The following transcript is provided by YouTube. Mistakes are present. To hear the podcast episode, click HERE.
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Welcome to Scaling UP! the podcast where
we’re Scaling UP! on knowledge so we
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0:17.5
don’t Scaling UP! our systems everybody
Trace Blackmore here welcome to the
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0:23.4
world’s most popular industrial water
treatment podcast I am very excited
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0:29.0
about today’s show I’m excited about
every show I think I say that each and
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0:34.2
every time I come on with you I gotta
tell you nation I love the fact that you
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0:38.9
are listening to Scaling UP! h2o I love
the fact that when I see you in person
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0:45.4
you let me know that this show is doing
something for you whether it’s allowing
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0:51.2
you to talk to somebody about going to a
training function or maybe getting a
0:51.2
0:57.0
mentor or maybe trying something new
that you’ve never thought of before
0:57.0
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I love all of those stories because that
means that you’re becoming a better
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1:09.4
water treat and I get so many people
that thank me for them doing those items
1:09.4
1:16.1
folks that was all you you have all the
credit to think for that I was just
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1:21.5
maybe a little nudge to push you in that
direction but you should know that you
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1:25.4
are the people that are out there doing
that please keep doing that and please
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1:31.1
let me know your stories I can’t tell
you how much that means to me it really
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1:36.9
does motivate me to do these shows and
to put all of this information out there
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1:42.3
into the industrial water treatment
community last year I had the privilege
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1:48.2
to speak at several Association of water
technology venues at the convention and
1:48.2
1:55.1
Expo in Orlando Florida and one of the
topics that I spoke on was Millennials
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2:00.2
in the workforce and have you ever
thought about the fact that we have five
2:00.2
2:08.4
generations working in today’s workforce
so those generations are the Gen zere’s
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2:13.3
the Millennials the Gen Xers the baby
boomers and their traditionalists so if
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2:18.4
you are listening to this show I promise
you are one of the members of those
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2:23.0
generations
with those generations we get brought up
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2:27.4
differently we have different
expectations because of that upbringing
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2:35.6
so it only stands to reason that we may
have some issues when it comes to
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2:41.3
communicating with each other well folks
there’s no doubt about it if you own a
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2:47.3
company if you work for a company you
need people to help you do that work so
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if a certain company out there cannot
relate to a particular generation well
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2:57.5
that may not allow them to get the work
done
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3:04.1
so today’s interview we are talking with
Jeff Butler and he is an expert on this
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3:09.1
multi-generational workplace
communication he has written several
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3:14.6
books on the topic and he’s going to
share with us what we should know about
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3:19.5
different generations working together
and how we can do it a little bit better
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3:25.4
Scaling UP! nation please help me
welcome Jeff Butler my lab partner today
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3:31.0
is Jeff a butler and Jeff I’m so glad
you’re on Scaling UP! h2o I have had so
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3:35.4
many conversations with other water
treaters other water treatment company
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3:39.9
owners and there’s so many
misconceptions out there about the
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3:44.8
different generations working together
now before we get started though how
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3:50.2
would you explain exactly what it is
that you do yeah great question so what
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3:54.6
I do is I held workplaces create work
environments where generations can work
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3:59.9
together using each other’s strengths to
the best of their ability so making sure
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4:03.8
that say baby boomers can work well with
Millennials and able to leverage each
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4:08.5
one of their best attributes well it
sounds like you are the right person for
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4:13.4
this show do you mind telling the
Scaling UP! nation a little about
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4:19.2
yourself sure so yeah my name is Jeff
Butler written a couple books on
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4:24.5
workplace dynamics I travel all around
the world just helping all different
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4:29.0
kinds of industries originally I started
talking about Millennials because I’m
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4:33.9
actually 27 years old extremely young to
be in this space but I what I saw as an
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4:39.6
opportunity is helping workplaces from a
younger employees perspective because
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4:44.1
when I was growing up I was in Silicon
Valley in a Silicon Valley household my
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4:48.8
parents built several companies in real
estate from there when as computer
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4:52.1
science degree working several
fast-moving startups and I ended up
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4:56.5
deciding to go into speaking went into
several TED Talks and then now do
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5:01.0
keynote speaking and training across I
guess now around the world because I’m
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5:06.1
how my first big keynote in Spain in
June so I guess it’s kind of going in
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our intercontinental as they say that’s
awesome man how was it speaking overseas
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oh no that’s in June so I have to work
on my Spanish a little bit for that I’m
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5:23.1
still oh you’re delivering it in Spanish
no I wish I I need to make sure that I
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5:26.6
could say hi my name is Jeff in Spanish
you know not sound like a complete
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5:32.6
American good luck with that I know I
need a lot of luck to that one well when
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5:36.7
you and I started before we started
recording I was explaining to you then
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5:41.9
at the association of water technologies
convention and Expo last summer I was on
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5:47.5
a panel of Millennials and I don’t think
I got as far into what I’m getting ready
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5:51.0
to tell you now but when I was the
moderator and we had a panel of
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5:54.8
Millennials and then we had a bunch of
people in the audience of all
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6:00.3
generations but mainly they were
probably Gen Xers and traditionalists
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6:08.1
and with that I asked what are some
adjectives that describe Millennials
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6:18.3
what do you think they said did I soloed
it so yeah I mean I mean things came out
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6:24.5
like lazy always on their phones
self-absorbed you know things like that
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6:29.9
and I know personally the people that
are up are that were up on that panel
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6:36.3
and I wouldn’t use any of those phrases
to describe any of them so why don’t we
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6:41.9
do this why don’t we explain first what
the different generations are out there
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6:46.3
and then maybe we go into some
stereotypical characteristics of each
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one of those
generations yeah definitely so if we
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6:53.4
walk backwards or I guess youngest to
oldest
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6:58.7
right now we have Generation Z coming up
and they are I guess at the oldest right
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7:03.3
now around 18 years old just starting to
hit the workplace and that’s actually
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7:08.3
younger than Millennials and right above
that you have Millennials and here’s
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7:14.8
where I sort of step away from the
stereotypes in generations it turns out
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7:18.9
I don’t know if you’re familiar with the
term Generation Y and millennial are you
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7:22.6
familiar with those two terms I thought
they were interchangeable are they not
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7:26.8
right they’re not and this is the weird
part it’s why are there two different
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7:30.2
terms and it turns out that they were
both coined by different sources and
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when you look at generations you would
probably think oh this is by the Census
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7:39.5
Bureau government did data did a whole
bunch analysis on some survey that’s on
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7:45.3
their website that’s not the case so
millennial was coined by to generation
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7:49.9
experts and they had a book called
Millennials now or the generations book
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it’s a pretty it’s a cornerstone to a
lot of the generation theory out there
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and the interesting thing is those two
authors coined millennial Harvard
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8:06.0
Business Review coin Generation Y the
Millennials more of a commonly used term
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8:11.3
while Generation Y not as much but
Generation X is used a lot right you
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8:15.0
probably hear that all the time right
that’s actually my generation right
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8:19.1
generate yeah Generation X have you
heard of 30 nurse I have never heard
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8:24.9
that one exactly their teeners was the
other generation for Generation X that
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8:29.7
the two markers that coined millennial
had so it turns out that is the media
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8:34.3
didn’t pick up that term because it just
wasn’t catchy enough so what you have is
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8:38.7
this really interesting marketing game
of who can coin the next term for the
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8:42.1
generations and if you do when yours is
the most accepted you become the go-to
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8:46.3
expert oh there you go and that’s why I
love all these talks I’m like look
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8:48.0
there’s a lot of things that are
changing the world
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8:51.8
sure technology innovation and
globalization all those kinds of things
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8:55.8
but the main thing to be aware of is
that a lot of those stereotypes that
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come out there are from people who say
have alternative agendas to say appeal
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to what
ever maybe I’ll let they’re pitching
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their story to well a little bit that’s
great information I didn’t know that see
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we’re already educating the Scaling UP!
