Death to Your BS | Likky Lavji | Episode 182

You walk to the show so good to have you here, fellow canadian.

00:00:07

Speaker

It’s awesome scott thanks a lot. I appreciate you taking the time to be dog a it’s great to have you here and yell. I need to get more canadians on show, as we always have that you’ll get instant connection. The bar the brotherhood of blood yeah same time as it’s always a great show. So, let’s dive in let’s go hard. Let’s go media into it.

00:00:27

Speaker

It’s our talk about your book death by bs. I e blind spots, not the other. I not the other use of bs out there so dope.

00:00:39

Speaker

I guess my first question is how bad is it for leaders not to be aware of their blind spots? You know how detrimental can that actually be to use their success, their team’s success in their organization success? Well, you know, I’m! I think everybody has blind spots. We just don’t know we have them

00:00:59

Speaker

and for me to answer that question just share a small story of your mind and the reason I had started writing about blind spots is, I started recognizing some of mine because I got called out on them

00:01:14

Speaker

and one of the biggest ones was either successful. I t company for almost twenty five years when I see success, remedy was there, but boy was a revolving door of employees and what happened, though, was it was lack of trust.

00:01:31

Speaker

Now, if I’m not trusting people, they feel devalued, they feel a little bit longer

00:01:38

Speaker

and even though we got along the culture was good, but that lack of trust was a problem, so I had to go back and figure out where the lack of trust came from

00:01:48

Speaker

it. It actually came from when I was three years old, my dad passed away when I was five. My grandfather passed away at sixteen my best friend passed away in a car accident at thirty five, my favorite cousin pass through the corrections. Oh look he’s mine’s going if we cut if it get close to somebody that gonna pass away leaving anyways.

00:02:06

Speaker

So there was a lack of trust being built there and on the other side, when my daughter was three years old,

00:02:12

Speaker

were driving out to to fino at the beautiful seaside community out on the west coast here, and we stopped off in port out bernie at a subway and we had lunch and all of a sudden, we finish lunch and they see the door opening up, and I hear a senior running out since corner my eyes see this car coming and all I hear a screech,

00:02:33

Speaker

an almost hitter,

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Speaker

but you never forget that moment. When I ran out there. I picked her up and I said a key words. I said I’m never letting you go

00:02:47

Speaker

now. Those are protective words

00:02:51

Speaker

by the way came across to her was dad’s, not trusting me so from three to twelve. Dad was the helicopter parent. Just watching will bear with me here, she’s safe,

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Speaker

but came across as not trusting,

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Speaker

so imagine how many leaders are out there right now

00:03:09

Speaker

that are running into this, and this is just one blind spot was one of many blind spots. I’ve been encountering for myself.

00:03:17

Speaker

Trust trust is paramount. Absolutely paramount. I don’t know how often I I talk about bad because you you have to trust your people. You have to trust your people to do their jobs because that’s what you hire them in the first place us you build teams in the first place, because you need them to do things on your behalf is

00:03:36

Speaker

leave you can’t do it all happy.

00:03:39

Speaker

Oh sure, sorry in trump’s covered that’s true, but you can easily see I’m gonna trust, like patrick lindsey. Only what an incredible person he’s got this the five dysfunctions of a team and I used to go in to organizations and work on facilitating the five dysfunctions workshops and they were great people would know about trust and vulnerability into the happen,

00:03:59

Speaker

hard conversations to get the results if they want, but I would leave that conversation and then trust was very superficial. It wasn’t getting to the bottom of it. So I started working leaders to say: let’s talk about why you have a hard time trusting and we understand what that blind spot is what the reasons were. Then you can start

00:04:19

Speaker

building and being vulnerable and have you the results you want. That’s. That was the premise of me. Struggling this whole conversation on blind spots as I used to go to organizations and do this incredible workshops and people would love it. They pay me all the decent amount of money, but

00:04:36

Speaker

weeks later they go back to the old ways. This wasn’t sticking, so it’s only going back and wondering what is stopping our leaders and entrepreneurs and executives from really executing with the needed it.

