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I should probably warn you I'll be just fine no offense to you don't waste your time [Music] [Music] [Music] like would you want like happy hi good afternoon everyone can you all hear me okay waving your camera if you can hear me awesome yeah welcome everyone to today's webinar do's and don'ts in the new normal my name is chase Arriba I am one of the program chairs for the iesher Board and I'm here with a couple of our other board members including amber Sierra who's also a programs chair and Velma as well who's also overseeing programs as well - there's a lot of our board here today so I'm really happy that all of us can be here with you today and really looking forward to today's conversation - today's presentation I think we're gonna have just a great conversation with everyone so I'm really excited to just kind of be part of this presentation with you today as we move forward just kind of wanted to share a few announcements and a few things with you before we get started today I know we have some of our members here with us today so thank you so much for joining us and for those of you that are interested after today's presentation and becoming a member or learning more about what membership with IE cherm looks like and can it conclude these are some of the things that are available to our members so if any of you are interested in certification our future webinars after today feel free to visit our website at ieast org and learn a little bit more about becoming a member with us we just wanted to share in addition to today's webinar we have an upcoming webinar on June 6 with our president Laura who will be presenting on interviewing skills so this will be a special priced webinar for ten dollars and all of our proceeds for this particular webinar will be going to our Mound ation so if you'd like to learn more about this specific webinar feel free to go to our website the direct link is there at the bottom and we'll be presenting this slide again at the end of the presentation so you have a chance to write that down and register today as we kind of most of you probably noticed as you entered today's chat room you were muted but you do have the ability to unmute yourself throughout the presentation so if you have any questions there's two ways that you can ask questions you can definitely unmute yourself if there's something you'd like to ask that will be on the bottom-left screen but after you're done speaking just be sure to mute yourself so there aren't any interruptions throughout the presentation and we'll be using our chat room frequently throughout the presentation so if you have questions that's a fantastic way to let us know your questions Vilma and i and our team will be monitoring that so as you ask questions we'll be sure to address those and share those with our speaker today as well and if you haven't turned on your video if you're comfortable doing so you're more than welcome to I know a lot of us are working from home right now and kind of adjusting to what the new normal is which Carol will be talking about today so personally I really enjoy just kind of connecting with people in person and video as well while we're here virtually so you're welcome to if you'd like today I'm really excited and really it's such a pleasure to be having Carol with us today carol has become an expert and speaking on a few different areas and and more than these I'm sure but a few of the things that she's become an expert in speaking about are creating positive uplifting workplace cultures she'll be talking about effective communications she'll be talking about managing people managers and what does that look like and dealing with kind of people problems and also kind of creating environments where our team's want to go to work I know this is a challenging time for a lot of us and she'll definitely be able to speak more to this but she's become an internationally recognized speaker so I'm very you know happy to have her here today and some of you might recognize her because she's spoken with us in the past but if you can all join me and virtually welcoming Carol feel free to wave in your camera if you have it on and welcome Carol that's today thank you so much and you're welcome to share your screen curl when you're ready okay all right let's do this hello everybody it's so nice wonderful thank you so much for taking the time to be here with me and and to share some of these you know valuable tips and insights with each other to I please I want you to use the chat to share ideas I you know I don't know everything none of us know everything we all learn from each other and every time I speak at an event I always learn from my audience so I hope this is one of those times and I again thank you for coming so on my screen you can see my current co-workers I thought it would be interesting I never shared my family when I speak and so I thought you know in today's state of the state climate it would be nice to kind of just be a little bit more relational with you and it actually ties into some of the things that we're gonna be talking about so feel free to interrupt me at any time feel free to put it in the chat whatever works for you works for me but we're of course gonna be talking about the do's and don'ts and honestly I don't know if that Smirnoff bottle belongs in the dues or in the don't I think it depends on the day so we have a really quick poll and so chase you'll you'll set that up for us I just want to ask you guys so your leaders right now if you were to describe your leaders in this state that they're in right now these days which character best describes them in your organization all right I'm seeing Captain America I don't know if you guys can see this thing can you guys see the pole - yes okay great okay notice that I put Hellboy at the you know bottom right because he doesn't make me feel very good I kind of want to hide in a little bit and Wonder Woman is huge um so let's see well we've got we've got a little bit of everything but I'm happy to see that a Wonder Woman in Captain America or or at the top also Terminator but I'm guessing that Terminator is because unfortunately we've had to have some layoffs and and some things that you know unfortunately we've had to do um Peter Pan is interesting some