As Chumbawumba once said... we 'sing the songs that remind him of the good times' and a bunch of other nonsense you yell at a bar when that song comes on. Now that the holiday party season is wrapping up and you can treat your ears to something better than Chumbawumba, let’s revisit some of the best moments from our 2022 season of People Problems. Pour yourself a cup of good cheer and take a walk down memory lane with us in our 2022 Wrapped episode! Happy Holidays and we’ll see you in 2023!
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What's up, Tyson?
What is up? We are we.
Doing? We have made it. It is our land at the word of the year. I can't believe we're here. I can't believe another year has gone by now. And by 20, 22. Don't let the door hit you.
I think we're all ready to say goodbye to 20, 22. You know.
I feel like I've said that for the last three years. And this one I might mean the most. Yeah. Like we're ready for a new year.
It's been a lot. It really has been a lot. Yeah, it's.
Been a lot. It's time. I know. It's just days on a calendar, but I'm. I'm mentally ready. Besides celebrating the guests, we're going to highlight and the episodes we're going to highlight in this recap episode, which I'm excited for. I'm ready to put the rest of this year behind me.
Yeah. And you know what's.
Ready for new.
Things? Reflecting as we were kind of going through some of our episodes and all of that. Like, we really did have some amazing conversations, which I'm super proud of. I'm super proud.
Of the dope conversations. We have grown our following a ridiculous amount. So thank you to all the people who listen to this for the year or recently. Welcome. We're happy to have you. And yes, so this is going to be a quick recap episode of the year. This is not only some of our most popular episodes from the year, but eight clips of most popular episodes as well as some of our favorite guests So some quick some quick clips from the year just to recap and do a quote unquote, 20, 22 wrapped.
Here we go. All right. Our first episode from the year is episode 71 employee Love Languages with Eric Kurschat. This is an awesome episode. We have a lot of fun making it, obviously, because Eric was a great guest, but also because love languages or disc assessments or really any assessment is just a super fun tool to talk about.
We had a great time with Eric.
You know, anything can work.
I definitely need a natal chart personally. I need to know what time you were born, when you were born and where you were born. So you probably have a communication and good communication.
I will say I find most of that to be who he and I really love to tease Tyson about it as people know, but I also think it is helpful because, you know, do I do I believe in the astrology charts? I don't know. I have no idea if I actually believe in it. I am a textbook, Leo, based on every definition of it I've ever read.
But what I do find just to use a silly example to illustrate your point, Eric, is that it can be a helpful tool in getting someone to understand what you're talking about or giving someone like a multi-dimensional tool that is easier than saying I am this one thing. It's it's these tools allow people to communicate in saying I am a part of a multi dimensional thing and here's where I fall in it or where I identify with it.
So what I'm trying to tell you is that I fall on this part of the spectrum right? Or I hold these traits very dear, or I have this kind of communication style. Therefore I struggle with this other one right there trying to give you context because they're these are all multi-dimensional assessments. They're also all, you know, to say you are a Leo or to say you are a Virgo is to assume like 30 different things about a person, none of which are all true for anyone, regardless of what their star sign is.
But, you know, same thing with this. I'm not all the and all I like. Everyone has an S.A.C. right? And so it gives you it's kind of like a layered way of communicating and giving people context that I think helps lessen the intensity and the unforgiving ness of things like I'm an extrovert or I'm an introvert, which can be really harsh to people.
I think that's a wonderful point, and that's baked into the language of desk. You know, we say that we prefer one or another styles. As soon as you say I am a C, which I might prefer the C style I'm I'm putting myself in a corner and it's a crutch. It's like, well, I'm not capable of stepping outside of my comfort zone.
I'm incapable of connecting with you or leading you or selling to you or influencing you because I'm showing up with this particular style. And that's just that's that's a fixed mindset. You know, there's no growth there. And so the language we use is why I prefer this style limiting belief. Yeah. Yeah. I prefer this style. And I am just as capable as capable of anybody else.
At adapting or flexing. You know, I can yes. I my comfort zone tends to be that of someone who identifies as being introverted. But I have so much to learn from, you know, my extroverted friends, I may not become extroverted myself, but, you know, I can adapt in ways that I learn things about about me and about you that benefit both of us and certainly benefit our relationship.
What are some examples? Sorry, just just before you go, we go into that. Like, what are some examples of people like recognizing that maybe more common workplace examples are helpful? Like where this these assessments are like, oh, yeah, yeah. Oh, okay. I can do this better. Oh, I can learn from you. Like, what, what's, what's like some examples of how this gets implemented.
The first thing that comes to mind, because I've been working with a lot of sales teams, is there are some folks that shy away from the sales word and they say, well, I don't I don't know if I like I'm not.
A dirty word.
A Yeah, I'm not sure which it isn't. I mean, it's not a negative thing, but some people just have their connotations and maybe they've had a poor experience buying a used car. I don't know.
But it's Carvana no humans.
