so that's you know,

372
00:27:04.279 --> 00:27:11.000
I think what gets people noticed into
the future is going to be much

373
00:27:11.119 --> 00:27:18.440
more on the right brain side,
the creativity, the ability to come up

374
00:27:18.480 --> 00:27:22.359
with ideas and to dream and the
vision. And you know, I read

375
00:27:22.400 --> 00:27:26.200
a book years ago, I think
it was ahead of his time by Daniel

376
00:27:26.279 --> 00:27:30.279
Pink called a Whole New Mind.
Why why my brainers are going to inherit

377
00:27:30.359 --> 00:27:33.559
the earth? Right? And I
love I love Pink's take on that.

378
00:27:34.519 --> 00:27:37.319
And and that's kind of the shift
we're seeing. You know, if if

379
00:27:38.000 --> 00:27:42.119
those those traditional jobs that stand here, drill this whole here, you know

380
00:27:42.240 --> 00:27:48.839
what what quarter clear Ford was looking
for, uh, machines are doing that.

381
00:27:51.119 --> 00:27:56.640
So that's that's kind of the shift
now in terms of companies getting it

382
00:27:56.839 --> 00:28:02.880
right, though at least I've seen
companies everywhere from big high dollar People think

383
00:28:02.920 --> 00:28:07.920
it's all about just the level of
education and how much you're paying people,

384
00:28:07.039 --> 00:28:15.200
But I've seen everything from super high
paying jobs in high level industries to fast

385
00:28:15.319 --> 00:28:19.200
food. You know, I would
throw out Chick fil a in and out

386
00:28:19.240 --> 00:28:23.400
Burgers a couple of examples. You've
got some entry level, you know,

387
00:28:23.559 --> 00:28:30.319
thirteen twelve, fourteen, fifteen dollars
hour jobs with some highly engaged employees.

388
00:28:30.000 --> 00:28:36.000
It's much more about people being attached
and a part of something and feeling like

389
00:28:37.440 --> 00:28:42.400
they matter and that they are connected
with something that has a much bigger vision,

390
00:28:42.640 --> 00:28:47.039
even if it's just creating a certain
experience and you know, kind of

391
00:28:47.079 --> 00:28:52.119
a fast food world. So it's
more about the dynamic at work than the

392
00:28:52.200 --> 00:28:59.160
business serve about what's the products,
the what's the industry? Again, I

393
00:28:59.240 --> 00:29:02.400
agree, And I want to add
to what you said also on the artificial

394
00:29:02.400 --> 00:29:07.119
intelligent robotics piece again because like you, I'm quite passionate about that and when

395
00:29:07.160 --> 00:29:11.400
I layer that over to what I've
been doing as a meaning and work researcher,

396
00:29:11.880 --> 00:29:14.559
what I know Darren, is that
for the most part, the more

397
00:29:14.799 --> 00:29:18.240
highly level skills that a person can
bring if you think in like Maslow's hierarch

398
00:29:18.319 --> 00:29:22.799
of meaning, you think at the
physical security level, then you move on

399
00:29:22.920 --> 00:29:26.359
to the social sort of level,
and then the cognitive challenge and the values,

400
00:29:26.359 --> 00:29:32.400
etc. The higher that people get
in that spectrum, if that's where

401
00:29:32.440 --> 00:29:34.319
most of their work ends, the
more generally the more fulfilling it is for

402
00:29:34.400 --> 00:29:37.519
them. That's what I found through
the work that I do. So if

403
00:29:37.599 --> 00:29:41.599
we can go ahead and replace jobs
that don't require those lower level connections and

404
00:29:41.680 --> 00:29:45.359
we get them into the higher level
connections, then yes, it will require

405
00:29:45.440 --> 00:29:48.599
training and learning for them, a
new tooling, et cetera. And they

406
00:29:48.680 --> 00:29:52.279
get the trade off of being more
fulfilled and giving more of their whole humanity

407
00:29:52.400 --> 00:29:56.559
to their work. And that's the
kind of work that I want to be

408
00:29:56.640 --> 00:29:59.279
involved in, Darren. That's part
of that's the movement that I'm working to

409
00:29:59.319 --> 00:30:03.279
be involved in because I think there's
there's some real needed organizations to do that

410
00:30:03.400 --> 00:30:08.359
and do it well. Yeah,
and you know, just and gotally if

411
00:30:08.400 --> 00:30:12.920
you look at I've seen a bunch
of numbers recently that fifty over fifty percent

412
00:30:14.079 --> 00:30:18.920
of the billion dollars plus companies in
the US were started by immigrants, for

413
00:30:18.079 --> 00:30:26.960
example. We also know that people
with dyslexia are have a higher percentage rate

414
00:30:27.039 --> 00:30:33.720
of becoming millionaires than nonbflectric people.
And part of that is because you know,

415
00:30:33.839 --> 00:30:37.880
they struggle in school and they've had
to find they've had to be creative,

416
00:30:37.920 --> 00:30:41.240
they've had to find other ways because
you know, they're may not jacket

417
00:30:41.279 --> 00:30:45.839
out of the ballpark on the SAT
or you know, uh, you know,

418
00:30:45.960 --> 00:30:48.880
standardized testing and some of those things, and so they had to kind

419
00:30:48.920 --> 00:30:52.799
of roll up their sleeves and get
out there and grapple and figure it out.

