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Employment Law Today

Tuesday, January 18, 2022
18
Jan
Facebook Live Video from 2022/01/18 - Move The Needle!

 
Facebook Live Video from 2022/01/18 - Move The Needle!

 

2022/01/18 - Move The Needle!

[NEW EPISODE] Move The Needle!

The audience will learn how leaders and employers can invest in their team, as well as how to focus on quality of relationships rather than solely on quantity of output. 


When an employer lets the goals and measures of success override their investment in their people, the team members perceive themselves as a means to an end, a product to be consumed, to achieve some stated objective.  This can create discord and a lack of employee morale.  What lessons can we learn about investing time and effort into relationships with our employees, our consultants, and the players on our team?


Join me this week with my special guest, Robb Holman, Founder of Holman International. Robb is a best-selling author and global consultancy expert. His latest book, "Move The Needle", examines why we must prioritize people over procedures for better results! 


Tune in for this informative conversation at
TalkRadio.nyc or watch the Facebook Livestream by Clicking Here.


Show Notes

Segment 1

Tonight’s guest is Robb Holman, Founder of Holman International and best selling author as well as a global consultancy expert. The topic for today is about successful leadership and how to focus more than solely on the quantity of the output in businesses. Holman unfortunately had a tumor in his abdomen when he was 21 years old. Doctors couldn't diagnose what exactly he had in him. He had gone to an ultrasound specialist who was shocked and said that he no longer had a mass or tumor in his abdomen. The doctor checked a second time and found nothing. After this incredible moment, he started to ask questions like “Who am I really?” and started to discover his purpose in this world. Today, he loves helping leaders rediscover their purpose and passion. Unfortunately, Robb says that today there are many disengaged employees and employers. He says that leaders may find some solutions, like more vacation days for example, though one problem is that it may just be temporary for building motivation for employees.

Segment 2

Robb and Eric talk about what “healthy leaders” means. Robb explains that a lot of self help has to do with ideas like how we are all broken and need to be fixed. What he means by healthy leaders is that one’s committed to a self discovery process to begin with. We become aware of our abilities and gifts and what we can offer to serve others. Self awareness moves to self management which moves out to help others in a positive way. They also discuss how the language we use in our inner dialogue or in our minds have a certain affect on how we work on ourselves. Robb also talks about his book Move the Needle. He mentions the topic about leaders discovering or rediscovering who they are. His framework includes looking at your core values, top strengths, passions, top personal life milestones, and the primary gift you were given in your life whether that is empathy, happiness, or more.

Segment 3

Coming back from the break, Eric asks Robb why he thinks employers emphasize process and outcome over people. Robb says that being around for a long time along with living in a world where business culture is very big affects people’s relationships with each other in a team. He says that slow should be the new “fast”, meaning we should take time to look over the fact that leaders should remind themselves to treat their teams as human beings instead of “human doings”. You can’t have good outcomes with disengaged people. Robb challenges leaders to channel more of a vertical movement where there is a focus on a person to person relationship in a team. This kind of success takes time and effort. Robb als says that he thinks we need to change the rule book. Instead of thinking solely about treating others how we would want to be treated, we should start looking at what he calls the “platinum rule” by getting to know our team members as human beings. Leaders should work one on one with each individual to look at what inspires them, what ticks them, what moves them and more so then we can understand and customize what they desire to better serve them. This isn’t easy as business owners didn’t necessarily sign up to be therapists or something of that nature. But Robb says that they did sign up to be leaders, and effective leaders which is important as a whole.

Segment 4

Coming back from the final break, Robb talks about working with clients and helping them improve their leadership and teams. He encourages every client to start every meeting, no matter what kind of meeting, with a time of gratitude and be specific with the things and people you are grateful the most. It’s understandable that many hardships and curveballs occur. But practicing gratitude helps overcome challenges, realize different perspectives and discover solutions as well. This is also something that takes time but will be worth it. A common theme in Robb’s books has to do with presence and being present with the team member you are with in the moment. Being present is so important. Before closing the show, Robb tells a story about visiting his grandmother during covid before she passed away. While speaking with her, she would be present here and there dozing off the sleep. In one moment, they locked eyes and he told her how beautiful she looked. Her reaction told him that she was paying attention and it was a touching moment. She passed away not too long after. Robb leaves us with this; be present in a human way, seek first to be the greatest encourager and have an amazing influence.


Transcript

00:00:30.570 --> 00:00:37.260 Eric Sarver, Esq.: Good evening, welcome to employment law today i'm your host erick solver i'm an employment law and business law attorney.

00:00:37.530 --> 00:00:45.870 Eric Sarver, Esq.: And I host this weekly live talk radio show right here on talk radio nyc where I have guests who discussed the various employment.

00:00:46.110 --> 00:00:53.310 Eric Sarver, Esq.: and business related issues that business owners and companies are facing during these trying times.

00:00:53.700 --> 00:01:01.620 Eric Sarver, Esq.: And so, in that spirit of having novel guests with interesting topics to discuss i'm very happy today, very pleased to have as our guest.

00:01:02.220 --> 00:01:12.090 Eric Sarver, Esq.: rob hohmann, who is the CEO of a global leadership consultancy home international also a best selling author some leadership books rob welcome to the show.

00:01:12.450 --> 00:01:16.470 Robb Holman: hey Eric total joy and honor to be with you i'm really looking forward to the compensation.

00:01:17.070 --> 00:01:23.850 Eric Sarver, Esq.: xml me to thank you once again, yes, all right, let me just introduce our topic for our audience tonight.

00:01:24.390 --> 00:01:33.660 Eric Sarver, Esq.: So we know we're getting get into and it's a great show really interesting I think invaluable information and the topic, the title of the show is move the needle.

00:01:34.080 --> 00:01:41.160 Eric Sarver, Esq.: Leading from the inside out taking farming rods latest book move the needle and from the inside out leadership style.

00:01:41.730 --> 00:01:48.990 Eric Sarver, Esq.: And so, this is great for business owners and employers, the question becomes have you been putting the cart before the horse, when it comes to leadership.

00:01:49.680 --> 00:02:00.150 Eric Sarver, Esq.: Of too often, I think we think of successful leadership as being focused on the end goal increase sales output bring in extra clients increasing revenue and brand recognition.

00:02:00.780 --> 00:02:08.160 Eric Sarver, Esq.: And wow all these angles, are vital to success if an employer is focused solely on the endgame outcomes.

00:02:08.790 --> 00:02:23.010 Eric Sarver, Esq.: Then they will often fails would build the foundation for employee trust employee engagement and for a cohesive and healthy workforce at every employer needs to achieve long term sustainable results of successful leadership.

00:02:24.000 --> 00:02:30.150 Eric Sarver, Esq.: And it's been found that when an employer lets the goals and measures of success override their investment in their people.

00:02:30.660 --> 00:02:38.490 Eric Sarver, Esq.: The TEAM members perceive themselves as a means to an end or product to be consumed to achieve some stated objective.

00:02:39.180 --> 00:02:46.860 Eric Sarver, Esq.: And so, this can create this quarter lack of employee morale so this week my guest rob home and founder of home international.

00:02:47.490 --> 00:02:55.620 Eric Sarver, Esq.: will be discussing employee relationships and how we can essentially investing creating healthy people and not just robust processes.

00:02:56.280 --> 00:03:02.700 Eric Sarver, Esq.: And i'd like to share a little bit about rob's background, so the show, I think, with our audience tonight.

00:03:03.420 --> 00:03:09.780 Eric Sarver, Esq.: rob is, as I mentioned before the CEO of a global leadership consultancy firm called home and international.

00:03:10.380 --> 00:03:19.560 Eric Sarver, Esq.: He is also a best selling author of two leadership books, could lead the way and all in a rob is highly anticipated follow up move the needle.

00:03:19.920 --> 00:03:28.410 Eric Sarver, Esq.: has been endorsed by some of the top leadership experts of our time and been featured in publications like Inc forbes and fast company.

00:03:29.040 --> 00:03:43.650 Eric Sarver, Esq.: Rather than me teaching style authentic engagement and thought provoking content has made him a sought after global keynote speaker and I think if you listen tonight and see why so rob home and once again really a pleasure, just to have you here tonight with us.

00:03:44.040 --> 00:03:57.540 Robb Holman: Listen, I totally honored getting to know you in a free, a few previous conversations Eric you and I have a lot in common, because we love to serve people, and we really want to help So hopefully we can do a little bit, if not a lot of that today in our conversation.