And so there's you can make an assumption that, okay, you know, in order to be good at sales, to thrive at sales, you have to show up with that influencing style where you're very actively paced and focused on people in relationships and energetic and can talk a million miles a minute. And if that's your perception of sales, I can understand why some people may be turned off by that.
Well, as it turns out, all four styles can sell in different ways. So discipline as a model says, All right, well, what if you show up with that style? So you're still people focused, but you're not as actively paced. You're a better listener. Well, I might want you then selling a multimillion dollar service over the course of five years, nurturing that relationship, because that's what you do, is you nurture relationships over time and you're very steady in terms of how you go about your work.
If I need to close the deal very quickly, I'm going to want somebody who's in that that D or dominant style comfort zone. If I want a salesperson who's going to make sure that all T's are crossed and I's are dotted, I'm certainly going to call on somebody who's going to prefer that. See your conscientiousness style because there's no room for error in how we're presenting this the sale.
So that's just one example, I think, of where someone comes in and says, Well, jeez, I can't do that because I'm not fill in the blank. And then Desc reminds you, as it turns out, we each bring different strengths to, in this case, a sales role that can be beneficial.
What you'll find in astrology is that people are always like, It's why I think it's so funny. It's people, oh, I'm, you know, I'm a Virgo or I'm a sage and it's like, okay, well, which of the, the characteristics of that are you taking out and assigning to yourself for your own benefit? Right. I feel like I see I'm a textbook, Leo, and that's usually all of the good parts of being a Leo, like the center of the universe, you know, brave, courageous, attention seeking, blah, blah, blah.
And then I'm also like, Yeah, but I'm attention seeking, and I'm the center of the universe. And there's like some real negatives here, but you get to pick and choose, and then you sort of get to chew on that choice, which I think helps people maybe think of themselves and their colleagues a little differently.
You know, because they have a new language to use to your original point, Eric. So I feel like that's what they're saying.
Next time you get feedback, just be like, Baby, I was born this way. Just like my actual that's what it like to say is like Lady Gaga. Yeah, I think.
I think we start with that self-awareness piece. But Alexa, you tied it up really nicely. It's it's it's learning more about the people that you're working with and understanding that someone so isn't just whatever language you used earlier, just a pain in the butt. They just see the world differently and that's okay. And that's actually more than okay.
That should be celebrated because that's going to allow me to do my best work because there are going to be relationships and challenges and projects that show up. And I'm just I'm not suited for I'm not interested in fill in the blank. If I know that I have Alexa on my team and she can run with that, then fantastic.
I can get out of my own way and give that to Alexa. And then Tyson shows up and, you know, brings a completely different set of strengths. Well, great. Then maybe I can delegate something that I'm not going to do as well or just don't have interest in. Or I can be intentional about that and say, No, wait a minute, this is putting me outside of my comfort zone in a way that actually could be beneficial to me, that, you know, my if my natural inclination is to delegate it to somebody else, you know, because I'm somebody who's analytical.
This is far too big picture for me. I'm not sure that I can wrap my brain around it. Maybe that stoic philosophy has sort of the obstacle is the way the sort of mentality. But that thing that seems like it is working to your detriment.
And that's really where that fat steward turned it around my neck.
Yeah. So does Ryan Holiday and all these all these books out there. But the the obstacle is the way. You know, maybe for me, the obstacle is this thing that threatens to push me outside of my comfort zone that I would normally distance myself from. In this case, it might be the very thing that I should be moving toward.
Right. Or the colleague that you find frustrating that you're like, oh, that's because they come at this from this other this other angle. I wonder what it would mean if I could figure out how to like, yeah, see it this this way or work with this.
So instead of how can I close my office door on this person, how can I invite this person in, you know, and sit down in conversation and not to become them, you know, not to, you know, not to change, you know, a leopard or cheetah never changes the spots, whatever the terminology is, not to become that person or to become that style, but to learn to grow more comfortable with it and adapt.
It, broaden your.
To aspects of that style when it's beneficial for me to do so.
Totally. Yeah. And I think it's really important to remember that like these are really good tools for how people see and operate in the world. The other piece that's really important that we neglect all the time in working relationships is the why people do things.
So like you and so that really hide or really high. But if you don't understand why they are that way or what they are planning to do in their lives, that's important to them. That puts you in front of them during the workday. Your, your this language will fall short. You will not be able to communicate certain things.
And there is there are some y certainly built in the desk. So for example, you know the how for me in terms of how I go about a project might be that I I'm going to be dotting my I's and crossing my teeth. You know, there's a certain behavior that you can anticipate from me, but the way that's built into that is that I just value accuracy.
You know, I have the strong need to be right or at least not wrong about things, you know, that that a d that someone who prefers that deer dominant style, they're not going to be much about the small talk, you know, and so the how for them is going to be getting right to business and jumping into the bullet points of whatever needs to get done.
