Episode Transcript
WEBVTT
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You were listening to be to be
revenue acceleration, a podcast dedicated to helping
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software executives stay on the cutting edge
of sales and marketing in their industry.
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Let's get into the show. Hi, welcome to be to be over the
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new acceleration. My name is all
I mtier and I'm here today with my
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confounder and business partner, robot twist
or, who's also the CGU operatics Mykelns,
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and with a good fun of Auparieties, and today may would actually tell
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you us. So we're waiting for
your question and looking forward to it.
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Yeah, we just to give a
contacts about what I wanted to do this
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that. I'm sorry, sweetings,
can't whor had a molting and was pretty
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interested in this system. You've got
yea or the career path Willkay for us.
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The ours videos, and one of
the reasons interested in one is something
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that I've never seen before. And
the second thing is all of our lives
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where in the business sales consuls and
working with lots, achieve running officers,
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she boxing officers and are away saying
the problem with actually ours is they always
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when I moved there, all right, one becoming executive, so we're going
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to market saying there weren't view something
different, and you don't have many what
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I would call career as ther so
I think this is a great problem with
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the charm of yes, they're all
wrong, and I think you've come up
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with their system to help solve that. Say I would lot to hear from
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from both of you about, I
think, to start with, like,
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how did you come up with Charleston? Like, what was that? What
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was the storyline? WHO's come up? Was Crazy and is okay, and
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then most of them don't succeed,
but this one I think we all too
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something entire thing. So I think
first and FORMOS. I don't think we
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can expect Videasdea to readmain videas the
our in their life. I don't think
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we want to work with that type
of people who don't want to progress.
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In fact, ambition is forbare being
one of the five attributed. We are
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looking into people's we want people progress
and if we could get that from the
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first interview, if we get people
who are really angry to progress on the
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first interview, that's really good.
Carry O videas. We have some,
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we love them, we call them
superstars, we call them legend which treat
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them like princes and princesses. They
are valued as much as our operation director,
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US or leadership team, pretty much. But they are rare. Okay,
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this is that type of individ individual. Rare. They are excellent,
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that what they are doing their own
fantastic money, but this is rare.
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So I think what PROB and I
we're really trying to to understand this.
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How do we compete with vendors while
strowing, sorry for the word, we
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use a stupid amount of money to
resource that are sometimes videocal, okay,
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and we see people leaving us,
done at that good and they go money
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that we will never think about paying
the type of resources. But I think
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there is a desperation in the market. So I think what we came up
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with is some sort of a system
where we have talents. We want to
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help the talents, we want to
have a good one to really progress through
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the rank, but at the same
time we need to be very clear about
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the tradeoff. We gift to people. Okay, we don't pay the bed
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the most in the market. We
are to be the man right. So
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we've got clients, we've got stuff. The clients are paying us. We
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need to make some margin. We
need to invest in the business. were
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growing by fifty, sixty percent.
You're on your you don't do that without
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cash. and to Ben Right,
we need to make money, but we
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need to make it cree at.
One employs that they should not come and
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join operatics for the cash element,
for making money. Okay, the train
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operatics to accelerate that carrier. All
right, we are Cana accelerator. We
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don't tend to recruit videos or as
the other of a lot of experience.
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Well, in fact, what we
are passionate about is finding viayments in the
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rough food and developed them. Okay, but the reality is that, see,
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if you take a day open in
the rough, they start with us,
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within six months they'll salary probably went
the bay seventy percent in the markets
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and in fact we've got a bit
of a target in all back with also
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for Curtis and vendors and even clients. Sometimes will just see us as a
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big pause, but roll. So
that's that's kind of answering your question as
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to why. Now, in terms
of how we do it, I'd like
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crop to speak about what he's doing
with the operatics academy, which I think
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is very exciting. First imply at
noting. We try a few create path.
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We know what's right. It took
a few versions to find them on
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the probably resonates with people just to
carry our get for race sign. I
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would be two reasons we did it. I mean reps join us. You
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know, we take downs in the
rough, we turn them into something's very
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appealing into the market. unfortune sometimes, I cause you promise the world and
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it doesn't call him up to ex
spectation. So we kind of did the
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career path to kind of make stand
with operatic's a bit more appealing in that
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sense as well. As you know, we kind of rip the Ruber Cup
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around the kind of salary, so
we still have limitations around that, but
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it just gave people are kind of
for step process within the life of an
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SDR to actually see some progression within
that, that world of an SDR where
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you know you can have leaderboard,
you can have all the kind of gon
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for case and stuff internally, but
actually having a career path where you kind
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of climb the ladder as an Sdart
was kind of what the kind of built
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the PREMIS with you. The career
path on we're taking a step further the
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moment within the academy, the kind
of whole into in employee experience within operatics.
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The career path is one of that. I'm in the career path of
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the SDR kind of then involves into
kind of the leadership side of it.
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Put another three steps within that may
come on to but to kind of work
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through that through the academy right from
the kind of entry level selection process.
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You know, what does good look
like? For at it's you know,
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we've kind of taken the career path
of step further now where we've got a
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competition framework we have recently rolled out
which, you know, historically kind of
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the career path and promotions were interview
but we're really drilling into the condencies and
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that people were ready to progress even
the kind of career path of level.