of you chose that that's great all right well I'm sorry for for the two of you that have helped oh and Melissa said we should talk nobody needs that alright well thank you guys so much it helps me okay great so as we go through this let me know again if you want me to focus more on it if you want to want to talk more about it or if we could just move on my clients over the last two or three months have been experiencing a ton of different things and really it depends on what industry they're in and their general mindset so if they've had a fixed mindset and a very old-school mindset it's been really difficult for them and if they've kind of growth mindset and a kind of possibility thinking mindset it's even though they didn't agree with the work from home it has become a lot easier for them to kind of let go of the old and get into the new but these are some of the things that that have come up for me with my clients a lot so a lot about the revenue a lot about you know gosh we've laid off some people not to mention some of these were good people and now the people that are left are having to do a lot more with a lot less so that's a big one and then the ones that are expanding you know my manufacturers construction industry clients they're expanding their thriving right now and so there are some challenges that come with that too because we want to make sure that we hire the right person for the right role at the right time but here's what we don't always do and this is what I really hope to get across at least one of the things that I hope to get across to you in the do column we need to use behavioral data to hire because we always tend to hire for skills and experience and we look at the resume and we say oh yeah you know this person's been in the industry and they've done this role and let's bring them on and you're a terrible fit for the team they might know their stuff on this skill level but they they're horrible on the team and when we add somebody to the team or we take someone away from the team it's a brand new team those team dynamics change completely so we I want to make sure that we really focus on data let's get some behavioral data when we hire so that we can predict future success and then the culture so some people are saying in our culture is in danger and this is what we're doing to try to connect each other and then some people are saying you know what the people that created a toxic culture we're gonna let them go now and this is our opportunity to really recreate the culture so we'll talk a little bit about how to do that and then of course we've got you know people that are loving staying at home my son had to take six AP tests when they said he had to stay home and not go to school he still take his last one is tomorrow he was elated not a problem ever these last two or three months he's just loving that he can study all day long my daughter on the other hand had a really hard time from the first 15 minutes right so what we're going to talk about we all are out with all of this and how we could be in completely different places even though the same changes happened um and then when I'm getting a lot of is gosh Carol you know I'm just tired and it's not that I have little kids and it's not that I you know I'm doing a time more it's just exhausting and I think part of it is that we are not moving as much as we normally do to but it's just a lot of zoom a lot of connection and no breaks in between so that's another do please give yourself breaks this is in the category of do as I say not as I do I'm working on it I'm working on it please give yourself breaks don't be like me all right so this is like whose line is it anyway so for 500 points in the chat jot down what you think the answer to that is these business problems so when people come to me and they say we've got some business problems right we've got some issues with not achieving our targets our sales folks are not bringing revenue in all of these business problems what do you think they're actually what do you think the real problem is lack of direction and alignment yep definitely what else keeping them engaged people communication yep yep absolutely absolutely and even the alignment and lack of direction it all stems from the people right there are the ones that are giving us that and so every time somebody comes to me and they say you know we're not achieving these results these are our goals these are the results we're not getting there what's what's the element that's always in the middle it's the people right and and nobody wants to touch the people side I think that's why I'm so busy because I love that side it's always a puzzle to me and it's so fun to try and figure out what is driving someone to behave a certain way and so of course the business problems are solved by people right so the reason why I'm saying this which might be very obvious to many of you is because we get sidetracked and we focus on the wrong things and so if something's not going according to plan we will we we think it's something else in most of time really all we have to do is shift on the people side so one of the big questions that I've been getting is geez Carol I don't even know what the heck is going on I don't know what to do and I'm supposed to leave these folks I don't even know what to tell them and they're asking me these questions and honestly I don't know the answer but if I say I don't know the answer they're gonna feel like no-one's Manning the ship what do I do right so here are some some of the main concerns that I'm getting if they're laying off people maybe it's point I will be laid-off - and now that people are working from home they're starting to feel more isolated and more distrustful of other colleagues it's the distance bias and so we will talk a little bit about how to create that psychological closeness so that we don't have those issues but look I mean they have all of these questions that they want answered for themselves and for their self I'm not gonna read I'll let you read it because all of you can read it who wants to hear me talk more than I have to right um and then these are some questions also that are coming up to me right so listen what do we do how do we know which leaders to go to for what right this guy who honestly isn't a good leader ever is taking the