nation tell us some more okay so going
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9:13.1
back a little bit further you have
Generation X and this is I just don’t
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9:17.5
really like to say pigeonhole people in
different spaces because you could say
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9:22.1
well you know baby boomers when they are
growing up you know we’re just Oh after
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9:27.0
World War two and they’re a lot more you
know traditional like mid like the
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9:32.0
traditional generation the loyal they
stay in one place and you know you can
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9:36.6
find edge cases in every single
generation and I think what happens to a
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9:41.4
lot of employers or people who have
businesses or managers they listen to
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9:44.7
Generation experts and they have all
these stereotypes and then they carry
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9:49.4
those stereotypes into the workplace
thinking oh oh Millennials like
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9:54.0
smartphones which is not the case I
actually had my first TED talk was on
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9:58.0
smart phones and how it changes the way
you think so I’m not really like a
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10:01.8
hundred percent everyone needs
technology kind of guy the thing is is
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10:07.7
if a manager gets caught up in a
stereotype and they use that for the
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10:12.7
individual then you get into a lot of
workplace conflict but if they use it
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10:17.9
for the system of the company then
they’re able to leverage the stereotype
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10:21.9
effectively so let’s look at the
implantation of that let’s say you have
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10:27.2
an example where you read a study by
some you know credible source that
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10:32.1
Millennials love black coffee in the
morning in fact 90% of Millennials love
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10:35.2
black coffee in the morning completely
not true but just say hypothetically it
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10:40.3
is for this case okay fair enough
take that study and say that you have a
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10:44.5
onboarding process of all the new
Millennials in your company and you get
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10:49.5
90 percent of the coffee black because
that’s what this study is so it’s the
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10:53.2
system of the party okay but if you
would walk up to a millennial during the
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10:57.2
party who’s not drinking black coffee
and say oh whoa you’re not drinking
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10:59.8
black coffee what’s wrong with you I
thought all Millennials like black
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11:03.0
coffee right that’s addressing the
individual that’s stereotyping the
11:03.0
11:07.4
individual and that’s where a lot of the
generation tour all the workplace starts
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11:10.5
to manifest itself so as a manager or
someone who’s more of a leader in the
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11:15.9
organization understanding lever
those sort of higher-level explanations
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11:21.9
for generation on the systemized level
not the individual level so for somebody
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11:25.7
that’s had issues out there in the
Scaling UP! nation that has hired
11:25.7
11:30.8
somebody in the younger generation and
they consistently see the same issues is
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11:35.1
that an issue with them is that an issue
with the individual is that an issue
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11:41.6
with the actual millennial workforce how
do you go about finding that out yeah
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11:45.6
well the thing is is when you have an
issue with an individual let’s just say
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11:49.5
that a huge squall one of the big
stereotypes millenials is that they’re
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11:55.6
lazy and one concepts of being lazy or
one I guess symptom of being lazy is not
11:55.6
12:00.1
doing a high enough quality job on a
task right that’s probably an easy thing
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12:03.9
we can agree on so then I would say okay
if you can figure out if it’s the
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12:08.8
individual or the generation issue what
I would say is well let’s not depend on
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12:12.5
the individual let’s just make sure that
the systems that we have in place are
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12:17.1
credible enough to ensure that the
individual in that system is an actual
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12:21.3
good employee rather the it being well
all Millennials are lazy all them put
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12:25.2
low quality work out so we have to drop
the bar so then in that case what I’ve
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12:29.4
done my own companies that I run I’ve
actually started three by the time of 27
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12:33.2
is that if I have say an employee that
I’m worried about the level of quality
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12:37.5
that they’re doing I would have a
checklist of things that when they
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12:41.2
deliver a task here’s the 10 things that
I expect to be done in that particular
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12:46.7
task when it’s done I view the checklist
if it’s up to par great if it’s not then
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12:51.2
I know that the quality of their work is
off the par very often with Generation
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12:54.9
dynamics older generations see
Millennials on their phone not working
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12:59.6
as much but the best question they have
to ask is are they actually completing
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13:04.5
the job up to their discretion stop
being worried about the how and look
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13:09.4
more at the what is being done if the
what is great the task is actually being
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13:15.0
done that’s fantastic and there’s no
problem there but if the employee itself
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13:19.2
is not able to complete that task up to
the level of quality they’re looking for
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13:24.2
then that’s an individual problem that’s
awesome advice let me let me ask us we
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13:26.5
didn’t quite finish this question so we
started
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13:32.4
talking about Generation Z there there
18 right now and then we had Millennials
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13:38.8
what are their age ranges oh my gosh
depends on the different sources out
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13:41.2
there so let’s just say for this
conversation
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13:48.7
anyone who’s born between 1981 to 1996
