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wake up in a panic we're in over our heads again we know this is what we're meant to do so we wake up put our feet on the floor go and conquer the day like a warrior like Warriors cuz that's what a trap does we got your back so you can relax and focus on all the important stuff like getting your business done this is a TR we look out for each other that's right that's right this is our try we help each other grow in business and life that's right that's right no need to panic anymore we got lots of support and an army of Warriors by our side we fight the good fight when we unite we fight the good fight when we unite cuz that's what a tribe does we got your back so you can relax and focus on all the important stuff like getting your business done this is our tribe we look out for each other that's right that's right this is our tribe we help each [Music] other hi everybody my name is thway and I am one of the host of the coffee chat show and I want to welcome everybody today um today is a very interesting topic um so I am super grateful that Mr Peter is going to be helping me uh co-host today uh as Mr Brown is taking care of family family first we are very much about that um so for those that don't know the coffee chat show is where we talk about all things business helping entrepreneurs all over the world I'm located in United States majority of people on this screen are not loated in the United States they're on the opposite side the world of me so um I always love the show that we get to T to people all over the world um so today's topic is about hiring and keeping amazing talent for your team like how do you figure that out how do you figure out what do you need how do you figure out how to find the right fit how do you keep the right fit once you find the right fits um and all the things in between so Peter how are you today oh I'm doing very well I'm I'm actually glad that that's today's topic um because if I'm looking at the panel and I'm looking at the different expertise in the room um I think that a majority of these spaces have like a like a part of that puzzle and I think by the end of this program we're going to be able to put it together and it's going to be a thing of beauty so I think that's going to be absolutely incredible awesome awesome I am multiple screens here so keep me focused I make sure we say hello to everybody Live on YouTube it is uh the uniqueness of our show is that we are Live on YouTube right now so you can ask questions make comments um we bring those into the show the best we can last week we had so many questions so many good questions um it was uh interesting to make sure we went back and forth so I like that I love the interaction so um let's jump in hiring and retaining Talent or yeah talent in your business as a small business owner um let's start with you Peter what does that mean what does that mean hiring and retaining top talent like let's start with the definition I always like to start at the start what does that mean to you well I was going to raise my hand anyway so so thanks for getting to me before I could do that um I think I need to make it clear what um where my perspective comes from so um as one of the co-founders of export Protech I have to build a space that is full of entrepreneurs um yes it is a networking space but it's a networking space with the difference we're looking for very specific people to be part of this network it's not just a space where people can come and Market themselves or try and sell their products or anything like that this is a this is a relationship based space where we're looking for people that are um that can teach that can learn that can grow become each other's Solutions um can um you know filter into a space that they become a part of and I I think that's actually quite I think it's quite important to convey where where I'm at first before I say that I have the authority because there's a slight difference between building out a community of people and adding people to it and keeping them versus having a business and hiring staff it very different but you'll find the commonality between the two um is much the same and it's something that people miss a a lot they they completely miss it um and I think number one in my space is I have a very set culture within my space everybody in this space will know that they are well aware of that they are well aware of what the culture is they are well aware of how to function within that culture um there are guidelines to function in that space um people are very well aware of what is acceptable of what is not acceptable they're very well of how we aware of how we will treat each other um and and in in order to achieve what we consider a safe space for entrepreneurs we need to create that environment and I think it's much the same in the workplace and you know in order to um before we even think of what kind of people are we looking for to hire we need to understand well what is our space and what does it stand for and what culture do we have because that will be a huge indicator when you are interviewing somebody is are not only are they the right person for the job but are they the right person to fit into the culture of this space now if we look at um networking spaces in general retention rate of members three months three months how do we fix that marketing cycle people turn them over turn them over turn them over turn them over maintain the numbers maintain the numbers um if you run your business like that um you will fail at creating culture um if you're creating a space that is supportive of the people that you're bringing into it number one the people that you're bringing in feel comfortable they feel like they belong they feel like they are part of of something now I know that in a networking space that is you know that should that should be how it's done anyway but when you're running a business it's exactly the same you want to create a space where your space is supportive of the people that you're bringing into it and what you need to understand as well