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You know, when you go from
kind of the bottom of that ladder,
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each step now have a varying levels
of competency. We've identified where you can
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actually you know, are you ready
for it? And through the academy if
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you're not, but you feel you
maybe are. The results are one thing
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that tell you ready for that next
step. As that that next or level
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of stre the comsy framework now and
within the academy actually starts taking you to
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kind of get actives to content and
learning before you kind of make that jump
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for all. I mean, is
it worth touching or maybe the different steps
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of it as just going to ask
that ys you managing a force that process
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somehow? Obviously I've seen it and
I think it's pretty umber for the people
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listening that you might run us through
each other. Those four steps. Yeah,
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that's I think we've kind of our
own internal terminologies and then the kind
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of market equivalent. So what you
might see our scrsist on linked heer isn't
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actually the same as maybe what you
see within our turtle career path. So
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the operatic terminology is you kind of
come as a rookie, you know,
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very green, varying levels of experience
that we kind of see. We kind
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of pride ourselves again and maybe taking
those times in the rough of varying levels
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of sales experience. Once you've kind
of done that, each milestone within the
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career path, the four steps,
you kind of got a qualification period with
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ideally six months. And what's quite
refreshing, I think, about our career
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path is you don't necessarily have to
do all four steps. You can actually
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come a rookie and jump right to
the top level, which you call a
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legend, within six months, and
you would have to come in and really
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hit the ground running to make it
happen. It's not to say we haven't
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seen it left some there's a fill
of father between, but you go rookie
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that you kind of come of prodigies, so you're kind of making your way
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up when you reach different kind of
delivery milestones and other kind of behavior and
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attitude kind of bits and pieces that
are in there as well for good measure.
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You've then move on to a superstar
and then the final piece in the
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career path is our legends, which
again it's not an easy status to achieve.
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Or perhaps over got quite a few
of them, the other kick even
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thinks. I think we also try
to make it interesting for those kind of
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superstars and legends. We didn't knows, very levels of perks kind of kicking
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along the way, but there's not
a courtly incentive once she reach that kind
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of superstar and legged states as which
just makes again another little gesture to say
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thank you for that consistent performance.
Yeah, achieve that. It's more things
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like putting that picture on the world. Yeah, I but the lot of
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legends actually means a lot to people. You know, sometimes it's not just
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the paycheck that matters, it's how
much people are looking up to. Mean
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the organization. Almost may respected in
the organization. So we really try to
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create this environment. Well, you
know, we wanted to put them the
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rock style, which's at you said
it against which as well. I guess
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we had a superstar, rock stars
and to be cheesy, but we really
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want them to be people at Aos
of the way looking up to it's quite
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lonely, you know, to be
in to be a legend. You know
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someone who's they walk up, they
get they are very good money, but
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they will career the other talk and
you need a thing to have that recognition.
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I think at some points recognisition when
he's as important. Yeah, and
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it's easier for the manager to get
recognition because of the job you do.
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But when you're on your own,
you know with your clients setting up appointment
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setting of them, will doing them, was doing books or whatever, it's
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it's people only. So you know
that that Alement of social recognition scheme where
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you're not live the names, because
our notice as with all the families.
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They are like business aroundment associate service
around is a senior business, whereas this
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makes it more human, like the
Lergy they from superstar holing. We have
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got the business world at the equivalent. So you've got your SDR as you
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kind of rookie equivalent, your SDR
associate senior exempt you to excessd are to
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get that the order of them.
It go. If you want to put
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something on your looptin, you can't
really go and put in superstar Tuld I.
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My really no doubt that it pubably. Can't put that to the outside
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world. So just to go into
a bit more detail on there. So
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how would they go, say,
from a rookie to a prodigy? Is
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that based on white number of qualified
meetings are going or how does that work?
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Yeah, it's all around what you
know, not just volumes, about
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quality as well. You know it's
a big part of the kind of career
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path. It's about that consistent performance. So each milestone, to go from
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one, you have to achieve a
search of average over a pier of six
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months. So again that's where you
could come in hit the ground running as
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a rookie or you start as a
rookie, regardless of your background, that
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experience. But if you can hit
that average six months to target for the
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legend and that sign month period,
you can jumble straight to that miles day.
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Naturally we see people typically jump from
one to the other and kind of
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really go for that evolution of str
Fu yeah, there are the ones that
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kind of break the mold, which
we see if your great as well Nice.
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Have you noticed that you've got back
last trying to arrest the ours?
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They're staying, that you longer the
have you been s the other maybe a
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still into three years, where to
be something else, that it's not like
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after six months that they're wanting to
do something else, you know, a
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change. The interesting thing because when
you trade, forget the daiments from your
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rock. Some things you don't get
to day. And so there is John
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that we facilitates and there is Chinns
we don't really want and to be felt.
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This is one of the Carr of
path. We've got many, even
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you, that we are. We
are exploring more currently on the Hunted Property
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Fund and of people to actually create
even more Cara Path. But we got
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it'll be beyond that. For examples
of road with running the the operations,
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got Operation Director, Operation Manager,
mentors and team leads and all that sort
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of things in the team. So
there is also a pass or someone would
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be as repair stuff for six months
and then, you know, as I
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had enough, I'd like to manage
people, or they could be in what.
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I had enough. I want to
become an a okay, I don't
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want to become customer success. And
that is the breaking point. This is
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the this is the issue we've got, because we've got sometimes to deal with
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a little bit of this ilusion of
people saying, well, what with a
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is? The altum seems to be
very straightforward. Right. They get big
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money. It's pretty cool. It's
easy under sent stuff. I just have
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to speak to people, bring my
sc that were the job and it's going
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to be done. They don't free
see clearly what the role is. Okay,
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and some steps, I'll get steps
that you can take with just,
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you know, like a normal step. Some of those that fee don't.
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Later ladder moving from SDL to a
probably the crane to take in the next
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step. So we've got to be
careful. But we want to create two
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staff where we can support our people
to potentially have the taste of what it
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is to become a customoscis as person. What is it actually means and on
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ties to be an a? Okay, because original it is to say we
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come from, we can't keep them
we got. I think turn over in
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our business is inevitable. There is
some sort of a conveyor a bit of
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talent and, quite frankly, if
you've got a good person that they're giving
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US twelve months, eighteen months ors
of their life, do a good job
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for us and they want to progress
and we don't have the characters from them.
