The Mind Behind Leadership

Thursday, April 15, 2021
Facebook Live Video from 2021/04/15 - Emerging Leaders in New Markets

Facebook Live Video from 2021/04/15 - Emerging Leaders in New Markets


2021/04/15 - Emerging Leaders in New Markets

[NEW EPISODE] Emerging Leaders in New Markets

With a background in tech start-ups, Jason Frazell is ideally placed to recognize the unique challenges for developing leaders and building sales team.

With Jason being an experienced Coach, Trainer & Podcaster, we'll be discussing his insights on how to avoid that unfulfilled element to be able to focus on what really matters.

Tune in for this insightful conversation at or watch the Facebook Livestream by clicking here.

Show Notes

Segment 1

Host Graham Dobbin opens the show discussing his time in quarantine in Sydney, Australia and the mentality behind entering a full two-week lockdown. As leaders, we must know our own limits and the limits of those around us. Graham introduces the episode’s guest, Jason Frazell, an executive and leadership coach who helps clients grow leadership skills, helping them decide what they truly want to create. Jason discusses how he makes his personal coaching stand out among others, ensuring that his consultation is effectively providing value to potential customers.

Segment 2

The second segment opens with Jason speaking about what he thinks makes a company great. Outside of driving profit, leaders creating a culture in which people want to be themselves is a large factor in millennials working their hardest. Additionally, having a sense of purpose in individual roles or strong company purposes, mental wellness benefits, employee discounts, and more create a stronger environment for working. Last, the way that companies higher in order to fit a certain workplace culture can make a company great. The biggest companies in the world are extremely clear in their mission. Jason discusses high achievers, meaning that one sees what they want, and they go and get it.

Segment 3

The next segment opens with discussion on what drives an individual. Graham discusses what drives an individual. Authenticity is important in creating something. Jason speaks on what he specifically helps his clients with, including looking for good management in a company. Additionally, the importance of growth and realizing what is next for someone is important in their career, making a learning and growing path essential in choosing an employment position. They speak on the importance of strong workplace environments and how something as little as food in the workplace makes a significant difference.

Segment 4

The final segment opens with Jason speaking on whether or not companies have gone too far in creating benefits, when the general culture in the company may be lacking. Good benefits are not a replacement for good work. Companies cannot use benefits as a coverup in where they are lacking in culture. The main reason why people leave their position is a general dislike of their manager. Jason explains what he does when not working, sharing his love for podcasting, improv, watching film and television, playing guitar, and spending time with his family.


00:00:27.450 --> 00:00:34.350 Graham Dobbin: So welcome this evening to the mind behind leadership live here on talk radio dot nyc, this is an unusual one for me.

00:00:34.890 --> 00:00:44.580 Graham Dobbin: So regular listeners will know that we normally broadcast from New York we're doing a live radio on talk radio dot nyc but we're coming live from Sydney Australia.

00:00:45.240 --> 00:01:01.380 Graham Dobbin: This evening or tomorrow morning, whichever you like I arrived last week, so this is a special quarantine in the show your episode nearly half the way through of mine for stay in a hotel in the city Center that will be let loose next weekend the thing is this week's got me thinking.

00:01:02.610 --> 00:01:09.870 Graham Dobbin: about the regular conversations that we have here on the mind behind leadership or and Brazilians of own the bookstore control or and compassion.

00:01:10.590 --> 00:01:17.850 Graham Dobbin: Being in a single room for 14 nights shouldn't really be a problem when we think about it it's not that bad I can work meals are delivered.

00:01:18.270 --> 00:01:25.590 Graham Dobbin: delivered I have exercise equipment i'm actually finding the experience okay and i've nearly halfway through but, like, I was a little bit nervous.

00:01:26.040 --> 00:01:34.980 Graham Dobbin: And one of those one of the reasons was everybody spoke to a boater said I couldn't do that that's going to be really tough oh that sounds tough.

00:01:35.880 --> 00:01:43.710 Graham Dobbin: i'm not everybody will have the same reaction, not everybody will deal with the same things in the same way, the same situation, the same guidelines, the same restrictions.

00:01:44.310 --> 00:01:54.990 Graham Dobbin: As leaders, we need to be aware of that not only our own limits, but and reactions, but also those around us how they may feel how they may react to something that seems really obvious.

00:01:55.620 --> 00:02:08.460 Graham Dobbin: And we're going to kind of probably explore that today, because one of our guests is an expert in that field just kind of looking at how how people react to what's around them, and he helps coach them so he's got the perfect guest on.

00:02:09.630 --> 00:02:19.020 Graham Dobbin: He helps create resilient compassionate leaders, the guests, this evening I am the ceiling and this morning i'm going to flip today, you know that's going to happen is a Jason.

00:02:19.380 --> 00:02:30.780 Graham Dobbin: Jason is a trainer or coach or facilitator and a podcaster and he works with people because he says you're ready to level up and make them mark is a mentor coach accomplishment coaching.

00:02:31.350 --> 00:02:43.380 Graham Dobbin: and has a very successful podcast or some really great guests calling talk talking to cool people and Jason what's with high growth tech startups but, more importantly, the people in them.

00:02:44.340 --> 00:02:50.520 Graham Dobbin: And here's the thing we talked about tech startups all the time and the topic the technology behind it, how cool, that is.

00:02:50.880 --> 00:02:56.130 Graham Dobbin: And sometimes we forget about the people who actually bring it to life, people are still really important within them.

00:02:56.460 --> 00:03:12.420 Graham Dobbin: or give some day to do that he's actually held some senior positions within emerging tech companies over a number years when he's not doing that yeah hills from brooklyn know and he's got two kids he's got five year old daughter, and a six month cycle, you know, six months on.

00:03:12.960 --> 00:03:15.630 Graham Dobbin: a six month old makes sense months old I was gonna say year old.

00:03:15.900 --> 00:03:17.340 Graham Dobbin: It doesn't work like that Jason does.

00:03:17.340 --> 00:03:20.610 Graham Dobbin: It so you got you got you've got a call with baby.

00:03:21.990 --> 00:03:22.590 Jason Frazell: Yes.

00:03:23.370 --> 00:03:29.280 Graham Dobbin: Jason just to give us a little bit backwards get tell us what you do just you put in your how you would tell us.

00:03:29.880 --> 00:03:37.230 Jason Frazell: yeah a lot of to n gram I want to give you something that was given to me about Koala babies they conquer o'neill's which I just find hilarious.

00:03:38.250 --> 00:03:38.970 Graham Dobbin: colonials.

00:03:39.150 --> 00:03:40.170 Graham Dobbin: broker o'neill's.

00:03:40.290 --> 00:03:42.630 Jason Frazell: man when he looks at the baby for an underground it.

00:03:42.690 --> 00:03:45.690 Graham Dobbin: Is Friday morning here and i've learned something already Thank you.

00:03:45.780 --> 00:03:59.490 Jason Frazell: There you go there, it is that's that's the goal tonight yeah so thanks Graham really appreciate you having me on tonight my time here in New York and yeah so like, as you said, i'm a i'm an executive and a leadership coach and I specifically work with.

00:04:00.660 --> 00:04:07.800 Jason Frazell: All my clients are high achievers work in most of them working great companies and if they work in companies that aren't so great, they usually go to a great company at some point.

00:04:08.520 --> 00:04:14.010 Jason Frazell: And I help them grow their leadership skills executive presence communication skills.

00:04:14.610 --> 00:04:22.200 Jason Frazell: And for many of them get clear about what they actually want to create, whether it be at their job or they want to start a side hustle or anything in between.

00:04:22.830 --> 00:04:28.860 Jason Frazell: So that's at a high level what I do to dig a little bit deeper I do that through pure coaching.

00:04:29.520 --> 00:04:40.560 Jason Frazell: I do that from some consulting work, and I also am certified in a couple of pretty popular tools everything disk, which is a work style assessment, I think you met you and I may have spoken about that in the past.

00:04:41.040 --> 00:04:45.690 Jason Frazell: And i'm also certified in clifton strengths, which used to be strength finders it's a gallop gallop product.

00:04:46.140 --> 00:04:51.810 Jason Frazell: been taken 25 million times those are both great tools to use with individuals and to use with teams so that's a.

