So life work integration to me, I certainly didn't create the term, but I always as an individual felt life was more important than work. And as a software guy, I know that integration can be defined as the free flowing exchange of energy and ideas between at least two systems. So if you think about life work integration, it's the idea of making your life and who you are as an individual much more creative and much more happier by managing stress. And so one of the phrases that I stuck with is the idea of turning stress into a competitive advantage so that you could become a better person, right?
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Thank you for choosing W4C, why radio? Welcome back everyone to the Keep Skeasers and Googleization show, the home of Googleization Nation. We'll be talking with HR and business thought leaders about the crazy stuff going on in the world of business, technology and HR. Here's your host, Ira Wolf.
Welcome, Googleization Nation and welcome to another episode of Geek Skeasers and Googleization. Welcome, Jason. Good to be back. Ira, you sounded much better, my friend.
Well, I'm getting there. So hopefully the voice will continue and the cost will not come out, but I appreciate that discussion. Still a lot going on. Last year was interesting.
I mean, obviously, important team, but nobody seemed to get the common cold or the flu. We were all concerned with COVID, but this year, masks are not. People seem to be catching all sorts of things, spreading other things than COVID. So hopefully we'll be spreading some joy in a few weeks, but rather than this.
So it's good to be back. We've got a heck of a show today. Keith Compacna is going to be joining us. And I want to know if Jason, you know Keith from Keith and I actually started together.
He's been a little over three years ago, 170 some episodes ago. Keith and I met the disrupt HR in 2017, I believe it is. It's hard to believe. I mean, so long ago, but we met and we connected and one thing led to another and became good friends.
And but we started this, as I said, over three years ago and it's great to have him back. He's been, he had a couple of bumps in the road along the way and but he has found his sweet spot. And we're going to hear all about that. I know he has been a tremendous friend and support for us at Dooley as well because he's a tremendous revenue leader.
And I can't count the number of times I've sent him a text and said, Keith, we've got a question for you and he says, call me right now and he'll be in his car or something. I mean, that's just the type of person he is. So no doubt our listeners are going to benefit today from hearing his wisdom. And he's and he was the first person that was a tittock or his disrupt HR talk.
What it was about, you know, it was like, no, we're not focused on work life balance. It's life work integration. And at first they go, come on, Keith, I mean, it's just you're just spinning words there. But it's what it is.
And four years later, everybody's talking about, you know, you're not living the work, you're working to live. And companies are finally getting, you had a great post today, by the way, on LinkedIn earlier today. That stat was just a couple of things that were just amazing about the focus that we have on employee engagement and how it's so misleading. And we've been directly talked about it a lot.
But stat that just stuck out to me only because we focused so much on personality is that 50% you know, if you hire the right people, minimally, 50% you got a 50% shot of having engagement. And if you hire people with a personality that matches what your culture is, which is important, it's a good head start. But it's not the end all and be all and there's so many things we can talk about today and hopefully we get that into that. But right before we bring on Keith, I had just gotten off today was like webinar day one after the other.
A couple of really, really good ones. But the last one, not the last one, but one before that was from the conference board, Gads Levinson was on. Gads going to be one of our guests. Great.
I mean, so knowledgeable about what's going on in the economy and trends and they study this inside and out. So we're going to start the new year with one of the early on Gads will join us. But they had he brought up two slides and I think it's just the image and I apologize for everybody who's on podcast, but you can go to the YouTube channel and watch this. But the one visual, if you can put the rocks, if you can put the quits rate, which we know, but I think when you see this, you know, the black line here is the quit rate for in person and manual services, meaning that there's got to be hands on.
Look at the quit rate for that. I mean, when you leave, I mean, it's going back to work thing is a lot of that is driving this great resignation. I mean, that's that's insane. And the second one is in the blue collar area, which again, you need people to show up, you know, to do the work.
And so a lot of there's a lot of big struggle with that. But I think when you see it graphically, when you see an image like this, what the gap is tremendous. I'm not sure I anticipate that. And then if you do the second slide there that I had recruiting difficulties, which we know, but look at the blue line, and which is, by the way, just to represent people on a scale of zero to 60.
