{"version":"1.0.0","segments":[{"speaker":"[ANNOUNCER]","startTime":0.0,"endTime":5.4,"body":"Breaking down everyday workplace "},{"speaker":"[ANNOUNCER]","startTime":0.0,"endTime":5.4,"body":"issues and diagnosing the hidden sickness,  "},{"speaker":"[ANNOUNCER]","startTime":5.4,"endTime":10.16,"body":"not just the obvious symptom. "},{"speaker":"[ANNOUNCER]","startTime":5.4,"endTime":10.16,"body":"Our hosts, James and Coby."},{"speaker":"[COBY]","startTime":10.16,"endTime":11.98,"body":"Did we lose a patient?"},{"speaker":"[JAMES]","startTime":11.98,"endTime":15.04,"body":"No, that's just my lunch."},{"speaker":"[COBY]","startTime":15.04,"endTime":23.36,"body":"Hey, thanks for joining us. I'm Coby, he's "},{"speaker":"[COBY]","startTime":15.04,"endTime":23.36,"body":"James. And let's get started with the statement.  "},{"speaker":"[COBY]","startTime":23.36,"endTime":30.12,"body":"First, I want to let everybody know that this "},{"speaker":"[COBY]","startTime":23.36,"endTime":30.12,"body":"coming September, we're going to be launching  "},{"speaker":"[COBY]","startTime":30.12,"endTime":35.0,"body":"a quarterly newsletter that kind of builds "},{"speaker":"[COBY]","startTime":30.12,"endTime":35.0,"body":"on some of the ideas and information from the  "},{"speaker":"[COBY]","startTime":35.0,"endTime":40.16,"body":"podcast. So there'll be, you know, we'll "},{"speaker":"[COBY]","startTime":35.0,"endTime":40.16,"body":"add, some infographics, some cool stats,  "},{"speaker":"[COBY]","startTime":40.16,"endTime":44.44,"body":"some information about upcoming episodes, "},{"speaker":"[COBY]","startTime":40.16,"endTime":44.44,"body":"and hopefully a great chance for people  "},{"speaker":"[COBY]","startTime":44.44,"endTime":50.4,"body":"to kind of engage with us more because we love "},{"speaker":"[COBY]","startTime":44.44,"endTime":50.4,"body":"engaging with, with our podcast listeners. So,  "},{"speaker":"[COBY]","startTime":50.4,"endTime":58.68,"body":"we're going to put a link into our show notes "},{"speaker":"[COBY]","startTime":50.4,"endTime":58.68,"body":"for a short little signup forum. So please,  "},{"speaker":"[COBY]","startTime":58.68,"endTime":64.04,"body":"if this would be even remotely interesting to "},{"speaker":"[COBY]","startTime":58.68,"endTime":64.04,"body":"you, feel free to click on that and add your  "},{"speaker":"[COBY]","startTime":64.04,"endTime":69.24,"body":"name to it. And we're hoping to kind of be able to "},{"speaker":"[COBY]","startTime":64.04,"endTime":69.24,"body":"build more sense of community amongst our podcast  "},{"speaker":"[COBY]","startTime":69.24,"endTime":73.56,"body":"listeners by kind of having more opportunities to "},{"speaker":"[COBY]","startTime":69.24,"endTime":73.56,"body":"engage with them. So we'll be probably mentioning  "},{"speaker":"[COBY]","startTime":73.56,"endTime":77.28,"body":"this over the next few episodes as kind of a "},{"speaker":"[COBY]","startTime":73.56,"endTime":77.28,"body":"reminder and probably leave the link in our  "},{"speaker":"[COBY]","startTime":77.28,"endTime":83.08,"body":"show notes, kind of for the seeable future, but "},{"speaker":"[COBY]","startTime":77.28,"endTime":83.08,"body":"make sure you check it out. With that being said,  "},{"speaker":"[COBY]","startTime":83.08,"endTime":91.52,"body":"now let's get started with the question, how can "},{"speaker":"[COBY]","startTime":83.08,"endTime":91.52,"body":"we get a better handle on workforce planning?"},{"speaker":"[JAMES]","startTime":91.52,"endTime":98.24,"body":"Yeah, this is going to be a fun one, "},{"speaker":"[JAMES]","startTime":91.52,"endTime":98.24,"body":"because workforce planning can be this complex  "},{"speaker":"[JAMES]","startTime":98.24,"endTime":108.36,"body":"maze of just analyzing, forecasting, planning, "},{"speaker":"[JAMES]","startTime":98.24,"endTime":108.36,"body":"workforce supply and demand, ah, assessing gaps,  "},{"speaker":"[JAMES]","startTime":108.36,"endTime":113.6,"body":"determining what talent management initiatives "},{"speaker":"[JAMES]","startTime":108.36,"endTime":113.6,"body":"are needed, to make sure that you've got the right  "},{"speaker":"[JAMES]","startTime":113.6,"endTime":119.6,"body":"people with right skills in the right places at "},{"speaker":"[JAMES]","startTime":113.6,"endTime":119.6,"body":"the right time, all in order for the organization  "},{"speaker":"[JAMES]","startTime":119.6,"endTime":127.24,"body":"to fulfill its mandate. There's a lot that can go "},{"speaker":"[JAMES]","startTime":119.6,"endTime":127.24,"body":"into workforce planning. for the purposes of our  "},{"speaker":"[JAMES]","startTime":127.24,"endTime":133.36,"body":"discussion, though, I think I really want to "},{"speaker":"[JAMES]","startTime":127.24,"endTime":133.36,"body":"focus on the second half of the description,  "},{"speaker":"[JAMES]","startTime":133.36,"endTime":139.64,"body":"which is how do you determine what talent "},{"speaker":"[JAMES]","startTime":133.36,"endTime":139.64,"body":"management initiatives are needed to ensure  "},{"speaker":"[JAMES]","startTime":139.64,"endTime":145.64,"body":"that the organization has the right people with "},{"speaker":"[JAMES]","startTime":139.64,"endTime":145.64,"body":"the right skills in the right place at the right  "},{"speaker":"[JAMES]","startTime":145.64,"endTime":152.12,"body":"time that's going to allow for that organization "},{"speaker":"[JAMES]","startTime":145.64,"endTime":152.12,"body":"to actually accomplish what it's designed to  "},{"speaker":"[JAMES]","startTime":152.12,"endTime":157.56,"body":"accomplish. and then to achieve this, I think "},{"speaker":"[JAMES]","startTime":152.12,"endTime":157.56,"body":"there's really two things that I think would be  "},{"speaker":"[JAMES]","startTime":157.56,"endTime":163.52,"body":"helpful to discuss. from a, you know, what are "},{"speaker":"[JAMES]","startTime":157.56,"endTime":163.52,"body":"some workforce planning tools that can actually  "},{"speaker":"[JAMES]","startTime":163.52,"endTime":170.36,"body":"be used to help ensure the organization has those, "},{"speaker":"[JAMES]","startTime":163.52,"endTime":170.36,"body":"you know, that laundry list of right skills, blah,  "},{"speaker":"[JAMES]","startTime":170.36,"endTime":178.26,"body":"blah, blah. And what is a talent management "},{"speaker":"[JAMES]","startTime":170.36,"endTime":178.26,"body":"initiative that supports workforce planning?"},{"speaker":"[COBY]","startTime":178.26,"endTime":182.2,"body":"Yeah, because I think workforce "},{"speaker":"[COBY]","startTime":178.26,"endTime":182.2,"body":"planning is one of those things that  "},{"speaker":"[COBY]","startTime":182.2,"endTime":191.76,"body":"people tend to see kind of in, like, the. "},{"speaker":"[COBY]","startTime":182.2,"endTime":191.76,"body":"The packages of, you know, HR strategy, or,  "},{"speaker":"[COBY]","startTime":191.76,"endTime":196.2,"body":"you know, or they are. HR professionals "},{"speaker":"[COBY]","startTime":191.76,"endTime":196.2,"body":"learned about it during their education,  "},{"speaker":"[COBY]","startTime":196.2,"endTime":202.48,"body":"but haven't actually done a whole lot with it "},{"speaker":"[COBY]","startTime":196.2,"endTime":202.48,"body":"in their work. Because the sad thing is, again,  "},{"speaker":"[COBY]","startTime":202.48,"endTime":208.08,"body":"a lot of the companies that we talk to, the vast "},{"speaker":"[COBY]","startTime":202.48,"endTime":208.08,"body":"majority that we talk to that are kind of in,  "},{"speaker":"[COBY]","startTime":208.08,"endTime":214.56,"body":"like, you know, have, like, 500 employees "},{"speaker":"[COBY]","startTime":208.08,"endTime":214.56,"body":"or less. This is something that gets,  "},{"speaker":"[COBY]","startTime":214.56,"endTime":220.72,"body":"briefly mentioned in, like, you know, high level "},{"speaker":"[COBY]","startTime":214.56,"endTime":220.72,"body":"conversations. But. But it's very rarely a,  "},{"speaker":"[COBY]","startTime":220.72,"endTime":226.8,"body":"strategic priority. Kind of, you know, you know, "},{"speaker":"[COBY]","startTime":220.72,"endTime":226.8,"body":"for year to year planning, it usually comes up."},{"speaker":"[JAMES]","startTime":226.8,"endTime":232.04,"body":"Once they have a major "},{"speaker":"[JAMES]","startTime":226.8,"endTime":232.04,"body":"gap in their workforce needs,  "},{"speaker":"[JAMES]","startTime":232.04,"endTime":235.12,"body":"and then they go, oh, yeah, we "},{"speaker":"[JAMES]","startTime":232.04,"endTime":235.12,"body":"need to do workforce planning."},{"speaker":"[COBY]","startTime":235.12,"endTime":240.88,"body":"Yeah, yeah. And sometimes it's a "},{"speaker":"[COBY]","startTime":235.12,"endTime":240.88,"body":"reaction to kind of, again, like I say,  "},{"speaker":"[COBY]","startTime":240.88,"endTime":245.48,"body":"kind of a problem that comes up, and "},{"speaker":"[COBY]","startTime":240.88,"endTime":245.48,"body":"I immediately, people will look for,  "},{"speaker":"[COBY]","startTime":245.48,"endTime":247.96,"body":"like, you know, like, software "},{"speaker":"[COBY]","startTime":245.48,"endTime":247.96,"body":"solutions. Cause that's kind of,  "},{"speaker":"[COBY]","startTime":247.96,"endTime":252.2,"body":"when you look up workforce planning, it's usually "},{"speaker":"[COBY]","startTime":247.96,"endTime":252.2,"body":"a lot of, like, the traditional everything."},{"speaker":"[JAMES]","startTime":252.2,"endTime":257.0,"body":"Well, they can certainly help with "},{"speaker":"[JAMES]","startTime":252.2,"endTime":257.0,"body":"the analysis and, forecasting pieces. Cause,  "},{"speaker":"[JAMES]","startTime":257.0,"endTime":263.4,"body":"and let's be clear, there are workforce, planning "},{"speaker":"[JAMES]","startTime":257.0,"endTime":263.4,"body":"professionals, who are far more talented and  "},{"speaker":"[JAMES]","startTime":263.4,"endTime":269.72,"body":"skilled and knowledgeable on this subject than we "},{"speaker":"[JAMES]","startTime":263.4,"endTime":269.72,"body":"are. And, to you, we apologize to listen to us.  "},{"speaker":"[JAMES]","startTime":270.52,"endTime":276.36,"body":"you can just jump to the, as Coby "},{"speaker":"[JAMES]","startTime":270.52,"endTime":276.36,"body":"said, just sign up for the newsletter,  "},{"speaker":"[JAMES]","startTime":276.36,"endTime":282.28,"body":"and join us next time, or just continue "},{"speaker":"[JAMES]","startTime":276.36,"endTime":282.28,"body":"to listen to us ramble. It's all good."},{"speaker":"[COBY]","startTime":282.28,"endTime":289.28,"body":"Because I think, too, is that I think "},{"speaker":"[COBY]","startTime":282.28,"endTime":289.28,"body":"the reason why there's not as much of, again,  "},{"speaker":"[COBY]","startTime":289.28,"endTime":296.28,"body":"in the 500, again, the 50 to 500 is kind of where "},{"speaker":"[COBY]","startTime":289.28,"endTime":296.28,"body":"that kind of poor sweet spot tends to kind of  "},{"speaker":"[COBY]","startTime":296.28,"endTime":304.28,"body":"be. And I think the reason for it not being as "},{"speaker":"[COBY]","startTime":296.28,"endTime":304.28,"body":"prominent there as it should be kind of has to  "},{"speaker":"[COBY]","startTime":304.28,"endTime":314.28,"body":"do with the almost like, the reactionary nature "},{"speaker":"[COBY]","startTime":304.28,"endTime":314.28,"body":"of kind of growth and talent management in those  "},{"speaker":"[COBY]","startTime":314.28,"endTime":318.8,"body":"sections where everything is like, you know, oh, "},{"speaker":"[COBY]","startTime":314.28,"endTime":318.8,"body":"we didn't, you know, we. We hit the. We hit a big  "},{"speaker":"[COBY]","startTime":318.8,"endTime":322.6,"body":"growth surge, and we weren't prepared for it. "},{"speaker":"[COBY]","startTime":318.8,"endTime":322.6,"body":"So we have to react to it or, like, you know,  "},{"speaker":"[COBY]","startTime":322.6,"endTime":327.12,"body":"or we're having trouble with talent retention, "},{"speaker":"[COBY]","startTime":322.6,"endTime":327.12,"body":"so we're constantly in a reactive phase. And,  "},{"speaker":"[COBY]","startTime":327.12,"endTime":331.8,"body":"I mean, I don't want to say, well, you want to "},{"speaker":"[COBY]","startTime":327.12,"endTime":331.8,"body":"solve your reaction problem? Workforce planning  "},{"speaker":"[COBY]","startTime":331.8,"endTime":337.88,"body":"is the answer, but there is a lot of benefit "},{"speaker":"[COBY]","startTime":331.8,"endTime":337.88,"body":"coming from workforce planning that can help  "},{"speaker":"[COBY]","startTime":337.88,"endTime":344.36,"body":"alleviate a lot of the symptoms that end up "},{"speaker":"[COBY]","startTime":337.88,"endTime":344.36,"body":"resulting with a lot of retention issues."},{"speaker":"[JAMES]","startTime":344.36,"endTime":351.76,"body":"Well, and part of it is also, I mean, "},{"speaker":"[JAMES]","startTime":344.36,"endTime":351.76,"body":"as you start getting into the larger structures,  "},{"speaker":"[JAMES]","startTime":351.76,"endTime":356.4,"body":"you have more opportunity for or "},{"speaker":"[JAMES]","startTime":351.76,"endTime":356.4,"body":"very specialized departments and  "},{"speaker":"[JAMES]","startTime":356.4,"endTime":362.6,"body":"skill sets and sub departments within your HR "},{"speaker":"[JAMES]","startTime":356.4,"endTime":362.6,"body":"responsibilities. Usually in this, you know,  "},{"speaker":"[JAMES]","startTime":362.6,"endTime":371.6,"body":"500 or fewer employees, you probably have an HR "},{"speaker":"[JAMES]","startTime":362.6,"endTime":371.6,"body":"team, but you don't have deep specializations,  "},{"speaker":"[JAMES]","startTime":371.6,"endTime":376.68,"body":"you don't have a total rewards team, "},{"speaker":"[JAMES]","startTime":371.6,"endTime":376.68,"body":"you don't have a workforce planning  "},{"speaker":"[JAMES]","startTime":376.68,"endTime":383.2,"body":"team. Right. So everybody's kind of carrying a "},{"speaker":"[JAMES]","startTime":376.68,"endTime":383.2,"body":"lot of different hats, which can be extremely  "},{"speaker":"[JAMES]","startTime":383.2,"endTime":391.16,"body":"chaotic. We, we see you, we hear you, we "},{"speaker":"[JAMES]","startTime":383.2,"endTime":391.16,"body":"feel for you. We can't change it for you."},{"speaker":"[COBY]","startTime":391.16,"endTime":399.12,"body":"Yeah. But you know, the, a lot of it with "},{"speaker":"[COBY]","startTime":391.16,"endTime":399.12,"body":"kind of that piece is that the workforce planning?  "},{"speaker":"[COBY]","startTime":399.12,"endTime":405.12,"body":"I think why it often gets kind of shuffled "},{"speaker":"[COBY]","startTime":399.12,"endTime":405.12,"body":"off to the side is because I think that again,  "},{"speaker":"[COBY]","startTime":405.12,"endTime":409.84,"body":"the common understanding, especially "},{"speaker":"[COBY]","startTime":405.12,"endTime":409.84,"body":"outside the kind of the HR realm, is like,  "},{"speaker":"[COBY]","startTime":409.84,"endTime":412.74,"body":"well, it's planning for our workforce. "},{"speaker":"[COBY]","startTime":409.84,"endTime":412.74,"body":"And that requires like, you know, a."