00:04:52.620 --> 00:05:01.470 Jason Frazell: At a fairly high level the kind of work that I do and then like like you mentioned the other thing I want to say is I train and mentor new coaches i'm a leader at a coach training program called accomplishment coaching.

00:05:02.130 --> 00:05:04.590 Jason Frazell: it's a year long coach training program and we.

00:05:05.160 --> 00:05:16.560 Jason Frazell: Each year have students come through who want to become coaches and make a difference in the world, I helped train and mentor them and we are in month going into month three this weekend of that program so it's really exciting to see people start to grow and learn.

00:05:17.880 --> 00:05:27.630 Graham Dobbin: Okay i'm curious about that will come to one of the things I want to know how you got here i'm curious about that one of the things that I remember happening in 2008 2009 when we had.

00:05:28.650 --> 00:05:43.440 Graham Dobbin: A big shift in the marketplace let's let's call it that, so covered, one that was the financial news a big shift there, and the number of people who wanted to become coaches and consultants grew exponentially.

00:05:43.890 --> 00:05:47.010 Graham Dobbin: So, most people lost jobs they decided.

00:05:47.040 --> 00:05:56.370 Graham Dobbin: They didn't want to go back into corporate wanted to do their own thing, since you train coaches, is that something that you're seeing know like an uplift or is it fairly steady or.

00:05:57.030 --> 00:06:00.060 Jason Frazell: yeah it's an it's an interesting question and.

00:06:01.050 --> 00:06:10.200 Jason Frazell: it's funny that you bring up 2008 2009 because at the time I was in my corporate career and I had no clue that people wanted to become coaches and consultants, with a loss of job it just wasn't in my purview.

00:06:10.800 --> 00:06:15.840 Jason Frazell: I think the thing that i'm going to say for our program specifically know.

00:06:16.530 --> 00:06:24.480 Jason Frazell: We might and i'm just thinking about our current cohort we don't have anybody who's lost their job or anything like that, we do have people who come in and say hey.

00:06:24.900 --> 00:06:33.690 Jason Frazell: And this is going to relate to my story I just I want something different from my life yeah so that's for our program, I think, overall I was reading this.

00:06:34.350 --> 00:06:45.990 Jason Frazell: On linkedin I believe that the term coach and your title was the number two fastest growing profession during that since March of last year, because, quite frankly, there's no there's no.

00:06:47.310 --> 00:06:48.690 Jason Frazell: there's no regulation around it.

00:06:50.070 --> 00:06:57.480 Jason Frazell: It doesn't really mean anything to call yourself a coach and to do it, you really only need a computer.

00:06:58.200 --> 00:07:07.380 Jason Frazell: or a phone two ears and mouth and you can call yourself a coach because that's really you're just being with people you don't need a technology stack you don't really need much of anything so it's.

00:07:08.490 --> 00:07:14.520 Jason Frazell: it's The industry is growing quickly the kind of program that i'm a trainer on we don't generally our program is.

00:07:16.620 --> 00:07:29.370 Jason Frazell: is more expensive, both from a cost perspective, and also from the material and the time and everything, so we don't generally we haven't seen that in this cohort but in it, I know, overall, in the industry that's definitely happening.

00:07:30.150 --> 00:07:37.650 Graham Dobbin: um so when we talk about it, not being regulated I agree that's that's a that's a bit of an issue is actually a huge issue.

00:07:38.190 --> 00:07:47.340 Graham Dobbin: And how do you stand out, then when you've got something that saw well established or something you know that's a year long program it's got depth it's got credibility behind it.

00:07:49.080 --> 00:07:55.230 Graham Dobbin: How do you match that up with somebody who just happens to have a video and thinks that he can tell people what to do.

00:07:57.120 --> 00:07:58.380 Graham Dobbin: Because i've heard that oh.

00:07:58.920 --> 00:08:00.000 Jason Frazell: yeah yeah.

00:08:00.000 --> 00:08:01.620 Graham Dobbin: which could you can tell people what to do.

00:08:02.730 --> 00:08:10.500 Jason Frazell: right which is, which is funny that you say tell people what to do, because you know this, you talk to coaches, you know a lot of coaches you do coaching yourself that's not what coaching is.

00:08:10.590 --> 00:08:12.150 Jason Frazell: it's not telling people what to do.

00:08:12.510 --> 00:08:18.870 Jason Frazell: And that's actually what I thought it was until I learned more about it, so the answer your question.

00:08:20.760 --> 00:08:26.610 Jason Frazell: it's it's interesting because there's a lot of really good marketing and sales work out there.

00:08:28.530 --> 00:08:39.450 Jason Frazell: And some of those and some of the people are amazing I know some of them and their marketing is amazing and their product is amazing, there are other coaches, that I know their marketing is amazing.

00:08:40.890 --> 00:08:43.200 Jason Frazell: And they're not really coaching so.

00:08:44.280 --> 00:08:51.840 Jason Frazell: That doesn't mean that they're not good people that not that doesn't mean they're not making a difference, but they're not actually coaching their consulting their mentoring they're teaching.

00:08:52.170 --> 00:08:59.730 Jason Frazell: Their you know experts on something, and so they have a system, and so I would say the way that I differentiate this and I think it.

00:09:00.090 --> 00:09:03.990 Jason Frazell: Every everybody gets can do what they want credit for the hey What did you, what do you actually want.

00:09:04.920 --> 00:09:14.940 Jason Frazell: And we talked about how it's not a regulated space, but it is a space that is governed by a couple govern, meaning that they're optional, but you know the international coaching federation.

00:09:15.630 --> 00:09:26.340 Jason Frazell: There is a set of core competencies there's a set of credentials that you get and the very first core competency, is that you delineate with it with a potential new client difference between therapy consulting and coaching.

00:09:26.910 --> 00:09:31.200 Jason Frazell: and ask them what they want, and some people want consulting and I do consulting today, do you want me to.

00:09:31.560 --> 00:09:37.260 Jason Frazell: Teach you what I know you want me to tell you what to do you want me to take a look at things and give you recommendations that's actually what I want great.

00:09:37.530 --> 00:09:41.760 Jason Frazell: here's my consulting right here's what that looks like do you want somebody to explore with you.

00:09:42.330 --> 00:09:49.080 Jason Frazell: And, have you more come up with the answers yourselves and do that in partnership versus me being the expert that's what I want that's coaching.

00:09:49.560 --> 00:09:58.020 Jason Frazell: So that's the way I differentiate it, and some people will you know, decide to work with me some people won't they may go work for somebody who is not actually coaching but they like them better and i'm actually okay with that.

00:09:58.500 --> 00:10:03.000 Jason Frazell: So that's that's how I personally do it, and I think you know there's a million different ways that people do that.

00:10:03.690 --> 00:10:10.530 Graham Dobbin: it's it's interesting how you try to prove and how we try to prove our value to someone.

00:10:11.400 --> 00:10:12.930 Graham Dobbin: yeah as opposed to anybody else.

00:10:12.930 --> 00:10:23.850 Graham Dobbin: Because you because you've got an industry that some lists that isn't regulated and color so what part of what, what do you enjoy most then, what do you enjoy most of the coaching or consulting or dimension so.

00:10:25.800 --> 00:10:26.460 Jason Frazell: yeah.

00:10:27.180 --> 00:10:38.940 Jason Frazell: that's stacks question I like it no I am well I, like all it because you know me Graham I i'm a people person so as long as i'm interacting with people on generally good, I think the most rewarding thing for me is combining.

00:10:40.080 --> 00:10:48.510 Jason Frazell: What I would call more facilitate of coaching and some consulting and i'll use like an assessment work assessment is not pure coaching it's just not because.

00:10:49.230 --> 00:10:54.240 Jason Frazell: i'm trained in a tool you take the tool we're going to cover it, you know that I know more than you about the tool i'm trained in it.

00:10:54.690 --> 00:11:02.670 Jason Frazell: And I can still coach you inside of it, as opposed to hey Graham you took this assessment and here's where you are here's what you need to do here's how it's going to go versus a gram you took this like.

00:11:03.090 --> 00:11:07.380 Jason Frazell: How did that land for you, where do you see yourself using that in your in your role as a trainer.