It's a 40. It's about 48, maybe 50. And then you look at unemployment, which is, you know, getting pretty close to the 4% or even below moving in way different directions. It's like a mouth that's wide open and the upper John the lower John is a pretty big gap between the two of those.
The prediction from GAD is that recruiting the trend is recruiting difficulties are going to continue. We'll see more people on retiring or on resigning in the next step. But the labor shortages are going to continue indefinitely, which is what we've been saying. So we were talking about some solutions and certainly today, having Keith on board talking about ROI, which is, I guess is full time, where he gets paid, but talking about how companies can create new revenues.
But also one way to do that is through life work integration. So we're going to hear about all those things. And before we bring Keith on anything to add there to him. Just one more tie in that first slide you shared from GAD.
I mean, that was just completely staggering there to see what that is for many one person. We got a guest on a couple of weeks ago, Cara Salero, who's a retention guru down in the Louisville area. And something we didn't get to on the show that day, but I've seen her post on LinkedIn. She's the first person I've seen used this term of tethered pay, which basically means that organizations where you have to have an employee at a specific location, whether it's manufacturing, working on a machine, whether it's retail, whatever it might be, that tethered pay now is entering the equation, where they do have to pay those rates higher than the flexible roles because people don't want to work in those kind of roles.
So just another thing to reinforce that trend that's going to happen in 2022, folks are going to have to pay more if they want people to be working in tethered to a position at a specific location. And I believe that interviews that GAD had done, he was on a panel. So there was a couple people, they talked about rising wages and we talked about that. So we'll be hearing, continue here a lot more about that.
But without further ado, let's bring on Keith because I definitely want him part of this conversation. And he's got a lot of input and welcome back. What's up, gentlemen? My favorite groupie.
Yes, indeed. Yes, and me. Guys, you got big shoes to step into Jason there for the love of the other shoes. Those are like Shaquille O'Neal side shoes.
I can't fit in those. Don't stop. Keep going, guys. I'm not going to stop.
Boys, it's so good to see you. So good to be here. I mean, I, or this reminds me of like, you know, when you told me that we were going to have a peak skis or a Googleization podcast and you want me to be the co-host. And I start to myself, well, I know Google a little bit.
I know I'm not the old guy in the room. I guess that makes me the geek. And here I am listening to you guys in the green room. And I'm like, let me be able to talk.
I'm geeking out about all this stuff. I mean, guys, we talked about this stuff 40 years ago. And then it happened. And it's like, what right?
I wrote tell me where should we start guys? That's right. Adley Gee if I've been talking about this since 1999. Sure.
Sure. And it's sort of like climate change. You know, you're here. That was the second call I was on the third or fourth call.
But the last call I was on is listening to Paul Pullman. He was the former CEO of Unilever and huge movement towards sustainability. Taking care of people. Again, I posted it on LinkedIn channel so anybody who goes up can can can see that I highly recommend that everybody listen to it.
I mean, you have a completely different perspective of what CEOs, you know, of fortune 50 CEOs are like very, very different approach. So you can listen to that. It's like what everybody's talking about is we waited, we waited, we waited, we waited. It's not we're working on it.
We're going to do. We're making effort. And it's sort of like, let's do the minimum we can and say we're sustainable. Let's say we're okay.
And I see that. Sure. You see it all the time. And it's good jumping in point with organizations.
Where are people that we're making an effort? But it's almost doing the minimum we possibly can to say we're making improvement. But the curve has moved so far that people are always companies are really struggling. Oh, 100%.
And not only are they struggling internally, they're struggling externally as well, because this is something that applies all across the board. The big shift, which by the way, I got a chocolate every time I hear the announcer said, use the term shifting on this podcast. But the big shift is that is totally caught. I don't know 99.985% of the companies off guard and it exposed them to all of the challenges that they have.
And now you're talking about decentralized. Like for me in my world that the auto I shop, you're talking about decentralized sales reps. How can a CEO actually know his sales organization is efficient. They need technology and they need people to do that right and we all know there's not enough people out in the marketplace.
Then how do you think of the other side of that conversation. People that buy are working from home. They're decentralized. You know, I keep in touch with Gartner and they recognize that people that are buying are now unsure of what they're doing because they don't have that resonance.