is that people that you employ should never be working harder than you it's your business they're employed they're paid to work they're not going to do the things that you're going to do but if you can create a culture within a space people get inspired to do things over and above and beyond the call of what they are being paid to do although you cannot expect them to do it because they are staff um so if you want to treat your staff members like um well I pay you so do your job then the only thing that you're going to get is somebody doing their job that's it this is what my job is anything other than that I'm not interested but if you can create culture and I think and I'm glad that actually Steven's got his hand up next so because when we're talking about culture um that's the man to speak to um so I I think creating that understanding of where I come from is very important because otherwise I'm giving you all this advice but it nothing tells you what qualifies me to answer that question so I think I think that just creates that space where that's what qualifies me and that's my understanding of bringing people into the works space uh sandre back over to you I love that I love that Peter we all have a different perspective because we either we all have different business businesses different communities um of course we're all here because we are part of explore Protech for very good reason um because we love the culture at least that's one of the reasons I'm here 90 99% sure that's the rest of them can say that um yes but I love Peter's like crosses the figures of course um I would love love love to bring you in Mr Levy because I know you deal with leadership and culture and T like this is so up your alley so I'm grateful you're here so come on in join the conversation thanks Andre thanks Pete for your input yeah it's a wonderful topic and excited to to speak about it because it's it's so important and I think the first thing is to distinguish between hiring and retaining so to hire people if I look in certainly in our country um we have the highest unemployment rate in the world so we can hire people there's differ hiring the right people and filling a position so if you want to fill a position I can go out now and get you probably 5 kilm of people to fill a position if you want to fill a position with the right people takes patience and the cost of often we get uh kind of pushed into filling a position because obviously the position's open somebody's got to support it so it's they're doing kind of two jobs or it's spread out amongst the team but whatever it is it's it's taking it's t it's putting extra workload on others so we kind of f the position in uh just to get it fold but that can cost you a lot more than waiting for the right person so that brings me then to the that hiring process your skill set number one because of course everybody sends in their CVS skill set is important for the industry that you're going in because if you don't have the right skills it's not going to get you in the door but actually that's probably often where the where the interview stops and unfort skill set will just get you in the door but now you're talking about the right fit and that's where culture comes in so I might have the right skill set but I might not belong in in that or fit into that culture and that discussion there is not often heard and then what is the culture of the business what defines the culture of the business is mainly the biggest contributor to the culture of the business is what the what are what is the business value in in terms of what are those non-negotiables in the business that makes it unique and it's understanding those values where it becomes powerful and living it and to there very few people or organizations that I've worked with that in their onboarding process and there are some so I'm not saying please don't me I'm not saying everybody but there are in the minority is that actually have a discussion about the values of their business to the people that are coming into the business what is service Excellence so service Excellence is a value of our what does it mean to you in the interview process and then I can see does service Excellence actually mean anything to you and if it does does it mean to you what it means to me because it might be very different there's there's no right or wrong so I think those discussions are extremely important and it's often when it's missed that we discover that this person has the right skill set but they're not the right foot and then it's very difficult to retain someone like that and I'm going to come back to retention just now I also want to I think the just to clown the word fit is do you fit in here I should never try fit into a culture I need to understand the culture and then do I understand do I belong there or not so not only from the employer's point of view also from the employee if I don't feel the culture is right and I don't belong there the worst thing for me to do is try and fit in because it's not going to be sustainable okay it's like trying to be who you're not and you can't do that for extended periods of time so somewhere along the line you're going to fall off the bus I think it's it's such a and then retention retention we can talk about for for hours and obviously we don't have that time so I think ention is is very much about yes the the culture do they belong but I think also one thing I do want to point out is to retain top talent you cannot tolerate poor performance because if you tolerate poor performance you'll lose your top talent so it's not it's not just about you need to care for your people leadership needs to care for the people they need to support their people but they also got to be careful what tolerate because if you tolerate poor performance or or a toxic attitude in your business your top people will leave and so that's part of the retention process is is to retain to retain a top talent because often say you get what you tolerate so I think it's it's very important um and I think experience is another thing that I just want to lastly touch