},{"speaker":"[JAMES]","startTime":412.74,"endTime":419.08,"body":"Lot of, usually it's replacement "},{"speaker":"[JAMES]","startTime":412.74,"endTime":419.08,"body":"planning. If it's thought of in a half baked plan,  "},{"speaker":"[JAMES]","startTime":419.08,"endTime":426.44,"body":"it's replacement planning of, well, we know "},{"speaker":"[JAMES]","startTime":419.08,"endTime":426.44,"body":"that we generally lose, you know, 18% of our  "},{"speaker":"[JAMES]","startTime":426.44,"endTime":432.2,"body":"workforce year over year. So we need to make sure "},{"speaker":"[JAMES]","startTime":426.44,"endTime":432.2,"body":"that we are replacing 18% of our workforce year  "},{"speaker":"[JAMES]","startTime":432.2,"endTime":438.9,"body":"over year. And that's where the workforce "},{"speaker":"[JAMES]","startTime":432.2,"endTime":438.9,"body":"planning strategy kind of starts and stops."},{"speaker":"[COBY]","startTime":438.9,"endTime":446.16,"body":"Yeah, yeah. And I think that with a, "},{"speaker":"[COBY]","startTime":438.9,"endTime":446.16,"body":"the idea of trying to remove or try to move away  "},{"speaker":"[COBY]","startTime":446.16,"endTime":454.04,"body":"from the talent management and workforce kind of "},{"speaker":"[COBY]","startTime":446.16,"endTime":454.04,"body":"like strategies in general, as being reactionary  "},{"speaker":"[COBY]","startTime":454.04,"endTime":463.2,"body":"towards being intentional is part of it, is kind "},{"speaker":"[COBY]","startTime":454.04,"endTime":463.2,"body":"of moving into the idea of let's think ahead about  "},{"speaker":"[COBY]","startTime":463.2,"endTime":471.52,"body":"our growth. Let's take some strategic intent in "},{"speaker":"[COBY]","startTime":463.2,"endTime":471.52,"body":"where we think we need to get to and trying to  "},{"speaker":"[COBY]","startTime":471.52,"endTime":479.44,"body":"keep in mind this is something that needs to "},{"speaker":"[COBY]","startTime":471.52,"endTime":479.44,"body":"be done with some expertise involved and some  "},{"speaker":"[COBY]","startTime":480.84,"endTime":486.28,"body":"real well thought out, situations. It's "},{"speaker":"[COBY]","startTime":480.84,"endTime":486.28,"body":"tough when you're in an organization,  "},{"speaker":"[COBY]","startTime":486.28,"endTime":490.2,"body":"especially when you're in HR department, "},{"speaker":"[COBY]","startTime":486.28,"endTime":490.2,"body":"that is very reactionary. Going back to  "},{"speaker":"[COBY]","startTime":490.2,"endTime":494.72,"body":"our episode about what does HR stand for? "},{"speaker":"[COBY]","startTime":490.2,"endTime":494.72,"body":"And the highly reactive HR departments have  "},{"speaker":"[COBY]","startTime":494.72,"endTime":499.28,"body":"a really hard time with these kind of "},{"speaker":"[COBY]","startTime":494.72,"endTime":499.28,"body":"planning processes because they're just  "},{"speaker":"[COBY]","startTime":499.28,"endTime":506.48,"body":"trying to keep the fires kind of at a minimum "},{"speaker":"[COBY]","startTime":499.28,"endTime":506.48,"body":"every day. So it does require a little bit of  "},{"speaker":"[COBY]","startTime":506.48,"endTime":511.4,"body":"a mental shift away from that. We're all about "},{"speaker":"[COBY]","startTime":506.48,"endTime":511.4,"body":"reaction to, we're all about strategic intent."},{"speaker":"[JAMES]","startTime":511.4,"endTime":517.64,"body":"But if it does require leadership, it "},{"speaker":"[JAMES]","startTime":511.4,"endTime":517.64,"body":"requires leadership to be on board with the,  "},{"speaker":"[JAMES]","startTime":517.64,"endTime":523.08,"body":"you know, to move from a reactionary "},{"speaker":"[JAMES]","startTime":517.64,"endTime":523.08,"body":"standpoint to let's actually look at  "},{"speaker":"[JAMES]","startTime":523.08,"endTime":529.68,"body":"this from a strategic standpoint. But it "},{"speaker":"[JAMES]","startTime":523.08,"endTime":529.68,"body":"also has a very clear connection to bottom,  "},{"speaker":"[JAMES]","startTime":529.68,"endTime":534.72,"body":"line. If you're going through any type, let's "},{"speaker":"[JAMES]","startTime":529.68,"endTime":534.72,"body":"pray and hope that you're going through some  "},{"speaker":"[JAMES]","startTime":534.72,"endTime":540.48,"body":"growth. Right. There's at least a growth "},{"speaker":"[JAMES]","startTime":534.72,"endTime":540.48,"body":"strategy in your organization for how are we  "},{"speaker":"[JAMES]","startTime":540.48,"endTime":549.08,"body":"going to improve our market penetration, whatever "},{"speaker":"[JAMES]","startTime":540.48,"endTime":549.08,"body":"that m strategy may be, you're going to require,  "},{"speaker":"[JAMES]","startTime":549.08,"endTime":553.68,"body":"skilled people in the right places, in the "},{"speaker":"[JAMES]","startTime":549.08,"endTime":553.68,"body":"right roles at the right time in order to  "},{"speaker":"[JAMES]","startTime":553.68,"endTime":559.08,"body":"achieve that. And that can be the linkage "},{"speaker":"[JAMES]","startTime":553.68,"endTime":559.08,"body":"to why we actually need to start looking  "},{"speaker":"[JAMES]","startTime":559.08,"endTime":564.48,"body":"at this from a more intentional strategic "},{"speaker":"[JAMES]","startTime":559.08,"endTime":564.48,"body":"standpoint rather than a replacement theory."},{"speaker":"[COBY]","startTime":564.48,"endTime":569.64,"body":"Yeah. And going back to, again, I'm going "},{"speaker":"[COBY]","startTime":564.48,"endTime":569.64,"body":"to reference in a past episode, a recent episode  "},{"speaker":"[COBY]","startTime":569.64,"endTime":577.48,"body":"we did on the Technical Founder Paradox, about the "},{"speaker":"[COBY]","startTime":569.64,"endTime":577.48,"body":"idea of, when everything rests on the shoulders of  "},{"speaker":"[COBY]","startTime":577.48,"endTime":585.16,"body":"the owner founders, and then they grow to a point "},{"speaker":"[COBY]","startTime":577.48,"endTime":585.16,"body":"where they're not able, where their skill sets are  "},{"speaker":"[COBY]","startTime":585.16,"endTime":593.0,"body":"not scaling or not evolving with the expectations "},{"speaker":"[COBY]","startTime":585.16,"endTime":593.0,"body":"and role and the roles that they have to carry to  "},{"speaker":"[COBY]","startTime":593.0,"endTime":598.2,"body":"move to the next level. This is when workforce "},{"speaker":"[COBY]","startTime":593.0,"endTime":598.2,"body":"planning should be a major component of that,  "},{"speaker":"[COBY]","startTime":598.2,"endTime":605.88,"body":"because it's also about the idea of what does "},{"speaker":"[COBY]","startTime":598.2,"endTime":605.88,"body":"the CEO need to be in three years from now? Not  "},{"speaker":"[COBY]","startTime":605.88,"endTime":612.32,"body":"just what are the foundational bottom line, or, "},{"speaker":"[COBY]","startTime":605.88,"endTime":612.32,"body":"you know, like, you know, the frontline staff,  "},{"speaker":"[COBY]","startTime":612.32,"endTime":618.64,"body":"but what does all people need to be? Because it's "},{"speaker":"[COBY]","startTime":612.32,"endTime":618.64,"body":"about, you know, do we evolve the skills existing,  "},{"speaker":"[COBY]","startTime":618.64,"endTime":623.0,"body":"the existing skills and the existing people? Are "},{"speaker":"[COBY]","startTime":618.64,"endTime":623.0,"body":"we about, you know, trying to bring in kind of  "},{"speaker":"[COBY]","startTime":623.0,"endTime":628.28,"body":"newer ideas, newer talent? Are there new positions "},{"speaker":"[COBY]","startTime":623.0,"endTime":628.28,"body":"we have to create that we get nobody, you know,  "},{"speaker":"[COBY]","startTime":628.28,"endTime":633.12,"body":"able to do it, that, we can upskill? These are "},{"speaker":"[COBY]","startTime":628.28,"endTime":633.12,"body":"hard questions that we need to answer, but I, a  "},{"speaker":"[COBY]","startTime":633.12,"endTime":637.32,"body":"lot of it going back to, again, the technical "},{"speaker":"[COBY]","startTime":633.12,"endTime":637.32,"body":"founder paradox, and making sure that you,  "},{"speaker":"[COBY]","startTime":637.32,"endTime":642.64,"body":"that your leadership team, and if you're listening "},{"speaker":"[COBY]","startTime":637.32,"endTime":642.64,"body":"to this as an owner or founder, that your,  "},{"speaker":"[COBY]","startTime":642.64,"endTime":647.0,"body":"the evolution of your job is now holding back the "},{"speaker":"[COBY]","startTime":642.64,"endTime":647.0,"body":"growth of the organization. So this might be a  "},{"speaker":"[COBY]","startTime":647.0,"endTime":650.68,"body":"very helpful conversation to anybody who might "},{"speaker":"[COBY]","startTime":647.0,"endTime":650.68,"body":"be dealing with a technical founder paradox."},{"speaker":"[JAMES]","startTime":650.68,"endTime":657.92,"body":"Well, and you're right in that "},{"speaker":"[JAMES]","startTime":650.68,"endTime":657.92,"body":"this is important at every level of the  "},{"speaker":"[JAMES]","startTime":657.92,"endTime":666.88,"body":"organization and hierarchy, but a mismatch in "},{"speaker":"[JAMES]","startTime":657.92,"endTime":666.88,"body":"skills at the leadership level can derail your  "},{"speaker":"[JAMES]","startTime":666.88,"endTime":675.04,"body":"momentum and growth. Ah, I mean, the example "},{"speaker":"[JAMES]","startTime":666.88,"endTime":675.04,"body":"that always kind of comes back to me is the,  "},{"speaker":"[JAMES]","startTime":675.04,"endTime":682.88,"body":"why we've shared it before. the team of friends "},{"speaker":"[JAMES]","startTime":675.04,"endTime":682.88,"body":"who started a business right out of college,  "},{"speaker":"[JAMES]","startTime":682.88,"endTime":688.44,"body":"and they were the senior leadership team, and "},{"speaker":"[JAMES]","startTime":682.88,"endTime":688.44,"body":"they grew the company together. None, of them  "},{"speaker":"[JAMES]","startTime":688.44,"endTime":695.88,"body":"really having any experience in management or "},{"speaker":"[JAMES]","startTime":688.44,"endTime":695.88,"body":"leadership before all technical experts in how to  "},{"speaker":"[JAMES]","startTime":695.88,"endTime":705.6,"body":"build their product. This was a big challenge for "},{"speaker":"[JAMES]","startTime":695.88,"endTime":705.6,"body":"them to overcome in identifying that just being  "},{"speaker":"[JAMES]","startTime":705.6,"endTime":711.56,"body":"the founders of the company is not necessarily "},{"speaker":"[JAMES]","startTime":705.6,"endTime":711.56,"body":"enough to ensure that you have the skills to  "},{"speaker":"[JAMES]","startTime":711.56,"endTime":718.16,"body":"grow the company and doing this type of workforce "},{"speaker":"[JAMES]","startTime":711.56,"endTime":718.16,"body":"planning of, what, ah, we're not singling out any  "},{"speaker":"[JAMES]","startTime":718.16,"endTime":725.2,"body":"individual position or person. We're looking "},{"speaker":"[JAMES]","startTime":718.16,"endTime":725.2,"body":"at the organization to ensure, where are we  "},{"speaker":"[JAMES]","startTime":725.2,"endTime":732.36,"body":"going? What is our, goal over the next three "},{"speaker":"[JAMES]","startTime":725.2,"endTime":732.36,"body":"to five years? How have we articulated that?  "},{"speaker":"[JAMES]","startTime":732.36,"endTime":738.96,"body":"How are we going to get there from an external "},{"speaker":"[JAMES]","startTime":732.36,"endTime":738.96,"body":"scalability standpoint, but then linking that to,  "},{"speaker":"[JAMES]","startTime":738.96,"endTime":744.2,"body":"do we actually have, what skills are required "},{"speaker":"[JAMES]","startTime":738.96,"endTime":744.2,"body":"to get us there? And do we have those skills in  "},{"speaker":"[JAMES]","startTime":744.2,"endTime":749.4,"body":"house? Do we have them in our existing leadership "},{"speaker":"[JAMES]","startTime":744.2,"endTime":749.4,"body":"team? If we don't, how do we actually accommodate  "},{"speaker":"[JAMES]","startTime":749.4,"endTime":756.28,"body":"that? And I think that's where I'd like to kind "},{"speaker":"[JAMES]","startTime":749.4,"endTime":756.28,"body":"of shift our conversation to. How do we identify  "},{"speaker":"[JAMES]","startTime":756.28,"endTime":763.4,"body":"those pieces? What are some strategies that we "},{"speaker":"[JAMES]","startTime":756.28,"endTime":763.4,"body":"can use, in that, and where can we actually pull  "},{"speaker":"[JAMES]","startTime":763.4,"endTime":770.08,"body":"some good ideas around? What initiatives can we "},{"speaker":"[JAMES]","startTime":763.4,"endTime":770.08,"body":"start building in our organizations to ensure  "},{"speaker":"[JAMES]","startTime":770.08,"endTime":779.48,"body":"that we have a bit of a, if not cushion, then at "},{"speaker":"[JAMES]","startTime":770.08,"endTime":779.48,"body":"least a little bit of security, knowing that we  "},{"speaker":"[JAMES]","startTime":779.48,"endTime":787.08,"body":"have the skills and people in the right places "},{"speaker":"[JAMES]","startTime":779.48,"endTime":787.08,"body":"to ensure that we can actually continue to grow?"},{"speaker":"[COBY]","startTime":787.08,"endTime":791.52,"body":"Yeah, no, I think that's where we should "},{"speaker":"[COBY]","startTime":787.08,"endTime":791.52,"body":"definitely be focusing on. Okay, so we said,  "},{"speaker":"[COBY]","startTime":791.52,"endTime":795.48,"body":"there's a problem. You might be spears in this "},{"speaker":"[COBY]","startTime":791.52,"endTime":795.48,"body":"problem. So now we're going to say, okay, here's  "},{"speaker":"[COBY]","startTime":795.48,"endTime":799.62,"body":"how you can get out of it. Not to say, well, "},{"speaker":"[COBY]","startTime":795.48,"endTime":799.62,"body":"you're screwed, so good luck. here's a problem."},{"speaker":"[JAMES]","startTime":799.62,"endTime":801.6,"body":"Go deal with it."