WEBVTT

1
00:00:00.000 --> 00:00:03.600
We have to give it our f***ing all because, like, the whole team's here.

2
00:00:05.120 --> 00:00:08.720
If they're getting huts a leader like you leading them, like they're amplified.

3
00:00:11.680 --> 00:00:13.040
I get so nervous before these things.

4
00:00:14.800 --> 00:00:17.760
What can we do here to help build that culture of positive reinforcement?

5
00:00:20.400 --> 00:00:22.400
You know, it's like, you get, like, frozen. I know, I've been.

6
00:00:24.000 --> 00:00:26.080
I'm reinforced our culture in doubt.

7
00:00:26.720 --> 00:00:33.360
We're having our first full acquisition.com team meetup here in Las Vegas.

8
00:00:36.560 --> 00:00:39.520
So over the next few days, we're going to be talking about the vision of the culture of the

9
00:00:39.520 --> 00:00:42.800
company. And I thought it'd be super cool if we could record the behind the scenes.

10
00:00:42.800 --> 00:00:45.280
So we have me and then we have Alex and then a break.

11
00:00:45.280 --> 00:00:47.760
Is that how you guys could see what it's actually like?

12
00:00:49.120 --> 00:00:55.120
I think what I'm most excited for people to see from this team meetup is just what it really

13
00:00:55.120 --> 00:00:58.400
feels like to have a high performing team. So if you're interested in working at

14
00:00:58.400 --> 00:01:03.040
Acquisition.com, you've ever looked at our careers website or if you've subscribed to Mosey Talent,

15
00:01:03.040 --> 00:01:06.240
this is kind of what it looks like on the other side. So I felt like it'd be really valuable

16
00:01:06.240 --> 00:01:11.600
to give people insight into that. I've never been a part of an environment like this where people

17
00:01:11.600 --> 00:01:16.320
are genuinely rooting each other on. Yeah. Being a remote company, I love that we actually

18
00:01:16.320 --> 00:01:21.040
have events like this where we can actually step back. Beat each other in person, put faces and

19
00:01:21.120 --> 00:01:26.400
personalities to names. My name is Tobias Allen. I am the director of marketing here at Acquisition.

20
00:01:26.400 --> 00:01:31.280
So I think one of the things that Alex and Lila have done for reinforcing both the values and

21
00:01:31.280 --> 00:01:34.880
creating the culture that people are excited to be a part of is actually living the values.

22
00:01:36.400 --> 00:01:43.920
Next speaker. All right. You guys will notice that Jason and Trevor are filming. So we are

23
00:01:43.920 --> 00:01:49.520
filming the next two days. Now they are primarily filming myself and Alex. They were going to ask

24
00:01:49.520 --> 00:01:54.320
some of you if you want to add to the film. In discussing with the team, we all felt like it

25
00:01:54.320 --> 00:02:00.320
would be so cool to show what it's like when the team comes together. And I think a lot of people,

26
00:02:00.320 --> 00:02:04.960
they assumed like we ruled with fear. It's actually quite the opposite of that. I think that

27
00:02:04.960 --> 00:02:09.920
we've created this environment where people are high performing because they love what they do,

28
00:02:09.920 --> 00:02:14.000
not because they're scared of the consequences of if they don't do the job. That's why I really

29
00:02:14.000 --> 00:02:18.640
wanted to display this in the vlog as I just felt like it's invaluable for people to see it

30
00:02:18.640 --> 00:02:22.800
because I think it's one thing to say what you do, but it's another thing to show it to people.

31
00:02:22.800 --> 00:02:27.520
So I'll tell you guys a story. My first job out of college was 24-hour fitness. What I didn't

32
00:02:27.520 --> 00:02:32.880
realize was that when I got to 24-hour fitness, I actually ended up with one of the best leaders

33
00:02:32.880 --> 00:02:38.480
that I could have asked for. His name was Mike. In hindsight, the reason that that job was so enjoyable,

34
00:02:38.480 --> 00:02:43.440
you know, he had very clear communication. He always did one-on-ones and took time to see like,

35
00:02:43.520 --> 00:02:49.280
how do I feel? What's my development like? So then, they actually asked Mike to go open a new

36
00:02:49.280 --> 00:02:54.880
location. You know, you've got not Mike coming to take over. And I will never forget the first meeting.

37
00:02:54.880 --> 00:02:58.720
And he sat us down and I've never heard someone say, fuck so many times in my life. He was like,

38
00:02:58.720 --> 00:03:05.760
you fucking young motherfuckers. Listen up. Because here, not doing any more of this shit. We're gonna

39
00:03:05.760 --> 00:03:11.040
get our numbers up and we're all like, our numbers are up. The things he was saying made no sense.

40
00:03:11.040 --> 00:03:14.960
He just continued to swear at us, yell at us. It was the first meeting. I was just like,

41
00:03:14.960 --> 00:03:20.400
holy crap, who's this guy? It was just complete, polar opposite. I remember we started gym

42
00:03:20.400 --> 00:03:25.440
launch, you know, years later. I kept thinking to myself like, I know what a difference it is

43
00:03:25.440 --> 00:03:31.440
to have an absolutely horrible boss and leader or no leader, right? And then to have one that is,

44
00:03:31.440 --> 00:03:35.760
you know, truly investing in people, praising people, encouraging people because I experienced it

45
00:03:35.760 --> 00:03:40.960
firsthand. It like the three words that I remember feeling is like confused, unhappy, and anxious,

46
00:03:40.960 --> 00:03:46.000
like, constantly in a state of anxiety. And it's crazy to me to think that just the person that

47
00:03:46.000 --> 00:03:51.440
leads an organization or even leads a department can create that for everybody also on the team.

48
00:03:51.440 --> 00:03:54.640
Does anyone want to take a guess at what the difference was between Mike and not Mike?

49
00:03:54.640 --> 00:03:57.280
Mike, praise not Mike.

50
00:03:58.000 --> 00:04:05.200
Yes. So Mike used positive reinforcement to get people to do stuff, to put it simply, right?

51
00:04:05.840 --> 00:04:11.200
Not Mike used punishment to get people to do stuff. Taking those concepts, what can we do here

52
00:04:11.200 --> 00:04:15.280
to help build that culture of positive reinforcement? That's really what I wanted everyone to be able

53
00:04:15.280 --> 00:04:20.640
to walk away with. And the reason I wanted to relay this information is because it's not something

54
00:04:20.640 --> 00:04:25.680
one person can do alone. I wanted to discuss the topic of praise over punishment at the team

55
00:04:25.840 --> 00:04:31.280
because it's something that I personally study a lot. I implement a lot. Like given where we're at

56
00:04:31.280 --> 00:04:36.880
as a company, you know, we're only like two years in. It's not like I have leisurely time to

57
00:04:37.440 --> 00:04:43.360
invest in teaching these things to the team. And so I wanted to make the time by putting together

58
00:04:43.360 --> 00:04:47.760
this team meetup where we can focus on a lot more of the internal infrastructure.

59
00:04:48.720 --> 00:04:55.920
And because on the subject of positive reinforcement, this guy is positive reinforcement.

60
00:04:55.920 --> 00:05:01.840
Like being around him makes you just feel so good and just excited to be, I think,

61
00:05:01.840 --> 00:05:06.880
alive in a world that is very judgmental. You are not that. And you're amazing.

62
00:05:08.720 --> 00:05:14.960
One of my biggest takeaways was that there's a punishment style of management and a positive

63
00:05:14.960 --> 00:05:18.640
reinforcement style of management. And both of those can work. But you just have to think

64
00:05:18.640 --> 00:05:23.200
about where your parties are. And I think it was powerful to hear that. I want to introduce Neil.

65
00:05:24.000 --> 00:05:27.600
Neil took a big step this year and moved in with his girlfriend.

66
00:05:29.360 --> 00:05:34.080
I originally didn't understand this. We were talking about our great accomplishments in our life.

67
00:05:35.600 --> 00:05:40.960
So a lot of learn more about that. I can say later, we're passing each other's notes on what

68
00:05:41.040 --> 00:05:45.280
our actual accomplishments were this year. I was like, Frank, how many people did you hire in this

69
00:05:45.280 --> 00:05:47.760
year? So I had a number that I've done. Does anyone have any guests?

70
00:05:57.760 --> 00:06:03.360
When I joined, the team was Alex, Layla, Suzanne, and Yasmin. But quickly, the team has grown.

71
00:06:03.360 --> 00:06:10.640
I mean, our first in-person meeting was the whole company because it was just five of us.

72
00:06:11.520 --> 00:06:15.520
So I'm going to introduce the pilot. And he's big with the series. He got hired.

73
00:06:22.720 --> 00:06:27.360
I would say that one of the core skill sets that every business that I've ever built has been

74
00:06:27.360 --> 00:06:33.360
recruiting. I don't really see another resource that's more valuable to pour into than having

75
00:06:33.360 --> 00:06:37.600
the right people on the team. How are you doing? I'm doing good. I'm doing good.

76
00:06:38.160 --> 00:06:40.960
Having an interview finds out, look around. This is my coach.

77
00:06:44.160 --> 00:06:51.600
How we go about finding perfect people is that in other hiring processes, people don't share those,

78
00:06:51.600 --> 00:06:57.600
there's a lot that's left unsaid. And then that's where maybe the expectations aren't even always

79
00:06:58.240 --> 00:07:04.240
clear. What I've tried to do very differently is say it and put it all out on the table.

80
00:07:04.320 --> 00:07:09.920
Everything for me connects back to the requirements of what we're looking for. And so,

81
00:07:09.920 --> 00:07:14.640
some of the stuff that will ask the hiring managers think about the prevalent skills on the team.

82
00:07:14.640 --> 00:07:20.960
We don't want to hire another Trevor. We want to hire someone who compliments Trevor so perfectly.

83
00:07:20.960 --> 00:07:25.360
Some hiring managers are a lot better at it than others. And that's where Caleb's super power.

84
00:07:25.360 --> 00:07:30.960
He comes in having really thought through all of that. I'm going to cry. I'll probably just

85
00:07:31.040 --> 00:07:34.560
sigh no more. Alex, I love you, man.

86
00:07:43.200 --> 00:07:51.280
The way that you have created an ability to rethink through emotion and situations has

87
00:07:51.280 --> 00:07:57.520
been really impactful for me. The way that I analyze situations when I'm struggling or feeling

88
00:07:57.600 --> 00:08:01.440
like I'm succeeding, either way, I look at it completely differently. And then,

89
00:08:01.440 --> 00:08:07.840
Leila, I don't mean this in the cringey cliche term. I mean like, I feel seen by you.

90
00:08:07.840 --> 00:08:14.240
For some weird reason, when I'm having a little bit of a day, you somehow seem to like, up here.

91
00:08:16.320 --> 00:08:21.760
Just the way that you have, again, given me permission to be like, it's okay to have a shitty day,

92
00:08:21.760 --> 00:08:23.360
and you can still do shit.

93
00:08:23.440 --> 00:08:28.000
Now, what nobody knows is that every media team that I've ever seen, there's no organization

94
00:08:28.000 --> 00:08:33.200
for it's like complete bureaucracy, and there's no creativity. And you have found the way to bridge

95
00:08:33.200 --> 00:08:38.560
both together, having never done the whole. Just the fact that you care about everyone in the team,

96
00:08:38.560 --> 00:08:43.120
and you care about the brand and achieving the goals. And I think that your ability to hold all

97
00:08:43.120 --> 00:08:47.920
of those three priorities equally is what makes you so great what you do. And it's why everyone

98
00:08:47.920 --> 00:08:50.000
just fucking loves working.