The Y for that deer dominant style might be that they value achievement and they just want so badly to make progress and need to make progress that you know, any small talk is going to get in the way of them getting things done. So you have that y built in. But we're so much more than our desk style sales.
You know, we are the sum of our our upbringing, our morals and ethics.
Circumstance have made me.
Yeah. All right. So that's what Tyson said about what time of day you were born and all of that stuff. There's so much more that makes us who we are, but we need to start somewhere to better understand ourselves and other people. I happen to be a fan of disc, but there are so many different languages out there that people consider this is.
A great tool.
Next up, we have episode 59, No Fucks Given and other misconceptions with H.R. Tracy. I absolutely loved having the opportunity to connect with Tracy. I loved this conversation. Basically, we polled all the misconceptions from the audience about H.R. and we just like riffed and we talked about whether they're true, whether they're false. And you know what? Some of them were true, but need a little bit of extra context.
This episode was really amazing. Because we actually started the conversation on our podcast and then we finished the conversation with H.R. Tracy. I absolutely love podcasting with other H.R. influencers. So this is a lot of fun. Take a listen.
Man. The more I look at this list, the more I'm like, Oh, there's a lot of guys like it who submitted Mean Bitches Misconception.
That was me.
That was someone was just like, Oh, misconception. I mean, bitches like, Oh, yeah, okay. Okay, great. L-O-L Some of these are incredible.
I'm sure there are a few mean bitches in H.R. though. I think. Oh, I knew I could name them.
I could name them. Yeah.
I could, but I won't.
Yeah, like other H.R. reads minds. Like, who is that a misconception that H.R. reads? My people.
Think that though.
Way. In what way? Like you were supposed to know they wanted a raise or some shit. Like, I don't. What do you mean?
This reminds me of, like, marriage counseling or something where it's like, I'm not a mind reader, but I've never been told that that's probably just like a human nature thing that, you know, you either are super direct and assume that people don't know what you're looking for, what you need, and so you just say it or you're someone who, you know, expects someone to know exactly what you want.
You know what this sounds like? It sounds like an H.R. person who recently was in a conversation with an employee who was, you know, obviously disgruntled and expected that H.R. person to know that they were disgruntled. That's what it sounds like. But I could be wrong.
Yeah. It's like when someone comes to you and they're like, I have a situation, I want to talk to you, but I can't give you any of the details and you're like, Okay, so in order for me to help you. Yeah, exactly. Like I've had a few of those situations. Oh, yeah. Yeah.
That's a good point. I said, Yeah, I like that. Yeah, yeah, yeah.
It brings up and I don't know if it's on the list somewhere, but this brings up a misconception that I could see coming out of the cracks here. Which is that H.R. knows everything like that.
You see all that stuff on the list?
Yeah. Yeah. It might be a little, little further down his very long list again, but like that you're like, fucking omnipotent. Right? That, like, you know, this disgruntled employee, like, you know, every single flight that they've gotten, just simply because your title has H.R. in it versus like, this person's been dealing with, like, you know, who knows why the fuck they're disgruntled could have been 17 different things they've never heard of.
And like, the misconception of where H.R. would have heard of those things is that, like, they're everywhere and everything gets back to you.
I kind of love that it might be a misconception, but like also.
I say the same thing like, let let me have so much power.
Like The Wizard of Oz over here with the.
Meme of everyone just eating popcorn while there's like office drama.
And isn't there such an expectation, though, for us to know everything too? Like, people will just come to me with questions that, I mean, I can point you in, but maybe that's it. People, if you're a supportive resource, then they know they can go to you with at least a good direction to go in.
We do it, too. We always help going back to the fields like stupid questions, like here I am, like fixing someone's computer. And I'm like, Look, you don't want me to do this, but.
Yo, Tyson, we got to talk about healthy boundaries with you. Next up is episode 58, the eight page coffee making policy with Steve Brown. Steve is a truly wonderful human. He literally brought a magic wand to our conversation, and we have a really good chat about what was a true story about an eight page coffee making policy. It's absurd.
Yeah, you said something there that was important, I think, and something about like learning what the business does as well. And I think that that's where art doesn't do themselves any favors is become hot out of the gate. Like, this is my H.R. thing and I want to put my H.R. thing on you without first understanding what the business truly needs.
And we see this and I feel like we've talked about this before, but we see this a lot with stuff like talent reviews and like new comps, a new poll, new this, new that. And we start like pushing all the cool H.R. stuff because like, you know, talent reviews, it's supposed to be great, right? But the business just isn't ready for it or they're not, like, doing something else.
It's more critical or it's not actually helpful for what they're trying to achieve from a business objective. So I think that a lot of the times, even in this like new age of H.R. where like we're all trying to do cool shit and be strategic, we're trying so hard to gain trust of the business and gain credibility that we almost like push the H.R. stuff too much.
And it turns the business off from my experience, because I was I was that new person, like fresh out of school. I was like, you were a little.