420
00:30:52.720 --> 00:30:56.359
And so you know, we see
even from that standpoint, just in

421
00:30:56.440 --> 00:31:00.119
the skill set that this isn't.
Unfortunately, I don't really believe accademia is

422
00:31:00.240 --> 00:31:04.400
preparing people. I hope. I
don't got a whole bunch of hate nails

423
00:31:04.440 --> 00:31:10.799
to this. And yes, I
have a baby in college, I know

424
00:31:11.240 --> 00:31:15.519
going that route, But I just
don't think actideame that is really preparing people

425
00:31:15.599 --> 00:31:18.960
for the kind of what we're talking
about. I think it could, but

426
00:31:19.519 --> 00:31:26.680
just the degree alone, the uh
you know, I have this, this

427
00:31:26.000 --> 00:31:30.880
resume isn't what's going to cut it
into the future. It's about can you

428
00:31:32.759 --> 00:31:37.880
can you adjust and can you think
and can you really you know, drive

429
00:31:38.000 --> 00:31:42.920
things forward in a whole different way. Again, I agree, I do

430
00:31:44.119 --> 00:31:48.880
think that we can. We do
need to ratchet up or change our our

431
00:31:48.279 --> 00:31:52.000
education system to prepare people to work
in a world of fast flux change for

432
00:31:52.039 --> 00:31:56.200
sure, and contribute on a different
level. Completely agree with that. Into

433
00:31:56.319 --> 00:31:59.279
that and Darren, can you see
a little bit more. You've already talked

434
00:31:59.279 --> 00:32:05.799
about the right brain and the creativity
being essential competencies that people start to develop

435
00:32:05.920 --> 00:32:08.200
in this new world that we live
in. But how do you think individuals

436
00:32:08.240 --> 00:32:13.799
can make themselves indispensable to an organization? Oh? I love that, because

437
00:32:14.799 --> 00:32:17.240
you know, I think that's what
acting like an Owner is all about.

438
00:32:19.319 --> 00:32:21.839
The first half of the book,
or Company of Owners, is really about

439
00:32:21.920 --> 00:32:25.519
creating a culture. The second half
is how do I make myself? And

440
00:32:25.640 --> 00:32:28.920
I don't say it's specifically in the
book in these words, but how do

441
00:32:29.000 --> 00:32:37.160
I make myself indispensable to an organization? The old system, you've got rewarded

442
00:32:37.400 --> 00:32:44.799
for standing in line, you've got
rewarded for following the system. That's not

443
00:32:44.920 --> 00:32:52.519
what's getting rewarded moving forward, and
it's also not if companies want to attract

444
00:32:52.640 --> 00:32:57.319
and retain the top talent. The
top talent are not people who want to

445
00:32:57.400 --> 00:33:00.720
do that in the first place.
They wanted to olivey to shine. They

446
00:33:00.799 --> 00:33:07.799
want to be able to get out
there. And you are much much better

447
00:33:07.960 --> 00:33:15.160
off, you know, being in
a position where you are separating yourself in

448
00:33:15.200 --> 00:33:21.279
the back. You are looking different, you're acting different, I think with

449
00:33:21.440 --> 00:33:24.119
the lower with engagement as low as
as it is, when you get somebody

450
00:33:24.200 --> 00:33:30.839
who really just is on fire to
help make the company better and do some

451
00:33:30.960 --> 00:33:36.240
things, and they're doing that in
in an intelligent way, that those are

452
00:33:36.240 --> 00:33:39.519
the people that are indispensable. Now, historically we've had some scenarios where,

453
00:33:39.960 --> 00:33:44.119
you know, it's what the Australians
called the tall poppy syndrome, where you

454
00:33:44.160 --> 00:33:46.119
don't want to stand out because you're
just going to get your head chopped off,

455
00:33:46.240 --> 00:33:52.599
right, But that's I think those
days are increasingly over other than in

456
00:33:52.720 --> 00:33:58.960
some of our you know, stads, your institutions don't make waves that the

457
00:33:59.119 --> 00:34:01.000
employees that are really going to sprive
in the future, not even employees.

458
00:34:01.079 --> 00:34:05.559
I don't I think we need to
change our entire nomenclature. I don't like

459
00:34:05.680 --> 00:34:12.280
the language loss employee. I think
people are, you know, business partners.

460
00:34:13.519 --> 00:34:19.159
People are employed not because they have
to be specifically at that company.

