Employment Law Today

Tuesday, May 3, 2022
Facebook Live Video from 2022/05/03 - Countering The Great Resignation: Leadership + Culture

Facebook Live Video from 2022/05/03 - Countering The Great Resignation: Leadership + Culture


2022/05/03 - Countering The Great Resignation: Leadership + Culture

[NEW EPISODE] Countering The Great Resignation: Leadership + Culture

The audience will learn how executive leadership coaching/improvement, when combined with a focus on improving strategy and workplace culture, can enhance employee morale, reduce resignations, and lower the risk of liability from disgruntled employees' lawsuits. The audience will also learn the benefits of understanding how to improve workplace culture and minimize conflicts due to implicit bias or discrimination.

Too often, the conversation around mass resignations and employee burnout focus solely on the employee - on uncovering the root of their dissatisfaction and seeking to boost their morale. While this is a valuable and necessary point of focus, there is another key component to countering The Great Resignation and reducing employee turnover: improving the leadership style and management methods of executives and high-level supervisors. 

On Tuesday, May 3rd, join me and my guest, Andrew Botwin, Esq, SPHR, SHRM-SCP, PCC, MBA, Founder of Strategy People Culture, LLC, for a frank discussion of these timely topics!

Andrew Botwin: 



Work Phone: 973-551-0419 


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

Show Notes

Segment 1

Starting off the show, Eric introduces today’s topic of discussion and his guest, Andy Botwin, founder of Strategy People Culture. Andrew was an auditor for a big accounting firm, Arthur Andersen, while in college. He did not like his experience as he felt like he wasn’t mature enough and ready to be in that environment. He moved onto a different firm where he worked on various kinds of recruiting and getting involved in other operations for almost 5 years. He then went back into public accounting working in the role of human resources manager for a regional firm that was growing. In this firm, as ,mcha as they were growing even with the amount of employees in the firm, there was also as much of a turnover of up to 40 percent. After twelve years of being a part of this team, he was inspired to overcome the concept of that if a business is doing great, there is no need to change. This was where Strategy People Culture came about. Eric and Andy also discuss retention and the importance of what it means other than whether employees will ultimately leave a business.

Segment 2

Eric asks Andy about what are some root causes of the great resignation. Andrew says that he hears most people talk about issues related to Covid-19 and the demand of the workforce for employees to work more fluidly. He also mentions baby boomers who are now at a point where now with Covid19 and the changes with time, are now staying retired at an unproportioned rate. Andy also mentions inflation with things like cars for example. He says that people are making different decisions about where and how they are working because of issues like these. Andy also mentions things like lost communication because many people have worked remotely at this point and emails, phone calls and other forms of media can get lost whereas in the past, you could stop and ask a quick question meeting someone in the hallway. All kinds of factors have affected the great resignation. He also discusses with Eric about implicit bias and its relation to the great resignation.

Segment 3

Eric talks with Andy about his approach on employee satisfaction. Andy goes back to mentioning the idea of having one direction and a solution to a problem. He gives the example of “if we have pizza on Fridays, that's going to make people happy.” He mentions that those things mean something to people, but they don't have deep meaning and are not creating something sustainable. He says that leaders, by definition, get people to follow them. When talking about implicit bias, discrimination and sexual harassments, something that he trains and informs his clients about, he says that there is a lot of situations where if a person was more of an effective leader, respected for how they tried to lead their team, any off-putting comments of actions can be looked away and given the benefit of the doubt. If it's a leader that employees don't respect, in this situation, it can be interpreted in a negative way. This can lead to employee turnover, financial loss and more. There's a wide middle ground where for the more respected leader, employees may feel more comfortable to speak up if something bothered them, harmed them, or offended them. Andy also discusses coaching executive leaders and what his method is to helping others.

Segment 4

In the final segment, Eric asks Andy about how he and his firm distinguish themselves from other firms in the diversity, HR and coaching field. Andy says that what's important in coaching is fit. It's not just about getting the client. The goals are very specific to an individual. He says that they thrive in understanding goals and allow for adaptation for every individual. Coaching is about expanding our minds and thought process and there are many possibilities in decision making. He goes back to mentioning the great resignation and how there isn’t one answer or just one solution. He works with leaders to understand their individual goals and collective goals as an organization. You can find Andy Botwin at and


00:00:43.320 --> 00:00:56.430 Eric Sarver, Esq.: Good evening, welcome to employment law today i'm your host erick solver i'm going to apply Milan business law attorney and I host this live weekly talk radio show and it's live weekly video broadcast.

00:00:56.700 --> 00:01:08.130 Eric Sarver, Esq.: Every Tuesday night from 5pm to 6pm Eastern standard time right here on talk radio nyc we're have guests, to discuss some of the most novel complex and timely topics.

00:01:08.430 --> 00:01:19.590 Eric Sarver, Esq.: That business owners and employers are facing today and then that spirit i'd like to welcome tonight very special guest very talented Renaissance man, Mr Andy.

00:01:20.760 --> 00:01:26.880 Eric Sarver, Esq.: Andy baldwin and he is the founder of strategy people culture any welcome to the show.

00:01:27.480 --> 00:01:28.620 Andy Botwin: Thank you happy to be here.

00:01:29.340 --> 00:01:37.200 Eric Sarver, Esq.: very happy to have you i'm sure I have an extra extra thing greet them a conversation for our guests that audience tonight.

00:01:37.260 --> 00:01:41.100 Andy Botwin: And I hope I can live up to being a true Renaissance man now.

00:01:41.160 --> 00:01:44.130 Andy Botwin: i'm not sure how long but we'll figure that out.

00:01:44.430 --> 00:01:47.100 Eric Sarver, Esq.: we'll figure that as we go along, and I have no doubt you'll.

00:01:48.630 --> 00:01:52.050 Eric Sarver, Esq.: live up to that to that name that description I don't use it lightly so.

00:01:52.740 --> 00:02:03.990 Eric Sarver, Esq.: Well, that sense, one of my just tell our guests and rather audience what our topic is this evening, and then I will read your your bio and i'll let the guests decide that Renaissance man.

00:02:04.740 --> 00:02:13.440 Eric Sarver, Esq.: issue, so our our topic tonight is executive leadership workplace culture encountering the great bethany resignation.

00:02:13.980 --> 00:02:17.640 Eric Sarver, Esq.: And you know basically Andy and I will talk about the fact that too often.

00:02:18.000 --> 00:02:30.810 Eric Sarver, Esq.: The conversation around match resignations and employee burnout focuses solely on the employee uncovering the root of their dissatisfaction and seeking to boost their morale.

00:02:31.320 --> 00:02:41.760 Eric Sarver, Esq.: And while this is a valuable and necessary point of focus we're saying that there's another key component to countering the resignation and to reducing employee turnover.

00:02:42.180 --> 00:02:48.990 Eric Sarver, Esq.: And that's improving the leadership style and the management methods of executives and high level supervisors.

00:02:49.410 --> 00:03:00.570 Eric Sarver, Esq.: This evening you join me and my guest Andrew baldwin as far as phr sh er and Sep PCC and MBA founder of strategy people culture llc.

00:03:00.900 --> 00:03:15.450 Eric Sarver, Esq.: will discuss the connection between building strong executive leaders within a company and listening to responding to employee issues regarding workplace burnout implicit bias and the challenges that are feeding the great resignation.

00:03:15.960 --> 00:03:25.230 Eric Sarver, Esq.: And me before I get any questions I wanted to be a bit of a an introduction in a file about you, if I may, to sort of our guests.

00:03:26.010 --> 00:03:32.220 Eric Sarver, Esq.: More about you and while you're here this evening, and let me just do that right now i'll just mention, as I.

00:03:33.120 --> 00:03:44.400 Eric Sarver, Esq.: said, our guest tonight anybody when founder of strategy people culture to the firm dedicated to helping businesses to understand and then develop into intentional workplace cultures.