reins and we feel that he's not doing a great job but nobody can speak up what do we do right um these roles that we used to have now we've had to pivot and now these people don't have anything to do we don't want to let them go oh and you know when you ask the questions you find out in this area we're completely overwhelmed right but these people don't know how to do that and so now what right so we've been talking a lot about rescaling people how do you cross train them and how do you do it quickly and guess what it all comes down to it comes down to their drivers their needs and their behaviors to determine who we can cross train quickly and who's gonna have that character that strong character but also that great attitude where if it's completely out of their comfort zone they're just gonna get in there and do it all right so having that people data is so so important and you love this guy so some of you guys have ever met a boss who feels like they can fix everything with just one thing reminds me of that movie the Greek Wedding or something like that right it's the Windex you know the dad always wanted to put Windex on everything there are those leaders you might know some that are like oh we'll just throw this at it we'll throw this we'll just hire more people we'll just do this we'll do you know and they're just putting more problems into the problem instead of really focusing on what it is and now the tensions are high I'm seeing a lot of misalignment on what the solution should be and when they're having layoffs some people are making the wrong decisions so if you're still in that space and you're still looking at maybe phasing layoffs or when to bring people back remember that there's the fat in the bone and we do not want to get rid of the bone if at all possible if you do get rid of the bone you need to have a plan to bring them back before they go to a competitor or before they go somewhere else because those are the people that we can't afford to lose and unfortunately we've had to lose them so make sure you don't let them go without a plan to keep in touch and and to make sure that they're gonna come back to you okay and of course we could talk about all this if you want offline you know if any of you need that I'm thinking My Big Fat Greek Wedding that's it I'm happy to do that but we don't we only have a little bit of time together so I'm gonna go through a lot of stuff and then we can definitely discuss more whenever you like um the other thing I tell my HR executives and my CEOs is you know make sure that you're okay before you help other people and how do we get you to be okay right and and so giving them those tools are really important and one of the things that makes them feel better is literally if they have someone just helping them reframe everything right think about what's not changing think about the things that are really important right the the metrics and all of that stuff can change people make money people lose money but what are really the important things in your life and how much are we paying attention to that not changing hopefully you know if it's a good situation it's not changing if it's not a good situation well yeah that's another conversation we're talking about divorce lawyers in and criminal lawyers hopefully not too many criminal lawyers having a lot of work after this but um but you know we want to focus on the good stuff and and the stuff that's not changing and slowly bring them out of that valley out of the ditch that they're in because they can't lead from there it's very hard otherwise people are just looking down looking for them in the ditch right so we need to elevate them and get them to lead um one of the things that we can do is teach them how to speak human so you know have have a time where all of the executives all the people managers get together and they talk about human things not business things just human things that they're coming across that's really really hugely important and if you know a lot of executives but like I do that are mmm they normally speak human they would rather speak process they'd rather speak you know business um and they have a hard time with that right so let's teach them let's teach them how to do that this is the perfect time to do that how to be more relational right I have one one of my CEOs who has a big index card one like big huge ones with a big heart just to remind them to have a little heart when he talks to people you know in other words it doesn't it's work in progress but you know we can we can teach them how to to speak this new language um all right so what do you think this answer is yes they do have a heart Vilma but something in there guys what do you guys think just take a gander I mean I just pick a guess I can do yes yes that's it that's actually that's exactly right right so it's the more you need them this is my attempt at involving my audience it's working let's just keep trying um thank you for thank you for those of you and that's the irony right most of the time when people call me if it's a CEO or a CEO or managing partner at an attorney at a law firm or a surgeon and they're like you know I need you to work with this person but they don't think they need it they don't think they're you know I think they think everything's fine with them right and that's the irony is that the ones that do need it the most and the ones that are so open and have that growth mindset are actually much more self-aware and more down the path than the other ones so I don't know if you guys have seen this but I thought this was very interesting Gallup put out a poll and they found that 60% of the people that are now working from home that weren't working from home before want to continue and that 70% of us that are working from home actually think we're getting more done or at least the same done so I think that's interesting because there are two camps and the ones that are okay working from home we only do see this office as being a factory of interruption right you go into the office and people come into your cubicle and they just take time away and they suck up time little by little by little and then your to-do lists just got longer and you didn't get anything done right or you have meeting after meeting after meeting and then you may have the water cooler or