1
00:00:00,381 --> 00:00:03,471
Speaker 1: You are stacking all
those positive priming moments.

2
00:00:03,471 --> 00:00:07,006
Now, on the flip side, what
people are doing usually in a

3
00:00:07,086 --> 00:00:10,762
workday is first they look at
the news, which actually makes

4
00:00:10,782 --> 00:00:14,483
you 20% to 30% less productive,
and then, when they say they

5
00:00:14,503 --> 00:00:17,391
have a bad day, I challenge
whether they had a bad day,

6
00:00:17,821 --> 00:00:19,928
because what you had is you had
a bad moment.

7
00:00:20,920 --> 00:00:22,809
Speaker 2: This is the Rebel HR
Podcast.

8
00:00:22,809 --> 00:00:25,184
If you're a professional
looking for innovative,

9
00:00:25,484 --> 00:00:28,170
thought-provoking information in
the world of human resources,

10
00:00:28,810 --> 00:00:30,114
this is the right podcast for
you.

11
00:00:30,114 --> 00:00:40,162
Alright, Rebel Human Resources
listener.

12
00:00:40,162 --> 00:00:42,587
I am extremely pumped up for
today's show.

13
00:00:42,587 --> 00:00:47,493
We've got a great guest with
some fascinating innovations

14
00:00:48,293 --> 00:00:49,235
that I think you should listen
to.

15
00:00:49,235 --> 00:00:52,310
So I'd like to introduce you
all to Jeff Harry.

16
00:00:52,310 --> 00:00:55,384
Jeff shows individuals and
companies how to tap into their

17
00:00:55,423 --> 00:00:59,652
true selves to feel their
happiest and most fulfilled, all

18
00:00:59,652 --> 00:01:01,174
by playing.

19
00:01:01,174 --> 00:01:08,831
He's got a bunch of awesome
results behind his name Top 100

20
00:01:08,951 --> 00:01:13,667
HR influencers by Engagedly Top
HR influencers to watch by

21
00:01:13,727 --> 00:01:14,588
Bamboo HR.

22
00:01:14,588 --> 00:01:17,882
I don't have enough time to
read them all, so I am going to

23
00:01:17,983 --> 00:01:20,909
let Jeff talk about some of that
.

24
00:01:20,909 --> 00:01:21,933
Welcome to the show, Jeff.

25
00:01:22,359 --> 00:01:23,436
Speaker 1: Hey, thanks so much
for having me.

26
00:01:23,462 --> 00:01:24,474
Speaker 2: I'm super amped talk
about some of that.

27
00:01:24,474 --> 00:01:26,135
So welcome to the show, jeff.

28
00:01:26,135 --> 00:01:26,995
Hey, thanks so much for having
me.

29
00:01:26,995 --> 00:01:27,715
I'm super amped, me too.

30
00:01:27,715 --> 00:01:27,995
Me too.

31
00:01:27,995 --> 00:01:28,576
I think this is perfect.

32
00:01:28,576 --> 00:01:32,921
It's been an interesting year,
2020, and it'll be nice to focus

33
00:01:32,921 --> 00:01:34,444
on some fun.

34
00:01:34,444 --> 00:01:41,515
Yeah, with us today is Molly,
our esteemed co-host, and she

35
00:01:41,534 --> 00:01:46,271
will be asking some questions as
well, so let's get started All

36
00:01:46,290 --> 00:01:46,471
right.

37
00:01:46,471 --> 00:01:53,530
All right, jeff, so I will let
you give our listeners a little

38
00:01:53,569 --> 00:01:54,852
bit of your background.

39
00:01:54,852 --> 00:01:55,935
Why don't you tell us about
yourself?

40
00:01:56,340 --> 00:01:59,105
Speaker 1: Sure, so I'll tell
you my like Batman origin story.

41
00:01:59,105 --> 00:02:03,742
So do you remember the movie
Big with Tom Hanks?

42
00:02:03,742 --> 00:02:04,745
You ever see that movie?

43
00:02:04,766 --> 00:02:05,509
Speaker 2: Yeah, I love that
movie.

44
00:02:05,509 --> 00:02:09,068
You put the thing in the game
and then he grew up.

45
00:02:09,370 --> 00:02:09,590
Speaker 1: Right.

46
00:02:09,590 --> 00:02:10,051
He grew up.

47
00:02:10,051 --> 00:02:15,548
So I saw that movie in third
grade and Tom Hanks literally

48
00:02:15,647 --> 00:02:19,493
dances up on a piano and then
they offer him a job to work in

49
00:02:19,514 --> 00:02:20,336
the toy industry.

50
00:02:20,336 --> 00:02:24,024
And as soon as I saw that I was
like dude, that is exactly what

51
00:02:24,024 --> 00:02:24,945
I'm going to do with my life.

52
00:02:24,945 --> 00:02:28,711
So I started writing toy
companies in third grade and I

53
00:02:28,790 --> 00:02:33,884
just did not stop, and they most
of the time I just get

54
00:02:33,945 --> 00:02:36,620
rejection letters back because I
think they thought I was older

55
00:02:36,719 --> 00:02:37,603
than I actually was.

56
00:02:37,603 --> 00:02:42,899
And a company just wrote me
back one time and was like you

57
00:02:42,919 --> 00:02:44,985
should go into mechanical
engineering, and I really should

58
00:02:44,985 --> 00:02:45,687
not have listened to them.

59
00:02:45,687 --> 00:02:46,370
But that's what I did.

60
00:02:46,370 --> 00:02:51,051
So I did that, graduated and
then got in the toy industry.

61
00:02:51,051 --> 00:02:53,985
And I don't know if you've ever
gotten what you've always

62
00:02:54,126 --> 00:02:57,633
wanted and then been so
disappointed when you get there.

63
00:02:57,633 --> 00:03:00,388
But that's what was happening.

64
00:03:00,439 --> 00:03:01,566
I was in a cubicle.

65
00:03:01,566 --> 00:03:03,924
The walls were padded, which
you're like why are these walls

66
00:03:03,963 --> 00:03:04,243
padded?

67
00:03:04,243 --> 00:03:08,250
You know you know no fun, no
play, no adults that are

68
00:03:08,289 --> 00:03:12,282
high-fiving, you know no toys,
no kids.

69
00:03:12,282 --> 00:03:14,507
And I was like what am I doing
here?

70
00:03:14,507 --> 00:03:18,401
And I remember having my little
quarter-life crisis moving from

71
00:03:18,401 --> 00:03:23,252
New York to the Bay Area, san
Francisco Bay Area, and then you

72
00:03:23,252 --> 00:03:30,804
know, piddling around for a
little bit and then bumping into

73
00:03:30,804 --> 00:03:32,147
an organization that was
teaching kids engineering with

74
00:03:32,169 --> 00:03:33,453
Lego and they basically were
just playing for a living,

75
00:03:33,473 --> 00:03:34,856
paying 150 bucks a week like a
joke of a job.

76
00:03:34,856 --> 00:03:37,883
But they were playing and I was
like I want to get paid to play

77
00:03:37,883 --> 00:03:37,883
.

78
00:03:37,883 --> 00:03:43,122
So I stuck with them and we
grew it into like the largest

79
00:03:43,201 --> 00:03:45,810
Lego inspired STEM organization,
like in the US.

80
00:03:46,360 --> 00:03:50,368
But the way we did it was we
just played, like we had no idea

81
00:03:50,368 --> 00:03:51,131
what we were doing.

82
00:03:51,131 --> 00:03:53,082
We made it up as we went along.

83
00:03:53,082 --> 00:03:55,131
We pick cities because we
thought they were fun.

84
00:03:55,131 --> 00:03:57,240
We had no business plan, you
know.

85
00:03:57,240 --> 00:03:58,903
We hired people because they
were fun.

86
00:03:58,903 --> 00:04:01,891
We experimented, we failed
miserably all the time.

87
00:04:01,891 --> 00:04:05,405
But we got so big in the Bay
area At one point we were

88
00:04:05,425 --> 00:04:10,834
teaching 100,000 kids a year
that Silicon Valley started to

89
00:04:10,854 --> 00:04:15,370
pay attention to us Facebook,
google, adobe, netflix, all of

90
00:04:15,409 --> 00:04:18,148
them and they wanted us to run
team building events.

91
00:04:18,148 --> 00:04:20,125
And we were like, yeah, of
course we run team building

92
00:04:20,165 --> 00:04:20,427
events.

93
00:04:20,427 --> 00:04:23,127
Even though we didn't, we just
said yes to everything, right.

94
00:04:23,841 --> 00:04:24,704
Speaker 2: It's like, of course
we do.

95
00:04:25,420 --> 00:04:26,543
Speaker 1: Yes, we've been doing
that for years.

96
00:04:26,543 --> 00:04:31,293
And then for the next, like
eight, nine years I ran team

97
00:04:31,360 --> 00:04:34,767
building events for, like some
of the top tech companies like

98
00:04:34,848 --> 00:04:35,470
in the world.

99
00:04:35,470 --> 00:04:38,485
But you know at the same time
that they talked about

100
00:04:38,565 --> 00:04:42,880
innovation, disruption, agile,
all those buzzwords, right.

101
00:04:42,880 --> 00:04:47,920
They had not created a safe,
psychologically you know,

102
00:04:47,980 --> 00:04:51,730
comfortable work environment for
people to play and take risks,

103
00:04:52,430 --> 00:04:54,442
and the reason why is they
weren't having the harder

104
00:04:54,483 --> 00:04:58,632
conversations, like how to deal
with toxicity at work, how to

105
00:04:58,759 --> 00:05:02,249
address racism at work, how to
deal with office politics, how

106
00:05:02,288 --> 00:05:05,165
to have a hard conversation, how
to get your staff and flow like

107
00:05:05,165 --> 00:05:05,593
all of that, how to deal with
office politics, how to have a

108
00:05:05,533 --> 00:05:06,420
hard conversation, how to get
your staff and flow like all of

109
00:05:06,461 --> 00:05:06,600
that.

110
00:05:06,600 --> 00:05:07,845
How to deal with your inner
critic.

111
00:05:07,845 --> 00:05:11,281
So I created Rediscover your
Play as a way of combining

112
00:05:11,362 --> 00:05:16,831
positive psychology and play to
tackle some of a company's

113
00:05:16,913 --> 00:05:18,600
biggest, most challenging issues
.

114
00:05:19,302 --> 00:05:23,870
Speaker 2: So you got exactly
what you wanted, and you hated

115
00:05:23,930 --> 00:05:24,732
every minute of it.

116
00:05:24,793 --> 00:05:26,295
Speaker 1: Is that fair yeah?

117
00:05:27,581 --> 00:05:29,048
Speaker 2: So I'm just recalling
the movie.

118
00:05:29,048 --> 00:05:33,105
So basically, the people who
were classified as the bad guys

119
00:05:33,646 --> 00:05:36,632
were like, just like what it's
actually like to work in

120
00:05:36,651 --> 00:05:37,574
corporate America, right?

121
00:05:37,634 --> 00:05:39,935
Speaker 1: exactly Right,
because, like you never know

122
00:05:40,038 --> 00:05:44,199
right, like you always dream
it's going to be amazing, right,

123
00:05:44,199 --> 00:05:45,742
like you, you always drink it's
going to be amazing.

124
00:05:45,742 --> 00:05:47,406
And then you get to corporate
America and you were like, where

125
00:05:47,406 --> 00:05:47,906
did all the?

126
00:05:47,906 --> 00:05:51,721
Why is everyone's energy just
being sucked out of them, like

127
00:05:52,081 --> 00:05:54,747
your soul is being sucked out of
you?

128
00:05:54,747 --> 00:05:58,473
I remember once I left a job in
a dramatic way.

129
00:05:58,473 --> 00:06:01,026
There was this Kaiser
Permanente, like hospital job.

130
00:06:01,026 --> 00:06:01,767
You know.

131
00:06:01,767 --> 00:06:04,281
I was like just doing admin
work or something there.

132
00:06:04,281 --> 00:06:06,427
I quit right on the spot.

133
00:06:06,769 --> 00:06:10,278
And I remember, as I was leaving
, I looked at a bunch of my

134
00:06:10,358 --> 00:06:13,867
former colleagues, former right,
um, and they were like what are

135
00:06:13,867 --> 00:06:14,329
you doing?

136
00:06:14,329 --> 00:06:15,632
Where are you going?

137
00:06:15,632 --> 00:06:16,362
Why are you leaving?

138
00:06:16,362 --> 00:06:19,899
And I was like we just spoke
last week about how you've been

139
00:06:19,939 --> 00:06:21,302
wanting to leave for five years.

140
00:06:21,302 --> 00:06:25,249
I'm just taking your advice and
doing it instead of like dying

141
00:06:25,329 --> 00:06:27,091
a slow death here, you know.

142
00:06:27,091 --> 00:06:30,543
But they were like no, stay
with us, stay in the suffering.

143
00:06:30,543 --> 00:06:33,644
And I'm like nah, dude, I'm
good, I am good.

144
00:06:33,644 --> 00:06:36,850
And I think that was the last
cubicle job yeah, I ever had.