00:03:45.360 --> 00:03:57.360 Eric Sarver, Esq.: Development executive leaders and conducting independent workplace investigations on employment matters, and he has over 25 years of experience working with individuals and teams.

00:03:58.170 --> 00:04:03.390 Eric Sarver, Esq.: Including owners CEOs directors managers and a high potential employees.

00:04:03.870 --> 00:04:13.260 Eric Sarver, Esq.: He is a retired attorney has advanced degrees, excuse me advanced education and human resources and holds several commensurate licenses and certifications.

00:04:13.710 --> 00:04:18.480 Eric Sarver, Esq.: And the violin has extensive experience in public accounting, both as an auditor and chief.

00:04:19.020 --> 00:04:28.050 Eric Sarver, Esq.: Human resources officer he brings his unique blend of services, including the executive coaching workplace culture consulting training and.

00:04:28.470 --> 00:04:32.820 Eric Sarver, Esq.: Independent work with investigations and ego matters together in his practice.

00:04:33.300 --> 00:04:42.240 Eric Sarver, Esq.: And he has successfully work with many levels of leaders from small entrepreneurial businesses to fortune 100 companies as part of his practice.

00:04:42.600 --> 00:04:50.880 Eric Sarver, Esq.: And he conducts training on Anti harassment and anti discrimination with sensitivity to compliance standards in all 50 US states.

00:04:51.570 --> 00:04:58.920 Eric Sarver, Esq.: In addition to trainings around bias and general workplace behaviors and further and he lived with high end customized leadership training prevent.

00:04:59.280 --> 00:05:05.250 Eric Sarver, Esq.: and organizational culture of us to be client specific needs, he has spoken around the nation in various capacities.

00:05:05.520 --> 00:05:13.110 Eric Sarver, Esq.: Including as an investigations expert and trainer of anti harassment policies bias and diversity and inclusion issues in the workplace.

00:05:13.590 --> 00:05:21.030 Eric Sarver, Esq.: And the certificate whole different the stringent testing standards of the Association of workplace investigators and he is a philanthropic.

00:05:21.300 --> 00:05:33.000 Eric Sarver, Esq.: board member and trustee for nonprofit organization helping disabled adults, develop and work towards Independent Living, so, in short, or Renaissance man I rest my case.

00:05:34.650 --> 00:05:35.100 Andy Botwin: or no.

00:05:35.640 --> 00:05:45.210 Eric Sarver, Esq.: Yes, fairness indeed so alright Andy well again really glad to have you have this you know topic to be resignations really gotten a lot of a lot of.

00:05:45.570 --> 00:05:53.760 Eric Sarver, Esq.: Media attention and it's in people on people's minds and their hearts, but then issue a sort of the starting Question I told our audience a lot about you, but.

00:05:55.020 --> 00:06:06.720 Eric Sarver, Esq.: Tell us a bit more about yourself in terms of like your history that mean you like what how did you initially started out and what prompted you inspired you to found your firm energy people culture.

00:06:07.980 --> 00:06:09.570 Andy Botwin: i'm sure so.

00:06:10.620 --> 00:06:19.740 Andy Botwin: I guess, to give you an idea of how my career started and it's a good way to lead into what ultimately got me to the point to start my own company.

00:06:20.340 --> 00:06:24.630 Andy Botwin: I was an auditor out of college for a very you know, one of the very large firms Arthur Andersen.

00:06:25.470 --> 00:06:32.130 Andy Botwin: At the time, you know some of the younger listeners may not even know who they are, as some some history.

00:06:32.700 --> 00:06:40.500 Andy Botwin: Has not voted well for them, but they were highly respected public accounting firm and I really didn't like my experience.

00:06:40.860 --> 00:06:57.600 Andy Botwin: It was, I spent about two years there, there were some great things about the organization, but I don't know if from a maturity standpoint, I was really ready for that kind of working environment, so I had a strong relationship with somebody who ran a very large and large and successful.

00:06:59.010 --> 00:07:09.330 Andy Botwin: recruiting company essentially steady and payroll and company with offices all over the country, and he said when he come work for me now everybody, you know I knew, my friends.

00:07:10.170 --> 00:07:15.690 Andy Botwin: People would always say oh you you you love talking to people you love being around people, you should be in human resources.

00:07:16.950 --> 00:07:27.480 Andy Botwin: not exactly understanding what human resources really meant but but it seemed to fit it seemed to make sense and I spent a little under five years they're doing a variety of things from recruiting.

00:07:27.960 --> 00:07:35.700 Andy Botwin: Temporary recruiting to national recruiting to getting involved operationally with areas around risk management insurances.

00:07:36.300 --> 00:07:45.300 Andy Botwin: That was in the 90s when pete CEOs were starting to really take a new form and explode and I got involved in developing some of those as well.

00:07:46.020 --> 00:08:02.430 Andy Botwin: And truthfully at a certain point I started getting bored it was time for me to leave I was still fairly young and you know when I was looking at the clock every day in the days were going along and you could stay till six o'clock and just be a superstar for staying late.

00:08:03.540 --> 00:08:18.720 Andy Botwin: You know I realized that wasn't what I wanted for the rest of my life and I wound up back in public accounting except as a human resources manager for a regional firm in the northeast but was that a firm that was really growing very fast and it had some niche services.

00:08:19.770 --> 00:08:28.380 Andy Botwin: And had really carved out a pretty good name for themselves and as they were growing and and really exploding any picture an organization that.

00:08:28.770 --> 00:08:35.820 Andy Botwin: Whose revenue was organically growing you know 40 to 50% a year their employee headcount was was also growing.

00:08:36.570 --> 00:08:48.270 Andy Botwin: You know, to keep pace with that, but the turnover was also in the 40% range, so you know we became kind of a rashard recruiting practice trying to build.

00:08:49.170 --> 00:09:01.020 Andy Botwin: An infrastructure around proper human resource management and 12 years later, as I was getting ready to leave to start my company strategy people culture it's actually the first the two companies that I own.

00:09:02.520 --> 00:09:09.750 Andy Botwin: We were being named to fortune fortune magazine's hundred best places to work, and it was through those years of challenge.

00:09:10.440 --> 00:09:22.020 Andy Botwin: trying to get an organization to move listen, you know, a large partnership with a lot of people that were partners, certainly not all partners created equal in terms of say.

00:09:22.800 --> 00:09:39.180 Andy Botwin: But essentially they were making more money every year, and so you know I had to overcome the the concept of you know we're doing great, why do we need to change what we're doing and 40% turnover it's just you know not sustainable it's very costly it affects the bottom line of a business.

00:09:40.320 --> 00:09:48.750 Andy Botwin: And so I really became inspired and I decided to step out and create this entity with that funny name called strategy people culture.

00:09:51.960 --> 00:09:58.410 Eric Sarver, Esq.: If anything, I think you know you certainly have very kind of wildly diverse background between the accounting and the top level.

00:09:58.950 --> 00:10:11.070 Eric Sarver, Esq.: fortune 100 French mathematics and I remember that name quite well and 90s, and also remember hearing some not so great things about their future feet, so I know again soon as might want to Google that but.

00:10:11.820 --> 00:10:20.130 Eric Sarver, Esq.: Interesting I think you know I guess hearing that last thing you said Andy about how this place was saying to you, would you agree, maybe, just like looking perhaps at their own.

00:10:20.640 --> 00:10:32.850 Eric Sarver, Esq.: Their own bottom line, but yet the turnover was not great, and maybe they I guess that disconnect sounds like didn't sit well with you from a perspective of you know strategy people and culture implementations and hr.

00:10:33.960 --> 00:10:35.340 Andy Botwin: yeah you know it.

00:10:35.460 --> 00:10:37.860 Andy Botwin: really gets to the heart of it and I don't want to.

00:10:37.950 --> 00:10:44.940 Andy Botwin: move forward towards leadership development but, but your question, you know to me touches on some of that you know.

00:10:45.900 --> 00:10:50.670 Andy Botwin: From a leadership standpoint, how do you know how do you know your businesses that has reached it ceiling.