there's more gossip when you're in the office and so there's this notion of this is great I can get some focused work time in and I'm a lot more productive it's a a little different with my clients that have younger kids I may have to do the schooling may have a lot of interruptions but for the most part most of what I'm seeing and hearing is that that the people that are happy to stay home it's because of all those interruptions now what if you have a CEO or what if your all of your executives are like some of my clients that say mm-hmm no I need them to be in my office right I don't care if they're producing at home but I need to see them to make sure that they're working and even through you know these two three months they still feel that way and um and so what I would say to you to coach them to help them understand and kind of get with the program if you do think the remote work is part of the answer going forward is to ask them questions so don't tell them anything just ask them like out of curiosity you know so do you do you think that there are talented people that can really help us with our goals in the company that don't live very close to us and do you think that sometimes things get done in places outside the office that are actually better then the work that gets done in the office is that possible right um and so just get them to start thinking about it but also get them to say it themselves okay some some folks are struggling some teams are struggling with staying at home and what we're seeing and this is from McKinsey what we're seeing is that if you were conflict averse before it's gotten worse so now you have an excuse to not reach out and deal with whatever stuff you have to deal with so we're seeing that 84 percent that's that the fourth number over there 84 percent feel like things are just not being taken care of when they need to be taken care of now this poll was taken in March when this whole thing started I wonder if the numbers have shifted a little bit and then the number that alarm me is the 41% so the 41% related to if so how much they trusted their colleagues if they were remote so if they weren't in the same place and they distrusted them more if they weren't able to be with them and there again is the distance bias if we don't see someone we're less likely to trust them I wish I could do a whole thing now I'm non verbals and on zoom and everything else and what to do when you're speaking to gain trust from people and what not to do um but it's really interesting right and if they're in the same place it's still I mean there's still a level of distrust there are 31 percent but it's interesting how it started to get bigger and bigger so I wanted to share that with you because it has to be done right um lots of things that we can do to create that psychological piece that psychological closeness when we can't have the physical closeness and one of the things that I put up on the left there is something that I actually I so blue board I love the board and if you guys know them but um they they have this really cool thing where you can actually go to blue board comm I have it up on the screen go to glue board calm and go I think it's last lift up and they they just have you fill out this thing takes a minute to who you want to send it to and it's a big kudos and I just tried it out with my assistant Maggie and that's the email that she got and it was really it was really surprising to get something via email for her for that because we usually talk on slack and just to see it come in just kind of made her day right it was a different thing and and just to know that somebody cares and they're thinking about you and you can send it to anybody I was thinking of sending it to my husband anyway so um there's a lot of stuff that you can do to create that deep connection that we really crave and one of those things also is have them lead sessions I think many of you probably are already doing that but have them leave some you know concessions yoga sessions just to connect again on that relational side with other people communication of course has to be part of this presentation right so just remember the letters CSF right we want it to be clear we want it to be simple and we want it to be frequent so if your executives need help with that help them okay and if they say no I you know I really I think we've communicate enough it's better to over communicate than to under communicate especially in situations like this where we're going through so much change it's also better if they can do a quick video because seeing someone's face actually elevates trust right so if you can get them to just do there are several things that several apps that you can use I use loom there's also Wistia um and there's a few other ones it's really easy and you can embed it in the email but it just it's so much better than an email you know and just seeing seeing how they transfer the tone in video and and seen the trust that it's building is just phenomenal so if you can get them to start doing that that would be great um what not to do is to just keep sending out a whole bunch of emails with a lot of words on them that just give people headaches right we don't want to do that um the other thing that I want to make sure that we start doing is we need to start telling people why right so if he's gonna or she's gonna communicate something to their staff or to the whole employee population let's just say that it's on video because that would be great make sure that you coach them on also explaining the why because you know the obvious reason right I mean it's really it's respectful to tell people why because they're adults and they should know why we're doing something but there's something deeper than that if you tell someone though why um why of why they have to do this new thing differently what happens is that start creating a culture of empowerment because now they can start to make their own innovative decisions and think more creatively because if they understand the why maybe they have a better way of doing that and still achieving the same thing versus just saying do this right so that's a big one too that I think is helping a lot a lot a lot a lot that or that those red letters are or disconnection happens and we're gonna see that throughout right so that's