on and I really feel sorry for my heart goes out to people who've got the right skill set but they come straight out of college or vity and they keep getting told that they don't have experience and my question will somebody's got to take a bold step and and let me come into the workplace other how the hell am I going to get experience so but if I've got the right attitude I would rather have someone with the right attitude and teach them the skills and someone who's highly skilled that doesn't have a good attitude so it's not always just skill it's not always around skill set and um I Heard it such a beautiful example not heard I experienced it with my son-in-law who got a job they live in Sweden in Stockholm he got a job with a company there his onboarding process okay he had to fill in all his forms went through the whole format of submitting forms but his first interview which was online because he was in South Africa the manager or the two leaders of the of the division that he was applying for they went onto a virtual session but the very first interview they didn't they came onto the session but they didn't uh open their video and he sat with a team and the team interviewed him and they wanted to see how he interacted with the team and they didn't really interview they had a discussion and they just wanted to see if he got in and I thought that was amazing um so yeah it's uh I think that's that's what I just wanted to add to the to the part and that's the responsibility that culture that Peter was talking about of of leadership that culture in the business is is powerful and its leadership responsibility to ensure that that culture remains that people live that culture and if you don't want to live that culture it doesn't mean you're bad or you're not good maybe you just don't belong so yeah I love that from D thank you thank you thank you Mr Ley and uh I'm smiling because people are asking some of the questions and in the live and you're answering them almost as fast as they're asking them as fast as I can type too um and one of the question was is that can can you be a fit without having the full skill set and like you said the culture you can because you can be willing to um learn the skill set but you also have to the company needs to know that you need to say hey I don't know this but I'm willing to learn it and then they have to decide are they willing to teach you do they have the time to teach you some things are time sensitive so if they don't have time to teach you something then maybe they don't they can't use you right now maybe they can use you down the road or whatever but maybe they're like okay you don't fit now but we love the fact that you're willing to learn um and I'm usually very honest and be like I don't know that yet but I'm willing to learn or I'll be like I'm not willing to learn that let's go find somebody else that can do that part of the job and I will do X Y and Z so that's the way I've dealt with that I know there other guys I just want to tell you about time because it's 100% there are courses their ways you need to develop your people and I often say then leers say but I don't have time for oneon-one interaction with them we say well if you don't have time you won't create time and what's going to change that's leadership's responsibility make time make time to support your people to be the best and you retirement exactly exactly I love that Mr Ley I love that so many hands so many people that want to talk Mr Hendrick yay you raised your hand I didn't even have to call on you yay y hey um uh thank you Sandra um evening again so with regard to the topic at hand today I'm also just going to um add on what Mr Ley and Peter have have already um touched on with me I believe that currently I've got um a team of just above 18 yes so the the the most important thing I do or we do in our interviews is first things first we want people who are not um afraid people need to speak their minds around us people need to be free to say what you hire them to say in the team so whenever we have these interviews we need someone who's um who can speak their mind yes we don't want people who are arrogant or who do not have the right attitude like Mr Ley said you can teach someone the right skills but you cannot teach someone the right attitude so it's very important to have people who are willing to learn willing to uh work with others because we are a team based company even though we are a small company what I believe in um I don't treat people based on their titles so I lead from the front whenever I'm around these guys I try to be as open as possible so that they can be open in in in my presence as well because it does not assist getting the right people with the right set of skills only to come and micromanage them or only to come and um tell them what to do um you end up not taking what you hired them to do uh into considerations whenever they bring ideas um so I think it's very important that when we hire people give them the rules that we hire them to do um give them the the support they need give them make it easy for them to perform in the company so if you um my belief is if you are honest with these people you are open with them and you give them what you hire them to come and assist the company with then it it it should be easy for you to keep the right people so that's that's um that's what I believe also in closing I'd like to say I view my company especially where we work we try to um have every side where we are working so that our employees can feel home away from home because the moment you make people feel appreciated at work is the more they become loyal to you to the company and you don't have to follow them to do um what what whatever they are hired to do because they know the reason they at work um that's Henrik from Tero Earth movers your lifting and rigging specialist from buang I um I love that I love that Hendrick you're talking about keeping people and by keeping people that is letting them have a role in your company like they are your fa you're not you can't be on every site you you know they