00:10:51.210 --> 00:10:59.070 Andy Botwin: How do you know you've reached your ceiling, and no one really knows, but what you do know is, if you have a vision for your organization and.

00:10:59.820 --> 00:11:16.380 Andy Botwin: you're growing your success and certainly a reasonable one of the reasonable ways to measure successes, how are we doing financially and if demand for services was growing income related to the work that you were doing was growing.

00:11:16.710 --> 00:11:19.350 Andy Botwin: And as a business grows and if you're in a leadership role.

00:11:19.620 --> 00:11:33.630 Andy Botwin: Your responsibilities tend to also grow with that and so it's easy to sometimes see that and say we are successful, and they were successful, and we were successful.

00:11:34.740 --> 00:11:37.350 Andy Botwin: However, we could have been more successful.

00:11:37.770 --> 00:11:45.240 Andy Botwin: And you know there's a real cost of turnover there's you know many different ways to look at that and metrics to calculate you know across a.

00:11:46.260 --> 00:12:04.320 Andy Botwin: You know, a wide scale, but there's still a cost the turnover and you know if we could lower turnover keep people longer we didn't have such a brain drain, we got continuity on clients which improved client service that improved our reputation and help foster greater careers, even for.

00:12:04.590 --> 00:12:12.570 Andy Botwin: When people ultimately left they felt better about the organization and became alumnus of the organization and referred business and became clients.

00:12:13.470 --> 00:12:23.550 Eric Sarver, Esq.: that's an important piece right the employee retention is not just about to gain the most employees when they're there, but if they do end up leaving on a good note, they can refer.

00:12:24.120 --> 00:12:30.450 Eric Sarver, Esq.: Potential talent back to you and me for a potential client mentioned a good point clients back to you, not just.

00:12:31.320 --> 00:12:34.170 Eric Sarver, Esq.: sort of leaving and be done with with done with your organization.

00:12:35.130 --> 00:12:41.820 Eric Sarver, Esq.: I think it's like an interesting point to Andy you know you bring up about just the things where it's access and how its defined what it means you know, is it just.

00:12:42.120 --> 00:12:56.370 Eric Sarver, Esq.: The numbers on a spreadsheet that's The bottom line if you ask different people you know from my perspective, as a CFO or an accountant, but from a diversity and inclusion standpoint and from an HR and believe in employment law attorney like myself that perspective.

00:12:57.960 --> 00:13:05.730 Eric Sarver, Esq.: I know the answer that question of successor definition of success also has to do with, as you mentioned turnover and employee satisfaction.

00:13:06.570 --> 00:13:16.110 Eric Sarver, Esq.: amongst you know other points so it's interesting to hear you talk about that, and then to sort of touch on leadership which will definitely get to as well to know.

00:13:16.140 --> 00:13:17.910 Andy Botwin: yeah sorry if I jumped ahead but.

00:13:18.330 --> 00:13:20.100 Andy Botwin: You put it out there just made sense.

00:13:20.340 --> 00:13:24.300 Eric Sarver, Esq.: No totally I think we're in a we're in a very organic type of show you know we just think to.

00:13:24.690 --> 00:13:28.740 Eric Sarver, Esq.: flow with a general outline of questions but we're we're pretty organic, in fact.

00:13:29.070 --> 00:13:37.590 Eric Sarver, Esq.: I will, in the spirit of being organic I will take me out our commercial break coming up in a minute, but I think best to take it now, then to pose a question and then take it before you can answer.

00:13:38.250 --> 00:13:42.000 Eric Sarver, Esq.: So i'll just note that we're on our first commercial break folks.

00:13:42.750 --> 00:13:53.070 Eric Sarver, Esq.: you're listening to employment law today i'm your host erick solver my guest tonight, and he bought one founder strategy people culture stay tuned for more we're talking about some of the record high.

00:13:53.610 --> 00:14:01.590 Eric Sarver, Esq.: Employee satisfaction with up resignation and we'll talk about some of the ways to counter that taught me to have my see we'll be right back.

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00:16:00.180 --> 00:16:02.520 Eric Sarver, Esq.: Welcome back to employment law today.

00:16:02.850 --> 00:16:04.800 Eric Sarver, Esq.: And once again i'm your host erick savoured.

00:16:05.160 --> 00:16:06.090 Eric Sarver, Esq.: An employment law.

00:16:07.110 --> 00:16:07.530 Eric Sarver, Esq.: attorney.

00:16:18.210 --> 00:16:25.140 Eric Sarver, Esq.: and welcome back to implement a lot today think I jumped the gun to my queue there i'm your host erick solver and pamela business law attorney.

00:16:25.470 --> 00:16:35.460 Eric Sarver, Esq.: I make my guest tonight anybody when founder of strategy people and culture and a quick shout out to Dr lance now watching out there and reposting in the.

00:16:35.940 --> 00:16:45.750 Eric Sarver, Esq.: 4% breakthrough group on Facebook lance pleasure to see you watching voting tonight we're talking about some ways to counter the great resignation.

00:16:46.500 --> 00:16:55.740 Eric Sarver, Esq.: Through a two pronged approach right focusing on the employee experience and employees brow and eradicating areas implicit bias and other.

00:16:56.130 --> 00:17:01.080 Eric Sarver, Esq.: workplace issues but we're also focusing, at least from any perspective on.

00:17:01.500 --> 00:17:19.080 Eric Sarver, Esq.: Leadership development and and turning around poor leadership and having executive coaching in that regard, so I guess My first question to me lay the foundation here is what do you believe are some root causes of this record high employee dissatisfaction aka the green resignation.

00:17:20.700 --> 00:17:37.860 Andy Botwin: yeah, I think, like many issues there's lots of facets, and you know, there are some of the sort of more common ones, what I hear most people talk about is coven the return to covert if or from covert if that's what we're in.

00:17:38.910 --> 00:17:44.910 Andy Botwin: And the demand for of the workforce, to be able to work more fluidly more remotely.

00:17:46.050 --> 00:17:50.460 Andy Botwin: And so I hear that, as a common issue and some employers are.

00:17:51.120 --> 00:18:00.060 Andy Botwin: being more insistent on there are people coming to work, which is certainly certainly creating some of that dynamic, but I think there's a lot of issues and reasons that.

00:18:00.540 --> 00:18:10.290 Andy Botwin: I don't hear a lot in everyday sort of chatter and conversation that you know bear America for starters, you know generationally baby boomers.

00:18:11.010 --> 00:18:19.170 Andy Botwin: I think that's a group of people that are coming out of covert a lot of them have decided to stay retired.

00:18:19.740 --> 00:18:26.100 Andy Botwin: Probably at a disproportionate rate for what we would have expected under sort of a normal attrition factor.

00:18:26.790 --> 00:18:33.660 Andy Botwin: You know so that's one component and that's a lot of experience a tremendous brain drain, you know, leaving the working place.

00:18:34.200 --> 00:18:52.200 Andy Botwin: there's other issues like inflation, which you know i'm not an economist, and you know I understand very basic micro and macro economics, but you know we might see inflationary numbers that the government produces I don't know that that always jives with what people are feeling, though.

00:18:53.400 --> 00:18:59.790 Andy Botwin: You know so think about it a car, you know used cars cost way more than they did two years ago.

00:19:00.060 --> 00:19:09.300 Andy Botwin: In fact, used car that I bought two years ago, perhaps I can sell it work for more than I paid for two years ago, which is very untraditional and new car certainly.

00:19:09.900 --> 00:19:25.110 Andy Botwin: Supplying demand is a major issue, so I think what people are feeling is is a higher level of inflation than at least what the statistics tend to say, and with that then people are making different decisions about their work where they're working how they're working.

00:19:26.130 --> 00:19:33.240 Andy Botwin: And I also think that there's some what I might think about as one sided thinking on the business side.

00:19:34.140 --> 00:19:42.210 Andy Botwin: there's confusion around business commitments with real estate, you know, I have a office that I pay X dollars and rent for.