99
00:08:50.400 --> 00:08:55.440
I think that the way that Alex and Leila interact with everybody on the team is incredible.

100
00:08:55.440 --> 00:09:00.800
The fact that Leila takes the time to reach out to every single editor, every writer,

101
00:09:01.520 --> 00:09:08.320
a designer, whatever, that is incredible and pretty unique compared to a lot of work scenarios.

102
00:09:08.320 --> 00:09:12.960
And as the brand has grown, as acquisition.com has grown,

103
00:09:12.960 --> 00:09:18.240
Alex and Leila really prioritize the media team rather than just like the weird animal in the

104
00:09:18.240 --> 00:09:22.720
corner that makes the videos kind of thing. The request that was made of me was to talk about branding.

105
00:09:23.440 --> 00:09:28.400
Everyone who comes in contact with our content doesn't know who we are. And so what we're doing

106
00:09:28.400 --> 00:09:32.000
is the thing that hopefully they should know something about. So if you didn't know what the

107
00:09:32.000 --> 00:09:39.360
Nike swoosh was, and I were to continue to appear and associate it, then eventually I could eliminate

108
00:09:39.360 --> 00:09:45.520
all these and just have the logo and you would feel the same way about it. All we are doing with

109
00:09:45.520 --> 00:09:50.000
everything that we do from a branding perspective is we take us and we associate with something

110
00:09:50.000 --> 00:09:54.560
I can say, it's kind of like this, which we both know and then I can make the comparison.

111
00:09:54.560 --> 00:09:58.080
And if you're like, wow, that sounds a lot like teaching. That's a lot of what branding is.

112
00:09:58.720 --> 00:10:02.240
Well, brands are so powerful. Then how do we grow brands?

113
00:10:02.240 --> 00:10:05.200
If you want to label some new associations for the brand,

114
00:10:05.200 --> 00:10:06.000
for us?

115
00:10:06.000 --> 00:10:06.720
Yes.

116
00:10:06.720 --> 00:10:13.440
Their brand and the information that they give out, whether it's the books or that content,

117
00:10:13.520 --> 00:10:19.680
is what creates the demand for partnership with us. But the businesses we take on,

118
00:10:19.680 --> 00:10:23.920
we have an extreme amount of influence. In fact, the reason they want to partner with us

119
00:10:23.920 --> 00:10:27.120
is the influence that we have on their business.

120
00:10:27.120 --> 00:10:32.960
When I think of the brand of Acquisition.com, I want it to be known for two things. I think one is

121
00:10:32.960 --> 00:10:38.640
operationalizing excellence. And on the other side, I think platform to elevate others.

122
00:10:38.720 --> 00:10:44.160
When you work with Acquisition.com, like you will always be better than when you came in.

123
00:10:45.040 --> 00:10:48.480
If you're going to put the three words on the wall for you and you're standing up here

124
00:10:48.480 --> 00:10:50.080
with the three words, it's our personal word.

125
00:10:50.080 --> 00:10:54.560
Okay, okay. So after Alex's presentation, we went into this activity around personal brand,

126
00:10:54.560 --> 00:10:59.040
which was we're all asked to write down three things that we would use to describe ourselves.

127
00:10:59.040 --> 00:11:03.760
And then as we picked the different things that described one another, we have to guess

128
00:11:03.760 --> 00:11:04.960
who wrote that about themselves.

129
00:11:13.440 --> 00:11:15.200
Oh my god, that was so fast.

130
00:11:15.200 --> 00:11:15.680
Dad.

131
00:11:16.480 --> 00:11:16.880
Dad.

132
00:11:20.080 --> 00:11:21.200
To be cracked.

133
00:11:21.280 --> 00:11:23.280
To be cracked.

134
00:11:23.280 --> 00:11:24.000
To be cracked.

135
00:11:24.000 --> 00:11:24.720
To be cracked.

136
00:11:24.720 --> 00:11:25.520
To be cracked.

137
00:11:25.520 --> 00:11:26.320
To be cracked.

138
00:11:26.320 --> 00:11:27.120
To be cracked.

139
00:11:27.120 --> 00:11:28.160
To be cracked.

140
00:11:28.160 --> 00:11:28.400
Break.

141
00:11:29.200 --> 00:11:32.320
You can't have five of the same person on a team.

142
00:11:32.320 --> 00:11:35.520
I always see skills as like this pointy star.

143
00:11:35.520 --> 00:11:38.800
You know, and it could, in some stars, have more points than others.

144
00:11:38.800 --> 00:11:41.600
But there's always a valley in between two points.

145
00:11:41.600 --> 00:11:46.480
And so the ideal person on the team's points fits in those valleys.

146
00:11:46.480 --> 00:11:49.680
And so then they just all start sort of like connecting

147
00:11:49.760 --> 00:11:50.320
together.

148
00:11:53.920 --> 00:11:54.480
It's cool.

149
00:11:54.480 --> 00:11:57.360
One of the biggest things is for me is culture.

150
00:11:57.360 --> 00:12:02.880
Simple things like transparency, collaboration, honesty, and just like having fun at work.

151
00:12:02.880 --> 00:12:05.520
That was what would drive me to come here.

152
00:12:06.400 --> 00:12:12.240
How do you take this philosophy down to the managing of the portfolio?

153
00:12:12.240 --> 00:12:17.920
I think there's a lot of parts of our portfolio that are still working on the leadership aspect.

154
00:12:17.920 --> 00:12:22.160
Success is not about the mechanics, about what you're doing,

155
00:12:22.160 --> 00:12:26.080
but about like the way you're leading people and the people that you surround yourself.

156
00:12:26.080 --> 00:12:29.280
If you have a great group of people, you can be really successful.

157
00:12:29.280 --> 00:12:34.640
I think a lot of people look at their business as let me just get whoever agrees to the role,

158
00:12:34.640 --> 00:12:38.960
whereas I've always looked at it like an NFL draft, which is like who do I need to draft?

159
00:12:38.960 --> 00:12:40.400
What kind of skills do they have?

160
00:12:40.400 --> 00:12:41.440
What are their values?

161
00:12:41.440 --> 00:12:46.480
That's always been a core focus of mine because who is the one that is making the vision come to life?

162
00:12:46.480 --> 00:12:48.080
At the end of the day, it's not you.

163
00:12:48.080 --> 00:12:49.280
It's your team.

164
00:12:49.280 --> 00:12:51.280
All right, we're talking about the music.

165
00:12:51.280 --> 00:12:52.880
So that is going to play less.

166
00:12:52.880 --> 00:12:54.880
Tyler, I'm going to play less.

167
00:13:06.880 --> 00:13:11.280
So one of my favorite parts of the media was actually we took a party bus and then went to go act thoroughly.

168
00:13:16.480 --> 00:13:24.080
Dad, help me.

169
00:13:24.080 --> 00:13:27.920
It was cool to see how incredibly awful some people were, like myself,

170
00:13:27.920 --> 00:13:30.960
and how incredibly talented others were, like my dad.

171
00:13:40.160 --> 00:13:40.960
Feels great.

172
00:13:41.520 --> 00:13:44.000
And everyone also wants to be here, right?

173
00:13:44.000 --> 00:13:45.040
Yeah.

174
00:13:45.040 --> 00:13:48.000
Actually, if people are enjoying it a lot of the year, then I know.

175
00:13:48.000 --> 00:13:50.000
And they do it, yes.

176
00:13:50.000 --> 00:13:50.640
Yeah.

177
00:13:50.640 --> 00:13:53.040
I got all the guests in Iraq and they're Tyler.

178
00:13:53.040 --> 00:13:53.840
Yeah.

179
00:13:53.840 --> 00:13:54.800
So I've been out here.

180
00:13:54.800 --> 00:13:56.480
I haven't talked to Nadia since she joined.

181
00:13:56.480 --> 00:13:57.440
Yeah.

182
00:13:57.440 --> 00:14:00.960
So, like, some of the most, I think the most painful is Iraq,

183
00:14:00.960 --> 00:14:03.680
it's like getting to know them.

184
00:14:03.680 --> 00:14:04.480
Yeah.

185
00:14:04.480 --> 00:14:05.520
Is there a hole?

186
00:14:05.520 --> 00:14:07.680
And they're like so aggressive.

187
00:14:08.080 --> 00:14:10.240
I'm a little more sober, boy, the side.

188
00:14:10.240 --> 00:14:11.760
I'm also showing you what they do.

189
00:14:11.760 --> 00:14:12.560
Yeah.

190
00:14:12.560 --> 00:14:13.920
Like, the media side as well.

191
00:14:13.920 --> 00:14:17.120
But it's really cool, because I feel like both teams do what they do so well.

192
00:14:20.720 --> 00:14:21.200
Really?

193
00:14:21.200 --> 00:14:22.000
Yeah.

194
00:14:22.000 --> 00:14:22.400
I don't know.

195
00:14:25.920 --> 00:14:26.720
I know it's nervous.

196
00:14:26.720 --> 00:14:27.840
It's so fucking nervous.

197
00:14:27.840 --> 00:14:31.840
I remember thinking to myself, that was a terrible thing.

198
00:14:31.840 --> 00:14:34.960
And how he's like, and she fucking cares.

199
00:14:34.960 --> 00:14:36.880
And the fact that you cared that much,

200
00:14:36.880 --> 00:14:39.200
I was like, she is the kind of person I want to work with.

201
00:14:39.200 --> 00:14:41.120
And it was so interesting, because it's like,

202
00:14:41.120 --> 00:14:42.640
I think all that shit about, like, how wealthy we are.

203
00:14:42.640 --> 00:14:43.920
And it really is such a pleasure.

204
00:14:43.920 --> 00:14:46.160
Because I was like, I can just tell.

205
00:14:48.160 --> 00:14:52.400
I can realize that a lot of people have met each other.

206
00:14:52.400 --> 00:14:52.800
Yeah.

207
00:14:54.480 --> 00:14:57.440
I have seen, like, this one about me above me.

208
00:14:57.440 --> 00:14:58.480
We have another day.

209
00:14:58.480 --> 00:15:00.320
Tomorrow, we have to talk.

210
00:15:00.320 --> 00:15:03.760
Neil, Caleb, Sheila, Ben.

211
00:15:03.760 --> 00:15:05.120
So they all have presentations.

212
00:15:05.120 --> 00:15:06.480
I'm actually really excited.

213
00:15:06.560 --> 00:15:09.120
If people trust each other, they'll communicate better.

214
00:15:09.120 --> 00:15:11.520
If people like each other, they'll work better together.

215
00:15:11.520 --> 00:15:13.440
You know, some of me people might look at this and be like,

216
00:15:13.440 --> 00:15:14.320
it's so soft.

217
00:15:14.320 --> 00:15:15.600
What a waste of money.

218
00:15:15.600 --> 00:15:16.640
I think that's bullshit.

219
00:15:16.640 --> 00:15:18.720
Because if you look at, like, what correlates

220
00:15:18.720 --> 00:15:20.160
with the highest performing teams,

221
00:15:20.160 --> 00:15:21.520
it's not intelligence.

222
00:15:21.520 --> 00:15:24.640
And it's not skill of an individual member of the team.

223
00:15:24.640 --> 00:15:28.400
It's actually communication of the sum of the parts.