},{"speaker":"[COBY]","startTime":801.6,"endTime":806.84,"body":"So you kind of mentioned that there's "},{"speaker":"[COBY]","startTime":801.6,"endTime":806.84,"body":"two things that, would be beneficial to that,  "},{"speaker":"[COBY]","startTime":806.84,"endTime":810.28,"body":"but I think that within the two things that "},{"speaker":"[COBY]","startTime":806.84,"endTime":810.28,"body":"you mentioned in your intro, I think there's  "},{"speaker":"[COBY]","startTime":810.28,"endTime":814.92,"body":"actually three considerations that fall within "},{"speaker":"[COBY]","startTime":810.28,"endTime":814.92,"body":"those that probably would be helpful. The idea  "},{"speaker":"[COBY]","startTime":814.92,"endTime":821.28,"body":"around tools and some ideas around processes. so "},{"speaker":"[COBY]","startTime":814.92,"endTime":821.28,"body":"I think the three considerations we'll get into,  "},{"speaker":"[COBY]","startTime":821.28,"endTime":826.76,"body":"I'll just introduce them quickly, and then we'll "},{"speaker":"[COBY]","startTime":821.28,"endTime":826.76,"body":"jump into them one by one. these, can be helpful  "},{"speaker":"[COBY]","startTime":826.76,"endTime":831.36,"body":"things in order for, again, the organization "},{"speaker":"[COBY]","startTime":826.76,"endTime":831.36,"body":"to, again, have that more strategic approach,  "},{"speaker":"[COBY]","startTime":831.36,"endTime":836.4,"body":"that more proactive planning ahead to putting "},{"speaker":"[COBY]","startTime":831.36,"endTime":836.4,"body":"some things into place that you might not have  "},{"speaker":"[COBY]","startTime":836.4,"endTime":840.16,"body":"thought about, or that might, again, like you "},{"speaker":"[COBY]","startTime":836.4,"endTime":840.16,"body":"say, kind of build that framework or the guide  "},{"speaker":"[COBY]","startTime":840.16,"endTime":844.28,"body":"rails to kind of so you know, you're not spinning "},{"speaker":"[COBY]","startTime":840.16,"endTime":844.28,"body":"out of control. You've got some security in mind,  "},{"speaker":"[COBY]","startTime":844.28,"endTime":847.76,"body":"that there are some things that you can do, "},{"speaker":"[COBY]","startTime":844.28,"endTime":847.76,"body":"things you can lean on to make sure that you  "},{"speaker":"[COBY]","startTime":847.76,"endTime":853.36,"body":"know that you're moving out of reactionary "},{"speaker":"[COBY]","startTime":847.76,"endTime":853.36,"body":"into the kind of the strategic, intent. So  "},{"speaker":"[COBY]","startTime":853.36,"endTime":857.76,"body":"the first consideration we want to talk about "},{"speaker":"[COBY]","startTime":853.36,"endTime":857.76,"body":"is what we call a strength based strategy. Now,  "},{"speaker":"[COBY]","startTime":857.76,"endTime":864.12,"body":"the one thing that we hear a lot and is kind "},{"speaker":"[COBY]","startTime":857.76,"endTime":864.12,"body":"of the cornerstone of a lot of very traditional  "},{"speaker":"[COBY]","startTime":864.12,"endTime":869.56,"body":"kind of management, consulting and organizational "},{"speaker":"[COBY]","startTime":864.12,"endTime":869.56,"body":"process stuff is the idea of right people in the  "},{"speaker":"[COBY]","startTime":869.56,"endTime":874.08,"body":"right seats. And that's, you know, and there's a "},{"speaker":"[COBY]","startTime":869.56,"endTime":874.08,"body":"lot of value to that. But the idea of the strength  "},{"speaker":"[COBY]","startTime":874.08,"endTime":879.64,"body":"based strategy is kind of having a bit of a shift "},{"speaker":"[COBY]","startTime":874.08,"endTime":879.64,"body":"towards not the right people in the right seats,  "},{"speaker":"[COBY]","startTime":879.64,"endTime":884.52,"body":"but the right strengths in the right seats. And "},{"speaker":"[COBY]","startTime":879.64,"endTime":884.52,"body":"we'll tell you, we'll get into what that means  "},{"speaker":"[COBY]","startTime":885.08,"endTime":890.16,"body":"in a minute or two. But the second consideration "},{"speaker":"[COBY]","startTime":885.08,"endTime":890.16,"body":"we want to talk about is temporary talent that  "},{"speaker":"[COBY]","startTime":890.16,"endTime":894.96,"body":"sometimes there are some interesting options "},{"speaker":"[COBY]","startTime":890.16,"endTime":894.96,"body":"about that are probably more and more common,  "},{"speaker":"[COBY]","startTime":894.96,"endTime":899.28,"body":"kind of as the workforce has evolving "},{"speaker":"[COBY]","startTime":894.96,"endTime":899.28,"body":"around things like fractional leadership,  "},{"speaker":"[COBY]","startTime":899.28,"endTime":903.44,"body":"acting executives, interim leadership, those "},{"speaker":"[COBY]","startTime":899.28,"endTime":903.44,"body":"types of things can be really helpful to kind of,  "},{"speaker":"[COBY]","startTime":903.44,"endTime":908.66,"body":"especially when you're trying to, like, you know, "},{"speaker":"[COBY]","startTime":903.44,"endTime":908.66,"body":"like, patch, fill some gaps in your organization."},{"speaker":"[JAMES]","startTime":908.66,"endTime":909.44,"body":"Yeah."},{"speaker":"[COBY]","startTime":909.44,"endTime":913.6,"body":"And then the third consideration is a "},{"speaker":"[COBY]","startTime":909.44,"endTime":913.6,"body":"big one, which is about succession plan and the  "},{"speaker":"[COBY]","startTime":913.6,"endTime":918.84,"body":"idea about, like, you know, like, upskilling, "},{"speaker":"[COBY]","startTime":913.6,"endTime":918.84,"body":"creating the talent ladders, molding people to  "},{"speaker":"[COBY]","startTime":918.84,"endTime":923.56,"body":"fill important roles in a year or two down "},{"speaker":"[COBY]","startTime":918.84,"endTime":923.56,"body":"the road. So those three things, I think,  "},{"speaker":"[COBY]","startTime":923.56,"endTime":929.68,"body":"will be three really helpful ideas that will be, "},{"speaker":"[COBY]","startTime":923.56,"endTime":929.68,"body":"again, especially for, again, a 50 to 500 person,  "},{"speaker":"[COBY]","startTime":929.68,"endTime":933.24,"body":"business. These are going to be three great "},{"speaker":"[COBY]","startTime":929.68,"endTime":933.24,"body":"things to really consider. So we'll just dig into  "},{"speaker":"[COBY]","startTime":933.24,"endTime":939.5,"body":"those one by one. so why don't we get started "},{"speaker":"[COBY]","startTime":933.24,"endTime":939.5,"body":"off James with the strength based strategy?"},{"speaker":"[JAMES]","startTime":939.5,"endTime":947.36,"body":"Yeah. So we've talked about, strength "},{"speaker":"[JAMES]","startTime":939.5,"endTime":947.36,"body":"based teams, previously, and this is a big piece  "},{"speaker":"[JAMES]","startTime":947.36,"endTime":958.96,"body":"for us. what we're really looking at here is "},{"speaker":"[JAMES]","startTime":947.36,"endTime":958.96,"body":"the difference between, do you want a team of  "},{"speaker":"[JAMES]","startTime":958.96,"endTime":966.8,"body":"generalists, where everybody has a very similar "},{"speaker":"[JAMES]","startTime":958.96,"endTime":966.8,"body":"skillset, versus having a team of specialists,  "},{"speaker":"[JAMES]","startTime":966.8,"endTime":973.92,"body":"where each person's kind of playing to a unique "},{"speaker":"[JAMES]","startTime":966.8,"endTime":973.92,"body":"strength, and you have complementary skill sets  "},{"speaker":"[JAMES]","startTime":973.92,"endTime":980.72,"body":"and strengths amongst the rest of the team. So, "},{"speaker":"[JAMES]","startTime":973.92,"endTime":980.72,"body":"obviously, we are strong proponents of the idea  "},{"speaker":"[JAMES]","startTime":980.72,"endTime":988.2,"body":"of taking that strengths based approach. We see "},{"speaker":"[JAMES]","startTime":980.72,"endTime":988.2,"body":"it, ah, time and time again in our work as we are,  "},{"speaker":"[JAMES]","startTime":988.2,"endTime":994.04,"body":"coaching organizations and leaders and teams "},{"speaker":"[JAMES]","startTime":988.2,"endTime":994.04,"body":"to really move towards that strength based  "},{"speaker":"[JAMES]","startTime":994.04,"endTime":1002.44,"body":"approach. This is what has allowed so many to "},{"speaker":"[JAMES]","startTime":994.04,"endTime":1002.44,"body":"become very high performing, productive teams,  "},{"speaker":"[JAMES]","startTime":1002.44,"endTime":1011.08,"body":"and allowing people to actually kind of the "},{"speaker":"[JAMES]","startTime":1002.44,"endTime":1011.08,"body":"byproduct of this also ends up being, general,  "},{"speaker":"[JAMES]","startTime":1011.08,"endTime":1016.0,"body":"better sense of fulfillment in what people are "},{"speaker":"[JAMES]","startTime":1011.08,"endTime":1016.0,"body":"doing because they're playing to their more  "},{"speaker":"[JAMES]","startTime":1016.0,"endTime":1022.08,"body":"natural strengths. So this relates specifically "},{"speaker":"[JAMES]","startTime":1016.0,"endTime":1022.08,"body":"to workforce planning, because you have to have  "},{"speaker":"[JAMES]","startTime":1022.08,"endTime":1028.16,"body":"the right skills in place. You need to have people "},{"speaker":"[JAMES]","startTime":1022.08,"endTime":1028.16,"body":"who are playing to their strengths and playing to  "},{"speaker":"[JAMES]","startTime":1028.16,"endTime":1035.2,"body":"their strengths within a role that really requires "},{"speaker":"[JAMES]","startTime":1028.16,"endTime":1035.2,"body":"that having somebody play to their strength, if  "},{"speaker":"[JAMES]","startTime":1035.2,"endTime":1042.04,"body":"they're, very, administrative, focused, and that "},{"speaker":"[JAMES]","startTime":1035.2,"endTime":1042.04,"body":"is an absolute core strength that they have, and  "},{"speaker":"[JAMES]","startTime":1042.04,"endTime":1048.84,"body":"they can, produce, that type of work in very short "},{"speaker":"[JAMES]","startTime":1042.04,"endTime":1048.84,"body":"order with minimal time and effort and energy.  "},{"speaker":"[JAMES]","startTime":1049.4,"endTime":1056.6,"body":"But the role that they're actually in, that's "},{"speaker":"[JAMES]","startTime":1049.4,"endTime":1056.6,"body":"not the, skill set that's actually needed in  "},{"speaker":"[JAMES]","startTime":1056.6,"endTime":1063.68,"body":"that position, then you've got that misalignment. "},{"speaker":"[JAMES]","startTime":1056.6,"endTime":1063.68,"body":"So it's not. It's the strength and the skill,  "},{"speaker":"[JAMES]","startTime":1063.68,"endTime":1070.4,"body":"within the role that they are performing "},{"speaker":"[JAMES]","startTime":1063.68,"endTime":1070.4,"body":"to ensure that they can actually reach the,  "},{"speaker":"[JAMES]","startTime":1072.04,"endTime":1075.34,"body":"help the organization reach "},{"speaker":"[JAMES]","startTime":1072.04,"endTime":1075.34,"body":"their mandate and their goals."},{"speaker":"[COBY]","startTime":1075.34,"endTime":1078.84,"body":"Yeah, so we, in a previous "},{"speaker":"[COBY]","startTime":1075.34,"endTime":1078.84,"body":"episode we did this season,  "},{"speaker":"[COBY]","startTime":1080.48,"endTime":1086.2,"body":"I think it was the episode about should we be "},{"speaker":"[COBY]","startTime":1080.48,"endTime":1086.2,"body":"hiring for fit. We broke down the idea of, like,  "},{"speaker":"[COBY]","startTime":1086.2,"endTime":1090.5,"body":"a, team, a well rounded team versus "},{"speaker":"[COBY]","startTime":1086.2,"endTime":1090.5,"body":"a team of well rounded individuals."},{"speaker":"[JAMES]","startTime":1090.5,"endTime":1091.16,"body":"Right."},{"speaker":"[COBY]","startTime":1091.16,"endTime":1098.08,"body":"Because a lot of organizations are looking "},{"speaker":"[COBY]","startTime":1091.16,"endTime":1098.08,"body":"at kind of almost like individual people. Kind  "},{"speaker":"[COBY]","startTime":1098.08,"endTime":1103.24,"body":"of like, you know, carrying kind of. Kind of "},{"speaker":"[COBY]","startTime":1098.08,"endTime":1103.24,"body":"doing all aspects of. Of the job, kind of like,  "},{"speaker":"[COBY]","startTime":1103.24,"endTime":1108.24,"body":"you know, and then being able to kind of stand "},{"speaker":"[COBY]","startTime":1103.24,"endTime":1108.24,"body":"alone. Stand alone by themselves and kind of like,  "},{"speaker":"[COBY]","startTime":1108.24,"endTime":1111.48,"body":"you know, getting things accomplished, which "},{"speaker":"[COBY]","startTime":1108.24,"endTime":1111.48,"body":"is a pretty common thing in a lot of different  "},{"speaker":"[COBY]","startTime":1111.48,"endTime":1116.36,"body":"companies, a lot of different positions. But "},{"speaker":"[COBY]","startTime":1111.48,"endTime":1116.36,"body":"there's value to that. But there's also the  "},{"speaker":"[COBY]","startTime":1116.36,"endTime":1123.32,"body":"idea of having a well rounded team where instead "},{"speaker":"[COBY]","startTime":1116.36,"endTime":1123.32,"body":"of everyone having to. Having the same unique,  "},{"speaker":"[COBY]","startTime":1123.32,"endTime":1128.64,"body":"diverse spectrum of skill sets to accomplish all "},{"speaker":"[COBY]","startTime":1123.32,"endTime":1128.64,"body":"the tasks of the job themselves, you have people  "},{"speaker":"[COBY]","startTime":1128.64,"endTime":1134.16,"body":"that have specialized skill sets, and, you know, "},{"speaker":"[COBY]","startTime":1128.64,"endTime":1134.16,"body":"they do kind of like, you know, the majority of  "},{"speaker":"[COBY]","startTime":1134.16,"endTime":1139.56,"body":"their day are doing things that they're extremely "},{"speaker":"[COBY]","startTime":1134.16,"endTime":1139.56,"body":"good at. And their skill sets that are really  "},{"speaker":"[COBY]","startTime":1139.56,"endTime":1144.28,"body":"good at complement another person's skillset. "},{"speaker":"[COBY]","startTime":1139.56,"endTime":1144.28,"body":"So almost like they kind of pass the work on  "},{"speaker":"[COBY]","startTime":1144.28,"endTime":1149.52,"body":"where person a does, you know, something they're "},{"speaker":"[COBY]","startTime":1144.28,"endTime":1149.52,"body":"very, very good at and accomplishes, you know,  "},{"speaker":"[COBY]","startTime":1149.52,"endTime":1154.36,"body":"a big chunk of the project or pieces of the pie, "},{"speaker":"[COBY]","startTime":1149.52,"endTime":1154.36,"body":"and then, they pass it on to person b, who does  "},{"speaker":"[COBY]","startTime":1154.36,"endTime":1159.28,"body":"different stuff that they're extremely, extremely "},{"speaker":"[COBY]","startTime":1154.36,"endTime":1159.28,"body":"good at. And that idea of a complimentary,  "},{"speaker":"[COBY]","startTime":1159.28,"endTime":1164.32,"body":"well rounded team can be a very, very high "},{"speaker":"[COBY]","startTime":1159.28,"endTime":1164.32,"body":"performing, and it can be a very satisfying  "},{"speaker":"[COBY]","startTime":1164.32,"endTime":1168.32,"body":"role. When you're hired to do a job that, you "},{"speaker":"[COBY]","startTime":1164.32,"endTime":1168.32,"body":"know, 80% of your job are things that you're  "},{"speaker":"[COBY]","startTime":1168.32,"endTime":1173.56,"body":"extremely skilled at, it can be. It can be very "},{"speaker":"[COBY]","startTime":1168.32,"endTime":1173.56,"body":"satisfying, but it also allows you to, you know,  "},{"speaker":"[COBY]","startTime":1173.56,"endTime":1180.84,"body":"not having to find, you know, these perfectly, "},{"speaker":"[COBY]","startTime":1173.56,"endTime":1180.84,"body":"these are unicorns that can do all aspects of  "},{"speaker":"[COBY]","startTime":1180.84,"endTime":1186.16,"body":"the job at an extremely high level, and they'd "},{"speaker":"[COBY]","startTime":1180.84,"endTime":1186.16,"body":"have no weaknesses, and everything's a strength,  "},{"speaker":"[COBY]","startTime":1186.16,"endTime":1190.28,"body":"and, you know, those kind of things which are "},{"speaker":"[COBY]","startTime":1186.16,"endTime":1190.28,"body":"really, you know, they're. They may be out there,  "},{"speaker":"[COBY]","startTime":1190.28,"endTime":1193.46,"body":"but we don't really see them. And if "},{"speaker":"[COBY]","startTime":1190.28,"endTime":1193.46,"body":"they're out there, they're really hard to."},{"speaker":"[JAMES]","startTime":1193.46,"endTime":1196.12,"body":"Well, and if they're out there and "},{"speaker":"[JAMES]","startTime":1193.46,"endTime":1196.12,"body":"you're trying to attract them, you're going to  "},{"speaker":"[JAMES]","startTime":1196.12,"endTime":1200.16,"body":"be paying through the nose to bring them into your "},{"speaker":"[JAMES]","startTime":1196.12,"endTime":1200.16,"body":"organization because everybody's looking for them."},{"speaker":"[COBY]","startTime":1200.16,"endTime":1206.96,"body":"Exactly. So the idea of trying to re "},{"speaker":"[COBY]","startTime":1200.16,"endTime":1206.96,"body":"understand the roles and the role lineation  "},{"speaker":"[COBY]","startTime":1206.96,"endTime":1214.0,"body":"and the kind of how your teams cooperate can be "},{"speaker":"[COBY]","startTime":1206.96,"endTime":1214.0,"body":"a very powerful way to, again, address workforce  "},{"speaker":"[COBY]","startTime":1214.0,"endTime":1219.08,"body":"planning, because the idea of a strength based "},{"speaker":"[COBY]","startTime":1214.0,"endTime":1219.08,"body":"strategy, we want to create a well rounded team  "},{"speaker":"[COBY]","startTime":1219.08,"endTime":1224.44,"body":"and not just have to constantly chase unicorns "},{"speaker":"[COBY]","startTime":1219.08,"endTime":1224.44,"body":"that are well rounded individuals. And the tool  "},{"speaker":"[COBY]","startTime":1224.44,"endTime":1229.16,"body":"that we talked about in that episode about should "},{"speaker":"[COBY]","startTime":1224.44,"endTime":1229.16,"body":"we be hiring for fit was our spectrum program."