145
00:06:38,401 --> 00:06:40,728
Speaker 3: Good for you for
taking that leap.

146
00:06:40,728 --> 00:06:45,706
Most people don't I know it's
so sad.

147
00:06:46,387 --> 00:06:50,300
Speaker 2: It really is, really
is I just remember, you know, if

148
00:06:50,300 --> 00:06:52,908
we're talking movies here, the
the one that resonates the most

149
00:06:52,947 --> 00:06:58,072
with me is office space oh, yes,
but it's it's like I love that

150
00:06:58,112 --> 00:06:58,372
movie.

151
00:06:58,413 --> 00:07:00,839
Speaker 1: I still love that
movie I still watch clips every

152
00:07:00,959 --> 00:07:01,882
week once in a while.

153
00:07:01,882 --> 00:07:05,591
I'll just watch clips of of him
when he, like uh, talks to the

154
00:07:05,651 --> 00:07:09,547
two hr guys that are letting
everyone go and he's, like I do

155
00:07:09,627 --> 00:07:16,225
basically like 17 minutes of
work a week middle management

156
00:07:16,266 --> 00:07:20,374
potential yes I'm not great at
movie quotes or anything, but

157
00:07:20,394 --> 00:07:23,591
the movie that's sticking out to
the time of year is office

158
00:07:23,651 --> 00:07:28,043
christmas party oh yeah, you're
the crazy hr lady molly, for

159
00:07:28,124 --> 00:07:30,327
sure
see, I need to watch that I

160
00:07:30,367 --> 00:07:36,487
haven't seen that when you're in
hr, it's great that's a that

161
00:07:36,548 --> 00:07:37,009
you know that.

162
00:07:37,149 --> 00:07:41,079
Speaker 2: I think that is
probably the most um accurate

163
00:07:41,158 --> 00:07:43,884
depiction of an hr professional
that I've seen on screen.

164
00:07:43,884 --> 00:07:48,353
Um, If you haven't seen it, if
you're in HR it's required

165
00:07:48,372 --> 00:07:48,853
viewing Okay.

166
00:07:48,994 --> 00:07:49,836
Speaker 1: Don't watch it with
your kids.

167
00:07:49,836 --> 00:07:52,120
Let's just say, okay, I need to
watch it.

168
00:07:52,180 --> 00:07:53,084
Speaker 2: Molly, you describe
it.

169
00:07:53,600 --> 00:07:54,925
Speaker 3: Don't watch it with
your kids.

170
00:07:55,487 --> 00:07:58,247
Speaker 1: No, I heard it's
quite raunchy.

171
00:07:58,247 --> 00:08:03,286
Very much so, but it's fun,
which is great because this year

172
00:08:03,286 --> 00:08:05,271
, like people are doing it
virtual, so we're not going to

173
00:08:05,312 --> 00:08:06,353
have as many of those issues.

174
00:08:07,540 --> 00:08:08,966
Speaker 3: As long as everybody
wears pants.

175
00:08:12,721 --> 00:08:13,723
Speaker 1: That's asking a lot.

176
00:08:13,723 --> 00:08:14,786
That's asking a lot.

177
00:08:15,750 --> 00:08:18,666
Speaker 3: Okay, jeff, so you
had said you started doing team

178
00:08:18,687 --> 00:08:19,408
building events.

179
00:08:19,990 --> 00:08:20,091
Speaker 1: Yeah.

180
00:08:20,259 --> 00:08:22,666
Speaker 3: I know there's a lot
of organizations that of course,

181
00:08:22,666 --> 00:08:24,512
they want to do a team building
event.

182
00:08:24,512 --> 00:08:26,843
They're always looking for
things, but I also feel like a

183
00:08:26,903 --> 00:08:29,009
lot of organizations get it
wrong.

184
00:08:29,009 --> 00:08:32,645
Where and why do people get it
wrong and what is your advice?

185
00:08:32,645 --> 00:08:34,049
What's your best team builder?

186
00:08:35,158 --> 00:08:35,340
Speaker 1: Yeah.

187
00:08:35,340 --> 00:08:39,331
So I actually stopped doing
like the stuff I now do.

188
00:08:39,331 --> 00:08:41,768
You know, I actually stopped
doing team building events

189
00:08:41,847 --> 00:08:44,538
because I felt like they were
they're just kind of like

190
00:08:44,619 --> 00:08:45,020
bowling Right.

191
00:08:45,020 --> 00:08:46,210
They're just kind of like
bowling right, like they're like

192
00:08:46,210 --> 00:08:48,303
, hey, you feel good for just a
little bit and then you, you

193
00:08:48,323 --> 00:08:50,855
know, then you go back to
whatever you're doing, and I

194
00:08:50,936 --> 00:08:54,365
think I think where people get
it wrong um, companies get it

195
00:08:54,426 --> 00:08:58,881
wrong is they bring some team
building organization in and

196
00:08:58,902 --> 00:09:01,589
then they are thinking like
afterwards, everything's going

197
00:09:01,609 --> 00:09:07,159
to just change, right, you know.

198
00:09:07,159 --> 00:09:08,524
And and the fact fact is, if
you're not taking risks and

199
00:09:08,543 --> 00:09:09,947
trying to have hard
conversations or trying to go

200
00:09:10,047 --> 00:09:14,826
somewhere with it, then it's
just going to be something happy

201
00:09:14,826 --> 00:09:18,096
, like going to play pool or
ping pong, which is totally fine

202
00:09:18,096 --> 00:09:21,202
and people connect that way as
well, but you're not really

203
00:09:21,222 --> 00:09:23,125
going to go deep, deep right.

204
00:09:23,125 --> 00:09:26,311
So I think people have to
adjust their expectations of

205
00:09:26,370 --> 00:09:29,254
what they actually expect from a
team building event.

206
00:09:30,760 --> 00:09:35,932
Speaker 2: Yeah, I actually I am
not a big fan of like the let's

207
00:09:35,932 --> 00:09:36,654
do the one-off.

208
00:09:36,654 --> 00:09:38,119
Like trust falls in the office.

209
00:09:38,119 --> 00:09:38,740
Right, right.

210
00:09:38,740 --> 00:09:42,667
You know like every time I've
tried to do something like that

211
00:09:42,706 --> 00:09:47,934
in my career, everybody has
literally like they hear it and

212
00:09:47,955 --> 00:09:53,022
they're like ugh, yeah, why do
people say that they do that

213
00:09:53,081 --> 00:09:54,605
because it's forced.

214
00:09:54,746 --> 00:09:55,850
Speaker 1: Fun, right.

215
00:09:55,850 --> 00:10:01,008
Right, the whole idea of play,
if you think about it, in a

216
00:10:01,048 --> 00:10:04,053
playground, a kid has the option
to play or not play.

217
00:10:04,053 --> 00:10:06,629
They have the option to do
whatever they want.

218
00:10:06,629 --> 00:10:08,399
They could just observe from
the sidelines.

219
00:10:08,399 --> 00:10:11,692
But with, I think, a lot of
team building events, you know,

220
00:10:11,793 --> 00:10:14,121
and a lot of times when, like
the HR staff's, like we're going

221
00:10:14,121 --> 00:10:16,971
to, we're going to become a
team, you know, like I know, we

222
00:10:17,010 --> 00:10:20,226
haven't talked at all the whole
year, but now, this hour, we're

223
00:10:20,248 --> 00:10:21,671
going to all get along.

224
00:10:21,671 --> 00:10:28,900
It's just like dude.

225
00:10:28,900 --> 00:10:29,604
Where we're going to all get
along.

226
00:10:29,604 --> 00:10:30,005
It's just like dude.

227
00:10:30,005 --> 00:10:30,509
This is just come on, man.

228
00:10:30,528 --> 00:10:31,836
I remember once running a team
building event for a biomedical

229
00:10:31,855 --> 00:10:35,841
company that shall not be named
and it was at a winery, and this

230
00:10:35,841 --> 00:10:37,849
is when I was still doing the
Lego gig.

231
00:10:37,849 --> 00:10:41,861
And I remember, during the team
building event, where they're

232
00:10:41,923 --> 00:10:46,025
all building something together,
right, and then the boss turns

233
00:10:46,046 --> 00:10:46,488
to everyone.

234
00:10:46,488 --> 00:10:48,544
He goes get away, everyone,
move back.

235
00:10:48,544 --> 00:10:54,567
I got this and he just moved
like 20 VP executives that are

236
00:10:54,606 --> 00:10:58,313
like managing multimillion
dollar, if not billion dollar

237
00:10:58,354 --> 00:11:00,866
deals, and it was just like
everyone, move away.

238
00:11:00,866 --> 00:11:02,586
I'm going to work on this by
myself.

239
00:11:02,586 --> 00:11:06,607
So 20 people who were at the
winery just started drinking

240
00:11:06,648 --> 00:11:08,432
wine because they're like, well,
I don't want to hang out with

241
00:11:08,451 --> 00:11:08,793
this guy.

242
00:11:08,793 --> 00:11:11,427
And then during the debrief,
they were like what happened

243
00:11:11,447 --> 00:11:11,629
there?

244
00:11:11,629 --> 00:11:12,321
And he goes.

245
00:11:12,321 --> 00:11:15,428
Well, the reason why I had to
do that was because I have a lot

246
00:11:15,428 --> 00:11:19,240
of experience with Lego, so
that's why I had to step up and

247
00:11:19,260 --> 00:11:22,826
it was like, oh my gosh guys,
this is it.

248
00:11:22,826 --> 00:11:26,822
Gosh guys, like this is it.

249
00:11:26,822 --> 00:11:27,484
This is the problem.

250
00:11:27,484 --> 00:11:28,144
I can't help you with this.

251
00:11:28,164 --> 00:11:28,566
Speaker 3: I can't, I can't like
.

252
00:11:28,566 --> 00:11:30,068
This is deep seated, so that
was part of the reason why I

253
00:11:30,110 --> 00:11:30,429
started.

254
00:11:30,890 --> 00:11:32,583
Speaker 1: Rediscover your Play,
because I was like yo.

255
00:11:32,583 --> 00:11:34,432
We need to talk about toxicity
at work.

256
00:11:34,432 --> 00:11:37,924
We need to talk about office
politics, like we need to have

257
00:11:37,966 --> 00:11:40,760
that hard conversation because
right now we're just tiptoeing

258
00:11:40,801 --> 00:11:42,303
around it and it sucks.

259
00:11:44,086 --> 00:11:47,773
Speaker 3: The elephant, the
room, yeah, so how do you?

260
00:11:47,773 --> 00:11:48,534
How do you do that?

261
00:11:49,823 --> 00:11:52,493
Speaker 1: oh which which one
talking about office politics or

262
00:11:52,493 --> 00:11:57,124
toxic people, because I can get
into the toxic people how do

263
00:11:57,164 --> 00:12:02,553
you love me, a toxic person yeah
give all the good stories you

264
00:12:02,594 --> 00:12:03,601
do get all the good stories.

265
00:12:03,662 --> 00:12:06,613
So here I'll go through, like
the you know, because we go

266
00:12:06,653 --> 00:12:08,480
through a bunch of different
steps.

267
00:12:08,480 --> 00:12:13,089
So I think you know, whenever
I'm talking about toxic people,

268
00:12:13,230 --> 00:12:14,972
we have to first put it into
context.

269
00:12:14,972 --> 00:12:18,783
Right, like I ran this workshop
it's called Dealing with

270
00:12:18,924 --> 00:12:21,585
A-Holes at Work Through Play,
like that literally is the name

271
00:12:21,625 --> 00:12:22,187
of the workshop.

272
00:12:22,187 --> 00:12:29,966
And I did it with my friend,
gary Ware, and we never thought

273
00:12:29,986 --> 00:12:30,548
anyone would say yes to this.

274
00:12:30,548 --> 00:12:31,451
Right, like why would anyone
say yes to it?

275
00:12:31,451 --> 00:12:32,756
But we applied to some of the
top conferences, like like in

276
00:12:32,777 --> 00:12:34,682
the country, and then, and then
they were like, yes, we need

277
00:12:34,722 --> 00:12:34,903
this.

278
00:12:34,903 --> 00:12:36,207
So then we were like, oh sweet.

279
00:12:36,207 --> 00:12:39,764
So then we like traveled to
Australia to do it and we did it

280
00:12:39,764 --> 00:12:42,688
right before, you know, right
before quarantine, quarantine.

281
00:12:42,688 --> 00:12:45,794
And while we were running it in
australia, like people were

282
00:12:46,041 --> 00:12:48,668
both laughing and crying during
the workshop.

283
00:12:48,668 --> 00:12:52,802
But the main reason they were
doing that is because a lot of

284
00:12:52,841 --> 00:12:56,735
them did not realize that, that
they, they thought they were the

285
00:12:56,735 --> 00:12:59,022
only ones, they thought that
they were the only ones that

286
00:12:59,081 --> 00:13:01,485
left a job because of a toxic
person.

