WTF!? What's The Formula Podcast

The Fearless Leader's Guide to Empowerment and Professional Growth

February 05, 2024 Ernest Moss Season 1 Episode 1
WTF!? What's The Formula Podcast
The Fearless Leader's Guide to Empowerment and Professional Growth
WTF!? What's The Formula Podcast
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Feeling trapped by fear can suffocate your dreams faster than a vacuum-sealed bag, but I've kicked my way out and I'm here to tell you how you can do the same. From my days hefting boxes in a UPS truck to navigating the corporate ladder, I've learned that fear is the mind-killer, and it’s growth you're after—so let's crush those barriers together. Joined by Coach E of the WTF Academy, we strip down the complexities of leadership, accountability, and the sweet victory of personal development.

With stories that'll stick with you like gum on a hot sidewalk, we unpack the power of publicly committing to your goals and how a well-timed incentive can turn an ordinary team into a league of extraordinary achievers. Get ready to hear how the right mentor can redefine your idea of success, why your role as a leader is more than just a title, and how embracing the art of delegation can elevate your game. Tune in, level up, and let's transform that fear into the fuel you need to ignite your potential.

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Speaker 1:

The others were afraid to take a chance on themselves. The others couldn't see themselves beyond that company. They couldn't see life after that company. The same reason that people stay in relationships where their views are, their unhappiness, unfulfilling they can't see themselves beyond that relationship. They can't see themselves enjoying life without that person. They think that this is all that they can do. The same reason that people get stuck at a certain level in life, they can't see things being better for them and they think that this is it and this is all they deserve. This is all they've ever seen, it's been passed on to them and they think that this is it for them. Oh no, a looking worker, dr Blanton, smiley Blanton, who is the colleague of Dr Norman Vincent Peel. What he said about fear. He said fear is the most subtle and destructive of all human business. Ladies and gentlemen, fear kills dreams. Fear kills hope. Fear put people in the hospital. Fear can age you. Fear, ladies and gentlemen, can hold you back from doing something that you know within yourself that you are capable of doing, but it will paralyze you and it seemed like you were in a hypnotic spell and I asked you a question what is the benefit? What's the benefit of allowing fear to hold you back. What's the benefit of giving up on yourself, of not stepping out on life and taking life on? What is the benefit for you? What's the plus in that? That's one of the things. I had to ask myself. I didn't want to make any mistakes. I wanted everybody to like me. I wanted to be perfect the first time I did something. It's not going to happen. You're going to make some mistakes. You're going to hurt some folks feelings. You're going to create some enemies. You decide that you want to begin to take life on. You got to ask yourself how long am I going to allow this to hold me back All?

Speaker 2:

right, all right, let's go. We're going to start kicking these things off, right, man and man that?

Speaker 3:

was on a great, great note.

Speaker 1:

Yeah.

Speaker 2:

What's going on, everybody what's going on. Hopefully you all enjoyed that video, that clip, because, listen, it's all about not giving up and not settling, not settling and moving forward, you all. But welcome, welcome, welcome again. We appreciate you all who came out and please go out there, if you're on YouTube and subscribe to the channel, go out there and give us some likes, give us some feedbacks, give you feeling us, let us know. If you not, let us know that too, because we want to improve and be able to serve you all as best as we can and we serve ourselves at the same time. Man, because I get my cup running over every time we have this live. So hey appreciate you all for coming back. I see the Mrs out there. I see T'Neal out there.

Speaker 3:

It's a lovely support. Love to support, love to support y'all Absolutely and yeah, this is a very, very special live. Well, let me, before I start, I want to go. I don't know if we have the banner available, but go ahead and visit WTLMAcom. Hey, that's our new repranded website. There we go, go ahead and check it out, get us some traction. We've got some great, great feedback, so go ahead and give us a comment and let us know what you think about it. But don't check it out now. Check it out after the live is over with.