00:03:58.050 --> 00:04:04.470 Eric Sarver, Esq.: Yes, absolutely I agree wholeheartedly so with that know why don't we start with just a question, if you can.

00:04:05.130 --> 00:04:14.250 Eric Sarver, Esq.: tell us a little bit more about yourself, but particularly how your career initially starting out and were prompted you to go out and form home and international and to write the book.

00:04:15.240 --> 00:04:17.520 Robb Holman: yeah first of all I want to say this Eric I.

00:04:17.880 --> 00:04:19.560 Robb Holman: You know i've had the privilege and the honor.

00:04:19.590 --> 00:04:28.560 Robb Holman: To start nine different organizations in the last 25 years now, is people were hearing me say that they're like he's either on to something or he's completely out there.

00:04:29.610 --> 00:04:29.970 Robb Holman: But.

00:04:30.000 --> 00:04:31.290 Eric Sarver, Esq.: It really right.

00:04:33.420 --> 00:04:33.930 Eric Sarver, Esq.: yeah.

00:04:35.010 --> 00:04:45.300 Robb Holman: I know, but no, I mean, I say that to say along to let you know the last 25 years i've learned what to do what not to do, but I think it all stems back to a very.

00:04:45.990 --> 00:04:52.680 Robb Holman: monumental time in my life so in a very short story, I want to share something with you, because I think you and the overall audience, will be able to get.

00:04:53.160 --> 00:05:05.160 Robb Holman: A finger on the pulse of me a little bit more on what I do today because of it, so picture this i'm 21 years old, ready to embark in the best year of my life my senior year of university.

00:05:05.370 --> 00:05:05.670 Eric Sarver, Esq.: Okay.

00:05:06.390 --> 00:05:18.990 Robb Holman: And I have a tumor in my abdomen that the doctors were not rolling out cancer, the mass was so abnormal and so painful they actually didn't know what it was so they couldn't clearly diagnose it.

00:05:19.470 --> 00:05:21.450 Robb Holman: So they couldn't clearly diagnose it Eric.

00:05:21.480 --> 00:05:25.680 Robb Holman: They didn't know like what to do about it yeah so.

00:05:26.370 --> 00:05:42.720 Robb Holman: Six weeks came and went without clear diagnosis six weeks as a 21 year old so think of it this way, I was a wreck I was a wreck physically emotionally spiritually mentally I was not doing well until what i'm about to share with you really changed my life honestly.

00:05:43.470 --> 00:05:48.540 Robb Holman: I go into an ultrasound specialist at university of Pennsylvania hospital world renown hospital.

00:05:49.320 --> 00:05:58.650 Robb Holman: I not seen this doctor before, although i'd gotten gotten multiple and six weeks multiple mris cat scans ultrasounds and again the doctors were not ruling out cancer.

00:05:59.130 --> 00:06:05.460 Robb Holman: But I see this ultrasound specials that not seen before, and he begins to check me out on the ultrasound screen.

00:06:06.150 --> 00:06:21.240 Robb Holman: And you should have seen the look on his face air, it was utter amazement and I was like what's going on, he proceeds to say this rob I don't have adequate words to describe what i'm about to tell you, but i'm going to do the best job I possibly can, I am like please, please, please.

00:06:21.540 --> 00:06:21.870 Eric Sarver, Esq.: yeah.

00:06:22.410 --> 00:06:27.960 Robb Holman: He says you no longer have a tumor or a mass any longer in your abdomen.

00:06:28.860 --> 00:06:32.160 Robb Holman: And I was like hold on Eric I was like you gotta be kidding me.

00:06:32.280 --> 00:06:35.130 Robb Holman: The last six weeks i've had it now you're telling me I don't.

00:06:35.490 --> 00:06:41.100 Robb Holman: We then proceeds to check me out a second time and tells me again that there's absolutely nothing.

00:06:41.760 --> 00:06:46.170 Robb Holman: wow it was called a modern day miracle, the reason why I bring that up is this.

00:06:47.130 --> 00:07:02.550 Robb Holman: purpose for me, the reason for my existence leading up to that point as a 21 year old young man was quite frankly hanging out with my friends and having fun winning the next basketball game, because I was captain of the basketball team that year, and four years of college basketball.

00:07:03.270 --> 00:07:03.780 Eric Sarver, Esq.: But.

00:07:04.440 --> 00:07:15.960 Robb Holman: I started now to ask a whole different set of questions, I never asked in my life and here's what they were yeah who am I really apart from at that particular time six and a half billion people on Planet Earth.

00:07:16.470 --> 00:07:23.070 Robb Holman: Second who's been the sphere of influence that I believe i've been given to serve and to steward really, really well.

00:07:23.880 --> 00:07:30.540 Robb Holman: And third, once i'm on point with knowing who they are, how can I best serve them for the rest of my life.

00:07:30.960 --> 00:07:32.220 Robb Holman: Little did I know now.

00:07:32.250 --> 00:07:43.500 Robb Holman: Over 25 years later at age 46 i'd be helping leaders all over the world, discover or rediscover why they exist only to see that infused into what they do, as a profession.

00:07:45.000 --> 00:07:54.450 Eric Sarver, Esq.: wow it's really a compelling story rob is your your experience it's interesting Alec people's experiences when they're young drummer shaped them.

00:07:54.780 --> 00:08:03.390 Eric Sarver, Esq.: Especially to pronounce of life and death type experience, where you're forced to get a very young age, as you mentioned, you know, to come to kind of immortality.

00:08:04.500 --> 00:08:08.610 Eric Sarver, Esq.: i'm just very i'm happy a, of course, have a few that the miraculous.

00:08:09.630 --> 00:08:11.940 Eric Sarver, Esq.: thing happened with tourists appeared and be that.

00:08:12.540 --> 00:08:19.440 Eric Sarver, Esq.: That is what I hear is like almost like a spiritual waking and so it's just a hey you know what's making my bigger purpose like beyond this is just.

00:08:19.770 --> 00:08:31.710 Eric Sarver, Esq.: Being 21 and thinking about the things we should think about were at that age, you know so that's really that's a compelling story an independent purpose, I guess the great really drives you to do what you do today, imagine.

00:08:31.980 --> 00:08:44.460 Robb Holman: It really does because there's I as I like to tell people is there's like a fire burning with an inside of me because i've here's what i've observed in starting nine different organizations and 25 years having this passion that continually burns in me.

00:08:45.180 --> 00:08:48.930 Robb Holman: here's my observation that so many leaders so many business owners.

00:08:49.410 --> 00:09:04.170 Robb Holman: They perhaps it in the business for the right reasons, maybe it is a person that a purpose that drives them perhaps us to help and serve people in a particular industry for a particular reason, but then throughout the course of their journey, whether it be one year three year five years.

00:09:04.410 --> 00:09:05.850 Robb Holman: Life happens.

00:09:06.060 --> 00:09:08.490 Robb Holman: coven comes about Whatever the case may be.

00:09:08.880 --> 00:09:20.490 Robb Holman: And all of a sudden, because we're human beings our purpose can begin to fizzle and fade away our passion can begin to dwindle So for me I love helping leaders.

00:09:20.850 --> 00:09:28.560 Robb Holman: You know rediscover their purpose rediscover their passionate areas so that now, they can give away to others what they themselves have found.

00:09:29.250 --> 00:09:45.210 Eric Sarver, Esq.: um it's I think it's a great energy take to everything you do, especially having purpose of helping other leaders like define their own purpose it's really I think very much paying forwards really to think about rob appreciate your began, you know sharing all that with us.

00:09:46.260 --> 00:09:54.540 Eric Sarver, Esq.: It makes me think about also like you know this work that you were doing I guess going through this situation and being young contemplated.

00:09:55.080 --> 00:10:01.740 Eric Sarver, Esq.: I see it as an inside job so they're working on yourself like a better term and it makes me wonder like How would you define.

00:10:02.130 --> 00:10:12.570 Eric Sarver, Esq.: What i've heard you talk about which is inside out leadership, how do you define it and how does it differ from other say leadership styles and employers and business as.

00:10:12.870 --> 00:10:19.350 Robb Holman: Well, I think it's important you know there's tons of stats out there clearly for years, not just doing koba times there, there seems to be.

00:10:19.710 --> 00:10:28.350 Robb Holman: an alarming engagement gap as it relates to you know walking and living out your purpose and passion, day in and day out, with what you do.

00:10:28.710 --> 00:10:38.070 Robb Holman: And where you spend most your time, clearly, you know stop it oftentimes draw from it's an arguable Stat there's tons of stats that might point in a slightly different direction, but I think most would point to this.