They don't have people around them to help share information. So all of this is just building and building it. And I love the reality check points in the direction of take care of people. Don't just say it.
Literally understand what your people need to be happier people at home so they can take that happiness and bring it into the workplace. And that's what life work integration is all about. Right. Yeah.
So just for everybody. I mean, we can talk about it and it took me a while to kind of get it as I said so much facetiously. It's like, hey, that's a good catch line. You know, switch a little bit make it your own.
But it was so much more of what life work integration is rather than work life balance. Oh, in your words, share a little bit about the meaning of that because I think that fits into what I was referencing earlier with Jason is people through around the term employee engagement. That's what we're working on. We do an employee engagement survey.
We do. But that's that's the bare minimum that you need. And it's really about the experience. That they feel so that was a little bit about that evolution.
Yeah. Yeah. Thank you. Life work integration to me.
I certainly didn't create the term, but I always as an individual felt life was more important than work. And as a software guy, I know that integration can be defined as the free flowing exchange of energy and ideas between at least two systems. So if you think about life work integration, it's the idea of making your life and who you are as an individual, much more creative and much more happier by managing stress and so one of the phrases that I stuck with is the idea of turning stress into a competitive advantage so that you could become a better person, right? And so to me, and the thing that blows my mind, I is that like my entire self discovery or rediscovery that got me until life work integration is documented on the geek's, because it's a show, right?
Because in your room, we whiteboarded, you helped me get the thoughts out of my head and really boils down to is that there's this little thing out there called the default future. And a default future is what any of us can consider if we were to close our eyes and ask our question, if everything remained the same as it is today, how do I think my future is going to turn out? And for a lot of people, that future is not at all pleasant. And for a lot of businesses, it is not at all happy.
I mean, you could just, you could bring in the medical industry, you could bring in, you know, any, Jason, I know, you know about this stuff. So the idea here is that if most people and most companies don't understand, don't like their future and they're not in love with their future. Well, then what's keeping them from creating a future because the future is not real. What's keeping them from creating a future that they love.
And it's creativity. And we know as humans, we cannot be created when we are stressed. And so, like Work Integration, destroy is the old Work Life Balance model, which is one or the other. This constant up and down, which takes a lot of work, keeps us stressed and ultimately keeps us from creating the life we want to or the company we want to.
You know, Keith Mackenzie, this summer, they came out with a report looking at how remote work going so far, because, you know, we heard so much about, well, if we can just allow people to work the way they want, then life work integration will probably just naturally happen. It's the magic pill right. And we're finding right now that the opposite is happening. And it was interesting in their report this summer.
The number one hope that employees had was that they were looking forward to achieving life work balance as they put it, but life work integration for our discussion. Sure. They're number one fear, life work integration. They're fearful that it's not going to happen, just working from home and lo and behold, the data so far showing us that most folks are working on average five to six hours more per week, working remotely, and they're going about six days on average without communicating with their boss, with their direct manager, and many of them around 47% are reporting that they feel invisible and not in a good way.
And so we know that life work integration is a hope that they have, but it's also a fear because they're feeling this constant bombardment of it's a challenge working from home. What are you seeing or what have you come across that are some of the core pillars that really help people navigate this new life work integration approach. Well, so the short answer is not a whole lot, because company, and this is outside this back to what I were talking about as it relates to the environment and the global, you know, top 50 companies and their initiatives. Imagine a world where companies actually care about their employees as people and not employees, right?
My whole hope is that integration, life work integration puts me inside of corporations because imagine if you show up Monday morning and in your inbox is a message from the CEO or the business owner because you don't have to be a huge company to do this. As a matter of fact, I think in today's talent marketplace, any company that does this will get a huge return on investment. But imagine if you said you got a message that said from the CEO, we are going to invest in a training program that will help you as a person, as a parent, as a spouse, feel more comfortable where you are in life. And with our intention is to help you recognize how you can turn stress into a competitive advantage, making you a better person and then bring that into the office to be a better teammate to collaborate all of the benefits that come from reducing stress.
Imagine what happens when that starts to take place. Right. So kind of like the idea, we used to talk about how HR leaders really need to start understanding how to use technology or they're going to be left in the dark. And here we are, right?