287
00:13:01,485 --> 00:13:05,594
And then we shared, like this
study done by Sherm about how,

288
00:13:06,279 --> 00:13:11,754
like I think October 2019, they
did this study where $223

289
00:13:11,793 --> 00:13:15,904
billion has been lost by fortune
500 companies alone just in the

290
00:13:15,904 --> 00:13:18,854
last five years due to toxic
people.

291
00:13:18,854 --> 00:13:21,761
And these are only the
companies that are willing to

292
00:13:21,822 --> 00:13:22,263
admit it.

293
00:13:22,263 --> 00:13:26,451
Right, so it must be even a
larger amount of money, but 223

294
00:13:26,671 --> 00:13:28,094
billion, fricking dollars.

295
00:13:28,094 --> 00:13:31,687
So it's just like, why are we
letting toxic people, just like,

296
00:13:31,687 --> 00:13:33,932
run amok at our companies?

297
00:13:33,932 --> 00:13:37,126
Right, so, you know, when we
run the workshop, we're like

298
00:13:37,167 --> 00:13:39,803
first, it's like listen, this is
all about setting boundaries

299
00:13:39,903 --> 00:13:41,750
and like being very clear about
them.

300
00:13:41,750 --> 00:13:46,301
So our first suggestion this is
we go from easiest to hardest,

301
00:13:46,360 --> 00:13:46,562
right?

302
00:13:46,562 --> 00:13:51,192
So easiest is that toxic person
is taking up a lot of time and

303
00:13:51,231 --> 00:13:54,405
meetings, right, they're sucking
the energy, sucking the soul

304
00:13:54,466 --> 00:13:55,028
out of the meeting.

305
00:13:55,028 --> 00:13:57,341
They're talking 60 to 80% of
the meeting.

306
00:13:57,341 --> 00:14:00,687
So I always recommend like
listen, we got to start

307
00:14:00,828 --> 00:14:01,850
organizing, right?

308
00:14:01,850 --> 00:14:05,288
So, hey, kyle, molly, the next
time you're speaking up and that

309
00:14:05,288 --> 00:14:08,347
guy cuts you off, I'm going to
be like whoa, whoa, whoa, chad.

310
00:14:08,347 --> 00:14:11,004
Sorry, if your name's Chad, I'm
sorry, but I'm going to use you

311
00:14:11,004 --> 00:14:12,951
as the a-hole in this example.

312
00:14:12,951 --> 00:14:15,701
Hey, chad, kyle was still
sharing something.

313
00:14:15,701 --> 00:14:17,342
Can we hear what he has to say?

314
00:14:17,342 --> 00:14:20,528
Wait, can we hear more from
Molly, because if Molly hasn't

315
00:14:20,567 --> 00:14:24,594
been able to speak up yet, you
know, and and we start to occupy

316
00:14:24,594 --> 00:14:27,484
the meeting back, and this is
something you do over the next

317
00:14:27,605 --> 00:14:32,222
three to six months, where you
are slowly taking over right and

318
00:14:32,222 --> 00:14:34,312
not letting this person
dominate the meeting.

319
00:14:34,312 --> 00:14:35,937
So that's the easiest one.

320
00:14:35,977 --> 00:14:38,946
The second one is actually
confronting that toxic person

321
00:14:38,985 --> 00:14:42,721
like head on, and that's not
confronting them and attacking

322
00:14:42,740 --> 00:14:45,004
their behavior, but you are or
not attacking their behavior,

323
00:14:45,024 --> 00:14:48,089
but you are not attacking their
character, but you are

324
00:14:48,210 --> 00:14:51,794
addressing their behavior and
the impact that it's having.

325
00:14:51,794 --> 00:14:56,404
So I'd be like hey, chad, you
know, when you cut off Molly,

326
00:14:56,485 --> 00:14:59,648
when she was in the middle of
saying something, you know, not

327
00:14:59,708 --> 00:15:02,291
only were you communicating that
you didn't want to hear from

328
00:15:02,351 --> 00:15:05,414
her, but you were also
communicating to Kyle and myself

329
00:15:05,414 --> 00:15:07,402
and everyone else here that you
didn't want to hear.

330
00:15:07,402 --> 00:15:10,010
What we had to say Is that the
intent?

331
00:15:10,010 --> 00:15:10,841
Was that your intent?

332
00:15:10,841 --> 00:15:12,508
You know, because that's the
impact you're having.

333
00:15:12,508 --> 00:15:15,947
And then just see, because a
lot of toxic people are like

334
00:15:16,086 --> 00:15:19,263
engineers that just have bad
communication skills and they

335
00:15:19,302 --> 00:15:22,889
might not know Right, but say,
for example, they're like hey,

336
00:15:22,950 --> 00:15:24,592
man, f f you, I'll do whatever I
want.

337
00:15:24,592 --> 00:15:25,474
My name's chad.

338
00:15:25,474 --> 00:15:29,311
Okay, all right, let's deal
with it.

339
00:15:29,390 --> 00:15:32,519
So then the next thing obviously
is like, not just approaching

340
00:15:32,600 --> 00:15:35,687
their supervisor or their
supervisor supervisor, if

341
00:15:35,726 --> 00:15:39,221
they're you know a-holes but but
when you approach them,

342
00:15:39,822 --> 00:15:42,989
approaching it from the the
context of what impact they're

343
00:15:43,028 --> 00:15:46,802
having, it's just like listen, I
know Chad is the brilliant jerk

344
00:15:46,802 --> 00:15:46,802
.

345
00:15:46,802 --> 00:15:51,952
He brings in $700,000 a year
right In revenue, or whatever

346
00:15:52,013 --> 00:15:52,721
that case may be.

347
00:15:52,721 --> 00:15:56,448
Simon Sinek talks a lot about
how the brilliant jerk is never

348
00:15:56,548 --> 00:15:57,993
wanted on the Navy SEALs.

349
00:15:57,993 --> 00:16:01,192
The Navy SEALs will never take
the bravest person, they'll

350
00:16:01,232 --> 00:16:05,109
never take the most athletic or
the smartest, because if they're

351
00:16:05,109 --> 00:16:08,787
the brilliant jerk, they're
going to destroy the team.

352
00:16:08,787 --> 00:16:13,061
So when you say, hey, chad has
been bringing in all these

353
00:16:13,140 --> 00:16:16,349
revenue, but he's also caused
three people to quit, which

354
00:16:16,529 --> 00:16:19,403
actually has cost us a million
dollars, we're actually losing

355
00:16:19,563 --> 00:16:22,227
$300,000 by keeping Chad.

356
00:16:22,808 --> 00:16:26,360
So can we address this person's
behavior because he's causing

357
00:16:26,421 --> 00:16:27,182
this impact?

358
00:16:27,182 --> 00:16:30,171
And when you say it like that,
then they really have a choice

359
00:16:30,312 --> 00:16:34,788
Like are we going to, you know,
go with the values that we claim

360
00:16:34,788 --> 00:16:39,764
, we say we're doing, or are
they going to be hypocritical at

361
00:16:39,764 --> 00:16:42,730
that point and and and support
Chad?

362
00:16:42,730 --> 00:16:45,876
And if they support Chad, at
that point, you know, maybe this

363
00:16:45,876 --> 00:16:47,003
is not the right place for you.

364
00:16:47,003 --> 00:16:51,158
But then the hardest way of
dealing with a toxic person is

365
00:16:51,217 --> 00:16:56,187
you actually have to address
your own inner Chad, your own

366
00:16:56,408 --> 00:17:00,020
inner toxic person, your own
inner a-hole, like your own

367
00:17:00,120 --> 00:17:04,229
inner, you know, critic, right,
because there's a reason why

368
00:17:04,609 --> 00:17:05,771
Chad triggers you.

369
00:17:05,972 --> 00:17:08,144
Maybe you think you're an
imposter, maybe you think you

370
00:17:08,164 --> 00:17:10,171
shouldn't get paid as much as
him, maybe you think you

371
00:17:10,220 --> 00:17:13,167
shouldn't be speaking up at work
, right, or at a meeting.

372
00:17:13,167 --> 00:17:16,204
But if you're like, wait a
minute, like no way dude, like

373
00:17:16,244 --> 00:17:19,118
Chad's an idiot, like I
definitely should be his boss, I

374
00:17:19,118 --> 00:17:21,204
definitely should be paid
double his salary.

375
00:17:21,204 --> 00:17:25,194
You know, I definitely am not
an imposter, I kick ass at this

376
00:17:25,255 --> 00:17:25,536
job.

377
00:17:25,536 --> 00:17:29,425
And you actually believe that
the next time Chad is super rude

378
00:17:29,425 --> 00:17:32,141
to you, you just turn to him
and you're just like Chad don't

379
00:17:32,301 --> 00:17:33,586
ever speak to me in that way.

380
00:17:33,586 --> 00:17:36,579
And then, once they do that,
it's just like oh, molly just

381
00:17:36,660 --> 00:17:37,762
stepped up to Chad.

382
00:17:37,762 --> 00:17:38,806
And then Kyle's like man.

383
00:17:38,986 --> 00:17:40,309
I'm going to step up to Chad.

384
00:17:40,309 --> 00:17:46,579
And then Jeff's like I'm
stepping up to Chad too, I'm not

385
00:17:46,579 --> 00:17:47,101
going to tolerate this.

386
00:17:47,101 --> 00:17:48,300
And then, all of a sudden,
everyone's stepping up to Chad

387
00:17:48,221 --> 00:17:48,540
and he has a choice.

388
00:17:48,540 --> 00:17:52,339
He either changes his behavior
and gets his stuff together, his

389
00:17:52,339 --> 00:17:54,147
shit together, or he leaves.

390
00:17:54,147 --> 00:17:56,662
And that's what's happening,
because you're sucking the

391
00:17:56,762 --> 00:18:00,508
energy out of that toxic person
damn Chad.

392
00:18:01,536 --> 00:18:02,623
Speaker 2: I know, molly.

393
00:18:02,623 --> 00:18:04,690
I have a question for you am I
Chad?

394
00:18:07,701 --> 00:18:09,027
Speaker 1: you do interrupt me
quite a bit.

395
00:18:10,627 --> 00:18:11,194
Speaker 2: I do interrupt.

396
00:18:11,194 --> 00:18:13,428
Maybe I need to be the one to
shut up.

397
00:18:14,582 --> 00:18:14,987
Speaker 3: No.

398
00:18:15,413 --> 00:18:16,782
Speaker 2: We all got a little
Chad in us maybe.

399
00:18:16,864 --> 00:18:18,167
Speaker 3: We all got a little
Chad in us.

400
00:18:19,779 --> 00:18:21,627
Speaker 2: Sorry to any listener
named Chad.

401
00:18:22,161 --> 00:18:25,286
Speaker 3: Yeah, I'm so sorry, I
actually wrestle with this a

402
00:18:25,365 --> 00:18:30,701
lot, like do you think Chad is
toxic at the core, like most of

403
00:18:30,721 --> 00:18:31,001
the time?

404
00:18:31,001 --> 00:18:32,405
Can you change a Chad?

405
00:18:32,405 --> 00:18:34,652
Do they change you can?

406
00:18:35,361 --> 00:18:36,827
Speaker 1: You can change a Chad
.

407
00:18:36,827 --> 00:18:40,269
The question is is, how long
are you willing to tolerate it?

408
00:18:40,269 --> 00:18:42,366
Right, I had a Chad at one of
my jobs.

409
00:18:42,366 --> 00:18:44,046
He didn't change for five years
.

410
00:18:44,046 --> 00:18:48,003
Like like he had to be
reprimanded numerous times and

411
00:18:48,023 --> 00:18:51,192
it was about to the point where
he was going to get fired and

412
00:18:51,231 --> 00:18:53,243
then he, he got help, you know.

413
00:18:53,243 --> 00:18:55,709
Then he like started seeing a
therapist and addressing stuff,

414
00:18:56,089 --> 00:18:59,424
but like, if you're willing to
put in that work, you know, or

415
00:18:59,505 --> 00:19:00,428
like setting that boundary.

416
00:19:00,428 --> 00:19:05,481
But I think also we all want to
be the hero in our story, so we

417
00:19:05,481 --> 00:19:08,604
want ch Chad to be the villain
and sometimes Chad isn't the

418
00:19:08,644 --> 00:19:11,026
villain, right, like sometimes
he just like sucks at

419
00:19:11,046 --> 00:19:11,666
communicating.

420
00:19:12,126 --> 00:19:26,680
So we have to feel what is it
like to be that person Like.

421
00:19:26,680 --> 00:19:29,448
Some people are like, ooh, I
like it, and others are like, oh

422
00:19:29,448 --> 00:19:30,130
, get this off me.

423
00:19:30,130 --> 00:19:32,665
Like I never want to be this
mean, right, but it's

424
00:19:32,806 --> 00:19:35,762
interesting just to put yourself
in that person's shoes, right.

425
00:19:35,762 --> 00:19:39,478
And then and then we practice
actually role-playing, like how

426
00:19:39,518 --> 00:19:41,503
would you have this hard
conversation with this person?

427
00:19:41,503 --> 00:19:43,428
Because, guess what, it's not
just going to be one

428
00:19:43,488 --> 00:19:46,595
conversation, it's going to be
one over and over again for like

429
00:19:46,595 --> 00:19:50,063
over a year before you finally
maybe make some inroads.