00:10:38.430 --> 00:10:54.390 Robb Holman: That nearly 90% of workers, employees are disengaged from the work that they do consistently disengaged but what's even more alarming than that Eric is nearly 80% are the leaders of those employee of those employees and TEAM members.

00:10:54.750 --> 00:10:57.150 Robb Holman: So, in other words, if you were to wrap your arms around.

00:10:57.390 --> 00:11:07.680 Robb Holman: There are a whole lot of disengaged employees TEAM members and even leaders so here's the thing because so many leaders clearly know there's a problem.

00:11:08.010 --> 00:11:10.830 Robb Holman: Because they're not being as productive their teams their organizations not.

00:11:11.220 --> 00:11:25.020 Robb Holman: Nearly as productive as they want, but it's they're doing trying to some that that isn't that great so what many leaders do, and you can't blame them for it, I do it and I don't I think there's room for what i'm about to share with you, but I think there's also a better way.

00:11:25.200 --> 00:11:27.690 Robb Holman: yeah here's what many people do many leaders do.

00:11:28.110 --> 00:11:42.060 Robb Holman: they'll try what I consider outside techniques and strategies to try to get into the mind of the heart or into the mind and into the heart of the worker by motivating them by hopefully by providing some level of incentives or an incentive plan.

00:11:42.330 --> 00:11:54.150 Robb Holman: yeah even the employee experience that's been coined the employee experience coming in, out of code now is extra vacation time more autonomy and flexibility, again, all these things are bad, however.

00:11:54.690 --> 00:12:02.280 Robb Holman: yeah if you look at it they're more short lived and we like to admit they're basically a little bit more of like the carrot and stick method of.

00:12:02.730 --> 00:12:12.810 Robb Holman: try to get people back in shape, so it actually helps them produce more what i'm saying is that's not bad there's a place for it, but just know that it's going to be more temporary or short term.

00:12:13.260 --> 00:12:13.680 Robb Holman: Right so.

00:12:13.710 --> 00:12:18.030 Robb Holman: In steps what I call inside out leadership What would it look like.

00:12:18.330 --> 00:12:30.360 Robb Holman: To not first go to the outside things trying to get into the heart and the mind of the worker, why not actually begin in the heart and the mind of the worker to see what inspires them.

00:12:30.660 --> 00:12:38.940 Robb Holman: Right and before you even do that we got to find what inspires us as leaders, first and foremost because at the end of the day, we can only give what we got.

00:12:39.690 --> 00:12:44.310 Eric Sarver, Esq.: brains I think that's a great answer i'm really glad a couple things jumped out at me if I may.

00:12:45.510 --> 00:12:55.260 Eric Sarver, Esq.: One this idea that get started, either, or so I heard you really saying nothing wrong with those sort of outside external gifts or you know carrot dangling.

00:12:56.190 --> 00:13:07.590 Eric Sarver, Esq.: Extra vacation days, etc, but it may get some kind of motivated for a bit and psycho but it doesn't necessarily create that long term and sort of inner.

00:13:07.890 --> 00:13:17.550 Eric Sarver, Esq.: change that you might need to really you know have purpose and one of affiliate and I appreciate hearing that and you had another interesting point there.

00:13:18.300 --> 00:13:32.880 Eric Sarver, Esq.: which was about down the leaders often as know what inspires them right, because if you're leading you don't know the direction you going it's hard to take others on that journey with you, so I think those are really, really good takeaways you know what you're saying and.

00:13:34.620 --> 00:13:43.950 Robb Holman: i'm just gonna say i'd really briefly, based on what you shared I love what you're highlighting is people can do things because they ought, they should or they're paid to do it.

00:13:44.400 --> 00:13:44.700 Eric Sarver, Esq.: Right.

00:13:44.730 --> 00:13:59.010 Robb Holman: we're talking about is this inside out leadership is you're doing it because you're compelled to do so it's reaching such an inspirational purpose driven part of who you are that you're actually compelled to do it and that's where genuine productivity comes out of that place.

00:13:59.610 --> 00:14:06.690 Eric Sarver, Esq.: got it yeah well, we have to take our first commercial break Bob I feel compelled to say that and i'm joking but seriously when.

00:14:07.140 --> 00:14:15.510 Eric Sarver, Esq.: you're listening to you and implant a lot today i'm your host erick solver here tonight with a very special guests arrive home and when we come back we're going to talk about.

00:14:15.840 --> 00:14:28.410 Eric Sarver, Esq.: More about inside leadership and also rob's books lead the way all at a move the needle and how we can attract other healthy people in our leadership circles so don't go anywhere stick around be right back.

00:16:27.420 --> 00:16:38.610 Eric Sarver, Esq.: Welcome back to employment law today i'm your host eric's Oliver employee employment law and business law attorney here tonight with my guest rob home and rob is the founder of home and international.

00:16:38.880 --> 00:16:41.910 Eric Sarver, Esq.: A global consulting firm and he also.

00:16:42.690 --> 00:16:52.140 Eric Sarver, Esq.: wrote these three books that are really gaining traction lead the way all in a move the needle so once again really great to have you on the show tonight get a lot of energy yeah.

00:16:52.500 --> 00:17:00.390 Robb Holman: yeah my mom even said back in the day i've always had a lot of energy Eric but you're seemingly doing it very good job, bringing a lot of it out today, so thank you.

00:17:00.750 --> 00:17:09.150 Eric Sarver, Esq.: you're welcome i've been told the same thing, like, very often, and my wife kind of jokes rather that we have a two year old son who's you know, like Nathan, like extremely.

00:17:09.450 --> 00:17:15.990 Eric Sarver, Esq.: energizing it comes home to daycare and i'm all pumped up from a great day I, I share your goal down and having a great passion.

00:17:17.280 --> 00:17:24.990 Eric Sarver, Esq.: And it's just really interesting you know we're the same like energy level, and so I appreciate people have high energy as well.

00:17:26.070 --> 00:17:36.660 Eric Sarver, Esq.: You know I wanted to ask like and around you appreciate, I really gave us with appreciative things to think about what's inside our leadership right how its laid inside job and how we can.

00:17:37.080 --> 00:17:45.000 Eric Sarver, Esq.: discern our purpose and lead employees do the same, and not just lead with perks in cash and prizes and benefits i'm wondering.

00:17:45.900 --> 00:17:53.340 Eric Sarver, Esq.: In your books are talking about those leads away all in and move the Needle, I noticed that you reference.

00:17:54.000 --> 00:18:09.180 Eric Sarver, Esq.: The concept that healthy leaders attract other healthy people and perhaps inspire people to do their best so my question i'm wondering is, what do you think of when you say healthy we're talking like emotionally healthy spiritually physically.

00:18:10.710 --> 00:18:12.450 Robb Holman: yeah I say yes Eric.

00:18:13.470 --> 00:18:14.310 Eric Sarver, Esq.: All right.

00:18:15.060 --> 00:18:20.550 Robb Holman: All the above so here's what I mean by that I think much of our world is fixated on.

00:18:21.240 --> 00:18:28.170 Robb Holman: Self help and i'm not against self help you hear me say that a lot there's a place for self help, but a lot of self help is.

00:18:28.830 --> 00:18:39.450 Robb Holman: Is it starts in most of the place that we're all broken, and we need to be fixed think about that, like I just need help to put all these broken pieces back together against almost like the Humpty Dumpty.

00:18:39.960 --> 00:18:49.950 Robb Holman: Humpty Dumpty sat on the wall Humpty Dumpty had a great fall all the king's horses and all the king's men couldn't put Humpty Dumpty back together again sadly Eric we all feel like that.

00:18:50.310 --> 00:18:56.700 Robb Holman: And here's the thing people go rushing reading self help books watching videos doing all this, but here's the problem with that.

00:18:57.090 --> 00:19:05.640 Robb Holman: If we're trying to put ourselves back together again it's the repeat customers that keep coming back for more and more and more so, it must not be working.

00:19:06.060 --> 00:19:06.600 Eric Sarver, Esq.: mm hmm.

00:19:06.630 --> 00:19:13.050 Robb Holman: So what I like to say is there's a big difference and i'm a big advocate for self discovery, not as much self help.

00:19:13.890 --> 00:19:31.170 Robb Holman: And what I mean by healthy leaders healthy people become healthy leaders healthy leaders become you know healthy organizations come out of that places this not perfect leaders not perfect, human beings but one or ones committed to a self discovery process.