00:04:51

Speaker

Well then, so asked us to follow question right. So what is your one? What is stopping leaders from executing what they actually need to because in my head, as of as a leaders, I I make a plan execute relentlessly on the plan while being prepare to pivot ass

00:05:10

Speaker

required along the route right. So it seems like you, you you do that right away, yeah, you, you say: okay, yeah, identified issues, you make their plan, you need to trust the people. You said even you even said that they execute they get into it a doing for two weeks. But why do we all suddenly leaders find themselves always slipping them, so

00:05:30

Speaker

falls back into those old habits from just a couple weeks ago.

00:05:35

Speaker

Well, you said something earlier about my bucket is titled death by bs and it does say navigating your blind spots to be a better leader at the bottom of it, but the bs really stand for the other bs. It really is it’s it’s our own bs at our own ways and it’s funny because bottom of us are funny. But you know here’s a story

00:05:55

Speaker

today, but haven’t we couple years ago I was due course on in new york and I built this cohort

00:06:02

Speaker

and I asked them a simple question. I said how I show up when I walk into a room

00:06:10

Speaker

and they kind of chuckled legal. You sure you want a notice, echo yeah, I’d like to find out they go up. The shop is a pompous black and I go okay. Tell me more now. I did not say no way. I acted. Welcome more information I wanted to ask clarifying questions. Is a tough little bit more? What you mean by that?

00:06:30

Speaker

They all look. You love dressing up, and you know when you walk into this room and you’re all dressed up in a bow tie and apply jacket and a fancy shoes and- and I love doing that

00:06:40

Speaker

gasp recovered. Of course, now is a golf shouldn’t teacher and hookers, and

00:06:45

Speaker

but the key part is you don’t smile

00:06:48

Speaker

nascar? Let me ask you my smilingly now,

00:06:52

Speaker

ah so I okay see, and I anything I’m really smiling-

00:06:57

Speaker

that that’s the differences, I’d walk into his room, all dressed up, but I wouldn’t smile. At least I thought I was smiling so people they are here. He comes easy once you own the room

00:07:07

Speaker

literally the next day, when I got back from new york, I could a networking event and I walk into the room and had this big smile with my eyebrows as well, and that networking event turned upside down, because I don’t have to worry about going and talking to people they just came after to me. I wasn’t not. I was not out an unapproachable. I was very

00:07:27

Speaker

coachella point. So the question I would ask my leaders are listening ears. Will you asked your team? How do you show up

00:07:35

Speaker

and will you do anything about it

00:07:39

Speaker

right now that there is that’s interesting cause? You don’t know right e, you. We have this perception from our eyeballs, but everyone else has their perceptions from their eyes on how we show up and how we hold ourselves and conduct ourselves. Honest often as public debt is that’s got me like one of the biggest pie.

00:07:58

Speaker

Peaceful spot of all is how you shop and how you present yourself at a it’s very interesting that you come across as very purpose. I did notice this just the suits in the bow ties and all the staff but yeah. My initial thoughts was okay. Macgyver yeah, the guy likes to dress up in in a I’ll, probably have fun with air.

00:08:18

Speaker

It’s probably fun for you, picking out your efforts and all that stuff.

00:08:22

Speaker

But a time boomerang back to the initial conversation over having read revolver and trust is that you have to have that trust established to ah

00:08:31

Speaker

take actually believe what they’re saying to you right, not you’re, not you’re, actually hearing what you need to hear vice what you want to hear whenever I totally agree and as ass as a leader hill, most leaders- and I say most: are they being groomed to that position? Either they our entrepreneurs and neither have this

00:08:51

Speaker

team that they had to lead? And you have to pretend that you know everything.