what I want you to remember is if we don't do the do's we're gonna find this connection and if we find this connection we're gonna see that our results go down and God forbid then then we do have to worry about more layoffs right um I mentioned to you that people managers are constantly asking me what do I say if they ask me will I have a job or you know is this company surviving I don't know and yes I'm the CEO right um and so what I say and what you can tell your executives too is you know just focus on what we do know and what we can do and how we will base our decisions and now the third part is the most important piece that everybody forgets to do so you can say something like listen here's the thing we we aren't exactly clear on the path but I am clear on this that our values are a B and C and that every decision we make are going to be based on those values and so that again is very very powerful okay here's some more just so a little a lot of little things and I'm happy to send you this PowerPoint so that we don't spend time on it now but here's the thing you guys many of you are HR I see some some of you are presidents or CEOs and whether you're the president the CEO coaching other leaders whether you're an executive coaching your CEO whether you're an HR executive coaching your CEO this is your moment it to help them understand how to shine because wouldn't my Angela Angela say she said you know we don't they don't remember how you or what you did but they remember how you made them feel right and the tracks that you leave now are going to be remembered for a long time to come because people are in crisis mode and they're going to remember how you make them feel and so your job is to elevate these people get them out of a ditch and get them back to leading and let them know that they've got this right this is their moment and what we do at this moment is critical and that they're not alone all right so give them that support of course give them my phone number if they need that pick me up if I need to get them out of the ditch I will do it right I won't charge you I will get them out of a ditch but we need to get them out as quickly as possible and remind them that resilience is just literally a muscle and every time you flex it every time you have to get out and get up when you're knocked down it becomes stronger and stronger it becomes easier and easier to do that all right any any questions or anything that that I should focus on right now filmer before I continue no I think there was a couple of questions regarding the platform that you utilized but we address that is loom and I think you mentioned another platform you've utilized well we stea Wistia Wistia wis TI a that's another one and there's a third one that I'm not thinking of that you can also embed right into an email but yeah check it out for me loom is the easiest you can have it on your desktop and oh but you can't do it from your phone that's the only thing with loom you have to do it from your computer but it's easy and then you can also see how many people have seen it they can leave comments under the video and it's it's pretty easy and I think there's also a free version I think I started with a free version to check get out so yeah check it out and if you need more I'll send you more any other questions not none yet okay all right so um all right so blue board had this this graphic and I wanted to share it with you because I thought it was wonderful to really look at this cuz you know a lot of people ask me how do I inspire my team how do I motivate them right that's the space I live in most of the time or how to get I get rid of conflict or the toxicity and that's where I usually come in and yeah it's it's easy but here's the thing that I really want all of you to remember is that we can't tackle this layer until we tackle this layer and so if you think about you know the hierarchy of needs that you probably are all aware of right we have our basic needs and so doing during this chaos that has ensued our basic needs are just knowing that we're going to be healthy and that we're going to be kept safe and so we need to absolutely go overboard with that if we need to to make people feel that way if you're bringing them back to work if you're not doing that it's very hard to make them feel connected and inspired and that they're contributing right so I thought this was funny so this church gets it they hope that the furniture right um and so what I wanted to tell you is yeah let's do that right let's overdo it in fact um and I would say I mean if you have a big a big building or you know organization where there's a lot of different areas one of the things that you can also do is put sensors in the areas and have it give you data you tell I'm big on data behavioral data all that data speaks but have to give you data on you know how frequented those areas are so that you know that if you have spots that a lot of people congregate in or that are you know very high traffic areas that you really do an even deeper cleaning and communicate that to your people right let them know all of these things that you're doing anyway so there are a lot of things that you can do to make them feel like you're gonna protect their health as much as you can right in the workplace and and you're gonna make sure that they're safe so lots of resources on that lots of wellness programs I'm doing lunch and learns for a lot of people just actually 30 minutes not even a whole hour of just things like yeah yoga and meditation and just fun things that gives them it gives them a break but just show them that you care this is the time to bring out all that stuff if you have an EAP program that offers those things or other things this is the time to start kind of saying hey this week we're gonna focus on this right or you know um Jim is gonna share his Spotify list with us so that if we want to work out on Tuesday together at one you know we can all use the same register whatever you know just things that connect you but also make them feel safe um okay let's talk about the culture so we talked a little bit about that so I don't know if you guys are familiar with this this is the bridges model of change and transition and so when I give my sessions on change in transition and helping people understand how it's different