224
00:15:31.200 --> 00:15:32.320
We have like, like, a watermelon.

225
00:15:32.320 --> 00:15:34.480
We've got the potatoes and we've got the eggs.

226
00:15:34.560 --> 00:15:37.200
Layla asked me to build out the team meetup.

227
00:15:37.200 --> 00:15:38.080
I was really nervous.

228
00:15:38.080 --> 00:15:39.680
She was like, OK, don't worry.

229
00:15:39.680 --> 00:15:41.040
It's going to be fine, no matter what.

230
00:15:41.040 --> 00:15:42.320
What it was pitched to me was like,

231
00:15:42.320 --> 00:15:44.640
we're basically going to acknowledge people

232
00:15:44.640 --> 00:15:47.040
who were voted to stand out in terms of, like,

233
00:15:47.040 --> 00:15:49.280
one of these core values that we have.

234
00:15:49.280 --> 00:15:54.480
I want to ask Justin, Paul, Frank, and Tyler

235
00:15:54.480 --> 00:15:56.880
to stand up for a second and let us recognize you.

236
00:15:56.880 --> 00:15:57.520
Yay!

237
00:15:57.600 --> 00:15:58.640
Yay!

238
00:16:01.600 --> 00:16:03.920
Gentlemen, you have all demonstrated

239
00:16:03.920 --> 00:16:05.840
areas' values of ours.

240
00:16:05.840 --> 00:16:08.800
But before I get into the ones that I'd remember,

241
00:16:08.800 --> 00:16:11.600
who here believes they know why,

242
00:16:11.600 --> 00:16:13.280
one of these guys are all,

243
00:16:13.280 --> 00:16:14.880
what do you think they were recognized for?

244
00:16:14.880 --> 00:16:16.480
What do you think they were nominated for?

245
00:16:16.480 --> 00:16:19.280
Tyler has, like, continued to completely

246
00:16:19.280 --> 00:16:20.960
and very quickly evolve his skill set.

247
00:16:20.960 --> 00:16:24.560
I mean, hiring, I think, 25 people this year,

248
00:16:24.560 --> 00:16:26.720
the amount of volume that goes into that behind the scenes.

249
00:16:27.440 --> 00:16:29.920
I don't know, we've had quite a few conversations where

250
00:16:29.920 --> 00:16:32.880
Frank is just so hungry to learn.

251
00:16:32.880 --> 00:16:34.960
I was just having me throw a lot at Justin.

252
00:16:34.960 --> 00:16:36.320
But, like, if you look at his calendar,

253
00:16:36.320 --> 00:16:39.760
it's arguably the most full calendar of the entire company.

254
00:16:39.760 --> 00:16:41.920
And you and Ever hear him say he's tired.

255
00:16:41.920 --> 00:16:42.960
Never been playing.

256
00:16:42.960 --> 00:16:44.560
He's always super excited.

257
00:16:44.560 --> 00:16:46.560
And I'll go ahead and speak for Paul

258
00:16:46.560 --> 00:16:50.960
because I nominated Paul for an impeachable character.

259
00:16:50.960 --> 00:16:54.480
It is important to me that all of the people we hire,

260
00:16:54.480 --> 00:16:56.160
whether they're sitting in this room

261
00:16:56.240 --> 00:16:57.600
or they're sitting in a portfolio,

262
00:16:57.600 --> 00:16:59.120
they have a phenomenal experience.

263
00:16:59.120 --> 00:17:02.320
Paul came back to me and I was like,

264
00:17:02.320 --> 00:17:03.760
that's why your home is here.

265
00:17:03.760 --> 00:17:04.560
Woo!

266
00:17:04.560 --> 00:17:06.160
Woo!

267
00:17:06.160 --> 00:17:08.160
These next few people,

268
00:17:08.160 --> 00:17:10.160
I'm going to call an asset you stand up,

269
00:17:10.160 --> 00:17:12.240
Nadia, Trevor,

270
00:17:12.240 --> 00:17:13.760
conflict of interest for a moment,

271
00:17:13.760 --> 00:17:14.960
but you're already standing.

272
00:17:15.840 --> 00:17:17.600
Divina and Hunter.

273
00:17:18.320 --> 00:17:22.000
You're being recognized because several people in this room

274
00:17:22.000 --> 00:17:23.760
actually nominated you.

275
00:17:23.760 --> 00:17:25.440
Tyler, come on, man, let's hear.

276
00:17:25.520 --> 00:17:27.520
I think for Trevor, we're being with him.

277
00:17:27.520 --> 00:17:31.520
He has demonstrated not only an impeachable character,

278
00:17:31.520 --> 00:17:34.000
but competitive greatness in the world.

279
00:17:34.000 --> 00:17:36.560
I'm just being able to adapt to this situation.

280
00:17:36.560 --> 00:17:39.120
Hunter, you are an incredible leader.

281
00:17:39.120 --> 00:17:42.400
You do an amazing job of showing people around you.

282
00:17:42.400 --> 00:17:44.480
Everything that isancellored to an event,

283
00:17:44.480 --> 00:17:45.680
like timelines,

284
00:17:45.680 --> 00:17:47.120
keeping everyone updated,

285
00:17:47.120 --> 00:17:48.720
throwing in ideas on thumbnails

286
00:17:48.720 --> 00:17:49.680
when nobody's asked you to.

287
00:17:49.680 --> 00:17:52.160
Like there is just like such a level of leadership

288
00:17:52.160 --> 00:17:55.200
that you display that I'm also very grateful for.

289
00:17:55.520 --> 00:17:57.600
Operationalizing creativity.

290
00:17:57.600 --> 00:17:59.840
That was what I thought when you sent me the document,

291
00:17:59.840 --> 00:18:01.280
and I was like, so awesome,

292
00:18:01.280 --> 00:18:03.440
because I think to be creative,

293
00:18:03.440 --> 00:18:04.800
you know, you put it in that SOP,

294
00:18:04.800 --> 00:18:05.680
and when you share it with me,

295
00:18:05.680 --> 00:18:06.560
it helps me too,

296
00:18:06.560 --> 00:18:08.400
because we're obviously doing it together,

297
00:18:08.400 --> 00:18:09.840
and so it's so helpful.

298
00:18:09.840 --> 00:18:11.520
Okay, something about Divina is,

299
00:18:11.520 --> 00:18:13.840
you know, I kind of do what I do with L.U.

300
00:18:16.320 --> 00:18:18.240
No, I'm seriously though.

301
00:18:18.240 --> 00:18:21.760
I have worked with many other executive assistants.

302
00:18:21.760 --> 00:18:23.120
Like you're so professional,

303
00:18:23.120 --> 00:18:24.720
you bring ideas to the table,

304
00:18:24.800 --> 00:18:26.000
you bring solutions,

305
00:18:26.000 --> 00:18:30.240
and like I'm just happy to have you as my partner,

306
00:18:30.240 --> 00:18:31.840
and like,

307
00:18:31.840 --> 00:18:33.040
and that was a good self.

308
00:18:33.040 --> 00:18:34.000
Thank you.

309
00:18:34.000 --> 00:18:35.120
This is the team.

310
00:18:35.120 --> 00:18:38.320
I couldn't think of a better group to do it with.

311
00:18:38.320 --> 00:18:41.360
I think just the coolest part was just like,

312
00:18:42.160 --> 00:18:43.280
nobody wanted to stop.

313
00:18:43.920 --> 00:18:45.680
The last group of people here,

314
00:18:46.720 --> 00:18:47.680
blow us all the way.

315
00:18:48.720 --> 00:18:49.600
That is sincere.

316
00:18:51.040 --> 00:18:51.840
It's a real...

317
00:18:51.840 --> 00:18:52.880
I'm sorry Divina,

318
00:18:52.880 --> 00:18:54.560
I'm trying so hard to hold you.

319
00:18:55.680 --> 00:18:56.480
Stop.

320
00:18:56.480 --> 00:18:57.680
It's okay.

321
00:18:58.960 --> 00:18:59.680
Right.

322
00:18:59.680 --> 00:19:00.480
Okay.

323
00:19:00.480 --> 00:19:03.600
But it means a lot to me to see how the people

324
00:19:03.600 --> 00:19:05.680
that we pull into the organization,

325
00:19:05.680 --> 00:19:07.200
how they impact us all,

326
00:19:07.200 --> 00:19:09.520
and each other on a day-to-day basis.

327
00:19:09.520 --> 00:19:11.280
And so this group of people

328
00:19:11.280 --> 00:19:14.320
received more nominations than everybody else.

329
00:19:15.360 --> 00:19:15.840
Jason.

330
00:19:17.120 --> 00:19:18.080
You were amazing.

331
00:19:20.960 --> 00:19:21.920
Thank you.

332
00:19:21.920 --> 00:19:23.360
You were one of these people.

333
00:19:25.680 --> 00:19:26.320
Let's see.

334
00:19:27.440 --> 00:19:29.120
Also, one of these people.

335
00:19:30.320 --> 00:19:31.040
Yasmin.

336
00:19:34.160 --> 00:19:35.200
Tobias.

337
00:19:35.200 --> 00:19:37.120
I think that recognition is always something

338
00:19:37.120 --> 00:19:38.160
that we can do more of,

339
00:19:38.160 --> 00:19:40.480
and I think that the way that we did it as well

340
00:19:40.480 --> 00:19:43.440
was one in which everyone was recognized for something.

341
00:19:43.440 --> 00:19:45.920
So nice to hear because I think what we forget

342
00:19:45.920 --> 00:19:48.160
and what I forget is that a lot of people

343
00:19:48.160 --> 00:19:50.160
don't have that in their normal day-to-day life.

344
00:19:50.160 --> 00:19:52.640
And I think that if you want to create

345
00:19:52.640 --> 00:19:54.080
a really great work environment,

346
00:19:54.560 --> 00:19:55.600
do in the workplace

347
00:19:55.600 --> 00:19:57.280
what people don't get outside of that.

348
00:19:57.840 --> 00:19:59.120
I had the advantage of being able

349
00:19:59.120 --> 00:20:00.560
to provide a place like that at work

350
00:20:00.560 --> 00:20:02.000
where we do take time to do that.

351
00:20:02.000 --> 00:20:03.840
A lot of people in here

352
00:20:03.840 --> 00:20:06.400
are really impressed with how hard you come

353
00:20:06.400 --> 00:20:08.320
every single day to this job.

354
00:20:08.320 --> 00:20:10.240
I mean, come on guys,

355
00:20:10.240 --> 00:20:12.240
the fact that she doesn't even need,

356
00:20:13.280 --> 00:20:15.680
she's just a G and with everything she does.

357
00:20:15.680 --> 00:20:19.920
And what I admire about her

358
00:20:19.920 --> 00:20:22.160
is her ability to be transparent

359
00:20:22.160 --> 00:20:23.920
and have those hard conversations

360
00:20:23.920 --> 00:20:24.960
when it needs to be had

361
00:20:24.960 --> 00:20:27.280
for the better of the company and how we run.

362
00:20:27.920 --> 00:20:29.920
And she's just amazing.

363
00:20:30.560 --> 00:20:31.680
Yes, me and it's just, you know,

364
00:20:31.680 --> 00:20:34.000
we're coming up on six years together

365
00:20:34.000 --> 00:20:37.040
and I could really not do any of this shit without her.

366
00:20:37.040 --> 00:20:39.200
And she has done so far beyond things

367
00:20:39.200 --> 00:20:40.960
that an executive assistant should even do.