okay and then what about the Xers Xers
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13:55.1
are actually an overlap on there it’s
it’s roughly around like 1984 to like 19
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14:01.9
like 68 70 around there depends on the
source you’re asking and then boomers
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14:09.4
which 1946 to 1964 and then finally the
traditionalists which are before them
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14:14.5
yes which is another like 15 to 20 years
so has there ever been a time where
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14:20.9
we’ve had five generations working
together no I well I would my argument
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14:26.5
would be well in terms of health I mean
you can have say a great-grandfather was
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14:32.8
working with his son you know on a farm
I’m sure that has been done in the past
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14:38.1
but has it been and say corporate
America has I’ve been possible my I have
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14:41.3
not seen this at this point part of it
because of medical advancements are
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14:46.6
allowing us to work at older ages so the
issues we’re seeing today I mean it’s
14:46.6
14:51.1
just logical it’s the first time that we
might be experiencing that and we have
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14:54.6
to resort to people like yourself who
are experts in this that can help us out
14:54.6
15:01.8
let me ask you what are some of the
common issues that you see with multi
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15:06.6
generations working together so whenever
there is multi-generational turmoil you
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15:11.5
can usually break it down to misaligned
expectations flat-out so for example
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15:16.0
let’s take the whole smartphone issue
right whenever I give talks on
15:16.0
15:20.4
Millennials is always some guy who’s in
the back of the room usually older a guy
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15:25.1
like 65 years old raises his hand he’s
like I can’t get my heel says get off
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15:30.4
their phone like every time without
question and you know there’s like his
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15:34.2
expectation that in the workplace or
wherever you are you won’t have a
15:34.2
15:38.9
smartphone wall any would say well
smartphones are okay right misaligned
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15:42.2
expect
Nations what about in a lot of areas
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15:47.2
like finance today there’s always this
huge challenge now for do you still have
15:47.2
15:51.9
to dress up in a suit and tie and
finance and a lot of Millennials now are
15:51.9
15:56.6
trying to push for no lease or be more
relaxed working environments you see
15:56.6
16:02.0
again different expectations in the
workplace so as a manager the difficult
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16:06.2
part is aligning expectations in the
workplace and that’s basically taking
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16:11.2
those gray areas and making them black
and white Jeff a reoccurring theme that
16:11.2
16:15.7
I’ve heard from other business owners is
they’ll spend a lot of time teaching
16:15.7
16:20.4
Millennials or somebody in that
generation and it’ll appear that they’re
16:20.4
16:24.8
nodding along that they’re getting
exactly what’s going on and then the
16:24.8
16:30.3
next day comes around and it’s as if
they never heard that topic brought up
16:30.3
16:34.9
before what’s going on there is there a
misalignment with expectations how do
16:34.9
16:38.9
you I’ve heard that so many times what’s
going on there so there’s a bigger
16:38.9
16:43.8
problem here and if people look at it on
a very small scope they would see a
16:43.8
16:49.9
manager with an employee saying hey the
manager needs to put down barriers put
16:49.9
16:53.8
down boundaries in order to make sure
that whatever work is being done is up
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16:59.4
to par but here’s the problem in a lot
of industries now Millennials have been
16:59.4
17:03.7
quote-unquote known to have killed
multiple industries I was out in
17:03.7
17:08.0
Missouri helping out the police chief’s
out there with millennial training like
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17:12.0
how to manage Millennials and sort of
provide explanation on why these certain
17:12.0
17:16.2
tendencies are and the big thing that
they’re running into is like look we
17:16.2
17:20.0
can’t put down our foot as hard as we
used to because they’re just less
17:20.0
17:24.1
applicants we can choose from now which
means then if there’s less applicants
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17:28.4
the quality itself drops and it’s not
just in the police force it’s a lot of
17:28.4
17:32.3
other areas that I see especially in
blue-collar places where they just have
17:32.3
17:36.5
tremendously less people applying which
means if they are able to recruit
17:36.5
17:41.1
someone they’re a lot less likely to
feel like okay I can’t be a hard-ass
17:41.1
17:46.6
with someone because if they leave it’s
gonna be really hard to find talent so
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17:51.5
it’s a bigger arcing problem than just a
millennial not being up the part that
17:51.5
17:53.7
comes down to our management issue but a
lot of management
17:53.7
17:59.4
is reluctant to do that because of this
overarching shift in industries when you
17:59.4
18:04.1
say that I can’t help but think at what
part when you’re lowering expectations
18:04.1
18:08.7
does that become lowering the overall
company standards and now the company is
18:08.7
18:13.0
not that company anymore how do you
avoid that that’s that’s the challenges
18:13.0
18:16.5
that a lot of management has so when you
when you look at this problem I would
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18:21.3
say internally it’s better to not lower
standards and instead keep those
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18:25.4
standards but then put more of an
emphasis on how you can recruit for that
18:25.4
18:29.4
talent and that’s where a lot of things
that I’ve helped out I think it was I
18:29.4
18:34.4
was in a water treatment conference in
Florida talking to them about how to
18:34.4
18:37.6
recruit men Millennials effectively and
I looked at all their recruiting videos
18:37.6
18:42.1
and their ways that they’re bringing in
talent and a lot of its outdated and
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18:45.4
that’s the opportunity for a lot of
places that are in industries that are
18:45.4
18:49.1
quote-unquote struggling for talent is
that it’s easier to separate yourself
18:49.1
18:53.6
because a lot of the other companies are
I would stereotype in here but I think
18:53.6
18:57.4
this is true is that they’re run by
usually people who are more senior core
18:57.4
19:01.7
not say as tech savvy is someone who’s
younger which completely is a dissonance
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19:05.6
in the recruiting efforts well you put
it out there I’m gonna ask what did you
19:05.6
19:10.0
see that you thought was outdated and
then what would you recommend it become
19:10.0
19:14.7
yeah so for a lot of companies in those
industries the biggest problem that I
19:14.7
19:18.5
saw let’s just take a simple recruiting
video right like you go to their website
19:18.5
19:22.8
and you’re say a young candidate and
you’re looking for is this a place that
19:22.8
19:26.6
I want to work right before you send out
the resume so you’re gonna try and get a
19:26.6
19:32.1
feel for are these people that I want to
be around on a day-to-day basis and the
19:32.1
19:35.7
first thing that I looked at is okay
what’s the first thing a can it looks at
19:35.7
19:39.6
the recruiting video and I pull up all