for everybody it's important to understand the difference right so when I ask you know so what is the difference between change and transition I get a whole bunch of different answers um because we don't have a lot of time to go through you know getting your answers now if you are all on video I might just call on you but um I'm just gonna tell you and so change again is that external piece it's the part that really we have no effect over we don't have any power over it it's it's the thing that happened in March right or earlier than that we had no say in it it just happened I are if our company's starting to use a new CRM right they didn't ask us if we're okay with it I think they're saying we're gonna use this it's more robust that's what we need it yeah I don't care if you like it or not right it's a change that's happening so everyone experiences the change the same day right it's something that happens psychologically with that change we're all in very different places right so I mentioned earlier my my son being so excited about this stay at home and not having to go to school so he could study he was at the new beginning ready to go gung-ho on this whole thing within hours right my daughter was stuck in the ending phase in the very bottom left which is you know she was just white knuckling the whole thing and would not agree that this is what we have to do and she kept trying to persuade us that she can just go to Starbucks so she could just meet her friends or would like like it was our decision right and she just couldn't let go of what was old and she had a harder time but she made it through and now she's in the swamp almost at the new beginning and the swamp is the neutral zone I call it the swamp because it's it feels like you're stuck in mud it feels like you left land the ending the thing you knew the comfort place and you're not in the new land you haven't stepped foot on the new land which is the new beginning where you're excited about the new beginning or the great things about whatever the change is right that you've actually shifted your mindset and are now happy with it we're okay with it all right so that neutral zone is where you're just stuck in muck and there is chaos and in in the workplace I can always tell when people are stuck in the neutral zone because they start to gossip a lot they start to create stories and it's a game of telephone and they create stories because they don't know the truth and it's either a miscommunication no communication or the CEO or the leadership team is just not saying any and so they're making up their own story and they're saying it's this is what's happening and creating a big problem right so um all of these things can create physical problems for us because in our brain when we're in a state of stress anxiety fear we have more cortisol being produced and cortisol acts as a like a veil to our prefrontal frontal cortex sometimes you'll notice that I speak and then I have to say it again it's because I'm thinking in Spanish and then it has to translate and then it comes out of my mouth so um but anyway the cortisol is is that bail and so it dis allows us from really thinking clearly and for moving forward it kind of keeps us in this like position this fetal position right because you can't see you can't see straight and it damages our or compromises our immune system right so there's a lot of benefit to kind of getting out of the ditch and out of the swamp quit as quickly as possible but also not too quickly all right you want to go through the process the big takeaway here after you understand all that and tell me if you don't because sometimes I think I'm clear but I'm not is that everybody you see all those little dots everybody is in a different place so even though the changes happened even everybody in my house is in a totally different place right so that's the psychological piece where we're all in different places so when you're coaching your managers and your leaders on how to motivate and engage and do all those wonderful things that we always talk about one of the first things you might want to ask is tell me how they're showing up right what are they doing what are their behaviors around this change and let's start to figure out where they're at psychologically so that we can pull them into the new beginning or if they're in the new beginning maybe we can have them help us bring other people along right so I thought it was really important to kind of talk about that that picture is so cute so changing the lens it's all about reframing I think all of you are very clear on you know how reframing works and shifting mindset and all that kind of stuff and my point is you know what we can do it and furthermore you can help other people do it and one of the main benefits is your physical being right we want people to stay safe we want their immune systems to stay strong so it's that's the argument that you have to use use it for people to listen to you but get them get them back in the right state of mind if they're not um and then another thing that I you know that I'm noticing is that people are struggling with being real you know especially if they're CEOs that never really show anything but their business side and I put a picture of that beautiful lady with the gray hair because frankly that's what's happening right um and I think that the little byline on that was you know that's the hottest new new hair trend in 2020 um but it's just look this is how I am bill and I were talking the other day about you know I showed up to our video conference and I was wearing a like a sweatshirt and just my hair in a ponytail and no makeup and I just didn't want to adult that day you know and and the thing is it's okay right I mean it is okay the important thing is that people see that you're human and if you can coach your CEOs on how to do that how to be a relational leader instead of a leader that's based on my status it's gonna make the world of difference in terms of you know do people want to work for your company or not and how how much do they want to come to work versus how much do they just need to come to work this is another one I hope is so great um the picture itself just makes me feel so warm inside but it's really funny over Thursday you know you could talk to your plants you can talk to