00:08:59

Speaker

But it’s okay to say: I don’t know about why I’ve got this incredible team to help me with this and that’s my biggest thing right now. I’ve got an incredible teammate and I other look. I am the connector, and so there’s such a background. A little bit is eight thousand blind spots. A group defined in in an assessment- and one is one of the sites-

00:09:18

Speaker

is a collector too visionary year

00:09:22

Speaker

like starting projects, but you don’t like finishing projects. Does me totally when I say that up front with my team, I said: look we’re gonna have a meeting today and it’s about. I got this vision, let’s see where it goes see where it lands, so they all know, but before I used to do how these meetings and just start talking and then they all here we go again like is having these other meetings in

00:09:41

Speaker

these different different versions and we’re not going anywhere

00:09:45

Speaker

but another example: users, my wife, she’s, the peacemaker, slash, analyzer

00:09:52

Speaker

and that’s those are two other styles. In the in this assessment.

00:09:56

Speaker

You know I would say to her: let’s go on a holiday

00:09:59

Speaker

and next day I get this incredible. Thirty page email,

00:10:05

Speaker

the sand. Are we gonna be stepping on in the history about this lava that the volcano about hawaii- and you know what I do. I don’t even read that message, because it’s thirty pages long there’s way too much data for me, but that’s the way she communicates

00:10:21

Speaker

once we know what the blind spots are for each other and owner in an organization were able to start communicating the way they need to be communicated. So now what she does sends me an email and says we’re gonna hawaii for twelve days and here’s a dollar amount and then it’s thirty gmail,

00:10:40

Speaker

nine five I read some of the thirty bc would be sugar, my interest and I’m excited to go

00:10:45

Speaker

sort of communicate. The way we need to become me communicating in organizations.

00:10:50

Speaker

I know leaders will wanna, have an impromptu meeting without an agenda and I control or less sitting there directly accounted they’re sitting there going. Oh, my god is getting stressed out because he has no idea of the meeting is about. You can be sitting this meeting and it’s gonna be all these visionary scar and the country and the accountants like this is waste of alchemy. So I

00:11:10

Speaker

I tell my executives is hey. If we can have a meeting just give them a heads up to them in agenda is the I think about it.

00:11:18

Speaker

Now, the income they prepared, so that I blindsided, but these are the little things that come up just fine tuning small things makes leadership and executive team incredible

00:11:32

Speaker

love, it absolutely love it and whimper really resonated with me in their whole bed was the need, I would even go say requirement for leaders. Are there to communicate in the way that their subordinates under stand. I don’t know how many times I’ve come across

00:11:51

Speaker

readers saying are just on our me: didn’t they just don’t get it, they don’t get it and- and I crashed crushing ago, is it that they don’t get it or you’re, not communicating to them in a way that day they understand valve. They should know how I think might buy it’s like you’re speaking english and they’re. Hearing germ

00:12:11

Speaker

and they’ll get a couple words because anders some similarities between english and german very little, but I’ll get a couple words and the disconnect is massive. So absolutely love that you’re putting the onus on the leader say. Okay, I understand yeah scott needs to hear it in this way. No lucky over. There needs the thirty page

00:12:31

Speaker

document approach, but you said it in so I I really like that. Now you mentioned the different stub, the different types yeah, let’s dive into those lava deeper, shall because at that seems a bit interesting. I think that would be helpful to the leader out there to know what they are and your little bit of neat little bit

00:12:51

Speaker

ooh bit about each one so that they can prepare themselves well. I think what what every leader should do is take the assessment that we have a free assessment and ring, but the links in the in the show notes- I guess, but it’s at the lucky lab dot com and if he’d go to they take. The assessment is literally a formative assessment and there

00:13:11

Speaker

results that we get out about our incredible. You get

00:13:18

Speaker

you get your start defined and there’s the four primary styles, the competitor, the motivator, the peacemaker the analyzer. Then there’s the blended styles, which are the energizer energizes, the connectors, the stabilizers in the controllers.

00:13:35

Speaker

But when we start talking about these labels or styles,

00:13:42

Speaker

when I say controller, it’s not physically the controller type.

00:13:48

Speaker

There are some blind spots of that type. Has a nice. What we’re trying to show in this assessment in in in in the work that we do for the team’s team workshops is how we get them to identify where and what styles people need to be addressed with and identify some key blind spots

00:14:06

Speaker

in a work environment, and this is what is the impetus of searching for your blind spots.