461
00:34:19.440 --> 00:34:23.639
You know, there's there's their options. They're not segmented into something you have

462
00:34:23.760 --> 00:34:27.960
to get work at this place.
And so I think we've got to think

463
00:34:28.119 --> 00:34:31.639
on a much more entrepreneur partner level
about what work even looks like, so

464
00:34:31.880 --> 00:34:36.760
that we even think about a change
in the language in the way that we

465
00:34:37.360 --> 00:34:42.360
talk about there. I completely agree. And hence word is the word architect

466
00:34:42.480 --> 00:34:45.559
come in for what you do.
Certainly architecting a whole new language and a

467
00:34:45.639 --> 00:34:49.239
whole new way of working. I
completely agree with that. I want to

468
00:34:49.280 --> 00:34:52.199
talk more about that, but let's
go ahead and catch our our last break

469
00:34:52.239 --> 00:34:53.800
here. Darren and I want to
get more after break, we'll talk about

470
00:34:53.800 --> 00:34:57.480
some of the companies that are really
doing some of the stuff well and get

471
00:34:57.559 --> 00:35:00.880
present to that. So I'm at
least were as your host with it on

472
00:35:00.920 --> 00:35:02.679
the air with doctor Darren Martin,
who is the culture architect, author and

473
00:35:02.800 --> 00:35:07.199
keynote speaker. He joined it today
from Dallas, Texas. We'll be right

474
00:35:07.239 --> 00:35:10.960
back to stay with us. Become
our friend on Facebook, post your thoughts

475
00:35:10.960 --> 00:35:15.639
about our shows and network on our
timeline. Visit Facebook dot com, forward

476
00:35:15.719 --> 00:35:21.639
slash Voice America. Alise Cortez is
a speaker and engagement and development catalyst.

477
00:35:21.840 --> 00:35:27.239
She designs and delivers professional development,
leadership and engagement workshops and can bring her

478
00:35:27.320 --> 00:35:31.400
expertise to your organization. She will
help ignite meaningful development within your workforce that

479
00:35:31.440 --> 00:35:37.400
will increase employee engagement, performance and
retention. To learn more or to invite

480
00:35:37.440 --> 00:35:42.719
Elise to speak to your organization,
please visit her at www dot Elise Cortez

481
00:35:42.840 --> 00:35:46.519
dot com. She would welcome the
opportunity to help get your employees working on

482
00:35:46.679 --> 00:35:53.599
purpose the future of online cvs.
Here you exclusive content from your favorite talk

483
00:35:53.719 --> 00:35:58.960
radio hosts and new programs that you
can't see anywhere else. Visit Voice America

484
00:35:59.039 --> 00:36:14.119
dot tv today look around the stars
like the speak of They get inspired,

485
00:36:14.360 --> 00:36:20.000
encouraged and connected on our Lively Award
winning Healthy Living Power our Star Style Be

486
00:36:20.199 --> 00:36:24.719
the star you are with host and
empowerment architect Cynthia Brien live every Wednesday at

487
00:36:24.760 --> 00:36:30.159
four pm Pacific on the Voice America
Empowerment Channel. Tune into the Power Party

488
00:36:30.239 --> 00:36:34.920
for positive, uplifting, life changing
talk radio. Visit Star Style Radio dot

489
00:36:34.960 --> 00:36:47.800
com. Un stars joined with bracement
all that space you land. It's time

490
00:36:47.840 --> 00:36:52.000
to live the life of inner peace
that you deserve. Tune in every week

491
00:36:52.239 --> 00:36:58.760
for Sacred Exploration with host Lisa tremont
Oda. You can discover the you that

492
00:36:58.880 --> 00:37:01.719
has been kept hidden all this time, show off your personal gifts to the

493
00:37:01.800 --> 00:37:07.400
world. Lisa and her guests will
combine health and spirituality to bring you the

494
00:37:07.559 --> 00:37:12.119
experience that you've been waiting for.
You'll enjoy this journey every Wednesday at five

495
00:37:12.199 --> 00:37:16.199
pm Pacific Time at eight pm Eastern
Time on the Voice America Empowerment Channel.

496
00:37:16.440 --> 00:37:22.440
It's sure to be a nourishing experience. We'll find out what's happening on the

497
00:37:22.519 --> 00:37:25.840
Voice America Talk Radio Network by keeping
up with us on Twitter. You can

498
00:37:25.960 --> 00:37:38.519
find us at Voice America t RN. This is Working on Purpose with Elise

499
00:37:38.599 --> 00:37:43.719
Cortez. To reach our program today, please call in to one triple eight

500
00:37:43.920 --> 00:37:47.320
three four six nine one four one. Again, that's one triple eight three

501
00:37:47.400 --> 00:37:52.800
four six nine one four one.
You may also send an email to Elise

502
00:37:52.239 --> 00:38:01.960
ali Se at Elise Cortez dot com. Now back to Working on per Thanks

503
00:38:02.000 --> 00:38:05.559
for staying with us, and welcome
back to Working on Purpose. If you're

504
00:38:05.599 --> 00:38:07.559
just tuning in. My guess is
doctor Darren Martin, the culture architect,

505
00:38:07.679 --> 00:38:12.440
author and keynote speaker. I'm your
host, Alice Cortez. So for this