430
00:19:51,865 --> 00:19:53,308
Speaker 3: I see this a lot with
leaders.

431
00:19:53,308 --> 00:19:56,141
So they bring on like a new
hire and they're just not

432
00:19:56,182 --> 00:19:57,946
performing where they need to
perform.

433
00:19:57,946 --> 00:20:00,541
So leaders are instantly like,
well, this guy doesn't give a

434
00:20:00,561 --> 00:20:02,705
crap, or this Chad is, he's not
a good fit.

435
00:20:02,705 --> 00:20:07,316
Chad's being a jerk, instead of
truly asking the hard questions

436
00:20:07,316 --> 00:20:12,866
to themselves or admitting that
they can't get Chad where he

437
00:20:12,906 --> 00:20:13,448
needs to go.

438
00:20:13,448 --> 00:20:15,692
Right, right, you know.

439
00:20:17,034 --> 00:20:19,060
Speaker 2: Right and I think
about you know, just in the

440
00:20:19,701 --> 00:20:21,903
context of you know, personal
experience.

441
00:20:21,903 --> 00:20:29,073
A lot of these people Chad's um
are jerks because they're,

442
00:20:29,192 --> 00:20:34,006
they've been rewarded to exhibit
that behavior either be

443
00:20:34,165 --> 00:20:38,996
aggressive and drive sales and
be pushy, and they get the

444
00:20:39,115 --> 00:20:41,727
promotions and the raises and
the recognition, yeah.

445
00:20:42,288 --> 00:20:45,532
Speaker 1: So so that's where,
like, you have to slowly change

446
00:20:45,594 --> 00:20:49,440
that culture by challenging that
right.

447
00:20:49,440 --> 00:20:54,047
I know so many salespeople that
are just like that and maybe

448
00:20:54,086 --> 00:20:55,593
that works in certain realms.

449
00:20:55,593 --> 00:20:58,114
But I remember talking to this
one guy and he knew it.

450
00:20:58,114 --> 00:20:59,932
He was just like yeah, I know
I'm an a-hole, I don't really

451
00:20:59,951 --> 00:21:01,788
care and I know it's just like.

452
00:21:01,788 --> 00:21:03,375
Well, do you know the impact
you're having?

453
00:21:03,375 --> 00:21:12,106
He's like look, it works, and
as long as it works, I'm going

454
00:21:12,146 --> 00:21:12,607
to keep doing it.

455
00:21:12,607 --> 00:21:14,192
So everyone else has to make it
seem, make it so that it

456
00:21:14,211 --> 00:21:14,933
doesn't work anymore, right?

457
00:21:14,933 --> 00:21:17,426
Like they keep getting rewarded
for that, they keep getting

458
00:21:17,446 --> 00:21:20,314
their bonuses, even though they
get complaints all the time.

459
00:21:20,314 --> 00:21:22,605
So why should they change,
right?

460
00:21:24,628 --> 00:21:28,913
Speaker 3: So in HR, in the HR
space, a lot of us sometimes not

461
00:21:28,913 --> 00:21:32,396
me, but there are a lot of HR
individuals that have to deal

462
00:21:32,457 --> 00:21:35,580
with the Chad that is, let's say
, the CEO.

463
00:21:36,221 --> 00:21:36,442
Speaker 1: Yeah.

464
00:21:37,184 --> 00:21:40,329
Speaker 3: Would your advice
change or be any different for

465
00:21:40,651 --> 00:21:42,272
that HR individual?

466
00:21:44,316 --> 00:21:46,920
Speaker 1: like what power
dynamics exist.

467
00:21:46,920 --> 00:21:49,565
Because, I mean, we have to be
careful sometimes, right,

468
00:21:49,625 --> 00:21:52,131
because sometimes we don't want
to speak up to the person

469
00:21:52,573 --> 00:21:54,645
because we're like that person
is just going to fire us.

470
00:21:54,645 --> 00:21:57,413
And that might be true or it
might not be true.

471
00:21:57,413 --> 00:21:59,546
You have to, you have to gauge
that for yourself.

472
00:21:59,546 --> 00:22:03,494
But if someone that is like a
10 year, like it's been part of

473
00:22:03,515 --> 00:22:07,730
HR for a while, and can
represent the group and knows

474
00:22:07,810 --> 00:22:11,627
that you know they have cover,
right, they have other VPs that

475
00:22:11,647 --> 00:22:15,037
are going to vouch for them, so
that even if that CEO snaps and

476
00:22:15,076 --> 00:22:17,576
is like, oh, get rid of Kyle,
because you know he challenged

477
00:22:17,635 --> 00:22:21,108
me, you know, you know you're
not going to get removed, then

478
00:22:21,769 --> 00:22:26,146
it's worth challenging that CEO
and then again approaching it

479
00:22:26,188 --> 00:22:31,345
from the standpoint of like,
listen, ceo, you know our sales

480
00:22:31,464 --> 00:22:32,347
numbers right now.

481
00:22:32,347 --> 00:22:35,256
You know we hit 2 million.

482
00:22:35,256 --> 00:22:39,134
I have a way in which we could
probably hit 2.5 or 3 million,

483
00:22:39,535 --> 00:22:41,909
which means your bonus is going
to be much larger and the board

484
00:22:41,950 --> 00:22:43,294
of directors is going to love
you.

485
00:22:43,294 --> 00:22:45,108
Do you want to know how to do
that?

486
00:22:45,108 --> 00:22:47,836
And they're like, oh, why Stop
being such a dick?

487
00:22:47,836 --> 00:22:53,150
Like hey, like you, you know
this is super easy, like you

488
00:22:53,170 --> 00:22:55,316
know, and I even call the team
leaders all the time.

489
00:22:55,316 --> 00:22:59,771
You know, especially in this
virtual space, people are

490
00:22:59,811 --> 00:23:02,297
already 85 disengaged from work.

491
00:23:02,297 --> 00:23:06,008
They must be even more
disengaged now that they're at

492
00:23:06,087 --> 00:23:06,367
home.

493
00:23:06,367 --> 00:23:09,211
Right, they might be even
thinking about other jobs.

494
00:23:09,211 --> 00:23:13,037
But one quick thing you can do
that would be amazing for your

495
00:23:13,096 --> 00:23:17,689
staff is to reach out to them
one-on-one and be like hey, you

496
00:23:17,730 --> 00:23:19,032
know, I know this has been a
tough year.

497
00:23:19,534 --> 00:23:22,391
What is the work that you love
to do most at this job?

498
00:23:22,391 --> 00:23:24,618
Like the work where you forget
about time.

499
00:23:24,618 --> 00:23:27,750
Marcus Buckingham refers to it
as the red thread work.

500
00:23:27,750 --> 00:23:30,488
Gay Hendricks refers to it as
your zone of genius.

501
00:23:30,488 --> 00:23:34,676
You know that work that is just
you that, frankly, if no one

502
00:23:34,718 --> 00:23:37,756
paid you, you'd still do this
work, you know, and you ask them

503
00:23:37,756 --> 00:23:38,278
that you know.

504
00:23:38,480 --> 00:23:40,246
Okay, sweet, you love talking to
clients.

505
00:23:40,246 --> 00:23:41,308
You love connecting with people
.

506
00:23:41,308 --> 00:23:43,796
What percentage of time do you
currently do that?

507
00:23:43,796 --> 00:23:45,628
Oh, only 15%.

508
00:23:45,628 --> 00:23:48,759
Is there any way in which we
can figure out how you can go

509
00:23:48,819 --> 00:23:53,392
from 15 to 20%, which maybe is
like one to two extra hours, and

510
00:23:53,392 --> 00:23:57,728
by doing that you're actually
helping them get into their flow

511
00:23:57,728 --> 00:24:02,202
work which actually has, you
know, exponential results on

512
00:24:02,242 --> 00:24:05,075
productivity, because there's a
ripple effect on all the other

513
00:24:05,115 --> 00:24:05,877
work that they're doing.

514
00:24:05,877 --> 00:24:08,948
And you do the other thing,
which is really powerful, where

515
00:24:08,988 --> 00:24:09,909
you communicate.

516
00:24:09,909 --> 00:24:15,259
Hey, I see you, I hear you and
I care about you as a human

517
00:24:15,378 --> 00:24:19,231
being, and this is why I want to
figure out how you can do more

518
00:24:19,251 --> 00:24:22,388
of the work that makes you come
alive, and when you do that,

519
00:24:22,730 --> 00:24:25,481
you're going to reduce your
turnover.

520
00:24:25,481 --> 00:24:27,567
You're going to have people
stay longer and then you're

521
00:24:27,586 --> 00:24:29,609
going to have people that are
going to be more committed to

522
00:24:29,670 --> 00:24:29,829
you.

523
00:24:32,795 --> 00:24:34,217
Speaker 2: Absolutely.

524
00:24:34,217 --> 00:24:37,288
I'm reflecting, and this is
great content.

525
00:24:37,288 --> 00:24:44,306
I just remember earlier in my
career, new HR professional, a

526
00:24:44,365 --> 00:24:47,808
lot of this stuff is so heavy
and the feedback that I would

527
00:24:47,828 --> 00:24:49,549
get is a lot of this stuff is so
heavy and the feedback that I

528
00:24:49,569 --> 00:24:51,151
would get is you know, have a
little bit more fun.

529
00:24:51,151 --> 00:24:54,213
And I'd look at somebody and be
like, but this isn't fun.

530
00:24:54,213 --> 00:24:56,875
I'm dealing with problem
performers.

531
00:24:56,875 --> 00:25:01,138
People are mad I can't hire
enough people, and even the ones

532
00:25:01,138 --> 00:25:03,641
I do don't stick around long
enough to you know, make a

533
00:25:03,661 --> 00:25:04,021
difference.

534
00:25:04,021 --> 00:25:11,086
And you know it's it, it's it.

535
00:25:11,086 --> 00:25:12,358
It's really easy to lose sight
of the, the fun stuff in in the

536
00:25:12,378 --> 00:25:12,923
in, in kind of the muck.

537
00:25:12,923 --> 00:25:13,946
So so what?

538
00:25:13,946 --> 00:25:17,715
What do you do when you're
working with teams or when

539
00:25:17,756 --> 00:25:20,410
you're, when you're working
through your process, to

540
00:25:20,509 --> 00:25:23,617
re-instill that sense of fun and
enjoyment in work?

541
00:25:24,065 --> 00:25:24,144
Speaker 1: I.

542
00:25:24,144 --> 00:25:27,234
I think you have to tie it back
to your why right?

543
00:25:27,234 --> 00:25:28,730
Like, what are you doing there?

544
00:25:28,730 --> 00:25:31,634
Like, why did you start in HR
in the first place?

545
00:25:31,634 --> 00:25:32,971
Like, let's figure that out.

546
00:25:32,971 --> 00:25:36,760
You know we run a workshop
called your Future is when your

547
00:25:36,840 --> 00:25:40,449
Fun Is right, and part of the
reason why I say that is, you

548
00:25:40,469 --> 00:25:46,397
know Stephen Johnson talks about
you'll find the future where

549
00:25:46,438 --> 00:25:47,799
people are having the most fun.

550
00:25:47,799 --> 00:25:50,946
You'll find the future where
people are having the most fun,

551
00:25:50,967 --> 00:25:52,450
and if you look at the
organizations that are most

552
00:25:52,529 --> 00:25:56,336
resilient right now, that are
thriving in 2020, tiktok, disney

553
00:25:56,336 --> 00:26:00,009
, hulu, netflix it's because
people are having fun there.

554
00:26:00,009 --> 00:26:04,546
Even you know and I don't
support Jeff Bezos at all, but

555
00:26:04,686 --> 00:26:08,513
you know, when he started Amazon
, he was tackling some of the

556
00:26:08,554 --> 00:26:12,748
most interesting issues in the
tech world and all the tech

557
00:26:12,788 --> 00:26:15,875
heads wanted to hang out with
him because that was the most

558
00:26:16,015 --> 00:26:17,218
interesting place to be.

559
00:26:17,218 --> 00:26:20,692
So you have to think about that
for you of just like, what are

560
00:26:20,731 --> 00:26:23,979
the way, what are the things
that like, drive me right?

561
00:26:24,285 --> 00:26:26,911
So in our your Future is when
your Fun Is workshop, we

562
00:26:26,971 --> 00:26:29,537
actually ask people what did you
love to do as a kid?

563
00:26:29,537 --> 00:26:34,034
Right, and I do it with my
friend, lauren, yee, and she

564
00:26:34,074 --> 00:26:34,253
goes.

565
00:26:34,253 --> 00:26:35,356
You know what I love to do as a
kid.

566
00:26:35,356 --> 00:26:38,413
I love playing sardines, which
is reverse hide-and-seek.

567
00:26:38,413 --> 00:26:39,395
It's such a fun game.

568
00:26:39,395 --> 00:26:42,946
Basically, somebody hides,
everyone looks for that person.