},{"speaker":"[JAMES]","startTime":1229.16,"endTime":1236.4,"body":"Yeah. And what's nice about this, and so "},{"speaker":"[JAMES]","startTime":1229.16,"endTime":1236.4,"body":"you, you touched on role delineation, and I think  "},{"speaker":"[JAMES]","startTime":1236.4,"endTime":1244.08,"body":"that's important because strength based teams can. "},{"speaker":"[JAMES]","startTime":1236.4,"endTime":1244.08,"body":"There's going to be differing, varying degrees  "},{"speaker":"[JAMES]","startTime":1244.08,"endTime":1250.32,"body":"to which you are going to be able to implement, "},{"speaker":"[JAMES]","startTime":1244.08,"endTime":1250.32,"body":"this strength based approach. You can always take  "},{"speaker":"[JAMES]","startTime":1250.32,"endTime":1256.28,"body":"a strength based approach to virtually any team "},{"speaker":"[JAMES]","startTime":1250.32,"endTime":1256.28,"body":"that we've encountered. The how much you're able  "},{"speaker":"[JAMES]","startTime":1256.28,"endTime":1266.4,"body":"to shift, roles will depend on, what the actual "},{"speaker":"[JAMES]","startTime":1256.28,"endTime":1266.4,"body":"nature of the jobs are themselves. but what's  "},{"speaker":"[JAMES]","startTime":1266.4,"endTime":1273.12,"body":"important, I'm going to share the disclaimer that "},{"speaker":"[JAMES]","startTime":1266.4,"endTime":1273.12,"body":"I always have to share every time we, deliver this  "},{"speaker":"[JAMES]","startTime":1273.12,"endTime":1281.84,"body":"program. This is not an excuse to dump the work "},{"speaker":"[JAMES]","startTime":1273.12,"endTime":1281.84,"body":"that you don't like onto somebody else. It's about  "},{"speaker":"[JAMES]","startTime":1281.84,"endTime":1287.6,"body":"playing to your strengths and allowing others to "},{"speaker":"[JAMES]","startTime":1281.84,"endTime":1287.6,"body":"play to theirs and hope. And, when we do this, we  "},{"speaker":"[JAMES]","startTime":1287.6,"endTime":1295.6,"body":"often naturally allow ourselves to work on roles, "},{"speaker":"[JAMES]","startTime":1287.6,"endTime":1295.6,"body":"on work that is more naturally attuned to what we  "},{"speaker":"[JAMES]","startTime":1295.6,"endTime":1302.36,"body":"enjoy doing and allows others to do the work "},{"speaker":"[JAMES]","startTime":1295.6,"endTime":1302.36,"body":"that they are more naturally inclined towards.  "},{"speaker":"[JAMES]","startTime":1302.36,"endTime":1308.96,"body":"And by a byproduct of that is we have less of "},{"speaker":"[JAMES]","startTime":1302.36,"endTime":1308.96,"body":"the work that just drains us. But please don't  "},{"speaker":"[JAMES]","startTime":1308.96,"endTime":1313.76,"body":"take this as an excuse to say, well, I'm only "},{"speaker":"[JAMES]","startTime":1308.96,"endTime":1313.76,"body":"going to do this work from now on because this  "},{"speaker":"[JAMES]","startTime":1313.76,"endTime":1321.8,"body":"is what makes me happy. And, you peons can take, "},{"speaker":"[JAMES]","startTime":1313.76,"endTime":1321.8,"body":"all the grunt work and, you know, sit in the mud."},{"speaker":"[COBY]","startTime":1321.8,"endTime":1325.6,"body":"That alleviates the strategy "},{"speaker":"[COBY]","startTime":1321.8,"endTime":1325.6,"body":"part of the strength based strategy."},{"speaker":"[JAMES]","startTime":1325.6,"endTime":1330.4,"body":"Yes. But I just. I have "},{"speaker":"[JAMES]","startTime":1325.6,"endTime":1330.4,"body":"to put it out there because,  "},{"speaker":"[JAMES]","startTime":1330.4,"endTime":1337.0,"body":"although I don't think that is how most "},{"speaker":"[JAMES]","startTime":1330.4,"endTime":1337.0,"body":"people, approach this conversation,  "},{"speaker":"[JAMES]","startTime":1338.44,"endTime":1343.54,"body":"I don't want there to be room for "},{"speaker":"[JAMES]","startTime":1338.44,"endTime":1343.54,"body":"misunderstanding with that, with our intent."},{"speaker":"[COBY]","startTime":1343.54,"endTime":1346.84,"body":"Yeah. Because whenever we "},{"speaker":"[COBY]","startTime":1343.54,"endTime":1346.84,"body":"talk about our spectrum program,  "},{"speaker":"[COBY]","startTime":1348.96,"endTime":1353.04,"body":"that disclaimer is often very helpful. So just "},{"speaker":"[COBY]","startTime":1348.96,"endTime":1353.04,"body":"kind of just gonna give a quick summary of the  "},{"speaker":"[COBY]","startTime":1353.04,"endTime":1358.96,"body":"spectrum program. So, spectrum can be used, "},{"speaker":"[COBY]","startTime":1353.04,"endTime":1358.96,"body":"as a workforce planning tool to help identify  "},{"speaker":"[COBY]","startTime":1358.96,"endTime":1364.6,"body":"skills and attributes that we need to complement "},{"speaker":"[COBY]","startTime":1358.96,"endTime":1364.6,"body":"existing team members and to be prepared to fill  "},{"speaker":"[COBY]","startTime":1364.6,"endTime":1369.24,"body":"gaps and intentionally put the right strengths "},{"speaker":"[COBY]","startTime":1364.6,"endTime":1369.24,"body":"in the right place. So, in the program, there's  "},{"speaker":"[COBY]","startTime":1369.24,"endTime":1373.64,"body":"a psychometric that kind of helps you identify "},{"speaker":"[COBY]","startTime":1369.24,"endTime":1373.64,"body":"what are the kind of roles in a team that you're  "},{"speaker":"[COBY]","startTime":1373.64,"endTime":1379.92,"body":"naturally more inclined to be good at and actually "},{"speaker":"[COBY]","startTime":1373.64,"endTime":1379.92,"body":"more inclined to enjoy. And then it's the idea of  "},{"speaker":"[COBY]","startTime":1379.92,"endTime":1385.68,"body":"saying that if your skill set, let's say it's very "},{"speaker":"[COBY]","startTime":1379.92,"endTime":1385.68,"body":"administrative focused, like I mentioned earlier,  "},{"speaker":"[COBY]","startTime":1385.68,"endTime":1391.84,"body":"you really like the kind of the task lists and "},{"speaker":"[COBY]","startTime":1385.68,"endTime":1391.84,"body":"organization and those kind of pieces that if  "},{"speaker":"[COBY]","startTime":1391.84,"endTime":1397.2,"body":"the job requires a portion of that, but also "},{"speaker":"[COBY]","startTime":1391.84,"endTime":1397.2,"body":"requires a lot of work, with, like, you know,  "},{"speaker":"[COBY]","startTime":1397.2,"endTime":1403.8,"body":"people and various and, a lot of social connection "},{"speaker":"[COBY]","startTime":1397.2,"endTime":1403.8,"body":"and stuff like that, then partnering someone who's  "},{"speaker":"[COBY]","startTime":1403.8,"endTime":1408.84,"body":"good at the administrative pieces, as we call "},{"speaker":"[COBY]","startTime":1403.8,"endTime":1408.84,"body":"in the program a minder, and partnering them  "},{"speaker":"[COBY]","startTime":1408.84,"endTime":1413.84,"body":"with, a people focused person, which we call "},{"speaker":"[COBY]","startTime":1408.84,"endTime":1413.84,"body":"a binder, to kind of help realize, you know,  "},{"speaker":"[COBY]","startTime":1413.84,"endTime":1419.8,"body":"that this kind of cooperative approach to the "},{"speaker":"[COBY]","startTime":1413.84,"endTime":1419.8,"body":"work could allow both people to perform higher,  "},{"speaker":"[COBY]","startTime":1419.8,"endTime":1424.16,"body":"higher, quality work that they're doing things "},{"speaker":"[COBY]","startTime":1419.8,"endTime":1424.16,"body":"that they're good at and complement each other.  "},{"speaker":"[COBY]","startTime":1424.16,"endTime":1429.68,"body":"And this is something that. And this is something "},{"speaker":"[COBY]","startTime":1424.16,"endTime":1429.68,"body":"that can be a really helpful framework for when  "},{"speaker":"[COBY]","startTime":1429.68,"endTime":1433.88,"body":"you're trying to think about, okay, strength "},{"speaker":"[COBY]","startTime":1429.68,"endTime":1433.88,"body":"based. Sounds good, but how do I use this to  "},{"speaker":"[COBY]","startTime":1433.88,"endTime":1439.908,"body":"plan for my work, my m workforce planning? Well, "},{"speaker":"[COBY]","startTime":1433.88,"endTime":1439.908,"body":"the program itself can be very, very great. Self  "},{"speaker":"[COBY]","startTime":1439.908,"endTime":1443.6,"body":"awareness, learning about people's skills and "},{"speaker":"[COBY]","startTime":1439.908,"endTime":1443.6,"body":"learning about the things that you're nationally  "},{"speaker":"[COBY]","startTime":1443.6,"endTime":1448.66,"body":"inclined to do and helping identify kind of "},{"speaker":"[COBY]","startTime":1443.6,"endTime":1448.66,"body":"inventory and kind of who you have around you."},{"speaker":"[JAMES]","startTime":1448.66,"endTime":1449.44,"body":"Yeah."},{"speaker":"[COBY]","startTime":1449.44,"endTime":1455.44,"body":"And we did. So there's a great example "},{"speaker":"[COBY]","startTime":1449.44,"endTime":1455.44,"body":"of us doing this with kind of, a nonprofit going  "},{"speaker":"[COBY]","startTime":1455.44,"endTime":1461.0,"body":"through a merger these years back, where these two "},{"speaker":"[COBY]","startTime":1455.44,"endTime":1461.0,"body":"nonprofits that work really closely together for a  "},{"speaker":"[COBY]","startTime":1461.0,"endTime":1469.6,"body":"long time, they were emerging and had this kind of "},{"speaker":"[COBY]","startTime":1461.0,"endTime":1469.6,"body":"larger, service area that they had to deliver on,  "},{"speaker":"[COBY]","startTime":1469.6,"endTime":1473.36,"body":"and they knew each other. The organization's "},{"speaker":"[COBY]","startTime":1469.6,"endTime":1473.36,"body":"been working together for a long time,  "},{"speaker":"[COBY]","startTime":1473.36,"endTime":1478.68,"body":"and they're both kind of fairly large, but "},{"speaker":"[COBY]","startTime":1473.36,"endTime":1478.68,"body":"a lot of the staff knew each other. The,  "},{"speaker":"[COBY]","startTime":1479.72,"endTime":1483.4,"body":"amalgamating of the people wasn't as much "},{"speaker":"[COBY]","startTime":1479.72,"endTime":1483.4,"body":"of an issue because a lot of them knew each  "},{"speaker":"[COBY]","startTime":1483.4,"endTime":1487.2,"body":"other and a lot of them got along, but there "},{"speaker":"[COBY]","startTime":1483.4,"endTime":1487.2,"body":"was really a lot of uncertainty about, okay,  "},{"speaker":"[COBY]","startTime":1487.2,"endTime":1493.82,"body":"how do we functionally task, bring people together "},{"speaker":"[COBY]","startTime":1487.2,"endTime":1493.82,"body":"to actually deliver higher quality services?"},{"speaker":"[JAMES]","startTime":1493.82,"endTime":1498.92,"body":"Well, there was overlap in "},{"speaker":"[JAMES]","startTime":1493.82,"endTime":1498.92,"body":"the jobs. You had two organizations  "},{"speaker":"[JAMES]","startTime":1498.92,"endTime":1507.68,"body":"delivering very similar levels of similar types "},{"speaker":"[JAMES]","startTime":1498.92,"endTime":1507.68,"body":"of supports with similar types of roles, bringing  "},{"speaker":"[JAMES]","startTime":1507.68,"endTime":1512.84,"body":"that together into one, I mean, part of. I mean, "},{"speaker":"[JAMES]","startTime":1507.68,"endTime":1512.84,"body":"if anybody's gone through merger, ah, acquisition,  "},{"speaker":"[JAMES]","startTime":1512.84,"endTime":1518.52,"body":"we lost people, in the process, right? So there "},{"speaker":"[JAMES]","startTime":1512.84,"endTime":1518.52,"body":"were roles that needed to be filled. There were  "},{"speaker":"[JAMES]","startTime":1518.52,"endTime":1525.56,"body":"roles that were duplicated. There were, skill "},{"speaker":"[JAMES]","startTime":1518.52,"endTime":1525.56,"body":"sets that were very, very similar, you know,  "},{"speaker":"[JAMES]","startTime":1525.56,"endTime":1530.32,"body":"and uncertainty from people of, well, am I "},{"speaker":"[JAMES]","startTime":1525.56,"endTime":1530.32,"body":"going to have my job or am I going to be moved  "},{"speaker":"[JAMES]","startTime":1530.32,"endTime":1536.84,"body":"into a different job? So this type of planning "},{"speaker":"[JAMES]","startTime":1530.32,"endTime":1536.84,"body":"tool to, I mean, before you can plan, you need  "},{"speaker":"[JAMES]","startTime":1536.84,"endTime":1542.72,"body":"to inventory. You need to know what you have at "},{"speaker":"[JAMES]","startTime":1536.84,"endTime":1542.72,"body":"your disposal to be able to plan with. And that's  "},{"speaker":"[JAMES]","startTime":1542.72,"endTime":1549.0,"body":"one of the strengths of the spectrum program, is "},{"speaker":"[JAMES]","startTime":1542.72,"endTime":1549.0,"body":"providing you with an inventory of the skills and  "},{"speaker":"[JAMES]","startTime":1549.0,"endTime":1558.08,"body":"preferences of your team members. And then being "},{"speaker":"[JAMES]","startTime":1549.0,"endTime":1558.08,"body":"able. What was so fitting with this particular,  "},{"speaker":"[JAMES]","startTime":1558.84,"endTime":1567.24,"body":"client or set of clients was how, because they "},{"speaker":"[JAMES]","startTime":1558.84,"endTime":1567.24,"body":"were going through this merger upheaval process,  "},{"speaker":"[JAMES]","startTime":1567.24,"endTime":1571.76,"body":"and there were vacant positions and there "},{"speaker":"[JAMES]","startTime":1567.24,"endTime":1571.76,"body":"were shuffling. There was the opportunity  "},{"speaker":"[JAMES]","startTime":1571.76,"endTime":1577.72,"body":"to actually look at, okay, here are the skills "},{"speaker":"[JAMES]","startTime":1571.76,"endTime":1577.72,"body":"that we have. Here are the outcomes that we're  "},{"speaker":"[JAMES]","startTime":1577.72,"endTime":1585.68,"body":"trying to achieve. Let's now take a slightly "},{"speaker":"[JAMES]","startTime":1577.72,"endTime":1585.68,"body":"different look at how do we arrange our work  "},{"speaker":"[JAMES]","startTime":1585.68,"endTime":1592.4,"body":"in a way that capitalizes on the skills and the "},{"speaker":"[JAMES]","startTime":1585.68,"endTime":1592.4,"body":"strengths that we have at our disposal now that  "},{"speaker":"[JAMES]","startTime":1592.4,"endTime":1600.76,"body":"we know how to use them. Been a really cool way "},{"speaker":"[JAMES]","startTime":1592.4,"endTime":1600.76,"body":"of kind of shifting that narrative of, well,  "},{"speaker":"[JAMES]","startTime":1600.76,"endTime":1609.56,"body":"we don't need three people who all do the same "},{"speaker":"[JAMES]","startTime":1600.76,"endTime":1609.56,"body":"thing. What we need is this minute, whatever the  "},{"speaker":"[JAMES]","startTime":1609.56,"endTime":1614.28,"body":"outcome is, we have this many people, and we're "},{"speaker":"[JAMES]","startTime":1609.56,"endTime":1614.28,"body":"allowing them to play to their strengths. We're  "},{"speaker":"[JAMES]","startTime":1614.28,"endTime":1623.56,"body":"allowing people to, work on projects that they "},{"speaker":"[JAMES]","startTime":1614.28,"endTime":1623.56,"body":"find fulfilling. And yes, there's always still  "},{"speaker":"[JAMES]","startTime":1623.56,"endTime":1627.56,"body":"part of your job that you're not going to enjoy. "},{"speaker":"[JAMES]","startTime":1623.56,"endTime":1627.56,"body":"You don't get to dump it on somebody else, blah,  "},{"speaker":"[JAMES]","startTime":1627.56,"endTime":1635.64,"body":"blah, blah. Disclaimer, disclaimer. But "},{"speaker":"[JAMES]","startTime":1627.56,"endTime":1635.64,"body":"it's been. It's. It was really satisfying,  "},{"speaker":"[JAMES]","startTime":1635.64,"endTime":1644.6,"body":"from my perspective, to watch the shift happen "},{"speaker":"[JAMES]","startTime":1635.64,"endTime":1644.6,"body":"as people went from uncertainty of what is my  "},{"speaker":"[JAMES]","startTime":1644.6,"endTime":1652.48,"body":"job going to be to starting to identify their "},{"speaker":"[JAMES]","startTime":1644.6,"endTime":1652.48,"body":"strengths and recognizing that, oh, holy crap,  "},{"speaker":"[JAMES]","startTime":1652.48,"endTime":1657.28,"body":"I'm actually going to be able to do more of "},{"speaker":"[JAMES]","startTime":1652.48,"endTime":1657.28,"body":"the stuff that I enjoy with this new approach."