368
00:20:40.960 --> 00:20:42.800
Just like, I remember one time something spilled in my house.

369
00:20:42.800 --> 00:20:44.080
You like brought a fucking vacuum.

370
00:20:44.800 --> 00:20:46.960
When I had my surgery, you like put pants on me.

371
00:20:46.960 --> 00:20:49.040
I mean, like, we've been pretty close.

372
00:20:50.240 --> 00:20:52.880
And it's just, I think one thing that you do so well

373
00:20:52.880 --> 00:20:54.880
is you're just so non-judgmental

374
00:20:54.880 --> 00:20:56.560
and work so hard.

375
00:20:56.560 --> 00:20:58.240
Time over time, you're constantly improving,

376
00:20:58.240 --> 00:20:59.520
constantly trying to get better.

377
00:20:59.520 --> 00:21:01.360
And so I just appreciate it out of you.

378
00:21:02.160 --> 00:21:04.080
But I know you guys have also went so far

379
00:21:04.080 --> 00:21:06.400
above beyond on the back end of the book lunch.

380
00:21:06.400 --> 00:21:08.160
Just the sheer volume of hours

381
00:21:08.160 --> 00:21:09.360
that you guys have put again after.

382
00:21:09.360 --> 00:21:10.800
After doing all the other stuff

383
00:21:10.800 --> 00:21:12.400
and having families and kids

384
00:21:12.400 --> 00:21:14.160
and husbands and trips on the weekend,

385
00:21:14.160 --> 00:21:16.320
like, we mean it when we're like,

386
00:21:16.320 --> 00:21:18.560
how do, like, we don't deserve you?

387
00:21:18.560 --> 00:21:21.680
Like, we mean, like, you guys are unbelievable.

388
00:21:21.760 --> 00:21:24.480
Like, you guys do such a good job of setting the tone

389
00:21:24.480 --> 00:21:25.520
wherever we go.

390
00:21:25.520 --> 00:21:27.520
Because you guys are the first impression

391
00:21:27.520 --> 00:21:29.360
of anyone gets a play line.

392
00:21:29.360 --> 00:21:31.360
And so you guys are so like,

393
00:21:31.360 --> 00:21:32.960
fucking on it and like,

394
00:21:32.960 --> 00:21:35.440
dialed and everyone knows that.

395
00:21:35.440 --> 00:21:37.360
And it just then becomes the reflection

396
00:21:37.360 --> 00:21:39.760
of the entire rest of the company.

397
00:21:39.760 --> 00:21:40.560
I hope so.

398
00:21:43.120 --> 00:21:44.960
I personally don't need Jason.

399
00:21:44.960 --> 00:21:46.960
Because this guy is just incredible.

400
00:21:46.960 --> 00:21:48.880
Which everyone here knows that.

401
00:21:48.960 --> 00:21:51.440
Like, I'm talking to him after a conversation.

402
00:21:51.440 --> 00:21:53.040
He can't help but smile like Sam said.

403
00:21:54.480 --> 00:21:57.280
He, like, drives you to want to be better

404
00:21:57.280 --> 00:21:59.360
by how good you did.

405
00:21:59.360 --> 00:22:01.520
Which is, like, very rare.

406
00:22:01.520 --> 00:22:02.720
Because sometimes you can maybe

407
00:22:02.720 --> 00:22:03.760
hit it as a competition.

408
00:22:03.760 --> 00:22:06.960
But it's, like, it's like a different kind of competition.

409
00:22:06.960 --> 00:22:08.960
It's like, let's just all be good together.

410
00:22:08.960 --> 00:22:10.320
And he brings that interview.

411
00:22:10.320 --> 00:22:13.120
So, like, I just, I had to nominate this guy

412
00:22:13.120 --> 00:22:14.560
because he's 10 out of 10.

413
00:22:14.560 --> 00:22:15.760
12 out of 10.

414
00:22:15.760 --> 00:22:16.560
One is zero.

415
00:22:16.560 --> 00:22:17.200
Very good.

416
00:22:17.200 --> 00:22:19.040
You are incredibly industrious.

417
00:22:19.040 --> 00:22:20.880
Like, you work so fucking hard.

418
00:22:20.880 --> 00:22:22.960
But you're also incredibly enthusiastic.

419
00:22:22.960 --> 00:22:24.640
One more for Mr. Jason.

420
00:22:24.640 --> 00:22:26.480
Jason moved to Vegas.

421
00:22:28.480 --> 00:22:30.640
Before he even started,

422
00:22:30.640 --> 00:22:32.000
that says it all right there.

423
00:22:32.000 --> 00:22:33.840
Like, Jason is down as fuck

424
00:22:33.840 --> 00:22:35.840
for whatever needs to happen.

425
00:22:35.840 --> 00:22:39.680
Any extra request, anybody on a team makes anything.

426
00:22:39.680 --> 00:22:41.360
He's always like, yeah, cool.

427
00:22:41.360 --> 00:22:43.600
Like, I smile.

428
00:22:43.600 --> 00:22:45.600
Like, everything everyone has said is so true.

429
00:22:45.600 --> 00:22:48.160
And I feel better talking to you every time.

430
00:22:48.160 --> 00:22:50.400
I see the hunger that you have

431
00:22:50.400 --> 00:22:52.560
to, like, excel at this crap.

432
00:22:52.560 --> 00:22:53.680
It's contagious, man.

433
00:22:53.680 --> 00:22:54.960
Like, it's really cool.

434
00:22:54.960 --> 00:22:57.280
And it's really inspiring for everybody on the team.

435
00:22:57.280 --> 00:22:58.800
And then what can I say about these three?

436
00:23:02.400 --> 00:23:03.680
I love you guys.

437
00:23:03.680 --> 00:23:04.640
Like, honestly.

438
00:23:04.640 --> 00:23:05.040
Right?

439
00:23:05.040 --> 00:23:06.000
It's a top team.

440
00:23:06.000 --> 00:23:09.120
You guys make it really easy to work with you every day.

441
00:23:09.120 --> 00:23:11.920
As a, as a unit, the way you all click.

442
00:23:11.920 --> 00:23:13.600
Like, I've been in a lot of high-performing teams

443
00:23:13.600 --> 00:23:14.960
and seeing high-performing teams before.

444
00:23:15.440 --> 00:23:17.760
Nothing really ranks anywhere close to this.

445
00:23:17.760 --> 00:23:20.480
And I think it's because, so you have the aptitude component.

446
00:23:20.480 --> 00:23:22.000
But you have the attitude component too.

447
00:23:22.000 --> 00:23:23.600
Like, you want to help everyone.

448
00:23:23.600 --> 00:23:26.880
Jacob, for example, I think you're obviously a master at sales.

449
00:23:26.880 --> 00:23:30.080
And our poor co-company say that all the time.

450
00:23:30.080 --> 00:23:32.960
You've driven, like, just incredible improvements

451
00:23:32.960 --> 00:23:36.000
across a wide variety of different situations.

452
00:23:36.000 --> 00:23:38.400
I remember we had a one-on-one once and you were like,

453
00:23:38.400 --> 00:23:41.840
yeah, my whole attitude is just, if I can keep learning,

454
00:23:41.840 --> 00:23:43.920
this is going to be fun for me.

455
00:23:43.920 --> 00:23:45.520
And that's like you in a nutshell.

456
00:23:45.520 --> 00:23:47.120
And then Lindsay, I think, like, obviously,

457
00:23:47.120 --> 00:23:50.400
your experience and customer success value that they want.

458
00:23:50.400 --> 00:23:52.320
They want Lindsay to be involved.

459
00:23:52.320 --> 00:23:54.160
I don't think you have, like, an incredible muscle,

460
00:23:54.160 --> 00:23:57.520
which is the ability to coach and to bring people together.

461
00:23:57.520 --> 00:23:59.120
I've seen that with our portfolio companies.

462
00:23:59.120 --> 00:24:00.960
But also, I've seen it with the way you brought Jacob

463
00:24:00.960 --> 00:24:02.720
and Tobias and myself all together.

464
00:24:02.720 --> 00:24:04.720
And I think that, like, that's created that chemistry

465
00:24:04.720 --> 00:24:06.400
for us all to work well together.

466
00:24:06.400 --> 00:24:10.000
I wanted to say, thank you to Lindsay for the book launch.

467
00:24:10.000 --> 00:24:12.160
Ben has the baton over to me

468
00:24:12.160 --> 00:24:14.400
to run the support team.

469
00:24:14.400 --> 00:24:17.360
And boy, was that a damn challenge?

470
00:24:17.360 --> 00:24:21.280
I don't think I could have done it if you hadn't come in and helped.

471
00:24:21.280 --> 00:24:24.160
I've learned a lot, and I've learned a lot from you.

472
00:24:24.160 --> 00:24:25.680
So thank you so much.

473
00:24:25.680 --> 00:24:26.640
Thank you.

474
00:24:26.640 --> 00:24:28.640
This is a lot better between us.

475
00:24:28.640 --> 00:24:31.360
You know, Tobias, I'll just tell the story.

476
00:24:31.360 --> 00:24:35.680
Like, Tobias basically ran with the entire affiliate program

477
00:24:35.680 --> 00:24:37.440
for the book launch.

478
00:24:37.440 --> 00:24:40.480
We had 27,000 affiliates signed up.

479
00:24:40.480 --> 00:24:45.040
And I found myself not having prompted Tobias

480
00:24:45.040 --> 00:24:47.840
from the number 38 affiliate.

481
00:24:47.840 --> 00:24:52.080
He was like, hey, I got this email from your affiliate manager.

482
00:24:52.080 --> 00:24:54.080
And it was a personalized email from Tobias

483
00:24:54.080 --> 00:24:57.120
that I had not asked him to send, urging them

484
00:24:57.120 --> 00:25:00.640
to email the list again with ideas of what they could do.

485
00:25:00.640 --> 00:25:02.320
And I was like, number 38.

486
00:25:02.320 --> 00:25:04.960
And so he just took the entire list and was like,

487
00:25:04.960 --> 00:25:06.720
I'm going to push them.

488
00:25:06.720 --> 00:25:10.640
And when we had like, 20,000 opt-ins from affiliates,

489
00:25:10.640 --> 00:25:11.600
I was like, this is awesome.

490
00:25:11.600 --> 00:25:14.640
He's like, I think we can do more.

491
00:25:14.640 --> 00:25:18.240
My goal in doing the nominations was the primer, right?

492
00:25:18.240 --> 00:25:20.960
It's like, you get people to start thinking about the day-to-day

493
00:25:20.960 --> 00:25:22.240
things that people do.

494
00:25:22.240 --> 00:25:23.840
It's like, OK, so we've done this.

495
00:25:23.840 --> 00:25:27.840
You know, like, on text, now we're going to share this one-on-one.

496
00:25:27.840 --> 00:25:31.040
Then you sort of elevate the trust and the vulnerability.

497
00:25:31.040 --> 00:25:33.440
And then the goal was by the end of the day,

498
00:25:33.440 --> 00:25:36.720
people would be really feeling that cohesiveness of being

499
00:25:36.720 --> 00:25:40.560
together all day, but of also kind of having learned more

500
00:25:40.560 --> 00:25:41.680
about ourselves.

501
00:25:41.680 --> 00:25:44.400
Because everybody here, because of the standards that we have,

502
00:25:44.400 --> 00:25:47.280
and then we hope to continue to aspire towards,

503
00:25:47.280 --> 00:25:48.720
we all want to keep pushing down below.