Speaker 2:

And we got the books on that website too, you all the one-on-one sessions you can book with us. Let us know how you feel and if you need some advice, we got all of that out there. Go out there and check out the page and, as you stated, leave us some feedback If you like it, if you don't, if it's too much, if it's not enough, let us know. We always look to grow and improve.

Speaker 3:

Absolutely, and that's the mark of a true leader. And you know, maybe we're gonna go hand segue into that now, but you know, being able to receive feedback is something that I know personally has helped me to be able to lead people and for people to really be able to trust me. I'm not sure if you all have read the book how to Win Friends and Influence People. It's a great, great read. I think it's about Dale Cromby.

Speaker 2:

Dale.

Speaker 3:

Cromby, that's a little boy right there. Yeah, yeah, man. So hey, listen this if any of you are out there are looking to be leaders, if you're looking to be an influencer of any sort, as you know, we here at the WTF Academy myself and Coach E we are mentors and coaches here at the Academy and we teach mentors how to become better mentors and we also teach the mentees of how to create success, their own definition of success and their own life, because we push the fact that success doesn't always mean having a big house, a fast car, a whole lot of money. Some people don't have those goals. For many people those are goals of success. But we push to, you know, to be able to find that inner success within yourself and to really find that joy and peace and purpose of why you're here on this earth. But yeah, so yeah, just being able to accept criticism and feedback as a mark of a true leader. So just kind of my story, man, and I know I've been really talked about this in a good little while, but for those who don't know, I so, once I got my bachelor's degree in business management, I was working at UPS at that time and I was loading trucks for nine years, working part time, going to school part time. Yeah, it took me nine years to get my bachelor's degree. Nonetheless, I got it with no student debt and immediately after graduating in 2015,. I, yeah, that's a blessing man.

Speaker 2:

Man. I'll let you out, bro, because listen to get a bachelor's degree from Georgia State with no debt, man, I still owe out the YZOO. It's too long. So that's impressive, bro. So I appreciate it. Heavenly, give me your flowers for that. You all I appreciate it.

Speaker 3:

Yeah, yeah, yeah. And you know we here at the WTF Academy and I know I'm kind of bouncing around, but since you said that about the school and the school, college has its place, right we're not saying don't go to college, don't go to school. Hey, if you're going to be a doctor, engineer, a person who needs to have that form of education, hey, go ahead and go to college. But if you're that type of person who is like, hey, I'm a free thinker, I'm a self-starter, hey, that's what we here at the WTF Academy help you to achieve is that inner clarity, so that you can go forward and not have to be constrained to a classroom so they can tell you what to do with your career and your life. But, yeah, yeah, so, yeah, going back to my story, yeah, so once I graduated in 2015 with my bachelor's degree, I immediately got promoted to part-time supervisor in the operations hub at UPS. All right, did that for 18 months and then I got a promotion to the corporate office. So I literally started from the bottom in the trucks and then I went to the corporate office. Like that was a dream come true. I was actually working in a job, my very first job that I actually had and I was working. I was using my degree in my job. How many people graduated from college and actually used their degree? I thought I had it made, but during that process of them grooming me to be a leader and to be able to lead teams of 10 to 15 hourly employees, they told me how to be a real leader. And one thing that I will say and I'm a pastor, mike to you E is that the mark of a true leader has one special quality, and that is they are accountable. They hold themselves accountable. All right, and that's the hardest thing to do, especially in management, is one thing that I've learned, especially in operations where things are so iffy and there's so many variables, is that you are responsible for things that are totally out of your control, things that you are depending on other people to do for you. You have to hold yourself responsible, because your manager is going to say why did this happen? And you have to have an answer and you have to have a solution of how you're going to fix it. Even though you have no control, very little control over the variables, you have to come up with a plan of how to fix it going forward and how to improve your team. So one thing I will say about leadership is a great leader, a great great leader, must hold themselves accountable.