},{"speaker":"[COBY]","startTime":1657.28,"endTime":1661.76,"body":"Well, and what's cool is, like, sometimes "},{"speaker":"[COBY]","startTime":1657.28,"endTime":1661.76,"body":"this happens a lot in nonprofits that are kind of,  "},{"speaker":"[COBY]","startTime":1662.92,"endTime":1668.28,"body":"funded, annually to deliver a lot of core. "},{"speaker":"[COBY]","startTime":1662.92,"endTime":1668.28,"body":"A lot of core activities is that sometimes  "},{"speaker":"[COBY]","startTime":1668.28,"endTime":1673.28,"body":"you get people that were hired for one job, "},{"speaker":"[COBY]","startTime":1668.28,"endTime":1673.28,"body":"that job got closed, but another job was core  "},{"speaker":"[COBY]","startTime":1673.28,"endTime":1678.92,"body":"fund and opened up, and they jumped into it. They "},{"speaker":"[COBY]","startTime":1673.28,"endTime":1678.92,"body":"may not have the interest or skills to do it, but,  "},{"speaker":"[COBY]","startTime":1678.92,"endTime":1684.92,"body":"but to avoid the layoff they took the job. So you "},{"speaker":"[COBY]","startTime":1678.92,"endTime":1684.92,"body":"see, so it's not an uncommon thing for people to  "},{"speaker":"[COBY]","startTime":1684.92,"endTime":1689.2,"body":"kind of be doing a job that they find, you know, "},{"speaker":"[COBY]","startTime":1684.92,"endTime":1689.2,"body":"that takes a lot, that they can do. I mean,  "},{"speaker":"[COBY]","startTime":1689.2,"endTime":1692.92,"body":"let's be clear. They can do the job, but it "},{"speaker":"[COBY]","startTime":1689.2,"endTime":1692.92,"body":"takes a lot more effort and energy to achieve  "},{"speaker":"[COBY]","startTime":1692.92,"endTime":1696.28,"body":"the outcomes than it would in a different "},{"speaker":"[COBY]","startTime":1692.92,"endTime":1696.28,"body":"job that they were more inclined and had more  "},{"speaker":"[COBY]","startTime":1696.28,"endTime":1701.36,"body":"natural skill sets to. So looking at this, this "},{"speaker":"[COBY]","startTime":1696.28,"endTime":1701.36,"body":"full inventory, what was cool about it was that  "},{"speaker":"[COBY]","startTime":1701.36,"endTime":1707.2,"body":"the leadership of both organizations kind of got "},{"speaker":"[COBY]","startTime":1701.36,"endTime":1707.2,"body":"a fresh perspective of, okay, well, even though  "},{"speaker":"[COBY]","startTime":1707.2,"endTime":1712.28,"body":"this person's been doing this job for three years, "},{"speaker":"[COBY]","startTime":1707.2,"endTime":1712.28,"body":"they're actually, you know, their skill sets are  "},{"speaker":"[COBY]","startTime":1712.28,"endTime":1718.04,"body":"actually much more in line to do a different job. "},{"speaker":"[COBY]","startTime":1712.28,"endTime":1718.04,"body":"So kind of being able to kind of have a fresh take  "},{"speaker":"[COBY]","startTime":1718.04,"endTime":1722.4,"body":"on everybody. And again, and this wasn't saying, "},{"speaker":"[COBY]","startTime":1718.04,"endTime":1722.4,"body":"you know, well, because you scored this, this is  "},{"speaker":"[COBY]","startTime":1722.4,"endTime":1728.68,"body":"your job from now on. It was. It was a strategic "},{"speaker":"[COBY]","startTime":1722.4,"endTime":1728.68,"body":"approach to opening up dialogue and looking at,  "},{"speaker":"[COBY]","startTime":1728.68,"endTime":1733.72,"body":"can we do this whole thing? We're changing anyway, "},{"speaker":"[COBY]","startTime":1728.68,"endTime":1733.72,"body":"can we do the whole thing better? And then can we  "},{"speaker":"[COBY]","startTime":1733.72,"endTime":1740.2,"body":"plan for the vacancies around what skill sets we "},{"speaker":"[COBY]","startTime":1733.72,"endTime":1740.2,"body":"need? Right. If we have a lot of really people  "},{"speaker":"[COBY]","startTime":1740.2,"endTime":1745.72,"body":"focused binders like I mentioned before, then do "},{"speaker":"[COBY]","startTime":1740.2,"endTime":1745.72,"body":"we need to hire more of the administrative focused  "},{"speaker":"[COBY]","startTime":1745.72,"endTime":1750.68,"body":"minders to kind of come in to help flesh out that "},{"speaker":"[COBY]","startTime":1745.72,"endTime":1750.68,"body":"skill set of those teams or some of the other  "},{"speaker":"[COBY]","startTime":1750.68,"endTime":1756.16,"body":"programs around, like, you know, people that find "},{"speaker":"[COBY]","startTime":1750.68,"endTime":1756.16,"body":"opportunities, the finders around, like, you know,  "},{"speaker":"[COBY]","startTime":1756.16,"endTime":1760.16,"body":"grants and stuff like that, or the people that "},{"speaker":"[COBY]","startTime":1756.16,"endTime":1760.16,"body":"are more of the grinders that are really about  "},{"speaker":"[COBY]","startTime":1760.16,"endTime":1766.08,"body":"kind of like the filling out, the documents and "},{"speaker":"[COBY]","startTime":1760.16,"endTime":1766.08,"body":"applications and a lot of these things about,  "},{"speaker":"[COBY]","startTime":1766.08,"endTime":1770.12,"body":"no, having a more. Again, the idea of that "},{"speaker":"[COBY]","startTime":1766.08,"endTime":1770.12,"body":"well rounded team, instead of putting each  "},{"speaker":"[COBY]","startTime":1770.12,"endTime":1775.16,"body":"person on their own island and expecting them "},{"speaker":"[COBY]","startTime":1770.12,"endTime":1775.16,"body":"just to be a perfectly well rounded individual."},{"speaker":"[JAMES]","startTime":1775.16,"endTime":1781.0,"body":"Yeah. So, again, from a workforce "},{"speaker":"[JAMES]","startTime":1775.16,"endTime":1781.0,"body":"planning perspective, this type of strategy,  "},{"speaker":"[JAMES]","startTime":1781.0,"endTime":1789.84,"body":"it's not going to identify what you need in your "},{"speaker":"[JAMES]","startTime":1781.0,"endTime":1789.84,"body":"organization to achieve your outcomes. but it is  "},{"speaker":"[JAMES]","startTime":1789.84,"endTime":1793.52,"body":"going to, once you know what you're trying "},{"speaker":"[JAMES]","startTime":1789.84,"endTime":1793.52,"body":"to achieve and what you need to get there,  "},{"speaker":"[JAMES]","startTime":1793.52,"endTime":1801.12,"body":"it's going to help you inventory your staff, "},{"speaker":"[JAMES]","startTime":1793.52,"endTime":1801.12,"body":"your team members, your employees, to recognize,  "},{"speaker":"[JAMES]","startTime":1801.12,"endTime":1806.8,"body":"okay, we know what we are trying to accomplish. "},{"speaker":"[JAMES]","startTime":1801.12,"endTime":1806.8,"body":"Let's see what we have. And how can we, again,  "},{"speaker":"[JAMES]","startTime":1806.8,"endTime":1813.6,"body":"put the right people in the right seats with "},{"speaker":"[JAMES]","startTime":1806.8,"endTime":1813.6,"body":"the right skills at the right time in order to  "},{"speaker":"[JAMES]","startTime":1813.6,"endTime":1819.84,"body":"help the organization achieve its mandate? That's "},{"speaker":"[JAMES]","startTime":1813.6,"endTime":1819.84,"body":"what we are trying to do with workforce planning."},{"speaker":"[COBY]","startTime":1819.84,"endTime":1821.84,"body":"Yeah, that's great. All right,  "},{"speaker":"[COBY]","startTime":1821.84,"endTime":1825.8,"body":"so let's move on to the second "},{"speaker":"[COBY]","startTime":1821.84,"endTime":1825.8,"body":"consideration around temporary talent."},{"speaker":"[JAMES]","startTime":1825.8,"endTime":1826.84,"body":"Okay."},{"speaker":"[COBY]","startTime":1826.84,"endTime":1832.24,"body":"So this is something that, is "},{"speaker":"[COBY]","startTime":1826.84,"endTime":1832.24,"body":"something that's not a new thing by any  "},{"speaker":"[COBY]","startTime":1832.24,"endTime":1836.64,"body":"church's imagination, but not something that "},{"speaker":"[COBY]","startTime":1832.24,"endTime":1836.64,"body":"comes up as much in workforce planning as it  "},{"speaker":"[COBY]","startTime":1836.64,"endTime":1841.28,"body":"probably should. So the three kind of different "},{"speaker":"[COBY]","startTime":1836.64,"endTime":1841.28,"body":"types of temporary talent that I think we  "},{"speaker":"[COBY]","startTime":1841.28,"endTime":1846.28,"body":"should talk about are fractional leadership, "},{"speaker":"[COBY]","startTime":1841.28,"endTime":1846.28,"body":"acting executives, and interim interventions."},{"speaker":"[JAMES]","startTime":1846.28,"endTime":1850.84,"body":"Yeah. And these are "},{"speaker":"[JAMES]","startTime":1846.28,"endTime":1850.84,"body":"all, I mean, you can tell, right,  "},{"speaker":"[JAMES]","startTime":1850.84,"endTime":1857.92,"body":"just from the titles of them. These are really "},{"speaker":"[JAMES]","startTime":1850.84,"endTime":1857.92,"body":"geared towards what do you do when you have  "},{"speaker":"[JAMES]","startTime":1858.44,"endTime":1868.96,"body":"gaps in your leadership or management teams? "},{"speaker":"[JAMES]","startTime":1858.44,"endTime":1868.96,"body":"How do you fill those key positions quickly,  "},{"speaker":"[JAMES]","startTime":1868.96,"endTime":1874.4,"body":"effectively, in a way that's going to "},{"speaker":"[JAMES]","startTime":1868.96,"endTime":1874.4,"body":"actually help move the organization forward?"},{"speaker":"[COBY]","startTime":1874.4,"endTime":1879.44,"body":"Yeah, yeah. And I mean, because "},{"speaker":"[COBY]","startTime":1874.4,"endTime":1879.44,"body":"a lot of times we're talking about the  "},{"speaker":"[COBY]","startTime":1879.44,"endTime":1883.36,"body":"companies that are in the middle of kind of a "},{"speaker":"[COBY]","startTime":1879.44,"endTime":1883.36,"body":"big growth stage. Again, when you kind of hit,  "},{"speaker":"[COBY]","startTime":1883.36,"endTime":1892.76,"body":"you kind of hit a bit of a, you kind of hit a bit "},{"speaker":"[COBY]","startTime":1883.36,"endTime":1892.76,"body":"of a, ah, benchmark, wherever. Again, the people  "},{"speaker":"[COBY]","startTime":1892.76,"endTime":1901.16,"body":"that have been carrying like a whole department "},{"speaker":"[COBY]","startTime":1892.76,"endTime":1901.16,"body":"portfolio by themselves now have to be to again,  "},{"speaker":"[COBY]","startTime":1901.16,"endTime":1907.4,"body":"jump to the next level. To level up. You really "},{"speaker":"[COBY]","startTime":1901.16,"endTime":1907.4,"body":"need to have a much more fleshed out skillset. You  "},{"speaker":"[COBY]","startTime":1907.4,"endTime":1914.0,"body":"could have somebody that's in charge of finances, "},{"speaker":"[COBY]","startTime":1907.4,"endTime":1914.0,"body":"that's really their job while you're small,  "},{"speaker":"[COBY]","startTime":1914.0,"endTime":1922.24,"body":"is around billing and invoicing and those kinds of "},{"speaker":"[COBY]","startTime":1914.0,"endTime":1922.24,"body":"things. But then we start moving into, you know,  "},{"speaker":"[COBY]","startTime":1922.24,"endTime":1926.56,"body":"bigger investments and bigger collections. You "},{"speaker":"[COBY]","startTime":1922.24,"endTime":1926.56,"body":"might need to move into some, into more of a CFO  "},{"speaker":"[COBY]","startTime":1926.56,"endTime":1931.04,"body":"role rather than someone who's just managing "},{"speaker":"[COBY]","startTime":1926.56,"endTime":1931.04,"body":"your finances. Right. Or your marketing goes  "},{"speaker":"[COBY]","startTime":1931.04,"endTime":1936.0,"body":"from just like from being a social media and "},{"speaker":"[COBY]","startTime":1931.04,"endTime":1936.0,"body":"kind of like, you know, advertising kind of  "},{"speaker":"[COBY]","startTime":1936.0,"endTime":1942.84,"body":"role. almost like an account manager, just to like "},{"speaker":"[COBY]","startTime":1936.0,"endTime":1942.84,"body":"it, to like a CMO. Right. Like there's, there's."},{"speaker":"[JAMES]","startTime":1942.84,"endTime":1950.08,"body":"Which is more strategic, more, you know, "},{"speaker":"[JAMES]","startTime":1942.84,"endTime":1950.08,"body":"rather than looking at the individual activities  "},{"speaker":"[JAMES]","startTime":1950.08,"endTime":1955.76,"body":"that are going to accomplish the outcomes, "},{"speaker":"[JAMES]","startTime":1950.08,"endTime":1955.76,"body":"it's looking at the strategic intent and  "},{"speaker":"[JAMES]","startTime":1955.76,"endTime":1960.84,"body":"the processes that we need to build and put in "},{"speaker":"[JAMES]","startTime":1955.76,"endTime":1960.84,"body":"place in order to get there. Those are, I mean,  "},{"speaker":"[JAMES]","startTime":1960.84,"endTime":1969.2,"body":"it's not saying that a person who does one can't "},{"speaker":"[JAMES]","startTime":1960.84,"endTime":1969.2,"body":"do the other, but it's recognizing that they don't  "},{"speaker":"[JAMES]","startTime":1969.2,"endTime":1976.84,"body":"always go hand in hand. And honestly, where we "},{"speaker":"[JAMES]","startTime":1969.2,"endTime":1976.84,"body":"see this the most is with the president and CEO."},{"speaker":"[COBY]","startTime":1976.84,"endTime":1978.12,"body":"Yeah."},{"speaker":"[JAMES]","startTime":1978.12,"endTime":1987.24,"body":"because as a founder, nine times "},{"speaker":"[JAMES]","startTime":1978.12,"endTime":1987.24,"body":"out of ten, the founder is somebody with  "},{"speaker":"[JAMES]","startTime":1987.24,"endTime":1991.92,"body":"a deep technical understanding of "},{"speaker":"[JAMES]","startTime":1987.24,"endTime":1991.92,"body":"the, of what makes business tick,  "},{"speaker":"[JAMES]","startTime":1991.92,"endTime":1999.88,"body":"of the product that they've built, the service "},{"speaker":"[JAMES]","startTime":1991.92,"endTime":1999.88,"body":"that they provide. And they know that intimately."},{"speaker":"[JAMES]","startTime":1999.88,"endTime":2008.0,"body":"As the company grows, your job "},{"speaker":"[JAMES]","startTime":1999.88,"endTime":2008.0,"body":"as the CEO is not to be doing the work.  "},{"speaker":"[JAMES]","startTime":2008.0,"endTime":2011.84,"body":"Your job is to be the visionary, "},{"speaker":"[JAMES]","startTime":2008.0,"endTime":2011.84,"body":"the trailblazer. The person who  "},{"speaker":"[JAMES]","startTime":2011.84,"endTime":2017.72,"body":"is setting the path and leading the "},{"speaker":"[JAMES]","startTime":2011.84,"endTime":2017.72,"body":"organization forward. And we see it,  "},{"speaker":"[JAMES]","startTime":2017.72,"endTime":2027.44,"body":"far too common that the CEO, whether it's from a "},{"speaker":"[JAMES]","startTime":2017.72,"endTime":2027.44,"body":"lack, of comfort with their new responsibility,  "},{"speaker":"[JAMES]","startTime":2027.44,"endTime":2035.4,"body":"tend to get into the weeds and micromanage and "},{"speaker":"[JAMES]","startTime":2027.44,"endTime":2035.4,"body":"cause problems because they are trying to hang  "},{"speaker":"[JAMES]","startTime":2035.4,"endTime":2039.92,"body":"on to what they're comfortable with rather "},{"speaker":"[JAMES]","startTime":2035.4,"endTime":2039.92,"body":"than what they actually need to be doing now."