506
00:38:12.599 --> 00:38:15.719
last bit of time together, Darren, I wanted to now bring it back

507
00:38:15.800 --> 00:38:20.199
into a good, strong, uplifting
clothes and and talk about companies that are

508
00:38:20.280 --> 00:38:27.079
really really cracked the code on creating
a culture of vibrancy of engagement. How

509
00:38:27.119 --> 00:38:29.480
do they do it? Tell us
maybe give us some ideas of what are

510
00:38:29.519 --> 00:38:31.639
they doing, what does it feel
like, what's what's what are the behaviors

511
00:38:31.719 --> 00:38:37.199
that they're doing. So I think
I think for starters, they have created

512
00:38:37.440 --> 00:38:44.239
a strong affiliation with the people that
they're working with. If you look down

513
00:38:44.360 --> 00:38:47.320
through history, I mean, if
we go way back, organizations that have

514
00:38:49.079 --> 00:38:53.239
really thrived and stood the test of
time. Uh yeah yeah. And I'll

515
00:38:53.280 --> 00:38:57.639
just throw some out there. I'm
not a Mason, but Mason's. You

516
00:38:57.719 --> 00:39:02.639
know, if you what is Mason's, the Marines, secret societies, fraternity

517
00:39:02.840 --> 00:39:06.880
sororities. What are they all have
in common? Well, you kind of

518
00:39:06.920 --> 00:39:12.639
earn your way in, and when
you're in then it means something. You're

519
00:39:12.679 --> 00:39:16.559
a part of something. And I
think companies where people wear their company name

520
00:39:16.920 --> 00:39:21.119
as a badge of honor because they're
excited about what's going on. And it

521
00:39:21.199 --> 00:39:27.199
doesn't have to be that necessarily there's
groundbreaking work, but it's just they feel

522
00:39:27.320 --> 00:39:32.119
like they're really they're really connected to
the identity the company and what that company

523
00:39:32.199 --> 00:39:37.400
is accomplishing. So they may be
doing something very wrote and mundane just in

524
00:39:37.559 --> 00:39:40.880
terms of the product they're producing,
but the culture that they have there is

525
00:39:42.920 --> 00:39:49.719
really rewarding. So I heard about
a software company after New York and the

526
00:39:50.599 --> 00:39:53.239
owner basically was asking folks, say, what do you need? What can

527
00:39:53.320 --> 00:39:55.559
I do that can make your life
even better? And by the way,

528
00:39:55.599 --> 00:40:00.360
that's one of the pick things.
It's amazing how let's just listening and asking

529
00:40:00.480 --> 00:40:05.320
and finding out what people need and
then responding to it. That's ninety percent

530
00:40:05.400 --> 00:40:07.559
of the battle right there now.
But you asked them that, and and

531
00:40:08.079 --> 00:40:12.639
you know, the response was,
hey, could you put some cots in?

532
00:40:13.639 --> 00:40:15.199
And he said, well, you
know, what do you what do

533
00:40:15.280 --> 00:40:16.239
you need cots for? And they
said, well, you know, sometimes

534
00:40:16.280 --> 00:40:21.199
you get on the train, we're
working on a project, and uh to

535
00:40:21.360 --> 00:40:22.960
take the forty minute trainer at home, get up in the morning and come

536
00:40:23.039 --> 00:40:27.440
back. I just rather stay late
and keep working on it and be able

537
00:40:27.480 --> 00:40:30.320
to get some sleep and then get
back at it, you know in the

538
00:40:30.400 --> 00:40:34.719
morning. I mean, now,
who who doesn't dream of that kind of

539
00:40:34.800 --> 00:40:40.480
employee? Right? Yeah, that's
that's that's what happens when you tap into

540
00:40:40.559 --> 00:40:45.840
the human spirit and people feel like
they are able to make a difference and

541
00:40:45.960 --> 00:40:52.840
that they're really invested in something.
Those are the companies that are leading the

542
00:40:52.960 --> 00:40:58.800
charge. You know, think about
in any relationship, if you've got people

543
00:40:58.880 --> 00:41:00.679
that are from dating, in a
marriage relationship, if you part in nowhere

544
00:41:00.679 --> 00:41:04.800
to say to you, Hey,
I've really been thinking about us and I

545
00:41:04.880 --> 00:41:07.800
want to I want to make this
as good as we can be. What

546
00:41:07.960 --> 00:41:12.440
are three things I could do that
would improve our relationship even more or make

547
00:41:12.559 --> 00:41:15.679
your life easier? I mean,
who would want to hear that that question?