Like it's like these massive initiatives that start with just a little bit of insight. Ultimately, I think Jay, the opportunity for businesses everywhere is that they focus on people as people, not just employees. A couple of things you want is, and this is picks up last time we haven't done this for a year. You either read my mind or you're pitching it.
You talked about, you know, one of the things that's lacking with people is the ability to not fall and I love that default factor, not just accept the future. And my, you know, I talked about recruiting in the age of Googleization, all the variation of those things. But my other talk that's really has become pretty popular is reimagining your tomorrow. And that's not the title of the webinar that's coming up, but essentially on November 30th, but that's, that's the theme.
And that was the original title. So I now called it, there's no app, there's no app to adapt. You know, these people just want to click the button and go, okay, I want to make all this change feel good and how did I become better. But it really is reimagining your tomorrow.
The other thing is it goes back to the origins of Geeks Kesar's Googleization, which was my book and talked about the multi generations and the big difference is baby boomers lived to work. That was true. And our parents even did more so you live to work and then you died. Yeah.
Yeah. You know the reality is is, and we used to talk about this with with Melinda with Jim X a little bit with you guys, but then millennials and now definitely Gen Z. And I think you're taking it once that further. It's not just work to live.
They got to be integrated. They're one. So I'm not sure what the phraseology with that is, but that's different mindset than what it was. And yet there's, you know, and it's changing now that baby boomers are finally getting out of the way and getting out of the workforce, but Gen X sort of picks that up a lot of Gen X sort of pick that up too, because they had to work, you know, live to work and that's going away.
And you look at it. I used to talk about all the time. And in my keynote, I talked about this a lot. The future of work is actually individually based.
You, I do a lot. Was doing a lot of talking in front of groups that maybe like professionals that were in transition moving from one job to the next. And I kept trying to remind them that if they want to get a job, they love that now is the most amazing time to actually go out and get that job. You could literally knock on the door and say, I'm here to work and you'll get hired.
It goes back to the idea of why is it that if all of these macro trends are pointing to the idea that organizations need people and then people are more stressed than ever, right Jay? They can't connect the two dots. It's because people simply don't know what they want. And that is a very, very deep rabbit hole.
The idea, and this is where life work integration comes into play, right? The idea here is to help individuals as individuals recognize what it is that they actually want out of their life and then put in the habits to reinforce the new behavior that gets them to start acting like the person they want to be in the future. And that takes a lot of work. And not everybody is ready for that work.
And what's really wild guys is, and I don't know if I've talked to you since then, but I know Jason knows about this. Over the last year, I've evolved into becoming an associate partner for a group called Integral Performance. And Integral Performance is a global Jedi group of consultants. And I mean, I don't know how the hell I got in the room, but I'm in the room, so I'm just doing what I'm told.
But the people that run this organization, you know, one of the women in the group, she's the managing director for the Neural Linguistic Institute of Amia for 15 years. Like these people work with huge multinational organizations and they turn $250 million revenue making companies or departments or divisions inside companies to $1 billion in 18 months. You know how they do it? They get the leaders to sit down and rethink about the way that they think about themselves and their own default futures.
You're on the ground. You're on the right. We'll get over here. Re-imagine your tomorrow.
You know, I mean, that's what it's about. And here's the opportunity. You know, last I'm teaching this master's program. And again, I learned from the students.
Some bad. One of the people we went around the class last night when we talked about what are some situations you faced during this week applying some of the, it's about organizational change. You know, what are the problems that you maybe didn't see as problems before? Now you're recognizing or you're recognizing the way to solve them or you identified a new opportunity from some of the things you learned.
And as we went around one of the students, he's just, he's a recent grad. So he doesn't have a lot of work experience. Says, well, two things happened to me this week. And it immediately was like, okay, here's Vuka on a personal level.
And then he was driving down the road, something hit his windshield and shattered it. So he doesn't have a car. So you think about those connections, especially for somebody 23 years old. And I said, Vuka, I mean, that's what it is.
But the important message about that was is that we all have those. I mean, everybody can say something happened today or this week. It was a disruption. A child got sick.
Somebody else got sick. Something happened to work. A project failed. We're just the technology didn't work.