00:19:42.630 --> 00:19:49.110 Andy Botwin: And there's a lack of connecting that in business decisions or sometimes being made without thinking about.

00:19:49.740 --> 00:19:59.970 Andy Botwin: You know, finding a middle ground between that commitment that's already in some ways of some commitment it because it may not be as easy to get sublease type of arrangements today.

00:20:01.080 --> 00:20:19.110 Andy Botwin: With the needs of employees and usually there's a middle ground and that question I don't know if it's asked you know well enough, I also think that there's you know some real and perceived problems that are out there that make it difficult for employers, for example.

00:20:20.220 --> 00:20:25.560 Andy Botwin: You know, as successful as many companies have been some have certainly struggle through the pandemic.

00:20:25.890 --> 00:20:32.250 Andy Botwin: But some companies have had record profits, you know by having people work remotely when, in the past they couldn't have.

00:20:32.670 --> 00:20:39.810 Andy Botwin: You know, an industry like professional services where I have a lot of direct experience and that have been a struggle for many years yet.

00:20:40.170 --> 00:20:47.190 Andy Botwin: I know many firms accounting firms law firms like that have had their better best years ever in terms of efficiency.

00:20:47.760 --> 00:20:56.520 Andy Botwin: Yet on the flip and there's inefficiency with conversations, the ability to walk down the hall, and you know ask somebody a quick question for two minutes.

00:20:56.970 --> 00:21:03.960 Andy Botwin: that's sometimes lost and people can't get Ahold of somebody because their calendars are fall and they don't answer the phone, even with the different.

00:21:04.470 --> 00:21:21.060 Andy Botwin: forms of technology and medium with instant messaging slack channels, some people pay more attention to that than others and those can be distracting and then emails get lost, and so I think there's last communication that happens, you know, along with many other factors.

00:21:21.720 --> 00:21:30.480 Eric Sarver, Esq.: hmm interesting there you know i've asked this question like to several guests, you know from different backgrounds different fields over the last I guess.

00:21:31.290 --> 00:21:39.150 Eric Sarver, Esq.: Maybe 10 months or nine months or so so it's great to hear your perspective there Andy I hear some sort of external factors.

00:21:39.510 --> 00:21:48.150 Eric Sarver, Esq.: Meaning maybe outside the actual specific workplace like it's good to note also, for example, the generational aspect of baby boomers who might be.

00:21:49.140 --> 00:21:54.600 Eric Sarver, Esq.: retiring and increase rates, for example, inflation right it's an external economic.

00:21:55.200 --> 00:22:06.150 Eric Sarver, Esq.: condition factor that certainly does impact, I think people's you know choices to stay in a job, maybe to try their own hand that their own company or firm or leave for more money.

00:22:06.840 --> 00:22:15.600 Eric Sarver, Esq.: In the commercial real estate issue as well that isolation that last piece I think it's interesting too, because I think a lot of companies, on one hand.

00:22:16.080 --> 00:22:23.430 Eric Sarver, Esq.: Here, a lot of employers say well we're going to attract talent and retain them by offering this work completely remote workforce hundred percent.

00:22:23.790 --> 00:22:34.950 Eric Sarver, Esq.: You know work from home, you can log in and your pajamas in the living room and no traffic no Community no subway train know all that stuff but with that remote work.

00:22:35.370 --> 00:22:47.760 Eric Sarver, Esq.: What i'm hearing you say I think if you're in correctly there's a sense of isolation, when you can't collaborate or ask a question down the hall, and so maybe that can perhaps ironically improve so or rather.

00:22:48.300 --> 00:23:00.270 Eric Sarver, Esq.: increase some of the employee burnout increase some of the you know the sort of dissatisfaction, ironically, my even originally aim to promote that like hey, this is a great benefit, but yet it can have an.

00:23:01.320 --> 00:23:02.550 Eric Sarver, Esq.: effect so i'm interesting.

00:23:03.150 --> 00:23:08.880 Andy Botwin: yeah well I think that's what what makes it so complex because we tend to look for an answer.

00:23:09.300 --> 00:23:23.370 Andy Botwin: Right and explanation and there isn't one you know we're not a one size fits all right, we all have different personalities different likes some people like to be ability to work from home in pajamas other people want to be in the office.

00:23:23.700 --> 00:23:28.740 Andy Botwin: You know the problem is how do you figure out a way to make the masses.

00:23:30.090 --> 00:23:34.800 Andy Botwin: You know I you know, use the word happy sort of in quotes but you know.

00:23:35.970 --> 00:23:48.720 Andy Botwin: appeal to what is going to be best for them in a way that they can give you their best because that's the reality you're hiring people to give for them to give you their best.

00:23:48.900 --> 00:23:51.000 Andy Botwin: To help the organization be better.

00:23:51.000 --> 00:23:55.890 Andy Botwin: And yeah I mean I you know who really likes a can you, you know.

00:23:55.920 --> 00:24:02.010 Andy Botwin: Very few people like you know, some people might say, you know I like, but the drive time because it's a time for me to.

00:24:02.370 --> 00:24:13.170 Andy Botwin: You know de frag my brain a little bit you know grab a cup of coffee on the way, listen to the radio and some of those might be nice but, most people would like to have limited can use when they can.

00:24:14.790 --> 00:24:18.090 Andy Botwin: So it's just a very, very complex.

00:24:19.380 --> 00:24:33.210 Andy Botwin: issue that I think leaders sometimes people in leadership positions, maybe, as the better way to say it managers that have to make decisions, sometimes make a decision that's overly influenced by their pure opinion.

00:24:33.450 --> 00:24:34.620 Andy Botwin: And thinking that they need to.

00:24:34.620 --> 00:24:37.260 Andy Botwin: Have a direct answer, instead of just better communication.

00:24:38.430 --> 00:24:51.690 Eric Sarver, Esq.: yeah right it's if you're looking just the one answer one solution to one one explanation to this, you know greed resignation to employee dissatisfaction points and over you're not going to find it because there are many.

00:24:52.710 --> 00:24:56.580 Eric Sarver, Esq.: Many aspects of this right, many are factors that play into this many issues.

00:24:57.510 --> 00:25:13.410 Eric Sarver, Esq.: i'm wondering if you see issues such as let's say lack of you know, efficient diversity to company or implicit bias like is that another factor that you might have noticed in terms of the contributing factor I should ask I should say, for the great resignation.

00:25:14.520 --> 00:25:20.430 Andy Botwin: um yeah I certainly I mean implicit bias, I actually teach a course on that.

00:25:20.790 --> 00:25:25.950 Andy Botwin: In my business more around awareness of what unconscious bias.

00:25:26.010 --> 00:25:36.930 Andy Botwin: really is I kind of stopped there I don't get too heavily involved in in pure D I work as I focused more on the sexual harassment discrimination space.

00:25:37.980 --> 00:25:41.910 Andy Botwin: But you know when we think about diversity equity inclusion.

00:25:42.930 --> 00:25:51.480 Andy Botwin: The last few years, why that has been an issue for a long, long time the last couple years it seems like it's become a little bit of the spree decor.

00:25:51.840 --> 00:26:01.590 Andy Botwin: And you know if we talk about this almost straight line thinking that we started to touch on a little bit before I think it's the same.

00:26:02.340 --> 00:26:11.520 Andy Botwin: kind of concept, there you know a lot of companies that are trying to do something about it they're they're really trying to go deep and do something material with it.

00:26:12.060 --> 00:26:19.230 Andy Botwin: On the flip end there's a lot of companies that are trying to do something to say that they're doing something and they're throwing sort of.

00:26:21.000 --> 00:26:33.600 Andy Botwin: A marginal or not sufficient enough effort to really make a meaningful debt, and you know I kind of as i'm saying that i'm having this visual of an old movie I can't remember the name.

00:26:35.580 --> 00:26:39.060 Andy Botwin: asteroid was coming to earth Bruce willis and Ben affleck.

00:26:40.410 --> 00:26:47.100 Andy Botwin: If you know the movie If not you can leave me hanging but, but there was a visual that they were talking about how to.