these recruiting videos and there’s this
19:39.6
19:42.7
one thing that a lot of companies are
struggling with especially in more like
19:42.7
19:47.6
blue-collar sectors and that is the
human of companies being able to show
19:47.6
19:51.6
behind the scenes that there is a human
who actually enjoys this line of work
19:51.6
19:56.9
and so often you have people who are
just show up and they know why they like
19:56.9
20:00.4
what they do they don’t capitalize on
that and you don’t show that they’re
20:00.4
20:07.2
actual people so the way that would
manifest in the video is say the
20:07.2
20:12.2
say it says a water treatment company
and the owner of the companies in the
20:12.2
20:17.0
video and they’re saying hey here’s like
why while I being here here’s Sally I
20:17.0
20:20.4
work with her every day and making this
more of a human experience because
20:20.4
20:24.5
what’s happening in the workplace today
is Millennials and younger generations
20:24.5
20:28.4
are looking for the corporate facade to
be pull back and know that there’s
20:28.4
20:32.3
actual humans on the other side of the
table that’s one of the big things that
20:32.3
20:35.9
they look for at this point and being
able to capitalize on that is a huge
20:35.9
20:39.8
attracting factor for younger
demographics well I have first-hand
20:39.8
20:44.3
experience from the Association
conference that I was telling you about
20:44.3
20:50.3
where the number one issue was that
people could not find people to fill the
20:50.3
20:55.3
positions that they needed to fill and
then right after that they were
20:55.3
21:01.0
criticizing Millennials and how they did
the work that they wanted them to do so
21:01.0
21:04.9
you’ve helped us a lot with that what
are some other things other tips that
21:04.9
21:10.8
you could give company owners are the
marketing directors to outreach to the
21:10.8
21:15.8
masses so they can see that this is a
company that they should want to work
21:15.8
21:19.4
for and then attract more people because
of that the biggest thing I would look
21:19.4
21:25.6
at is ensure the eyeball approach and
it’s not you have to look at what is the
21:25.6
21:30.2
actual journey for the ideal candidate
and how do you get put yourself as a
21:30.2
21:36.8
company on that journey so for instance
you look back 20 30 years ago it was can
21:36.8
21:39.9
I look in the newspaper and the
classified section and find a job
21:39.9
21:43.4
opening one of the things that when I
was younger well my dad used to do is
21:43.4
21:47.1
sit me down at you know ten thirteen
years old and say here’s a classified
21:47.1
21:50.5
section here the jobs do you see any
jobs that you like not that wasn’t apply
21:50.5
21:55.3
but you got I got me in that mode now
you can go to monster you can go to
21:55.3
22:00.6
indeed you can go to glass store and now
most Millennials will go from there and
22:00.6
22:04.7
then to check the social media of the
company so it’s being aware of this
22:04.7
22:08.9
change of journey right just like if
you’re trying to acquire a new customer
22:08.9
22:15.2
same exact thing but treating the
recruitment process like the sales team
22:15.2
22:18.4
how can you get along that path and then
creating that strong enough value
22:18.4
22:24.0
proposition to attract that talent so
one great way of getting this a strong
22:24.0
22:28.4
value proposition is interviewing people
in the company that you work at and say
22:28.4
22:33.0
why do you like working here and very
often what a lot of companies find is
22:33.0
22:37.2
that they’ll interview say 10
Millennials and they’ll get three value
22:37.2
22:40.6
propositions that they think are really
strong and they’ll go to the executive
22:40.6
22:43.9
team and they’ll say why do you think
younger talent likes to work here and
22:43.9
22:47.9
it’ll be completely different and that’s
the problem when you have different
22:47.9
22:50.8
generations in the workplace usually
they are siloed off and they don’t
22:50.8
22:54.5
exchanges information and that’s part of
the one of the things that I try and do
22:54.5
23:01.3
is bring the workplace together so that
the more senior executives who create
23:01.3
23:05.9
the recruiting plans you put together
the recruiting budget know exactly why
23:05.9
23:11.4
those Millennials like to work at that
company so if somebody were to do that
23:11.4
23:15.8
is it safe to say that they’re going to
attract mostly Millennials and not other
23:15.8
23:20.0
people from other generations are they
gonna get a mix yeah this comes down to
23:20.0
23:26.6
same thing in sales you need to talk to
the your ideal demographic and interview
23:26.6
23:29.9
them and see what they say and then
create the value proposition around that
23:29.9
23:33.9
if they go to old Generation X and baby
boomers it’s going to be completely
23:33.9
23:37.7
different for instance if I don’t know
if you have kids or what not or our
23:37.7
23:41.3
house and those kinds of things but if
you have those things in line you’re
23:41.3
23:46.1
probably looking for something that’s
more stable right versus a up-and-coming
23:46.1
23:51.0
tech startup that can go under in the
next month orco IPO and the next year
23:51.0
23:54.4
you don’t know but that might be a lot
more attractive to someone who’s younger
23:54.4
23:58.9
it just all depends on what are you
trying to attract all right so you
23:58.9
24:04.1
mentioned that so I’ve got to bring this
up when I was looking to join the work
24:04.1
24:08.6
force I was really looking for a company
that I was going to stay for an
24:08.6
24:11.5
indefinite amount of time I wasn’t
looking that this was going to be a
24:11.5
24:17.1
short term company and then I was going
to move up the ladder by moving to other
24:17.1
24:23.1
companies but now that seems to be the
common theme that people don’t start
24:23.1
24:27.2
with a company thinking that they’re
going to be there very long term
24:27.2
24:30.6
and maybe they don’t have a house maybe
they don’t have the kids and they don’t
24:30.6
24:34.4
need that
but is the millennial mindset different
24:34.4
24:39.1
around how long they’re going to keep a
job and what a career is I don’t think
24:39.1
24:42.7
this is a millennial mindset I think
this is an environmental issue and what
24:42.7
24:46.9
I mean by environmental is you can ask
yourself is it easier or harder to find
24:46.9
24:51.0
word today and the answer is well it’s
much easier and you say well how is that
24:51.0
24:55.5
you can go online going to Google
there’s ten different job boards that
24:55.5
24:59.4
you can start blasting out resumes to
and if you want to get more tech-savvy
24:59.4
25:02.7
you can hire someone at a different
country for $50.00 to send out a
25:02.7
25:07.7
thousand resumes if you really want to
take it to that level or you can sign up
25:07.7
25:11.3
with lyft and uber and get start you
know working in the next week or so
25:11.3
25:16.3
the point that I’m trying to drive home
here is that since it’s easier to find
25:16.3
25:22.8
work that unintentionally decreases
retention a lot of companies what they
25:22.8
25:27.1
try and say is well how can I make
people stay longer right that’s the big
25:27.1
25:29.8
thing that people try and ask yes you
can use a lot of things like
25:29.8
25:34.5
self-determination theory you can try
and work in terms of making sure that
25:34.5
25:37.5
they’re aligning their career path those
are all great options but at the end of
25:37.5
25:42.6
the day it’s so much easier to leave
than ever before that companies have a
25:42.6
25:47.4
hard time holding on so I advocate for a
lot of companies is that look they’re
25:47.4
25:51.0
going to leave so the best thing that
you can do is hold your ground make sure
25:51.0
25:54.7
that they’re doing quality work but make
sure that they’re having a quality
25:54.7
25:58.7
experience so they can refer people who
they know into the network to build that
25:58.7
26:03.2
strong culture and you’ll see all across
the board that there’s no longer this
26:03.2
26:07.7
30-year four year career you know I go
to this one job I get a watch and
26:07.7
26:10.4
everything you know you’ve heard that
whole thing a million times from people
26:10.4
26:14.5
who talk about the changing economy but