548
00:41:15.920 --> 00:41:20.599
Right? Just in a relationship?
So why does that need different at

549
00:41:20.639 --> 00:41:25.639
work? You know? So I
think those are some of the key things

550
00:41:25.719 --> 00:41:30.440
that they've created, a strong identification
of what it means to be a part

551
00:41:30.480 --> 00:41:34.000
of this. There's a little bit
of that lack of passage of being a

552
00:41:34.679 --> 00:41:39.679
part of what we're doing here,
you know. Zappos used to put people

553
00:41:39.719 --> 00:41:45.760
through training and then they would offer
them money to not take the job because

554
00:41:45.840 --> 00:41:50.039
their deal was we only want people
that really really want to be a part

555
00:41:50.079 --> 00:41:53.159
of this, you know, uh. And it created that sense of hey,

556
00:41:53.599 --> 00:42:00.800
it's a privilege to work here because
we're we're we're all assionate about being

557
00:42:00.840 --> 00:42:05.079
a part of something. So it's
really what you talk about, which is

558
00:42:05.159 --> 00:42:10.599
passion. It's about connecting people and
then giving them meaningful responsibilities, authority,

559
00:42:12.920 --> 00:42:16.880
you know, removing friction, all
of that kind of stuff that really goes

560
00:42:16.880 --> 00:42:22.079
in it makes me great culture.
I really like what you said about tapping

561
00:42:22.159 --> 00:42:25.239
into the human spirit, Darren,
and what I was just responding to and

562
00:42:25.320 --> 00:42:29.599
getting present to when you said that
was some of the work that we do

563
00:42:29.719 --> 00:42:34.920
with in our firm is is very
much about developing inspirational leaders and part of

564
00:42:34.960 --> 00:42:37.280
that is just simply, you know, allowing yourself to be inspired first,

565
00:42:37.440 --> 00:42:42.360
and that means looking around and noticing
how amazing the world is and then letting

566
00:42:42.400 --> 00:42:46.239
yourself respond to that moment, be
in that moment and allow yourself to it

567
00:42:46.320 --> 00:42:50.519
to be moved and touch inspired in
a way that you can share that with

568
00:42:50.639 --> 00:42:54.320
someone else. And doing so very
often is what we would say very enrolling.

569
00:42:54.400 --> 00:42:58.239
People want to be around somebody like
that, somebody who's on fire and

570
00:42:58.320 --> 00:43:01.199
turned on about life. You know, So when you think about tapping into

571
00:43:01.239 --> 00:43:05.079
that human spirit, I mean it
means also at the same time, for

572
00:43:05.360 --> 00:43:07.360
those leaders that are in a rogization
to do that, they must first be

573
00:43:07.480 --> 00:43:13.360
tapped into that themselves, right,
Absolutely, they have to be tapped into

574
00:43:13.480 --> 00:43:15.960
it. And that's that's where the
magic really happens. And by the way,

575
00:43:16.039 --> 00:43:22.280
great leaders don't produce followers. They
produced other leaders. And when people

576
00:43:22.840 --> 00:43:27.880
are coming into a situation where they
go, not only am I inspired by

577
00:43:27.920 --> 00:43:34.440
this person, but I'm I'm inspired
to emulate and to learn from this person,

578
00:43:34.599 --> 00:43:37.599
then it's a it's a complete deal
changer. You know. I had

579
00:43:39.039 --> 00:43:43.920
I've got a buddy of mine that
I need to introduce you to. At

580
00:43:43.960 --> 00:43:46.119
some point that they said he had
two kind of teachers growing up, those

581
00:43:46.159 --> 00:43:50.079
who taught him what to think and
those who taught him how to think.

582
00:43:50.920 --> 00:43:53.599
And when somebody's investing in you and
teaching you really not just oh, this

583
00:43:53.760 --> 00:43:55.639
is what you need to go think, this is what you need to do,

584
00:43:55.800 --> 00:44:00.519
but really teaching you how to think
and helping you grow as a person.

585
00:44:00.840 --> 00:44:06.880
Man, that's that's intoxicating, and
people will gravitate to that when they

586
00:44:06.920 --> 00:44:13.119
feel like they're part of leadership and
people who are not only leading the way

587
00:44:13.199 --> 00:44:16.320
but are also showing a path and
helping him grow and develop to be even

588
00:44:16.440 --> 00:44:22.199
better than they ever thought they could
be. You know, I'll just quickly

589
00:44:22.280 --> 00:44:24.639
say this. Some of my listeners
have been on a show or two have

590
00:44:24.760 --> 00:44:28.440
heard this really quick. But when
I was nineteen years old and I had

591
00:44:28.480 --> 00:44:31.239
a job as an administrative assistant,
and I loved my boss, Darren,

592
00:44:31.480 --> 00:44:36.360
And about eighteen months into my job, he on the way out to lunch,

593
00:44:36.400 --> 00:44:38.079
said, oh, just matter of
factuy, and cheerfully over his shoulder,

594
00:44:38.400 --> 00:44:40.000
do you have to get out of
here? You have to go see

595
00:44:40.039 --> 00:44:43.920
the world. You have to get
an education to do something with yourself.

596
00:44:44.159 --> 00:44:47.519
But before you go, hire your
replacement. And do you know, Darren,

597
00:44:47.679 --> 00:44:52.159
it never occurred to me that I
could go to college, never occurred

598
00:44:52.159 --> 00:44:55.400
to me that I could go someplace
beyond Portland, Oregon, where I lived.