your pets the minute that they start to reply to you that's when you probably should start don't worry my buddy at Yale University mark bracket has come up with this acronym for how to help businesses deal with emotions in the workplace and it's I think very effective and one of the things that I want to give you is this tool to help again your executives that have a hard time with this cuz let's be real not everybody wants to talk about feelings most people don't ever write and you can use all of this stuff by the way at home as well as at work in fact I've been doing a lot of marriage counseling lately and family counseling for my CEOs and my clients but here's here's a quick rundown okay so somebody's in a state of fear and doubt instead of in a state of strength and power and Trust right and so you see that because the behavior not their best behavior right I'm they're causing some problems for themselves mostly but for other people too so if you can coach them out of this remember the first thing to not do this is a do not yes come on it's no big deal get out of it we're all fine don't ever say that right um don't worry the worst thing you could say to is like that's never worked and will never work um the first thing you want to do is just guide them through recognizing what they're feeling because I think most of the frustration is that they don't even know so it's just naming it it's you know what what are you feeling and don't give them don't give them options just let the silence be and have them come up with what they're feeling so recognizing that by calling it out the next one is just accepting that that's where I am at this moment it sucks it's horrible in fact I think Jim get knees on the phone here I had one of those days and and and he got on the phone with me and he just kind of helped me out of my ditch and just cuz I do that all day long for the last 30 years for other people it doesn't mean that it doesn't happen to me and I was so grateful for him because through his counsel I was able to just accept and not judge the fact that I was there because I had a lot of judgment around it you guys are in HR it's like we're human resources we should have it all together no right we're human too um so it's that acknowledge and accept without judging and then get curious right so now that you've named it and you know what it is that's my five minute work now that you know that what it is and you've named it then then get curious about well what is it that I need right now coach yourself out of it um and then this works really well with my clients that are in a ditch or in the valley or in this one when you name your note most when you mean your emotions and you know what's happening what you're feeling just imagine yourself on a bridge and the emotions are in the water underneath you and they're just literally just flowing from the left to the right and you're watching them go by and you're to touch from them you'll completely detach from him and now you're looking at it like wow that's so interesting that I feel that way and then of course self-care and if you want that chair I'm sure that if we bulk by we can get a good price all right we only have a few minutes left um so I'm gonna focus on the most important things um when it comes to senior leadership that is where I say we need data data data data on their behavior because we need a crisis response team so that if anything happens again not this big maybe even you know something that's but minor but we need to act quickly we know who that team is and we know that we have the right people on that team and the only way you're gonna be able to predict the success of that instead of going to your intuition is to know what their drivers are what their needs are and then how they're likely to behave and when I say behavioral data that's what I'm talking about we can really predict how people will act now a behavior strategist right this isn't to me but we can be we can predict it so let's try to do that we talked about distance bias um change you know it's here it's happening so anybody who's still stuck in me ending remind them that every new beginning starts with an ending and that it's okay and now we can start to talk about their fears and we frame the situation so that they can now go through the swamp and into the new beginning as soon as possible um your operating model so if your coaches if your coaches if your executives have to now start thinking of business completely differently they want to start looking at how they're operating they want to start looking at their strategy what's going on with their supply chain again shout out to Jim get me let me put you in touch with him if any of you have that situation or know of people that are in need of a new strategy and really rethinking the way that they're operating right now because he's the guy then be expert in that and then you know redefining the metrics so we have had metrics in our organization's for a long time the metrics that I usually don't see when I go into an organization is you guessed it people metrics and what is the very very thing that makes or breaks your results the people right um okay top performers that's another one there your flight risks right now they're huge fly trips don't think that they're not um so we want to make sure that we give them what they need and we keep them here and we give them those growth opportunities that's what they're after they want to innovate they want to think let them okay um the people that are left at the company that are still working at the company when you have layoffs I've had some counseling sessions with some of them they're experiencing a lot of survivor's guilt so it's important for for people managers and the executives to talk about that don't just pretend it's not happening just because they didn't get laid off doesn't mean that they're not going through their own stuff right um okay Oh all right I'm talking so fast so expectation does not mean agreement this is another big one that I've been trying to tell all of all of my clients so I hear this well I think they're watching Netflix and eating bonbons right and see well what what are they producing well I mean they're doing okay but I can't see them and you know what I called them at 7:00 a.m. and they didn't answer my call