We lost our broadband. Something happens. What hit me during that time was it was almost was almost asking for an excuse and says, does this get me out of jail this week? Is this my get out of jail free card?
Is that all this stuff was happening around us? And every, and this happens with HR all the time. Oh, it's open enrollment. Oh, okay.
We're going to put pot. We're going to put a pause. Everything that's happened. And literally tell all your employees the pause, any hardships, any disappointment, any problems, any sickness, any illness, anything they need because we're really busy with open enrollment.
Is everybody's looking for get out of jail free card of we're going to do that next quarter or next year or we don't have the budget for it and go off. Happening. And when you enter back into the game and you get out of jail, it's a different world. It was that tunnel that we went into last year that you talked about.
And he says, it's the light at the end of the tunnel. Yeah, but it's a different day at different time and it's a different weather. And right. Or like further away.
And you know, you know, bring this up a lot. Dave Sanderson, right? Our buddy Dave who came on the podcast. He talked to you.
This is a guy for those of you out there who aren't up to speed with what he's doing. He was on Captain Sully's plane that landed in the Hukton River, which we just saw. Actually, I just saw I just met Captain Sully in person. He was at the chair.
He was the keynote in term talent. He was the closing keynote. Go boys. Yeah.
And and Dave says that everybody has their own personal plane crash because like most people who survive a plane crash, they revitalize their life. Right. So I, and what's amazing to me guys is one of the things that I just have to put out there is that I'm a very laid back optimistic chill kind of guy. I've got my intensity right Jason, but I already know that too.
But I'm a laid back guy. One thing that drives me. It's a visceral experience. It's hypocrisy.
I can't stand when somebody is saying one thing and doing another. So as I started to move through my own changes in my own life, I was getting beat up pretty good too. Right. I were like, I went through divorce.
Plenty of people get the voices, but not me. I did it for the first time. And then I got laid off while we were doing the show. And I had all these things bouncing around.
However, it was the core principles I was learning and the work I was doing. Like, let's not make mistakes about this. Like I was getting up at 4.30 in the morning so I can learn how to meditate because I had to be at a job I didn't want at seven o'clock. And I had two kids at home.
Like, there's no rest for the weary. When you're trying to create a life you love. And that's something that I think is being lost. Like, there's so much going on right now with shortcuts.
And like you said, there's no app for adaptability. Right. There's real opportunity if you just consider a 1% increase in what you're doing to help yourself. And it becomes astronomically efficient as you and I mean this sincerely just this last week, I was standing up in front of a million cups, which is like a local entrepreneur group.
Because in November of 2019, I spoke as I was launching life work integration, right? Like I kind of figured it out. And life work integration to me wasn't about consulting. It was about finding a life that I love.
And lo and behold, a part of that had to do with I wanted to own my own software company. I wanted to have autonomy. And then COVID hit. And then I was able to get aligned with Mike Farber and the Auto LiShop.
So now I have a small equity inside of a blowing up software company. And it took, like, I was like regurgitating all this because last week, they invited me to do like a have you been kind of a presentation. So as I was preparing the amount of amazing things that happened blew my mind. Really can't see it as you're doing the work.
But I assure the people listening that if you're truly unhappy, whether you run a company or you don't, there are steps that you can take that will get you to the promised land in under two years. So there's like this, I think with all the stressful things that are out there, what people aren't hearing enough of is that there is a way to a positive place. And it can very much involves work and life. And we're going to continue that conversation.
Hopefully you're sticking around for the other part of the second segment here. Keith, we're going to take a quick break. We want to thank everybody for being part of Googleization Nation and for listening or watching, whichever you're doing for Geeksto's and Googleization. We got the original number one co-host Keith Compagnet, who's our guest today.
And we got Jason Cochran, who's stepping into their shoes and kind of the next chapter, next generations and some exciting things we'll share in the next few weeks that are going to happen in 2022. But right now, we're going to take a quick break. We're going to talk about how you can reimagine your tomorrow. We're going to have a commercial break.
We'll be back in one minute. Change doesn't pick favorites. No matter who you are or where you live, the year 2020 was filled with one unexpected challenge after another. According to the authors of the adaptation advantage, we are incredibly well prepared for the past, but woefully unprepared for the future.