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It's on us, it's not on
them. They've been good that don
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that stuff. So we also tissue. Will support people to get out of
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the business and re sounds weird,
but, as I mentioned to you,
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we've got lots of customers who really
would love to fish in our pots and
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get some of our talents. But
the risk here is that they would move
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that skelly. Yeah, you know
the move that we spoke about. Rook
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is your birth stall age and it's
kind of an origonal move. Okay,
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moving article is much more difficult moving
up because you need to learn some new
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schemes and a good video. Good
is your may not be a good customer
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success person. They may not be
a good day, they may not like
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it, they may not be a
good manager. You know, in fact,
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most of the top perform and that
great manager. They are liking a
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little bit of empathy, emotionally intelligence. They offer you want to deal with
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people, they want to control their
learning. They don't want other people to
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be part of that. So,
but we want to do this year and
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that's that's in motion. It's free
to credit environment where we say to our
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stuff, look, if we can
give you the care opportunity, and you
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see, is the let's talk about
it, which runs all being the know
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and control and make sure that you
are going to a nice house, because
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that's the prime we've got. We've
got so many good people who are being
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told, yeah, you're gonna get
so copious, yeah, I know,
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taken little bit of an emotion.
You can and join me as a video
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for six months and they have an
a three months later. Whi Change Strategy,
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will channel lost my job. Notions
are vested, everything is a part
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disappearing interface for his ringing. When
you have me back, guys, and
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we never take that back. We
don't want to set the president and this
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not. You know, you've got
to make a choice. What we are
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trying to do, which is,
and the market is crying junior I's.
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I mean that's a shortage. You
think you know. We speak about the
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shortage of VIDEAS dre look at the
shortage of sales people. Look at the
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shortage on VP's. Look at those
all days of everything. Everything is in
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shortage to do. And this mad
everybody was going to stay get to for
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copy because us and we work at
some people and man. But we need
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to make sure that those people who
will stick our name against and say these
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are operatics prove people when they go
to a job they do they don't just
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want to deeper too and say how
you know what Tonay for stree months actually
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don't related. Only go back to
operatics. We want to avoid that.
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So we are trying to figure out
a way to give them the experience of
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that kind of crane thing is going
to the next step of moving vertically and
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just say this is what he looks
like, because there is a bit of
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desilusion as to what the job actory
is. I'm pretty sure some people look
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at Robleson seems to be easy,
or wasn't calls with clients. Stick to
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them. I can let right,
they don't fell not some what he is
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doing. But you know it is
it's like everything you do. People will
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look at it from the Ol sense
until Sime. Sorry, and it just
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seems it seems a little bit easier
on the other side. So think of
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skating. I as my kid,
was watching the UMP seals skating. They
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going to get some. You shouldn't
do three the produce when its rest and
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trying to do what they make it
look gracious. He's like the Swan and
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then the lettle legs on. That
is going like that. That's the thing
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that thinks people, but you learning
without the beginning of that carrier do not
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appreciate. Yeah, and I think
the Dishue we've got in the US that
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people are confused between speed and actually
developing themselves and they go to quickly and
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bold their wings. Yeah, and
we've got less less of that probably in
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your ape. Think people are being
more cautious, but in the US people
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would not isitate to just think that
big step. They'll be more gored zy.
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But then you know, the higher
you go, the tough of the
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fullest right. So you know the
type of demographically higher. There's a lot
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of kind of urgency to want to
be promoted to right. I mean we
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are culture is built on promote from
within. It's probably one of the real
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essence of what we build the career
path, because still wanted to people to
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feel that they were kind of developing
and it was some part way through that
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career path. I mean you talk
about superstars and the legend. There's sometimes
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the people that don't want the headache
of managing our right set. Yeah,
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so kind of partway through that career
path is for we time we didn't mention
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this as the mental the mental health
to the sounds an aigment leader, the
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kind of equivalent title, but basically
a part deliverance. They're still keeping their
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still got a thing on the pulse
of how to do the job, but
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they move into a kind of coaching
role which is kind of hand holding our
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new starters. It's really that kind
of first step on the road to leadership.
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And again the academy then support some
and Kittin ready for that and then
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you kind of move to this operations
manager role. you start getting bit of
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exposure to clients and people. Then
your operations direct to you start managing revenues
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and pls. You breasily verge your
on company was in the business. They
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have that and the manage on Pendo
was in the business with the other business.
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Or now, in fact, this
year we actually didn't give them a
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budget. And see you bage.
You tell us what you're going to do.
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We'm going to push on be on
you. You tell us what you
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are doing. It was get up
fantasy crime is it's incredible. Obviously growings
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for reels. These are people want
the foot's reels are going that. They
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met the guild two three million pounds
so they could read of street to Fabian
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Donas business do. So it's pretty
impressive. That's awesome. One other things
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as thinking about you, it's working
about this career of offers at another issue,
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resay, I think, so reader, or training and coaching. So
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all the stos have been training coach. They come to our saying overlooking for
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a new job and there f our
clients were lowertys our bids and we say,
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Oh, why, you looking for
rights and I say world, why
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do you relieve? I thought you
were happening. We're really good job.
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And I said well, yeah,
that's the problem. I've been hitting my
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target for a year, two years, and I don't know what's going to
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happen. Like I don't know really
have promoted and so I think might take
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away from that is it's like really
important to set expectations. I ran from
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the start. So whether your career
parts like when you've got asked ours comings
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of the business is out one of
the things you're doing, like straight from
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the start, saying like this is
what can happen to you. People are
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really coming in with no false ilutions. You know they can clear see a
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clear progression path. Again, we
have to be realistic the whole career path.
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It doesn't delay chair and we're never
going to remove channel together, right,
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but I think you know, we're
covering that very much in the interview
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process, in the onboarding induction process. Just re emphasizing it. So it's
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again the rules of engagement at clear
you know. You do this, you
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will get these opportunities, you will
get these financial rewards, you will get
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these perks. There's no false promises. It's all there. It's documented.
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You've got a copy of it.