are representing you and your company so if they don't have a part in it or don't have a buy in to it then yeah their performance could be all over the place um and I think being like you said Being Honest being open letting them have an opinion um taking that into effect um yeah I've been in situations lately where my opinion is not valid and and it's very frustrating um and think Peter was one of my RO dos the other day I'm like thank you for being a compassionate and nice human being it was one of those days where they just weren't no yeah people were not being nice human beings and I was just so I reached out to PE three people and said thank you for being nice human beings and they're just like okay because I want to acknowledge that I am surrounded by nice human beings and that it's it was just a yucky day and that I needed to to um acknowledge that I do have nice human beings and helpful human beings in my space um even on those bad days so I think being up and open and honest about that um Hendrick and being like hey you know things happen but I'm here for you and like let's talk this through um and having operating procedures and reviewing them with your people that this is the rules you have to go by them this is the rules and what do you think about them or how does this work for you or how did this not work for you in the last quarter or the last month or whatever um it's extremely important so open into questions not this is what you will do and this is how you will do it um there GNA be a time and place for that occasionally but making sure you checking with people very very important um Mr oh come on in sir hi good evening uh Sandra good evening everyone even those that are watching on uh um YouTube um HRI just mentioned quite a good point towards the end of his uh um do I say speech uh input um and I just want to say when you employ employ ambassadors to your company you know the people that you employ must be able to represent you wherever you go and I think that talk wherever they go and I think that talks to uh what Mr Levy and Peter mentioned earlier to say people when you employ people there have to be a good fit to your culture you know if if somebody doesn't like um uh uh what they are doing they are not going to give their best they are just going to work because they've got to work and those are not the kind of people that you that you're looking for so employing a good fit for your for your culture in the in your organization and uh um making sure that wherever they go even in your absence you are well represented for me that's very important and then um as a leader as well I think hendrik alluded to this how you treat your people as well you know that's that's very important how do you treat them do they feel comfortable coming to talk to you do they feed at home when they are at work because I mean they spend a whole lot of their days uh and weeks and hours at work you know so when they are there are they are they comfortable are they feeling at home so that's another important uh point that I also wanted to raise and um I know there are people that will leave a company to go to another company for salary those are very dangerous people yes we all want money we all want to work for uh you know comfortable salaries but if if if somebody leaves and in the interview they say you ask them why did you leave your previous company and was because you are offering a lot more than they offering that person is going to leave you as well because they are going to look for another company that's going to uh out offer you and then they're going to go to that company so those are not people that are ear I would employ I need to employ somebody that loves what I'm doing that sees my vision that wants to help me to grow my company because if I grow then that person grows as well and if you make more money he's going to get more money as well um and then um you need to recognize Talent as well there there will be people that you will employ that will be more talented than uh than you you you you thought they are now recognize those people appreciate them and if they if there are more responsibilities you can give them give them those responsibilities so that they feel oh wow I'm being seen that um I'm doing this better than whoever and I'm being recognized and then it encourages other people as well to perform better so that they also can be recognized so for me you need to recognize talent and make sure that you appreciate them you recognize and appreciate them and just a question I want to end up with a question uh Mr Ley you mentioned uh experience so I just want to ask uh between qualification and experience who do you employ somebody that's qualified or somebody with experience and I leave it at that this is Le M from lmok your uh Business Development Specialists go ahead Mr Le you can answer yeah I can answer it yes it's a good it's a good question I think it comes back to um what we were speaking about and hendri alluded to is skill set and attitude I think your experience falls into that bracket as well I can be highly experienced but if I come in because of my experience are coming overconfident kind of that know it all with the wrong attitude don't want you you're com in with the right attitude I can teach you skill and you will get experienced so for me it's a it's a great question Etc um and I think so you know I think attitude not I think I've seen attitude TRS everything um because a high performer you can get a high performer with a bad attitude can be the most toxic person in your company and they it's an intangible impact that they have on the rest of the team and I've I've actually experienced experienced it happy to share that experience with you actually real life experience what happened when they because they kept him for so long and when he went so I went through that whole experience was actually quite phenomenal so there's an answer to your I hope that answers answers your question is just that I do feel sorry for people you know if they got the right attitude and said they coming out of out of Varity or college