That leaves millions of people feeling scared, worried, frustrated, and confused. Whether you're the owner of a business or a worker out of a job. Adaptability is now an essential skill you need to ride the next wave of normal. The good news is that science shows that adaptability is learnable.
Adaptability gives us the confidence and courage to think about change and embrace opportunity in the right way. Adaptability gives us hope for a better future and goodness knows we need hope. Are you ready to embrace change and double down on your future? Contact Success Performance Solutions today to schedule a consultation about how you can reimagine your team's future.
How you can begin to think about opportunity the right way. Hey, welcome back everybody. Thank you for being part of Googleization Nation. And thank you for watching or listening to the Excheeseses and Googleization.
We got Keith's compagnet here. Some of you may recognize Keith if you don't. You should connect with him and follow Keith. We've been talking about life work integration and we've been talking, we're going to get into a little bit about the ROI shop and revenue growth.
Keith, the right before we went off, you mentioned where do people start? It's so hard and they got these black clouds over their head and they're looking for this get out of jail free card from this. And it's like, oh, okay, yeah, we'll slow down change for you. And that's not going to happen.
But two weeks ago, I can't do all these weeks to run together. Jacob Morgan was our guest. And I think you put it into perspective. It was like if you change, if you do something, you change 1% a day.
Just one little thing. At the end of the year, that's a 37 times increase improvement. You are 37, which is put in raw numbers. 37 times is 37, 100% increase by doing 1% a day, something little.
Even if you do half a percent, it's still a significant change. And everybody says, I'm going to go away for the week. I'm going to take a retreat. I'm going to take a week off.
Now it's going to happen over a week. It goes back, I wrote to something that we used to talk about all the time is the way that people train inside of organizations doesn't work. Jason, you know about all this, right? Like you can't.
And it almost goes back. I'll try to see if I can take this back to what you said earlier on the podcast. And that is that you look at the way that organizations are teaching and working and training their people. It goes back to the industrial age where, and the education system reflects the industrial age today.
And it's all about teaching people how to work. And in today's world, it's not about doing work. It's about thinking. It's about teaching your employees, teaching your children, teaching your, the people that you care about, how to think differently so that you can see different opportunities, connect dots that otherwise weren't present.
And moving forward in the direction that you want to the whole, you know, I don't remember if we were on the podcast, they were not, but I remember someone saying what COVID has done is not just knock all the pieces off of the board, right, of the game of life. But it's almost like pretend we were playing Monopoly. COVID came knocked off all the pieces and then put a chessboard down. And when we go back to the table, we have monopoly pieces on a chessboard.
Like nothing is the same. And really, to me, the opportunity inside of organizations is to recognize that to get your people involved, give them something that they believe in, let them feel that they're pretty much. And then let them feel that they're part of the organization. And then you can start to reshape and retool and redesign.
And who knows what opportunity is going to come out of this. Okay. I mean, you talk about the skills and we talk about, you know, when we all work with organizations and it's like, well, what type of people you're hiring, well, they need to start a degree. They need the skills and they list this.
Well, McKinsey, and I referenced this article a bunch of times came up with these deltas and they called the mentions of essential skills, a talents. What they found and by far the highest, the skills that people need related to the highest likelihood of employment are adaptability is number one coping with uncertainty is number two synthesizing messages and some are clean achievement orientation is number four, fostering inclusiveness is number five, energy, passion and optimism. Some of the rest of the list. There's not one thing that says, Oh, you need to be really good with computers.
I mean, you do. I mean, you do just to survive these days. But, you know, if you look at a high school or a college curriculum or even training programs within companies, you don't see. Adaptability dealing with uncertainty, finding, I mean, those are all things are management stuff, but the people who are struggling to figure this stuff out.
These are the core skills to get a job. And yet, it's just not part of the pathway to get there. Imagine if your company said we're going to teach you the things that will help you go in any direction you want to in your career. Like when I when we met, I was running a staffing agency and took the position running a staffing agency because my ex wife moved out of the single that with two kids and the last thing I wanted to do was travel in my software sales position.
So I made the sacrifice. I went into a profession I had really no idea about. But one thing I learned, one thing I knew was that the recruiters that I was inheriting were A gamers. I was told throughout the entire interview process, A gamer recruiting team.