599
00:44:55.719 --> 00:45:00.880
A man completely opened my eyes and
frankly saved my life. I tell

600
00:45:00.920 --> 00:45:07.079
him every year because we're still friends
thirty five years later. So it's amazing.

601
00:45:07.199 --> 00:45:09.920
What can happen when when somebody opens
possibility to you and sees you and

602
00:45:10.079 --> 00:45:14.440
gives you an opportunity unless you see
for yourself something that you couldn't see on

603
00:45:14.480 --> 00:45:17.920
your own. I completely agree with
that. That is beautiful. That gives

604
00:45:17.960 --> 00:45:22.039
me chill bumps. And we all
know the stories of the uh you know,

605
00:45:22.239 --> 00:45:28.519
struggling school with a fifteen percent you
know, graduation rate, inner city,

606
00:45:29.079 --> 00:45:32.320
you know, poverty, and that
one teacher comes in and all of

607
00:45:32.360 --> 00:45:37.679
a sudden, bells and whistles go
off, lights come on, and those

608
00:45:37.800 --> 00:45:39.840
kids you have this, you know, and about face and now it's up

609
00:45:39.880 --> 00:45:47.559
to eighty five ninety percent graduation rate. And think about what it is to

610
00:45:47.679 --> 00:45:51.639
be on the receiving side of that, and then think about what it is

611
00:45:51.719 --> 00:45:55.159
to be on the giving side of
that. That's what the successful workplace in

612
00:45:55.199 --> 00:46:00.880
the future looks like when we really
start to tap into that spirit and see

613
00:46:00.960 --> 00:46:05.639
some real beauty emerge. I am
raped there with you on that. And

614
00:46:05.800 --> 00:46:07.960
to that, I wanted you to
say a little bit about the book that

615
00:46:07.039 --> 00:46:09.320
you wrote, the Company of Owners. I know that's a key part of

616
00:46:09.599 --> 00:46:15.599
how you work and with companies,
et cetera. So would you say a

617
00:46:15.639 --> 00:46:19.039
little bit about what is it you're
trying to make sure that we understand from

618
00:46:19.079 --> 00:46:24.400
that book. So I call myself
an evolutionary. I'm out to evolutionarize the

619
00:46:24.480 --> 00:46:28.840
way we think about work. I
hate that people drag themselves into work on

620
00:46:28.920 --> 00:46:32.960
the Monday morning and are excited for
it totting on a Friday. The book

621
00:46:34.079 --> 00:46:37.760
was actually born out of a conversation
with the CEO of a twenty billion dollars

622
00:46:38.199 --> 00:46:40.400
or the gas company. I said, hey, you need to fire all

623
00:46:40.480 --> 00:46:44.440
your employees. And that's going to
sound hard. She said, what are

624
00:46:44.480 --> 00:46:45.159
you What are you talking about,
Mark? And I said, you don't

625
00:46:45.159 --> 00:46:49.760
want to employees, you want people
who actlect owners. And you could see

626
00:46:49.800 --> 00:46:53.039
that ding ding ding going off in
his head, and you know that emerged

627
00:46:53.079 --> 00:46:57.559
into conversations about okay, well,
if we want people to actract owners,

628
00:46:57.599 --> 00:47:00.800
we un treat them like owners.
And that means a lot of the stuff

629
00:47:00.880 --> 00:47:05.599
that we're doing are a lot of
these you know, systems or management structures

630
00:47:05.679 --> 00:47:09.480
have to change, have to go
away. And I really want the Company

631
00:47:09.519 --> 00:47:16.119
of Owners to be a clarion call
to to corporate not just corporate America,

632
00:47:16.199 --> 00:47:22.199
but all over the world. It's
having an impact for people to sit up

633
00:47:22.239 --> 00:47:28.840
and go, wait a minute,
you know, we are not employed by

634
00:47:28.960 --> 00:47:35.000
some outside structure. I own myself. I own my responsibilities. And when

635
00:47:35.039 --> 00:47:38.039
I take ownership of not only my
job but my life, then all of

636
00:47:38.119 --> 00:47:44.840
a sudden I started getting very very
different results. So companies that are passionate

637
00:47:44.880 --> 00:47:46.880
about that I want to see that
happen, and that are brave enough to

638
00:47:46.960 --> 00:47:52.000
do that. And then employees that
are willing to stand out and say I

639
00:47:52.079 --> 00:47:54.840
want I do want to make myself
a dispensibul to any company. That's that's

640
00:47:54.920 --> 00:48:01.760
really what a company of owners was
meant to spark. I of course endorse

641
00:48:01.840 --> 00:48:05.480
all of that. And one of
the things that I was thinking about it

642
00:48:05.480 --> 00:48:07.400
is just said that it's two things. Is One is I don't know too

643
00:48:07.400 --> 00:48:09.320
many people who don't get up in
the morning and say, you know,

644
00:48:09.559 --> 00:48:13.840
I really just hope that nobody notices
me. Don't I don't want to matter