00:11:08.070 --> 00:11:12.840 Jason Frazell: I really like taking the facilitator of work and some of the more expertise assessment type work.

00:11:13.170 --> 00:11:23.280 Jason Frazell: and combining it with peer coaching what I mean by pure coaching is i'm not actually giving you any advice not giving you answers i'm actually not the expert on anything I just happen to have some training on how to ask good questions and.

00:11:23.580 --> 00:11:38.400 Jason Frazell: be with you and bring those things out, so I, like all that, for me, I enjoy all of it as long as it's moving my clients forward in what they say they want that's really the the lens that I look through, and besides that i'm i'm kind of good with What, however, it goes.

00:11:40.080 --> 00:11:46.200 Graham Dobbin: um how did you get to this book, we did we did the older stuff and you said that you in 2008 you went.

00:11:47.520 --> 00:11:49.890 Graham Dobbin: You went into coaching or wasn't even in your vision.

00:11:50.340 --> 00:11:51.180 Jason Frazell: No, no.

00:11:52.410 --> 00:12:09.390 Jason Frazell: No yeah 2008 I was, I was in sales, I actually worked at 2008 I worked at at amp T and I was fortunate enough in 2008 to keep to keep my job I did I did not get laid off in the recession in 2008 and I actually didn't get into coaching.

00:12:10.530 --> 00:12:16.950 Jason Frazell: Until a few years ago, and if you give me a couple minutes i'd love to share that story, because I think it's it's meaningful to what you're asking.

00:12:17.010 --> 00:12:17.310 yeah.

00:12:19.350 --> 00:12:20.910 Jason Frazell: I was in a place where.

00:12:22.020 --> 00:12:28.770 Jason Frazell: I liked my job at the time, I worked at a startup I liked what I did I like the money, I, like the people I was actually.

00:12:29.370 --> 00:12:34.500 Jason Frazell: Probably want the best jobs i've ever had, but there was something that was inside of me i'm like I don't know I feel like there might be something more for me.

00:12:35.400 --> 00:12:44.700 Jason Frazell: And i'm randomly met a coach at an improv class when things I also do improv and she was my shoes my teacher and she had mentioned that she was a coach and I said oh.

00:12:45.330 --> 00:12:51.180 Jason Frazell: I don't really know what that means that sounds cool I like her, she seems cool, let me talk to her, I had a conversation with her hired her.

00:12:52.500 --> 00:12:56.040 Jason Frazell: Thinking she was going to tell me what to do this is ironic about all this.

00:12:56.820 --> 00:13:04.050 Jason Frazell: As a lot of people will hire coaches like this is the expert that's going to you know get me to do the thing and from there actually worked with her for eight months.

00:13:04.620 --> 00:13:11.370 Jason Frazell: and generating all that got me to a place where and i'll never forget that she said hey Jason you know I don't usually.

00:13:12.360 --> 00:13:17.610 Jason Frazell: tell people what to do, i'm just wondering if you'd be interested in potentially potentially looking at this work for yourself you're a people person.

00:13:18.180 --> 00:13:23.520 Jason Frazell: You like you genuinely like people, not everybody does you spend all day with people on this and I think this would be something you.

00:13:24.060 --> 00:13:33.420 Jason Frazell: might think about i'm like you know I have been thinking about it so she supported me to actually do some more investigation and then I ended up signing up for the coach training program that I know a leader in.

00:13:35.070 --> 00:13:42.150 Jason Frazell: Doing that as a side hustle stood up a coaching business had some success decided to take it from side hustle the full time, and here we are.

00:13:43.680 --> 00:13:47.670 Graham Dobbin: Nice, so it was the we kind of stumbled over it, and one of those.

00:13:48.810 --> 00:13:56.010 Graham Dobbin: Similar to my journey we kind of go and look and you'll be, we know that there's something else out there, so we're getting a little bit curious, and one of the.

00:13:57.630 --> 00:13:59.910 Graham Dobbin: One of the one of the themes of this shows about curiosity.

00:14:00.330 --> 00:14:14.940 Graham Dobbin: it's but keep on asking that next question about just just just explored it just we've got all the answers just check just just to see what else is beyond the door we're going to go for a break in a moment when we come back one of the things you mentioned earlier, was.

00:14:16.500 --> 00:14:18.690 Graham Dobbin: Your what were people who work with great companies.

00:14:19.860 --> 00:14:29.820 Graham Dobbin: i'm really curious about what a great company, maybe looks like to somebody who wants to work there, so we'll look at that, after the break and also kind of the difference in in tech and high achievers.

00:14:30.180 --> 00:14:39.960 Graham Dobbin: What did what did they because, especially if a high achiever My guess is most people from the outside, again we're talking about perception exactly the same as seeing 14 days and then.

00:14:40.170 --> 00:14:43.890 Graham Dobbin: in isolation, the perception is they've got everything.

00:14:44.310 --> 00:14:49.140 Graham Dobbin: That they obviously don't because they come to someone like you to try to get some clarity so we're going to dig into that.

00:14:49.350 --> 00:15:00.660 Graham Dobbin: By the way, the company and what about the people after the break you're listening to talk radio dot nyc my name is Graham dobbin we're here with Jason for sale and we're talking the main behind leadership we'll be right back after these.

00:18:03.210 --> 00:18:08.220 Graham Dobbin: Welcome back to the main behind our leadership life here on talk radio dot nyc we have.

00:18:08.430 --> 00:18:14.490 Graham Dobbin: Excellent for sale and we're coming alive, this evening, from Sydney in a sticker you're not nyc i'm.

00:18:15.480 --> 00:18:24.060 Graham Dobbin: Jason you mentioned about great companies people want to work for great companies that obviously there's a famous book Jim Collins his book from good to great.

00:18:24.630 --> 00:18:31.920 Graham Dobbin: And, and obviously that's you know that's held up, there is one of the one of the best kind of comparison business books off of how you achieve that.

00:18:32.580 --> 00:18:40.800 Graham Dobbin: But my guess is a slightly out of date, no, I mean I read it probably 1011 years ago and I was, you know that it was a mature look at that same a fantastic read.

00:18:41.340 --> 00:18:54.660 Graham Dobbin: What does a great company look like know for someone for one of these high achievers that you're talking about who wants to work there because that's the important part, what we're looking at is the people So what does it look like for them.

00:18:56.010 --> 00:18:59.310 Jason Frazell: yeah well i'd like to give you an example.

00:18:59.580 --> 00:19:02.490 Jason Frazell: of a few places that my clients work at or I do work at.

00:19:02.940 --> 00:19:03.690 Graham Dobbin: yeah please.

00:19:03.720 --> 00:19:08.370 Jason Frazell: And well and then we'll talk about what I hear from them and also what I see is making it a great place to.

00:19:08.370 --> 00:19:09.090 Graham Dobbin: Work please.

00:19:09.150 --> 00:19:11.580 Jason Frazell: So I have quite a few clients that work at Facebook.

00:19:13.320 --> 00:19:17.340 Jason Frazell: No information great culture great food great parties.

00:19:19.500 --> 00:19:22.710 Jason Frazell: I have a I actually have a client who just started a coinbase.

00:19:22.920 --> 00:19:37.890 Jason Frazell: it's exciting yes exciting time another great company I have clients who work at other lesser known startups that I won't name their names, but these startups are fast growing, and I think the thing that that I see that makes a company great.

00:19:39.390 --> 00:19:48.420 Jason Frazell: And I want to take it outside of like driving profit to start, I want to take it outside of the money part in into whether this is a place that you want to be, and you get inspired to work.

00:19:50.100 --> 00:20:01.890 Jason Frazell: it's I know this is going to be cliche but It all starts the leaders and creating a culture where people get to be themselves and, quite frankly I coach a lot of millennials and millennials high achieving millennials will accept nothing less than being.

00:20:01.890 --> 00:20:08.670 Jason Frazell: themselves, most of the time i'm not a millennial Graham I don't believe you're a millennial I could be wrong, but.

00:20:09.810 --> 00:20:10.560 Jason Frazell: i'm sorry.

00:20:11.790 --> 00:20:14.550 Graham Dobbin: You know, we just maybe maybe yeah.