or School whatever it is and they don't have the experience and nobody's prepared to to invest in in somebody like that with the right attitude where how are they ever going to get experience but it takes time find the mute button too many screens um love that Mr Ley um and that was some of the comments on the Facebook live um was that you know um people want people need to Lear experience can sometimes be a hindrance sometimes experience people are unteachable and if people are unteachable and not willing to learn um growth mindset I'm very big on growth mindset um I don't ever I don't I don't know I I firmly believe everybody has something to learn um whether it's taught to you through life experience or taught to you through something else but there's always um something that can be learned um and then Sarah was saying the right people in the right seats you know I mean that's a very profound Sarah thank you for that I want to make sure I bring in people Mr Mikey come on in on the conversation hi Sarah thanks yeah it's a very uh FAS ating awesome topic I'm sure many of us that's why their hands are up easily on this one and many of us can relate to it uh I'm sure many of the viewers and and listeners uh will testify to their own life experiences in on this topic and can relate their personal values uh experience and and the environment and the working environment that they uh were in over the years but what is um since we you know addressing entrepreneur and encouraging entrepreneurship and this topic aligning to looks like Mikey is gone somehow I think he had a problem somewhere okay all right I I'll come back to you let me mute him a tough leader you just cut him off I I would but it won't even let me do that um I did not cut him off no I not Le Mak KD oh my goodness oh my goodness I don't know what's going on with him okay we will we will see Mr Peter come on in while I find out what's going on with him um I do know that Mikey was having technical difficulties beforehand and this was Mikey coming back with his camera fixed so I think maybe something's still not quite 100% um now I think uh but something that Mikey was saying that was actually was really true was pretty much all of us from a certain age onwards can testify to our experience in the space of um of either being employed or being an employer and I I I think a lot of people that start out their careers I mean there people generally start out being employed I mean that is like the beginning of a career or beginning of a path and the lessons that you learn while while being employed are basically there to teach you how to be an employer no so learn those lessons um I mean I I learned very early on that you're going to get different types of employers and and I've experienced them all I've experienced spaces where man this just feels like home I I I I just love these people I love the staff I love the owners I and I would bend over backwards for them which I literally did and they appreciated it and not only did they appreciate it by saying so but they also appreciated it by showing that they appreciated it um but then I also worked for an employer that was it's either my way or the highway or I will embarrass you in front of clients because it makes me feel good or you know so we as employees we get to experience that stuff that's down to life experience but it doesn't help if we don't take that experience and pull it towards ourselves and go well right as an entrepreneur my business has gotten to that point where I need to St start hiring people and I don't fall back on that experience and figure out how am I supposed to create the space it's going to make my staff feel the way that I would have wanted to feel if I was an employee and we kind of skip that whole step and we just get into the logistics of can you do the job you're hired this is your salary do your job and then you battle to let go of the authority and because you can't let go of the authority that person has no ability to make decisions which means they can't do their job which means that you're micromanaging and and Mr Ley you posted something about this about 5 seconds ago which I thought was absolutely brilliant now you're micromanaging that person because you can't let go they can't do their job you might as well just do it yourself so why would they hire it in the first place no so if you are not ready to employ people you yourself if you are not ready don't do it you will harm yourself you will harm the people around you um you if you need to if you think you're ready and you want to make sure then bring in somebody like Mr leby it's quite simple you know um you know make sure you are well prepared for stepping into that space um now I I know for a fact that in my space I like to let people go from a networking space because they are just not cut out to be in the space it's just not for them that that don't fit into to the culture it's not that they don't fit they were nice people they just didn't get it or didn't quite understand the culture and then acted outside the lines of the culture and expected different results um and unfortunately people like that need to go and one of the last things I want to mention is a percentage of people that we bring into to explore Protech end up coming into the space as entrepreneurs with very specific skill sets that may end up teaching in different spaces that's kind of the point of the space so when I'm looking for people to step into the network I'm actually looking at people that are although they may be teachers but I'm looking for people that are teachable because if they're not teachable I won't let them teach that to me is just it's one of those spaces where we're putting people in front of students and students deserve the best they deserve the best from what they get from their coaches they deserve the best the I know the ignite students are watching yes I'm talking about you and um the coaches you know who all the coaches are and yes I'm talking about you guys um that's a very important space that's a culture thing and we got to get it right we have to get