why is that the case and that’s the big
26:14.5
26:19.9
thing as technology bites back we talk a
lot about a system here called iOS the
26:19.9
26:23.7
entrepreneur operating system it’s a
system that Geno Wickman put out and
26:23.7
26:29.6
basically it teaches you how to hire
fire reward and recognize based on your
26:29.6
26:35.7
core values as a company so let’s say
there’s a company like mine we have
26:35.7
26:41.1
those core values
do we have to change how we look at that
26:41.1
26:45.2
based on the demographic that we’re
looking at based on that we’re trying to
26:45.2
26:51.3
hire Millennials depends because a lot
of Millennials are looking at aspects
26:51.3
26:54.7
that are higher and say Maslow’s
hierarchy it’s not just about hey you
26:54.7
26:59.4
know am i earning enough money it’s do I
agree with what the company is doing the
26:59.4
27:04.3
world and what a lot of companies are
having to do now is sort of reframe what
27:04.3
27:10.1
they do in terms of I wouldn’t say their
value they’re like their values in the
27:10.1
27:13.7
company but they would change say their
purpose and their mission of what they
27:13.7
27:16.7
do in the world so then once when
there’s a millennial out there instead
27:16.7
27:21.2
of it being oh you know we’re a
water-treatment place and our main goal
27:21.2
27:25.3
is to you know purify water it could be
a little bit deeper and it’s like well
27:25.3
27:28.7
we’re clearing this place of you know
the safari desert to make sure that the
27:28.7
27:33.0
children are here have and live longer
than just 15 years you know something
27:33.0
27:37.4
like that that ties more to the heart of
what they’re looking for again this
27:37.4
27:42.3
comes down to more of how do you spin
change the value proposition to suit say
27:42.3
27:47.4
that change of I guess what Millennials
look for in companies but here’s the big
27:47.4
27:50.1
ass trick that I have next to that which
I don’t feel like enough people talk
27:50.1
27:54.5
about and that is one of the biggest
reasons why you have Millennials who are
27:54.5
27:59.6
like oh I want to work in a place that’s
so Purpose Driven is that the economy
27:59.6
28:06.7
has been so nice for so long if you had
a switch in the economic times a lot of
28:06.7
28:10.8
Millennials would be like I just need to
pay off my pills and there’ll be a
28:10.8
28:15.3
dramatic shift but since we’ve been in
such a I would say soft time a lot of
28:15.3
28:20.3
people get used to it
that’s a great point and many economists
28:20.3
28:24.2
say that we’re getting ready to have a
recession in the next couple years so do
28:24.2
28:30.6
you think that that things will start
shifting to that soon 110% in terms of
28:30.6
28:34.4
like do I think there’s going to be a
shift or is that do I think that the
28:34.4
28:38.3
Millennial behavior will change once the
economy shifts go the behavior oh
28:38.3
28:43.6
definitely 110% I mean that’s how it
works right we’re currently in a
28:43.6
28:48.4
candidate market not an employer market
so you mentioned how Millennials are
28:48.4
28:53.0
motivated and a lot of people in older
generations they think okay if you’re
28:53.0
28:57.5
not happy here I’m going to throw some
more money at you and that’s gonna make
28:57.5
29:01.1
you happy and maybe that’s worked for
some other generations or maybe they’re
29:01.1
29:05.4
just able to cover things up better if
they have more money to do it with but
29:05.4
29:10.4
how does somebody motivate what you
described somebody that wants to go out
29:10.4
29:12.9
there and change the planet once
somebody that wants to go out there and
29:12.9
29:15.7
know that they’re making a cause how
does somebody motivate the millennial
29:15.7
29:18.7
depends on the kind of millennial that
you’re dealing with it’s more the
29:18.7
29:22.4
individual we were seeing across from
and what they’re looking for in the
29:22.4
29:26.5
relationship at the workplace they might
just say hey I need someplace to pay the
29:26.5
29:30.2
bills and something stable so I don’t go
crazy great but if they’re looking to
29:30.2
29:33.8
change the world it’s a matter of how do
you harness that effectively the only
29:33.8
29:36.4
way that you’ll be able to truly find
what that is is building an authentic
29:36.4
29:41.2
relationship as a manager with that
millennial employee because what happens
29:41.2
29:44.2
very often is that when someone
interviews at a company they’ll tell the
29:44.2
29:48.4
employer whatever they want to hear in
order to get hired but the employer
29:48.4
29:52.6
won’t really know that true meaning
until further down the line or maybe
29:52.6
29:57.9
never but it’s their ability as in the
manager to form that authentic
29:57.9
30:01.6
relationships the Millennial feels
powerful enough to say here’s what I
30:01.6
30:05.0
like working here here’s a true
authentic reason why and once
30:05.0
30:10.6
the manager hears that it’s then their
job to okay how can I help them on their
30:10.6
30:15.8
personal journey in their life to reach
that point then it’s a win-win because
30:15.8
30:19.4
the engagement kicks up on the
millennial side and the manager is
30:19.4
30:22.9
getting a higher turnout in terms of
productivity from the direct report I
30:22.9
30:29.0
love that our company is more about
culture than anything else and I so
30:29.0
30:33.1
agree with you that you have to know the
individual that you got to make sure
30:33.1
30:36.6
that all the individuals know how to
work with each other and support each
30:36.6
30:39.0
other
you know I’m asking these questions I
30:39.0
30:45.1
know a lot of people haven’t done as
much work in core values and making sure
30:45.1
30:50.8
that they do have culture but with that
I always have the issue how do I work
30:50.8
30:54.2
some of those culture questions how do I
work for some of those core value
30:54.2
30:57.6
questions and
why that person really wants to work
30:57.6
31:02.3
here into the interview process because
you’re right people want to tell you
31:02.3
31:06.3
what they think you want to hear but we
want to make sure that we’re always
31:06.3
31:11.9
hiring right people that are going to
help our culture how can we do that
31:11.9
31:18.6
better I’m a huge stickler for this I
really think it’s challenging on many
31:18.6
31:22.4
different fronts that it’s very
challenging to find someone who
31:22.4
31:27.5
resonates with your value system because
the value system if you look at it and
31:27.5
31:32.3
more of a psychotherapeutic perspective
is that each person has like a hierarchy
31:32.3
31:36.4
of different values that they hold in
life and what companies try to do is
31:36.4
31:41.7
find people who have say who align with
the company values but the problem is
31:41.7
31:45.3
that culture is always there whether or
not you write on the wall whether or not
31:45.3
31:48.6
you sit down a board meeting with a
bunch of executives and say here’s our
31:48.6
31:53.3
culture it’s always there and so I think
it’s less of well does this person value
31:53.3
31:58.8
integrity over commitment it’s less of
that and say can this person complete
31:58.8
32:03.2
the job well enough and cohesively work
with people around them and then the
32:03.2
32:08.3
leaders in the organization who hold
those values it’ll trickle down so that
32:08.3
32:11.6
people will act and correspondence with
those values I know it’s probably a
32:11.6
32:14.6
little bit different than you’re used to
in terms of an answer for that well I
32:14.6
32:18.1
think it’s great advice and it’s
something that if I could have done on
32:18.1
32:22.8
my own we wouldn’t need to have this
interview so thank you for that advice I
32:22.8
32:26.4
mean you’re welcome and one of the
problems though that are in interviews
32:26.4
32:31.1
is a lot of research that’s been done in
terms of looking at future job
32:31.1
32:36.7
performance and how well someone does in
an interview and what they looked at is
32:36.7
32:39.7
they found that the unstructured
interviews sitting down with candidate
32:39.7
32:45.8
and say asking random culture questions
is a very poor performer in terms of
32:45.8
32:50.3
correlating the job performance and how
they did in the interview in fact it’s
32:50.3
32:54.8
around point 3/8 of 38 percent of time