00:19:31.740 --> 00:19:37.950 Robb Holman: And what I mean is really committed to a process, starting with with you, with me as the leader, starting with yourself.

00:19:38.850 --> 00:19:49.110 Robb Holman: Up starting to become more aware of the seeds of greatness the strengths, that we have the abilities, the gifts that we've been given to benefit other people within our sphere of influence.

00:19:49.590 --> 00:19:58.110 Robb Holman: And so, really, what we're talking about we're talking a bit about that self awareness piece, which has everything to do with eq or what most people call emotional intelligence.

00:19:58.470 --> 00:20:16.410 Robb Holman: That it really starts with that self awareness, it goes into self management and then becomes social awareness into social management, and I find the most effective, dare I say inside out leaders operate and function out of that way they don't let exterior things rattle their world.

00:20:16.890 --> 00:20:22.890 Robb Holman: right they have good management of their inner world and that moves itself out in a good, positive way.

00:20:24.630 --> 00:20:30.630 Eric Sarver, Esq.: makes a lot of sense right, but you really does it, you know be thinking about that just in town, you know and it's right, I think that there's.

00:20:31.650 --> 00:20:43.260 Eric Sarver, Esq.: awareness and discernment of one the purpose being mindful rate of one's goals, what are the obstacles are the blocks that we construct often are on our own, or by ourselves.

00:20:44.520 --> 00:20:53.640 Eric Sarver, Esq.: And I heard you say there's a place for self help I know some people might get pushed back on the notion that it doesn't which I didn't hear you say it doesn't work it just saying I think it's not the.

00:20:53.940 --> 00:20:59.040 Eric Sarver, Esq.: be all and end all that self discovery and self awareness and what I think I heard you say too is.

00:20:59.580 --> 00:21:12.690 Eric Sarver, Esq.: Not so much coming from the paradigm of thought that we're all broken and damaged need to be fixed, but that we have these individuals energetic trapped inside us that need to be uncovered and come out i'm just like yeah frames that are what I heard that.

00:21:12.960 --> 00:21:24.990 Robb Holman: You beautifully stated yeah for me you're going to hear me say a lot of terms it doesn't mean that you know, this is the only way, but I have found in many others around the world, many leaders have found to be a far more effective way.

00:21:25.320 --> 00:21:32.310 Robb Holman: right because, because what we want, as leaders let's be honest Eric all of us, one is leaders when we want to be as effective as we possibly can.

00:21:32.880 --> 00:21:50.820 Robb Holman: And if we can start with ourselves, as the leader and begin to identify certain good things about who we are, that are about our abilities about our strengths obsessed more about those not in a false humble false humility kind of a way or not an arrogant prideful way.

00:21:51.180 --> 00:21:54.780 Robb Holman: But really begin to wrap our arms around those things, so we can, at the end of the.

00:21:54.780 --> 00:21:56.580 Robb Holman: Day better serve people.

00:21:57.150 --> 00:21:57.810 Robb Holman: And so.

00:21:58.080 --> 00:22:04.560 Robb Holman: That because a lot of times, people are like well here's the direction I want to head like here's my vision who's coming on board.

00:22:04.980 --> 00:22:05.460 Eric Sarver, Esq.: mm hmm.

00:22:05.790 --> 00:22:08.010 Robb Holman: Or perhaps that worked 2030 years ago.

00:22:08.160 --> 00:22:08.670 Eric Sarver, Esq.: mm hmm.

00:22:09.000 --> 00:22:10.800 Robb Holman: The people that were leading are far different.

00:22:10.800 --> 00:22:18.990 Robb Holman: Today, and so it requires a different kind of a leader to really look deep within so they can be more effective, on the outside as well.

00:22:19.710 --> 00:22:28.050 Eric Sarver, Esq.: hmm yeah for broken, I think our audience tonight, they can probably hear this and relate to what you know you think you're saying.

00:22:29.160 --> 00:22:29.910 Eric Sarver, Esq.: Absolutely.

00:22:31.050 --> 00:22:32.700 Robb Holman: Eric real quick, can I jump in real quick.

00:22:32.700 --> 00:22:33.540 Eric Sarver, Esq.: To sorry.

00:22:34.770 --> 00:22:46.590 Robb Holman: On perspective, you may hear me say certain things like self discovery outperforms self help or you might say, you might hear me say during the course of this conversation or the the audience might hear me say something like.

00:22:48.600 --> 00:22:51.960 Robb Holman: You know there's a difference between happiness and joy.

00:22:52.380 --> 00:22:57.300 Robb Holman: yeah there's a difference between living a life of expectation.

00:22:57.750 --> 00:23:02.280 Robb Holman: And i'm a firm believer is how do we live a life of expectancy.

00:23:02.550 --> 00:23:02.880 Eric Sarver, Esq.: So.

00:23:03.180 --> 00:23:16.230 Robb Holman: It might seem like these terms are interchangeable but what i'm trying to really model reflect is sometimes terms that we use if the shift begins to happen in our own perspective, not only with the terms.

00:23:16.500 --> 00:23:29.160 Robb Holman: But how we actually live them out it's going to give us the vibrancy and long term sustainability as people as leaders and influencers moving forward, without a doubt, so I just want to make light of that a little bit as well.

00:23:29.910 --> 00:23:36.090 Eric Sarver, Esq.: yeah no I think it's a good one, Robin and I think that you know the language that we use in our day to day.

00:23:36.450 --> 00:23:46.350 Eric Sarver, Esq.: In our internal dialogue and with others, I think, really can shift as you're saying shift, you know are profoundly shipping perhaps our view of ourselves and the world around us.

00:23:47.100 --> 00:23:52.470 Eric Sarver, Esq.: And you know I think the terms you're using very much like you applaud your to the topic at hand so.

00:23:53.280 --> 00:24:01.680 Eric Sarver, Esq.: i'm glad you made that point, you know and what it's worth I don't take anything you're saying as a, this is the only way I see you saying this is the best way that you found.

00:24:02.190 --> 00:24:06.600 Eric Sarver, Esq.: Through experience words so let's listen to what you have to offer and that's what I take from this as well.

00:24:07.410 --> 00:24:22.110 Eric Sarver, Esq.: As being them what you have to offer might be a good segue into my next question, which is what is a good framework for companies like to say move the needle our topic in terms of recruiting let's say recruiting and retaining their best employees and talent yeah.

00:24:22.170 --> 00:24:34.530 Robb Holman: I think a great starting point is is purpose, you know the temptation is to just rush right into process or procedures, you know, but what I prove in the book move the needle is let's let the starting point.

00:24:35.010 --> 00:24:45.000 Robb Holman: be a bit more about the purpose and what I mean by purposes, and not just the purpose of why your organization exists will get there there's no doubt about there's importance behind that for that for sure.

00:24:45.510 --> 00:24:50.130 Robb Holman: yeah but why do you exist not even as the leader of that organization.

00:24:50.760 --> 00:25:00.000 Robb Holman: As a human being that's apart from 8 billion people that currently live on Planet Earth and I have found there's five practical things to help us discover.

00:25:00.420 --> 00:25:12.120 Robb Holman: or rediscover why we personally exist now again this is meant so all of a sudden, you start to have more purpose and passion in your personal life and then certainly you're going to take that wherever you go, namely.

00:25:12.420 --> 00:25:20.340 Robb Holman: The workplace okay so number one something five things to practically consider to discover or rediscover who you are number one, what are your.

00:25:21.000 --> 00:25:29.040 Robb Holman: Personal core values Okay, these are the things that you stand firm in deep convictions of the heart that I like to call them.

00:25:29.430 --> 00:25:44.010 Robb Holman: they're actually places that you're making decisions, out of all day long but may not fully realize Okay, so what would you say your personal core values are second yeah top strengths or top natural talents ever since you were a little boy or girl.

00:25:44.280 --> 00:25:49.440 Robb Holman: What are the things that came easier to you that there in time became an abundance of fruit.

00:25:50.100 --> 00:25:58.860 Robb Holman: That people benefited off of them it didn't seem like hard work it actually was pretty seamless when you actually were engaged in these things, not just as a little boy or girl, but how about now.

00:25:59.250 --> 00:25:59.910 Eric Sarver, Esq.: yeah third.

00:26:00.180 --> 00:26:10.140 Robb Holman: third area how about passions Eric passions are huge because passions are the things that literally have a sleeping out of bed in the morning and which to accomplish in which to do, which to take part of.

00:26:10.380 --> 00:26:11.970 Robb Holman: What would you say your top.