it right so uh I will drop the code word very soon for you igniters maybe maybe um in the next few minutes but we'll keep you on the edge of your seats keep them happing keep them guessing um okay so please forgive me students I from the US and I do struggle with pronouncing names but I want to bring this this this one over for you Mr Ley because I think this is a good question for you it's from M Ule e mua mu uh the question is so where do we uh tow the line I think between being over under understanding and and understanding to okay let where's the line between being understanding and not being taken for a ride by your staff so will and not being being understanding and not taking for a ride yeah like being understanding and working with your staff versus staff is just took off you know and taking advantage of you I think is the better word yeah well taking advantage of you is up to you um as a leader that's that leader leadership make no mistake is is not one of it is the toughest position in any organization and you don't there's a I think there's a difference between being aggressive and assertive so again it comes back to what you tolerate if you have somebody who is willing to learn and they don't get it the first time you don't get rid of them you don't chop them off of the knees and I think this is but if they're going to if they continue and they're not learning because you you show they learn lessons from their mistakes we need to I think lra alluded to that we need to let people make mistakes if they that's where we learn but if they're going to continue making the same mistake then one has to start questioning and have those tough conversations as whether they really care so there's a fine line between how much you support them and how much and then when does it get to having that tough conversation and yeah that's the and that's where the power of values and so on comes in because it does it pulls them away from a personal attack on somebody it's how do they allign to your value so service Excellence is a great one Dynamic teamwork is another one is a is high as your performance but we need to understand what that all is but yeah just in answer to the question is there is there's a fine line between how much you tolerate and it cannot be a forever thing because then you're going to come back to losing your your top people because then you you start uh accepting underperformance and or or you got a question whether you hide the right person so you know I'd rather be a good leader and put them in a there could be a square peg in a round hole as well which I've also encountered so the person didn't necessarily have to leave the the organization or we worked I worked with the leader and they just shifted them into another position and they started thriving so then they put the you know the square pig in the square hole so yeah I think but it kind of tolerating that so but I let Mary I hope that answered the question but I know sh Mar's anxious then thank you Mr Ley um I've seen that I've also seen them I've seen PE leaders move people around to try to keep them because they just want to keep them and that's not also that's not a very good strategy because basically the person was just mucking up a whole bunch of different roles versus just cutting it loose and being done with it um so I've seen that happen in businesses Mikey do we get our camera fixed are we all good now yeah I'm sorry yeah I apologize I just suddenly dropped off but I'm back and all as well um but yeah you know uh um I would a lot of the discussion as I was saying earlier was in context to our people or individuals work experience and step has massive experience in this um and and since we targeting the entrepreneur startups on a small level uh at this entry level sort of not big companies yet and we'll get there eventually um what's important as well I believe is if you are the employer and you are about to employ staff or have a small team it's also very important and key that you are realistic honest about your Mission Vision goals and values because it's very easy to say okay we want to employ uh people who have good intentions goodwi caring compassionate uh Etc which you know is idealistic and you may find such candidates having the values uh and maybe with the without the skills uh that you need and like we were chatting can train them up Etc but you also have to be realistic and honest with yourself as the business owner with what your True Values are what your company is about stands for and is aiming for its ultimate goal because for example if you are a I'm just randomly you know forgive me for the accuracy of what I'm about to say but say if you're a in the financial industry your financial company and you in all honesty you're about making profit and how to get there how you go about it who you Rail Road uh you don't care but it's about chasing that profit now if that is your company and those are the values that your company is about in order to reach its goals and ultimate Mission so be it accept it for what it is and therefore hire the ing personalities or people with the traits talents with or without the skills as we spoke earlier that align with your company what I fear is people think okay we need to present ourselves in a very positive manner so maybe this hard hitting company that's pushing for outputs or outcomes uh let's advertise or portray ourselves as compassionate and caring for the greater good and then you fall into the chap of such individuals but then they don't align with what you expect of them and I think a lot of employers and this and we spoke about talent and talent Rec uh holding acquisition and retaining it's again because you have your misalignment you put some many companies portray themselves having uh value statements mission statements uh goals Visions but that's actually not entirely correct to the staff that they need to achieve that or the values at the staff that they require uh to achieve those and and that's where as a startup entrepreneur be realistic about the type of you want people that need to work late hours