569
00:26:42,946 --> 00:26:45,590
If you find that person that's
hidden, you hide too and then

570
00:26:45,611 --> 00:26:48,595
you stack in like a pack of
sardines until finally there's

571
00:26:48,615 --> 00:26:49,876
like eight people in a corner.

572
00:26:49,876 --> 00:26:52,500
One person's like where's
everybody, and everyone else is

573
00:26:52,519 --> 00:26:57,826
like be quiet, don't say
anything.

574
00:26:57,826 --> 00:26:59,509
You know, I've done this with
adults.

575
00:26:59,509 --> 00:26:59,868
It's hilarious.

576
00:26:59,868 --> 00:27:00,851
We like all hid underneath a
house, you know.

577
00:27:00,851 --> 00:27:01,992
So like it's great when you're
a little tipsy too.

578
00:27:01,992 --> 00:27:04,036
Anyway, so I was like what is
it that you love to do?

579
00:27:04,036 --> 00:27:04,455
What do you?

580
00:27:04,455 --> 00:27:06,599
What do you love, right, what
do you love about sardines?

581
00:27:06,599 --> 00:27:09,584
And she was like I love that
it's creative, I love that it's

582
00:27:09,624 --> 00:27:12,875
collaborative, I love that it
has connection.

583
00:27:13,585 --> 00:27:16,994
And then we took those play
values that she had and we were

584
00:27:17,015 --> 00:27:22,630
like what of your work that you
do in a given day or in a given

585
00:27:22,691 --> 00:27:26,318
week has those aspects or has
all of those aspects?

586
00:27:26,318 --> 00:27:30,326
So I would challenge your staff
, or your, your staff or you, to

587
00:27:30,326 --> 00:27:33,794
like write down all the tasks,
all the things that you do, and

588
00:27:33,973 --> 00:27:35,057
and figure out what is.

589
00:27:35,057 --> 00:27:39,231
What is it that is, is the the
good stuff, the delicious stuff,

590
00:27:39,231 --> 00:27:44,548
right, and then start your day
doing that work before you do

591
00:27:44,708 --> 00:27:45,369
anything else.

592
00:27:45,369 --> 00:27:49,377
Because when you do that like I
start my day with a TikTok

593
00:27:49,478 --> 00:27:53,009
right, like I make a TikTok
video that has no ROI, has no

594
00:27:53,069 --> 00:27:57,876
productive value, but it
positively primes my day to see

595
00:27:57,917 --> 00:27:59,799
the day as play right.

596
00:27:59,799 --> 00:28:03,772
And then my friend Desiree
taught me this trick of, like

597
00:28:03,792 --> 00:28:06,137
you ask this question how can it
get any better than this?

598
00:28:06,137 --> 00:28:08,471
So, when something good happens
, or like I start my day in a

599
00:28:08,491 --> 00:28:09,855
fun way and then I go, oh, how
can it get any better than this?

600
00:28:09,855 --> 00:28:11,059
So, when something good happens
, or like I start my day in a

601
00:28:11,079 --> 00:28:12,384
fun way and then I go, ooh, how
can it get any better than this?

602
00:28:12,384 --> 00:28:15,490
Ooh, well then, I was on a
podcast with this this guy,

603
00:28:15,651 --> 00:28:18,817
chris Lynn, and he did such a
fricking, phenomenal interview.

604
00:28:18,817 --> 00:28:19,990
How can it get any better than
this?

605
00:28:19,990 --> 00:28:22,845
I just got off the phone with a
client of mine and inspired her

606
00:28:22,845 --> 00:28:24,909
to start making videos and take
risks.

607
00:28:24,909 --> 00:28:26,211
Ooh, how can it get any better
than this?

608
00:28:26,211 --> 00:28:30,659
Now Kyle and Molly and I are
talking on the Rebel HR podcast.

609
00:28:30,659 --> 00:28:31,180
Let's go.

610
00:28:32,106 --> 00:28:35,952
And then you were stacking all
those positive priming moments.

611
00:28:36,464 --> 00:28:39,512
Now, on the flip side, what
people are doing usually in a

612
00:28:39,593 --> 00:28:43,248
workday is first they look at
the news, which actually makes

613
00:28:43,268 --> 00:28:46,971
you 20 to 30% less productive,
and then, when they say they

614
00:28:47,010 --> 00:28:49,893
have a bad day, I challenged
whether they had a bad day.

615
00:28:50,306 --> 00:28:53,659
Because what you had is you had
a bad moment and, based off of

616
00:28:53,679 --> 00:28:56,690
positive psychology thoughts,
only last between nine seconds

617
00:28:56,730 --> 00:28:57,633
and 90 seconds.

618
00:28:57,633 --> 00:29:00,924
So you had a bad moment, and
then you ruminated about that

619
00:29:01,005 --> 00:29:04,096
bad moment over and over again
like a thousand times in your

620
00:29:04,156 --> 00:29:07,388
head, and then you primed your
mind to look for the next bad

621
00:29:07,449 --> 00:29:11,171
moment and the next bad moment
and the next bad moment until

622
00:29:11,250 --> 00:29:12,775
you made up a bad day.

623
00:29:12,775 --> 00:29:16,626
And it's really hard in HR
because you get shit on all the

624
00:29:16,666 --> 00:29:19,939
time, like people are always
throwing all the problems your

625
00:29:20,038 --> 00:29:22,968
way, so you're always feeling
like you're getting all these

626
00:29:23,028 --> 00:29:23,730
bad moments.

627
00:29:23,730 --> 00:29:27,806
So by simply flipping it and
being like you know Ooh, let me

628
00:29:27,826 --> 00:29:30,173
do something fun, how can it get
any better than this?

629
00:29:30,173 --> 00:29:34,067
And being curious about how
your day might go, that is how

630
00:29:34,126 --> 00:29:36,672
you can change your day and
possibly change the way you work

631
00:29:36,672 --> 00:29:36,672
.

632
00:29:39,116 --> 00:29:41,271
Speaker 2: Oh my gosh, I just
had like a revelatory moment.

633
00:29:41,271 --> 00:29:42,490
It's like sweet.

634
00:29:42,490 --> 00:29:46,171
So I just heard, I heard that
and I thought it's like when you

635
00:29:46,171 --> 00:29:49,777
get a new car and then you're
driving and you see that same

636
00:29:49,817 --> 00:29:51,119
car everywhere now yeah.

637
00:29:51,119 --> 00:29:52,730
And you never noticed the car
before?

638
00:29:54,872 --> 00:29:54,951
Speaker 1: Am.

639
00:29:55,032 --> 00:29:58,148
I on the same page, right, that
is exactly what your brain is

640
00:29:58,189 --> 00:30:01,457
doing all the time, because your
brain is looking for patterns,

641
00:30:01,817 --> 00:30:05,573
right Like it's constantly
looking for patterns to see

642
00:30:05,633 --> 00:30:08,694
whether there's danger or not
danger that's what your

643
00:30:08,714 --> 00:30:11,147
prefrontal cortex, or inner
critic, is doing.

644
00:30:11,147 --> 00:30:15,277
So when you prime your mind to
look for good patterns, things

645
00:30:15,317 --> 00:30:15,597
happen.

646
00:30:15,597 --> 00:30:19,477
Here's another tip that's
really cool at meetings you can

647
00:30:19,678 --> 00:30:24,113
actually positively prime a
meeting by whoever starts the

648
00:30:24,173 --> 00:30:26,801
meeting, and this is before the
meeting actually starts.

649
00:30:26,801 --> 00:30:29,633
Let's say the first people that
join the virtual call.

650
00:30:29,633 --> 00:30:32,403
Let's say someone is like
showing baby pictures or showing

651
00:30:32,403 --> 00:30:34,911
their baby or something happy,
or they're telling about some

652
00:30:35,251 --> 00:30:37,546
happy story that happened or
some fun thing they did during

653
00:30:37,586 --> 00:30:37,988
the weekend.

654
00:30:37,988 --> 00:30:41,884
You have now primed the meeting
to be positive, so the meeting

655
00:30:41,903 --> 00:30:42,926
is going to be more productive.

656
00:30:42,926 --> 00:30:46,576
But if the first people on the
call were complaining before

657
00:30:46,695 --> 00:30:51,167
anyone joins, productivity you
know the meeting goes really

658
00:30:51,188 --> 00:30:54,134
badly, drops dramatically so,
and you don't even have to be

659
00:30:54,154 --> 00:30:56,688
the leader of the meeting, it's
just the first person to speak.

660
00:30:57,971 --> 00:31:02,057
Speaker 2: So so should we just
ban negative um conversations

661
00:31:02,097 --> 00:31:02,439
and meetings?

662
00:31:02,439 --> 00:31:02,986
Is that or the idea?

663
00:31:02,986 --> 00:31:03,165
You know?

664
00:31:03,165 --> 00:31:03,386
Why are we?

665
00:31:03,406 --> 00:31:03,728
Speaker 1: complaining.

666
00:31:03,728 --> 00:31:05,290
Are we complaining just to
complain Because like that's

667
00:31:05,952 --> 00:31:07,115
what we do here, or are we
complaining?

668
00:31:07,115 --> 00:31:09,786
Are we complaining just to
complain Because, like that's

669
00:31:09,865 --> 00:31:10,730
what we do here?

670
00:31:10,730 --> 00:31:14,243
Or are we complaining with the
idea of, like trying to solve a

671
00:31:14,284 --> 00:31:14,545
problem.

672
00:31:14,545 --> 00:31:18,194
Like you have had friends right
that are that are complaining

673
00:31:18,255 --> 00:31:22,155
and you're like oh, you've said
this so many times Like you just

674
00:31:22,155 --> 00:31:25,165
want to tell them, like dude,
just deal with it already, break

675
00:31:25,165 --> 00:31:26,528
up with that person or whatever
.

676
00:31:26,528 --> 00:31:28,353
Just you know, or whatever.

677
00:31:28,353 --> 00:31:31,346
But sometimes people just want
to complain for complaint's sake

678
00:31:31,346 --> 00:31:31,346
.

679
00:31:31,346 --> 00:31:36,376
So it's cool if you say that
like, hey, I just want to word

680
00:31:36,436 --> 00:31:38,530
vomit right now and I just want
to complain Awesome.

681
00:31:38,530 --> 00:31:41,625
But at some point then be like,
okay, we're going to allow

682
00:31:41,765 --> 00:31:45,212
people to complain, but then yo,
now we got to actually address,

683
00:31:45,212 --> 00:31:48,872
let's actually figure out some
solutions to this instead of

684
00:31:48,912 --> 00:31:53,954
just bsing around these problems
so how do you address the, the

685
00:31:54,395 --> 00:31:54,615
people?

686
00:31:54,635 --> 00:31:56,346
Speaker 2: because I guarantee
you there's some people in the

687
00:31:56,386 --> 00:31:59,674
audience sitting here thinking,
yeah, this sounds good, uh, this

688
00:31:59,674 --> 00:32:02,086
, you know this guy sounds cool
and you know this is a fun

689
00:32:02,166 --> 00:32:06,031
premise, right, but how this?

690
00:32:06,031 --> 00:32:11,900
This sounds a little bit fuzzy
and kind of like one of these HR

691
00:32:11,900 --> 00:32:12,681
initiatives.

692
00:32:12,681 --> 00:32:17,392
How do you address those people
that are coming from a context

693
00:32:17,432 --> 00:32:20,678
of work sucks, deal with it.

694
00:32:21,420 --> 00:32:22,361
Speaker 1: Yeah, sure, yeah.

695
00:32:22,361 --> 00:32:29,617
So let's talk about examples of
success, right, like?

696
00:32:29,617 --> 00:32:35,986
Let's take, for example, google
.

697
00:32:35,986 --> 00:32:37,489
You know, with their 20% rule,
they gave their staff a fifth of

698
00:32:37,489 --> 00:32:39,291
their time to, uh, pursue
things that interest them as

699
00:32:39,353 --> 00:32:43,046
long as it benefits the
organization from that, from

700
00:32:43,125 --> 00:32:44,808
that um initiative.

701
00:32:44,808 --> 00:32:47,614
That is where Google meet was
created.

702
00:32:47,614 --> 00:32:50,298
That is where Gmail was created
.

703
00:32:50,298 --> 00:32:55,834
So many of the billion-dollar
ventures that Google did were

704
00:32:55,894 --> 00:32:58,538
because they allowed their staff
to play.

705
00:32:58,865 --> 00:33:01,892
Now you, as a smaller
organization, can't give your

706
00:33:01,951 --> 00:33:06,469
staff a fifth of the time, but
you can find an hour to give

707
00:33:06,528 --> 00:33:07,672
them an extra hour.

708
00:33:07,672 --> 00:33:11,468
Just see, don't believe me,
let's experiment with it, right,

709
00:33:11,468 --> 00:33:11,949
you know?

710
00:33:11,949 --> 00:33:15,777
Look at Tony Hsieh that ran
Zappos, like us, such a huge

711
00:33:15,856 --> 00:33:16,077
loss.

712
00:33:16,077 --> 00:33:21,453
That dude would pay people
three grand to leave his

713
00:33:21,535 --> 00:33:24,165
organization, like they would be
there for a month.