Speaker 2:

Man, that's you're completely right and here's how. Here's how I manage my teams. While I'm leading through different projects and different things in corporate America, I would always tell my team that they make me look good. You know, like, because if you get the right people, it's essential to hire the right people. Now, everybody's not going to be perfect, but even if you hire somebody that's not good, you're still accountable for that. You're accountable for that hire. So you got to do your due diligence and me, being the delegator that I am, I don't want none of the soldiers and none of the sole responsibilities. I like panels when it comes to hiring, I want a lot of people. So, like when we bring on mentors, when we were working with Kevin and Deontay and bringing them on, even with Demetri, using him as an example, the reason why he was brought on is because the kids said we want that dude. It wasn't because just me, I brought him in just to introduce him. They said no, we want him back, and me, being the leader that I am, and said, hey, they want you back, bro. So you passed the test essentially, which he didn't even know it was an interview, it was just a present. They want to know about crypto, which he's dope at, by the way, if you got anything that you're thinking about with crypto, you need to hit my guy up because he got something for you. But me, being the leader that I am, I said I need to step back and Demetri will tell you. Once they took on to Demetri, I fell back into all of the mentoring classes. I will pop my head in and just show this old, pretty face off very now there. But I delegated it to him like bro, you want to do this? He said this has been my dream man. Then rocket. And that's what true leadership is. Leadership is it? I'm going to do everything. See, this is what a lot of you leaders out there that are stressed out, and because you're accountable for everything, you feel like I got to have my hands in this. I got to have my. No, you need to empower your team and once you empower your team, you can go golfing this is the second half of the day Like I used to do every Friday. They knew I only worked four hours on that Friday because I had a tea time that Friday afternoon, but you know enough about me, man. No, that's awesome, bro, the way you got a lot of the mud through college and brought it all the way up to where you're managing people. And I've seen you manage people, man, and it's smooth the way you do it. Like you keep me in check because I'll be ready to snap off on some of them. Y'all know me like look man, get your butt busy. But he's like, hey, you know, he has a different approach and that's what keeps us all the way right. And now I'm really good, yeah, man.

Speaker 3:

Yeah, we definitely compliment each other man and, yeah, our styles definitely do work, because you're definitely high energy, which is what people need, and I'm a little bit more even killed at times, which is what people need also, so we have that nice mix going on. But, yeah, some things that you said were very, very key and I want to expound on, since we're talking about leadership, is that you know, when you said that you brought me on, then at first you were running the mentoring classes and then you started to step back and you said one key word and I was the delegate, and that's something that true leaders really do Like. That's something that you know. That leaders have to be comfortable with is, first of all, doing something. So we call it the do document and delegate method Right. First you have to get good at doing something, all right. You have to perfect your craft Right. Then you have to create systems, put processes in place. We call them SOPs in the operations world and business world. Yeah, standard operating procedures, all right. So I want to make sure that you standardize everything so whoever comes into that seat later on to take over that role, then they can pick up, read this document and understand what the role is about. Like that's actually something that I was tasked to do when I went to corporate, like I actually my manager at that time she said, hey, these are the instructions for these reports that are doing this time. Feel free to change them to make them easier, to make them better. And I had a feel today that was something that I freaking love. I'm like cool, I can make it my own. So they gave me that freedom and the experience to be able to write processes and systems in place that really help us out here and keep things organized at the WTF Academy. So, yeah, do, document and then delegate. Delegation is something is is multifaceted, because in order for you to successfully delegate or assign responsibility to someone else on your team who is accountable to you, you must first train them up properly and give them the right tools to be successful. I can't tell you how many times that I've been at my job and you know somebody has expected me to do something and I then first of all know how to do it or I didn't have the proper equipment to get it done properly or in a timely fashion. So if you're going to hold somebody accountable for getting results that you want them to get. Please, please, please, as a leader, hold yourself accountable to train them up properly and show them the right way to do it, and always make sure that they have the proper equipment and resources at their disposal so that they can do the task properly.