00:14:14

Speaker

For example, for me, the connector one of the blind spot says it on this piece of paper on this assessment that says you like to start projects within, don’t like to finish them.

00:14:24

Speaker

Others may see it as flighty

00:14:29

Speaker

I’ll say that again is late to start projects, but not finish them. Others might see you as flighty.

00:14:37

Speaker

So now, if I’m going to meetings and having these visionary meetings and going on to the next one,

00:14:42

Speaker

the rest of the team is like kill. Are we not sticking to something like why we just moving everywhere? But now, when I go to meetings he looked underneath was the on the wall. Was a secret sticks now loved get some input from you guys,

00:14:55

Speaker

so I’ve addressed my own blind spot in a meeting. So they’re not coming this all. Here we go again another for another flight eating, so I am addressing now that I’ve known, I know my own blind spots, I’m aware of it, I’m addressing it and then we sit in the team, and I do these workshops literally a pastoral teams and four hours. It’s been incredible. We sit there. We go through

00:15:15

Speaker

lights buzzing with all of us from the bell rings.

00:15:18

Speaker

Oh, that’s why the analyzer, because upsetting meetings they don’t have an agenda that they’re upset about that the did the colored just fit in these light are going off.

00:15:32

Speaker

I use a small example. I said you know it’s. It’s total for right now and we’re gonna go for lunch and thus a competitive cyclist go for lunch great. They go to the motivators office right and the motivators was like yeah. Let’s go for lunch where we gonna do we’re gonna go in a what were we gonna? Do then? The connectors office connectors, like feel we should call anybody else, make sure a garage and a half

00:15:53

Speaker

fine to talk about the lounge and is now is like twelve fifteen might have lunch? Is I only started and they go to the peacemakers office? The peacemaker goes. You know I was talking to scott yesterday. In I kind of said I may go for lunch with them. Do you mind if I call scott as well as I don’t hurt his feelings and then they go into the analyzers office. Rape analyzers, like it’s true

00:16:13

Speaker

survey team, which to leave at twelve and can get back by one o’clock and where we eating. What’s so many like they want the detail they going to controller’s office controls like you guys, should have been idea. Twelve o’clock, let’s go so we can be back one imagine lunch. Eight different styles addressed

00:16:33

Speaker

chaos, absolute in a hassle at their pets or an air attack better,

00:16:40

Speaker

but it does all region. I can see people I could see like eg, I picked up my wife and there I picked out some close coworkers in there. I picked over some friends in there, so I definitely can see how that actually works in young, arrogant, see a broken out and indifferent

00:17:00

Speaker

people that line into those things. Now I assume that we have these different styles and, like all these different tests out there you’ll find out you’re different style or your different personality type or whatever we’re. Not all one hundred percent wanted them right now and there’s always a little bit of overlap here in there. Would you would you agree to that?

00:17:20

Speaker

For sure?

00:17:21

Speaker

Oh, I shop is a connector which is a blend between a motivator in a peacemaker when I’m at home. My role is more of a peacemaker and when I’m in the war in the workplace, man rule is more of a motivator,

00:17:33

Speaker

a storyteller, a visionary, a process out there. Just looking at the big picture, imagine me being like that at home.

00:17:42

Speaker

I am we don’t. We look at me talk one big plans at home, but I also have to be the peacemaker and understand that change is hard for peacemakers.

00:17:51

Speaker

My wife is a peacemaker when I say I think we should move next week or next month

00:17:56

Speaker

or even next year, she’s like freaks out up. She don’t want change, she needs all the details,

00:18:01

Speaker

so we understand these different styles and where they fit in so I said, she’s a peacemaker which is also analyze or she likes low detail.

00:18:10

Speaker

So when we know the styles of people need to be addressed with and and talk with, the communicate in their language, but this is incredible: book called the five languages of love right, which had been out for free for decades.

00:18:23

Speaker

I call this the eight languages of business and if we get good of these eight languages and understand other people’s languages, are your abs gets out of the way and you can actually get some really deep, meaningful conversations and that trust is built immediately.