00:20:14.790 --> 00:20:28.170 Jason Frazell: Well, and I relate this to my career, looking back at my out of college, for me it was Can I make the money, I want do I have a little bit of fun and is it kind of fulfilling most of my clients would not accept that.

00:20:29.700 --> 00:20:36.990 Jason Frazell: Can I make the money, I want that's important but what's usually more important is is it a place that I have belonging that I can make an impact.

00:20:37.530 --> 00:20:48.120 Jason Frazell: And that I can grow and for some of them it's a grow quickly, because a lot of my clients are people with highly educated grew up you know grew up going to good schools went to good colleges, many of them have graduate degrees.

00:20:49.500 --> 00:20:52.890 Jason Frazell: And so what makes the company great for them is.

00:20:54.060 --> 00:20:59.850 Jason Frazell: it's cliche but it's a sense of purpose in some way, shape or form for some it's the purpose in their individual role.

00:21:00.420 --> 00:21:09.630 Jason Frazell: And for some it's the purpose of the company purpose like hey what does this company do not the world that has me excited about coming in and spending 40 5060 hours a week, doing the work I do.

00:21:10.140 --> 00:21:20.670 Jason Frazell: And then there's all the other ancillary things benefits is also a huge one, and what I mean benefits it's not just about get your three weeks of vacation and your 401k it's about things like.

00:21:23.220 --> 00:21:26.640 Jason Frazell: Mental wellness benefits so Facebook specifically offers.

00:21:27.000 --> 00:21:37.770 Jason Frazell: Mental wellness benefits, where you actually can can get a therapist at no charge it's actually it's the same like you have your medical benefits, then you actually have your mental wellness benefits things like that things like free attorney.

00:21:38.370 --> 00:21:43.740 Jason Frazell: Free attorney services things like employee discounts things like.

00:21:45.420 --> 00:21:50.580 Jason Frazell: You want to go back and get training and something say you know from incentive just in his example.

00:21:52.080 --> 00:21:59.790 Jason Frazell: You actually can go and do that and the company will pay for it, so it's not just about hey we're going to get another degree it's about hey I want to go and get trained in public speaking, I want to go, I want to go.

00:22:00.000 --> 00:22:06.780 Jason Frazell: Work with the clifton strengths coach for a month on my strengths, the companies will actually invest in that and let the employees make that choice.

00:22:07.890 --> 00:22:16.800 Jason Frazell: And then I think the last thing that makes companies great for employees is the way that they hire and they don't hire necessarily purely for skill.

00:22:17.490 --> 00:22:27.030 Jason Frazell: They hire for culture fit and and train skills, so they look first at hey is this person going to be a good match energetically a good match, are they going to be a contributor.

00:22:27.690 --> 00:22:32.820 Jason Frazell: Not just from can they do the job and do it well, but are they going to contribute to our culture they're going to make an impact.

00:22:33.270 --> 00:22:35.670 Jason Frazell: And then we'll train them on the things that they're missing.

00:22:36.390 --> 00:22:43.560 Jason Frazell: Relating back to my career that's not how I was hired a few times like early in my career, it was like can you do this, do you match these 20 things.

00:22:43.980 --> 00:22:53.100 Jason Frazell: And I don't really care about whether you're a good dude I want to have a beer with or not, that seems to be kind of flipped and I also think for startups especially that really makes a huge difference.

00:22:53.520 --> 00:23:03.840 Jason Frazell: I worked at a startup where we had a really great team, we had we had one or two people that weren't a good fit and that spreads that spread the negativity spreads very quickly.

00:23:04.080 --> 00:23:16.500 Jason Frazell: I know you know I grandmother you do a lot of work with companies where that's an issue, and you have trainings around communication such so that's What about when I say great companies, that is what that's what i'm specifically referring to for the context of this conversation.

00:23:17.010 --> 00:23:23.490 Graham Dobbin: it's it's interesting none, none of this is is unusual we've actually doing this for years.

00:23:23.550 --> 00:23:32.250 Graham Dobbin: However, it is right for want of a better phrase is my wacker by Campbell vocabulary can even see that it's kind of been recounted as fluffy.

00:23:33.180 --> 00:23:43.620 Graham Dobbin: And we will look at when we look at looking after people having a sense of purpose is that a mission I mean I am old enough to remember company missions were really important.

00:23:44.160 --> 00:23:53.220 Graham Dobbin: And the needed to be on every single job that you waited for be tender you read for people would go run for copying each other's it didn't mean anything.

00:23:53.910 --> 00:23:54.540 Graham Dobbin: It was just.

00:23:56.160 --> 00:24:07.830 Graham Dobbin: It was just a be everybody's read the same, but we know it's interesting that that we talked about that still in this there's still a mentality that I don't know that that's it let's just get the job done.

00:24:09.000 --> 00:24:15.780 Graham Dobbin: purposes, one thing, but we just you know we're really just just get this product out or do this or get this process done.

00:24:16.680 --> 00:24:29.100 Graham Dobbin: Yet the most successful companies in the world are extremely clear on the purpose they're extremely clear in the mission and extremely clear of what the one that employees to do in be able to do as well.

00:24:29.490 --> 00:24:32.910 Graham Dobbin: You know they didn't 20% your time and in your own.

00:24:33.780 --> 00:24:34.140 you'll.

00:24:35.580 --> 00:24:41.790 Graham Dobbin: be creative you know and again, none of this is new it's just not commonly used.

00:24:42.840 --> 00:24:45.450 Graham Dobbin: Right is a genuine question, I wonder why.

00:24:46.740 --> 00:24:57.240 Jason Frazell: yeah well I don't I don't know why, because that to me, would be an individual to a company I I do think that there in the in the past there's kind of an either or.

00:24:58.440 --> 00:25:00.300 Jason Frazell: Either spend money on extra.

00:25:00.300 --> 00:25:03.210 Jason Frazell: benefits and you provide.

00:25:04.260 --> 00:25:15.360 Jason Frazell: parties and free beer and all these things, or you drive heavy heavy results and again i'm coming from kind of like my personal experience.

00:25:15.870 --> 00:25:24.990 Jason Frazell: And I think the growth of Silicon Valley and technology startups and venture capital and all these things, has just made it really apparent that you can actually do both and you kind of need to do both.

00:25:25.410 --> 00:25:35.280 Jason Frazell: And if you don't do both you're going to lose talent, no matter how much you're driving results because there's other there's other companies that are driving results, we also have the other things that people want now.

00:25:36.300 --> 00:25:37.020 Jason Frazell: and

00:25:38.640 --> 00:25:42.180 Jason Frazell: The I think the why for.

00:25:43.710 --> 00:25:51.330 Jason Frazell: Both me when I say older companies, I mean things that are more in like more tenure more tenured industry things that have.

00:25:51.330 --> 00:25:53.250 Jason Frazell: been around for a long time outside of technology.

00:25:53.460 --> 00:25:58.140 Jason Frazell: I think, where it hasn't gotten yet is because those jobs are such.

00:25:59.580 --> 00:26:06.840 Jason Frazell: And i'm going to stereotype a little bit much of those jobs are much more about the doing of things and, quite honestly, a little bit less creativity.

00:26:07.770 --> 00:26:14.730 Jason Frazell: You don't necessarily need the best talent to do that, you can actually pay less and get amazing people that can do that to get the very best talent.

00:26:15.090 --> 00:26:25.890 Jason Frazell: The very best talent, that I know they don't want to sit and do stuff all day they want to IDA they want to create they want to come up with strategies and they want to, and they want to most all the best people that I work with they all create something.

00:26:26.220 --> 00:26:35.070 Jason Frazell: yeah whether they're in sales and they're creating new ways to engage customers, whether they're in product management and they're creating new products that are engineering and creating new ways of doing code.

00:26:35.400 --> 00:26:48.810 Jason Frazell: or they're they're individuals that are actually creatives like they want to create something and I think that those the people that have a vision for that they need, they need more than just hey here's your computer here's your job description and go do it it's gonna get bored.

00:26:49.650 --> 00:26:50.280 Graham Dobbin: they're going to leave them.

00:26:54.060 --> 00:26:58.200 Graham Dobbin: High achievers talk to them about high achievers on the outside, when we think of.

00:26:59.400 --> 00:27:01.320 Graham Dobbin: First of all, your definition of a high achiever but.