Speaker 2:

Because guess what's going to happen. You all and you leaders, you entrepreneurs out there I see some of you out there. I appreciate you. Oh, I see you out there. Mckayla, my daughter out there. She got her own business, yeah, yeah, I helped her get that, by the way, yeah, there we go. Get a bit of that credit. But here's what happens when you don't do what Dimitri just stated what's the magic bird is? I ain't even know. I ain't even know because you didn't have it documented. You didn't you expected See this? Is that that word? Expectations? Man, listen, you can think someone's the best person on this earth and you know they're good. You know, you've seen them in action. You got all year there. If you don't set the correct expectations and get that signature and walk them through every line I mean every line you have to be granular, you have to be manual. We all have been at jobs. Here are McDonald's sends you through training to make sure that you know how to cook them fries Right. It flipped them back like everybody. That's your soft, that's your SOP. When you don't do that and they go on there and start burning stuff up, they can say I ain't get trained on this, I don't know what you know, so you give them out. You eliminate all that. You can eliminate a lot of mistakes by training your staff, and here's the thing you are. Most people want to be trained. They want to be trained because they don't want to make the mistakes. If they're OK with making the mistake, you need to scratch your head. I'm like why did I hire this person? Because they normally made that mistake and they don't really care. Most people care and they wanna do a good job, and people wanna be rewarded for doing a good job. So, even as you set up your SOP, your standard operating procedure here's another great thing that the SOP gives you the ability to go on vacation. Man, so many entrepreneurs and bosses cannot step away for a week and let their business run. If you have a business right now that's so dependent on you, I will tell you to look at your standard operating procedure. Something because it should be. Your goal with being a boss is to remove yourself from that business, and it functions while you're not there. You got bigger things to do as a leader, so you have to be able to trust. Even after you train, you trust and people are gonna show their hands. You all they have been. Some are better than others, but most of them show their hands and they'll let you know whether they're truly on board with your purpose and your passion and your vision, or if they're there to just get a check. And some of them are worthy, too, of a hire. But you know them for what they are. So then you can start adjusting your org chart, start adjusting who you give the responsibilities to, who you don't give responsibilities to, because there's a pecking order. You are and everybody. Ducks don't fly with eagles, it's a difference. I'm sorry. One is a predator Well, both of them actually predators, but one attack the other one up. So you got to know who your ducks are and who your eagles are, if they're them in the right role. And you do that through the training process, through trusting them and through just setting it up to where. I want to go on vacation for three weeks and I don't want my business to collapse while I'm gone. And if you could ask yourself right now will my business keep going if I went to Putacana for three weeks? And it won't, then you got some work to do, y'all.

Speaker 3:

Hey, man, that goes back to the systems, and I've said a few months ago, maybe a couple of months ago, that the acronym for system is saving you stress, time, energy and money. All right, so make sure to always put those systems in place to save you stress, time, energy and money man.

Speaker 2:

we need to get in the chat.

Speaker 3:

Yeah so, yeah, we'll put that in there. That'd be dope, but yeah. So now we have a about 10 minutes left in the live. But I want to touch on one last thing about leadership and the due document delegate formula. So when you delegate to your employees like we talked about training, making sure that they have the right information and the right resources to get the job properly, but it's like okay if you've given them that, giving them everything that they need to be successful, but they're still they're still not doing what they need to do to hit the mark for that particular position. What else can you do? I'm glad you asked that's a great question. So one thing that and I go back to my UPS days, because that was one of the most stringwish jobs and one of the most time driven like you have to, like people want their packages right, so you like y'all don't understand the effort that goes behind that stuff. But one thing that really did work and it really keeps the employees wanting to keep hitting that mark, like you said, like they don't want to make that mistake. One way that you get your people to buy in to what you need them to do is to have them make verbal commitments. And one way that that look when I was working in operations, is that when the building will first start up, we will have to process a certain amount of trailers. We'll have to unload a certain amount of trailers the first hour. And we had to tell over the radio hey, I'm gonna, I'm committing to processing X amount, and like it was a minimum that we had to process. So we couldn't just say one, it had to be at least like some, like five or six or more. So we had to announce that over the radio and everybody could hear it. So like we had to hold ourselves accountable because we said it out loud. People know who we were and what area we actually ran. So if you're all having issues getting your people to hit that mark and really buy into what you need them to do, have them give you a commitment. Some people may feel a little funny about the written commitment. Write stuff down on paper and sign it, that's cool. Have them give you a verbal commitment. So, hey, I'm gonna do X, y and Z by this date, and if I don't, then hey, we'll just have to take it that step further. But just the fact that they made that commitment out loud and they spoke it. That that affirmation that that speaking man, it's something about that speaking man. It changes that mindset to where, okay, it's like I got to really put my effort in now because I didn't set it. I put it out there in the atmosphere, so that really works.