00:18:41

Speaker

Imagine sitting in a room and sharing your blind spot with somebody and saying man. I can’t believe I had this blind spot. I didn’t see it.

00:18:52

Speaker

I now. Moreover, I’m gonna work along with it with you to make sure the week we achieve results, so we need to.

00:19:00

Speaker

I would even like taken a step further, furthering just getting your your whole team together cigarette butts.

00:19:06

Speaker

Let’s do this, let’s do is all together like I said it doesn’t take that long. I literally did it while you’re talking log own much like you and connector,

00:19:17

Speaker

so it does not take long at all. Fourteen questions, bam, you’re done

00:19:21

Speaker

and tab.

00:19:23

Speaker

My point is: is that you’ll get the team together? Take those couple minutes go through it now, and you sit around discussing okay, l m real, read the report and then start discussing an end. Then you can actually see you know different scenarios pop in your head right when you wouldn’t win that blind spot of of

00:19:42

Speaker

blind spots are you type gets removed annual? Ah, that’s why sound so reacted this way at that situation. That’s why I interpreted this that way at the other situation, and so on so forth,

00:19:59

Speaker

very early on in the podcast. I’m talking, maybe episode. Thirty something- and this is one eighty two so we’re talking like a hundred and fifty episodes ago. Three years ago, crazy think I had a german forty under forty guests on show at ces, great great irish, to actually come out and getting back on the show for fun.

00:20:20

Speaker

Tanks ran a small small, medium size, business,

00:20:25

Speaker

steel, steel, business and wounded the thing the key to his success. He told me was that, had everyone go through the arm, myer briggs test

00:20:37

Speaker

right and then what he did was. Not only did he have an error, everyone do it, but he had them write down the results under doors

00:20:48

Speaker

so that when I walk to sonia a walk to your office, I saw those different your traits there. I knew okay, I need it now to adjust my style to yours

00:21:00

Speaker

and I think you’re doing these tasks and reading these books are all great. But when you don’t in hack to the point where you need to be open about it, then this is where you’re actually missing to me the pinnacle of being able to implement it

00:21:16

Speaker

you’re bang on. I I keep on joe, whom a team is that we need to sort of tattoo parlor so that we can talk to their stars on their foreheads. So we can understand how people want to be communicated. I think if it’s bang on an sd as we do these team workshops, those styles become so common and so now

00:21:35

Speaker

actual to speak. To the we understand now

00:21:39

Speaker

you know our. I wanna make sure that we understand something here, that this is not about giving in and being stuck on and changing for somebody else. This is just me aware of how you show up and where you blind spots are so he can address those.

00:21:56

Speaker

It is no different than when you’re driving you checking your blind spots. You didn’t want wanna get hit, but in life with some, for some reason refused to check our own blind spots. So this brings it out our conversation. My book actually brings out your blind spots and then you can start addressing them and being aware of them and shifting that relationship you have

00:22:16

Speaker

with your loved ones and with your work environment,

00:22:20

Speaker

so here waterson the best ways to address them. I you just mention that new water, how do how do I, let’s take me as an example? Now are some the best ways for me as a connectors are addressing my blind spots, you know what should I be looking out for and how do I? It essentially attack this so that my blind spots

00:22:39

Speaker

right now I get I get the little flashing light install on my side mirror now tells me that when something’s in there

00:22:47

Speaker

well, I want to read off one of your potential blind spots. Okay-

00:22:52

Speaker

and it says you need, for the approval of others- might influence you to make decisions that lead to less desirable results, because you don’t want to be rejected.

00:23:02

Speaker

How does up that resonate? For you,

00:23:04

Speaker

agassi a build up for sure.

00:23:07

Speaker

What does I resonate for you in is more workers, more mortal,

00:23:12

Speaker

ah, probably more home them work attack

00:23:17

Speaker

perfect. So what I tell of my clients wanting to have this conversation like this is great another you’re aware of it

00:23:24

Speaker

and you need their. We need that approval to build that connection closer.