00:26:11.970 --> 00:26:16.020 Robb Holman: passion areas in your personal life are today the fourth area, this is a biggie.

00:26:16.590 --> 00:26:17.160 Eric Sarver, Esq.: huh.

00:26:17.640 --> 00:26:24.090 Robb Holman: What did you say your top personal life milestones are the things that have happened in your life.

00:26:24.540 --> 00:26:36.300 Robb Holman: that these can be things of extreme difficulty or challenge or tremendous blessing, but when you experience them they in time began to shape who you are today.

00:26:36.750 --> 00:26:37.290 Eric Sarver, Esq.: mm hmm.

00:26:37.350 --> 00:26:48.450 Robb Holman: And then the fifth and final area to at least explore is what would you say the primary gift that you've been that you've been given in life is that, in a sense, if someone were to squeeze you to give you a big bear hug.

00:26:48.780 --> 00:26:50.580 Robb Holman: yeah come oozing out.

00:26:51.000 --> 00:26:51.300 Eric Sarver, Esq.: Right.

00:26:51.840 --> 00:26:54.540 Robb Holman: Is it leadership is an empathy is it.

00:26:55.560 --> 00:27:04.800 Robb Holman: Is it mercy, is it happiness, what is it so when you're no longer here it's a legacy you leave behind the earth that will have a ripple effect.

00:27:05.850 --> 00:27:10.440 Robb Holman: to affect positively future generations, if you explore those five years personally.

00:27:10.680 --> 00:27:22.140 Robb Holman: that's the purpose aspect, the second aspect is then people how you can better serve people, and then the third aspect in this framework of moving the needle is process is.

00:27:23.760 --> 00:27:29.760 Eric Sarver, Esq.: wow it's a lot of great stuff to digest thereby really so these would be the I guess the the basic.

00:27:30.240 --> 00:27:38.310 Eric Sarver, Esq.: sort of framework, if you will, right when you're recruiting talent with these be like the test that you as a leader would want you.

00:27:39.120 --> 00:27:43.860 Eric Sarver, Esq.: To bring to the employees attention say hey let's take discover your.

00:27:44.220 --> 00:27:55.770 Eric Sarver, Esq.: core values right your passions your top strains would that be part of it, where you help the employees to uncover that so that they can then go forth and be of service and do the work of the company and have their own service.

00:27:56.340 --> 00:28:03.570 Robb Holman: Absolutely, I think what we're really talking about is here, what would it look like, not just to have a professional development track for your team members.

00:28:04.200 --> 00:28:15.630 Robb Holman: But actually have a personal development track, and when you can begin to unveil these five key things, help them encourage them spur them on you now get to know them more as a human being.

00:28:16.110 --> 00:28:18.180 Robb Holman: And just a working professional.

00:28:18.600 --> 00:28:27.510 Robb Holman: yeah so you get to find out ways that you can personally serve them encourage them inspire them as a human being, whose heart beats for people and for things, etc, but then.

00:28:28.140 --> 00:28:37.440 Robb Holman: That can then nicely feed into a nice professional development track to where you can really set them up for greater success working for you, or perhaps someone else in the future.

00:28:37.980 --> 00:28:44.580 Eric Sarver, Esq.: hmm it's a good point I think well you know I think about often my clients and my business owners, often the.

00:28:44.880 --> 00:28:51.780 Eric Sarver, Esq.: focus is on for them and i'm one certain area as opposed to a more holistic comprehensive approach which I try to.

00:28:52.200 --> 00:28:57.870 Eric Sarver, Esq.: Encourage my clients to do you know, which is what is your say your purpose here and in this area.

00:28:58.650 --> 00:29:05.940 Eric Sarver, Esq.: of your life, and so I think I think really important, I think that you know one thing, maybe clover may have taught us all is that think we're more than just the sum of our.

00:29:06.270 --> 00:29:18.270 Eric Sarver, Esq.: Professional part right, we have a certain and I think this is of course i'll be for Cobra to add an intrinsic just value as just by being human beings like basic good as it gets the Buddha say.

00:29:18.990 --> 00:29:30.900 Eric Sarver, Esq.: So I think it's I hear like a spiritual I won't say angle, a spiritual theme to a lot of your leadership style and I think I wonder if it comes back to what you share in the beginning, just that.

00:29:31.800 --> 00:29:36.930 Eric Sarver, Esq.: That life changing perhaps that experience as a young man forcing you to do some discernment work.

00:29:37.260 --> 00:29:37.530 So.

00:29:39.060 --> 00:29:48.180 Robb Holman: it's a notable point you bring out I it's so much of that it does go back to the influence, I have the impact and even my inside out leadership philosophy, I will say this Eric.

00:29:48.720 --> 00:29:59.280 Robb Holman: And i'll keep this brief is you know so many times, people may hear story like mine that I shared moments ago minutes ago and be like I I don't have an extreme story like that.

00:29:59.430 --> 00:30:01.560 Robb Holman: However, we all face challenges.

00:30:01.620 --> 00:30:17.790 Robb Holman: As subtle or as extreme as they could be there are always opportunities for personal growth and development have us discover or rediscover who we are again, so we can be and make the greatest impact on this planet and in our organization that we possibly possibly can.

00:30:18.660 --> 00:30:27.570 Eric Sarver, Esq.: and think about a good music people out there listening tonight if you're in the audience listening to our show, and you think well nothing that earth shattering happened to me I wasn't you know.

00:30:28.290 --> 00:30:40.110 Eric Sarver, Esq.: In a dire physical health situation or you know or being held hostage in a bank robbery, it is OK, you can have had maybe your own challenges in relationship or in a move, or something that.

00:30:40.530 --> 00:30:53.700 Eric Sarver, Esq.: They can conceal it guess inspire you and encourage you to do this, I hear sort of dedicated hard work, but it sounds like warning work that leaders can do for themselves and for their employees and their team.

00:30:54.570 --> 00:30:55.590 Eric Sarver, Esq.: From hearing that correctly.

00:30:56.070 --> 00:31:02.340 Eric Sarver, Esq.: yeah we have our next commercial break rob and free timing in terms of your response and think, where we are.

00:31:03.060 --> 00:31:22.140 Eric Sarver, Esq.: We come back we'll talk more about this concept of emphasizing people over process and we'll talk about some inside our leadership principles that rob teachers for lasting influence so stick around to employment law today on talk to me to nyc my guest tonight rob hallman.

00:31:23.310 --> 00:31:27.270 Eric Sarver, Esq.: Again we'll be right back with Great Britain photo don't go anywhere stay tuned.

00:33:32.670 --> 00:33:40.920 Eric Sarver, Esq.: Welcome back to employment law today i'm your host erick solver, as I mentioned folks i'm an employment law and business law attorney for companies and business owners.

00:33:41.340 --> 00:33:48.540 Eric Sarver, Esq.: But my guest tonight Roman is a global consultancy leadership advisor and he's a speaker he's an author.

00:33:48.870 --> 00:34:02.520 Eric Sarver, Esq.: And as you can see folks that he's a passionate person, which I always greatly appreciate on my show so rob again really great to have you with us tonight on the show and sharing all your knowledge and your experience and your wisdom here appreciate it.

00:34:02.640 --> 00:34:06.960 Robb Holman: yeah no the honors all mine, do you have another two hours after we're done to continue the cuff.

00:34:08.580 --> 00:34:10.230 Eric Sarver, Esq.: I did you know it would be.

00:34:10.590 --> 00:34:21.270 Eric Sarver, Esq.: Interesting to do, but another time for sure you know for sure, but I wanted to ask you what I think might be, perhaps the next logical question from what we discuss.

00:34:21.660 --> 00:34:38.010 Eric Sarver, Esq.: Now, talking about you know purpose and service and and people so i'm wondering like what do you think employers in general I think too often they emphasize process and outcome over people, why do you suppose that is.

00:34:38.310 --> 00:34:46.380 Robb Holman: What we long for sustainability, I think most business owners, we want to make things scalable we want sustainability, we want to be around for the long haul.

00:34:46.980 --> 00:34:59.160 Robb Holman: And that coupled with Eric that we live in a microwave oven an instant crock pot kind of a world and not not just the the western part of the world, but the world at large.

00:34:59.820 --> 00:35:13.050 Robb Holman: As well as just business world, you know business culture it's like quick fix let's reach the goals yesterday let's reach those goals, so we can keep moving on and grow this thing bigger, better stronger and impact lives for the long haul.