You can clearly see when you're wings at
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milestone. We make a lot of
noise when someone moves from one one,
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one step to another. I think
people buy into it. But ultimately we
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can't lose that. You know,
we've got do you want to push the
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promoting within culture that this kind of
just sort of puts the brakes on it
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little bit. So yeah, really
through sharpen your saw, really kind of
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work on your skills over the next
twelve, eighteen months minimum, as we
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say. We're even get the point
now with the Career Path as weld further
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as well. Look, even if
you wake your way through the career path,
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we're being quite open transparent as any
shown the opportunities we can create.
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So now it's time to look at
a path as well, which is another
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step and to the career path.
So it's changing, it's evolving. But
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yeah, definitely kind of visibility of
full transparency from day one and we can
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get off fire everywhere. The first
duration of to carry up lenny world doing
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it more. That's clear to explain
why this will that promotion. But secury
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towards the operation team and then you
start to see, obviously, as usual,
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pleased or fantastic platform people saying,
oh yeah, don't think they are
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fair in the way they you think
that Blah, Blah Blah, which is
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really awful for us, because we
try to be fair with people and because,
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though it's just probably should that I
should remove my Luggy, because sometimes
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you read some stuff in your good
why? But point that people want to
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make is that now you really,
I mean rock, created the scope of
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competencies. It is tangible. Yeah, right, and when you make a
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tension, when you say to people, okay, like your own progress,
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it's an all still need to meet. I would you score yourself again,
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some of them again. Sometimes you
still have a little bit of disolution.
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But that's the first that's the first
thing that people get. Are are okay,
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absolute was much simpler than that.
I don't really that. He emo,
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surely intelligous. What does that mean? But some what Equ and you
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start to explain. So well,
are you that sort of person? Now,
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okay, but maybe there's Sual CARAPA. So for the people who are
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managing fact, I was on the
front with one. Are you on this
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week? We have a lot of
people that don't know what they want to
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do with themselves. You know,
and I was the same. You know,
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when you are twenty, twenty five
year old selves even sometimes towards the
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ASERTS is. People may not know
what they want, but they still want
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us to ever, and that's why
it becomes difficult for us. So all
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those things are great. We've got
to walk from the say, Sixty Five,
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seventy couset of the people poor.
They look at it and they have
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some supports of the population that don't
really fit. You can't fit everything into
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the process. So we seem trying
to add them, but the only people
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we contact is people who don't know
what they want to do with themselves.
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You know, people are just little
bit confused. So if they know an
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if they have focus, and even
if that focus is outside of operatics and
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they've been a good soldier, a
good coast of operatics, this year we're
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going to make the commitment to actually
turn our recruitment arounds, you know,
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and push them out to the market. Right. We've already spoke to some
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fantastic clients and we knew the clients
that can develop people, right. We
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have people that we spoke to,
that we worked with milly them in the
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past. We've seen them developing people. You see them recruiting our guys,
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because we've got to pull and trons
find our contracts or clients and then we
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get for years, but we've seen
that developing our people to become as to
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become. So you've got this and
then you've got the guys which just like
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you know what, I don't want
to wait there, but just going to
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give them a one point five million
dollar a quarter and quite frankly, you
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think on you swim. Yeah,
all right. So we don't want them
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to go in the same swim or
saying type of things. We want to
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get them in the in the place
where there is scape, where there is
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maybe not that academy, but at
least also a career path. So we
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want to find clients who are sharing
the same passion we've got about talents and
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if it's the end of the role
with the talent here, we want to
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make sure they go to another play, that we developed them and what are
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absolutely either support me, will speak
at ten o'clock, ten sets at that.
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Gay is going to the company.
Why? How do we let that
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happen? You know, he's kind
of mess two or three of them his
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life or all life or whatever,
but you can't see anything because they look
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at the price in the price is
like ten came on them basic series.
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Someone say the lold options. I
don't even know what they are. No
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idea about the volume, no earlier
about the class, but the only option.
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So I'M gonna go for it.
And they are completely blended se people
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who are deeply in love. You
can't see anything that you're gonna go through.
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So we trying to credit environment because
we actually mean it and and we
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want the people with substract carrier out
to leave operatics, nostegic and ask man,
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because what we see now is also, for ex some pretty coming back
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as customers will be for ten years, and I think it's the most fonderful
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things that we can get free.
But we need more of us. Right
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then, if you greatly get CDs, quite shown e. When someone could
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you. So I'm just in town. Are you in the office? Would
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you make meetium for the An said
thank you, but I'm doing that now
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and you know you are a big
part of my car. We have that
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either. That's what we I am
so we want more of this and it's
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an evolving, ongoing development process and
we will never be perfect, will never
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get off everyone, but yeah,
we put a bit of an efforts see,
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imagine something ariage. I think probably
a lot of people less things versus
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like leaders were lighter of our life
in the market. You have a good
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selves parts and or like a st
all. I got charactro in this huge
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00:23:56.599 --> 00:24:00.839
off a little bit like really other
estates allgets or they shouldn't take up but
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they're young and I even they don't
know. WORL advice for us to leaders
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in terms of the conversations that are
having with stos to help them see,
391
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you know, life's not about fighting, about learnings, development. What?
392
00:24:11.359 --> 00:24:14.240
What kind of conversation show you having
to rest there on that when well,
393
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fun if we've been done some chace
in morning, probably a that time of
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it. It's kind of, you
know, part of the can go back
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to the career path and coming to
a quite I'll come to your question,
396
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but you know our frustrations when people
go and do the same things as for
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all they know. We've kind of
hope to combat that by saying look,
398
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stick at it for a bit longer
and I think the opportunity with great Wande.
399
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Course we have to trust the process. It's kind of for us the
400
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conversation we have in turned is what
storage you want? You'll see me to
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00:24:37.319 --> 00:24:41.039
tell. I think that's how we
kind of advise and try and guide people.