00:26:48.000 --> 00:26:54.510 Andy Botwin: blow up this asteroid that was going to destroy earth and you know, do we throw a bunch of nukes at it and.

00:26:54.990 --> 00:27:05.220 Andy Botwin: The physicist the engineer kind of described it and saying, if you throw a bunch of nuclear bombs at this, you know you know it's kind of like if you put a firecracker on your hand.

00:27:05.520 --> 00:27:18.180 Andy Botwin: And it goes off just going to burn your hand, but if you close your hand and you know put that firecracker and you know by by hand and that was sort of the same premise that they were drilling and putting a nuke inside.

00:27:18.480 --> 00:27:23.640 Andy Botwin: This moving asteroid, and so I kind of think about the Di efforts that so many.

00:27:24.810 --> 00:27:34.050 Andy Botwin: Companies are doing and it's kind of like just putting that firecracker and an open hand instead of trying to really address it, I hope that analogy didn't go too far astray and make sense.

00:27:34.200 --> 00:27:42.420 Eric Sarver, Esq.: No, I get it you're saying I wish I could I wish I could give you the name of that movie title now i'm kind of curious on the Google you're going to commercial break but.

00:27:42.780 --> 00:27:43.560 Andy Botwin: i'm going to do the same.

00:27:43.890 --> 00:27:51.300 Eric Sarver, Esq.: yeah right there we go, we get that when we come back, but um, but I think it's like you know this idea that the sort of substantive.

00:27:51.780 --> 00:28:03.180 Eric Sarver, Esq.: Really, addressing an issue versus it's what i'm doing it, you know to be able to kind of, say, we did it almost like it mean that really you know in in substance or four more substance to set of factors to perform.

00:28:04.380 --> 00:28:10.920 Eric Sarver, Esq.: I think definitely an issue there and and it kind of like to me it's a nice, you know segue this question of.

00:28:11.310 --> 00:28:17.790 Eric Sarver, Esq.: You know what you do a lot right we talked about like how many professionals, you know, in the HR and the employee coach around.

00:28:18.480 --> 00:28:26.160 Eric Sarver, Esq.: will focus efforts on improving the individuals employment conditions right, you know, helping them to feel better about their work role.

00:28:27.000 --> 00:28:30.510 Eric Sarver, Esq.: But i'm wondering if you think a more comprehensive approach is necessary.

00:28:30.990 --> 00:28:40.590 Eric Sarver, Esq.: To improve employee satisfaction and retention and then i'll ask you to hold that, though, think about it for the commercial break and come back so when we come back from the commercial break.

00:28:41.160 --> 00:28:50.400 Eric Sarver, Esq.: With any baldwin and with myself or at cyber we're going to talk about what are some more what's another comprehensive approach to employees as Jackson and retention.

00:28:50.790 --> 00:29:01.110 Eric Sarver, Esq.: hint and I may have to do with executive coaching and wants to get the name of that movie so don't go anywhere stay tuned sorry when yc employment law today, and you will be right back.

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00:30:04.620 --> 00:30:15.510 Small Business trying to navigate the covert 19 related employment laws Hello i'm Eric sovereign employment law business lots of money and host of the new radio show employment law today.

00:30:16.110 --> 00:30:28.740 On my show who have guests it's that's the common employment law challenges business owners are facing during these trying times tune in on Tuesday things from 5pm to 6pm Eastern time on talk radio dot nyc.

00:30:33.600 --> 00:30:42.300 you're listening to talk radio nyc at www talk radio dot nyc our broadcasting 24 hours a day.

00:31:07.200 --> 00:31:20.700 Eric Sarver, Esq.: and welcome back to employment law today i'm your host erick savoured employment law and business law attorney for business owners companies industry agnostic my guest tonight, and he bought when retired attorney.

00:31:21.720 --> 00:31:34.200 Eric Sarver, Esq.: The just top notch and HR and and, all things strategy is actually the founder of strategy people and culture and Andy it's great to have you on the show this evening really great to have you with us today.

00:31:35.490 --> 00:31:47.850 Andy Botwin: yeah Thank you thanks for having me back and I didn't get a chance during the break to Google the movie that I couldn't remember and for any of you that are gonna beat me up on it, it is a over 20 years old, so I.

00:31:47.850 --> 00:31:57.810 Andy Botwin: guess I should get a little pass and not remembering the title, it was called Armageddon so it was a pretty good movie so if anybody's looking for something to watch because they're out of things.

00:31:57.930 --> 00:31:59.820 Eric Sarver, Esq.: Maybe that's one that you can watch.

00:32:00.540 --> 00:32:06.840 Eric Sarver, Esq.: Excellent same the show is is providing top notch analysis and review of cutting edge deployment issue think also.

00:32:07.140 --> 00:32:18.420 Eric Sarver, Esq.: converts great movies to watch, especially if you're one of those folks that maybe were downsized where you quit your job, and the resignation, you can watch the show you can watch the movie so excellent excellent evening so far.

00:32:19.470 --> 00:32:30.240 Eric Sarver, Esq.: So I think we left off with a cliffhanger I had asked you Andy about a lot of you know a lot of your colleagues lot of you know a lot of folks in the professional HR employee coach around.

00:32:30.570 --> 00:32:44.340 Eric Sarver, Esq.: And they focus their efforts on improving basically the employees conditions, helping them feel better about their work goal, but I think you take a more comprehensive approach to improving employee satisfaction and i'm wondering if so, with that approach it, you can share it with listening.

00:32:45.480 --> 00:32:52.020 Andy Botwin: yeah well to be clear, you know I think there's merit on on focusing on.

00:32:53.280 --> 00:33:05.400 Andy Botwin: sort of the employees, environment and their experience, so you know anything I might say here I don't want to discount that because, because there is value in that, however, you know.

00:33:06.540 --> 00:33:14.190 Andy Botwin: Again, you know how we came up with it, but that's sort of one directional thinking that we referenced a little earlier.

00:33:14.250 --> 00:33:15.750 Andy Botwin: I think comes into play here.

00:33:15.780 --> 00:33:23.520 Andy Botwin: Because it's you know we're going to find a solution, you know if we have pizza on Fridays that's going to make people happy and.

00:33:23.910 --> 00:33:36.120 Andy Botwin: Of course, you know as long as you like pizza most people like free pizza you know what's not to like it's lunch it's free it's provided and pizza right, so you know those things are great, however.

00:33:37.230 --> 00:33:47.730 Andy Botwin: You know those aren't the deep meaningful things may mean something to but you know if you just do them in a vacuum without creating human connection.

00:33:48.060 --> 00:33:55.500 Andy Botwin: Then you know you're not creating something sustainable, you know, use the reference you know substance over form or form over substance.

00:33:56.040 --> 00:34:10.710 Andy Botwin: And you know how substantive in terms of somebody's going to be happy with their work environment is giving that pizza it'll be nice but that alone won't won't do the track, and so I think.

00:34:12.300 --> 00:34:24.180 Andy Botwin: You know I don't know that there's a perfect job I don't know that there's a map, you know for employees, I don't know that there's a manager that's a perfect leader and I don't know if there's decisions that are perfect for any organization.

00:34:25.140 --> 00:34:41.370 Andy Botwin: But what I do know is that you know leaders, by definition, get people to follow them and I don't know that enough people focus on their effectiveness of people following them, you know i'm a manager i'm in charge, so people should follow me.

00:34:42.000 --> 00:34:42.690 Andy Botwin: And yeah.

00:34:42.720 --> 00:34:54.780 Andy Botwin: That that that's actually true you're given some level of authority that people are hired into to listen to, but to get them to really follow and want to follow that's a different story right.

00:34:55.620 --> 00:35:10.290 Eric Sarver, Esq.: Right right very good point, and he chewed I mean like to have someone follow you say it's going to follow your lead your direction that you know you're you know follow for us to do, because they have to fear being fired or reprimanded versus say.