00:35:13.380 --> 00:35:27.060 Robb Holman: Right, the only problem with that is if we're honest, we can step on people on our way to reaching those goals and what i'm doing is i'm saying hold on leaders.

00:35:27.870 --> 00:35:35.580 Robb Holman: People are way too precious way to meaningful way too significant to be stepping on them and all over them to reach our end goal.

00:35:36.630 --> 00:35:41.220 Robb Holman: You know we're only as strong as our team our TEAM members truly are.

00:35:41.700 --> 00:35:42.120 Robb Holman: So it's.

00:35:42.150 --> 00:35:56.880 Robb Holman: Time to make slow into the new fast and what I mean by that is let's build slow and building slow let's learn how to treat people more as human beings and less as human doings.

00:35:57.210 --> 00:36:07.620 Robb Holman: Right and in that now there's an invitation to inspire them and can tell them to compel them to productivity, we never even thought were possible, so I just want to encourage you, with that.

00:36:08.310 --> 00:36:16.440 Eric Sarver, Esq.: yeah I heard that line think about making slow the new facet of from you and and and I think a podcast that I saw you on and it.

00:36:16.890 --> 00:36:25.410 Eric Sarver, Esq.: turns out, I mean, maybe, for obvious reasons I tend to go very quickly i'm you know raised in New York and New York City lawyer litigator the fast paced move.

00:36:25.950 --> 00:36:35.760 Eric Sarver, Esq.: throw in there, you know i'm raising a young small toddler in the mix and things just get very hectic and to slow down, I think, is it's so crucial rob I appreciate.

00:36:36.210 --> 00:36:41.340 Eric Sarver, Esq.: You know I think a lot of us, maybe struggle with that and I like yours, the other point to which is that.

00:36:41.880 --> 00:36:50.730 Eric Sarver, Esq.: nothing wrong path, but I think big aspirations, so long as we don't step on people to get there and it becomes easy to rationalize right devaluing people.

00:36:51.180 --> 00:36:53.850 Eric Sarver, Esq.: By saying i've gotten this you know i'll change the world.

00:36:54.540 --> 00:37:03.360 Eric Sarver, Esq.: approach, I think you can see, watch any kind of true sort of movie or autobiography biography about in certain you know leaders that we've all had come to know in industry.

00:37:03.720 --> 00:37:10.980 Eric Sarver, Esq.: Many you know i've gotten to be billionaires but some of those and they're saying was in some brands, you can see, in history.

00:37:11.580 --> 00:37:21.360 Eric Sarver, Esq.: crushing the worker to get there, there you go, Sir, I think you're you're saying is the outcome isn't, the most important thing it's the people, and then the way to get there.

00:37:21.720 --> 00:37:33.450 Robb Holman: that's right and to I think it's really important to note i'm a momentum guy Eric I love goals I love momentum I love growth I love enhancement I love multiplication you're talking to a movement person.

00:37:34.050 --> 00:37:44.880 Robb Holman: Right, however, I want to challenge leaders to think about movement differently, what would happen if you learn how to channel movement as opposed to it being horizontal I want to reach the masses, I want to make it.

00:37:45.180 --> 00:37:54.000 Robb Holman: larger companies, I possibly can, I want to start newbie and channel that you know into more of a vertical movement with one person, one team Member.

00:37:54.390 --> 00:38:05.250 Robb Holman: At a time so it's less horizontal, but you can channel that movement that heart that passion that zeal into more of a vertical person to person relationship that's really why i'm challenging leaders to.

00:38:06.510 --> 00:38:15.150 Eric Sarver, Esq.: write, I suppose, for example, Leader might say focus on each team Member and work on developing those five but purpose points you mentioned, maybe they're.

00:38:15.810 --> 00:38:29.820 Eric Sarver, Esq.: discerning helping them to discern encouraging them to discern their core values as people their top strengths and talents, you know they're there what is their greatest gift and trains, I imagine that would be part of this vertical.

00:38:30.120 --> 00:38:35.850 Robb Holman: yeah absolutely and I think it's not just starting, you know it starts with the recruiting.

00:38:36.210 --> 00:38:44.970 Robb Holman: It starts by the questions you're asking people on the front end to see if they're a good fit when you're asking them about their core values about their strengths about their passion areas about.

00:38:46.020 --> 00:38:56.970 Robb Holman: How do they enjoy serving people if so, what does that look like, but it doesn't end there that's just the beginning, then you get the right person on the right seat of the bus heading in the right direction, together.

00:38:57.930 --> 00:39:00.390 Robb Holman: And this is where the one to one meetings come into play.

00:39:00.840 --> 00:39:15.810 Robb Holman: I don't want to have meetings, just to have meetings I want a purposeful meetings and that's when we can really begin to go deep in that vertical relationship human to human as well as working relationship when we're committed to consistent and intentional one to one meetings for sure.

00:39:17.490 --> 00:39:26.520 Eric Sarver, Esq.: yeah you know what comes to me rabbit say the thought that those types of investments, those type of meetings take time and energy and investment and patients.

00:39:26.850 --> 00:39:31.170 Eric Sarver, Esq.: Which to go back to your previous point Eric you say, which I understand.

00:39:31.800 --> 00:39:39.990 Eric Sarver, Esq.: To be true with my experiences that people often don't want you know came along this I don't give me the long slow, you know purposefully patient.

00:39:40.590 --> 00:39:46.620 Eric Sarver, Esq.: hard road give me the quick easy fix road and that's we think about a lot of our I think our marketing and advertising commercials.

00:39:46.860 --> 00:39:58.680 Eric Sarver, Esq.: sprays base and you've got a problem we can solve it for you very fast, you can solve it very quickly and move on to the next, you know weight loss miracle miracle, or you know gain muscle grow fast drink this protein shake.

00:39:59.850 --> 00:40:15.780 Eric Sarver, Esq.: And I think it's beginning to say you know, then the things that are worth having often take time and investment, so we could hear you, you know sharing that as an example, but why employers should I guess everything people have a process.

00:40:17.010 --> 00:40:25.410 Eric Sarver, Esq.: yeah yeah you know it's I forget the leads into some of those principles, you mentioned earlier, we maybe talk about those more if that's okay with you.

00:40:25.860 --> 00:40:35.010 Eric Sarver, Esq.: um what what is the more these were answer some of these inside our leadership principles that you teach to companies like you mentioned some of them before but.

00:40:35.370 --> 00:40:36.750 Eric Sarver, Esq.: Again, am I, bringing them or.

00:40:37.290 --> 00:40:45.240 Robb Holman: Well, I think one that we haven't touched on, but I think people certainly at this point, hopefully you're hearing my heart and they're they're experiencing the passion in me.

00:40:46.350 --> 00:40:51.540 Robb Holman: A little bit more fuel in the fire if that's even possible if someone said, but I will add this Eric.

00:40:51.990 --> 00:41:07.140 Robb Holman: yeah we're oftentimes leaders operate by the golden rule Okay, the golden rule is, we want to do to others what we want done ourselves sounds good many really good hearted people really good minded people operate and function, now that place I love it I think it's wonderful.

00:41:07.560 --> 00:41:10.740 Robb Holman: huh, but I think we need to change the rulebook.

00:41:11.310 --> 00:41:12.720 Robb Holman: um here's what I mean by that.

00:41:13.140 --> 00:41:23.370 Robb Holman: Okay, what we're going from the golden rule in the operating function of the platinum rule the platinum rule isn't doing to others what you would want done yourself.

00:41:23.850 --> 00:41:29.580 Robb Holman: Because that can kind of be selfish, how do we know that people want things done the same way, you want them to be done to you.

00:41:30.180 --> 00:41:38.700 Robb Holman: We don't know, but if we actually take time with a one to one meetings getting to know our TEAM members as human beings, which we stated earlier.

00:41:39.150 --> 00:41:44.160 Robb Holman: and get to know what makes them come alive, what makes them tick what makes them more productive what inspires them.

00:41:45.780 --> 00:41:50.850 Robb Holman: We then actually get to serve them in the way they long to be served.

00:41:51.240 --> 00:42:02.700 Robb Holman: Not based on what we project on them right but it's customized team Member to team Member depending on who they really are and what they ultimately desire.

00:42:02.970 --> 00:42:06.630 Robb Holman: So I think if we learn how to change the rulebook going from the golden rule.

00:42:07.080 --> 00:42:18.930 Robb Holman: To the platinum rule we're actually setting ourselves and our TEAM members up for greater success because we're ultimately serving them in a way, they want and they need to be served so that's a huge thing right there.