402
00:24:41.480 --> 00:24:44.519
Really know that there's if you could
conduci you just ste there's your me
403
00:24:44.640 --> 00:24:47.440
six months they're six months l six
months out and they say use you for
404
00:24:47.759 --> 00:24:52.599
somewhere. Think you're with have an
isciser. But we experiences right what we've
405
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done and you know probably been tempted
at times over the years and previous companies
406
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and whatnot, but kind of stuck
at it. But I think it's actually
407
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giving people platform to kind of check
in with them understand what they're actual their
408
00:25:03.920 --> 00:25:07.680
motivators are. We've become very big
on goal setting over the last twelve months,
409
00:25:07.759 --> 00:25:10.839
a ten months. You know,
lockdown, specially if we've lost a
410
00:25:10.880 --> 00:25:14.759
bit of the culture with the whole
hybrid and remote working. Kind of knowing
411
00:25:14.839 --> 00:25:18.519
what makes people tick has become more
more apparent. So actually being able to
412
00:25:18.599 --> 00:25:22.000
tap into that and use actual advantage
about how can the progress their career is
413
00:25:22.319 --> 00:25:26.039
I think when people trust that you're
actually doing it for they're good. You
414
00:25:26.079 --> 00:25:29.839
know that one of the both alling
things flustered race is when people come back
415
00:25:29.839 --> 00:25:33.519
as customers. I think people we've
got so many success stories, people that
416
00:25:33.559 --> 00:25:37.440
have actually trusted us and gone through
the process and the promote froming culture and
417
00:25:37.480 --> 00:25:42.240
all that. One Who stuff that. It's not just a promise, it's
418
00:25:42.240 --> 00:25:45.799
a reality. You can see it. You can see people have gone through
419
00:25:45.960 --> 00:25:49.039
that career part and it's achievable,
attainable. They're not pim the sky.
420
00:25:49.160 --> 00:25:55.720
Targuet's I think something that's it says. It's like serious a crostomers stories.
421
00:25:55.759 --> 00:26:00.839
You're like clients by us the stories
of people inside Your Business that I've concering
422
00:26:00.920 --> 00:26:03.319
life and you're saying how you will
say say like she's had this amazing.
423
00:26:03.400 --> 00:26:07.640
We need to do more of that. So we don't want to be condescending
424
00:26:07.759 --> 00:26:12.880
with people, you know, and
we try to show them that we care
425
00:26:12.920 --> 00:26:18.880
about talents through actions. That's US
wats. We've been thinking about bringing some
426
00:26:18.000 --> 00:26:22.480
of the ex employees that have gone
through the path that we have. We've
427
00:26:22.480 --> 00:26:26.680
got some fantastic example and we still
end so we don't just end them once.
428
00:26:26.200 --> 00:26:30.079
I've got one that just gave me
a call and it's funny because it's
429
00:26:30.119 --> 00:26:34.519
an ex employee that was were pretty
and we introduce another ex employee and then
430
00:26:34.519 --> 00:26:38.200
they got together and it's a great
story. We had another day event and
431
00:26:38.319 --> 00:26:42.160
it's great to see you're those things
happening, but I guess if you wanted
432
00:26:42.279 --> 00:26:45.920
the Vida, you started with a
six months. We don't see any of
433
00:26:45.000 --> 00:26:48.319
that, you know. And and
if some of them walk from home,
434
00:26:48.400 --> 00:26:49.680
some of them are based in the
US. We've come be in the US
435
00:26:49.799 --> 00:26:52.920
or the type. So even if
you've got the leadership team there, they
436
00:26:53.000 --> 00:26:56.480
may not appreciate or the effort we
are making. But we really trying to
437
00:26:56.559 --> 00:27:00.799
do action. Got Use walls.
We may want to get some of the
438
00:27:00.880 --> 00:27:03.440
people coming because we have a people
say, look, I want to speak
439
00:27:03.480 --> 00:27:07.759
about my very, very, very
bad experience of having not listen to you
440
00:27:08.440 --> 00:27:11.880
and actually messing it up. I
feel that I need to express it to
441
00:27:11.960 --> 00:27:17.440
people who are probably thinking like I
was thinking back then. And we've been
442
00:27:17.480 --> 00:27:19.759
a bit tradition to that, because
we don't want to do propagandayes. Thin've
443
00:27:19.799 --> 00:27:25.160
got to be careful with the visit
your generation. So they were looking,
444
00:27:26.039 --> 00:27:30.839
they were searching and it's to night. So so how do you prevent them
445
00:27:30.880 --> 00:27:34.240
before? That's all the things we
discuss from the recruitment process, from the
446
00:27:34.359 --> 00:27:40.599
first conversation. Are you looking for
money? Are you looking for Carol Development.
447
00:27:40.880 --> 00:27:42.440
Yeah, I'll trade off with them. We won't pay you as much
448
00:27:42.480 --> 00:27:48.680
as a vendo right were your own
fifteen pero less. Okay, but if
449
00:27:48.759 --> 00:27:52.559
you start without experience, in six
months time your value in the market will
450
00:27:52.599 --> 00:27:56.599
be seventeen. Doesn't more your basic
that's not one that you get. Number
451
00:27:56.720 --> 00:27:59.720
two is that we probably would accelerate
your career by two X or streeks.
452
00:28:00.240 --> 00:28:03.440
Okay, so if you join us
at twenty three, by the age of
453
00:28:03.559 --> 00:28:07.039
thirty, can pretty much guarantee as
you be on six or more. Sorry,
454
00:28:07.119 --> 00:28:10.240
pretty much, if you stick to
it, if you are a good
455
00:28:10.279 --> 00:28:12.000
guy, obviously, if you don't
turn up, if you don't do your
456
00:28:12.160 --> 00:28:15.920
job, if you complain all the
time, if you just do a good
457
00:28:15.960 --> 00:28:18.920
person, you know you would never
get there. But if you get to
458
00:28:18.039 --> 00:28:22.799
it, I can guarantee you that
you're going to get and we've got sometimes
459
00:28:22.839 --> 00:28:26.759
of example. We probably have twelve
serts an example, in the company of
460
00:28:26.839 --> 00:28:30.119
young people who promoted from within.