if they did well in that interview it
32:54.8
32:58.3
means I’m gonna do well on the job and
so what I think a lot of companies
32:58.3
33:02.9
should do and this is where you probably
have get into say job interview bias is
33:02.9
33:07.5
that have structured interviews so let’s
say you sit down and you find the ten
33:07.5
33:09.4
best questions that reflect the values
33:09.4
33:12.0
of
workplace and then you sit down with
33:12.0
33:16.2
five candidates and based off of their
responses you give them all ratings and
33:16.2
33:19.5
then after they’re all interview you
compare all the results the one who
33:19.5
33:23.5
scores the highest is the highest
qualified Kenan versus an unstructured
33:23.5
33:27.6
interview where you felt the best person
did the best job ideally you want to
33:27.6
33:30.9
make a more structure because in terms
of the research on that it’s around
33:30.9
33:37.5
oh it’s around 54 or 51 percent in terms
of the correlation so it’s about 13%
33:37.5
33:42.7
higher that’s great advice I’ve read
something similar to that in several
33:42.7
33:47.4
books and we actually had an HR
consultant come in and tell us the exact
33:47.4
33:52.4
same thing so you’re educating the
Scaling UP! nation for free and giving
33:52.4
33:56.0
them advice that cost me a whole bunch
of money I love it I should have talked
33:56.0
34:03.9
to you first oh man well I am just
looking at free research online stuff
34:03.9
34:08.1
Wayne oh that’s great well let’s talk
about social media because that’s
34:08.1
34:12.8
something where I struggle I get by
meaning I have them on the apps on my
34:12.8
34:17.9
phone and that’s about it but I have
seen what social media has done for this
34:17.9
34:24.5
podcast I was not very good at posting
for social media and I didn’t enjoy it
34:24.5
34:30.7
and I hired somebody consequently a
millennial that their job was to go out
34:30.7
34:36.1
and post what we’re talking about on the
show and we’ve seen our ratings tenfold
34:36.1
34:41.8
multiply and that’s been because of the
social media presence so I was hoping
34:41.8
34:46.3
you could talk a little bit about social
media how we should look at it why it’s
34:46.3
34:51.1
important and what are some things that
we should be doing with it in terms of
34:51.1
34:55.2
we are you referring to a company in
leveraging social media to attract more
34:55.2
35:01.6
talent you spoke a little on that before
so maybe we we go a little bit deeper on
35:01.6
35:06.6
how we attract talent but then also you
had mentioned that in addition to the
35:06.6
35:10.8
interview process people are looking at
us and what we’re posting on our
35:10.8
35:14.7
companies just to see if that’s a good
place to work just like our customers
35:14.7
35:17.9
are so how do we do a better job with
that oh really
35:17.9
35:22.9
rule of thumb here is that looking at
what platforms have the most
35:22.9
35:27.9
eyeballs on it right now so if you’re
trying to give at millennia or someone
35:27.9
35:31.3
who’s young growing really good
impression of your company usually the
35:31.3
35:36.2
platform right now is Instagram for that
so I guess for someone who’s more senior
35:36.2
35:39.4
maybe not around social media as much
you have some basic platforms you’ll
35:39.4
35:46.3
have say Facebook if Twitter you have
Instagram and you have YouTube so it’s
35:46.3
35:49.9
kind of a base floor right there you
have LinkedIn too so I’m not I’m not as
35:49.9
35:54.6
worried about that one it’s more
Instagram and Facebook not so much
35:54.6
35:57.7
because it’s becoming more outdated but
I would say just keep it really short
35:57.7
36:01.9
and sweet for this podcast talk about
Instagram and so two things that you
36:01.9
36:06.2
really want to focus on is the people
and the experience of the people are
36:06.2
36:10.3
going through an Instagram and what I
have actually struggled with the same
36:10.3
36:14.4
thing you have which is I hate posting
on social media I’m a millennial I hate
36:14.4
36:18.9
it with I just don’t like social media
in general I think it’s too fake but
36:18.9
36:23.3
people look on there so you have to go
where the people are looking and you
36:23.3
36:29.9
know adapt to those things so I used to
do a lot of corporate posts which means
36:29.9
36:34.6
that hey here’s some nice text it’s all
fancy it’s pretty but until that I
36:34.6
36:38.9
actually showed behind the scenes what
we were doing oh here’s me silly I had
36:38.9
36:41.3
to dress up like a cowboy for this
keynotes
36:41.3
36:48.4
speech or here’s me next to the CEO of
this real like billion dollar revenue
36:48.4
36:51.3
real estate company and I’m like
standing there like a dork with my
36:51.3
36:56.1
thumbs up and a pink tie and he’s there
like doing the same thing people love
36:56.1
36:59.2
that stuff they just added up because
it’s focused on the people in the
36:59.2
37:03.7
experience and if as a company you’re
like oh I don’t want to go through all
37:03.7
37:07.3
this time and hire a consultant to come
in here here’s something really easy you
37:07.3
37:11.9
can do there’s people who love their job
maybe it’s a little Maasai and say hey
37:11.9
37:16.4
why do you like working here tell them a
little bit put it on YouTube well when
37:16.4
37:18.8
someone’s having a really good time at
work take a picture of what they’re
37:18.8
37:22.4
doing as a group a team trying to
capture the individuals and the
37:22.4
37:26.7
experience that they’re that they’re
going through in the workplace that’s
37:26.7
37:31.4
great advice now you brought this up
earlier so I have to ask you how do
37:31.4
37:36.4
smartphones change the way you think
yeah there’s a lot of so smartphones
37:36.4
37:43.3
kind of work as a channel for the
internet and essentially more things
37:43.3
37:48.1
that are instantaneous to our minds and
it makes everything sort of more
37:48.1
37:53.8
convenient and in a way our brains start
to adapt to that too it compensates and
37:53.8
37:59.4
handling more multitasking at the
expense of attention span so the
37:59.4
38:04.6
research back in 2000 they did research
on how long can someone focus on an
38:04.6
38:10.7
individual task or on a particular thing
it was about 12 seconds recently in 2012
38:10.7
38:15.3
Microsoft came out with a study called
you have a shorter attention span in
38:15.3
38:20.1
your goldfish and what it found was that
your attention span drops from 12
38:20.1
38:26.7
seconds to 8 seconds and a goldfish was
at 9 seconds and so it’s basically your
38:26.7
38:31.4
ability to compensate in shorter
attention span but that’s the first part
38:31.4
38:38.2
then other part is whenever you get say
a text message an email
38:38.2
38:42.7
a notification from an app that’s a
dopamine hit and when you consistently
38:42.7
38:47.1
get these dopamine hits over time your
brain becomes desensitized so instead of
38:47.1
38:52.0
feeling say good after five
notifications you’ll need ten fifty a
38:52.0
38:56.1
hundred notifications just to feel that
same hit hence will you have people who
38:56.1
38:59.7
are tied to the phone all the time and
simply to keep that high and that’s
38:59.7
39:03.4
where smart phones get really embedded
in people lives and it starts to take
39:03.4
39:08.5
over people’s reality so there’s that
aspect the last one that’s pretty
39:08.5
39:11.6
impactful is that in the workplace
people can easily become overworked
39:11.6
39:15.3
especially remote employees I don’t know
if you dealt with too many remote teams
39:15.3
39:18.4
but both of my companies have been
remote when you have remote employees
39:18.4
39:24.5
there are more likely to overwork than
employees in the office then you might
39:24.5
39:28.8
say well why is that the case in part
that’s because they have technology to
39:28.8
39:33.3
be available all the time and I’m not
sure because they can’t say see the
39:33.3
39:38.0
individual boss and if it’s okay their
work is adequate enough so you get this
39:38.0
39:42.1
very interesting paradigm shift where
not only for remote teens but also in
39:42.1
39:44.5
the workplace where people are now
working more hours because they can take
39:44.5
39:48.1
their work home with them and so
smartphones
39:48.1
39:52.1
just a channel to open up these endless