},{"speaker":"[COBY]","startTime":2039.92,"endTime":2043.58,"body":"Yeah, I mean, going back to the technical "},{"speaker":"[COBY]","startTime":2039.92,"endTime":2043.58,"body":"founder paradox, which you mentioned earlier."},{"speaker":"[JAMES]","startTime":2043.58,"endTime":2044.58,"body":"Absolutely."},{"speaker":"[COBY]","startTime":2044.58,"endTime":2048.76,"body":"Because like one of the first. "},{"speaker":"[COBY]","startTime":2044.58,"endTime":2048.76,"body":"So talking about fractional leadership,  "},{"speaker":"[COBY]","startTime":2048.76,"endTime":2055.14,"body":"the idea of bringing in a fully equipped, "},{"speaker":"[COBY]","startTime":2048.76,"endTime":2055.14,"body":"like, executive level, skill set on a part  "},{"speaker":"[COBY]","startTime":2055.14,"endTime":2060.6,"body":"time basis to kind of help build and build up "},{"speaker":"[COBY]","startTime":2055.14,"endTime":2060.6,"body":"and flesh out and lead a more strategic role."},{"speaker":"[JAMES]","startTime":2060.6,"endTime":2064.32,"body":"Let's be a little more "},{"speaker":"[JAMES]","startTime":2060.6,"endTime":2064.32,"body":"intentional with our language,  "},{"speaker":"[JAMES]","startTime":2064.32,"endTime":2070.84,"body":"because not part time employee, more of "},{"speaker":"[JAMES]","startTime":2064.32,"endTime":2070.84,"body":"a contract basis. Typically, these are  "},{"speaker":"[JAMES]","startTime":2070.84,"endTime":2075.88,"body":"professionals with years of experience "},{"speaker":"[JAMES]","startTime":2070.84,"endTime":2075.88,"body":"who are doing this for multiple clients,  "},{"speaker":"[JAMES]","startTime":2076.48,"endTime":2082.1,"body":"and providing your organization with x "},{"speaker":"[JAMES]","startTime":2076.48,"endTime":2082.1,"body":"number of hours per month of their expertise."},{"speaker":"[COBY]","startTime":2082.1,"endTime":2083.951,"body":"Right. Hired, hired by retainer."},{"speaker":"[JAMES]","startTime":2083.951,"endTime":2089.32,"body":"It is part time in terms of it, not. "},{"speaker":"[JAMES]","startTime":2083.951,"endTime":2089.32,"body":"Yeah, but I just wanted to provide that clarity."},{"speaker":"[COBY]","startTime":2089.32,"endTime":2095.08,"body":"Absolutely. Because, like, a really good "},{"speaker":"[COBY]","startTime":2089.32,"endTime":2095.08,"body":"first. so again, in the situation you talked  "},{"speaker":"[COBY]","startTime":2095.08,"endTime":2100.52,"body":"about, where, you know, the founder needs to, or "},{"speaker":"[COBY]","startTime":2095.08,"endTime":2100.52,"body":"the owner needs to start working on the business,  "},{"speaker":"[COBY]","startTime":2100.52,"endTime":2106.12,"body":"not in the business. A really good option to "},{"speaker":"[COBY]","startTime":2100.52,"endTime":2106.12,"body":"consider for workforce planning is a fractional,  "},{"speaker":"[COBY]","startTime":2106.12,"endTime":2111.52,"body":"chief operating officer, someone that "},{"speaker":"[COBY]","startTime":2106.12,"endTime":2111.52,"body":"could take over the inward focus look  "},{"speaker":"[COBY]","startTime":2111.52,"endTime":2115.08,"body":"and kind of help structure things, "},{"speaker":"[COBY]","startTime":2111.52,"endTime":2115.08,"body":"while the CEO could start looking  "},{"speaker":"[COBY]","startTime":2115.08,"endTime":2119.5,"body":"externally and start looking about growing "},{"speaker":"[COBY]","startTime":2115.08,"endTime":2119.5,"body":"the business and that sort of thing to it."},{"speaker":"[JAMES]","startTime":2119.5,"endTime":2124.68,"body":"Yeah, you're right. That would be a "},{"speaker":"[JAMES]","startTime":2119.5,"endTime":2124.68,"body":"great first, fractional support to bring in."},{"speaker":"[COBY]","startTime":2124.68,"endTime":2129.04,"body":"Absolutely. Because, again, and "},{"speaker":"[COBY]","startTime":2124.68,"endTime":2129.04,"body":"these are things that are really helpful,  "},{"speaker":"[COBY]","startTime":2129.04,"endTime":2133.88,"body":"because, again, a new growing company "},{"speaker":"[COBY]","startTime":2129.04,"endTime":2133.88,"body":"might not be able to afford a full,  "},{"speaker":"[COBY]","startTime":2133.88,"endTime":2138.88,"body":"high level executive full time. But a fractional "},{"speaker":"[COBY]","startTime":2133.88,"endTime":2138.88,"body":"one could be someone that could help, again,  "},{"speaker":"[COBY]","startTime":2138.88,"endTime":2145.28,"body":"build capacity, start or reorganize things so that "},{"speaker":"[COBY]","startTime":2138.88,"endTime":2145.28,"body":"the company could stabilize enough to hire someone  "},{"speaker":"[COBY]","startTime":2145.28,"endTime":2149.4,"body":"full time to replace the fractional executive. "},{"speaker":"[COBY]","startTime":2145.28,"endTime":2149.4,"body":"So it really is a good, again, the idea of the  "},{"speaker":"[COBY]","startTime":2149.4,"endTime":2154.24,"body":"temporary talent. Now, if you move from the "},{"speaker":"[COBY]","startTime":2149.4,"endTime":2154.24,"body":"c suite, kind of down to middle management,  "},{"speaker":"[COBY]","startTime":2154.24,"endTime":2160.2,"body":"another great thing to consider is the idea of "},{"speaker":"[COBY]","startTime":2154.24,"endTime":2160.2,"body":"the acting executive. And this is about having  "},{"speaker":"[COBY]","startTime":2160.2,"endTime":2164.64,"body":"we have a manager, often one of the challenge, "},{"speaker":"[COBY]","startTime":2160.2,"endTime":2164.64,"body":"or we have a middlemander. Sometimes they have  "},{"speaker":"[COBY]","startTime":2164.64,"endTime":2172.16,"body":"a hard time moving up because there often is a lot "},{"speaker":"[COBY]","startTime":2164.64,"endTime":2172.16,"body":"of expectation, on them that, that if you replace  "},{"speaker":"[COBY]","startTime":2172.16,"endTime":2177.0,"body":"those people, then it creates too much of a void "},{"speaker":"[COBY]","startTime":2172.16,"endTime":2177.0,"body":"to kind of make, to make the kind of frontline  "},{"speaker":"[COBY]","startTime":2177.0,"endTime":2182.08,"body":"operations work. So kind of people often get "},{"speaker":"[COBY]","startTime":2177.0,"endTime":2182.08,"body":"stuck in that middle level piece but acting exec,  "},{"speaker":"[COBY]","startTime":2182.08,"endTime":2190.28,"body":"acting executive roles, can be about if, James, "},{"speaker":"[COBY]","startTime":2182.08,"endTime":2190.28,"body":"you're the manager and I work beneath you, and I'm  "},{"speaker":"[COBY]","startTime":2190.28,"endTime":2194.6,"body":"kind of a senior person that works beneath you, "},{"speaker":"[COBY]","startTime":2190.28,"endTime":2194.6,"body":"giving someone, like, giving me the opportunity to  "},{"speaker":"[COBY]","startTime":2194.6,"endTime":2200.44,"body":"become an acting executive to be your placement. "},{"speaker":"[COBY]","startTime":2194.6,"endTime":2200.44,"body":"So if you take vacation, then it's just written  "},{"speaker":"[COBY]","startTime":2200.44,"endTime":2208.36,"body":"into policy. I step into your role with limited, "},{"speaker":"[COBY]","startTime":2200.44,"endTime":2208.36,"body":"authority, temporary limited authority to be your  "},{"speaker":"[COBY]","startTime":2208.36,"endTime":2214.28,"body":"designate. be able to kind of make sure that the "},{"speaker":"[COBY]","startTime":2208.36,"endTime":2214.28,"body":"ball doesn't get dropped in your absence. And to,  "},{"speaker":"[COBY]","startTime":2214.28,"endTime":2219.68,"body":"fill that gap in during a leadership absence "},{"speaker":"[COBY]","startTime":2214.28,"endTime":2219.68,"body":"can be a great way to kind of make sure that  "},{"speaker":"[COBY]","startTime":2219.68,"endTime":2224.24,"body":"people are not so irreplaceable that they "},{"speaker":"[COBY]","startTime":2219.68,"endTime":2224.24,"body":"can't take time off or they can't, you know,  "},{"speaker":"[COBY]","startTime":2224.24,"endTime":2228.8,"body":"or try out other positions or whatever like that. "},{"speaker":"[COBY]","startTime":2224.24,"endTime":2228.8,"body":"But having those kinds of acting executive kind  "},{"speaker":"[COBY]","startTime":2228.8,"endTime":2235.0,"body":"of pieces in there, team leads that can step "},{"speaker":"[COBY]","startTime":2228.8,"endTime":2235.0,"body":"in temporarily, can be a powerful tool around  "},{"speaker":"[COBY]","startTime":2235.0,"endTime":2240.18,"body":"trying to kind of plan and groom towards who's "},{"speaker":"[COBY]","startTime":2235.0,"endTime":2240.18,"body":"going to be your future kind of core leaders."},{"speaker":"[JAMES]","startTime":2240.18,"endTime":2245.76,"body":"Yeah. And I like this approach for many "},{"speaker":"[JAMES]","startTime":2240.18,"endTime":2245.76,"body":"reasons, not the least of which is I was very  "},{"speaker":"[JAMES]","startTime":2245.76,"endTime":2252.24,"body":"fortunate early in my career to be given these "},{"speaker":"[JAMES]","startTime":2245.76,"endTime":2252.24,"body":"opportunities. Mm you know, I was fortunate to  "},{"speaker":"[JAMES]","startTime":2252.24,"endTime":2258.0,"body":"have managers who identified something in me "},{"speaker":"[JAMES]","startTime":2252.24,"endTime":2258.0,"body":"in terms of, you know, this person has some  "},{"speaker":"[JAMES]","startTime":2258.0,"endTime":2262.92,"body":"leadership capability or something that we want "},{"speaker":"[JAMES]","startTime":2258.0,"endTime":2262.92,"body":"to invest in. And I was given opportunities to,  "},{"speaker":"[JAMES]","startTime":2262.92,"endTime":2270.96,"body":"you know, managers on vacation. Okay, James, "},{"speaker":"[JAMES]","startTime":2262.92,"endTime":2270.96,"body":"you're in charge for two weeks. Great. It exposes  "},{"speaker":"[JAMES]","startTime":2270.96,"endTime":2281.6,"body":"you to, new levels of responsibilities within a "},{"speaker":"[JAMES]","startTime":2270.96,"endTime":2281.6,"body":"fairly safe environment. It really ties in really  "},{"speaker":"[JAMES]","startTime":2281.6,"endTime":2285.84,"body":"nicely with what we're going to be talking "},{"speaker":"[JAMES]","startTime":2281.6,"endTime":2285.84,"body":"about, next, which is succession planning,  "},{"speaker":"[JAMES]","startTime":2285.84,"endTime":2292.28,"body":"which is a fundamental, core value that I think "},{"speaker":"[JAMES]","startTime":2285.84,"endTime":2292.28,"body":"every business needs to engage in. But we'll  "},{"speaker":"[JAMES]","startTime":2292.28,"endTime":2302.52,"body":"get there. but, yeah. The idea of the acting, "},{"speaker":"[JAMES]","startTime":2292.28,"endTime":2302.52,"body":"role or really just having the foresight to  "},{"speaker":"[JAMES]","startTime":2302.52,"endTime":2310.32,"body":"recognize that stuff happens. People need to "},{"speaker":"[JAMES]","startTime":2302.52,"endTime":2310.32,"body":"take breaks, people need to take vacations.  "},{"speaker":"[JAMES]","startTime":2310.32,"endTime":2320.28,"body":"How do we account for the work still being done "},{"speaker":"[JAMES]","startTime":2310.32,"endTime":2320.28,"body":"when a person leaves? And that type of strategy  "},{"speaker":"[JAMES]","startTime":2320.28,"endTime":2325.82,"body":"can be really, really powerful, not only for "},{"speaker":"[JAMES]","startTime":2320.28,"endTime":2325.82,"body":"the business, but for your employees, too."},{"speaker":"[COBY]","startTime":2325.82,"endTime":2330.52,"body":"Yeah. And it's important to mention, "},{"speaker":"[COBY]","startTime":2325.82,"endTime":2330.52,"body":"too, that we're talking about this being an  "},{"speaker":"[COBY]","startTime":2330.52,"endTime":2335.96,"body":"intentional, like, planned, like an upskilling of "},{"speaker":"[COBY]","startTime":2330.52,"endTime":2335.96,"body":"the people. Not to say, all right, the manager's  "},{"speaker":"[COBY]","startTime":2335.96,"endTime":2340.2,"body":"little buddy is now in charge with no support "},{"speaker":"[COBY]","startTime":2335.96,"endTime":2340.2,"body":"or anything behind. Kind of unofficially,  "},{"speaker":"[COBY]","startTime":2340.2,"endTime":2344.24,"body":"we're saying that it's almost like written "},{"speaker":"[COBY]","startTime":2340.2,"endTime":2344.24,"body":"in your standard operating procedure. When  "},{"speaker":"[COBY]","startTime":2344.24,"endTime":2349.28,"body":"this person is out, this person who has received "},{"speaker":"[COBY]","startTime":2344.24,"endTime":2349.28,"body":"probably some leadership training, most coaching,  "},{"speaker":"[COBY]","startTime":2349.28,"endTime":2354.24,"body":"has been prepared for the responsibility "},{"speaker":"[COBY]","startTime":2349.28,"endTime":2354.24,"body":"and authority to be granted to them. Is the,  "},{"speaker":"[COBY]","startTime":2354.24,"endTime":2357.76,"body":"is the designate when that person's absent. "},{"speaker":"[COBY]","startTime":2354.24,"endTime":2357.76,"body":"Like, we've seen this with municipalities.  "},{"speaker":"[COBY]","startTime":2357.76,"endTime":2363.12,"body":"Like the CAO is away often. Like, the "},{"speaker":"[COBY]","startTime":2357.76,"endTime":2363.12,"body":"director of finance is the acting CEO in  "},{"speaker":"[COBY]","startTime":2363.12,"endTime":2367.96,"body":"their absence. But it's written right into "},{"speaker":"[COBY]","startTime":2363.12,"endTime":2367.96,"body":"the bylaws. So that's something that we're  "},{"speaker":"[COBY]","startTime":2367.96,"endTime":2372.6,"body":"talking about. A very intentional, "},{"speaker":"[COBY]","startTime":2367.96,"endTime":2372.6,"body":"clear process, not just a casual,  "},{"speaker":"[COBY]","startTime":2372.6,"endTime":2377.08,"body":"I'm just going to name that guy in charge while "},{"speaker":"[COBY]","startTime":2372.6,"endTime":2377.08,"body":"I'm gone. You're in charge, buddy. Good luck. No."},{"speaker":"[JAMES]","startTime":2377.08,"endTime":2383.6,"body":"And what made it work in my situation "},{"speaker":"[JAMES]","startTime":2377.08,"endTime":2383.6,"body":"was that my manager actually took the time to sit  "},{"speaker":"[JAMES]","startTime":2383.6,"endTime":2391.72,"body":"down with me and to bring me into conversations "},{"speaker":"[JAMES]","startTime":2383.6,"endTime":2391.72,"body":"that I wouldn't have otherwise been a part of,  "},{"speaker":"[JAMES]","startTime":2391.72,"endTime":2397.04,"body":"in order to expose me to some of the challenges "},{"speaker":"[JAMES]","startTime":2391.72,"endTime":2397.04,"body":"that I would have faced when they were away.  "},{"speaker":"[JAMES]","startTime":2397.04,"endTime":2404.8,"body":"Right. Like, it is an intentional strategy for "},{"speaker":"[JAMES]","startTime":2397.04,"endTime":2404.8,"body":"bringing, for, you know, investing in someone,  "},{"speaker":"[JAMES]","startTime":2404.8,"endTime":2408.64,"body":"to bring them along and develop "},{"speaker":"[JAMES]","startTime":2404.8,"endTime":2408.64,"body":"their skills and their abilities."