Now it's about the eat at more scale
461
00:28:30.519 --> 00:28:34.160
and it's about people Al Understanding that
and the what we don't do well at
462
00:28:34.200 --> 00:28:37.359
the moment, because I think we
need to speak about what we don't do
463
00:28:37.480 --> 00:28:41.799
when is we don't create a safe
environment for people to speak. You know,
464
00:28:42.000 --> 00:28:45.599
if you ever went to an is
with my manager, Mikey, right,
465
00:28:45.119 --> 00:28:48.079
mighty, your great guy, you
work super hard. Yours that eight
466
00:28:48.160 --> 00:28:52.880
SORTSU even six. You try to
end me, but yours on course with
467
00:28:52.960 --> 00:28:56.079
clients. So technically you don't tell
me and the reason why I'm failing is
468
00:28:56.079 --> 00:28:57.640
because of you. But I'm going
to tell you that because I like you,
469
00:28:57.920 --> 00:29:00.720
because I respect you, I'm not
going to tell you that. I'm
470
00:29:00.759 --> 00:29:03.519
just going to tell you what you
say in the operationship. It's not you,
471
00:29:04.440 --> 00:29:07.640
it's me. It's too good.
I've got to go with that guy,
472
00:29:07.720 --> 00:29:11.119
I've got to go with that girl
or whatever, and that's what people
473
00:29:11.279 --> 00:29:15.279
do. So when you get this
sense of creating a safe environment, wh
474
00:29:15.359 --> 00:29:18.599
I don't have to go to make
here for my review, but I could
475
00:29:18.599 --> 00:29:22.880
go to someone else with completely out
of the business and going to psychologic right,
476
00:29:22.960 --> 00:29:26.440
you can tell, you can split
the deal of something, you can
477
00:29:26.480 --> 00:29:29.279
speak about something that you will not
speak to with your manager. So that's
478
00:29:29.319 --> 00:29:32.680
the environment that will working on creating. is yet of people. So we
479
00:29:32.720 --> 00:29:36.559
are expecting to really get to the
essence of what you need to get better
480
00:29:36.640 --> 00:29:41.519
out because it's difficult to become self
aware. It is we alswer for while.
481
00:29:41.519 --> 00:29:45.039
It is difficult to make changes if
you don't know what the issues are,
482
00:29:45.039 --> 00:29:48.759
and even for managers, manager that
is not communicating with that team may
483
00:29:48.839 --> 00:29:52.519
not even realize. Yeah, right, and they will. All these people
484
00:29:52.640 --> 00:29:55.720
going to really love you, you
know, as a bit of a tlhenduregoing
485
00:29:55.839 --> 00:29:57.279
and stuff, ms I want to
really like me. You know what could
486
00:29:57.279 --> 00:30:02.240
have done better? We never get
to the truth. So we want to
487
00:30:02.319 --> 00:30:04.920
create that safe environment. Well,
we do do things. First of all,
488
00:30:06.039 --> 00:30:08.119
we get to the reason of why
people want to live. We still
489
00:30:08.240 --> 00:30:11.599
believe that people don't leave for money
and we believe that the need for the
490
00:30:11.680 --> 00:30:15.480
managers and we I don't think we
will see properly until we get to the
491
00:30:15.519 --> 00:30:22.039
bottom of that one. We also
believe that people need direction and they need
492
00:30:22.160 --> 00:30:25.799
someone that isn't a manager. So
you know what making I don't think you've
493
00:30:25.799 --> 00:30:29.960
Averbu with a because these are the
skill set of an ad. This are
494
00:30:30.000 --> 00:30:33.640
the successful one and if I compat
and with your skills at in your scope
495
00:30:33.640 --> 00:30:37.559
of competency, I don't think it's
the right path. I think you should
496
00:30:37.559 --> 00:30:40.640
consider that, pers but that passed. Other thing, we speak again in
497
00:30:40.759 --> 00:30:42.279
one months and, by the way, I can introduce you to a few
498
00:30:42.319 --> 00:30:45.359
people while doing that job, so
you can speak to them and tell them
499
00:30:45.400 --> 00:30:48.920
about the things we want to create. That sort of things. What people
500
00:30:49.000 --> 00:30:53.960
actually get a real ide of.
fends it looks like out there, because
501
00:30:56.119 --> 00:30:59.359
recruitment right now for us, the
Abdea and our people that are being pushed.
502
00:30:59.759 --> 00:31:02.640
They're not being people. Are Not
trying to recruit them set as into
503
00:31:02.720 --> 00:31:07.240
match, they are saying that company
to them, come enjoy me, you.
504
00:31:07.519 --> 00:31:08.920
You are the peractic. You've been
there for my amounts. You've got
505
00:31:10.000 --> 00:31:11.039
to be good something that's be good
with you. Then they will as like
506
00:31:11.160 --> 00:31:15.839
you. All right, so I
want you and that's not good. You
507
00:31:15.920 --> 00:31:21.480
should never accept a job without knowing
what you said into. You should never
508
00:31:21.599 --> 00:31:26.039
accept the job that you are not
passionate about. Yours on the intricacity of
509
00:31:26.079 --> 00:31:27.880
the job. You're all some of
your planet will be calculated. You should
510
00:31:27.920 --> 00:31:33.480
never accept the job for any never
when you should be a very product of
511
00:31:33.559 --> 00:31:37.480
doing something you like and some things
are good at. But trying to explain
512
00:31:37.559 --> 00:31:41.960
that to someone who's, you know, get twenty tble on that basic salary
513
00:31:41.640 --> 00:31:45.920
good luck doesn't me you can go
through. So it's our doing credit environment.
514
00:31:47.079 --> 00:31:52.000
Well, we can because we really
want to help, but it's frustrating.