00:23:31

Speaker

What do you do by now, you’re aware of it horrigan address this at home.

00:23:36

Speaker

You may or may not addressing another euro erectile. Not what we now ends up happening is we’re having a conversation in your leaning towards a desired outcome, because you want the approval worse, is you want the outcome?

00:23:54

Speaker

Two totally different computer yeah? Absolutely

00:23:57

Speaker

right! So now you, if you read this and you get this league and we just aware of it now. Okay, you know what let us have a great conversation and the outcome is. I want to do this with you

00:24:08

Speaker

or we should do this and you not looking at

00:24:11

Speaker

forcing the conversation forcing a outcome, because you want the approval

00:24:19

Speaker

and a lot of us have our blind spot but said these are things that police are reading this and start having this conversation reading the book it comes to light. This are becoming aware of it

00:24:30

Speaker

and actually becoming aware of it. Your behavior and action start changing.

00:24:36

Speaker

Can you really become raw and real,

00:24:40

Speaker

and that’s when life starts beginning, when you just true raw people, say to me they,

00:24:49

Speaker

you are like right out there and just sharing everything why I said I don’t wanna hold anything back when I release my book on march thirty. First,

00:25:00

Speaker

there was this sense of relief that now the world knows my story out only to hide anymore.

00:25:07

Speaker

I don’t need to say I had a great idea company. I did have a great help me, but I suck as a leader

00:25:15

Speaker

and it’s it’s. It’s truly an apology to all of my employees for the last twenty five years,

00:25:21

Speaker

and I have no problem saying. I have no shame in saying that what I’ve learned from that is incredible. I get to get out there and not teach incredible leaders from my mistake:

00:25:34

Speaker

powerful words, man powerful words. While I search for evil and luster there like he asked me what I’d while the get out the show-

00:25:44

Speaker

and I told him for the audience to basically come off the show and share with someone immediately anna at this gonna happen. I can tell you right now. This is gonna happen. Right now is yeah. Definitely power forwards. In fact, I’m gonna be posting. This raw video up in our in our in our facebook group or free facebook group for the list are def, not part of it. I don’t know why come join,

00:26:04

Speaker

join

00:26:06

Speaker

it’s probably kicking around twenty three to twenty four hundred. Now, even more than that by the time, this gets release at cb, probably around twenty five hundred people in every facebook group. By time this gets released, talking about leadership, and I having real conversations. So if you’re, not part of that group, then just got moving for leadership, dot, com forward, slash and now just point your right to

00:26:26

Speaker

do it, but I, like the I love the young authenticity vulnerability, their leaky about.

00:26:35

Speaker

I yeah you’re you’re success and also does your lack of success as well as of dear so I’m actually gonna detour for a quick second-

00:26:46

Speaker

and you can, I hinted at door. So can you tell us some of you of those hard lessons that you learn from being a successful businessman, but not a successful leader in your time running your I t company is yeah. I love learning from lessons of your failures because then they’re not failures.

00:27:06

Speaker

They turn into lessons yeah, you know. Am I get called in into teams these days and it’s usually the comment from an executive say you know, can you come into work, my team? There is a real problem. There were not getting along and they’re they’re they’re having a hard time communicating and they are having the problem of. I wish they would change

00:27:25

Speaker

and I love those conversations because once they get in there,

00:27:29

Speaker

we have these hard conversations and they quickly realize that they’re, the impetus of what the foundation looks like and when I talk about my ex accession companies, but my failures,

00:27:44

Speaker

I I look at my my teams that I’ve had in the past. If I would a distrust of them,

00:27:51

Speaker

we would have an I t company that would have transformed the world

00:27:57

Speaker

at hand. People we had

00:28:00

Speaker

bye, bye, be not trusting them and always looking for the next best person. The next best thing I was in focus on what the outcomes were: witches help people in the eighty world.

00:28:12

Speaker

I was too focused on myself and too focused on the money too focused on making sure the right people that did the right job.