504
00:25:48.720 --> 00:25:49.680
We all want to get better.

505
00:25:49.680 --> 00:25:51.280
And I feel like that's a common theme.

506
00:25:51.280 --> 00:25:54.160
I'm like, doing whatever you do exceptionally well.

507
00:25:54.160 --> 00:25:56.160
And it's cool for everyone here,

508
00:25:56.160 --> 00:25:57.920
because we all have outside perspectives

509
00:25:57.920 --> 00:25:59.920
of what it was like not here.

510
00:25:59.920 --> 00:26:03.120
But I feel like that is the standard.

511
00:26:03.120 --> 00:26:06.480
And this is almost like the knowledge of that.

512
00:26:06.480 --> 00:26:08.240
How do you increase communication?

513
00:26:08.240 --> 00:26:11.840
Typically, by increasing the opportunities in which people can form

514
00:26:11.840 --> 00:26:13.120
relationships with each other.

515
00:26:13.120 --> 00:26:15.360
With where we're growing as a company and how fast we've

516
00:26:15.360 --> 00:26:18.640
added people to the team, it just provides a better environment

517
00:26:18.640 --> 00:26:20.480
to form those relationships that you wouldn't

518
00:26:20.480 --> 00:26:21.840
otherwise on Zoom.

519
00:26:21.840 --> 00:26:26.880
Jimmy, Michael, Kayla, Nio, your team's freaking love you guys.

520
00:26:26.880 --> 00:26:29.520
Like, we're all, I feel like we're really close here.

521
00:26:29.520 --> 00:26:31.680
And if any of you guys want to speak of and speak

522
00:26:31.680 --> 00:26:33.440
to one of your managers, or something

523
00:26:33.440 --> 00:26:34.880
that you've acknowledged about them,

524
00:26:34.880 --> 00:26:36.880
and you would like to say that here, please do.

525
00:26:36.880 --> 00:26:39.520
Nio, really help our portfolio partners

526
00:26:39.520 --> 00:26:42.480
and brainstorm and just you're never not supportive.

527
00:26:42.480 --> 00:26:44.960
I think your character is the thing that I am most impressed by.

528
00:26:44.960 --> 00:26:47.920
The way that you think about everyone on the YouTube team,

529
00:26:47.920 --> 00:26:50.080
and then everyone regardless on the team,

530
00:26:50.080 --> 00:26:53.040
and the way that you handle that, I think is remarkable.

531
00:26:53.040 --> 00:26:54.560
This phrase I had heard a long time ago,

532
00:26:54.560 --> 00:26:56.400
and I never been able to practice until now,

533
00:26:56.400 --> 00:26:58.240
like, pick your boss on your job.

534
00:26:58.240 --> 00:27:00.320
And like, this is an incredible job,

535
00:27:00.320 --> 00:27:03.600
but like, I think you really are such an amazing boss.

536
00:27:03.600 --> 00:27:05.120
And because you're a great person.

537
00:27:05.120 --> 00:27:06.720
The speech of Mr. Jimmy here.

538
00:27:06.720 --> 00:27:09.520
Because you have come in and taken so much.

539
00:27:09.520 --> 00:27:12.000
I think a lot of people don't realize, like,

540
00:27:12.000 --> 00:27:14.400
you're doing that with everybody.

541
00:27:14.400 --> 00:27:15.600
You carry on everything.

542
00:27:15.600 --> 00:27:17.760
Like, you've seen where there's been a lot of changes

543
00:27:17.760 --> 00:27:18.640
that happen on team.

544
00:27:18.640 --> 00:27:21.600
And you have constantly been taking things off my plate

545
00:27:21.600 --> 00:27:23.200
that are not within your job description.

546
00:27:23.200 --> 00:27:25.040
Like, you're so far along in your career,

547
00:27:25.040 --> 00:27:26.640
and yet you still are that hungry,

548
00:27:26.640 --> 00:27:28.640
and still striving to be better.

549
00:27:28.720 --> 00:27:32.160
It's just such a great example for everybody else on the team.

550
00:27:32.160 --> 00:27:35.920
Bins perspective in just the way he hears things,

551
00:27:35.920 --> 00:27:38.320
and then kicks it back to someone else.

552
00:27:38.320 --> 00:27:39.200
You talk a lot.

553
00:27:39.200 --> 00:27:40.400
I love listening, though.

554
00:27:40.400 --> 00:27:41.200
I really do.

555
00:27:41.200 --> 00:27:43.680
Because I always learn something from you.

556
00:27:43.680 --> 00:27:48.240
Laila, you know, thank you for always hearing me and listening.

557
00:27:48.240 --> 00:27:50.960
I think that's, it's just one of your special skills,

558
00:27:50.960 --> 00:27:52.000
of course, you have many.

559
00:27:52.000 --> 00:27:54.160
But, wait, you check in with me on these in,

560
00:27:54.160 --> 00:27:56.400
like, the moments, and I feel like you know, right?

561
00:27:56.480 --> 00:27:58.080
She just has this, like, special talent

562
00:27:58.080 --> 00:28:00.000
to check in right at that moment.

563
00:28:00.000 --> 00:28:01.600
But, you mean it?

564
00:28:01.600 --> 00:28:02.960
Who wants to know how we're doing?

565
00:28:02.960 --> 00:28:04.880
And I would just say that it's very unique

566
00:28:04.880 --> 00:28:07.360
that it's not something not a leader of a company.

567
00:28:07.360 --> 00:28:09.600
Those of y'all also do this very well.

568
00:28:09.600 --> 00:28:11.600
But I would just say in general, Laila,

569
00:28:11.600 --> 00:28:13.600
the best part of my day today.

570
00:28:13.600 --> 00:28:16.080
Tomorrow's going to be even better.

571
00:28:16.080 --> 00:28:18.720
I think the biggest thing that makes acquisition.com

572
00:28:18.720 --> 00:28:21.760
a unique place to work is it's the culture.

573
00:28:21.760 --> 00:28:24.080
And it's not this fake thing where people are like,

574
00:28:24.080 --> 00:28:25.680
oh great job, you did great there.

575
00:28:25.680 --> 00:28:28.720
It's like really truly, we all look at each other

576
00:28:28.720 --> 00:28:30.960
and we all want to push ourselves to the next level.

577
00:28:30.960 --> 00:28:32.640
And especially with the leadership team,

578
00:28:32.640 --> 00:28:34.560
they all really care about our development.

579
00:28:34.560 --> 00:28:35.920
The culture they're bringing in,

580
00:28:35.920 --> 00:28:37.840
they're going to bring something really, really big.

581
00:28:37.840 --> 00:28:40.640
And I think I really do think it's going to change

582
00:28:40.640 --> 00:28:42.000
the way people view leadership.

583
00:28:43.040 --> 00:28:45.440
I think I just feel grateful that everyone

584
00:28:45.440 --> 00:28:48.400
like wants to work here and likes working here.

585
00:28:48.400 --> 00:28:51.840
I feel like I would hate my life

586
00:28:51.840 --> 00:28:54.640
if I walked into this room and felt like there were some people

587
00:28:54.640 --> 00:28:56.320
they didn't want to be here.

588
00:28:56.320 --> 00:28:59.040
I feel grateful that I have more skill now

589
00:28:59.040 --> 00:29:02.320
that I can actually communicate what we're trying to do

590
00:29:02.320 --> 00:29:06.240
and put words to what kind of culture we want to build.

591
00:29:08.240 --> 00:29:11.040
Tomorrow, I think we have four presentations.

592
00:29:11.040 --> 00:29:13.760
Each person presenting is presenting on what I would consider

593
00:29:13.760 --> 00:29:14.960
is like their unfair advantage.

594
00:29:14.960 --> 00:29:16.880
Like what makes them so good at what they do?

595
00:29:16.880 --> 00:29:19.520
And so I'm really, I'm really excited to listen.

596
00:29:19.520 --> 00:29:21.280
And I'm excited for everyone else to do.

597
00:29:21.360 --> 00:29:22.960
So I think two things in my mind,

598
00:29:22.960 --> 00:29:26.720
which is like transfer knowledge from the leadership team

599
00:29:26.720 --> 00:29:27.840
to the entire team.

600
00:29:27.840 --> 00:29:29.280
That would be beneficial for everybody.

601
00:29:30.000 --> 00:29:32.800
And then the second is reinforced our culture and values.

602
00:29:32.800 --> 00:29:34.880
Like the nature of acquisition.com is that

603
00:29:34.880 --> 00:29:37.440
a lot of what we do with our portfolio companies

604
00:29:37.440 --> 00:29:39.440
is explain things, teach things.

605
00:29:39.440 --> 00:29:43.200
And so I can't think of better people to teach the rest of the team

606
00:29:43.200 --> 00:29:45.920
than the leaders on our team that are doing that on daily basis.

607
00:29:45.920 --> 00:29:48.640
When you have leaders that can speak to the rest of the team,

608
00:29:48.720 --> 00:29:51.760
they have context and they can contextualize the lessons,

609
00:29:51.760 --> 00:29:54.400
which makes it easier for people to remember and apply.

610
00:29:54.400 --> 00:29:57.760
So the presentations, you know, especially bends on biases.

611
00:29:57.760 --> 00:30:00.160
And then it ends with a thunderous round of applause.

612
00:30:02.480 --> 00:30:02.960
That's you.

613
00:30:04.240 --> 00:30:05.280
That's giving office.

614
00:30:06.240 --> 00:30:07.120
That's the intro.

615
00:30:13.360 --> 00:30:14.880
Talk to somebody that you don't normally get to talk.

616
00:30:14.880 --> 00:30:17.280
For full-o team talk to media, media talk to for full-o.

617
00:30:19.280 --> 00:30:25.520
Getting to kind of like here and see different departments

618
00:30:25.520 --> 00:30:28.320
that don't work directly together and aren't as familiar

619
00:30:28.320 --> 00:30:31.680
with what each other are working on and the efforts we are putting in.

620
00:30:31.680 --> 00:30:36.400
Like everybody is putting it on the line and like striving for something

621
00:30:36.400 --> 00:30:41.360
better ultimately to help accomplish the mission of acquisition.com.

622
00:30:42.000 --> 00:30:46.640
The goal here is to talk about building a personal brand as an employee.

623
00:30:46.640 --> 00:30:50.240
I felt like this was the best topic for Caleb to discuss because

624
00:30:50.240 --> 00:30:51.600
I think it's what he's best at.

625
00:30:51.600 --> 00:30:54.160
He has built his career off of his reputation.

626
00:30:54.160 --> 00:30:58.560
So I wanted to start with a quote from Mr. Alex.

627
00:30:59.520 --> 00:31:02.720
Basically just recapping what he spoke about yesterday.

628
00:31:02.720 --> 00:31:06.560
Brand is simply an association between two or more things.

629
00:31:06.560 --> 00:31:10.400
For the brand to be successful, the audience has to understand one of them.

630
00:31:10.400 --> 00:31:11.520
Here is a simple example.

631
00:31:11.520 --> 00:31:13.360
I am going to use my face here.

632
00:31:13.360 --> 00:31:16.240
If you don't know me, you might make some assumptions about me

633
00:31:16.240 --> 00:31:18.880
because I'm wearing like a plain black hat or whatever.

634
00:31:18.880 --> 00:31:20.800
But there's not a whole lot to go off of.