Speaker 2:

That's perfect, bro. And here's I want to touch on this to add to what he just stated about that, once you set that up and they make the commitments, be a great leader and rewards your people Not just with a paycheck Everybody in there is there to collect the paycheck, but when they start checking off boxes now you need the boxes in order for them to check it off you give them goals, you give them. If you do this and you do this and you do that, then I'm gonna reward you more than just your paycheck, or either you'll end up with a bunch of people doing just enough not to get fired, and that's you don't want that on your team, especially the new entrepreneurs, because we always ask people to wear multiple hats. When we're starting out, we wear multiple hats and we want I mean because we're getting it out the mud. I mean, I know some of you all might have been born into rich families, but your boy was not one of them people, and so we have to create this from the bottom, and normally that means hey, we're doing some social media work, we're doing some email work, we're doing some video editing, we're doing all type while doing the budget, while completing annual reports. So we do a lot of these different things and we asked our employees to do a lot of different things, and that's okay to start out. But you got to create a reward system. Give them some like if you do such and such, if you like, with our youngsters. I got him set up right now with YouTube. If he hits this mark, he got a $100 gift card coming in addition to what we already give him. But you got to actually a little bonus, because you dangle that little carrot, that little nugget out there and a lot of people will go above and beyond and then you will really be able to see who really wants it and who's there just to get a check. But putting that reward system in place, man, it motivates people. You are, and we all know that. We all had jobs. We've all needed that extra kick in the behind to be like man. You know what. I'm going to push it, I'm going to hit that threshold, I'm going to hit that goal, I'm going to knock it out the part, and when you do, you have a great sense of fulfillment and then you get a nice little reward in the process. I give you a quick example when I was in corporate America in IT, and I was working in the call center. I'm tier one, support, bottom of the burrow. We get all the bad calls. But there was a storm in New York and the I forgot her, the VP. She said would anybody work that weekend? And it was last second. It was hitting our data center in New York and nobody would do it but me. Because at the time you know, if y'all know my story I was hungry, I was beyond hungry, I was famished. I wanted all I could get and they would pay me $20 an hour. What? But anyway, that was a long. I would not work for $20 an hour to save my life right now, but that's a whole enough story. But she was like nobody else would do it. So I came in that weekend and worked the entire weekend, didn't do nothing. They had food delivered for me. I mean, I'm up here by myself just having fun. Man, listen. The woman gave me a gift card with $1,000 on it. She said and she announced it to the entire department that Ernest was the only one that did it. That stepped up and went above and beyond. So he got awarded a $1,000 gift card where he can pay. It was a visa and I literally bought me a watch. I said I'm buying me a watch with this. I don't care, I ain't finna, spend this on no bills. I earned this extra. But here's what I got. I got the reward of walking around the plant talking stuff. Y'all, hey, if y'all know me, I'm bragging like uh-huh, check me out. You know how you got to pop your sleeve and let them know. You know, hey, check this out. And they know what you're doing because you know. Now they jealous. But guess what happened after that? The next time that woman came out with that, it was a whole bunch of folks that wanted to step up and do that and go above and beyond. But I took the initiative to do it. And that's what you want to do is encourage, and I did it not knowing that I was even going to get that thousand. I didn't know it. But doing things like that would definitely push your people and they will make you great. As Antonio stated, they will make you look good with having your team in place with these little initiatives and incentives is the word I'm looking for is these little incentives to help push them above and beyond doing just enough.