515
00:31:52.200 --> 00:31:55.839
Is I wasn't courage this week at
nine pm may time with someone in
516
00:31:55.920 --> 00:31:59.680
the US speak about that car and
just con comprehens some of the decision the
517
00:31:59.759 --> 00:32:01.480
Magain, I respect that is you
know, we support them because they've been
518
00:32:01.519 --> 00:32:04.880
good to us and I will learning
what they go they want to do.
519
00:32:05.000 --> 00:32:08.880
But I think to Ross I couldn't
see property conversation and I'm thinking maybe I've
520
00:32:08.880 --> 00:32:14.200
been something wrong. It's on me. It's just difficult. But it's an
521
00:32:14.400 --> 00:32:16.440
ongoing things and when we speak in
one year, I we should ever get
522
00:32:16.440 --> 00:32:20.400
sup in one year to see what
we know she looks like. But I
523
00:32:20.519 --> 00:32:23.319
think we have much more probably we
see that. Be Happy, but you
524
00:32:23.440 --> 00:32:29.920
know, Nice. You're definitely contrapening
is I think this is such a hot
525
00:32:29.960 --> 00:32:31.359
toback and I think I don't think
the market is going to change. Run
526
00:32:31.440 --> 00:32:36.920
for them St will be a very
relevant in one year that there's one one.
527
00:32:37.000 --> 00:32:40.400
LST has chance. Are So iwas
a writs analogy because are working for
528
00:32:40.559 --> 00:32:45.759
around as lasting ours. I think
I should be considered partners and pairs and
529
00:32:45.799 --> 00:32:49.519
all the ideasy as the oars boss
where sometimes happens other companies. So no,
530
00:32:49.640 --> 00:32:54.000
really, the analogy idea is like
the midfield is the ASDR he setting
531
00:32:54.119 --> 00:32:58.440
up. Obviously in the strata is
the I need to score right. So
532
00:32:59.799 --> 00:33:01.960
it in line with that. Obviously
very trying to ativated gus the our profession,
533
00:33:01.960 --> 00:33:06.559
because I think even psychologically, some
stars girl like I and an s
534
00:33:06.640 --> 00:33:08.559
the old and I hate hearing that
because I think it's such stress an important
535
00:33:08.640 --> 00:33:12.920
role. It's outside. Obviously this
career part of that you're talking today.
536
00:33:13.319 --> 00:33:15.599
What are some other ways you think
that we can alivates the opera fashion,
537
00:33:15.960 --> 00:33:21.480
both psychologically fastils themselves, but also, like from leadership perspective as well.
538
00:33:21.839 --> 00:33:23.759
It's good to be working for RUBB'S
A foo buller is. There's a bit
539
00:33:23.799 --> 00:33:30.920
offen, but the Tis. So
I think we kinder, not so much
540
00:33:30.960 --> 00:33:35.279
anymore. That's that's a good question. I mean we see it with our
541
00:33:35.400 --> 00:33:39.440
clients, the ones who actually value
the SDRs and embrace them and see them
542
00:33:39.480 --> 00:33:44.839
as a kind of the partnership,
not just you know, some SDRs go
543
00:33:44.960 --> 00:33:47.359
into those relationship, but we feel
a little some servant thinking their roles beneath
544
00:33:47.440 --> 00:33:51.519
the A and that side of the
that's the pinnacle and I'm here to serve
545
00:33:51.640 --> 00:33:57.079
that person. We're trying to kind
of well clients that actually kind of embrace
546
00:33:57.200 --> 00:34:00.119
what we do from the marketing team, sales teams and the earth of the
547
00:34:00.160 --> 00:34:01.960
guys go to because, you we
said, earither front of the sales pot
548
00:34:02.039 --> 00:34:06.160
right, there's nothing really happening without
their bashing down those years. That's in
549
00:34:06.200 --> 00:34:07.920
a lot of our clients where,
you know, it's more count based marketing,
550
00:34:08.000 --> 00:34:10.800
going a bit colder. You know
we're not. We've got to do
551
00:34:10.920 --> 00:34:14.519
some sort of in boundits and pieces, but a lot of our guys are
552
00:34:14.559 --> 00:34:17.679
kind of got that tough slog of
trying to generate interest in terms of kind
553
00:34:17.719 --> 00:34:22.519
of promote the A rol. That
I think how we do it on our
554
00:34:22.639 --> 00:34:27.239
side is kind of explaining to our
guys in the kind of onboarding, induction,
555
00:34:27.360 --> 00:34:30.960
training and whatnot, of kind of
part they play in the sounds cycle
556
00:34:30.559 --> 00:34:35.199
and I kind of come into a
slide different mindset how we get the outside
557
00:34:35.280 --> 00:34:38.199
world so actually recognize the tough game
that I do. I mean, you
558
00:34:38.400 --> 00:34:43.000
think they were by the Stos in
the Mormne? I would do anything.
559
00:34:43.119 --> 00:34:45.119
So as there is a lot of
appreciation. Nothing that would be more about
560
00:34:45.400 --> 00:34:51.599
putting bounds on. See huge shortage
from personally believe that a strikers got to
561
00:34:51.679 --> 00:34:53.800
be very, very bloody good if
it doesn't have a good big field,
562
00:34:54.000 --> 00:34:59.159
and I think the best striker get
that. Yeah, I think the striker
563
00:34:59.239 --> 00:35:01.519
that don't get the big field and
will complete every singletty don't get the balls
564
00:35:01.679 --> 00:35:06.440
will never rescop any goals. I
don't think they will have lots of carry
565
00:35:06.480 --> 00:35:12.039
on botmities, but the legendary one
they would get that. So again we
566
00:35:12.519 --> 00:35:15.280
kind of verging into that. Clients. When you've got to clients and steem
567
00:35:15.360 --> 00:35:19.639
new comes, out of ten fifteen
people, you would have two, three
568
00:35:19.679 --> 00:35:22.440
better bors. They don't want to
play the game. You don't set valued
569
00:35:22.519 --> 00:35:25.119
as they are. Maybe they are
the chance to level the job in dife.