714
00:33:24,165 --> 00:33:26,690
And he's like, you know, if you
don't like the culture here,

715
00:33:26,789 --> 00:33:30,516
because we are just super nerdy
and we we actually are, you know

716
00:33:30,516 --> 00:33:33,146
how they always say, like, be
whoever you want to be, be your

717
00:33:33,248 --> 00:33:35,719
authentic self, but then they
don't follow through with it.

718
00:33:35,719 --> 00:33:39,049
You know he actually allowed
people to show up however they

719
00:33:39,069 --> 00:33:40,815
wanted to show up, right, you
know?

720
00:33:40,815 --> 00:33:44,698
Blue hair and all, and then
after a month you'd be like I'm

721
00:33:44,718 --> 00:33:47,618
going to give you $3,000 to
leave, do you want to leave?

722
00:33:47,618 --> 00:33:52,381
And then people actually stayed
if they were really committed.

723
00:33:52,721 --> 00:33:58,923
So there's many examples of what
fun actually can do for the

724
00:33:59,022 --> 00:34:01,903
organization, because think
about the organizations that are

725
00:34:01,903 --> 00:34:02,663
not having fun.

726
00:34:02,663 --> 00:34:06,953
There was an organization not
too long ago that was super

727
00:34:06,994 --> 00:34:11,063
stiff, that heard these ideas
and were like, oh you know, I

728
00:34:11,083 --> 00:34:14,530
just heard about this really
small organization, small

729
00:34:14,572 --> 00:34:19,447
company that is selling or send
mailing dvds to people, like,

730
00:34:19,467 --> 00:34:20,309
can you believe that?

731
00:34:20,309 --> 00:34:23,677
And then they're now talking
about, like you know, you can

732
00:34:23,865 --> 00:34:26,153
download a movie or watch it on
your computer.

733
00:34:26,153 --> 00:34:27,438
That that's so dumb, right?

734
00:34:27,438 --> 00:34:28,523
Yo guess what?

735
00:34:28,523 --> 00:34:29,847
Blockbuster is gone now.

736
00:34:30,027 --> 00:34:33,856
Because they were stiff, because
they were like, because they

737
00:34:33,896 --> 00:34:37,972
weren't really willing to adapt
or be resilient and, frankly, a

738
00:34:38,032 --> 00:34:42,847
lot of staff don't want to go
back to normal, right, you know

739
00:34:43,128 --> 00:34:46,034
there's going to be a drastic
new normal where we can bring

740
00:34:46,094 --> 00:34:51,425
more humanity to work, because
right now, 85% of people are

741
00:34:51,565 --> 00:34:53,150
freaking, disengaged at work.

742
00:34:53,150 --> 00:34:57,222
People can only focus, I think,
for about two hours and 53

743
00:34:57,623 --> 00:34:59,849
minutes of an eight-hour workday
.

744
00:34:59,849 --> 00:35:04,237
So, knowing this, knowing that
all these studies communicate

745
00:35:04,277 --> 00:35:08,132
this, why would it be focused on
trying to get them to do the

746
00:35:08,172 --> 00:35:09,916
best work that they want to do.

747
00:35:09,916 --> 00:35:13,795
That actually will produce the
most productivity for the

748
00:35:13,856 --> 00:35:14,396
organization.

749
00:35:15,306 --> 00:35:18,713
Speaker 3: One thing I hear a
lot of is organizations say yeah

750
00:35:18,713 --> 00:35:22,206
, that's great for these
companies that have the money or

751
00:35:22,206 --> 00:35:27,052
the build outs to create a fun
space, right, but we are an old

752
00:35:27,833 --> 00:35:29,695
a building still in cubicles.

753
00:35:29,695 --> 00:35:31,699
How do you?

754
00:35:31,699 --> 00:35:35,711
You have to have the space to
cultivate, play and kind of in

755
00:35:35,731 --> 00:35:38,257
the same realm, like now that
we're all in a virtual world.

756
00:35:38,257 --> 00:35:39,306
How has that shifted?

757
00:35:40,969 --> 00:35:43,876
Speaker 1: So I think in the
virtual world this is where

758
00:35:43,916 --> 00:35:46,146
there's a lot of experimentation
, right?

759
00:35:46,146 --> 00:35:50,876
You know, even if you can't
move like the this really old

760
00:35:51,005 --> 00:35:53,811
organization has been around for
a hundred years you can have an

761
00:35:53,811 --> 00:35:55,036
influence on your team.

762
00:35:55,036 --> 00:35:57,748
If you have any staff, you can
start there.

763
00:35:57,748 --> 00:36:01,717
You know I think it was Sinek,
who was Simon Sinek who was

764
00:36:01,764 --> 00:36:06,092
talking about it where, at this
really bad organization, there

765
00:36:06,152 --> 00:36:10,478
was one team that was doing
really innovative, creative

766
00:36:10,539 --> 00:36:14,411
things, and then people wanted
to get part of that team, and

767
00:36:14,431 --> 00:36:18,246
then leaders, a lot of VPs, were
like what's happening with that

768
00:36:18,246 --> 00:36:18,527
team?

769
00:36:18,527 --> 00:36:21,737
Why are they producing at such
an exponential rate?

770
00:36:21,737 --> 00:36:24,956
And then they started to adopt
some of those practices.

771
00:36:25,317 --> 00:36:28,929
So you need to focus on what is
within your circle of influence,

772
00:36:28,929 --> 00:36:32,092
right, your circle of control,
and instead of thinking like, oh

773
00:36:32,092 --> 00:36:34,867
, I got to change this entire
organization, I got to change

774
00:36:34,907 --> 00:36:37,733
how the CEO approaches it, just
do it for yourself.

775
00:36:37,733 --> 00:36:40,628
First, identify what are the
fun things that I want to do for

776
00:36:40,628 --> 00:36:41,871
me, awesome, okay.

777
00:36:41,871 --> 00:36:44,951
What are the fun things I want
to do for my staff, sweet, that

778
00:36:45,070 --> 00:36:46,153
make them come most alive?

779
00:36:46,153 --> 00:36:50,568
You know, how can, how can we
take a problem that we always

780
00:36:50,608 --> 00:36:53,396
have and instead of doing it in
the mundane way.

781
00:36:53,396 --> 00:36:57,309
You know, let's figure out a
more playful, creative way of

782
00:36:57,369 --> 00:36:57,710
doing it.

783
00:36:57,989 --> 00:37:00,637
You know, one of the worst
brainstorming sessions you can

784
00:37:00,697 --> 00:37:05,675
do is to have people go into a
box room, you know, sit at a box

785
00:37:05,675 --> 00:37:08,548
table and be like you have an
hour, come up with your best

786
00:37:08,648 --> 00:37:08,990
ideas.

787
00:37:08,990 --> 00:37:12,257
Like, let's think, let's
rethink how we're going to do a

788
00:37:12,297 --> 00:37:13,380
brainstorming meeting.

789
00:37:13,380 --> 00:37:16,570
You know, maybe all of you are
on your phone and you're all

790
00:37:16,670 --> 00:37:19,847
walking while you're on your
phone and talking, like, figure,

791
00:37:19,847 --> 00:37:22,757
try out different ways of
positively prime the meeting.

792
00:37:22,757 --> 00:37:27,271
Like, just keep experimenting,
because I think the biggest

793
00:37:27,331 --> 00:37:31,885
problem we have is have is we
lack hope and we're super

794
00:37:32,005 --> 00:37:32,686
pessimistic.

795
00:37:32,686 --> 00:37:35,514
So we're like, yeah, it's never
going to work here.

796
00:37:35,514 --> 00:37:37,827
Well, maybe it won't or maybe
it will.

797
00:37:37,827 --> 00:37:40,735
Why don't we try it and just
see what happens?

798
00:37:42,126 --> 00:37:44,311
Speaker 2: So I think one of the
interesting things is, as I'm

799
00:37:44,351 --> 00:37:48,978
reflecting on some of this
advice is I'm thinking about

800
00:37:49,059 --> 00:37:53,092
your career path and you strike
me as an individual that you're

801
00:37:53,112 --> 00:37:57,514
going to find happiness wherever
you are, and if you can't,

802
00:37:57,625 --> 00:37:58,769
you're not going to stick around
.

803
00:37:58,931 --> 00:37:59,090
Speaker 1: No.

804
00:37:59,425 --> 00:38:03,996
Speaker 2: And I think about so
many people that I know who do

805
00:38:04,076 --> 00:38:08,894
stick around and and just wallow
in the misery and don't know

806
00:38:08,914 --> 00:38:09,536
how to get out of it.

807
00:38:09,536 --> 00:38:12,413
So so when we have those
employees that we know are just

808
00:38:12,432 --> 00:38:16,661
like they hate their job,
they're totally in the wrong job

809
00:38:16,661 --> 00:38:19,829
, but they're effective, they
get it done.

810
00:38:22,420 --> 00:38:23,483
How do we break through that?

811
00:38:23,483 --> 00:38:27,114
How do we get through to people
that, hey, work doesn't have to

812
00:38:27,114 --> 00:38:32,449
be painful, it's not always fun
, but there should be at least a

813
00:38:32,449 --> 00:38:33,313
little bit of fun.

814
00:38:33,313 --> 00:38:34,878
How do we address that?

815
00:38:35,159 --> 00:38:37,789
Speaker 1: Yeah, I think there's
a few different ways to do it

816
00:38:37,849 --> 00:38:38,090
right.

817
00:38:38,090 --> 00:38:41,481
There's first just modeling,
like are you actually having fun

818
00:38:41,481 --> 00:38:41,802
at work?

819
00:38:41,802 --> 00:38:45,097
Like, are you actually showing
how to do it Right?

820
00:38:45,097 --> 00:38:49,085
But I think then the next part
is is and I would bring this up

821
00:38:49,106 --> 00:38:53,179
to staff like you know, some two
of the biggest regrets of the

822
00:38:53,278 --> 00:38:55,581
dying is I worked too much.

823
00:38:55,581 --> 00:38:59,688
And the second regret is I
didn't live.

824
00:38:59,688 --> 00:39:02,780
I didn't have the courage to
live the life that I wanted to

825
00:39:02,840 --> 00:39:05,887
live, but live the life that
others expected of me.

826
00:39:06,896 --> 00:39:10,862
And I would take that when you
sit down with that person and

827
00:39:10,902 --> 00:39:15,297
just call out the truth about it
, like look, you've been here

828
00:39:15,418 --> 00:39:16,400
like five years.

829
00:39:16,400 --> 00:39:20,836
Like I know you're burned out,
I know you're not happy, I know

830
00:39:20,896 --> 00:39:22,382
you don't like what you're doing
.

831
00:39:22,382 --> 00:39:25,483
What do you like to do right?

832
00:39:25,483 --> 00:39:28,804
Is there anything at this job
worth salvaging?

833
00:39:28,804 --> 00:39:32,887
And if there's not, then yo
let's brainstorm.

834
00:39:32,887 --> 00:39:34,601
What is it that you actually
want to do?

835
00:39:34,601 --> 00:39:39,695
And in the meantime, you know
you I'll give you some time to

836
00:39:40,257 --> 00:39:43,563
figure that out, but you'll find
that because now you're

837
00:39:43,603 --> 00:39:46,856
communicating that you care
about them, even if they don't

838
00:39:46,938 --> 00:39:50,085
stay at this company, all of a
sudden their work gets better,

839
00:39:50,465 --> 00:39:52,818
because they should, you're
showing that you actually like

840
00:39:52,858 --> 00:39:53,380
care about them.

841
00:39:53,380 --> 00:39:55,965
Like you, you give a give a
shit about him, right?

842
00:39:55,965 --> 00:40:02,380
So, um, that has a huge
exponential like um increase in

843
00:40:02,842 --> 00:40:05,471
in connection right there,
because you're really like

844
00:40:05,532 --> 00:40:08,420
calling out the elephant in the
room and, yeah, and you're

845
00:40:08,481 --> 00:40:12,795
showing that that, even if it
doesn't benefit me, I'm still

846
00:40:12,974 --> 00:40:13,717
looking out for you.

847
00:40:14,860 --> 00:40:15,302
Speaker 2: Absolutely.

848
00:40:15,302 --> 00:40:16,385
I'm going to put that in my
office.

849
00:40:16,385 --> 00:40:17,286
I'm going to get that framed.

850
00:40:17,286 --> 00:40:23,215
I give a shit about you.

851
00:40:23,215 --> 00:40:23,896
That's good.

852
00:40:24,237 --> 00:40:25,639
Speaker 3: Yeah, that would
probably work at my company.

853
00:40:25,639 --> 00:40:26,320
Yeah, I have a question.

854
00:40:26,320 --> 00:40:28,822
It's a very selfish question,
just because this has been one

855
00:40:28,862 --> 00:40:29,543
of my struggles.

856
00:40:29,543 --> 00:40:33,547
I've been in employers where
we're all under one roof, it's a

857
00:40:33,547 --> 00:40:39,797
lot easier to cultivate fun, a
playful culture.

858
00:40:39,797 --> 00:40:41,581
Right Now I'm in an
organization where we have

859
00:40:41,601 --> 00:40:42,623
several different locations and
it's a lot.