possibilities that you can do work from
39:52.1
39:56.0
wherever but then that also means that
your expectations are you are now
39:56.0
40:01.3
expected to work more hours because you
can because of technology yeah I know
40:01.3
40:05.0
this concept is foreign to you but when
I first started in the water treatment
40:05.0
40:10.4
industry I did pager and I would get
paged I had no idea who is on the other
40:10.4
40:15.4
end of that number that was just paged
and then I would have to pull over find
40:15.4
40:21.5
a payphone put a quarter in it and then
make the phone call and because of that
40:21.5
40:27.7
people expected okay I’m going to try to
find trace and let them know that I need
40:27.7
40:32.3
him but I’m gonna give them maybe a day
or so to contact me back now with smart
40:32.3
40:36.3
phones I don’t care if you’re in the
bathroom you got to call me back because
40:36.3
40:41.4
I just called you I need to know now and
that’s kind of what we moved to so
40:41.4
40:46.0
that’s probably never going to change
but that makes it so we can’t
40:46.0
40:49.5
concentrate on things yeah I mean that
was that was in the late 90s that I was
40:49.5
40:54.6
referring to of maybe maybe mid 90s but
with that I had time to actually think
40:54.6
41:00.1
about you know who I was going to reply
to what I was going to say and and now
41:00.1
41:04.9
we have that expectation where
everything has to happen right there I’m
41:04.9
41:07.5
not going to give you any time to call
me back you have to answer your phone
41:07.5
41:12.8
and and maybe even some people think
that you’re not responsive if I go to
41:12.8
41:15.2
your voicemail you have to answer the
phone
41:15.2
41:20.8
yeah some companies have pushed back
quite a bit in the early 2000s on that I
41:20.8
41:24.3
don’t know if you remember this at all
but there was a time when people would
41:24.3
41:29.0
try and reduce emails like internal
company emails by saying oh one day a
41:29.0
41:33.4
week there’s no company emails because
they saw this massive effect where
41:33.4
41:38.0
people would just get tied in and
because technology allowed it to happen
41:38.0
41:44.2
and it recently France outlawed emailing
on the weekends Wow
41:44.2
41:47.2
yeah and there’s like a fine if you were
a certain size company you’re emailing
41:47.2
41:50.2
on the weekends that you can get
penalized but I talked to someone from
41:50.2
41:53.2
France and they’re like yeah do you
really think that everyone’s following
41:53.2
41:58.2
that rule come on so I mean there’s
people are trying to fight back but it’s
41:58.2
42:01.8
kind of coming like an avalanche where
people don’t really see it
42:01.8
42:05.8
I mean they’re like oh great I can text
someone whatever I want but that also
42:05.8
42:08.6
means that your boss and get a hold of
you whenever you want and so can
42:08.6
42:14.0
everyone else and people aren’t meant to
be on 24/7 right right
42:14.0
42:18.0
we had a psychologist come and talk to
my business group and I wish I could
42:18.0
42:22.5
remember the question she asked us but
she said everybody put your phones away
42:22.5
42:26.9
put your devices away you are not
allowed to look the answer to this
42:26.9
42:31.7
question up and you have to give your
brain at least 24 hours to think about
42:31.7
42:36.1
it and I promise you will get the answer
and it was one of those questions that
42:36.1
42:39.8
you knew you knew but you couldn’t
really remember what it was I wish I
42:39.8
42:44.0
could remember that question and sure
enough later that night I was like oh
42:44.0
42:48.6
yeah it’sit’s this this is the answer to
that and her point what that was is
42:48.6
42:53.7
we’re not allowing our brains to go
through the processes to think through
42:53.7
42:59.4
things we already know and get the
answer for ourselves we are depriving
42:59.4
43:03.6
ourselves of that process by simply just
right off the bat going to our
43:03.6
43:09.0
smartphones and her whole point was
we’re making it so we’re not allowing
43:09.0
43:13.8
ourselves to think we’re teaching
ourselves not to think exactly and
43:13.8
43:17.7
that’s what they found with the old
fishery search that Microsoft put out
43:17.7
43:24.3
that’s a big big issue and what I’ve
actually done to overcome that issue is
43:24.3
43:28.9
that I would for my writing I would
write first thing in the morning I don’t
43:28.9
43:33.5
have my work email on my phone and the
only time when I’ll check my work email
43:33.5
43:37.7
is when I completely have done my
creative deep critical thinking and once
43:37.7
43:40.6
that’s there then I’ll check social
media and everything else but if you
43:40.6
43:43.7
check that in the middle middle trendy
that creative thinking you start to
43:43.7
43:48.1
short-circuit your brain you can’t get
that deep critical thinking that is such
43:48.1
43:52.1
awesome advice I teach time management
to people and people that are so
43:52.1
43:57.1
addicted to their phones they lose so
much time throughout the day and of
43:57.1
44:00.7
course we’re never going to get more
than 24 hours out of a day but we can
44:00.7
44:08.0
use that 24 hours more efficiently and I
try to train people to go back and only
44:08.0
44:12.4
look at their cell phones once an hour
and then hopefully and then scheduled
44:12.4
44:16.8
time blocks in their day were okay at
nine o’clock I’m gonna look at my phone
44:16.8
44:21.9
I love that you use it as a reward so
when I’m when I’m done with this okay
44:21.9
44:25.8
then I’ll go ahead and I’ll and I’ll
work with this and I’ll work with social
44:25.8
44:29.0
media I think that’s great advice
hey I know you’ve written a couple of
44:29.0
44:33.6
books can you tell us about those yes so
the first one was kind of a funny one
44:33.6
44:37.8
like I considered funny I was speaking
to high school students at the time and
44:37.8
44:44.1
it was basically a lot of psychology in
terms of how do you change your
44:44.1
44:47.3
performance in your life to become when
you want it to be so the title of the
44:47.3
44:52.4
book is the key to the new you and it’s
tools to help high school students
44:52.4
44:55.4
become the person they want to be and so
I took a lot of things from
44:55.4
45:00.1
psychotherapy and goal-setting that I
learned put it into a nice book that I
45:00.1
45:03.5
would consider it’s not like an easy
Tony Robbins read it gets a little bit
45:03.5
45:08.2
technical in some places but it’s highly
practical for that age group so that was
45:08.2
45:12.3
the first one I put out it was about
when I was 25 years old
45:12.3
45:16.4
and then this past year I put out a
second book which is more related to the
45:16.4
45:20.4
workplace ironically it almost builds
off the first one and the second one is
45:20.4
45:24.9
called the authentic workplace and it’s
how authenticity is changing the way we
45:24.9
45:29.1
work today and that’s going into a lot
of things that we talked about here
45:29.1
45:32.4
which is you know management why is it
important to have an authentic
45:32.4
45:35.6
relationship with an employee well you
can figure out if they’re gonna leave
45:35.6
45:39.1
the company what they want to do in
their career what about being a leader
45:39.1
45:42.6
and being authentic people trust leaders
who are authentic and you whether or not
45:42.6
45:45.8
you agree with the news the current
president today is probably one of the
45:45.8
45:50.0
most authentic people you would you know
as a president like it or not and that’s
45:50.0
45:53.3
one of the reasons why he did so well is
that people are like well I trust what
45:53.3
45:59.0
he’s saying even though I don’t agree
with it so and then you have like social
45:59.0
46:02.8
media how to be authentic through that
recruiting how to get that strong value
46:02.8
46:09.9
proposition so I saw is all across the
levels in the workplace authenticity was
46:09.9
46:13.6
being sort of a catalyst that people
were jumping towards and I wanted to
46:13.6
46:16.9
capture that in that book well awesome
I’ll make sure to have links for those
46:16.9
46:21.3
on my show notes page so one final
question before we get into the
46:21.3
46:23.9
lightning round and the final question
is
46:23.9
46:29.4
that if there was just one thing that
you wanted to get across to the Scaling UP!