00:28:21

Speaker

I did had him in front of me. I just never noticed it

00:28:26

Speaker

tied in oh, am I always ask my leaders to think about, as they want a bill that

00:28:33

Speaker

company to where they wanna be, and they know why they’re in business

00:28:38

Speaker

trust the people and, if you’re, having a problem with the people understand why

00:28:46

Speaker

f, now a file yeah deftly love, it

00:28:50

Speaker

you’re the most likely your best employees already in front of you right,

00:28:55

Speaker

yeah, most of the time, and often fine when it, when I do my coaching very similar situation of smiling of noise when you started that because I knew the direction you’re you’re roughly going in that neon, the teams, I cool, cool, cool young, cohesive working together, not always a you, I tease zachary

00:29:15

Speaker

serve, do not knocking me mary. What I’m looking for ball like okay? Well, that’s how are again back to communication bit. I we talked about like how are you communicate with him? Are you talking to them away that you understand? Are you providing them young space, the safe space, to come back and question what you’re telling them to do it

00:29:35

Speaker

in the office in a professional manner? Are you being open to them? I e available to them to be I’ll, come back. How often are you checking up on the team? Is it too little? Is it too much snow in that’s a bouncing at at? It has to be balance between the leader and a subordinate leader and arrested a team

00:29:56

Speaker

yeah how how important the project is in exeter, exeter you’re, all these different factors come and play, and you realize that everything I listed there. It had nothing to do with detained

00:30:08

Speaker

it had everything to do with the leader. Exactly and you know it’s gonna wanna disturb share something with you when you said that

00:30:16

Speaker

thought leader just needs to realize that they are leading the people

00:30:22

Speaker

in the company

00:30:25

Speaker

they are leading and coaching the t in a are focusing only on bat.

00:30:31

Speaker

The team will just flourish and get the job done,

00:30:35

Speaker

but most executives, the leaders are too focused on the end result

00:30:40

Speaker

after company and other people,

00:30:43

Speaker

one of the things out, but I did when I had my tea cuppy. We were up to twenty two people at one point an overnight. It was a bad culture. Is all my fault

00:30:54

Speaker

hands up my fault, but the next day I went in. We fired everybody.

00:30:59

Speaker

We like or everybody who was myself, my wife and my vice president, who sat there and said: okay now would we ever do we need to rebuild?

00:31:07

Speaker

I went back to my core message of myself and understanding what my issues were hire the right people. We went from twenty two people to eat people,

00:31:17

Speaker

the right aid people because I was able to be totally vulnerable and open with them.

00:31:24

Speaker

Those eight people did the work of twenty. Two people does imagine that

00:31:29

Speaker

and I sold the business at a gross profit margin that and heard of in the eighty world,

00:31:36

Speaker

because those people felt valued and they wanted to be there

00:31:42

Speaker

to the point where, when I was selling the company, there’s a due diligence to pay off all overtime pay offer everything that’s outstanding.

00:31:51

Speaker

I asked my team said team. What can you please give me your overtime hours? I could pay you out in the conflict. Emily goal. What overtime?

00:32:00

Speaker

I said! Listen, I’ve been here on a friday and I’ve left at four and I’m gonna for dinner in downtown of come back and eat, and you guys are still here.

00:32:08

Speaker

So there is overtime, they don’t know. There is no overtime,

00:32:12

Speaker

you’ve taken care of us, and this is our way of giving back to you and they actually signed off saying there is no overtime. We wanna be here to support you

00:32:23

Speaker

now. The interesting part is the company that bought us

00:32:28

Speaker

didn’t have the same culture as what I built

00:32:33

Speaker

every employee there when I went over there left within three months.