00:42:19.500 --> 00:42:29.850 Eric Sarver, Esq.: yeah that's a very seismic huge shift for sure you know you're talking about saying taking a very human perhaps treat it will be soon as well intentioned right to say.

00:42:30.270 --> 00:42:35.940 Eric Sarver, Esq.: I want to help with somebody else this isn't how I want things done, and what I appreciate it, so there must, as well.

00:42:36.270 --> 00:42:46.020 Eric Sarver, Esq.: And as you mentioned in that everyone has the same graphic goals or maybe desires, or how would they want how they want things done so, I guess, finding out what works for people.

00:42:47.280 --> 00:42:53.580 Eric Sarver, Esq.: I would say comes back, we mentioned earlier right before, is it some discernment some breaths humility right.

00:42:54.360 --> 00:43:03.330 Eric Sarver, Esq.: Not presuming that we know what others need or want, but let them tell us, and then we listen and I say this because.

00:43:03.870 --> 00:43:12.300 Eric Sarver, Esq.: These are the words i've heard that I heard you say that in some pockets, he goes to about listening, the importance of humility and patients and.

00:43:12.720 --> 00:43:19.200 Eric Sarver, Esq.: I believe it for my clients and myself as well and I I tend to get better results when I listen when i'm patient.

00:43:19.890 --> 00:43:36.510 Eric Sarver, Esq.: And we all are human so we all get those you know impatient, you know there's nothing new to me and the guy every time he makes my i'm a very like what's the word excuse your comfort in something like my iced coffee one way my coffee and other way, and every time I go in it's.

00:43:37.740 --> 00:43:46.920 Eric Sarver, Esq.: cold relate eyes currently half and half and every time it takes three times to make it and i'm not sure what that's about but it sounds like a little impatient, you know, like what's.

00:43:47.460 --> 00:43:58.380 Eric Sarver, Esq.: But if i'm a religious to a patient with that person and seeing it as being you just very busy or miss something it's a small example, but it does shift my focus when I walked out and i'm thinking can't they get my order right you.

00:43:58.380 --> 00:43:59.040 Eric Sarver, Esq.: don't you.

00:43:59.370 --> 00:44:05.280 Eric Sarver, Esq.: aren't, I guess, they were all having a you know, maybe it's not a morning guys working the alien ships, who knows.

00:44:06.390 --> 00:44:20.130 Eric Sarver, Esq.: I think it's like kind of ties in a little bit in my mind yeah to what you're saying and it's like a personal day day versus the big picture, but isn't my made up of those personal small moments when you think about it, as opposed to that grand you know picture.

00:44:20.610 --> 00:44:26.760 Robb Holman: Agreed agreed listen to live this kind of way of life, consistently not perfectly, but consistently.

00:44:27.090 --> 00:44:40.230 Robb Holman: We have to have a degree of intentionality don't wait because we're human but to your point you're impatient I get frustrated time like we're human, but if we can become aware and then we can make the appropriate changes within.

00:44:40.650 --> 00:44:42.960 Robb Holman: As a natural by a byproduct.

00:44:42.990 --> 00:44:51.030 Robb Holman: The changes are going to be made on the outside, and so it everything goes back to starting within inside out leadership now, I will say this Eric too.

00:44:51.720 --> 00:44:59.820 Robb Holman: Is it's going to require some things of us as leaders it's going to require it's going to require some deeper digging in ourselves to find the seeds of greatness.

00:45:00.150 --> 00:45:06.840 Robb Holman: it's gonna it's going to require some sacrifices to be made with our TEAM members to spend arguably a little bit more time.

00:45:07.110 --> 00:45:07.950 Robb Holman: getting to know.

00:45:07.980 --> 00:45:10.380 Robb Holman: What makes them come alive, what makes them tick.

00:45:10.740 --> 00:45:20.700 Robb Holman: yeah I know we didn't sign up to be full fledged therapists and counselors However, we did sign up to lead and lead effectively and if we're going to do that it starts from within.

00:45:21.750 --> 00:45:30.270 Eric Sarver, Esq.: A good note for employers and business owners to a new audience naming the same to contemplate a dragon Russia week so we're gonna take a commercial break now.

00:45:31.230 --> 00:45:42.420 Eric Sarver, Esq.: i'll just say once again i'm the host Eric savoured employment law today here on talk radio, am I see with our guest tonight my guest rob home in palm international stick around right back.

00:47:42.870 --> 00:47:52.320 Eric Sarver, Esq.: Welcome back to employment law today i'm your host erick solver and employment law business law attorney and I here tonight with our guest my guest tonight rob home in.

00:47:53.010 --> 00:48:04.320 Eric Sarver, Esq.: The home international rob's a global consultant leadership consultant specialist author speaker author of move the needle a new book out, you can get today and so.

00:48:04.980 --> 00:48:09.840 Eric Sarver, Esq.: rob it's been you're still on the shelf it's been great so far, having you on the Shell or this.

00:48:10.260 --> 00:48:17.760 Eric Sarver, Esq.: Great conversation, which is still going but it's been great having you so far as to say just you know your insights about what.

00:48:18.270 --> 00:48:30.030 Eric Sarver, Esq.: Leadership style work and the principles behind them not just different facts and figures about sales numbers input is, which again are important, as you mentioned perfect, but one of the driving.

00:48:30.390 --> 00:48:40.830 Eric Sarver, Esq.: Details The goal is the purpose the value, so I think it's really great i'm looking forward to you, maybe another question, or maybe if you can profit share maybe a personal.

00:48:42.000 --> 00:48:51.480 Eric Sarver, Esq.: anecdote how you might have worked with a like a client or company using your methods to lift them up into a new a new place yeah.

00:48:51.840 --> 00:48:56.640 Robb Holman: Well, I think yeah Thank you, this has been an amazing conversation Eric love your heart.

00:48:56.670 --> 00:48:58.020 Robb Holman: love the conversation, so thank you.

00:48:59.280 --> 00:49:11.220 Robb Holman: yeah working with a client for a number of years, one thing that they have adopted over the years is they hear me talk all the time about having an attitude of gratitude now.

00:49:11.970 --> 00:49:16.290 Robb Holman: In business in life it's important in business is important because here's what happens.

00:49:16.800 --> 00:49:21.330 Robb Holman: let's say we have meetings and challenges that we're facing and problems that need to be solved.

00:49:21.750 --> 00:49:29.970 Robb Holman: The temptation is in any given meeting, whether it's a one to one or entire group meeting or an entire organizational meeting is to obsess about the problems.

00:49:30.330 --> 00:49:39.870 Robb Holman: You know that's the starting point of many of our conversations and then everything that's not bad, I mean it's it's Okay, we need to figure out what the problems are and then the best solution for them, no doubt about it.

00:49:40.350 --> 00:49:49.950 Robb Holman: yeah but what I encourage this one particular client which, quite frankly, between you me, and the rest of the world, I encourage every client and every human being, every business leader to do this, regardless of their industry.

00:49:50.520 --> 00:49:51.720 Robb Holman: Is what would it look like if.

00:49:51.720 --> 00:49:57.780 Robb Holman: You start every meeting, regardless of the purpose of the meeting with a time of gratitude.

00:49:58.830 --> 00:50:04.500 Robb Holman: and be as specific as you can with the things the people that you're grateful for most.

00:50:04.740 --> 00:50:16.830 Robb Holman: yeah and talking about setting the tone with this one particular organization adopted this so much that even doing coven times that they started a virtual wall of gratitude.

00:50:17.280 --> 00:50:25.530 Robb Holman: And that one one of the executive TEAM members would contact the other eight or so core team members via email.

00:50:25.890 --> 00:50:37.770 Robb Holman: And would send an email chain out early in the day, saying what are the specific things that you are most grateful for, whether that be three five things whatever compile lists, not just in that moment, but throughout the course of the day.

00:50:38.130 --> 00:50:38.370 Eric Sarver, Esq.: As.

00:50:38.400 --> 00:50:47.400 Robb Holman: He was getting in and hearing from people and then he would summarize at the end of the day, what each team member is grateful for very specifically.

00:50:47.760 --> 00:50:48.210 Eric Sarver, Esq.: When they.

00:50:48.300 --> 00:50:51.330 Robb Holman: Did this I mean for months and all of a sudden.

00:50:51.720 --> 00:50:55.890 Robb Holman: yeah lobbies break down in their culture and organizational culture.

00:50:56.160 --> 00:51:03.420 Robb Holman: And they became such a an organization filled with gratitude it went from something that they did.