635
00:31:20.800 --> 00:31:24.240
If you add in a Harley Davidson logo on my hat,

636
00:31:24.240 --> 00:31:26.320
that all of a sudden changes how you perceive me.

637
00:31:26.320 --> 00:31:29.440
But it might also make you think that I'm just a hipster

638
00:31:29.440 --> 00:31:31.360
who thinks that Harley Davidson is a great brand.

639
00:31:31.360 --> 00:31:34.400
Either way, it changes how you view me.

640
00:31:34.400 --> 00:31:37.760
Possibly the biggest part though is that your brand is not one thing.

641
00:31:37.760 --> 00:31:41.360
It's a collection of things that people associate you with.

642
00:31:41.360 --> 00:31:43.200
Because you are building your personal brand,

643
00:31:43.200 --> 00:31:44.640
whether you want to or not.

644
00:31:44.720 --> 00:31:46.720
We all in this room have personal brands.

645
00:31:46.720 --> 00:31:48.720
Because yesterday we went around the room

646
00:31:48.720 --> 00:31:51.680
and we read things about each other and guess.

647
00:31:51.680 --> 00:31:53.280
And a lot of us guessed right.

648
00:31:53.280 --> 00:31:56.480
Your personal brand affects how your co-workers interact with you.

649
00:31:56.480 --> 00:31:59.520
It affects the opportunities that come your way.

650
00:31:59.520 --> 00:32:00.880
It's basically just reputation.

651
00:32:00.880 --> 00:32:05.440
And so a quick story time for how I have used this.

652
00:32:05.440 --> 00:32:07.200
When I was like 15, I read a book.

653
00:32:07.200 --> 00:32:08.960
It was called Crush It by Gary Vaynerchuk.

654
00:32:08.960 --> 00:32:14.240
And it basically predicted that people would be able to make videos

655
00:32:14.240 --> 00:32:16.640
and content and talk about things they're interested in

656
00:32:16.640 --> 00:32:18.320
for a full-time living.

657
00:32:18.320 --> 00:32:21.440
And I quickly was like, cool, this is what I'm going to do.

658
00:32:21.440 --> 00:32:23.920
I was in a small town in Washington.

659
00:32:23.920 --> 00:32:27.280
And I had the opportunity to work for a company

660
00:32:27.280 --> 00:32:29.120
that he owned in New York City.

661
00:32:29.120 --> 00:32:32.000
I went into it with a very specific goal in mind.

662
00:32:32.000 --> 00:32:35.600
And that goal was to have my brand be Caleb Can Do It.

663
00:32:35.600 --> 00:32:38.720
I wanted them to come to the conclusion that, like,

664
00:32:38.720 --> 00:32:39.680
Caleb Can Do That.

665
00:32:39.680 --> 00:32:40.720
Caleb Can Do That video.

666
00:32:40.720 --> 00:32:41.920
Caleb can handle that.

667
00:32:42.000 --> 00:32:45.920
And so in order to do that, I said yes to almost everything.

668
00:32:45.920 --> 00:32:49.200
Any project that came my way, I think a lot of people view

669
00:32:49.200 --> 00:32:54.240
personal branding as talking about things rather than doing things

670
00:32:54.240 --> 00:32:57.600
that form the opinions that others have of your brand.

671
00:32:57.600 --> 00:33:01.360
And so it led to the outcome that I was hoping for, right?

672
00:33:01.360 --> 00:33:04.320
And so why did those big projects I was hoping for come to me?

673
00:33:04.320 --> 00:33:07.840
Well, because the CEO associated me with those things

674
00:33:07.840 --> 00:33:09.440
that I listed on the previous slide.

675
00:33:09.520 --> 00:33:11.680
Does anybody have any questions about this?

676
00:33:12.640 --> 00:33:13.280
Yes, please.

677
00:33:13.280 --> 00:33:16.160
Alex is talking about how brands can shift over time.

678
00:33:16.880 --> 00:33:20.000
So do you think we can do that with personal brands, too?

679
00:33:20.000 --> 00:33:22.400
Like, and then how if somebody maybe

680
00:33:22.400 --> 00:33:25.920
had some negative associations that, as they've grown in mature,

681
00:33:25.920 --> 00:33:28.080
that now they're wanting to disassociate

682
00:33:28.080 --> 00:33:29.520
in favor of a more positive?

683
00:33:29.520 --> 00:33:31.280
How would you suggest they go about that?

684
00:33:31.280 --> 00:33:32.080
Great question.

685
00:33:32.080 --> 00:33:33.520
If we show up late to meeting,

686
00:33:33.520 --> 00:33:36.080
we can start showing up to meetings on time

687
00:33:36.080 --> 00:33:37.840
and it changes our personal brand.

688
00:33:37.920 --> 00:33:40.400
It's literally just making little shifts like that.

689
00:33:40.400 --> 00:33:41.680
It's just like, it clicked for me.

690
00:33:41.680 --> 00:33:43.040
It's like, if you want career growth,

691
00:33:43.040 --> 00:33:44.880
you almost need reputational growth

692
00:33:44.880 --> 00:33:46.560
through your brand growth in the company.

693
00:33:46.560 --> 00:33:47.920
And I think there's a lot of people in this room

694
00:33:47.920 --> 00:33:50.320
that like, they know that they want some eventually

695
00:33:50.320 --> 00:33:51.760
to have a different opportunity in the company

696
00:33:51.760 --> 00:33:53.120
or like within the portfolio companies

697
00:33:53.120 --> 00:33:55.120
or like as the company grows.

698
00:33:55.120 --> 00:33:57.120
And it's like, if you know what that is,

699
00:33:57.120 --> 00:33:59.440
then just like a brand progresses over time,

700
00:33:59.440 --> 00:34:00.560
your personal brand must,

701
00:34:00.560 --> 00:34:02.800
if you want to be a leader, start acting like a leader

702
00:34:02.800 --> 00:34:04.720
and you get that brand and then you will get a position.

703
00:34:04.720 --> 00:34:05.360
100%.

704
00:34:05.360 --> 00:34:07.760
It's like applying the influencer model

705
00:34:07.760 --> 00:34:10.160
that everyone does externally on social

706
00:34:10.160 --> 00:34:12.320
within the company you work with it.

707
00:34:12.320 --> 00:34:15.200
In order to accomplish what you are actually wanting to accomplish.

708
00:34:15.200 --> 00:34:17.840
I remember when I was a younger man.

709
00:34:17.840 --> 00:34:19.120
I went into a catering company.

710
00:34:19.120 --> 00:34:20.800
I was really, I was the youngest guy there.

711
00:34:20.800 --> 00:34:22.480
And everybody there was an adult.

712
00:34:22.480 --> 00:34:23.920
And so I was like, what am I?

713
00:34:23.920 --> 00:34:25.280
Like, and I came in really deliberately.

714
00:34:25.280 --> 00:34:26.560
Like, I want just everybody there

715
00:34:26.560 --> 00:34:28.480
to think I'm the hardest working back here.

716
00:34:28.480 --> 00:34:30.080
And so then the owner ended up

717
00:34:30.080 --> 00:34:32.560
putting me on more jobs, paying me more than the adults.

718
00:34:32.560 --> 00:34:35.440
And all this stuff was like, I had no ego about it.

719
00:34:35.520 --> 00:34:37.600
But it's just like, when I went to a different job,

720
00:34:37.600 --> 00:34:40.080
I didn't have that, like, what was my tagline?

721
00:34:40.080 --> 00:34:42.160
And I kind of like had to, I faltered for a little bit

722
00:34:42.160 --> 00:34:43.680
until I figured out, yeah, that worked really well

723
00:34:43.680 --> 00:34:45.680
before coming in with an intention.

724
00:34:45.680 --> 00:34:47.680
I mean, I think it's interesting because

725
00:34:47.680 --> 00:34:50.720
the only reason we even met was because

726
00:34:50.720 --> 00:34:53.520
I put the posting up for the position

727
00:34:53.520 --> 00:34:57.120
and then Ed Turnie texted me and was like, I know this guy.

728
00:34:57.120 --> 00:34:58.640
He's got a crazy reputation.

729
00:34:58.640 --> 00:35:00.800
He's from GaryVee and he just moved to Vegas.

730
00:35:00.800 --> 00:35:01.840
Like, he would be perfect.

731
00:35:01.840 --> 00:35:03.200
And I was like, how do you even know?

732
00:35:03.200 --> 00:35:04.240
And he was like, I just know.

733
00:35:04.240 --> 00:35:05.840
Like, this is what everybody says.

734
00:35:05.840 --> 00:35:07.360
And then we got on the call.

735
00:35:07.360 --> 00:35:09.600
And then I was like, oh shit, it is what everybody says.

736
00:35:09.600 --> 00:35:10.640
Like, you're fucking awesome.

737
00:35:10.640 --> 00:35:12.720
And then, and now here we are.

738
00:35:12.720 --> 00:35:14.560
Building and making content

739
00:35:14.560 --> 00:35:17.200
becomes really important in building a brand

740
00:35:17.200 --> 00:35:19.600
because it is the way to amplify the brand

741
00:35:19.600 --> 00:35:20.800
that currently exists.

742
00:35:20.800 --> 00:35:24.080
The real real is the documentation side of things

743
00:35:24.080 --> 00:35:27.280
is to show the expertise

744
00:35:27.280 --> 00:35:29.360
and show the demonstration of it.

745
00:35:29.360 --> 00:35:31.840
I think it's far more powerful to see Leila

746
00:35:32.000 --> 00:35:34.320
in a bad day and how she handles that

747
00:35:34.320 --> 00:35:36.560
and how she communicates with Alex,

748
00:35:36.560 --> 00:35:38.480
how she communicates with the team,

749
00:35:38.480 --> 00:35:41.200
how she makes decisions when she is really stressed.

750
00:35:41.200 --> 00:35:43.880
And in my opinion, it is the closest thing

751
00:35:43.880 --> 00:35:47.040
that we can get to mentorship at scale

752
00:35:47.040 --> 00:35:49.520
is being able to see them practically handle that

753
00:35:49.520 --> 00:35:50.600
rather than just talk about it.

754
00:35:50.600 --> 00:35:53.320
I think for people watching, if you have a business

755
00:35:53.320 --> 00:35:55.240
or you're aspiring to have a business,

756
00:35:55.240 --> 00:35:58.320
if you're wondering what does a good leadership team look like?

757
00:35:58.320 --> 00:36:01.040
I can confidently say there's one on display here.

758
00:36:01.080 --> 00:36:03.720
Now Ben, our Managing Director of Business Development

759
00:36:03.720 --> 00:36:07.320
is going to give his presentation on five cognitive biases.

760
00:36:07.320 --> 00:36:08.720
So welcome.

761
00:36:08.720 --> 00:36:11.040
We're going to talk today about behavioral biases.

762
00:36:11.040 --> 00:36:13.080
Our mental shortcuts or behavioral biases

763
00:36:13.080 --> 00:36:14.760
can lead to poor decision making.

764
00:36:14.760 --> 00:36:17.800
And bad outcomes that negatively impact your career

765
00:36:17.800 --> 00:36:20.920
and learning strategies to mitigate behavioral biases

766
00:36:20.920 --> 00:36:24.280
can help you and your team kick ass and take notes.

767
00:36:24.280 --> 00:36:28.480
The heuristics impulses gut feelings to quickly decide.

768
00:36:28.480 --> 00:36:31.280
It works fast, but it is prone to error.