00:27:01.320 --> 00:27:02.280 Jason Frazell: Secondly, it's.

00:27:02.970 --> 00:27:14.430 Graham Dobbin: In my head when I think of a high achiever and I think somebody who's got all they've got the apartment they've got the car i've got the lifestyle that goes all around that they've gotten a job they've got security very quickly.

00:27:14.880 --> 00:27:22.560 Graham Dobbin: which you know, most people are striving for and what's your definition of it and find might be don't be happy with these great companies.

00:27:23.370 --> 00:27:28.290 Jason Frazell: yeah what's interesting ground that your version of high achiever all related to financial.

00:27:30.870 --> 00:27:32.700 Jason Frazell: says a lot about your what what drives you.

00:27:35.160 --> 00:27:38.490 Jason Frazell: i'll answer the definition of the high achiever to start.

00:27:39.810 --> 00:27:47.550 Jason Frazell: To me, high achiever means that you, you see something that you want, and you go and you get it.

00:27:48.930 --> 00:27:55.680 Jason Frazell: So there's people that are high achievers who actually don't make a ton of money there's people who are achievers that don't have a Ivy league education.

00:27:56.220 --> 00:28:01.350 Jason Frazell: But they see something for themselves and they're willing to go out and they're willing to get it they're willing to work hard they're willing to work smart.

00:28:02.130 --> 00:28:06.750 Jason Frazell: And they're willing to grow, so all the high achievers that I know.

00:28:07.380 --> 00:28:20.160 Jason Frazell: That again a cliche term is they have a growth mindset so they're not sitting there not resting on their laurels they're not saying hey I know how to do this thing don't tell me what to do, I don't need coaching I don't need support, I don't need training i'm good.

00:28:21.330 --> 00:28:25.920 Jason Frazell: I don't generally consider those people high achievers and I also think there are.

00:28:27.090 --> 00:28:40.260 Jason Frazell: Many people in higher level positions at companies that I actually would not define as high achievers they may be done their time, prove that they can you know prove they can do the doing and they end up in a place from tenure.

00:28:40.740 --> 00:28:41.970 Jason Frazell: or politically aligned.

00:28:42.270 --> 00:28:56.490 Jason Frazell: And then there's other people that are high achievers and they get there, through their achievements so that's that's in a nutshell, how I define high achieving and that's just my definition of it, so this is just a wrap on this when i'm talking to a potential client.

00:28:57.570 --> 00:29:02.520 Jason Frazell: I can usually suss that out pretty quickly, based on what they share it and say, well, I want to work with you, so I can make more money.

00:29:03.300 --> 00:29:12.180 Jason Frazell: i'll never just be like okay we're gonna make more money think well what's what's that all for like what's The thing that actually drives you behind that it's usually you know either like you know freedom.

00:29:14.850 --> 00:29:20.670 Jason Frazell: Freedom making an impact, I want to be more philanthropic you know, of course, people have families, and I want to make sure that my kids are.

00:29:20.940 --> 00:29:28.260 Jason Frazell: covered for college, I want to buy that House but it's not generally like I want to make money, just for the sake of making money it's it's the same purpose of it.

00:29:28.650 --> 00:29:32.850 Graham Dobbin: yeah My guess is there's a lot of fear in there as well, it's about getting away from what having it.

00:29:33.690 --> 00:29:40.290 Graham Dobbin: Of course yeah and not having that stability of a boat to go to a break Jason when we come back we'll talk about kind of that interaction between them.

00:29:41.190 --> 00:29:52.440 Graham Dobbin: Between the high achiever or four people are actually looking for for within a company and you're listening to the mind behind leadership we don't talk radio dot nyc and we'll be right back after these.

00:32:46.230 --> 00:32:54.840 Graham Dobbin: Welcome back to the main buying leadership live on top rated or the nyc we're speaking with Jason Brazil and we're talking about high achievers.

00:32:55.560 --> 00:33:10.500 Graham Dobbin: And how you recognize high achievers, and so what the looking for just before we go is there anything you want to add about about how you define some you're such a high achiever I mean i'm here one of the things I hear is driven.

00:33:11.460 --> 00:33:21.900 Jason Frazell: yeah definitely driven I did want to share something that popped up for me during the break so in clifton strengths For those of you listening and i've taken it there's actually a strength that's called achiever.

00:33:23.190 --> 00:33:35.910 Jason Frazell: it's the number one strength in the world, statistically clifton strengths just had its 25th million person take the assessment and what achiever means and clifton strengths is your superpower is to see things through to completion.

00:33:37.650 --> 00:33:43.410 Jason Frazell: there's other types of ways to do that so there's something called activator your superpowers you like to start things or you're good at starting things.

00:33:43.770 --> 00:33:50.760 Jason Frazell: there's also something called maximize there's actually something called maximize or which is, you see something good and you make it great so achiever.

00:33:51.180 --> 00:33:55.950 Jason Frazell: is the number one strength in the world, and I share that because that's what I mean.

00:33:56.640 --> 00:34:08.430 Jason Frazell: Is you actually see things through to completion in terms of hey I want that job at Facebook hey I decided, I want to go back to school hey I wanted, I want to broadcast radio show from Australia, while in quarantine.

00:34:09.210 --> 00:34:16.080 Jason Frazell: Just just a random example of course and and you actually see that, through to completion and almost nothing will get in your way.

00:34:17.220 --> 00:34:18.690 Jason Frazell: that's what I mean by high achievers.

00:34:19.170 --> 00:34:28.020 Graham Dobbin: right because it's interesting one of the comments that you made earlier was when I say this is what a high achiever looks like it's going to go down the traditional, this is the.

00:34:28.530 --> 00:34:39.180 Graham Dobbin: This is how it's seen around you know you remember the 80s and 90s movies, this, this is what achievement look like and it probably did a large part, especially in New York, up until 2000 years.

00:34:39.660 --> 00:34:41.760 Graham Dobbin: yeah it was a financial crash and things change.

00:34:41.790 --> 00:34:50.970 Jason Frazell: Well it's what and grandma was mentioned it's funny it's funny you mentioned that too, because what merely popped in for me is Gordon gekko from Wall Street yeah miserable human being.

00:34:51.840 --> 00:34:53.280 Jason Frazell: horrible human being well they.

00:34:53.820 --> 00:34:55.740 Jason Frazell: Allegedly allegedly.

00:34:57.810 --> 00:35:04.980 Jason Frazell: Jordan belford from wolf of Wall Street not known to be a great human being right like and i'm even thinking about.

00:35:06.810 --> 00:35:08.670 Jason Frazell: I don't know if you watch billions on showtime.

00:35:09.660 --> 00:35:13.080 Graham Dobbin: I thought it's filmed on the corner from me and i've never seen it.

00:35:13.590 --> 00:35:20.760 Jason Frazell: There you go well Jamie Lewis his character Bobby axelrod he's a hedge fund owner he's he would be what you would say typically is a.

00:35:21.240 --> 00:35:29.460 Jason Frazell: tremendously high achiever you know wealthy beyond things whatever you want miserable human being on the show, and yes he's a fictional character and SOS SOS Gordon gekko but.

00:35:30.120 --> 00:35:36.960 Jason Frazell: The people that I generally work with are more than just the financial part there's something more than just hey I want to make a bunch of money yeah.

00:35:37.290 --> 00:35:43.380 Jason Frazell: And they make a bunch of money, because they are good at what they do and they care so that's the result versus i'll do anything to make a bunch of money.

00:35:46.710 --> 00:35:56.490 Graham Dobbin: Is nj, what are the quick interactions behind is that what am I drivers is not financial absolutely not is it.

00:35:56.550 --> 00:35:57.630 Graham Dobbin: As experience.

00:35:58.890 --> 00:36:02.730 Graham Dobbin: Total line moving to New York was an experience it cost me more than I am.

00:36:05.250 --> 00:36:13.380 Graham Dobbin: i'm coming to Australia was was an opportunity that could kind of miss, especially in the same way, this where opportunities are limited.

00:36:13.860 --> 00:36:24.600 Graham Dobbin: You know there's there's not that chance I flew over here with 24 or 23 other people in a plane, it was you know there's that few people are getting into the country, so an opportunities arise it's like grab them.