},{"speaker":"[COBY]","startTime":2408.64,"endTime":2412.8,"body":"Yeah, yeah. And then the third one I "},{"speaker":"[COBY]","startTime":2408.64,"endTime":2412.8,"body":"want to just kind of touch on briefly before  "},{"speaker":"[COBY]","startTime":2412.8,"endTime":2417.76,"body":"we move on to succession planning is the idea "},{"speaker":"[COBY]","startTime":2412.8,"endTime":2417.76,"body":"of interim interventions. So sometimes we  "},{"speaker":"[COBY]","startTime":2417.76,"endTime":2422.88,"body":"use that, we use the word like acting, like acting "},{"speaker":"[COBY]","startTime":2417.76,"endTime":2422.88,"body":"manager and interim manager interchangeably,  "},{"speaker":"[COBY]","startTime":2422.88,"endTime":2427.44,"body":"but they're actually not. An acting person "},{"speaker":"[COBY]","startTime":2422.88,"endTime":2427.44,"body":"is someone that's temporarily been given  "},{"speaker":"[COBY]","startTime":2427.44,"endTime":2433.8,"body":"limited authority, whereas an interim person "},{"speaker":"[COBY]","startTime":2427.44,"endTime":2433.8,"body":"has been giving a limited time and scope,  "},{"speaker":"[COBY]","startTime":2433.8,"endTime":2437.96,"body":"but they have complete authority to "},{"speaker":"[COBY]","startTime":2433.8,"endTime":2437.96,"body":"deliver on a manual role. Yeah. So,  "},{"speaker":"[COBY]","startTime":2437.96,"endTime":2442.52,"body":"like, I've worked a number of interim jobs where "},{"speaker":"[COBY]","startTime":2437.96,"endTime":2442.52,"body":"I was hired from outside to kind of come in,  "},{"speaker":"[COBY]","startTime":2442.52,"endTime":2449.08,"body":"usually during a transition where I've been given "},{"speaker":"[COBY]","startTime":2442.52,"endTime":2449.08,"body":"full, authority, but I've been given a clear,  "},{"speaker":"[COBY]","startTime":2449.08,"endTime":2456.16,"body":"limited, like, limited time and limited mandate "},{"speaker":"[COBY]","startTime":2449.08,"endTime":2456.16,"body":"to achieve. And often part of my expectation was  "},{"speaker":"[COBY]","startTime":2456.16,"endTime":2461.16,"body":"to find my replacement of the permanent position "},{"speaker":"[COBY]","startTime":2456.16,"endTime":2461.16,"body":"to replace. And there's a lot of power in that,  "},{"speaker":"[COBY]","startTime":2461.16,"endTime":2465.48,"body":"too, because again, it's the idea of bringing "},{"speaker":"[COBY]","startTime":2461.16,"endTime":2465.48,"body":"in somebody who, especially during a transition,  "},{"speaker":"[COBY]","startTime":2465.48,"endTime":2471.92,"body":"has the skillset to manage that core piece, but, "},{"speaker":"[COBY]","startTime":2465.48,"endTime":2471.92,"body":"and then to hire somebody who doesn't need to have  "},{"speaker":"[COBY]","startTime":2471.92,"endTime":2477.32,"body":"that transitional experience, but can hand, but "},{"speaker":"[COBY]","startTime":2471.92,"endTime":2477.32,"body":"can sustain the job once transitions happen long  "},{"speaker":"[COBY]","startTime":2477.32,"endTime":2483.16,"body":"term, there's a lot of power in that, too. So this "},{"speaker":"[COBY]","startTime":2477.32,"endTime":2483.16,"body":"is why I think the idea around temporary talent,  "},{"speaker":"[COBY]","startTime":2483.16,"endTime":2486.76,"body":"the fractional leadership, the acting "},{"speaker":"[COBY]","startTime":2483.16,"endTime":2486.76,"body":"executive, and the interim interventions  "},{"speaker":"[COBY]","startTime":2486.76,"endTime":2491.72,"body":"can be great towards your workforce planning, "},{"speaker":"[COBY]","startTime":2486.76,"endTime":2491.72,"body":"knowing about growth stages, knowing towards,  "},{"speaker":"[COBY]","startTime":2491.72,"endTime":2495.14,"body":"you know, in the next year or two, we might "},{"speaker":"[COBY]","startTime":2491.72,"endTime":2495.14,"body":"need an interim person, then we can hire a full  "},{"speaker":"[COBY]","startTime":2495.14,"endTime":2500.44,"body":"time person or this or that. This gives you more "},{"speaker":"[COBY]","startTime":2495.14,"endTime":2500.44,"body":"options to consider instead of being feeling like  "},{"speaker":"[COBY]","startTime":2500.44,"endTime":2505.2,"body":"you're stuck, which is, I have to hire someone "},{"speaker":"[COBY]","startTime":2500.44,"endTime":2505.2,"body":"full time and whether we can afford it or not,  "},{"speaker":"[COBY]","startTime":2505.2,"endTime":2509.28,"body":"and hopefully it'll work out. There's a lot more "},{"speaker":"[COBY]","startTime":2505.2,"endTime":2509.28,"body":"options you have available to you. You just have  "},{"speaker":"[COBY]","startTime":2509.28,"endTime":2514.76,"body":"to kind of take a step back and rethink about what "},{"speaker":"[COBY]","startTime":2509.28,"endTime":2514.76,"body":"your future workforce planning would look like."},{"speaker":"[JAMES]","startTime":2514.76,"endTime":2519.94,"body":"You have to get "},{"speaker":"[JAMES]","startTime":2514.76,"endTime":2519.94,"body":"this plan for your workforce."},{"speaker":"[COBY]","startTime":2519.94,"endTime":2521.2,"body":"Fair enough."},{"speaker":"[JAMES]","startTime":2521.2,"endTime":2522.08,"body":"I know."},{"speaker":"[COBY]","startTime":2522.08,"endTime":2526.36,"body":"Let's move on to, consideration "},{"speaker":"[COBY]","startTime":2522.08,"endTime":2526.36,"body":"number three, succession planning. And  "},{"speaker":"[COBY]","startTime":2526.36,"endTime":2532.92,"body":"this really is about making sure that "},{"speaker":"[COBY]","startTime":2526.36,"endTime":2532.92,"body":"there's kind of a career path for people."},{"speaker":"[JAMES]","startTime":2532.92,"endTime":2543.8,"body":"And honestly, the succession planning "},{"speaker":"[JAMES]","startTime":2532.92,"endTime":2543.8,"body":"to me, is such a important aspect of proper  "},{"speaker":"[JAMES]","startTime":2543.8,"endTime":2552.72,"body":"management that I see so often overlooked. It "},{"speaker":"[JAMES]","startTime":2543.8,"endTime":2552.72,"body":"really, one of the things that really bothers  "},{"speaker":"[JAMES]","startTime":2552.72,"endTime":2563.76,"body":"me is how infrequently we, we as businesses, "},{"speaker":"[JAMES]","startTime":2552.72,"endTime":2563.76,"body":"we as business owners, the collective we are,  "},{"speaker":"[JAMES]","startTime":2563.76,"endTime":2574.16,"body":"we really do not invest in our people the way that "},{"speaker":"[JAMES]","startTime":2563.76,"endTime":2574.16,"body":"we should. This is for a whole bunch of reasons,  "},{"speaker":"[JAMES]","startTime":2574.16,"endTime":2580.44,"body":"you know, perspectives of, well, if what happens, "},{"speaker":"[JAMES]","startTime":2574.16,"endTime":2580.44,"body":"I'm just going to train them and they're going to  "},{"speaker":"[JAMES]","startTime":2580.44,"endTime":2589.56,"body":"leave and go somewhere else. Hear that type of "},{"speaker":"[JAMES]","startTime":2580.44,"endTime":2589.56,"body":"mentality, quote it all of the time. And yeah,  "},{"speaker":"[JAMES]","startTime":2589.56,"endTime":2595.28,"body":"that can happen. The other worst thing that "},{"speaker":"[JAMES]","startTime":2589.56,"endTime":2595.28,"body":"can happen is that you don't train them and  "},{"speaker":"[JAMES]","startTime":2595.28,"endTime":2600.92,"body":"they stay. I mean, there's famous quotes "},{"speaker":"[JAMES]","startTime":2595.28,"endTime":2600.92,"body":"attributed with all of these things and I  "},{"speaker":"[JAMES]","startTime":2600.92,"endTime":2605.48,"body":"can't remember them all right now. So I'm gonna.."},{"speaker":"[JAMES]","startTime":2600.92,"endTime":2605.48,"body":"[COBY]: I think it's Richard Branson, but, yeah,  "},{"speaker":"[JAMES]","startTime":2605.48,"endTime":2610.72,"body":"but the idea though is that it becomes a self "},{"speaker":"[JAMES]","startTime":2605.48,"endTime":2610.72,"body":"fulfilling prophecy when you don't say, well,  "},{"speaker":"[JAMES]","startTime":2610.72,"endTime":2614.36,"body":"I'm not going to bother training them because "},{"speaker":"[JAMES]","startTime":2610.72,"endTime":2614.36,"body":"they're not going to stick around. Well,  "},{"speaker":"[JAMES]","startTime":2614.36,"endTime":2617.64,"body":"then they leave because they feel like "},{"speaker":"[JAMES]","startTime":2614.36,"endTime":2617.64,"body":"there's no future at the organization,  "},{"speaker":"[JAMES]","startTime":2617.64,"endTime":2619.76,"body":"so it becomes a self fulfilling prophecy."},{"speaker":"[JAMES]","startTime":2619.76,"endTime":2627.4,"body":"And one of the things that I really "},{"speaker":"[JAMES]","startTime":2619.76,"endTime":2627.4,"body":"like as a comparative tool is talking about  "},{"speaker":"[JAMES]","startTime":2627.4,"endTime":2633.32,"body":"the similarities between the consumer market "},{"speaker":"[JAMES]","startTime":2627.4,"endTime":2633.32,"body":"and the labor market. And I use this analogy  "},{"speaker":"[JAMES]","startTime":2633.32,"endTime":2639.0,"body":"very frequently, talking about a whole bunch of "},{"speaker":"[JAMES]","startTime":2633.32,"endTime":2639.0,"body":"different things, whether we're talking about  "},{"speaker":"[JAMES]","startTime":2639.0,"endTime":2645.64,"body":"branding or value propositions in both. The "},{"speaker":"[JAMES]","startTime":2639.0,"endTime":2645.64,"body":"other thing that is so in the consumer market,  "},{"speaker":"[JAMES]","startTime":2645.64,"endTime":2652.8,"body":"it is a well established and proven fact that "},{"speaker":"[JAMES]","startTime":2645.64,"endTime":2652.8,"body":"it is cheaper and easier to get an existing,  "},{"speaker":"[JAMES]","startTime":2653.4,"endTime":2663.96,"body":"customer to make a second purchase than it is to "},{"speaker":"[JAMES]","startTime":2653.4,"endTime":2663.96,"body":"have somebody make that first purchase. I firmly,  "},{"speaker":"[JAMES]","startTime":2663.96,"endTime":2670.28,"body":"I don't, there isn't the same level of research "},{"speaker":"[JAMES]","startTime":2663.96,"endTime":2670.28,"body":"involved here, but I do firmly believe that  "},{"speaker":"[JAMES]","startTime":2670.28,"endTime":2678.84,"body":"it is easier to invest in somebody and bring "},{"speaker":"[JAMES]","startTime":2670.28,"endTime":2678.84,"body":"them along to fill a identified need in your  "},{"speaker":"[JAMES]","startTime":2678.84,"endTime":2685.24,"body":"organization than it will be to go out to the "},{"speaker":"[JAMES]","startTime":2678.84,"endTime":2685.24,"body":"marketplace to find that exact skill set that  "},{"speaker":"[JAMES]","startTime":2685.24,"endTime":2693.72,"body":"you're looking for and pay to bring it in. If "},{"speaker":"[JAMES]","startTime":2685.24,"endTime":2693.72,"body":"you invest in people, early on and, you know,  "},{"speaker":"[JAMES]","startTime":2693.72,"endTime":2698.96,"body":"if you've done your workforce planning and you "},{"speaker":"[JAMES]","startTime":2693.72,"endTime":2698.96,"body":"know, what skills and positions you are going  "},{"speaker":"[JAMES]","startTime":2698.96,"endTime":2706.0,"body":"to need, then you can start looking inward and "},{"speaker":"[JAMES]","startTime":2698.96,"endTime":2706.0,"body":"saying, okay, well, I think these, this cohort  "},{"speaker":"[JAMES]","startTime":2706.0,"endTime":2714.16,"body":"of people are potentials who we can bring along "},{"speaker":"[JAMES]","startTime":2706.0,"endTime":2714.16,"body":"this chain in this journey. You'll have greater  "},{"speaker":"[JAMES]","startTime":2714.16,"endTime":2721.36,"body":"employee retention and loyalty. You'll have "},{"speaker":"[JAMES]","startTime":2714.16,"endTime":2721.36,"body":"greater success in terms of bringing people,  "},{"speaker":"[JAMES]","startTime":2721.36,"endTime":2726.96,"body":"especially as people start to move through the "},{"speaker":"[JAMES]","startTime":2721.36,"endTime":2726.96,"body":"organization, into higher level positions who have  "},{"speaker":"[JAMES]","startTime":2727.56,"endTime":2737.32,"body":"a clear understanding of every stage and aspect "},{"speaker":"[JAMES]","startTime":2727.56,"endTime":2737.32,"body":"of the business. It will make for a much stronger  "},{"speaker":"[JAMES]","startTime":2737.32,"endTime":2744.38,"body":"organizational culture and organization as a whole "},{"speaker":"[JAMES]","startTime":2737.32,"endTime":2744.38,"body":"because of the way that you invest in your people."},{"speaker":"[COBY]","startTime":2744.38,"endTime":2748.72,"body":"Yeah. And one of the things that, we often "},{"speaker":"[COBY]","startTime":2744.38,"endTime":2748.72,"body":"ask people when we talk about, like, you know,  "},{"speaker":"[COBY]","startTime":2748.72,"endTime":2752.72,"body":"do you have succession planning, career ladders? "},{"speaker":"[COBY]","startTime":2748.72,"endTime":2752.72,"body":"You know, can people build a career with you?  "},{"speaker":"[COBY]","startTime":2752.72,"endTime":2756.56,"body":"A lot of people say, well, no one wants to work "},{"speaker":"[COBY]","startTime":2752.72,"endTime":2756.56,"body":"here for more than three or four years. I'm like,  "},{"speaker":"[COBY]","startTime":2756.56,"endTime":2761.88,"body":"regardless of what they want, do you "},{"speaker":"[COBY]","startTime":2756.56,"endTime":2761.88,"body":"actually have a bit of a plan? Like,  "},{"speaker":"[COBY]","startTime":2761.88,"endTime":2767.32,"body":"could someone go from the mail room to "},{"speaker":"[COBY]","startTime":2761.88,"endTime":2767.32,"body":"the boardroom? Is their infrastructure,  "},{"speaker":"[COBY]","startTime":2767.32,"endTime":2774.2,"body":"is there ideas? Is there, is there. Exactly. "},{"speaker":"[COBY]","startTime":2767.32,"endTime":2774.2,"body":"Can that happen? And if they're like, well, no,  "},{"speaker":"[COBY]","startTime":2774.2,"endTime":2779.4,"body":"then we're like, well, then you don't sound "},{"speaker":"[COBY]","startTime":2774.2,"endTime":2779.4,"body":"like you're a, more than three to four year  "},{"speaker":"[COBY]","startTime":2779.4,"endTime":2785.04,"body":"employer for a lot of people. Right. So the idea "},{"speaker":"[COBY]","startTime":2779.4,"endTime":2785.04,"body":"of, like, you know, yes, it's definitely a more  "},{"speaker":"[COBY]","startTime":2785.04,"endTime":2790.04,"body":"transitional piece. We talked about the idea about "},{"speaker":"[COBY]","startTime":2785.04,"endTime":2790.04,"body":"job security kind of, you know, needs to be. Maybe  "},{"speaker":"[COBY]","startTime":2790.04,"endTime":2794.24,"body":"we need to think about it a little bit differently "},{"speaker":"[COBY]","startTime":2790.04,"endTime":2794.24,"body":"about job security for almost like wage security  "},{"speaker":"[COBY]","startTime":2794.24,"endTime":2801.08,"body":"rather than 30 year career security. But "},{"speaker":"[COBY]","startTime":2794.24,"endTime":2801.08,"body":"the idea is that if, you know, you only,  "},{"speaker":"[COBY]","startTime":2801.08,"endTime":2806.08,"body":"if you don't think employees are worth holding on "},{"speaker":"[COBY]","startTime":2801.08,"endTime":2806.08,"body":"to, you won't hold on to them. But if you can try  "},{"speaker":"[COBY]","startTime":2806.08,"endTime":2812.08,"body":"to figure out that there is support, there is "},{"speaker":"[COBY]","startTime":2806.08,"endTime":2812.08,"body":"encouragement, there is a bit of a plan about  "},{"speaker":"[COBY]","startTime":2812.08,"endTime":2818.28,"body":"moving from the mail room to the boardroom on a "},{"speaker":"[COBY]","startTime":2812.08,"endTime":2818.28,"body":"long plan. Obviously, then there's something there  "},{"speaker":"[COBY]","startTime":2818.28,"endTime":2823.64,"body":"that you can work with that people will recognize "},{"speaker":"[COBY]","startTime":2818.28,"endTime":2823.64,"body":"that you will see a bit of a shift in loyalty  "},{"speaker":"[COBY]","startTime":2823.64,"endTime":2828.52,"body":"if you're showing it back to them. Loyalty is a "},{"speaker":"[COBY]","startTime":2823.64,"endTime":2828.52,"body":"two way street, right? So the idea of succession  "},{"speaker":"[COBY]","startTime":2828.52,"endTime":2835.32,"body":"planning has to be about the idea of, if there's "},{"speaker":"[COBY]","startTime":2828.52,"endTime":2835.32,"body":"a plan behind it, we value the growth of it, and  "},{"speaker":"[COBY]","startTime":2835.32,"endTime":2841.54,"body":"we value investing in our employees so that they "},{"speaker":"[COBY]","startTime":2835.32,"endTime":2841.54,"body":"can reinvest their talents back into our business."