Speaker 3:

Yeah, yeah, and it just to kind of add a little bit more to that which was great. I want to kind of dig a little bit deeper, just to give people a little bit more context about how valuable incentives are and about how the delivery of the incentives really matter as well, because you could have gotten that gift card in the back room somewhere not in front of your peers. It's still $1,000, you still would have had to wash, but would have had the same effect. I don't think so, man. So one key to remember y'all as leaders, you want to praise your people in public because recognition so this is one of the few things that I did learn in college so they tell you that money is just a temporary incentive for people to do better. It's a temporary form of recognition because people get used to that paycheck. But once, if you don't have the resources to give people a raise or a nice gift card, give them public recognition. Like you want to make sure you praise them in public and reprimand them in private, because that also allows you to build trust as a leader. You're allowing your people to get the recognition for the hard work that they have done for you in the organization. You're doing that in public, but if there's something that you need to provide constructive criticism to them about, you want to make sure that you don't do that in public, because that's going to end up causing their morale to drop and it causes the opposite effect and it's really like you really break that trust and you don't want to break that trust because you lose that influence and then they stop listening and then you've got to it's a big mess. So you want to praise them in public and correct them in private. So I just wanted to just add that and recognition is the best free way to empower your team and get them on your side. It's just giving them public, genuine recognition.

Speaker 2:

That's right. Hey, bro, that's right on. Don't never humiliate one of your employees in public or in front of the team you are. It's just uncalls for and, as he stated, morale is critical. If you have a team that's happy, they're going to do better work for you than someone who's not happy. So you've got to know your team and if you know that there's different personalities. So here at the WTF we have a personality test for all of our mentees to go through so we'll know how we should approach them and how we should handle them and what would be best beneficial for them. So this is a step If you're an entrepreneur and you have a job, do a personality test. They have a lot of free ones out there. They have the diss test and all type of different tests out there to really understand how to communicate with them and how to motivate them, because, at the end of the day, the majority of our people wants, want to be successful, they want to do a good job, and I have to say this before we wrap up, because I know we're getting close to that time. But and I think I missed this we started out with less brown with One of his motivational speeches, and I love less brown. If you ain't following him, you need to. He's one of the goats, but this MLK was Monday, so shout out to everyone that celebrated Martin Luther King Junior's birthday and his legacy, which was all about leadership. He lived Leadership to the tee. He sacrificed, he did the ultimate sacrifice in leadership by giving up his life to keep the movement moving forward. To allow guys like myself and Dimitri to be on this call today, and Antonio and Ola and the Queen and and Kayla, and to Neil and just anybody else that I missed. I apologize, but was so grateful to what he did and his movement and his leadership. And to this day, the man been gone for a while and his leadership is still being talked about to this day. That's true legacy, right there. If you want to be a true leader, then be able to leave. Why you ain't even here? Oh boy, look, I see man. When you get to that point and people are following your lead and you're in the grave, oh man, this to me is Internal life, eternal life, and you will never die, and one of the best ways to do that is in a book, and he has a few of those himself. But I appreciate you all. Dimitri always takes us out. But again, if you're rewatching this, show this out on your page, hey, add us in it. We'll add some comments. If you have comments, if you have questions, go out there to the website, wtfmacom. You can get a consultation call set up with us. You can get a free e-book out there. It's a couple things we got on. The website is all in there. Here's some of the testimonials. See some of the pictures that we got out there. Like you know, we love what we do, you all, and we're looking to improve that every day in every way. So your feedback is essential and we really, really thank you all for all that you've done in 2024 and we gonna. We ain't going nowhere. Y'all seen some of them all off. We ain't going nowhere.

Speaker 3:

But to the top, hey, hey. And on that note, thank you all from the bottom of both of our hearts for another successful WTF Wednesday livestream. Always remember WTF not only means what's the formula, but it also stands for our mantra, which means winning takes focus. Hey, until next Wednesday. We'll see y'all later. Stay focused, keep winning Peace.

Speaker 2:

Peace.

Speaker 3:

You.

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