769
00:36:31.280 --> 00:36:35.320
However, thinking slow is a very deliberate approach.

770
00:36:35.320 --> 00:36:38.320
One that is aware of process considers all the ways

771
00:36:38.320 --> 00:36:41.520
in which you might screw something up, five biases.

772
00:36:41.520 --> 00:36:43.960
Number one, status quo bias.

773
00:36:43.960 --> 00:36:46.520
So this is the preference for the maintenance

774
00:36:46.520 --> 00:36:47.640
of a current state.

775
00:36:47.640 --> 00:36:49.800
And this is an emotional bias

776
00:36:49.800 --> 00:36:52.120
because it is an emotional need for things

777
00:36:52.120 --> 00:36:53.960
to remain as they are now.

778
00:36:53.960 --> 00:36:55.800
And let's talk about some mitigating strategies

779
00:36:55.800 --> 00:36:56.760
for status quo bias.

780
00:36:56.800 --> 00:36:59.520
When you're making a decision as a group especially,

781
00:36:59.520 --> 00:37:01.920
always ask the question, what decision

782
00:37:01.920 --> 00:37:03.800
represents the status quo?

783
00:37:03.800 --> 00:37:07.160
Ensure you have options that are not the status quo.

784
00:37:07.160 --> 00:37:08.840
Number two, group thing.

785
00:37:08.840 --> 00:37:11.120
Group thing is a behavioral bias that occurs within a group

786
00:37:11.120 --> 00:37:15.200
of people whereby the desire for harmony in the group

787
00:37:15.200 --> 00:37:18.360
suppresses dissenting viewpoints and critical thinking.

788
00:37:18.360 --> 00:37:19.920
So let's talk mitigating strategy.

789
00:37:19.920 --> 00:37:22.720
Reward, rich discussion, and debate.

790
00:37:22.720 --> 00:37:26.160
If you've made a decision, seek external opinions.

791
00:37:26.160 --> 00:37:27.360
Someone who is not in the group.

792
00:37:27.360 --> 00:37:30.000
It's like media team, like, ask me.

793
00:37:30.000 --> 00:37:32.760
I might have no idea, but at least I come at it

794
00:37:32.760 --> 00:37:34.240
from a different point of view.

795
00:37:34.240 --> 00:37:35.760
Confirmation bias.

796
00:37:35.760 --> 00:37:38.120
Individuals tend to interpret information

797
00:37:38.120 --> 00:37:41.240
in a way that confirms their pre-existing beliefs

798
00:37:41.240 --> 00:37:42.640
and preferences.

799
00:37:42.640 --> 00:37:45.760
This is cognitive because it is all about how we process,

800
00:37:45.760 --> 00:37:48.320
seek out, and store, and then even recall information.

801
00:37:48.320 --> 00:37:52.280
So force yourself to gather opinions

802
00:37:52.280 --> 00:37:54.760
that make you feel uncomfortable.

803
00:37:54.800 --> 00:37:57.040
Number four, and I picked this for the media team.

804
00:37:57.040 --> 00:37:58.960
This is called peak and bias.

805
00:37:58.960 --> 00:38:01.040
People largely judge an experience

806
00:38:01.040 --> 00:38:04.080
based on how they felt at its emotional peak

807
00:38:04.080 --> 00:38:08.160
and then how they felt at the very end of the experience.

808
00:38:08.160 --> 00:38:10.640
So this is, again, a cognitive bias

809
00:38:10.640 --> 00:38:13.200
because it is about how information is stored in your brain

810
00:38:13.200 --> 00:38:14.800
and then how you pull it out.

811
00:38:14.800 --> 00:38:15.920
Hindsight bias.

812
00:38:15.920 --> 00:38:19.080
After an event has occurred, people often believe

813
00:38:19.080 --> 00:38:21.960
they would have or even did predict it.

814
00:38:21.960 --> 00:38:23.600
Overcoming this bias is critical

815
00:38:23.600 --> 00:38:26.800
to becoming a successful career learner.

816
00:38:26.800 --> 00:38:28.280
So let's talk about mitigating.

817
00:38:28.280 --> 00:38:29.760
Document decisions.

818
00:38:29.760 --> 00:38:31.400
Write a hypothesis.

819
00:38:31.400 --> 00:38:35.200
If we do x, y will occur and z will happen.

820
00:38:35.200 --> 00:38:36.880
And there are some strategies that work

821
00:38:36.880 --> 00:38:39.320
for all behavioral biases.

822
00:38:39.320 --> 00:38:42.640
Number one, seeking diverse and outsider perspectives

823
00:38:42.640 --> 00:38:44.200
on big decisions.

824
00:38:44.200 --> 00:38:47.760
Challenge your own decisions and what did it push us to believe

825
00:38:47.760 --> 00:38:49.920
and what are the risks there in.

826
00:38:49.920 --> 00:38:52.400
And now, thunderous run.

827
00:38:52.400 --> 00:38:53.240
Woo!

828
00:38:53.240 --> 00:38:54.080
Woo!

829
00:38:55.440 --> 00:38:57.400
In a group environment, I think it's

830
00:38:57.400 --> 00:38:59.240
like a subset of group think is that people

831
00:38:59.240 --> 00:39:01.040
have competing priorities at the same time.

832
00:39:01.040 --> 00:39:03.880
That's something that I've been trying to think through lately.

833
00:39:03.880 --> 00:39:07.320
It's like, how do we, as a group, get everyone's opinion

834
00:39:07.320 --> 00:39:11.480
on ideas unaffected by the opinions of others

835
00:39:11.480 --> 00:39:13.640
about their opinions, it's saying I struggle with.

836
00:39:13.640 --> 00:39:16.040
I remember Layla saying on the Monday meeting

837
00:39:16.040 --> 00:39:19.080
before we got here, I think I've met all of you in person.

838
00:39:19.080 --> 00:39:23.480
And I remember thinking, I think I've met four of you

839
00:39:23.480 --> 00:39:24.640
in person.

840
00:39:24.640 --> 00:39:29.680
I am on a team that is Justin and I.

841
00:39:29.680 --> 00:39:31.400
So I've craved that time with the team,

842
00:39:31.400 --> 00:39:34.160
but then getting such a broader experience

843
00:39:34.160 --> 00:39:37.440
of everybody else has been really fantastic.

844
00:39:37.440 --> 00:39:38.800
We are a remote company.

845
00:39:38.800 --> 00:39:41.680
And so I think a lot of people lack the connection

846
00:39:41.680 --> 00:39:43.360
that I get interaction with the team.

847
00:39:43.360 --> 00:39:44.960
Most people don't have that, though.

848
00:39:44.960 --> 00:39:48.800
And so I look at it as that is probably

849
00:39:48.800 --> 00:39:51.000
where I feel like people will get benefit.

850
00:39:51.000 --> 00:39:53.840
And so I think it's realizing all the dynamics

851
00:39:53.840 --> 00:39:58.880
that exist in organization and being able to educate everybody

852
00:39:58.880 --> 00:40:01.360
on how they affect the environment.

853
00:40:01.360 --> 00:40:03.600
So Neil, our portfolio operating partner,

854
00:40:03.600 --> 00:40:04.920
is going to give his presentation

855
00:40:04.920 --> 00:40:08.560
on the importance of psychological safety in the workplace.

856
00:40:08.560 --> 00:40:09.720
So I'm going to be talking today

857
00:40:09.720 --> 00:40:12.160
about the secret to high performance teams.

858
00:40:12.160 --> 00:40:13.280
You guys might have heard of Aristotle.

859
00:40:13.280 --> 00:40:14.840
He was a philosopher.

860
00:40:14.840 --> 00:40:18.000
And he said, the whole is greater than the sum of its parts.

861
00:40:18.000 --> 00:40:20.600
Now what he was referring to was us as humans.

862
00:40:20.600 --> 00:40:23.200
The team should also act like a human, right?

863
00:40:23.200 --> 00:40:26.000
It should be more than the sum of each individual component.

864
00:40:26.000 --> 00:40:29.120
And actually, I want to start by playing a game.

865
00:40:29.120 --> 00:40:35.600
It's called psychologically safe or not psychologically safe.

866
00:40:35.600 --> 00:40:38.360
So there's a senior engineer who would just talk and talk.

867
00:40:38.360 --> 00:40:39.400
Everyone was scared.

868
00:40:39.400 --> 00:40:40.960
The hardest part was that everyone liked this guy

869
00:40:40.960 --> 00:40:41.960
outside the group setting.

870
00:40:41.960 --> 00:40:43.640
Now they got together as a team, something happening.

871
00:40:43.640 --> 00:40:45.880
They made the culture go wrong.

872
00:40:45.880 --> 00:40:48.440
So how many say high performing?

873
00:40:48.440 --> 00:40:49.360
No one.

874
00:40:49.360 --> 00:40:49.880
Absolutely.

875
00:40:49.880 --> 00:40:51.400
Well, you guys are 100% right.

876
00:40:51.400 --> 00:40:53.560
This seemed for a not high performing team.

877
00:40:53.560 --> 00:40:54.400
This one's a little tricky.

878
00:40:54.400 --> 00:40:55.960
So, but let's see what you guys say.

879
00:40:55.960 --> 00:40:58.480
At a recent offsite, a teammate stood

880
00:40:58.480 --> 00:41:01.080
and described some health issues of her own.

881
00:41:01.080 --> 00:41:03.480
Then another discussed a difficult breakup.

882
00:41:03.480 --> 00:41:07.520
Our team leaders told us he had stage 4 cancer.

883
00:41:07.520 --> 00:41:10.800
It was really hard, but a really special moment.

884
00:41:10.800 --> 00:41:12.640
All right.

885
00:41:12.640 --> 00:41:15.160
High performing.

886
00:41:15.160 --> 00:41:16.560
OK, you guys are great.

887
00:41:16.560 --> 00:41:18.000
I actually was a little confused by this one,

888
00:41:18.000 --> 00:41:20.360
because I was like, how much is too much information?

889
00:41:20.360 --> 00:41:22.760
But this is actually comes from a very high performance team.

890
00:41:22.760 --> 00:41:25.520
So I think what we're recognizing here, by the way,

891
00:41:25.520 --> 00:41:28.360
is that I was going to define psychological safety

892
00:41:28.360 --> 00:41:29.600
when I was starting this presentation.

893
00:41:29.600 --> 00:41:32.080
I was like, let me come up with some dictionary definition

894
00:41:32.080 --> 00:41:33.840
of what psychological safety is.

895
00:41:33.840 --> 00:41:36.240
But actually, what we just went through here

896
00:41:36.240 --> 00:41:39.960
are all examples of good psychologically safe teams

897
00:41:39.960 --> 00:41:41.920
and not good, not psychologically safe teams

898
00:41:41.920 --> 00:41:43.800
that everyone got it almost unanimously right.

899
00:41:43.800 --> 00:41:45.720
So in teams of high psychological safety,

900
00:41:45.720 --> 00:41:47.440
you are comfortable with the other teammates.

901
00:41:47.440 --> 00:41:48.760
You could take risks.

902
00:41:48.760 --> 00:41:50.840
And the last thing which is really important

903
00:41:50.840 --> 00:41:54.480
is that this is like mental health for the individual,

904
00:41:54.480 --> 00:41:57.040
psychological safety, like mental health for the team.

905
00:41:57.040 --> 00:41:59.640
A few elements that I want to highlight of what

906
00:41:59.640 --> 00:42:01.600
it means to be psychologically safe.