So when I walked in, I simply said to these recruiters, you know what you're doing. You are a recruiter and you want to advance your career. I want you to do that. I know from my time selling it at the time, I guess I was selling for Concur, but I've done a lot of HR tech sales by now.
I knew that most people were not staying in jobs past three years. So I was transparent. I said, I will give you all of the ability you can get from a boss to develop yourself so that you can get to that next point in life. I know you're going to leave this company.
I don't want you to do it in charge, but I know that in order for you to leave this company in one or two ways. One, you're going to hate it or two, you're going to love it. And if you love it, you're going to be better leaving this company. So I never really missed a step as those recruiters would leave because just like everyone else in HR, there's a place for you if you're good.
And if you're over stress, you're going to just burn out and leave. So it's really, it was a remarkable thing. I were to see how people like by actually putting the work out there, giving being transparent, human to human almost enabled me to actually carry that forward. And for what it's worth, I could call up any of those recruiters today and they would be able to return the favor or help me out or whatever turns out business is an ongoing game.
And if you're nice to people, you can keep winning. You know what you and I were talking about is that the crux of the challenge we're having with learning and development in organizations. And I know both of you are doing this on a daily basis with your clients. And that is organizations have been really great at providing accommodations.
That's what people might need. For example, flexible work. Hey, you're telling us you want to work from home? Okay, we'll allow that.
But you actually have to teach how to work from home in order for it to be effective. And so many of these things that get termed the soft skills, many times leaders and organizations, they'll provide an accommodation. But what you actually have to do is teach and reinforce over time. And the entire model of learning and development that's being used in organizations, the way that LMSs are leveraged.
We've got enough psychological research in terms of how we learn and process and how that seems actually into habits and behavioral change over time. The software has not been really designed that way to reinforce those habits. And so that's a major, major concern that we have to help people achieve more of the life work integration is the organizations are struggling to know how to do it. And so most of the responsibilities falling on the person to figure out how the heck am I going to achieve this?
And I feel like I'm doing it on my own. For those people that might be feeling like that today, Keith, who do they turn to to help them work through these things? Is it, do they turn to their organization? Are there other outside resources that they can reach out to to help them get a more healthy integration of work in life?
Where do they get help? You know, Jay, it's a great question. And keeping it on the time, I'm going to try to keep this one answer small, but I don't know how good I'm going to be at this one because as I was listening to you, I was thinking about my life work integration to me is my passion project. It's a consulting.
I've got CEOs that I talk to and I coach and some small companies that I help with sales strategies. But ultimately, the auto eye shop has me talking to founders, private equity managers, CEOs, chief revenue officers, sales officers, VPs, and it allows me to open up the books, so to speak, I'm going to share with me what they're trying to accomplish revenue wise and we all know that revenue is what drives a company. So there's a lot of stress in this and I often ask them, how are they doing managing the responsibility of growing revenue in the year of our Lord 2021 right and so they're all stressed. And you know, analogy that comes up is the whole saber tooth tiger thing right when you're running away from a saber tooth tiger you're in a stress mindset so you ultimately can't be creative.
And so I noticed that I've noticed over time, Jane, this is the answer to your question. If we can talk about somebody running from a saber tooth tiger, that means that there were people watching somebody run from a saber tooth tiger. So there was space there so it's the people that aren't so stressed out that are looking around going, I don't want to be running from a saber tooth tiger what do I need to do I need to invent the spear to keep it further away. Kind of direct but kind of crazy way to answer your question is it's really up to the people to become aware of where they are it's like people it's like that idea that you can't force anybody to make a change until they themselves recognize they want to make a change.
And that's when they start looking up. So I look at asking questions and listening to the podcast and checking out do lead right and they start to recognize, you know, just this morning I realized I was so stressed. And then I got an email about how there's a software company that can help my organization reduce stress. And that got them seeing a little bit more maybe they read an article that they went in the last week so it's really, I think it's going to take time.
The good news is that all these macro factors are piling in and if they squeeze enough something's going to pop out and that's going to be the positive. The positive. I think what you just shared was what my goal for my class and I told them I said you know you're going to be taught by some academics and some really good people some smart people. But I'm not going to evaluate you on your answers or your paper.