00:35:11.340 --> 00:35:15.630 Eric Sarver, Esq.: All in with with a bit more enthusiasm sort of from the heart and wanting to follow.

00:35:16.650 --> 00:35:28.890 Eric Sarver, Esq.: thing comes back to how well a leader is trained to be a leader to recognize their role to inspire workers inspire employees, so I mean, I agree with you that something you said, I wanted to point out that I agree.

00:35:29.760 --> 00:35:39.000 Eric Sarver, Esq.: Not we're not discounting the importance of looking at the employee experience I defend a lot of companies in court as employment law 28 litigation where.

00:35:39.360 --> 00:35:45.180 Eric Sarver, Esq.: Is a missing the boat and implicit bias, or they didn't focus enough on disgruntled employees experiences.

00:35:45.600 --> 00:36:01.170 Eric Sarver, Esq.: And didn't maybe fail to see certain combinations inventory patterns and they found themselves, you know, in a lawsuit or mediation that i'm representing them in so I definitely definitely hear you on that and yeah there's no perfect answers all that I think is very interesting.

00:36:01.530 --> 00:36:08.640 Andy Botwin: yeah, you know as you're describing you know some of the situations that you've had to defend companies on.

00:36:09.570 --> 00:36:18.240 Andy Botwin: You know it's sort of the perfect explanation behind the concept of the different service lines that I do you know a lot of people when they hear.

00:36:19.050 --> 00:36:30.630 Andy Botwin: Discrimination sexual harassment, training and investigations and then executive coaching they're kind of like what you know where's the connection and, in some ways they truly are you know not connected.

00:36:31.860 --> 00:36:37.500 Andy Botwin: You know, but when I talk to people about sexual harassment issues discrimination issues.

00:36:38.460 --> 00:36:43.380 Andy Botwin: You know my view is there are definitely situations where there are bad actors.

00:36:43.800 --> 00:36:55.320 Andy Botwin: You know, bad employers that do bad things that truly are you know in in you know, in a pure sense discrimination, sexual harassment and there are employees that.

00:36:55.890 --> 00:37:14.940 Andy Botwin: misinterpret a lot of situations, and you know may even be predatory you know, but if and I don't know what percentage both of those are, but I do know that there's a really big middle where people say and do things that they certainly don't intend to be offensive.

00:37:15.900 --> 00:37:27.840 Andy Botwin: But they are, and you know if you heard them that off color joke that most people have been around socially at work, etc, and that you know could be discriminatory.

00:37:28.320 --> 00:37:32.760 Andy Botwin: It could be you know some form of micro aggression.

00:37:32.940 --> 00:37:37.860 Andy Botwin: You know, we talk about the world of the Ai and unconscious bias, particularly.

00:37:39.000 --> 00:37:47.460 Andy Botwin: But it could be other things, and what I found is there's a lot of situations that if the person was a more effective leader.

00:37:48.030 --> 00:37:59.640 Andy Botwin: and impart it doesn't necessarily mean that they were just like, but they were respected for the way that they went about their business what they did how they tried to lead their people in a function.

00:38:00.510 --> 00:38:04.290 Andy Botwin: Those little off color and off putting comments or actions.

00:38:04.950 --> 00:38:12.660 Andy Botwin: People might have just shrugged shrug their shoulders and look the other way and said, you know what I didn't like that, but I really believe in error.

00:38:12.930 --> 00:38:22.680 Andy Botwin: he's a great leader and he probably i'm going to give him the benefit of doubt you probably didn't mean what I heard, whereas if it's a leader that they don't like that they're don't respect.

00:38:23.250 --> 00:38:28.800 Andy Botwin: they're more likely to interpret it the other way and saying i'm not giving this person the benefit of the doubt at all.

00:38:29.070 --> 00:38:43.080 Andy Botwin: That person's a jerk and they meant to be insulting and offensive and so, then that could be the that could be the simple balance between a claim and an action, and you know where companies hiring you to defend that costs money.

00:38:44.100 --> 00:38:53.310 Andy Botwin: You know and you've got disgruntled employee, and you know, maybe people that they're connected with, and it could be the turnover and and all those kinds of things and it's just a losing proposition.

00:38:54.210 --> 00:39:04.320 Eric Sarver, Esq.: yeah Andy hundred percent on that, I think that whole kind of big middle you know I think people tend to look at situation and look at like the outlier or the extremes and, of course.

00:39:04.650 --> 00:39:12.330 Eric Sarver, Esq.: we've got the extreme like the cover know rather than starting over obvious a very you know overbearing extreme examples of.

00:39:13.200 --> 00:39:23.790 Eric Sarver, Esq.: Sexual harassment and discrimination that people shut her to see I think about and make the headline thinking we also have of course situations, otherwise where somebody might be.

00:39:24.480 --> 00:39:30.150 Eric Sarver, Esq.: Maybe employed miss interpret misconstrue something or it's disgruntled and perhaps fabricate to claim and.

00:39:30.660 --> 00:39:40.620 Eric Sarver, Esq.: But there's a wide middle ground and you're right, I think that the if you have a good executive leadership right so, so there is actually a business executive coaching for those leaders.

00:39:41.490 --> 00:39:47.610 Eric Sarver, Esq.: It could be that different link between your people saying this guy you know or Gal you know rick didn't maybe mean this may be.

00:39:48.030 --> 00:39:55.920 Eric Sarver, Esq.: And maybe even that leader might be open to hearing the employee employee might feel safe to voice and say hey you know Dave manager Dave.

00:39:56.670 --> 00:40:04.020 Eric Sarver, Esq.: When you said this, you know I actually found it kind of offensive and maybe David might be able to apologize for that remark, instead of doubling down.

00:40:04.320 --> 00:40:12.720 Eric Sarver, Esq.: In the defensive and I think that maybe that's where this sort of marriage of your services comes in that you know you can be working on good leaders.

00:40:13.110 --> 00:40:23.940 Eric Sarver, Esq.: and actually could have a very positive effect on reducing implicit bias, reducing discrimination, reducing harassment, that the summary of what you're saying and.

00:40:24.990 --> 00:40:33.030 Andy Botwin: yeah you know I think all of those different types of issues come down to awareness.

00:40:33.330 --> 00:40:39.570 Andy Botwin: yeah they're they're all workable they're all in provable and, in some cases.

00:40:40.080 --> 00:40:49.560 Andy Botwin: it's fixed it kind of issue fixable it's really about sort of a receptive audience and a willingness to work on that.

00:40:50.010 --> 00:40:51.210 Andy Botwin: And so that.

00:40:51.240 --> 00:41:00.810 Andy Botwin: that's really where leadership becomes so crucial in this process it's not just about making decisions, you know back to the free pizza ideas which are important.

00:41:01.170 --> 00:41:10.920 Andy Botwin: And they're real and they are material, however, if they're not going to look at themselves and say, well, why did we have this problem in the first place.

00:41:11.010 --> 00:41:13.080 Andy Botwin: Right, why was our organization.

00:41:14.160 --> 00:41:18.810 Andy Botwin: You know, having some kind of you know rock enos.

00:41:19.020 --> 00:41:25.530 Andy Botwin: And led us to saying we need to give free pizza yeah it's kind of like you know fixing the.

00:41:26.790 --> 00:41:30.060 Andy Botwin: You know, fixing the you know put a bandaid on the symptom.

00:41:30.090 --> 00:41:31.290 Andy Botwin: Instead of addressing the.

00:41:31.770 --> 00:41:32.190 cold.

00:41:33.570 --> 00:41:46.620 Eric Sarver, Esq.: Now sorry I was about to say things like a band aid right on some kind of, say, you know some kind of skin irritation that keeps coming up, you know or just like putting like HP me on a high in a situation so.

00:41:47.880 --> 00:41:55.320 Eric Sarver, Esq.: Sorry, I missed a band that has like I just think of that actually quit band aid solution instead of like instead of a more deep dive.

00:41:56.700 --> 00:42:01.200 Eric Sarver, Esq.: With someone else has the same analogy is always kind of stretching is interesting, like though just go in there too.