46:29.4
46:35.1
nation what is that in regards to
generations I would say don’t fall
46:35.1
46:39.7
parade to generation stereotypes look at
the individuals and do not stray away
46:39.7
46:44.5
from common management principles that’s
awesome and I think we definitely did
46:44.5
46:49.1
that that was a mindset that I could
definitely see happening throughout our
46:49.1
46:53.1
conversation today but I’m not quite
done with you yet I do have a couple
46:53.1
46:57.1
lightning round questions for you the
point values are doubled so it’s
46:57.1
47:02.1
anybody’s game at this point are you
ready all right so I know you’ve written
47:02.1
47:06.2
several books but what are the last
three books that you’ve read
47:06.2
47:12.0
we currently right now I’m reading a
book on managerial judgment decisions
47:12.0
47:16.0
it’s a book on an MBA program that I’m
looking through right now that’s one of
47:16.0
47:21.4
them
second one is a autobiography of Walter
47:21.4
47:26.5
Payton kind of a curveball there and
then the third one is the Medal of Honor
47:26.5
47:32.7
and it’s a story about a cross-country
skier I like personal development books
47:32.7
47:35.7
are like books on people who have
accomplished a lot of stuff because it
47:35.7
47:40.6
helps me understand base human
psychology so those are the three all
47:40.6
47:44.9
right and eventually Hollywood’s gonna
find out about your story who plays you
47:44.9
47:47.7
Gerald Butler I’m think if I know who
that is
47:47.7
47:52.9
what was he in yeah oh well we have the
same last name so we can say oh he’s
47:52.9
47:57.7
away in the knee very cool very cool
final question you now have the ability
47:57.7
48:03.2
to talk to anybody throughout history
who would it be with and wife Meriwether
48:03.2
48:10.5
Lewis so he is the Lewis and Lewis and
Clark and turns out that I am I guess
48:10.5
48:17.7
his great-great great-grandson oh wow so
like because what he what he and Clark
48:17.7
48:22.3
did was just crazy if you think about it
like they explored the whole I mean
48:22.3
48:27.4
going from Boston area all the way to
display the United States and we’re out
48:27.4
48:31.2
there for like a whole year with nothing
and I’m just like pulling my mind’s
48:31.2
48:37.2
blown like so we gonna worrying about
walking in the snow and they were living
48:37.2
48:40.5
there with like no supplies no
smartphones no technology no anything
48:40.5
48:46.0
like it’s just incredible what they
accomplished well Jeff thank you so much
48:46.0
48:52.1
for coming on Scaling UP! h2o I know we
all learned a lot from this interview
48:52.1
48:56.0
and I think you gave us several action
items that we can all make our companies
48:56.0
49:04.4
working with individuals a lot better
thanks so much and problem nation I know
49:04.4
49:10.2
you are thinking about the generations
differently after that interview with
49:10.2
49:16.5
Jeff it’s so easy for us to stereotype
different generations by saying hey
49:16.5
49:21.1
you’re a millennial that means you are
doing these things I love his black
49:21.1
49:27.1
coffee analogy and if one millennial
didn’t like black coffee well hey they
49:27.1
49:33.5
break that mold well that was his whole
point we have to make sure we hire the
49:33.5
49:41.0
best person they just might be a certain
age but the best person for that job and
49:41.0
49:48.4
then making sure that we make very clear
what the expectations of that job is and
49:48.4
49:53.2
as we’re training different tasks of
that job making sure we go through the
49:53.2
49:57.5
expectations folks there’s no doubt
about it there’s a lot of experience out
49:57.5
50:02.6
there in the industrial water treatment
community but there’s no reason that we
50:02.6
50:09.2
can’t share that with new people coming
into the work place so just think about
50:09.2
50:15.4
it if we just knew what we knew and we
didn’t bring new blood so to speak into
50:15.4
50:22.2
our companies we would be stagnant so we
may have to teach somebody what to do
50:22.2
50:28.7
and how to do it but if they want to do
it and want to be part of that culture
50:28.7
50:35.1
they just might need a little bit more
help based on what your expectations are
50:35.1
50:41.0
well once you get over that hurdle how
awesome is that company going to be so
50:41.0
50:46.1
nation I hope that today’s episode gave
you some tips on what you
50:46.1
50:52.4
do some items you can do on attracting
new people hiring people rewarding
50:52.4
50:57.5
people and we had a focus around the
millennial generation but as you quickly
50:57.5
51:03.0
heard in this interview it’s not just
the Millennials it’s everybody because
51:03.0
51:08.3
everybody is a person regardless of
their age and I got to tell you Jeff’s
51:08.3
51:13.7
books do a great job of explaining this
I want to make sure to have his books on
51:13.7
51:20.2
my show notes page he also has a lot of
great content that he puts out on
51:20.2
51:26.2
LinkedIn like I said I paid a whole
bunch of money for somebody to tell me
51:26.2
51:32.0
the items that Jeff told you all for
free so there’s a lot of good stuff out
51:32.0
51:36.9
there and just think the way we always
do something doesn’t mean it’s the way
51:36.9
51:41.7
we always have to do that so what
information can we learn to improve the
51:41.7
51:45.9
process and make sure that we are
bringing the best and brightest people
51:45.9
51:51.5
into our organizations folks I’d love to
hear about your experiences with this
51:51.5
51:56.9
and see how the Scaling UP! nation can
work together to make sure that our
51:56.9
52:01.2
companies are growing the way that they
need to grow and folks I were to make
52:01.2
52:04.8
sure that I am growing this show the way
that it needs to grow
52:04.8
52:10.2
I am so humbled to say that we’re over
ten thousand listeners we’re in over 60
52:10.2
52:15.1
countries that is amazing to me I’m
behind my little microphone in Atlanta
52:15.1
52:21.7
Georgia and over 60 countries worldwide
are listening to Scaling UP! h2o well
52:21.7
52:27.5
folks that is because of the fine people
in the Scaling UP! nation telling other
52:27.5
52:33.2
Scaling UP! potential members that they
should listen to this show please don’t
52:33.2
52:37.3
stop doing that if you come across
another water trader please let them
52:37.3
52:43.1
know about this show that helps me
expand my audience and that of course
52:43.1
52:48.4
makes the Scaling UP! Nation one of the
factors that we’re going to create a
52:48.4
52:53.5
high tide to raise all boats the whole
point is to make the water treatment
52:53.5
52:56.8
industry better and each and every one
of us is
52:56.8
53:01.2
doing our part to improve the water
treatment industry folks I can’t wait to
53:01.2
53:05.5
talk to you next week on Scaling UP! h2o