The ultimate goal for me is I'm looking for what new questions you're asking. What are you asking? How are you thinking differently? I don't care what your answer was.
What I care was was there a question that came out of that what don't you know that you should. That's one of my favorite questions is what don't I know that I should and I actually picked that up when I was doing my Masters in leadership and I was from this book and I actually use that book as part of the training but one of the questions was, what am I missing? What should I be asking that I don't see? Where is in that blind spot of mine right?
Yeah, it's embarrassing. I mean blind spots I got. Well, you know what? Here's the good news.
Everybody has them. Right. And so on a macro trend, like again, going back to what I see on the auto live shop, people are trying to sell the same way they were selling in 2019, which is ridiculous. There are monopoly pieces on a chessboard.
You can't do it. So like, you know, just to give a perspective, once COVID came, everyone started talking about CRM's and content management, which is all marketing driven. I write marketing driven top of the funnel. And what do we know about marketing marketing?
Marketing doesn't like sales, not in a personality way, but they don't like confrontation. They like being creative. So they drive data based off of their own ideas, which excludes the buyer. Right.
So when I talk to people, I go, how are you changing what you're doing today to impact the buyer? And they go, well, we got to see our M and we give them information and we email them. I'm like, Oh, okay. How's that working out?
Right? Because you're the only company on earth doing that. Right. The truth is, is that if you change the way you think just enough, you can see the problem differently and that opens up solutions.
Right. And that's again, going back to if you're stressed, you can't be creative. Just doesn't work. So you have to fine tune it.
We are coming up toward the end. So unfortunately, it goes quick, it always went quick and it's just going to quickly and quicker and we're just rolling. We didn't get into the ROI shop a lot, but tell everybody how they can learn more about that, how they can reach out to you. You know, you're obviously welcome.
Yeah. And once again, guys, thank you so much. You know how much I love you guys and I appreciate being here. And the truth of the matter is that for those of you that are ready to think about the way you do things differently, you can find you on LinkedIn of all places.
You can go to KeithCapina.com or you can check out the ROI shop and then you can just filter your way by submitting your information that way. Let me know that you heard me on the Keith's users and Googleization show. And if you go to the Keith Capagna, you can do a couple things there. You can find out about Keith.
You can find about work, like life, work integration. You can find out about ROI shop and you got a link to the Keith's users in Googleization. Go to the store. You get it all.
You're the one stop shopping there. You're like, it's all literally trying to visit our weekly visits over to the house. Hopefully we'll get back to that someday. Yes.
I hope you feel better too. Yep. I'm there. My voice is held up.
So I appreciate it. Stay safe. Have a happy. Great.
Well, everyone. Way too fast. Jason too much to cover. So many ideas, so many thoughts, but it's good.
Hopefully we got everybody's attention and raise the awareness and people are asking some questions that they didn't think that they were going to ask before. Just want to put a reminder November 30th. Have our webinar. We're talking a little bit about reimagine your tomorrow, one of the first steps that you need to achieve, but adapt and app to adapt.
We're not quite there yet, but we've got. We're pretty close. So Roxie, if you can throw up there, we go. So it's got to rebrand.ly to adapt where you can go to success, perform a solutions top button right on the top of the homepage.
So success, performance solutions.com and you can register. It is free. There are sure credits for anybody who's interested in that. Hopefully you're going to come because you're interested in change, not just for the credit, but you got a little bonus if you are looking for credits as well.
Any closing remarks. And spot your comment there near the end was really iron. It's the first time I've heard you say that phrase of what don't I know that I should. And that's where all of us are right now.
All of us are kind of at this point of adapting and learning to new things. And hopefully that gives some people peace of mind. You're not the only one trying to figure stuff out. You're adapting.
I'm adapting and you're adapting guru that teaches other people how to adapt and you're still adapting to. That's my aspiration someday when I grew up. That's what I'm going to be. I appreciate it.
Again, we want to thank everybody for being part of Googleization Nation for watching Geek Skeasers and Googleization. Register for adapt to adapt. Reimagine your tomorrow. And until next week, don't let the shift.
Hit your plans.