645
00:48:13.960 --> 00:48:15.840
at all, and my whole existence
on the planet. I hope nobody notices

646
00:48:15.880 --> 00:48:20.079
that I ever showed up right.
I just don't think there's too many people

647
00:48:20.119 --> 00:48:22.719
that wake up hoping for that.
Rather, I think almost everybody wants to

648
00:48:22.800 --> 00:48:27.559
know that they made a difference that
they matter. And so when they get

649
00:48:27.639 --> 00:48:30.480
to do that and somebody notices it
and then they acknowledge it or recognize it,

650
00:48:31.000 --> 00:48:35.719
it's pretty powerful, right. And
then the other thing that I was

651
00:48:35.800 --> 00:48:39.159
thinking about is when you talk about
being part of something instead of being an

652
00:48:39.159 --> 00:48:42.960
employee, but being an owner,
you're part of something. One of the

653
00:48:43.039 --> 00:48:45.840
things I got for my research is
that when people feel like they're part of

654
00:48:45.920 --> 00:48:49.719
something bigger than themselves, that's an
incredibly powerful thing, right, So it

655
00:48:50.159 --> 00:48:54.000
informs and increases their sense of self. Again, another powerful way to be

656
00:48:54.079 --> 00:48:58.480
able to elicit the best in people
if you make them bigger by having them

657
00:48:58.519 --> 00:49:04.159
walk through those two doors in the
morning and not Yeah. Absolutely, And

658
00:49:04.159 --> 00:49:07.440
then when you get a collection of
people, you don't think about when when

659
00:49:07.519 --> 00:49:12.079
a local sports team wins the championship, there is this arm you know,

660
00:49:13.239 --> 00:49:15.360
gathering we are the world. You
know, look at we did it.

661
00:49:15.559 --> 00:49:21.639
You know kind of see, there's
that collective celebration because it is bigger and

662
00:49:21.880 --> 00:49:25.000
people are a part or something that
they feel really connected to. That's what

663
00:49:25.199 --> 00:49:30.719
work ought to look like on a
daily basis. It ought to be about

664
00:49:30.880 --> 00:49:35.519
celebrating the winds ought to be knowing
what the winds even look like and it

665
00:49:35.639 --> 00:49:40.079
ought to be about that that bigger
than ourselves, elevation of self. I

666
00:49:40.159 --> 00:49:45.840
think you put that really really well. That takes place when people are really

667
00:49:45.920 --> 00:49:53.199
connected to something much much larger.
I just got present again and reminded there's

668
00:49:53.239 --> 00:49:55.920
a woman right here in Dallas that
I'm working with. She and her husband

669
00:49:55.920 --> 00:50:00.199
own a company, and she is
an example of the person that most of

670
00:50:00.280 --> 00:50:02.960
us who want to work for.
She is working with me, and she's

671
00:50:04.159 --> 00:50:06.400
she said, at least I want
to do something for my employers. I

672
00:50:06.440 --> 00:50:09.239
want to make sure that they know
how grateful I am that they're here,

673
00:50:09.719 --> 00:50:13.840
that they're contributing at their time,
their energy, and their talent to our

674
00:50:14.000 --> 00:50:15.599
organization. And it kind of she
kind of got welled up, She got

675
00:50:15.639 --> 00:50:19.400
moved, She got touched by that, and she said, what we do

676
00:50:19.559 --> 00:50:22.679
together is I want you to help
me find a way to create something for

677
00:50:22.760 --> 00:50:24.920
them so we can develop them and
recognize them so they always know that.

678
00:50:25.840 --> 00:50:30.159
Isn't that amazing? Yeah, that's
great. I got to meet her.

679
00:50:30.519 --> 00:50:34.880
Sounds awesome, She is awesome.
I won't say what her name is because

680
00:50:34.880 --> 00:50:37.639
she might be embarrassed, and I
I need her permission to talk about who

681
00:50:37.679 --> 00:50:40.400
she is. I wouldn't do that, but she is remarkable and it's inspiring

682
00:50:40.440 --> 00:50:45.079
to get to work with with owners
who have that kind of conviction and care

683
00:50:45.480 --> 00:50:47.880
about their employees like that. And
and that's the other thing I wanted to

684
00:50:47.920 --> 00:50:52.159
say for our listeners is that for
some of you listening right now, work

685
00:50:52.239 --> 00:50:55.079
really sucks. It just does,
and it doesn't have to. And there

686
00:50:55.119 --> 00:51:00.880
are there are people out there to
work for and with who want to recognize

687
00:51:00.880 --> 00:51:02.159
you and want to see you and
want to help bring out your best.

688
00:51:02.239 --> 00:51:06.039
And as you know, if you've
been listening for a while, my intention

689
00:51:06.119 --> 00:51:08.599
on the show is to empower and
inspire people to do and be their best.

690
00:51:08.679 --> 00:51:14.039
So would you like to chime into
anything on that? For our listeners

691
00:51:14.079 --> 00:51:15.280
are getting close to an interer.
But do you want to chime into that?