00:42:02.100 --> 00:42:13.470 Eric Sarver, Esq.: But yeah no, I think that and that's a nice kind of you know segue into you and I it's kind of like leading this question about like let's talk a bit about executive business coaching you know what is it.

00:42:13.740 --> 00:42:21.210 Eric Sarver, Esq.: What are some of the goals of coaching executives and leaders that you have a thing when you coach within a company or organization.

00:42:22.230 --> 00:42:26.700 Andy Botwin: yeah so i'd say there that's a two part question in.

00:42:26.700 --> 00:42:28.380 Andy Botwin: terms of what is it and.

00:42:28.620 --> 00:42:30.690 Andy Botwin: What are the goals and so.

00:42:31.920 --> 00:42:37.290 Andy Botwin: What is it I guess is the first part that I would comment on and.

00:42:38.460 --> 00:42:45.600 Andy Botwin: I think that means different things to different people when people hear their coaching you know coach coaching the coaching world.

00:42:46.140 --> 00:42:58.290 Andy Botwin: it's a it's become a huge industry there's lots of people out there that doing that do it if you're out in the business community networking you've probably met people that say i'm a coach i'm a business coach i'm an executive coach.

00:42:59.160 --> 00:43:06.420 Andy Botwin: And it really means different things to different people I would sort of broadly divide the coaching world into two main buckets.

00:43:06.930 --> 00:43:15.540 Andy Botwin: One is a group of people that say that our job is to really come in and help work with that leader as a consultant towards them.

00:43:15.930 --> 00:43:29.190 Andy Botwin: And what I mean by that is give advice give you points share my experiences actively and give suggestions it's kind of like you know the doctor saying you know try, you know take two and call me in the morning, let me know how it works out.

00:43:29.460 --> 00:43:43.980 Andy Botwin: And that's fine that has a purpose, the other half is a sort of more of a challenge and thought partner and less less giving those solutions less giving the consulting advice and more challenging the thought process.

00:43:44.250 --> 00:43:51.780 Andy Botwin: Also that's fine and that has a place, I tend to focus my world in that latter half So while I like to think that sometimes I have.

00:43:52.470 --> 00:44:01.230 Andy Botwin: Some good thoughts in my experience can be relevant and i'll share that but you know, I believe, from a sustainability standpoint of individual growth.

00:44:02.070 --> 00:44:11.610 Andy Botwin: Whether something successful or failure, the learning that an individual tape from whatever it is that they're trying will be exponentially greater and sticky.

00:44:12.420 --> 00:44:23.190 Andy Botwin: To apply to the future if if they sort of come to that decision that whatever it is that they're going to decide on tried to do differently, whatever that cases.

00:44:24.240 --> 00:44:36.090 Eric Sarver, Esq.: Interesting like yeah that letter idea chat encouraging them to challenge right there thinking their attitudes, maybe their thought processes existence of beliefs, I think it's a great you know part of that.

00:44:36.600 --> 00:44:47.250 Eric Sarver, Esq.: coaching equation, not just sort of advising accounts and giving good advice of things that my work, such as pizza on Fridays, the serious you know, and I.

00:44:48.060 --> 00:44:54.300 Eric Sarver, Esq.: Think it's I think it's really important, you know point, a distinction there, I think a lot of people don't realize that that's what coaching can do it.

00:44:54.840 --> 00:45:03.390 Eric Sarver, Esq.: And I think in terms of sustainability right it's sort of reminds you that expression about sort of you know, giving a person, a fish rest is teaching a person, how to fish rate in terms of you know.

00:45:03.690 --> 00:45:09.210 Eric Sarver, Esq.: Give them the person efficient to be don't be hungry for that meal and teaching manufacturing and they can, of course, you know.

00:45:09.570 --> 00:45:16.710 Eric Sarver, Esq.: P themselves for a lifetime, and I know one might argue that you need to maybe first give the person efficient they're starving to death, so the energy fish but.

00:45:17.730 --> 00:45:22.800 Eric Sarver, Esq.: But so you're saying like yeah I think I hear that you know idea I think of encouraging.

00:45:23.220 --> 00:45:29.340 Eric Sarver, Esq.: Leaders challenge with our process, and I want to get more into that and our last question but we're actually at our last commercial break.

00:45:30.000 --> 00:45:38.430 Eric Sarver, Esq.: When we come back i'll be talking with Andy we'll talk a little bit more about his firm to teach strategy people culture and their approach to.

00:45:38.760 --> 00:45:51.870 Eric Sarver, Esq.: The issues of tonight and then we'll wrap it up by about five of the seven so i'm just saying for now folks stay tuned to employment law today i'm your host erick Sabra here tonight anybody went on talk radio nyc we'll be right back.

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00:47:51.990 --> 00:47:58.560 Eric Sarver, Esq.: Welcome everyone to employment law today I hope our audience at home tonight listening or watching is really.

00:47:58.830 --> 00:48:07.590 Eric Sarver, Esq.: Taking all this in this, you know conversation about think the great resignation, also about ways to cataract you're looking at leadership looking at.

00:48:08.160 --> 00:48:22.860 Eric Sarver, Esq.: sustainable solutions and going deep to the roots of issues and problems and also not just taking out a quick fixes so you're really getting a lot for us tonight Andy and they really appreciate once again the fact that you're joining us on the show to this evening.

00:48:23.850 --> 00:48:24.660 Andy Botwin: yeah my pleasure.

00:48:25.080 --> 00:48:26.010 Eric Sarver, Esq.: Sure sure thing.

00:48:27.420 --> 00:48:35.910 Eric Sarver, Esq.: I just want to actually you know the last point about you know executive coaching i'm just like well I rather want to you know, bring home what you said that it's kind of connected.

00:48:36.300 --> 00:48:42.540 Eric Sarver, Esq.: To the other work you do seven basically to maybe another question for you and your final passionate like.

00:48:43.410 --> 00:49:02.610 Eric Sarver, Esq.: Sports, how do you and your firm Australian people culture distinguish yourself from other firms in the let's say HR the diversity of the coaching fields like what unique philosophies and approach to us and yeah that's the question.

00:49:03.120 --> 00:49:08.160 Andy Botwin: yeah you know differentiating is sort of a funny thing.

00:49:09.240 --> 00:49:26.460 Andy Botwin: You know I think most people when they're they're buying a service they're buying it because they have a desire and or need but they're also buying you and particularly coaching what's incredibly important about that is fit.

00:49:27.810 --> 00:49:35.820 Andy Botwin: You know, and some people, you know I want more business, like the next person, and I want more clients and i've got a team of people that.

00:49:36.870 --> 00:49:39.000 Andy Botwin: would love more clients as well.

00:49:40.140 --> 00:49:49.260 Andy Botwin: But it's not just about getting the client because coaching, particularly because of our approach in our style and you asked about goals.

00:49:49.620 --> 00:49:57.690 Andy Botwin: Prior to the break which we didn't get into but the goals are really very specific to an individual, and so I think what we do.

00:49:58.260 --> 00:50:10.200 Andy Botwin: particularly well is we thrive ourself and understanding those goals, and you know, in a customized way work with individuals to keep an eye on those goals, but allow for adaptation.

00:50:11.010 --> 00:50:13.560 Andy Botwin: Because you know I could talk to you today and.

00:50:13.770 --> 00:50:23.490 Andy Botwin: Your day today could be totally different than tomorrow and there could be different things that are going to drive your readiness to really challenge your awareness, to open up.

00:50:24.570 --> 00:50:32.820 Andy Botwin: and be ready to really go deep to try to understand how you could do things differently, how you want to in some ways, you know.

00:50:33.540 --> 00:50:43.530 Andy Botwin: People use the word change, I say evolve, but how you want to push yourself to grow from a coaching standpoint I kind of I tried to describe it sometimes when people ask.

00:50:44.430 --> 00:50:55.710 Andy Botwin: what's it like if you can picture almost like a little visual like a box in your mind, and you know inside that box is your thinking your style your approach.