907
00:42:01.600 --> 00:42:03.600
So the cool thing was Project Aristotle, Google,

908
00:42:03.600 --> 00:42:05.840
they noticed this about high performing teams.

909
00:42:05.840 --> 00:42:09.640
And they've came up with seven characteristics

910
00:42:09.640 --> 00:42:11.920
of high performing psychologically safe teams.

911
00:42:11.920 --> 00:42:15.000
The first is a learning mindset, openness to difficult decisions.

912
00:42:15.000 --> 00:42:16.240
There's acceptance of others.

913
00:42:16.240 --> 00:42:18.520
There's safety from risk, there's collaboration,

914
00:42:18.520 --> 00:42:20.560
support, no one in this team would deliberately act

915
00:42:20.560 --> 00:42:22.440
in a way that undermines my efforts.

916
00:42:22.440 --> 00:42:25.240
And so what I would like everyone to do, if possible,

917
00:42:25.240 --> 00:42:28.840
is let's commit for the next quarter to picking one action,

918
00:42:28.840 --> 00:42:30.600
just one of these eight actions that you think

919
00:42:30.600 --> 00:42:33.640
you can improve on and to committing to it.

920
00:42:33.640 --> 00:42:34.880
Does that work?

921
00:42:34.880 --> 00:42:37.760
How we respond to people's bids and the companies is,

922
00:42:37.760 --> 00:42:39.920
that's something that I was telling Justin,

923
00:42:39.920 --> 00:42:41.520
like I need to work on because I think lately,

924
00:42:41.520 --> 00:42:43.400
I've had a lot of meetings and I come back

925
00:42:43.400 --> 00:42:44.400
and there's like a 200 flags.

926
00:42:44.400 --> 00:42:46.680
And then I'm just like, normally I go through everything

927
00:42:46.680 --> 00:42:49.360
and I respond and I've just felt busier and so I just don't.

928
00:42:49.360 --> 00:42:51.520
And then I'm like, wow, I'm missing out on so many areas

929
00:42:51.520 --> 00:42:53.160
where I could respond to those bids

930
00:42:53.160 --> 00:42:55.400
and I feel like I need to work on that.

931
00:42:55.400 --> 00:42:58.600
People say things because they want a reaction.

932
00:42:58.600 --> 00:43:00.400
And so if they've reactions are not given,

933
00:43:00.400 --> 00:43:02.160
eventually they won't say anything.

934
00:43:02.160 --> 00:43:04.440
That's why I think people have a hard time accepting

935
00:43:04.440 --> 00:43:07.440
compliments, it's dangerous because you eventually

936
00:43:07.480 --> 00:43:09.680
will get none because if your reaction is poor

937
00:43:09.680 --> 00:43:12.040
or you reject them, people won't give them to you anymore.

938
00:43:12.040 --> 00:43:13.480
And then you think, you're not good,

939
00:43:13.480 --> 00:43:15.000
but it's simply that your reaction.

940
00:43:15.000 --> 00:43:16.800
It's so easy, I think when you're a remote world

941
00:43:16.800 --> 00:43:19.240
to just focus on just work.

942
00:43:19.240 --> 00:43:21.840
But I think when you're in person like this

943
00:43:21.840 --> 00:43:24.640
and you interspers or a remote working environment

944
00:43:24.640 --> 00:43:27.560
with situations like this, we get to connect with others.

945
00:43:27.560 --> 00:43:29.720
There's such a, there's like a powerful,

946
00:43:29.720 --> 00:43:32.320
more interpersonal connection that you get to foster

947
00:43:32.320 --> 00:43:33.200
that's missing.

948
00:43:33.200 --> 00:43:35.800
Last one, last presentation.

949
00:43:35.800 --> 00:43:38.080
How are we feeling?

950
00:43:38.080 --> 00:43:38.920
Okay.

951
00:43:38.920 --> 00:43:41.640
And lastly, Sheila, our Managing Director of People

952
00:43:41.640 --> 00:43:42.920
is gonna give her presentation

953
00:43:42.920 --> 00:43:44.880
on how to have hard conversations.

954
00:43:44.880 --> 00:43:47.720
This was something that she felt was my unfair advantage

955
00:43:47.720 --> 00:43:50.480
and that is heaven hard conversations.

956
00:43:50.480 --> 00:43:54.440
70% of hard conversations are really self-awareness.

957
00:43:55.360 --> 00:43:58.600
And so we focus though on the 30% that is the delivery.

958
00:43:58.600 --> 00:44:00.320
It's a kind of conversations that are hard.

959
00:44:00.320 --> 00:44:02.240
The first one is called, what happened?

960
00:44:02.240 --> 00:44:04.600
The second one is called identity.

961
00:44:04.600 --> 00:44:05.760
What does what happened?

962
00:44:05.760 --> 00:44:07.680
Conversations sound like.

963
00:44:07.680 --> 00:44:09.120
Literally, you're trying to figure out

964
00:44:09.120 --> 00:44:10.840
what the hell just happened.

965
00:44:10.840 --> 00:44:13.720
And everybody's like showing up with their own sets of facts

966
00:44:13.720 --> 00:44:15.360
and they're ready to like hash it out

967
00:44:15.360 --> 00:44:18.240
and tell you why you are not right.

968
00:44:18.240 --> 00:44:21.000
So maybe think about impact

969
00:44:21.000 --> 00:44:23.400
and make the conversation about impact

970
00:44:23.400 --> 00:44:25.000
because if you focus on intention,

971
00:44:25.000 --> 00:44:27.520
it's just gonna take you down this path

972
00:44:27.520 --> 00:44:30.840
of building distrust or breaking existing trust.

973
00:44:30.840 --> 00:44:33.480
The last of the three is called identity.

974
00:44:34.480 --> 00:44:36.960
When you run into an identity problem

975
00:44:36.960 --> 00:44:38.960
because it's really easy to fall into this notion

976
00:44:38.960 --> 00:44:43.200
that I'm either good or bad, I'm competent or incompetent

977
00:44:43.200 --> 00:44:45.600
and this person has now said this thing about me

978
00:44:45.600 --> 00:44:50.440
and that means that they think that I'm an idiot.

979
00:44:50.440 --> 00:44:54.200
The way to go about that is to start by acknowledging,

980
00:44:54.200 --> 00:44:57.760
hey, this is a big project, there's a lot at stake here.

981
00:44:57.760 --> 00:45:02.600
But this doesn't identify or define either one of us

982
00:45:02.600 --> 00:45:07.600
as people and remember, 70% of this is between your ears.

983
00:45:09.600 --> 00:45:11.880
And that's good because that means

984
00:45:11.880 --> 00:45:15.280
it is a skill that you can develop and practice and work on.

985
00:45:16.320 --> 00:45:18.240
So you have like the two curves that are inverted

986
00:45:18.240 --> 00:45:20.400
with latency and specificity.

987
00:45:20.400 --> 00:45:22.640
So the later it is, the more specific has to be

988
00:45:22.640 --> 00:45:25.000
that the sooner it is, the more general convey.

989
00:45:25.000 --> 00:45:26.840
Like with the example that Layla was talking about

990
00:45:26.840 --> 00:45:30.360
with the book launch vendor who horror communicates,

991
00:45:31.000 --> 00:45:33.000
when we always ask, what's the goal of this,

992
00:45:33.000 --> 00:45:34.200
what problem am I solving?

993
00:45:34.200 --> 00:45:37.160
Her goal in that communication was for him

994
00:45:37.160 --> 00:45:39.840
to accept some level of responsibility

995
00:45:39.840 --> 00:45:41.960
not to really change his behavior.

996
00:45:41.960 --> 00:45:46.240
It's like, hey, Johnny, you've been kind of slackingly.

997
00:45:46.240 --> 00:45:49.240
That doesn't change the behavior.

998
00:45:49.240 --> 00:45:51.560
That's why I think the listing of the facts

999
00:45:51.560 --> 00:45:53.400
is so important in the discussion planning.

1000
00:45:53.400 --> 00:45:55.560
It's like, it's irrefutable.

1001
00:45:55.560 --> 00:45:57.240
And I think it's like in going through all this,

1002
00:45:57.240 --> 00:45:59.080
like the one message I think is underlying too

1003
00:45:59.080 --> 00:46:00.960
is like when we're having these conversations,

1004
00:46:00.960 --> 00:46:03.000
like what I think you do really well is like,

1005
00:46:03.000 --> 00:46:06.000
seek not to punish the person, but find a solution.

1006
00:46:06.000 --> 00:46:08.160
If you want to make sure, hey, this was a bad,

1007
00:46:08.160 --> 00:46:11.120
like this did not have a good outcome for either of us,

1008
00:46:11.120 --> 00:46:12.720
but it's addressed the facts

1009
00:46:12.720 --> 00:46:14.760
and then what can we do to move forward?

1010
00:46:14.760 --> 00:46:17.480
I just think back to like eight years ago

1011
00:46:17.480 --> 00:46:19.280
when we started our first company

1012
00:46:19.280 --> 00:46:21.480
and we had our first meetup.

1013
00:46:21.480 --> 00:46:23.800
And it was just me talking the whole time.

1014
00:46:23.800 --> 00:46:25.480
And there wasn't a lot of connection

1015
00:46:25.480 --> 00:46:28.200
and probably a decent amount of like punishing events

1016
00:46:28.200 --> 00:46:31.080
that occurred, like I've never wanted that.

1017
00:46:31.080 --> 00:46:34.640
But I have lacked the skill to create what we have now.

1018
00:46:34.640 --> 00:46:38.000
And to see the team just work so well together

1019
00:46:38.000 --> 00:46:40.320
and love being together, it felt kind of like I did it.

1020
00:46:40.320 --> 00:46:42.200
Thank you all for participating

1021
00:46:42.200 --> 00:46:44.960
and like it's just been so cool because, you know,

1022
00:46:44.960 --> 00:46:47.880
I feel like you guys all genuinely want to be here,

1023
00:46:47.880 --> 00:46:50.880
which is a great, it's like,

1024
00:46:50.880 --> 00:46:53.120
there's just been times in my past where, you know,

1025
00:46:53.120 --> 00:46:54.800
maybe I didn't have the skill to build a team

1026
00:46:54.800 --> 00:46:56.960
where people did all genuinely want to be there.

1027
00:46:56.960 --> 00:46:59.760
And so it feels really cool to feel that in this room.

1028
00:46:59.760 --> 00:47:02.160
And just like how down you guys are

1029
00:47:02.160 --> 00:47:04.360
for all the presentations, for all the activities

1030
00:47:04.360 --> 00:47:07.280
we're doing and it was such a shining example of,

1031
00:47:07.280 --> 00:47:09.440
I think like I would be proud to show

1032
00:47:09.440 --> 00:47:10.960
a portfolio company like this was our act

1033
00:47:10.960 --> 00:47:12.360
that should not compete meetup.

1034
00:47:12.360 --> 00:47:15.360
I wouldn't want to show up to my office every day

1035
00:47:15.360 --> 00:47:17.440
and feel like I have to be a different version of Layla.

1036
00:47:17.440 --> 00:47:18.960
And I don't want people to feel like they have to show up

1037
00:47:18.960 --> 00:47:21.360
to work every day and be different from themselves.

1038
00:47:22.360 --> 00:47:24.200
I create an environment where people feel

1039
00:47:24.200 --> 00:47:25.880
safe to be themselves as well.