that need to put in those extra hours uh are willing to take that lowest salary for now Etc then you know you got to make sure that you're when you're interviewing or sourcing that the values of those individuals can um you know align to that uh and remember people who uh may be more compassionate or caring and you know the type of image you're aiming for but not the reality of how you operate uh you know be realistic as well so you the entrepreneur the leader be real about what um your company is aiming for and align again those values and try not to be idealistic um yeah I hope you guys understood what I was trying to say there but anyway okay m yes I do get what you're saying um especially when you're first hiring people it's hard you have to figure it out um one step at a time um oh my goodness we okay we have like 10 minutes time is flying Mr L come on in um I'll not be long um as as as an entrepreneur or as a buing entrepreneur just know that owning that business is no Child's Play you're not going to deal with yourself as an individual you're going to deal with other individuals with their own personalities as well so be prepared for that I think you've got to be mentally fit for it to that being a leader it's not just um as simple as um I have qualified to become a leader there are a lot of um underground things that happened for you to become a leader that you want to be and I think if if you look at uh leaders that we look we look up to now um we can pick up errors that they make in their organizations uh in their lives as well so be prepared for the hard life thank you I de Clare I do know where the unmute button is um thank you thank you Mr Al um I was I was saying in the live on the live chat that um because I've been bringing more people on communication I've had to really work on and review myself um because I was like did I drop the ball they dropped the ball and I'm like o it was me so I had been I was like okay I didn't give you a deadline I didn't say communicate this way my bad that's my fault you know I was gave the assignment and like kept truck in and I'm like oh we didn't do check-ins or anything like that so um as a leader I had to be okay set my down communicate how do I want this done I want it here in this format written um and they're like okay not a problem and it wasn't a problem it was just a matter of me not speaking it and know and making sure they understood it because she's like oh I thought we were checking in over here and I'm like no let's check in and a very um one spot given specifics of where and when and how is very important because you can't expect them to do it if you don't tell them you know or ask them to do it for sure for sure Mr Peter come on in um I'll make this short and sweet because I think what the others have to say is very important um so as a leader in a space or as the owner of a business uh there are processes for everything Sandra will be clipping yay processes we love processes um but I think that if you are in the position of and now we talking about the horrible part which is firing please do yourself a favor and stick to the letter of the law of the land that you're in because that is what is fair to who the employee is whether they're going to be working in your space or not and you're doing the the firing process please don't allow authority to go to your head and go oh that's it I'm just going to double jump a c a couple of these processes and I'm just going to skip this and skip that you are being unfair to your employee stick to the letter of the law fit what's safe for you and it is what is safe for your employee that's why those laws are in place right this is all about protecting employees and we need to sometimes protect ourselves from our own rash decisions so don't jump to the decision you're fired um sorry for you um you've just got yourself into hot water don't don't do that don't do that be fair and follow the law that's my statement um the code word and the ignite students in the background will know exactly what I'm talking about cuz they're all sitting on the edge of their seats with their cloth was scrapping at the sides and they were like give us the code word and the code word for today is # owered so hash empowered and what you can do is you can take that code word you can send directly to Su ofal um so send her a message just between you and suable hey suable code word hash owered um State a little some something brief on what you learned here today and then also go and share and then send that message to some of all say hey I shared some of all here's the code word and here's what I learned um give some of all your best give her your best PE thank you thank you Peter um and like I have been stating I do um she will be getting those over to me I think she's tad behind but she will get those over to me and then I have also been making sure that I if you leave comments in the show after the show for people that are watching this on replay um I have been try to do my best to get back over and answer comments and communicate with people after the live because the live is important but it also is important after the show um so that is something that I put in place to go back and check um for sure for sure um come on in Hendrick and then Mr leevy and then we will start wrapping up um okay I'll try also to be um as short as possible so the the issue W with regards to to again the topic today um I think it's very important for us to ask ourselves the question what is the cost of retraining people or failing to retain the right um skilled um like the right people in your company because the moment you start retain retraining people instead of retaining them that also becomes an expense an additional expense in the company so we we need to learn um how to build in stages I'm saying this in in in in the context that there are days or there are moments in your company where you need to be the last person that you pay you start with your employees the suppliers everyone else and then you become the last person that you pay because the moment you think that everything that