},{"speaker":"[JAMES]","startTime":2841.54,"endTime":2851.2,"body":"And it plays into so many other crucial "},{"speaker":"[JAMES]","startTime":2841.54,"endTime":2851.2,"body":"areas like, appreciation and recognition. Feels  "},{"speaker":"[JAMES]","startTime":2851.2,"endTime":2859.64,"body":"incredibly good as an employee to have your "},{"speaker":"[JAMES]","startTime":2851.2,"endTime":2859.64,"body":"manager, your boss, your CEO come to you and say,  "},{"speaker":"[JAMES]","startTime":2859.64,"endTime":2866.48,"body":"I think you have the ability to go far in "},{"speaker":"[JAMES]","startTime":2859.64,"endTime":2866.48,"body":"our organization and we want to invest in  "},{"speaker":"[JAMES]","startTime":2866.48,"endTime":2874.6,"body":"you it creates, you were talking about loyalty. "},{"speaker":"[JAMES]","startTime":2866.48,"endTime":2874.6,"body":"There's no better way to create loyalty than to  "},{"speaker":"[JAMES]","startTime":2874.6,"endTime":2882.2,"body":"show it in that manner. To that. You know what I, "},{"speaker":"[JAMES]","startTime":2874.6,"endTime":2882.2,"body":"Coby, I see you. I value what you've done so far,  "},{"speaker":"[JAMES]","startTime":2882.2,"endTime":2887.92,"body":"and I think you can do better, and we're going "},{"speaker":"[JAMES]","startTime":2882.2,"endTime":2887.92,"body":"to help you achieve that. It's a really powerful  "},{"speaker":"[JAMES]","startTime":2887.92,"endTime":2897.32,"body":"tool to drive engagement, to drive a, sense of "},{"speaker":"[JAMES]","startTime":2887.92,"endTime":2897.32,"body":"belonging, to drive this idea of loyalty, of,  "},{"speaker":"[JAMES]","startTime":2897.32,"endTime":2902.32,"body":"like it's, it can be such a powerful "},{"speaker":"[JAMES]","startTime":2897.32,"endTime":2902.32,"body":"tool that is so underutilized."},{"speaker":"[COBY]","startTime":2902.32,"endTime":2909.48,"body":"Well, so here's the thing. For a manager "},{"speaker":"[COBY]","startTime":2902.32,"endTime":2909.48,"body":"listening to this. Somebody in supervisory role,  "},{"speaker":"[COBY]","startTime":2910.0,"endTime":2916.92,"body":"if you don't have a plan in place for, you know, "},{"speaker":"[COBY]","startTime":2910.0,"endTime":2916.92,"body":"your absence. Then go back to what we talked  "},{"speaker":"[COBY]","startTime":2916.92,"endTime":2922.92,"body":"about with the acting executive piece. Try that "},{"speaker":"[COBY]","startTime":2916.92,"endTime":2922.92,"body":"out. Maybe it's not an official, policy thing,  "},{"speaker":"[COBY]","startTime":2922.92,"endTime":2927.96,"body":"but maybe you decide that you want to make "},{"speaker":"[COBY]","startTime":2922.92,"endTime":2927.96,"body":"it a standard operating procedure for your  "},{"speaker":"[COBY]","startTime":2927.96,"endTime":2933.92,"body":"team. Just try that out. There's no cost to it. "},{"speaker":"[COBY]","startTime":2927.96,"endTime":2933.92,"body":"You might have to have some mentoring and some,  "},{"speaker":"[COBY]","startTime":2933.92,"endTime":2939.8,"body":"and some, maybe some, informing people of the "},{"speaker":"[COBY]","startTime":2933.92,"endTime":2939.8,"body":"higher ups. This is going to be the new SoP or  "},{"speaker":"[COBY]","startTime":2939.8,"endTime":2944.2,"body":"whatever it is. But that's something that "},{"speaker":"[COBY]","startTime":2939.8,"endTime":2944.2,"body":"you could do today if you want to see how  "},{"speaker":"[COBY]","startTime":2944.2,"endTime":2949.56,"body":"succession planning and temporary talent can "},{"speaker":"[COBY]","startTime":2944.2,"endTime":2949.56,"body":"actually improve the organization and start  "},{"speaker":"[COBY]","startTime":2949.56,"endTime":2953.88,"body":"to build a bit of that little pieces towards a "},{"speaker":"[COBY]","startTime":2949.56,"endTime":2953.88,"body":"workforce plan, that's something that a lot of  "},{"speaker":"[COBY]","startTime":2953.88,"endTime":2957.88,"body":"people who are listening could probably do, you "},{"speaker":"[COBY]","startTime":2953.88,"endTime":2957.88,"body":"know, in short order and would actually be able  "},{"speaker":"[COBY]","startTime":2957.88,"endTime":2962.22,"body":"to see a difference in a lot of these things "},{"speaker":"[COBY]","startTime":2957.88,"endTime":2962.22,"body":"just by, within their own authority level."},{"speaker":"[JAMES]","startTime":2962.22,"endTime":2962.96,"body":"Yeah."},{"speaker":"[COBY]","startTime":2962.96,"endTime":2966.84,"body":"Yeah. So I think so. I think. I think "},{"speaker":"[COBY]","startTime":2962.96,"endTime":2966.84,"body":"this has been a good conversation. I don't want  "},{"speaker":"[COBY]","startTime":2966.84,"endTime":2969.9,"body":"to go too long. So do you have any other "},{"speaker":"[COBY]","startTime":2966.84,"endTime":2969.9,"body":"thoughts before I do a bit of a wrap up?"},{"speaker":"[JAMES]","startTime":2969.9,"endTime":2975.8,"body":"These are going to require time and "},{"speaker":"[JAMES]","startTime":2969.9,"endTime":2975.8,"body":"energy. They're not necessarily going to require  "},{"speaker":"[JAMES]","startTime":2975.8,"endTime":2983.08,"body":"a ton of cost. Like, these are things that can "},{"speaker":"[JAMES]","startTime":2975.8,"endTime":2983.08,"body":"be done on pretty limited budgets, which means  "},{"speaker":"[JAMES]","startTime":2983.08,"endTime":2994.36,"body":"that they can be done by most businesses. If you "},{"speaker":"[JAMES]","startTime":2983.08,"endTime":2994.36,"body":"are willing to take the time to step back, align  "},{"speaker":"[JAMES]","startTime":2994.36,"endTime":3002.48,"body":"your workforce goals with what the organization "},{"speaker":"[JAMES]","startTime":2994.36,"endTime":3002.48,"body":"is trying to achieve, and then just start making  "},{"speaker":"[JAMES]","startTime":3002.48,"endTime":3009.36,"body":"a plan, you don't need to do everything all "},{"speaker":"[JAMES]","startTime":3002.48,"endTime":3009.36,"body":"at once. Pick where. Once you've done a bit  "},{"speaker":"[JAMES]","startTime":3009.36,"endTime":3015.68,"body":"of an assessment, you know, where the biggest "},{"speaker":"[JAMES]","startTime":3009.36,"endTime":3015.68,"body":"gaps are. Start there, start small, just start."},{"speaker":"[COBY]","startTime":3015.68,"endTime":3020.72,"body":"Yeah. All right. So the question "},{"speaker":"[COBY]","startTime":3015.68,"endTime":3020.72,"body":"was, how can we get a better handle on,  "},{"speaker":"[COBY]","startTime":3020.72,"endTime":3026.36,"body":"workforce planning? Well, largely we want "},{"speaker":"[COBY]","startTime":3020.72,"endTime":3026.36,"body":"to kind of help identify that you need,  "},{"speaker":"[COBY]","startTime":3026.36,"endTime":3031.68,"body":"that you need to move from everything being "},{"speaker":"[COBY]","startTime":3026.36,"endTime":3031.68,"body":"reactionary, involving your workforce,  "},{"speaker":"[COBY]","startTime":3031.68,"endTime":3036.56,"body":"your talent management, everything that to having "},{"speaker":"[COBY]","startTime":3031.68,"endTime":3036.56,"body":"a bit more of a strategic plan, strategic intent  "},{"speaker":"[COBY]","startTime":3036.56,"endTime":3041.64,"body":"around the work that you do while you're trying "},{"speaker":"[COBY]","startTime":3036.56,"endTime":3041.64,"body":"to shift to that more strategic intent. There  "},{"speaker":"[COBY]","startTime":3041.64,"endTime":3045.96,"body":"are three considerations that we recommend. The "},{"speaker":"[COBY]","startTime":3041.64,"endTime":3045.96,"body":"first is a strength based strategy where you try  "},{"speaker":"[COBY]","startTime":3045.96,"endTime":3051.92,"body":"and look at, instead of everybody being amazing at "},{"speaker":"[COBY]","startTime":3045.96,"endTime":3051.92,"body":"everything and carrying a whole job on themselves,  "},{"speaker":"[COBY]","startTime":3051.92,"endTime":3057.32,"body":"could you move towards a strength based team "},{"speaker":"[COBY]","startTime":3051.92,"endTime":3057.32,"body":"and talk about having the right skills in the  "},{"speaker":"[COBY]","startTime":3057.32,"endTime":3063.12,"body":"right place and idea of complementing skill sets "},{"speaker":"[COBY]","startTime":3057.32,"endTime":3063.12,"body":"and a bit of a plan and framework to allow you  "},{"speaker":"[COBY]","startTime":3063.12,"endTime":3067.68,"body":"to actually to know what's going to give people m "},{"speaker":"[COBY]","startTime":3063.12,"endTime":3067.68,"body":"more satisfaction by letting them more, do more of  "},{"speaker":"[COBY]","startTime":3067.68,"endTime":3071.96,"body":"what they're already good at, and building teams "},{"speaker":"[COBY]","startTime":3067.68,"endTime":3071.96,"body":"where people are actually playing their strengths  "},{"speaker":"[COBY]","startTime":3071.96,"endTime":3076.96,"body":"rather than expected to kind of carry all aspects "},{"speaker":"[COBY]","startTime":3071.96,"endTime":3076.96,"body":"of the job all at once. Number two is, like,  "},{"speaker":"[COBY]","startTime":3076.96,"endTime":3081.96,"body":"in consideration was temporary talent, looking "},{"speaker":"[COBY]","startTime":3076.96,"endTime":3081.96,"body":"at things like fractional leadership, acting  "},{"speaker":"[COBY]","startTime":3081.96,"endTime":3088.8,"body":"executives, or interim interventions as tools that "},{"speaker":"[COBY]","startTime":3081.96,"endTime":3088.8,"body":"you could pull on to kind of have some temporary  "},{"speaker":"[COBY]","startTime":3088.8,"endTime":3094.6,"body":"resources, in place to help during growth stages "},{"speaker":"[COBY]","startTime":3088.8,"endTime":3094.6,"body":"or to help kind of planning for hiring people  "},{"speaker":"[COBY]","startTime":3094.6,"endTime":3099.08,"body":"down the road, but having that stopgap to kind of "},{"speaker":"[COBY]","startTime":3094.6,"endTime":3099.08,"body":"fill those roles and fill those expertise until  "},{"speaker":"[COBY]","startTime":3099.08,"endTime":3104.52,"body":"you need them. And then the third is succession "},{"speaker":"[COBY]","startTime":3099.08,"endTime":3104.52,"body":"planning. Are you actually trying to move people  "},{"speaker":"[COBY]","startTime":3104.52,"endTime":3108.8,"body":"up the chain? Are there infrastructures in "},{"speaker":"[COBY]","startTime":3104.52,"endTime":3108.8,"body":"place where people are being identified and  "},{"speaker":"[COBY]","startTime":3108.8,"endTime":3114.48,"body":"kind of given a bit of a journey to help them "},{"speaker":"[COBY]","startTime":3108.8,"endTime":3114.48,"body":"find a reason to stay with you in the long term?  "},{"speaker":"[COBY]","startTime":3114.48,"endTime":3119.08,"body":"Asking yourself the question, could someone go "},{"speaker":"[COBY]","startTime":3114.48,"endTime":3119.08,"body":"from the mail room to the boardroom? Is there  "},{"speaker":"[COBY]","startTime":3119.08,"endTime":3124.84,"body":"processes in place or support or even a desire "},{"speaker":"[COBY]","startTime":3119.08,"endTime":3124.84,"body":"to make that happen? These are, That's a great  "},{"speaker":"[COBY]","startTime":3124.84,"endTime":3128.68,"body":"question to ask yourself when you're trying to "},{"speaker":"[COBY]","startTime":3124.84,"endTime":3128.68,"body":"think about succession planning, because largely,  "},{"speaker":"[COBY]","startTime":3128.68,"endTime":3133.84,"body":"when it comes to workforce planning, a big part of "},{"speaker":"[COBY]","startTime":3128.68,"endTime":3133.84,"body":"it is, do we want workforce planning, our future  "},{"speaker":"[COBY]","startTime":3133.84,"endTime":3139.4,"body":"to be about growth, innovation, and developing "},{"speaker":"[COBY]","startTime":3133.84,"endTime":3139.4,"body":"human capital? Or do we have this kind of limited  "},{"speaker":"[COBY]","startTime":3139.4,"endTime":3144.16,"body":"idea of workforce planning really being about "},{"speaker":"[COBY]","startTime":3139.4,"endTime":3144.16,"body":"something that we have to do as a box to check for  "},{"speaker":"[COBY]","startTime":3144.16,"endTime":3148.96,"body":"our strategic pieces. And it's not about strategic "},{"speaker":"[COBY]","startTime":3144.16,"endTime":3148.96,"body":"growth, it's about traditional structures,  "},{"speaker":"[COBY]","startTime":3148.96,"endTime":3154.76,"body":"or it's about putting, again, pen to paper and "},{"speaker":"[COBY]","startTime":3148.96,"endTime":3154.76,"body":"checking boxes that we have a bit of a plan,  "},{"speaker":"[COBY]","startTime":3154.76,"endTime":3159.36,"body":"because it's really important to realize that the "},{"speaker":"[COBY]","startTime":3154.76,"endTime":3159.36,"body":"people that you rely on for your organization to  "},{"speaker":"[COBY]","startTime":3159.36,"endTime":3164.24,"body":"grow are the people that are going to be, ideally, "},{"speaker":"[COBY]","startTime":3159.36,"endTime":3164.24,"body":"your future. So you want to make sure that you're  "},{"speaker":"[COBY]","startTime":3164.24,"endTime":3170.56,"body":"planning for them, investing in them. Good. "},{"speaker":"[COBY]","startTime":3164.24,"endTime":3170.56,"body":"All right, so that does it for us. For a full  "},{"speaker":"[COBY]","startTime":3170.56,"endTime":3175.12,"body":"archive of the podcast and access to the video "},{"speaker":"[COBY]","startTime":3170.56,"endTime":3175.12,"body":"version hosted on our YouTube channel, visit  "},{"speaker":"[COBY]","startTime":3177.12,"endTime":3178.94,"body":"www.roman3.ca/podcast. Thanks for joining us."},{"speaker":"[ANNOUNCER]","startTime":3178.94,"endTime":3182.28,"body":"For more information on "},{"speaker":"[ANNOUNCER]","startTime":3178.94,"endTime":3182.28,"body":"topics like these, don't forget to  "},{"speaker":"[ANNOUNCER]","startTime":3182.28,"endTime":3188.12,"body":"visit us at www.roman3.ca. Side effects of "},{"speaker":"[ANNOUNCER]","startTime":3182.28,"endTime":3188.12,"body":"this podcast may include improved retention,  "},{"speaker":"[ANNOUNCER]","startTime":3188.12,"endTime":3192.48,"body":"high productivity, increased market share, "},{"speaker":"[ANNOUNCER]","startTime":3188.12,"endTime":3192.48,"body":"employees breaking out in spontaneous dance,  "},{"speaker":"[ANNOUNCER]","startTime":3192.48,"endTime":3199.08,"body":"dry mouth, a version of the sound of James’ "},{"speaker":"[ANNOUNCER]","startTime":3192.48,"endTime":3199.08,"body":"voice, desire to find a better podcast…."}]}