or I called them at 3:00 p.m. they didn't answer my call and my question is did you did you tell them that whenever you call they have to drop everything to answer your call did you tell them what you know what your expectations are and then did they tell you that they're agreeing to that because if they didn't and we hold them to it that's freely unfair and there's never gonna be accountability expectation does not equal agreement and what's in your head even though you think it's obvious like I'll tell you a really great example my construction CEO one of them said my superintendent should know that they should not leave the jobsite until the very last person is gone well one of his superintendents was coming in at 5:00 in the morning and leaving at 3:00 in the afternoon still working well over many hours um but he wasn't doing that and to my CEO that was obvious now she has been doing that for three years and nobody has said anything and now we're calling him out on it and saying what in the world we're gonna we're gonna let you up here you're you're not doing what you should be doing this guy has never heard of that so please don't assume don't like your executives assume it's not okay right we need agreement it's not just about the expectations I have a whole other thing on meetings and meeting virtually that we can talk about offline because we're running out of space but you know there's a lot to talk about and it's just never enough time let's be honest but look I offer you this if you guys need any you know a sounding board or any help with a particular situation um I won't charge you my usual coaching fee I will just let me know that you're on this call and I am happy to walk you through you know some possible things that you can do based on your personal situation I'm going through the PowerPoint real quick to see if there's anything I really want to um but just know that right we're running out of time but you've got me so you've got my information or you will have it so call me email me text me and I will be there for you because this is my mission and this is my life goal is to make sure that everybody loves going to work and that people feel excited to come to work so I'll do anything to make that happen so with that I'm a couple minutes late I'm so sorry chase but I'm gonna give this back to you thank you so much Carol for really sharing your expertise with all of us and we I know I speak for many of us and just sharing that we really appreciate having you here we do have a few minutes left you know we don't have too much time but does anyone have any questions that they'd like to ask Carol I feel free to possibly unmute yourself or if you'd like to type in the chat room briefly you can do that right now I'll just wait a couple of moments to see if anyone has any questions thank you for all the comments on there that I'm reading thank you all of you it looks like you're getting a lot of things and and people are asking you to come back it was valuable for you guys it's like was it was it good with it what you needed it's good learning for me yeah yeah I can't speak for everyone myself but I definitely found it very valuable and again thank you so much for for coming today and speaking with us Vilma is there anything you wanted to kind of add or share I was just going to reaffirm that absolutely spot-on with that in events right I think you've given us quite a lot of tips that we can take away and apply to our day-to-day operations and dealings not only with CEOs and leadership and our co-workers as well I think there's definitely some tips that I can encourage some of my co-workers to kind of look at things a little bit differently so I think it was just the timing was perfect and that the topic was really spot-on to what we're currently are experiencing as a community everybody's experiencing the same things maybe in different industries but you know experiencing people and the fear factor that many of them are facing excellent yeah absolutely and I know we're coming up on the end of the webinar just as a reminder for anyone that is a member will definitely be following up with people in regards to credits and certificates looks like you're getting some more some praise in the chat room Carol loved your point on expectations clear expectations should be communicated verbally and writing love it Thank You Carol for your usual great presentation a lot of great messages coming through I'm gonna finish off and Laura or Velma feel free to jump in if there's anything else you'd like to share but I'm just gonna put up the last slide just to let everyone know about our next webinar in case anyone would like to join us for that one and that one will be coming up on the six excuse me for moving it coming up pretty soon on June 6 and again we'll be talking about interviewing skills workshops and there's a link right there the only thing I would like to add an amber Kane and jump in again amber is a part of our programs team as well amber would you like to state a couple of items there before we end just in regards to certification for this hour I'll be sending out to everyone that attended we did write down all the participants who attended and I'll be going out late ladies at the end of next week and lastly if you know we definitely I don't know if y'all knew this but this was our first official webinar and who better than to speak on that webinar than Carol she's always been a great presenter and her topics are always spot on it so we really appreciate that and we'd always want to hear back from you if you have any suggestions in topics if you love this particular topic and the presentation we are in social media let us know and let us definitely know if there's anything else that you're interested in that we can focus in when were searching for speakers and topics yeah absolutely well thank you so much everyone for coming today we definitely appreciate it having you all here and thank you again Carol for coming to speak if anyone would like to reconnect with Carol um I know she provided some contact information we provided some of hers and then you can also visit our website at i--sure org and we'll have some information on the flyer for today's presentation there as well - thank you everybody Thank You Carol thank you guys have a great weekend bye bye