00:36:25.290 --> 00:36:25.830 Jason Frazell: that's right.

00:36:26.340 --> 00:36:41.220 Graham Dobbin: I don't, then I wonder what will happen from there is can like do good things and see what happens so i'm always curious about where we're high achievement seen with the people that you work with what turns them off from a company, then.

00:36:42.480 --> 00:36:42.840 Jason Frazell: yeah.

00:36:46.290 --> 00:36:47.010 Jason Frazell: where to begin.

00:36:48.480 --> 00:36:49.410 politics.

00:36:50.880 --> 00:36:54.810 Jason Frazell: Politics I don't really know anybody who gets turned on my office politics but.

00:36:57.090 --> 00:37:03.720 Jason Frazell: I think it depends, it depends, where you're on the political structure, whether you like them or not, I think some people really enjoy that because they get to exert influence and.

00:37:04.260 --> 00:37:13.200 Jason Frazell: That office politics, not having a sense of purpose takes them off like in a role that's not something that is what they know is there.

00:37:13.890 --> 00:37:22.680 Jason Frazell: Is their best way to show up or their best impact, which is one of the things I work with one of the reasons that I work with people come to me is hey i'm doing this thing and it just doesn't feel authentic i'm not enjoying it.

00:37:23.730 --> 00:37:28.410 Jason Frazell: We uncovered together what would be what would be some other options or what would be some things they could do.

00:37:31.770 --> 00:37:41.460 Jason Frazell: And then it's just the typical stuff bad management, you know people and i'm a big believer that nothing is worse when you work for your when you work for a company there's nothing worse than.

00:37:41.970 --> 00:37:47.190 Jason Frazell: Nothing will make your career worse than having bad managers and nothing will make your career better, in my opinion.

00:37:47.400 --> 00:37:55.740 Jason Frazell: than having a good boss, I know you do a lot of management training and leadership training around specifically around that and how to how to actually improve those skills and meet your employees, where they're at and such.

00:37:56.310 --> 00:38:07.950 Jason Frazell: that's The other thing with coaching most mostly millennials they will not stand for a bad manager for very long and sometimes we have to discuss what a bad manager means and a bad manager does not mean that you're told no.

00:38:08.700 --> 00:38:17.280 Jason Frazell: yeah i'm kind of like parenting but if it's like it's somebody that doesn't care for you they're out for themselves that and then I think the last thing is.

00:38:19.140 --> 00:38:26.760 Jason Frazell: The you said it yourself there's got to be growth there's gotta be something that's next for me.

00:38:28.110 --> 00:38:29.610 Jason Frazell: can just be hey i'm going.

00:38:29.790 --> 00:38:43.230 Jason Frazell: i'm doing this job i'm pounding code or i'm selling some stuff, and this is likely, all I got that's the thing like there's got to be a learning path there's got to be a growing path and there has to be a way that the company is investing in me and if they're not.

00:38:44.310 --> 00:38:52.710 Jason Frazell: You can be sure that i'm not going to belong to this company i'm going to take my talent take my talents elsewhere, as long as lebron James said back in the day, take my talents to another company.

00:38:53.040 --> 00:39:02.010 Graham Dobbin: It is one of the key things so we see high achievement potentially been that financial see that see all the all the labels.

00:39:02.610 --> 00:39:11.400 Graham Dobbin: That you get all this stamps that you get with with having achieved well and then, on the other side is almost an extreme is the party that.

00:39:11.970 --> 00:39:24.900 Graham Dobbin: You know i've worked with Google and not getting through me more as much as i've worked with some enormous brands worldwide when I realized that you got food every day for free and it just I mean I don't mean just any food only fully catered.

00:39:25.020 --> 00:39:28.260 Graham Dobbin: it's spectacular yeah.

00:39:29.400 --> 00:39:43.200 Graham Dobbin: You take it to that side, and then I wouldn't go to if if there's two things that could happen there when a company can do it, so I kind of wonder how employees of Google fit themselves in the last year, good good to the office.

00:39:43.830 --> 00:39:45.000 Graham Dobbin: I could actually answer that.

00:39:45.240 --> 00:39:47.310 Graham Dobbin: No, please do please do I kind of wonder if the top.

00:39:47.310 --> 00:39:47.850 Jason Frazell: I have.

00:39:49.110 --> 00:39:51.750 Jason Frazell: I have a couple, I have some clients that Google and I have a couple friends who were.

00:39:51.750 --> 00:39:57.000 Jason Frazell: Get will they they have to do something crazy Graham they have to eat the same food that the rest of us do.

00:40:00.420 --> 00:40:15.810 Graham Dobbin: And here's the thing when when you can offer it when you can't do these things, it then becomes a problem not starts Canada one and it's almost taken for granted, but I had a logic scenes with we work, as well as a Member, I did quite a bit work with we work.

00:40:16.440 --> 00:40:17.460 Graham Dobbin: Member walking in.

00:40:17.760 --> 00:40:28.770 Graham Dobbin: And this was me coming from the UK kind of three and a half, four years ago, not knowing that not knowing the light aligned as a walk in rain looking to see if I was going to rent this office, I see a beer tap.

00:40:29.580 --> 00:40:34.050 Graham Dobbin: And I was that, knowing full well that was a bit of top I kind of wanted an explanation.

00:40:34.710 --> 00:40:36.690 Graham Dobbin: And he said you get free beer every day.

00:40:36.750 --> 00:40:39.000 Graham Dobbin: Like no and it was a.

00:40:39.300 --> 00:40:39.870 Graham Dobbin: joy like.

00:40:39.900 --> 00:40:50.730 Graham Dobbin: This is fantastic, but then, when I began to notice here I genuinely I think I had three beers and few years I really didn't I just didn't use it and.

00:40:50.760 --> 00:41:04.710 Graham Dobbin: yeah That was one, but secondly it's interesting how it was then seen negatively by many other people i'm not going to walk in there, but people are standing having free beer during the day and eventually we took that off now, I think, I think.

00:41:04.920 --> 00:41:17.820 Graham Dobbin: Really yeah it's gone it's gone and I think the only thing that saved if i'm being honest, I think the only thing to say it was covered, because people are not in the office know the to cut off just beforehand, so when we go back in as a new normal.

00:41:18.870 --> 00:41:19.260 Jason Frazell: Right.

00:41:19.380 --> 00:41:21.030 Graham Dobbin: Just just cutting it.

00:41:21.480 --> 00:41:21.750 Graham Dobbin: You know.

00:41:21.810 --> 00:41:31.860 Graham Dobbin: yeah not very few others do it, and it is one of those things that if you're going to give people things you need to keep it consistent, because if you ever take it away it's a negative.

00:41:32.250 --> 00:41:38.160 Graham Dobbin: Even though, even though nobody else offers it so you know in some levels everybody else but it's a negative.

00:41:38.910 --> 00:41:45.750 Jason Frazell: yeah I can I can share an anecdote about that company to be remain remain nameless I just happen to know about.

00:41:47.340 --> 00:41:49.890 Jason Frazell: They there was an uproar.

00:41:51.360 --> 00:42:06.570 Jason Frazell: When the no food when coven company went remote, this is not one of the companies we've talked about tonight is another company, who also provides meals and such and there was an uproar that well aren't you going to give me a food stipend every day, and the answer was.

00:42:07.590 --> 00:42:11.910 Jason Frazell: No, and the reasoning was you're not commuting.

00:42:14.130 --> 00:42:19.440 Jason Frazell: And we're just not going to we're just not going to do that and there's a big uproar because.

00:42:20.250 --> 00:42:27.030 Jason Frazell: we're expecting food and to your question like how do they feed themselves well you've been feeding me before you need to feed me now, the answer is well we're not going to.

00:42:28.020 --> 00:42:34.710 Jason Frazell: And we're not going to provide a food stipend this is, and this is a large company I think what people don't realize is the economies of scale that come when you have a.

00:42:35.040 --> 00:42:42.150 Jason Frazell: couple thousand people in an office location, with a cafeteria versus holy crap that's a lot of admin work to have like.

00:42:44.040 --> 00:42:51.570 Jason Frazell: 100 you know hundreds of people expensive food or even getting a food stipend and the other thing that you mentioned, is what do you do instead you do things like what.