00:51:03.900 --> 00:51:11.130 Robb Holman: into who they weren't who they become so I want to encourage people listening if that's you if something resonates there.

00:51:11.520 --> 00:51:18.900 Robb Holman: A lot of moving the needle a lot of these inside out leadership principles it's about having a heart of gratitude Now I understand.

00:51:19.230 --> 00:51:30.030 Robb Holman: Life happens curveballs are thrown at us, without a doubt, but what would begin to happen if we are committed to and we're consistent with each and every single day how many a time of gratitude.

00:51:30.540 --> 00:51:41.190 Robb Holman: All of a sudden, how we're going to address the difficult problems, the challenges we face is going to be out of a completely different place, I find that the the most brilliant ideas, the most creative.

00:51:41.190 --> 00:51:44.550 Robb Holman: Solutions they do come out of a place of gratitude.

00:51:45.390 --> 00:51:49.350 Eric Sarver, Esq.: I think that's an excellent point rob and i've heard this from more than one person in source.

00:51:50.070 --> 00:52:01.560 Eric Sarver, Esq.: People i've interviewed friends family clients and people just general in life that then attitude of gratitude, as you mentioned, so so pivotal it gives it gives a healthy perspective on our problems right because.

00:52:02.040 --> 00:52:12.510 Eric Sarver, Esq.: One or two problem they don't become the end of the world or entire universe that it becomes a sort of a wants to eclipse in a positive way by all the good around this gives us perspective.

00:52:13.050 --> 00:52:18.270 Eric Sarver, Esq.: I love that story about a good company doing that, especially during cold, because you know part I think the show tonight.

00:52:18.750 --> 00:52:22.980 Eric Sarver, Esq.: i'm sure every night, frankly, every week is that you were an unusual trying time that was totally.

00:52:23.490 --> 00:52:32.280 Eric Sarver, Esq.: And it's difficult for leaders know to connect with themselves and with each other and for people to stay connected and to stay grateful, which I think.

00:52:32.670 --> 00:52:39.300 Eric Sarver, Esq.: You know what I hear you saying is gratitude and it's not so much in my opinion about sort of papering over.

00:52:40.050 --> 00:52:50.610 Eric Sarver, Esq.: That stuff bad stuff happens, we need to, as you know, own it knowledge it grieve it would have you been like to have that gradually in the picture you think is it so important, so I.

00:52:51.030 --> 00:52:57.630 Eric Sarver, Esq.: Think that's an excellent excellent point rob yeah I think it's an a company that isn't actually use actually saw the changes, you said.

00:52:57.630 --> 00:52:59.550 Robb Holman: Oh, my goodness, the fruit, the.

00:52:59.550 --> 00:53:09.600 Robb Holman: Positive fruit that started come from, not just each and every single team Member but collectively as a team, it was like life Eric was just infused into the team they started think different.

00:53:09.840 --> 00:53:18.960 Robb Holman: Their behavior started change and all of a sudden their productivity skyrocketed, and so I just encourage, regardless of where you find yourself today as a leader.

00:53:19.320 --> 00:53:22.290 Robb Holman: As an organization, perhaps you're struggling then.

00:53:22.590 --> 00:53:33.180 Robb Holman: don't just try on gratitude on for size, to see if it fits it fits every size imaginable just have at it and and you'll be thrilled that you did.

00:53:33.960 --> 00:53:47.940 Eric Sarver, Esq.: yeah yeah for sure I think it's a really good point for audience tonight if you're listening to this this broadcast actually you can try a gratitude list or just focusing on that at some time in the day, absolutely.

00:53:49.200 --> 00:53:52.350 Eric Sarver, Esq.: I also wondered, I know I asked this before just think about.

00:53:53.550 --> 00:53:56.490 Eric Sarver, Esq.: Your other some other books that you know, all in the lead the way.

00:53:57.630 --> 00:54:04.770 Eric Sarver, Esq.: Are there any additional points, maybe a couple in their movie that you wanted to share with us that maybe we haven't touched upon so.

00:54:05.400 --> 00:54:11.220 Robb Holman: I think an overarching theme in each and all of my books that really speaks to the inside out leadership philosophy that.

00:54:11.550 --> 00:54:16.560 Robb Holman: That you've experienced and hopefully your viewers and audience as experienced as well tonight yeah is this.

00:54:17.190 --> 00:54:32.880 Robb Holman: It has to do with presence like being really present with the one team Member the one person that that's in front of you right now God, and this was never highlighted solar edge to my heart, so deeply so significantly than right now.

00:54:33.660 --> 00:54:34.950 Robb Holman: or I should say a few months back.

00:54:34.980 --> 00:54:38.160 Robb Holman: my grandmother my only living grandparent this is months ago.

00:54:38.640 --> 00:54:48.180 Robb Holman: Was climbing or knocking on the door of her hundred and second birthday Eric 102 literally knocking on the door of 100 and second birthday.

00:54:48.570 --> 00:54:55.530 Robb Holman: I visited her during coven times, so I got all my gear I got your the mass the gown everything.

00:54:55.530 --> 00:54:56.700 Eric Sarver, Esq.: I mean yeah.

00:54:57.840 --> 00:55:03.990 Robb Holman: amazing amazing time here's the thing, she was not doing well, so people said I should probably visit her around this time.

00:55:05.340 --> 00:55:15.300 Robb Holman: Well, my visit with her was approximately I don't know about 45 minutes or so, but what was even more important in the midst of that overall visit she was only.

00:55:16.710 --> 00:55:21.810 Robb Holman: She was only present with me for about 20 minutes of that overall time because she was in and out of sleep.

00:55:22.290 --> 00:55:22.560 Eric Sarver, Esq.: Right.

00:55:23.130 --> 00:55:26.880 Robb Holman: And I remember this one specific exchange I had with my grandmother.

00:55:27.930 --> 00:55:32.100 Robb Holman: And this exchange went like this Eric I looked into her eyes.

00:55:32.520 --> 00:55:38.310 Robb Holman: hmm and we called her, I called her Gani you know we all have our grandmother neighbors grandma I call her again I said Danny.

00:55:39.720 --> 00:55:41.460 Robb Holman: You are so beautiful.

00:55:43.260 --> 00:55:58.500 Robb Holman: And, as I looked into her eyes this soon to be hundred and two year old woman it's almost as though we are so locked in our eye contact are you know that she turned into like a five year old little girl with her excitement based on that statement.

00:55:58.980 --> 00:56:03.000 Robb Holman: wow now what you might need to know is this my grandmother.

00:56:03.840 --> 00:56:14.370 Robb Holman: her memory had been lost a lot of the time I didn't know after i'd said that statement, and that, and that was it almost seemed like it's this was suspended in midair for like minutes, although it was just seconds.

00:56:15.090 --> 00:56:20.910 Robb Holman: I didn't know after I said in after that locked locked in moment with her, I didn't know if she ever remembered again.

00:56:21.420 --> 00:56:21.750 Eric Sarver, Esq.: wow.

00:56:21.780 --> 00:56:23.430 Robb Holman: I didn't know if i'd ever see her again.

00:56:24.600 --> 00:56:34.470 Robb Holman: Was she died shortly after and what I want to encourage everyone that's listening to is this yeah be present, with a one person in front of you.

00:56:35.100 --> 00:56:42.690 Robb Holman: yeah in some weird way, but in a human to human way be present seek first to listen to understand.

00:56:43.140 --> 00:56:47.760 Robb Holman: seek first to serve to be a cheerleader to be the greatest encourager.

00:56:48.210 --> 00:56:57.960 Robb Holman: right when you do that, it will move the Needle, and you will begin leading from the inside out and having an influence that you can never ask imagine or even think.

00:56:59.250 --> 00:56:59.760 Robb Holman: That with you.

00:57:00.180 --> 00:57:07.740 Eric Sarver, Esq.: Thank you, yes we're just a little over at a time, but i'll just say that i'm going to add your contact information in the.

00:57:08.040 --> 00:57:14.370 Eric Sarver, Esq.: Post about this in the video chat since we're a little over time today but it's worth three in that story folks you heard about home and.

00:57:14.700 --> 00:57:22.620 Eric Sarver, Esq.: home and international his book move the Needle, on Eric solver tune in Tuesday nights 5pm employment law today, thank you rob so much for being here really appreciate it.

00:57:22.890 --> 00:57:25.800 Robb Holman: Thank you so much, I really, really enjoyed appreciate you yep.

00:57:25.860 --> 00:57:26.280 The here.

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