570
00:35:25.719 --> 00:35:29.599
Yeare, so they don't feel it. I think the only way to
571
00:35:29.679 --> 00:35:32.480
elevate the role would be for everyone
to have done the job. Know,
572
00:35:32.599 --> 00:35:37.920
when we have clients who actually have
done the job, the respect is instance,
573
00:35:37.599 --> 00:35:40.880
you know, and they under stone
ups and down. From psychology perspective.
574
00:35:40.880 --> 00:35:45.000
You don't have to explain. They've
been that themselves. Sometimes you've got
575
00:35:45.039 --> 00:35:47.639
your modules, sometimes you don't tell
your go joe. Okay, so this
576
00:35:47.840 --> 00:35:52.000
are the best set up. The
problem is the people who is who have
577
00:35:52.159 --> 00:35:54.400
never done it. They've never picked
up a funny devils and an email it
578
00:35:54.440 --> 00:35:58.679
would write a playbook, though.
They would write your playbook. Yeah,
579
00:35:59.559 --> 00:36:01.800
yeah, sorry for the product guy. Well, but they may be a
580
00:36:01.880 --> 00:36:05.679
product guy. Just say why.
I way to play book writingil. Have
581
00:36:05.800 --> 00:36:07.239
you ever saw anything? If you
ever set a meeting and girls at the
582
00:36:07.280 --> 00:36:09.920
day when Your Life? Absolutely not. But they have the product by art.
583
00:36:10.079 --> 00:36:13.199
Okay, well, that's going to
be a great play book. Not
584
00:36:13.400 --> 00:36:15.480
your disrespect to anyone, but I
think we have to give a lot of
585
00:36:15.599 --> 00:36:21.119
respect for that sort of functional in
fact, the reason why I started at
586
00:36:21.159 --> 00:36:25.960
a practice is because I really saw
that starting at the bottom doing tailor marketing
587
00:36:27.039 --> 00:36:29.880
back in the day. So I
was really at a marketing or recruitment but
588
00:36:29.920 --> 00:36:31.320
I was in the UK and I
was like, if I want to cut
589
00:36:31.440 --> 00:36:36.360
my teeth, it's like military service. If I can prove that I'm good
590
00:36:36.400 --> 00:36:38.719
at that, I'm probably going to
have a good care and I was reading
591
00:36:38.719 --> 00:36:43.760
a lot of autobiography of people who
study door to door setting and things like
592
00:36:43.880 --> 00:36:46.480
I become ceosi investor. So I
got into my head and that's where I
593
00:36:46.559 --> 00:36:51.079
see to do. It out supposed
to be six months. It's been fourteen
594
00:36:51.119 --> 00:36:53.599
years, so that it's been a
bit, a bit of a spiral.
595
00:36:53.840 --> 00:36:58.880
But that's the sort of people that
that's the sort of thinking that people should
596
00:36:58.880 --> 00:37:01.360
have. You've got to think about
this is the military service. This is
597
00:37:02.000 --> 00:37:08.400
a tough geek for people. This
is very difficult in only the people who
598
00:37:08.440 --> 00:37:13.119
have not done the job don't appreciate
and respect the job. Okay, so,
599
00:37:13.920 --> 00:37:15.519
I mean you begun to a the
strike us to play at midfielders where
600
00:37:15.599 --> 00:37:19.599
sometimes, and and I would be
if I was a CEO of companies,
601
00:37:19.599 --> 00:37:22.639
and I would see my service getting
of respecting the the inside selves. People
602
00:37:22.679 --> 00:37:25.519
are. Put them on the phone. I've paid a lot of money,
603
00:37:25.519 --> 00:37:29.199
but probably put them for a few
days and just do it. Show me
604
00:37:29.239 --> 00:37:31.199
if you can do it it now. Let's see what you are. Yeah.
605
00:37:32.039 --> 00:37:37.320
Well, I always say a should
generate at least aboutter and my find
606
00:37:37.320 --> 00:37:38.800
you here. It's fite the sound
right, so they on the sun,
607
00:37:38.880 --> 00:37:45.239
everybody. So, yeah, the
other thing I say, as well as
608
00:37:45.320 --> 00:37:46.800
if you start our in business and
they won't be on for clowns. Sometimes
609
00:37:46.840 --> 00:37:52.159
the entoursure was the person. You
do our business. Yeah, business right,
610
00:37:52.280 --> 00:37:57.280
solutely. That to warn. Yeah, well, yes, being a
611
00:37:57.320 --> 00:38:00.360
pleasure of thanks for letting me me
hirest enjoyed learning of kids. Thanks,
612
00:38:00.440 --> 00:38:02.760
hike. You can, of course
to. You just like it, give
613
00:38:02.800 --> 00:38:07.280
it nobody. I mean, that's
pretty cool. That is good. And
614
00:38:07.360 --> 00:38:09.239
let's beat up when you're taying.
Let's see what we are, because Robb
615
00:38:09.519 --> 00:38:14.239
is cooking a lot of fatile phase
is the don't kitchen is carry off as
616
00:38:14.400 --> 00:38:19.239
kitchen work. Yeah, WE'RE gonna
make some face. I trustickly. It's
617
00:38:19.280 --> 00:38:21.199
going to be fine. We're gonna
for it. Then we're gonna tell you
618
00:38:21.199 --> 00:38:23.559
about all learning. Also, nowther
for that conversation. Thank you, Mike.
619
00:38:23.800 --> 00:38:29.440
But just you've been listening, to
be to be read a new acceleration.
620
00:38:30.119 --> 00:38:32.239
To ensure that you never miss an
episode, subscribe to the show in
621
00:38:32.280 --> 00:38:37.440
your favorite podcast player. Thank you
so much for listening. Until next time,
622
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