00:42:52.530 --> 00:42:59.010 Jason Frazell: Google and Facebook and all the good big tech companies, I know hey Graham you need to go remote, because the code.

00:42:59.400 --> 00:43:09.390 Jason Frazell: here's a grand or here's two grand to get yourself set up go get yourself that Nice monitor go yourself, there is a field what company was, I think they gave people a $3,000 stipend that's a nice technology stipend.

00:43:09.630 --> 00:43:10.650 Jason Frazell: Go upgrade your Internet.

00:43:11.220 --> 00:43:18.780 Jason Frazell: grab it grab it grab two sets of air pods whatever those things, so you, you know these companies and i'm also well aware that these companies print money.

00:43:19.110 --> 00:43:28.920 Jason Frazell: And if you look at their stock and you look at their average revenue for plan per employee it's a it's a drop in the bucket for them, but it's still being aware that that is something that you can do for employees.

00:43:29.580 --> 00:43:39.930 Jason Frazell: back to what you asked earlier is the thing that's going to have you continue to do it and just one last anecdote I know of a company that actually gives people every year.

00:43:40.950 --> 00:43:48.180 Jason Frazell: $1,000 and they have to buy something with it, they can't just get in their paycheck they can do whatever they want with it, as long as it's a hobby.

00:43:49.050 --> 00:44:00.360 Jason Frazell: So I have a friend who's a musician he bought a new keyboard with it, so you have to buy something that you're going to use it's going to be for your well being it's going to you're going to enjoy you can't just take the thousand, but it can be like hey I want a.

00:44:01.380 --> 00:44:13.920 Jason Frazell: I want a new keyboard I want a new bike I want to get that piece of exercise equipment and they actually give people a yearly stipend to go and buy something that's for their own personal thing which I think is kind of a brilliant kind of a brilliant idea.

00:44:15.480 --> 00:44:23.100 Graham Dobbin: we're about to go to our last break when we come back from the break kind of one let's let's tie this up can companies go too far.

00:44:23.730 --> 00:44:29.880 Graham Dobbin: You know, can we can we offer too much, and then I just want to get a bit of an idea of what you do when you're not doing this Jason.

00:44:30.150 --> 00:44:35.760 Graham Dobbin: How do you show busy I love those photographs in the background My guess is that that's that that's part of.

00:44:36.300 --> 00:44:47.550 Graham Dobbin: that's part of the life of your your family taking that as an amazing photograph in the background you're listening to the mind mind leadership, I am live on talk radio dot nyc we'll be right back after this.

00:47:08.040 --> 00:47:12.660 Graham Dobbin: Welcome back to the mind behind leadership life here on talk radio, the nyc we have Jason.

00:47:12.690 --> 00:47:14.040 Graham Dobbin: purcell with us we're talking.

00:47:14.040 --> 00:47:25.710 Graham Dobbin: about how people develop and tech companies high growth startups and mature tech companies now and and how they keep the people, one of the things I was looking at was I was.

00:47:26.730 --> 00:47:39.570 Graham Dobbin: going to say you know hey, how do we keep these and what's the issue, one of the models that keeps on coming back to mind for me is this house burns model or of motivation, so it talks about how people are satisfied or dissatisfied.

00:47:39.870 --> 00:47:41.250 Graham Dobbin: In in jobs.

00:47:41.730 --> 00:47:54.090 Graham Dobbin: And it really comes back to pay and salary and all those kind of things deep do something, but it's just it's just a single level alone we keep people happy for so long, but achievement recognition.

00:47:55.140 --> 00:48:04.650 Graham Dobbin: Being a people company having purpose all those kind of things, the interaction with their managers and supervisors and leaders and that's what's more important to people.

00:48:05.100 --> 00:48:06.390 Graham Dobbin: we've also said earlier.

00:48:06.780 --> 00:48:15.120 Graham Dobbin: that this could have been seen fluffy i've just checked during the break how spec CD came out in 1968.

00:48:17.250 --> 00:48:19.470 Graham Dobbin: team six that is unbelievable.

00:48:21.000 --> 00:48:23.430 Graham Dobbin: yeah for 5052 53 years old.

00:48:24.060 --> 00:48:24.660 Graham Dobbin: not surprising.

00:48:25.050 --> 00:48:38.100 Graham Dobbin: And it's there, it was its weight is one of those things when you talk people through the actual the theory of it, everybody goes yet that's 100% right yet very few companies implemented so amazing.

00:48:39.360 --> 00:48:40.410 Graham Dobbin: Did we go too far.

00:48:42.600 --> 00:48:44.280 Graham Dobbin: So you're gonna say something else.

00:48:44.790 --> 00:48:47.400 Jason Frazell: No, I was just no i'm.

00:48:48.630 --> 00:48:49.950 Jason Frazell: Thinking about your question.

00:48:53.310 --> 00:48:59.730 Jason Frazell: I don't know that I wouldn't call it too far, I think what I would say, and I don't have a.

00:49:00.780 --> 00:49:11.280 Jason Frazell: good example of this, I do but i'm not going to name names again it's there's a book written about this, you got all these amazing benefits and then the culture is just crap.

00:49:12.150 --> 00:49:12.750 Jason Frazell: yeah so.

00:49:13.800 --> 00:49:17.880 Jason Frazell: You know, a beer tap or a free lunch or.

00:49:18.900 --> 00:49:28.650 Jason Frazell: That is not a replacement for meaningful work managers that are well trained I know this, and now I think now we're talking about the world that you live, I mean this is what you.

00:49:28.770 --> 00:49:30.750 Jason Frazell: Do for a living right, this is training you do.

00:49:31.080 --> 00:49:38.880 Jason Frazell: So I think what would be too far as hey we got a big culture problem which we do let's get on let's get a candy machine in the in the break room like for free like.

00:49:39.720 --> 00:49:50.310 Jason Frazell: that's not going to make a difference, in my opinion, so I think that's what's going too far don't use these additional benefits as a cover up or as a reason to not also invest.

00:49:50.310 --> 00:50:03.720 Jason Frazell: In everything we talked about tonight yeah actually I do and I was going to say now, Graham i'm pretty sure you know this, but when you look at statistics of why people leave jobs, whether unhappy it's it's their manager it's like what is like 76% or something.

00:50:03.720 --> 00:50:09.690 Jason Frazell: yeah that's the reason that people leave and money is like three or 4%, which is so fascinating to me.

00:50:10.200 --> 00:50:10.470 Graham Dobbin: yeah.

00:50:10.620 --> 00:50:16.920 Jason Frazell: say it and I may be wrong i'm not sure what study i'm actually quoting I maybe misquoting it as well, but it's not the money.

00:50:17.460 --> 00:50:18.390 Graham Dobbin: No money.

00:50:21.360 --> 00:50:28.110 Graham Dobbin: It needs money needs to be competitive, we all know, people will not take a generally do not take a risk.

00:50:29.760 --> 00:50:37.020 Graham Dobbin: For an increase in salary when there's a doubt about the culture there's a note about the working environment, and so, when we talk about managers.

00:50:37.530 --> 00:50:52.620 Graham Dobbin: A single lots of those studies about and I think you're right, you know you're you're into the 70% of why people leave, and I think it's maybe not even just quite managers relationships let's look at his relationships around us what what how do they interact with people.

00:50:53.760 --> 00:50:56.610 Graham Dobbin: Rather than rather than just supervision that I know how specs.

00:50:57.180 --> 00:51:06.540 Graham Dobbin: kind of theory talks about supervision, but I believe it probably extends for the right nobody's to the to the team and who you're working with yeah.

00:51:06.630 --> 00:51:12.720 Jason Frazell: Absolutely absolutely yeah that's a great question, I never thought about before so thanks for thanks for putting me on the spot here but.

00:51:12.750 --> 00:51:13.020 Now.

00:51:14.790 --> 00:51:17.220 Graham Dobbin: we've got we've got a few more minutes for me to put you on the spot even more.

00:51:17.550 --> 00:51:18.360 Jason Frazell: And I love it.

00:51:19.050 --> 00:51:30.270 Graham Dobbin: i'm we've got going right into Canada, who Jason is we, I think we've got a really good idea of your values and thought processes and everything, what do you do when you're not doing this.