692
00:51:15.519 --> 00:51:20.559
Darren? Yeah, you get to
decide. You get to decide.

693
00:51:20.599 --> 00:51:22.880
And I know some people in some
really miserable jobs with some really miserable but

694
00:51:23.239 --> 00:51:27.719
you know managers, and I feel
like they don't they can't go anywhere else.

695
00:51:28.840 --> 00:51:31.960
You still get to decide who you
bring to work every day. And

696
00:51:32.280 --> 00:51:37.159
why not just go all out and
say I'm going to love the heck out

697
00:51:37.199 --> 00:51:40.519
of my job in spite of everything
that's going on, because I'm not going

698
00:51:40.599 --> 00:51:45.079
to be a victim of that.
That's a good place to start. You

699
00:51:45.159 --> 00:51:51.280
might be really amazed by the results. Yes, I agree, I've in

700
00:51:51.400 --> 00:51:54.119
my research. I interviewed a chef
who was absolutely miserable when I first interviewed

701
00:51:54.199 --> 00:51:57.800
him and actually cry it a couple
of times during the course of our conversation

702
00:51:57.880 --> 00:52:00.280
about his work experience. And six
months later, after our conversation and some

703
00:52:00.400 --> 00:52:04.280
of the work he did, we
circle back and he said, I'm a

704
00:52:04.360 --> 00:52:07.079
good news. At least I'm no
longer an existential crisis. So I'm now

705
00:52:07.119 --> 00:52:09.760
in conflicted fit in terms of a
mode of engagement. I've gotten so much

706
00:52:09.800 --> 00:52:13.440
better and nothing has changed. I've
got the same boss, it's the same

707
00:52:13.559 --> 00:52:16.239
work experience. The only thing that's
changed is my attitude that I bring about

708
00:52:16.280 --> 00:52:23.480
the work completely brilliant, right,
it is brilliant. So we've got just

709
00:52:23.559 --> 00:52:25.880
about a minute and a half left
on the show here, Darren, I'd

710
00:52:25.920 --> 00:52:29.320
like to be able to give my
guest the last word. So what would

711
00:52:29.320 --> 00:52:30.840
you like to leave our listeners with? We have people who listen across the

712
00:52:30.880 --> 00:52:35.800
globe and are in varying degrees of
happiness and unhappiness in their work. What

713
00:52:35.920 --> 00:52:39.280
would you like to leave them with. You're not as stuck as you're not

714
00:52:39.400 --> 00:52:45.119
expected as you think you are.
You are you get to be the architect

715
00:52:45.519 --> 00:52:50.679
of your own life, and that
starts with attitude. And as I said,

716
00:52:50.800 --> 00:52:53.639
who you're bringing into the workplace,
who you're bringing in relationships, how

717
00:52:53.719 --> 00:53:00.800
you're showing up. The more you'll
focus on trying to you know, instead

718
00:53:00.840 --> 00:53:04.920
of trying to change all those circumstances
environments, just change you. You're going

719
00:53:05.000 --> 00:53:07.760
to find some real power behind that. You are the light of the world.

720
00:53:07.960 --> 00:53:15.840
You've got amazing percolating on the surface. Go live it. I would

721
00:53:15.880 --> 00:53:20.400
agree you're more powerful than you think. Listeners, Doctor Darren Martin, thank

722
00:53:20.400 --> 00:53:22.440
you so much for joining me on
working on a Purpose today. It was

723
00:53:22.519 --> 00:53:25.039
such a pleasure to have you work
with you and interact with you and experience

724
00:53:25.159 --> 00:53:30.920
your passion your purpose. Thanks for
being with us. Thanks Lee. Do

725
00:53:30.920 --> 00:53:32.320
you want to learn more about doctor
Darren Martin and the work he and his

726
00:53:32.400 --> 00:53:36.960
team are doing to evolutionalize culture and
within companies, or look into his mini

727
00:53:37.000 --> 00:53:39.280
books, or think about how as
a speaker look at his website. It's

728
00:53:39.320 --> 00:53:45.360
just Darren Martin dot com. That's
d a r e N m A r

729
00:53:45.679 --> 00:53:49.880
t i n dot com. Join
us next week when we're We're on the

730
00:53:49.920 --> 00:53:52.679
air with Diane McClay. Should we
talking about creating your ideal career in the

731
00:53:52.760 --> 00:53:55.599
second half of your life? See
you then, rumor that work is at

732
00:53:55.639 --> 00:54:02.440
least one dred to our life.
So let's work on purpose. We hope

733
00:54:02.440 --> 00:54:07.199
you've enjoyed this week's program. Be
sure to tune into Working on Purpose,

734
00:54:07.360 --> 00:54:12.400
featuring your host Alice Cortez, every
Wednesday at six pm Eastern Time three pm

735
00:54:12.480 --> 00:54:16.159
Pacific Time on the Voice America Empowerment
Channel. This week, find your life's

736
00:54:16.159 --> 00:54:17.400
purpose at work.