860
00:40:42,623 --> 00:40:43,788
It's a lot more challenging.

861
00:40:43,788 --> 00:40:45,317
What advice do you have?

862
00:40:46,458 --> 00:40:48,824
Speaker 1: I think the advice so
interesting.

863
00:40:48,824 --> 00:40:50,815
Usually, when people ask me
that question, they're like

864
00:40:50,996 --> 00:40:52,922
solve it, give me the answers.

865
00:40:52,922 --> 00:40:54,347
Right, I'll take that too.

866
00:40:54,347 --> 00:40:58,860
But there's something
empowering about being like get

867
00:40:58,980 --> 00:41:01,905
a bunch of the people that you
know that also care about the

868
00:41:01,945 --> 00:41:04,009
same vision that you have.

869
00:41:04,009 --> 00:41:08,646
That you're like we need to
infuse more play, more fun into

870
00:41:08,666 --> 00:41:08,786
this.

871
00:41:08,786 --> 00:41:11,202
We need to be more creative,
because I feel like we're kind

872
00:41:11,242 --> 00:41:12,324
of stuck right now.

873
00:41:12,324 --> 00:41:16,061
Right, find the other people
that believe that like you, and

874
00:41:16,101 --> 00:41:16,764
be like yo.

875
00:41:16,764 --> 00:41:17,465
Let's figure it out.

876
00:41:17,465 --> 00:41:18,487
Let's brainstorm this.

877
00:41:18,487 --> 00:41:21,364
Let's, you know, maybe over a
little drinks, let's do have a

878
00:41:21,403 --> 00:41:26,103
tipsy storm, you know, over some
, you know alcohol or chocolate

879
00:41:26,123 --> 00:41:27,447
or ice cream, however, you want
to do it.

880
00:41:27,447 --> 00:41:30,643
And let's brainstorm the
craziest ideas of what we could

881
00:41:30,903 --> 00:41:34,257
actually try to pull off, right,
you know, and then come up with

882
00:41:34,257 --> 00:41:38,483
this crazy list of ideas and
then circle a few that resonate

883
00:41:38,563 --> 00:41:42,309
and then go to the bigger group
and try them out.

884
00:41:42,309 --> 00:41:47,143
Or reach out to some of those
people that may be disengaged

885
00:41:47,184 --> 00:41:47,945
and be like yo.

886
00:41:47,945 --> 00:41:49,809
This is the problem we're
trying to solve.

887
00:41:49,809 --> 00:41:51,760
Help us solve this.

888
00:41:52,096 --> 00:41:54,721
So you're actually empowering
everyone to make the decision

889
00:41:54,760 --> 00:42:01,856
together, because the flip side
of that is you're like hey, I

890
00:42:01,876 --> 00:42:02,940
have this fun team building
event that's going to fix

891
00:42:02,960 --> 00:42:03,161
everything.

892
00:42:03,161 --> 00:42:03,987
Or I have this fun team
building a game.

893
00:42:03,987 --> 00:42:04,791
You know we're going to do
Secret Santa.

894
00:42:04,791 --> 00:42:06,476
Now, everyone's going to be all
good again and it's just like,

895
00:42:06,777 --> 00:42:08,422
oh, I hate Secret Santa.

896
00:42:08,422 --> 00:42:12,615
You know like let's not have
forced fun, let's actually ask

897
00:42:12,675 --> 00:42:16,159
people do you want to have fun
or more fun at work?

898
00:42:16,159 --> 00:42:19,103
Most of the time people are
going to be like yeah, you know.

899
00:42:19,103 --> 00:42:22,146
Okay, are you willing to figure
out how to do this?

900
00:42:22,146 --> 00:42:25,028
All right, you know, let's
let's take some time and let's

901
00:42:25,268 --> 00:42:28,271
let's try to break this down and
figure this out.

902
00:42:28,271 --> 00:42:29,679
We're all smart people here.

903
00:42:30,722 --> 00:42:32,576
Speaker 3: Right Setting
expectations that I don't want

904
00:42:32,596 --> 00:42:34,456
to talk about the reasons why
this won't work.

905
00:42:34,456 --> 00:42:37,659
Let's just bring some ideas and
let's talk about how we can

906
00:42:37,679 --> 00:42:38,260
make them work.

907
00:42:39,420 --> 00:42:41,661
Speaker 1: And that is an improv
exercise.

908
00:42:41,661 --> 00:42:47,465
Right there, the yes, and where
you yes, and for 45, 50 minutes

909
00:42:47,465 --> 00:42:50,027
where no one can criticize
anyone's ideas.

910
00:42:50,027 --> 00:42:51,847
They do that in improv all the
time.

911
00:42:51,847 --> 00:42:54,690
That's what keeps an improv
scene going.

912
00:42:54,690 --> 00:42:58,612
They never negate anything,
they're always saying yes, and

913
00:42:58,713 --> 00:43:07,760
this right Like oh, you know
what I think we should do, you

914
00:43:07,780 --> 00:43:09,146
know, I think we should give
staff like an hour to pursue

915
00:43:09,166 --> 00:43:10,472
something that they think is
interesting for like the next

916
00:43:10,492 --> 00:43:13,981
month, and then, and it's just
like, oh, yeah, yes, and and

917
00:43:14,041 --> 00:43:16,996
whoever comes up with like a
really creative idea, let's

918
00:43:17,056 --> 00:43:19,800
celebrate that person and let
everyone know that this happened

919
00:43:19,800 --> 00:43:23,387
, because they devoted five
hours in the last month to this,

920
00:43:23,387 --> 00:43:24,650
oh, yes, and.

921
00:43:24,650 --> 00:43:27,782
And then you just keep adding
on to that and just see where

922
00:43:27,822 --> 00:43:31,398
these crazy ideas go, because
you'd be amazed what you're

923
00:43:31,418 --> 00:43:35,583
going to be able to come up with
when you allow yourself to not

924
00:43:35,643 --> 00:43:36,565
poop on ideas.

925
00:43:36,766 --> 00:43:38,668
Speaker 3: I think people would
have a hard time with that in

926
00:43:38,688 --> 00:43:43,085
the best way, just because I
think people naturally go to yes

927
00:43:43,085 --> 00:43:43,085
.

928
00:43:43,394 --> 00:43:46,902
Speaker 1: But yes, exactly.

929
00:43:47,155 --> 00:43:49,244
Speaker 3: It drives me nuts,
but yes great.

930
00:43:49,835 --> 00:43:52,347
Speaker 1: Actually run that in
our workshop, where we have

931
00:43:52,427 --> 00:43:55,697
people go and do a meeting where
it's all knows, and then we

932
00:43:55,717 --> 00:43:58,134
have people go and do a meeting
where it's yes, but, and then we

933
00:43:58,134 --> 00:43:59,110
have people do a meeting and
it's all no's.

934
00:43:59,110 --> 00:44:00,322
And then we have people go and
do a meeting where it's yes, but

935
00:44:00,322 --> 00:44:01,297
, and then we have people do a
meeting and it's yes and, and

936
00:44:01,277 --> 00:44:03,699
then we ask them how does it
feel in each situation?

937
00:44:03,699 --> 00:44:06,876
Right, and sometimes we ask
people well, I'll ask you, molly

938
00:44:06,876 --> 00:44:10,123
, what's worse, when you get a
straight no or when you get a

939
00:44:10,163 --> 00:44:10,382
yes?

940
00:44:10,422 --> 00:44:12,588
Speaker 3: but Probably no.

941
00:44:13,614 --> 00:44:14,436
Speaker 1: There's no right
answer.

942
00:44:14,436 --> 00:44:16,420
It's just like whatever one
that you feel.

943
00:44:17,440 --> 00:44:19,525
Speaker 2: For me it'd be yes,
but because it's like oh great,

944
00:44:19,545 --> 00:44:21,387
here comes the argument, well,
and it's like they're not even

945
00:44:21,427 --> 00:44:22,168
listening to me.

946
00:44:22,208 --> 00:44:25,916
Speaker 1: really, they're
already thinking of all the ways

947
00:44:25,916 --> 00:44:26,657
that it won't work Right.

948
00:44:26,657 --> 00:44:28,139
Or they give you hope where
they're like.

949
00:44:28,219 --> 00:44:33,525
Speaker 2: Yeah, we could do
that, but you know, but some

950
00:44:33,545 --> 00:44:35,266
people are Well, we trying that
20 years ago.

951
00:44:35,286 --> 00:44:39,351
Speaker 1: Other people might
see the yes but as a possibility

952
00:44:39,351 --> 00:44:44,157
, like Ooh, but they didn't say
no directly, that you know.

953
00:44:44,157 --> 00:44:46,824
So so again, it's just playing
with language and and being like

954
00:44:46,824 --> 00:44:51,085
, hey, let's yes and and get get
a little uncomfortable, you

955
00:44:51,146 --> 00:44:54,445
know, because I'm tired of just
having a bad attitude coming to

956
00:44:54,485 --> 00:44:54,706
work.

957
00:44:56,436 --> 00:44:58,920
Speaker 2: Yeah, if there's any
uh, young HR professionals

958
00:44:59,000 --> 00:45:01,300
listening to this or young and
career professionals listening

959
00:45:01,340 --> 00:45:06,335
to this, just know, if you take
a yes but as a an approval to do

960
00:45:06,335 --> 00:45:09,260
something within HR, I might,
in poorly, take it from me.

961
00:45:09,260 --> 00:45:17,961
I've been there, I love that, I
love that and I, I'm just, I'm

962
00:45:18,001 --> 00:45:21,739
sitting here and, um, I mean,
this is just resonating so much.

963
00:45:21,739 --> 00:45:23,161
Uh, today's been a good day.

964
00:45:23,161 --> 00:45:25,655
You know, I, I today's been
really positive and I'm just

965
00:45:25,695 --> 00:45:27,418
reflecting on, okay, how did I
start?

966
00:45:27,418 --> 00:45:30,224
Um, I didn't watch the news.

967
00:45:30,224 --> 00:45:32,856
I turned on music when my day
started.

968
00:45:32,856 --> 00:45:37,326
I'm a very amateur musician and
, uh, and I hugged my kids in

969
00:45:37,346 --> 00:45:39,615
the morning before I went to
work Nice, you know.

970
00:45:39,615 --> 00:45:41,581
And it's like one of those
things like, oh yeah, you know,

971
00:45:41,621 --> 00:45:44,427
I did have a really good day
today and it started good.

972
00:45:44,427 --> 00:45:47,954
And then I think about
yesterday wasn't so good and

973
00:45:47,974 --> 00:45:51,543
it's because I turned on the
CNBC and watched the stock

974
00:45:51,563 --> 00:45:51,864
market.

975
00:45:51,864 --> 00:45:53,887
You know, show up red Right.

976
00:45:53,887 --> 00:45:56,643
So it's like, yeah, maybe
there's something to this.

977
00:45:57,887 --> 00:45:58,990
Speaker 1: And I would even do.

978
00:45:58,990 --> 00:46:02,039
I do this exercise at the end
of the year because I really

979
00:46:02,079 --> 00:46:03,423
don't believe in resolutions.

980
00:46:03,423 --> 00:46:05,737
A lot of people give up or
forget.

981
00:46:05,737 --> 00:46:08,644
They literally forget their
resolution three months in.

982
00:46:08,644 --> 00:46:11,858
But I was like but wait a
minute, there is something worth

983
00:46:11,858 --> 00:46:14,847
reflecting on the year and then
planning out the next year.

984
00:46:14,847 --> 00:46:18,083
So I came up with this thing
called the Fun Joy Play Index,

985
00:46:18,655 --> 00:46:22,175
and it was all about like
looking back at your year and

986
00:46:22,215 --> 00:46:25,780
being like what was fun about
this year, what was joyful about

987
00:46:25,780 --> 00:46:28,655
this year, what was like one of
the most impactful things that

988
00:46:28,715 --> 00:46:29,500
happened this year?

989
00:46:30,438 --> 00:46:34,079
And you can do the same thing at
work, where you're like what

990
00:46:34,121 --> 00:46:35,505
were we able to overcome?

991
00:46:35,505 --> 00:46:39,101
The fact that maybe our
company's even still around is a

992
00:46:39,101 --> 00:46:42,721
huge accomplishment in 2020,
when so many companies are going

993
00:46:42,721 --> 00:46:43,664
out of business, right?

994
00:46:43,664 --> 00:46:48,123
So the practice of gratitude
like so many studies have shown,

995
00:46:48,123 --> 00:46:51,583
you write three grateful things
at the beginning of the day or

996
00:46:51,603 --> 00:46:55,864
at the end of the day after 30
days, you are exponentially

997
00:46:55,945 --> 00:46:56,346
happier.

998
00:46:56,346 --> 00:46:59,916
So if you're practicing these
methods even if they sound a

999
00:46:59,956 --> 00:47:04,030
little woo woo with your HR
staff and and reflecting and

1000
00:47:04,090 --> 00:47:07,820
celebrating the accomplishments
you actually did make, and and

1001
00:47:08,021 --> 00:47:10,467
actually going back in your
email and your calendar and

1002
00:47:10,487 --> 00:47:13,063
you're like, oh yeah, we did do
that in January.