00:32:40

Speaker

Ah so many lessons there. Ah,

00:32:44

Speaker

but you, you basically said something I say all the time on the show, and that is from my own story. I was a squad and commander of our two hundred member unit, and you know I was in charge of the people, not not the unit per se,

00:33:02

Speaker

and I would tell them on a date, new concept and since a daily basis, but ill very constant basis of my job is simple. I’m here to provide you with everything. You’d need to do your job on a daily basis,

00:33:17

Speaker

whether that is the tools, physical tools, equipment, training, budget time, flexibility, etc, etc, etc. Every day my job is nature, you got what you need to do to keep your job on my behalf, because I was not the one. There were young driving trucks. I was not turning wrenches. I was not

00:33:37

Speaker

drafting up your card, local purchase contracts and all this other stuff that we did it was. It was the team members that were doing that,

00:33:46

Speaker

and one of the ways I like to drive cohesion in my unit was that christmas time would get everyone together

00:33:56

Speaker

and a night at pour a couple weeks before a lot of our kpi new key performance indicators. However, vehicles to be decks, how much the emmy climbers to we drive how much equipment we move, etc, etc,

00:34:10

Speaker

and with your own, I would get the individual sections subsections call troops to stand up, so we had three trips to transport, troops remain trip and supply. True

00:34:19

Speaker

forget the transfer guys to stand on right now. Yeah you guys drove x number callers that equated to having was like six point: three five trips to the moon and back like it was crazy numbers, and I put in context that and then the final one was the supplier guys, and I got them up a said.

00:34:35

Speaker

I said you win, spent a camera, how many millions of dollars in local contracts in our local area here in kingston

00:34:44

Speaker

method that equated to a wide number of family incomes

00:34:50

Speaker

right any just see the deprived and people unlike young and an everyday very much like you said there are people working long days, long hours did you want anything in return

00:35:02

Speaker

because they believed in themselves, and they believed in the mission in and a unit that they work for so fantastic fantastic. I wanna wrap up by saying one thing and I get asked: what’s the best way motivating my team, you I do night donated do bowling night and we give them raises and bonuses. I got those agree,

00:35:21

Speaker

but when’s the last time you looked in the eyes of your employees for two minutes and just said: how are you doing

00:35:29

Speaker

and those two minutes makes a difference. That’s gonna keep adding for you happier and stay longer.

00:35:38

Speaker

I over rule mit company when I converted to the people, but when you come into the office

00:35:44

Speaker

yeah because they had everybody in and comes ahead to me last

00:35:48

Speaker

and the biggest reason for that was. I wanted to see how you’re doing,

00:35:52

Speaker

if you’re, having a challenge at home. If your cat died, a dog died or you had a issue the espouse. I want to know that so that I can be present for you and help you through the day

00:36:04

Speaker

and before you leave say bye to me last because whatever is happening in the workplace, let’s leave it here. I don’t want to eat at home,

00:36:15

Speaker

and that was an impetus. Shift of change are some absolute asshole,

00:36:21

Speaker

hey my friend. Those were deep conversation but cheaper than I anticipated. Let me tell you, but a fantastic one and at you at one these are important ones that need the the idiot discuss for sure.

00:36:34

Speaker

Ah, but sadly we do, as you hinted at, do drive up, but before we wrap up get a couple last questions for you

00:36:41

Speaker

in the first one being I according you’re lucky live gee. What makes a great leader be present, be open and understand the other li at the other people. Your team well get to know them. Well,

00:36:56

Speaker

fearful love it

00:36:58

Speaker

viral thing is working we will find you can follow. You be part of your journey, is over you now shameless plugs have at it. You know, I’m lucky laugh: ci dot, com, l, I k, k y l av j, I dot com.

00:37:12

Speaker

This is the assessments on their websites on there, but I’m on social media lincoln under lucky, lad. G.

00:37:18

Speaker

The book death by bs at amazon was a top seller and it is to help you transform your life.

00:37:28

Speaker

If we looking for that little bit of a push, I recommend picking it up

00:37:34

Speaker

awesome and, as always, it’s easy for you just go to moving for leadership. Dot com forward, slash one. Eight two points. Eighty two, two links furniture, sir, fantastic conversation. It’s been an honor, it’s been a pleasure having you on, and I definitely think that the audience got a lot less one,

00:37:53

Speaker

not every fish. You and thank you for what you do for the leadership community and the world is at itself and your services, while.