comes into the company belongs to you then you will definitely not retain the right people because you'll start choping their money you'll start taking what belongs to them and then that becomes a toxic environment and unfortunately in in nowadays in um the day and age of social media it's very easy for people to go around and saying that no um this company has a toxic working um environment and you will not attract the right people po so it's very important to take things slow it doesn't assist you rushing to the end goal and then just before you get there you are alone and then you trip there's no one to pick you up so um those are my closing remarks thank you thank you Hendrick oh boy that that could open it so many different direction Cedric um so pay yourself first pay yourself last that's that's a whole that's a whole topic we won't we won't touch that Mr Ley because we would be here for another two or three hours especially in the United States because United States Theory and Hendrick's Theory do not match um they don't yeah they don't mine and Hendrick's match but I am one of the few in the US that have that opinion so I can be honest because I get a lot of push back a lot of push back from coaches and leaders of how how I work whatever I I I do me that's the only thing I can do it's all I know how to do uh anyways Mr Ley give us some final words and then we will wrap up and thank you for being so helpful well just to let you know that Henrik told me that he was actually thinking of opening up in the United States but he doesn't fit the culture so he stayed in South Africa like the saying and just quickly of what Henrik said is doing it in stages yeah I think one and then I want to come back to what was talking about was that's why entrepreneurship or business is called a journey not an event um because that's exactly what it is and then coming back to Mikey Mikey yeah it's it's about what you said was 100% correct it's it's about the values of the company whenever you're on boarding someone the values of the company are important and then there's one thing I you spoke about values vision and Mission and all those good things and purpose statements and that there's one key word that needs to be put in front of all that again you can put in capital letters is shared if you don't share the values and vision and mission of the company you often hear people saying oh but my people are not on the same page well if you're not sharing it and you're not reading the same book you won't be on the same page so extremely important and and hence the emphasis on when you're on boarding discuss the vision and and certainly the values of the company and then you can see if your personal values they won't be the same as the companies but do they do you align to the company and you have the right to say no and if they are pulling the wool over your eyes because if they're putting their values up just as a checkbox exercise you will quickly as an employee because we've spoken about the employer as the employer you also have a right if they're pulling the wo over your eyes you will find out that's why they have a thing called a probation period you can also up do so and then the reality of of things which I wanted we come back to is will we get all people to buy in the way we should and the answer to that is no you will get those people that do do their job well they do what you want they've got a great attitude and they get their check at the end of the month and they go home because that's all they're interested in in reality you're going to get that if you have 40% or 50% your team like that that's fine you got 50% that are bought in then you're doing well because the 50% will probably pull those that are sitting on the borderline might pull them up so you can goow there to 60 65% the others might stay exactly as they are and then at least as a leader you know how to lead them and then the rest that don't care you got to try to get off the bus as quickly as possible and that's it it just brings you I just want to end up with a a great story which you probably all heard that the CEO was chatting to the CFO and the CEO said to the CFO oh the CFO said to the CEO like a good numbers man he said what if we vest in our people and they leave and the CEO said to him what if we don't and they stay that's it I love that I love that Mr Ley um yes I've I've stayed in a job too long before and it's not F fun for them and it's not fun for me I mean like it just it it was it was miserable on all parts um yeah it was very interesting um that I've done a couple of times you know learn a lesson have to learn it multiple times I am super grateful for everybody that participated on the live YouTube show and all the amazing gentlemen in the room um Peter and I always stressed just a tad bit before the show going who's going to show up and are we G to have enough people and then Peter everybody shows up and it's amazing and then we get to the and then I'm like shoot we're out of time um so hello I am sere Ray I'm the owner of GAD done coaching I'm your goal accountability coach I help you reach your goals by creating bite-size action plans uh we want to send a great thank you to Susanne who does our show notes she puts all our LinkedIn links in the description so um hit us up ask for a coffee chat we love getting to know people we love building relationships first that is the um the mission statement of explore protex so make sure you hit us up so that we can um chat with you and have conversations with you and then miss Somerville who helps do a whole bunch of stuff on the back end including making sure uh they night people get their correct points um and Mr Peter can you give us our Infamous sign sign off yeah that's the word I'm looking for awesome uh just a quick note to the students uh show some some love in the background she does way more than you will ever ever ever know in the background of this program other than being a coach on the program um so to sign off in the words of ninee boter one of my co-founder may all your wildest entrepreneurial genes Come True by