1003
00:47:13,063 --> 00:47:14,992
Wow, I can't believe we did
that.

1004
00:47:14,992 --> 00:47:16,115
That's actually pretty awesome.

1005
00:47:16,115 --> 00:47:19,041
Then you're going to actually
feel like you've got more done,

1006
00:47:19,623 --> 00:47:21,608
you know, and you built
something together with your

1007
00:47:21,628 --> 00:47:21,807
team.

1008
00:47:22,195 --> 00:47:23,418
Speaker 3: I am a true believer
in this.

1009
00:47:23,418 --> 00:47:24,541
I do this every year.

1010
00:47:24,541 --> 00:47:28,556
I do this on a quarterly basis
with my team, and it's so

1011
00:47:28,617 --> 00:47:31,684
amazing every time we do it
because, especially this year,

1012
00:47:31,764 --> 00:47:34,456
everybody was so down in the
dumps about the year and you

1013
00:47:34,496 --> 00:47:37,782
look back about at everything
that we've accomplished and you

1014
00:47:37,802 --> 00:47:40,164
can just it slipped like.

1015
00:47:40,164 --> 00:47:43,188
There were so focused on the
negative and everything that

1016
00:47:43,248 --> 00:47:43,829
went wrong.

1017
00:47:43,829 --> 00:47:46,059
But there was a lot to
celebrate this year as well

1018
00:47:47,360 --> 00:47:49,945
right, yeah, I'm, I 100 agree.

1019
00:47:50,166 --> 00:47:52,998
Speaker 2: I was on a on a walk
with my son last night,

1020
00:47:53,077 --> 00:47:54,943
nine-year-old uh son and I was.

1021
00:47:54,943 --> 00:47:56,818
You know, I was talking to him
about the year and, um, you know

1022
00:47:56,818 --> 00:47:58,355
, just kind of that open about
the year and, um, you know, just

1023
00:47:58,355 --> 00:48:02,344
kind of that open-ended, like
hey, you doing okay, um, yeah,

1024
00:48:02,364 --> 00:48:06,900
it's been a weird year and yeah,
yeah, everything's fine and and

1025
00:48:06,900 --> 00:48:10,387
the conversation uh went from
you know a point of concern to

1026
00:48:10,675 --> 00:48:11,735
talking about all the good
things.

1027
00:48:11,735 --> 00:48:15,681
You know, more more family time
, uh, the uh, he, he got more

1028
00:48:15,701 --> 00:48:17,001
screen time, he loves screen
time.

1029
00:48:17,001 --> 00:48:19,005
He got more screen time, he
loves screen time.

1030
00:48:19,005 --> 00:48:21,047
Nice, so you know this year was
great for him.

1031
00:48:21,047 --> 00:48:24,250
Yeah, and you know the new
normal for him is probably what

1032
00:48:24,289 --> 00:48:24,971
he loves to do.

1033
00:48:25,210 --> 00:48:25,411
Speaker 3: Right.

1034
00:48:27,815 --> 00:48:28,701
Speaker 2: Which is be on
screens and create things on

1035
00:48:28,721 --> 00:48:31,295
screens, and he's going to be a
famous YouTuber someday Nice, If

1036
00:48:31,295 --> 00:48:32,195
he has his way, you know.

1037
00:48:32,195 --> 00:48:37,882
But you know, all of that
creativity that he embraced this

1038
00:48:37,882 --> 00:48:42,347
year was unlocked because of
the situation in 2020.

1039
00:48:42,347 --> 00:48:44,630
So you know, there's a lot of
silver linings this year.

1040
00:48:44,630 --> 00:48:45,271
I'm with you, Molly.

1041
00:48:48,815 --> 00:48:49,695
Speaker 1: And there's some
resilience in being limited.

1042
00:48:49,695 --> 00:48:51,938
When you're when you limit or
limited in a lot of ways, you

1043
00:48:51,978 --> 00:48:53,699
have to get really creative,
right.

1044
00:48:53,699 --> 00:48:57,742
Right, you know and I think it
was a study done by, I think,

1045
00:48:57,842 --> 00:49:03,447
hubspot that was like 63 percent
of staffs you know in the

1046
00:49:03,487 --> 00:49:06,710
workplace say they would be more
productive if they got more

1047
00:49:06,791 --> 00:49:07,731
positive feedback.

1048
00:49:07,731 --> 00:49:23,842
And if you think about it,
anytime you usually give

1049
00:49:23,713 --> 00:49:24,989
feedback, you're giving that
like that love sandwich where

1050
00:49:24,860 --> 00:49:25,271
it's like I'm really want to
give you bad feedback but I'm

1051
00:49:25,143 --> 00:49:26,043
going to pack in some positive.

1052
00:49:26,043 --> 00:49:27,423
But imagine if you were just
giving just consistent positive

1053
00:49:27,295 --> 00:49:28,498
feedback on a regular basis over
the next like three months.

1054
00:49:28,498 --> 00:49:28,887
Watch what happens to your
staff.

1055
00:49:28,887 --> 00:49:30,186
They are going to light up and
they're going to feel

1056
00:49:30,226 --> 00:49:32,556
appreciated and they're going to
produce in ways that you never

1057
00:49:32,596 --> 00:49:33,177
thought possible.

1058
00:49:35,181 --> 00:49:36,244
Speaker 2: I love it.

1059
00:49:36,244 --> 00:49:38,751
Well, we are unfortunately
getting close to time.

1060
00:49:38,751 --> 00:49:41,619
Uh, if, if we were meeting face
to face, I'd be like let's just

1061
00:49:41,619 --> 00:49:44,206
, let's have another round and
go another three hours here.

1062
00:49:44,206 --> 00:49:48,065
But I want to be respectful of
your time, so, uh, we are going

1063
00:49:48,086 --> 00:49:50,735
to move into the uh, hr flash
round.

1064
00:49:50,735 --> 00:49:52,818
Oh, I love the flash here.

1065
00:49:52,818 --> 00:49:53,778
We go all right.

1066
00:49:53,778 --> 00:49:54,981
Flash round one.

1067
00:49:54,981 --> 00:49:56,903
What are you reading right now?

1068
00:49:58,166 --> 00:50:05,103
Speaker 1: Oh, I am reading two
books how to Live a Good Life by

1069
00:50:05,103 --> 00:50:06,186
Jonathan Fields.

1070
00:50:06,186 --> 00:50:09,498
I'm reading that in a book club
and I'm reading Anand

1071
00:50:09,637 --> 00:50:11,940
Giridagas's book on Winners.

1072
00:50:11,940 --> 00:50:16,666
Take All, which is arguing
should billionaires exist while

1073
00:50:16,766 --> 00:50:17,788
people are still in poverty?

1074
00:50:19,811 --> 00:50:20,291
Speaker 2: Interesting.

1075
00:50:21,896 --> 00:50:23,121
Speaker 1: That's a whole other
show, I think.

1076
00:50:25,394 --> 00:50:27,503
Speaker 2: Who should we be
listening to?

1077
00:50:29,737 --> 00:50:30,882
Speaker 1: Oh, interesting.

1078
00:50:30,882 --> 00:50:34,244
Well, I'll answer it in two
ways, right?

1079
00:50:34,244 --> 00:50:39,623
The first way is if 2020 has
taught me anything, it's that no

1080
00:50:39,623 --> 00:50:42,248
one knows what they're doing
and we're all making it up as we

1081
00:50:42,248 --> 00:50:42,750
go along.

1082
00:50:42,750 --> 00:50:45,838
So the first person you need to
be listening to is yourself,

1083
00:50:46,460 --> 00:50:49,905
like, practicing, strengthening
listening to your inner child,

1084
00:50:50,545 --> 00:50:54,610
your intuition, because you have
all the answers that you need.

1085
00:50:54,610 --> 00:51:00,740
You have all the answers that
you need, like I say this all

1086
00:51:00,760 --> 00:51:02,166
the time, you know, um, advice
only resonate, the advice I give

1087
00:51:02,166 --> 00:51:03,693
people only resonates with you,
because you've already given

1088
00:51:03,733 --> 00:51:06,702
that advice to yourself and I'm
just saying it in a different

1089
00:51:06,744 --> 00:51:06,923
way.

1090
00:51:06,923 --> 00:51:09,755
So that would be the first
person that you need to listen

1091
00:51:09,775 --> 00:51:10,577
to yourself.

1092
00:51:11,159 --> 00:51:14,987
Um, if I was thinking of us, of
another person, I don't know,

1093
00:51:15,068 --> 00:51:17,405
I'm really vibing with Jonathan
Fields.

1094
00:51:17,405 --> 00:51:20,217
He runs this phenomenal podcast
called the Good Life Project

1095
00:51:20,619 --> 00:51:24,927
and I just was on his podcast
because he did a show just

1096
00:51:25,307 --> 00:51:29,123
called the Hug and it was all
about sharing stories of

1097
00:51:29,224 --> 00:51:33,835
gratitude during this really
tough time and unity and being

1098
00:51:33,876 --> 00:51:36,338
like how can we give a virtual,
virtual hug to people?

1099
00:51:36,338 --> 00:51:38,862
Because this, you know, this
has been a really tough year for

1100
00:51:38,862 --> 00:51:39,362
a lot of people.

1101
00:51:39,362 --> 00:51:43,148
So, jonathan Fields, Love it.

1102
00:51:43,829 --> 00:51:44,690
Speaker 2: You might have to
check him out.

1103
00:51:44,690 --> 00:51:47,539
I am not familiar, so it sounds
like there's some good content

1104
00:51:47,579 --> 00:51:47,739
there.

1105
00:51:47,739 --> 00:51:51,798
Last question this is a tough
one how can our listeners

1106
00:51:51,838 --> 00:51:52,320
connect with you?

1107
00:51:54,056 --> 00:52:05,668
Speaker 1: So if you want to see
my ridiculous videos, my handle

1108
00:52:05,668 --> 00:52:06,914
is Jeff Harry Plays
J-E-F-F-H-A-R-R-Y-P-L-A-Y-S.

1109
00:52:06,914 --> 00:52:17,907
Or you can come to my website,
rediscoveryourplaycom, where I

1110
00:52:17,824 --> 00:52:19,514
have a bunch of play exercise
that teams can actually do, as

1111
00:52:19,432 --> 00:52:20,561
well as individuals, to figure
out who you are and how you can

1112
00:52:20,480 --> 00:52:21,016
play more at work.

1113
00:52:21,016 --> 00:52:21,880
Or you could just hop on a call
with me when you click that

1114
00:52:21,798 --> 00:52:23,769
let's Play button and we can
figure out how you can kick ass

1115
00:52:23,811 --> 00:52:28,121
in this world and make a much
more fun, psychologically safe

1116
00:52:28,242 --> 00:52:30,284
place for all of us to work.

1117
00:52:32,929 --> 00:52:33,210
Speaker 2: Love it.

1118
00:52:33,210 --> 00:52:34,621
Great, great conversation.

1119
00:52:34,621 --> 00:52:38,056
We'll have all those details in
the show notes, but we

1120
00:52:38,077 --> 00:52:42,181
definitely have gained a lot
from this conversation, a lot of

1121
00:52:42,181 --> 00:52:47,047
things we can take away for us
in HR and some ways to rebel

1122
00:52:47,646 --> 00:52:50,190
against some of the systems,
right.

1123
00:52:50,469 --> 00:52:50,990
Speaker 1: Let's go.

1124
00:52:51,010 --> 00:52:51,831
Speaker 2: Got to tie it all
together.

1125
00:52:52,875 --> 00:52:54,338
Speaker 1: Hey, thanks so much,
Kyle and Molly.

1126
00:52:54,338 --> 00:52:55,280
This has been super fun.

1127
00:52:56,684 --> 00:52:57,065
Speaker 2: Same here.

1128
00:52:57,065 --> 00:52:59,740
Thanks again, looking forward
to continuing to follow you and

1129
00:53:00,001 --> 00:53:00,443
learn from you.

1130
00:53:00,443 --> 00:53:00,903
Thanks, jeff.

1131
00:53:00,903 --> 00:53:04,465
All right, that does it for the
Rebel HR podcast.

1132
00:53:04,465 --> 00:53:06,461
Big thank you to our guests.

1133
00:53:06,461 --> 00:53:11,889
Follow us on Facebook at Rebel
HR Podcast, twitter at Rebel HR

1134
00:53:11,909 --> 00:53:15,201
Guy, or see our website at
rebelhumanresourcescom.

1135
00:53:15,201 --> 00:53:18,762
The views and opinions
expressed by Rebel HR Podcast

1136
00:53:19,135 --> 00:53:21,521
are those of the authors and do
not necessarily reflect the

1137
00:53:21,541 --> 00:53:24,943
official policy or position of
any of the organizations that we

1138
00:53:24,943 --> 00:53:25,405
are in.

1139
00:53:26,376 --> 00:53:28,061
Speaker 3: No animals were
harmed during the filming of

1140
00:53:28,101 --> 00:53:28,643
this podcast.