00:50:56.550 --> 00:51:13.170 Andy Botwin: You know when we're natural situations we tend to have sort of natural thinking that's what our unconscious biases our brains processing millions of pieces of data into what we know, and I think coaching is so much about maybe change changing that box extending it.

00:51:13.500 --> 00:51:16.860 Andy Botwin: And maybe you know, instead of it being hard lines on that box.

00:51:17.250 --> 00:51:20.160 Andy Botwin: You know, create maybe like a dotted line so there's a little more breathing room.

00:51:20.280 --> 00:51:21.630 Andy Botwin: To allow for that to.

00:51:21.630 --> 00:51:28.470 Andy Botwin: grow because there's almost always more than one possibility.

00:51:28.830 --> 00:51:39.060 Andy Botwin: In our mind sometimes naturally bring us to one or two possibilities and you know the decision may ultimately be the same in some cases, but if you can think of three, four or five.

00:51:39.780 --> 00:51:57.390 Andy Botwin: Possibilities more naturally then you'll be better position to make better decisions, you know just like we were talking about before about the great the great resignation and why people are leaving there's the adaptations to the decisions that we make.

00:51:57.720 --> 00:52:02.220 Andy Botwin: Are and that was some of the trials and tribulations I had you know early on in the in the.

00:52:02.670 --> 00:52:03.930 Andy Botwin: Firm I was a partner and.

00:52:05.010 --> 00:52:09.270 Andy Botwin: There be I wasn't I wasn't part of the Executive Committee, the key owners in the company.

00:52:10.050 --> 00:52:18.240 Andy Botwin: And they would make decisions and then you know i'd learned about it and I go talk to the CEO and say, well, did you think about this impact on our people.

00:52:18.780 --> 00:52:30.000 Andy Botwin: and talk about it from a different angle, and it would create a whole nother set of conversation, and if, when if those leaders when they were in that room were thinking about the business issues.

00:52:30.240 --> 00:52:33.390 Andy Botwin: and led to that decision, but we're also able to.

00:52:34.110 --> 00:52:39.870 Andy Botwin: Think about these other possibilities in terms of the impact they might have more efficiently made.

00:52:40.440 --> 00:52:41.610 Andy Botwin: Better decisions.

00:52:42.630 --> 00:52:52.230 Eric Sarver, Esq.: yeah, so I think I guess the whole kind of expanded you point when you make decisions as an executive as a leader, you know manager or a business owner.

00:52:52.890 --> 00:52:58.650 Eric Sarver, Esq.: So important that's true because I think yeah we just come, I think, from their own perspective, what do you think the solution is to an issue.

00:52:59.040 --> 00:53:05.790 Eric Sarver, Esq.: we're going to probably missed something, but if we can expand that I guess consciousness that awareness, as you mentioned earlier.

00:53:06.510 --> 00:53:21.510 Eric Sarver, Esq.: So I suppose that's those are the goals, I guess, you mentioned that we didn't fully covered some of the goals of coaching executives, it sounds like one goal it sounds like i'm hearing from you from correct Andy is to get them to expand their view and see things in a broader perspective.

00:53:22.680 --> 00:53:26.910 Andy Botwin: um yeah, although I would actually say it a little differently, because that's more.

00:53:26.910 --> 00:53:30.810 Andy Botwin: Of the approach you know when somebody is thinking about.

00:53:30.810 --> 00:53:37.920 Andy Botwin: hiring me whether it's the CEO of a company which is probably about two thirds of my personal clientele.

00:53:39.390 --> 00:53:45.660 Andy Botwin: or it's an organization looking to bring me into work with one of their managers, for some reason or another.

00:53:46.770 --> 00:53:47.220 Andy Botwin: You know.

00:53:48.420 --> 00:53:52.560 Andy Botwin: i'll ask them what, what are the goals, so if you think about it and you step back.

00:53:52.860 --> 00:53:54.690 Andy Botwin: What do you want to be different.

00:53:55.110 --> 00:54:01.620 Andy Botwin: yeah six months from now, because that that's typically what a coaching arrangement in my world begins at.

00:54:02.160 --> 00:54:18.540 Andy Botwin: Is a six month type of arrangement, but you know in those six months as a CEO and what How would you measure success, you know if it looks like a duck quacks like a duck and talks like a duck kind of thing you know what would make you know what would crack for you.

00:54:18.750 --> 00:54:22.140 Andy Botwin: Well, I just came up with that if that landed with you, let me know and.

00:54:22.680 --> 00:54:23.640 Eric Sarver, Esq.: I love your.

00:54:23.790 --> 00:54:26.790 Eric Sarver, Esq.: metaphors and analogies and yeah I do.

00:54:28.140 --> 00:54:40.410 Andy Botwin: yeah and you know, and if it's if it's not the the ultimate decision maker and it's somebody in the organization I would typically have that conversation with jointly with them and.

00:54:41.700 --> 00:54:43.350 Andy Botwin: Whoever their supervisors.

00:54:43.500 --> 00:54:49.380 Andy Botwin: and say organizationally what are your goals and then individually, there might be some other goals.

00:54:49.650 --> 00:55:01.650 Andy Botwin: That that we might also work on, and you know my job or one of the people on my team's job responsibilities would be to keep an eye on those goals, so we don't lose sight of them, even if we deviate.

00:55:02.160 --> 00:55:06.930 Andy Botwin: From time to time because of some something else that's happening in the business or with that.

00:55:08.100 --> 00:55:09.750 Eric Sarver, Esq.: got it got it really anything.

00:55:11.130 --> 00:55:18.120 Eric Sarver, Esq.: Responsibility Latino actors for our viewers listening tonight, I think you know it's a really great conversation here.

00:55:18.930 --> 00:55:31.560 Eric Sarver, Esq.: You know we're actually coming close to the end of our hour when I give you a little bit of chance to come out the minister sherilyn rufino your contact information, how can we find you website for sure.

00:55:32.820 --> 00:55:40.860 Andy Botwin: i'm sure, so my website is www dot strategy people culture calm.

00:55:41.970 --> 00:55:51.570 Andy Botwin: Again sort of a strange name but it's three three words as it as you might phonetically spelled strategy people culture calm.

00:55:52.590 --> 00:56:06.840 Andy Botwin: phone number is 833 rock SPC so you might have to translate that but an easy way to remember 833 rock SPC my direct email is Andy a and D y at strategy people culture calm.

00:56:07.380 --> 00:56:18.510 Andy Botwin: But certainly welcome the opportunity to chat with any one of you, I have a second company that is a technology driven solution for online harassment and discrimination training.

00:56:19.200 --> 00:56:28.590 Andy Botwin: But if you read if you reach me through the contact information I gave you, and that is your interest, I can certainly talk to you about that and get you connected to the right people as well.

00:56:29.670 --> 00:56:39.810 Eric Sarver, Esq.: Excellent and have your number your website your other company all that information link great to have it was a pleasure, having you on the show this evening.

00:56:40.650 --> 00:56:46.800 Eric Sarver, Esq.: greatest talking about this very important issue and the marriage of executive business coaching with.

00:56:47.280 --> 00:56:59.460 Eric Sarver, Esq.: HR and employee culture and and all those different topics so want to thank you once again for being on the show with us folks reach anybody when at then info gave i'm Eric sovereign your host of employment law today.

00:57:00.180 --> 00:57:13.470 Eric Sarver, Esq.: You can tune in every Tuesday night at 5pm right here on talk radio, the nyc if you enjoy what you heard tell your friends tell your colleagues tune in feel free to share the live link when it's out there on Facebook COM at the top me to nyc.

00:57:14.700 --> 00:57:22.410 Eric Sarver, Esq.: I wish everyone a great night great weeks, they help you stay safe we back next to their more interesting topics, so thank you again Andy and have a great evening.

00:57:22.830 --> 00:57:23.310 Andy Botwin: hi everyone.

00:57:24.270 --> 00:57:24.960 Thank you.

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