00:51:31.380 --> 00:51:33.150 Jason Frazell: This is all I do Graham that's this is.

00:51:33.180 --> 00:51:35.610 Graham Dobbin: This is a you're in a room that's it.

00:51:36.780 --> 00:51:39.810 Jason Frazell: i'm just sitting here in front of my microphone yeah so.

00:51:41.490 --> 00:51:57.090 Jason Frazell: You mentioned it before I I love to podcasts so that's something that takes some time it's not the it's not and I kind of view my podcast is not so much part of my work, but really like a hot it's a hobby a small part of my business.

00:51:57.300 --> 00:52:03.240 Jason Frazell: What that so that takes time but I love every minute of it, I do improv I do improv.

00:52:03.990 --> 00:52:09.480 Jason Frazell: And that's been a game changer for me in my life for one it's how I met my first coach who has me here talking to you tonight.

00:52:09.900 --> 00:52:18.720 Jason Frazell: To it's a great skill to have when you're training facilitating and coaching because guess what people show up and things happen, and you have no idea that they're going to happen yep.

00:52:20.400 --> 00:52:31.050 Jason Frazell: So I do, that I really enjoy that i'm a huge film buff i'm a self proclaimed TV snob which means I check metacritic before I watch anything which drives my wife crazy.

00:52:32.910 --> 00:52:35.670 Jason Frazell: Little version of OCD I I.

00:52:36.840 --> 00:52:37.770 Graham Dobbin: don't like too much.

00:52:38.130 --> 00:52:38.610 Graham Dobbin: i'm going to.

00:52:39.120 --> 00:52:41.010 Graham Dobbin: Watch yeah going to be in the swamp.

00:52:41.040 --> 00:52:42.090 Jason Frazell: yeah I watch.

00:52:43.350 --> 00:52:59.430 Jason Frazell: For those listening, if you haven't watched the show and you're and you don't mind subtitles and Graham I think I mentioned this to you, arguably, my favorite show of all time is gomorrah yeah from Sky TV in Italy, it is a darker, it is a show that has almost no joy in it.

00:52:59.970 --> 00:53:02.010 Jason Frazell: there's almost nothing funny or joyful.

00:53:02.430 --> 00:53:14.100 Jason Frazell: And the characters are some of that the characters have some of the most well fleshed out characters i've ever seen in any TV the production values are phenomenal the storyline is amazing every single episode is absolutely riveting.

00:53:14.730 --> 00:53:22.290 Jason Frazell: And it's also about something that I didn't know anything about which is it's about it's about the drug and weapons trade in Naples Italy.

00:53:23.160 --> 00:53:34.380 Jason Frazell: I was like Naples and like Neapolitan like it doesn't look like a very nice place I guess it's actually the largest the largest drug and weapon trading area in Europe and all of Europe is my understanding.

00:53:35.400 --> 00:53:41.250 Jason Frazell: So watch things like that, and then you know, the other side of that i'm finally getting through shits creek which is fantastic.

00:53:41.520 --> 00:53:54.960 Jason Frazell: that's that's a great you know 21 minutes of just like silliness fun characters I don't know if you watch it's creek and then I you know I watch all the way to call prestige TV and breaking bad better call Saul homeland billions.

00:53:55.500 --> 00:53:57.180 Jason Frazell: Goodness yeah.

00:53:57.630 --> 00:54:02.280 Graham Dobbin: Well, I started homeland last week in coordinating so first I believe or not that's a foursome.

00:54:02.280 --> 00:54:03.540 Jason Frazell: yeah that's a great shelf.

00:54:03.660 --> 00:54:04.350 Jason Frazell: Who she is a great.

00:54:04.800 --> 00:54:16.320 Graham Dobbin: shits creek is one that I actually discovered the boat, two months ago and i've avoided I don't know why and it's one of the most well written and you can see the impact it's actually interesting because you can see the improv coming through in there.

00:54:16.590 --> 00:54:17.040 Jason Frazell: Because it's like.

00:54:17.190 --> 00:54:22.860 Graham Dobbin: yeah it's a family show, but you get see how there's there's a lot of that not scripted he's real.

00:54:23.340 --> 00:54:27.420 Graham Dobbin: To use that it's not scripted and about just how you go and having a family.

00:54:28.830 --> 00:54:35.040 Jason Frazell: yeah well, I actually I would I would do myself and injustice this if I come on and don't share my all time favorite show, though.

00:54:35.220 --> 00:54:41.310 Jason Frazell: going to take and it's an it's an it's a half improv show curb your enthusiasm so i'm a huge Larry David fan.

00:54:41.820 --> 00:54:46.320 Jason Frazell: Love his sense of humor I know it's not for everybody, however, if you do this, that shows half improv.

00:54:47.070 --> 00:54:53.580 Jason Frazell: So the way that Larry run late with Larry and Jeff do that show is they write an outline for the scene and they say hey y'all, this is what we're gonna do the scene.

00:54:53.820 --> 00:55:00.240 Jason Frazell: From the improv it and you can see it, you could see him improv and during the scenes, and they also do a ton of takes so that's um that's coming to their.

00:55:01.560 --> 00:55:07.800 Jason Frazell: Family yeah I mentioned a married i've got five year old daughter, and we have a six month old coronal.

00:55:08.820 --> 00:55:09.570 Jason Frazell: And because.

00:55:09.660 --> 00:55:18.000 Jason Frazell: And because because my wife and I are a little crazy, we have a almost four month old golden retriever puppy because you know why not just add to the.

00:55:18.030 --> 00:55:21.570 Jason Frazell: Obviously, add to it but she's great she's great so.

00:55:22.920 --> 00:55:32.760 Jason Frazell: that's the family now The other thing I didn't mention is i'm also a musician so I play guitar I only play guitar you like lot of people like to play guitar or keyboard bass, I only play guitar.

00:55:33.720 --> 00:55:33.990 Jason Frazell: So you.

00:55:34.110 --> 00:55:35.730 Jason Frazell: can find that's one of my creative outlets.

00:55:35.880 --> 00:55:39.360 Graham Dobbin: If i'd known that you will be playing something this evening.

00:55:40.620 --> 00:55:42.510 Graham Dobbin: that's why you didn't tell me, I know it.

00:55:42.930 --> 00:55:45.690 Jason Frazell: yeah because the audience would have to download right at the.

00:55:45.690 --> 00:55:48.660 Jason Frazell: Beginning and then we would nobody would ever listen to this they heard be playing.

00:55:48.960 --> 00:55:54.510 Graham Dobbin: So you've got a six month old son a four month lap did you say.

00:55:55.110 --> 00:55:56.100 Jason Frazell: she's a golden retrievers.

00:55:56.130 --> 00:56:02.910 Graham Dobbin: golden retriever you gotta gather four months of golden retriever so I tried to think what you're going to be buying this weekend and.

00:56:03.060 --> 00:56:03.450 Nothing.

00:56:04.770 --> 00:56:13.890 Graham Dobbin: else but committee Jason thanks for being so open has been a really interesting conversation get them to kind of the psyche of that high tech, high high startup growth companies.

00:56:15.390 --> 00:56:21.540 Graham Dobbin: Because i'm talking about millennials millennials are getting older they're not quite as young as most people actually realize.

00:56:21.810 --> 00:56:22.020 yeah.

00:56:23.910 --> 00:56:29.970 Graham Dobbin: So we will have another iteration of this and now don't be the basis, but thank you for coming on do any final words.

00:56:30.900 --> 00:56:36.810 Jason Frazell: I do actually Graham I wanted to wish you a happy belated birthday, and I was sharing with Graham that.

00:56:38.190 --> 00:56:47.760 Jason Frazell: I was going to wish my birthday, and I saw that it, but he was in Australia so i'm like oh wait it's not as birthday there, so I should have wished, you in New York Happy Birthday so yeah happy happy happy 40th grammar.

00:56:48.390 --> 00:56:56.160 Graham Dobbin: Thank you, thank you have no i'm not looking forward to that one i'm Thank you Thank you some leibovich tonight for being the amazing producer in the background.

00:56:56.460 --> 00:57:05.310 Graham Dobbin: We will be back again next week next Thursday night live and talk radio dot nyc with the mind behind leadership, thanks to Jason for sale for this evening have a good night.

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