#331: How To Utilize The BEST Personality Assessment Tool in the Universe
SUMMARY KEYWORDS
people business profile visionary talking hire person podcast index find attorneys accurate test personality eric survey enneagram pretty blue collar validity
SPEAKERS
Law (44%), Speaker 3 (40%), Speaker 2 (14%)
Law Smith
0:04
okay we got a sweat equity podcast in streaming shut the
Law Smith
0:13
comedy business podcast in the world pragmatic entrepreneurial advice. Hosted by me Law Smith and to my right your left. Eric rettinger people call me cool. Eric 20 joins PES small medium enterprise business advisory podcast United States in 2020, one's best podcast in streaming entertainment studio, eastern United States media innovator awards 2020 hosted by corporate vision magazine. We have a guest on that's talking about the most accurate way to retain employees the most accurate test personality wise. This was a good one. This was usually we do dumb shit. This one
0:56
really good. Nerd Boehner extreme time.
Law Smith
0:59
If you want to help out the show, listen on iTunes, Apple podcast, Spotify, subscribe rate review, five star write a little comment, write a sentence, write a haiku, that would be great. Well, we'll read it on here. This episode is sponsored by grasshopper track grasshopper comm forward slash sweat, get to $75 off the entrepreneurs phone app. I have a second line. Don't have a Google Voice number. Don't have your business or brand. phone number. Go to yourself and you go. Yeah, what's this normal? Don't do that have a separate phone. You can have a little app you can make a vanity number.
2
Speaker 2
1:41
Like all the good ones are taken, but you'll come up with a new number like 185 569 420-420-6969
Law Smith
1:47
Yes, yeah, for all of it for swingers clubs that like to smoke tried grasshopper.com forward slash sweat like pee sweat or sweat equity $75 up for the annual plan. Let's get this party started with some psych offs. About my sweat equity, sweat equity, sweat equity. About my sweater lady. We're really trying to have like comedy business podcast kind of genre. Think of like think more real talk than your LinkedIn newsfeed you know not Sacra, nice, sweet prt kind of stuff. Like
2:43
we're really worldstar News. That helps.
3
Speaker 3
2:49
Well, yeah, so I mean, as far as connecting I can be connected with on LinkedIn, you know, needs Chazz mask, Reno? MLS, CA r i n o. It's a good place to get me there. Or my email is Chaz m at Mass greeno. dotnet.
Law Smith
3:04
Oh, given the email out to the folks, I love it. It's
3:09
I don't know, Brother, you said we do it. No, no,
Law Smith
3:11
no, I appreciate it. We give our email to you on the show. So we're like what, you know, worst case you just don't read about, oh,
2
Speaker 2
3:19
well, if you get some sort of weird bad email, or they're coming at you, you come back. Well, then we go. We talked about that on on the show, like we're going through that. That's fodder. You get some kind of Yeah, as good as nobody's talking. Yeah, sorry about that.
Law Smith
3:34
So about I don't know, six months ago, Eric was preening about about the culture index and how great it was. We were working somewhere where we had to take it and I got fired before I really got my results. So to me later,
3:52
we went over pretty pretty thoroughly. We had
Law Smith
3:56
Sam Don Draper.
2
Speaker 2
3:59
No interestingly, and I, as I'm sure will correct me because he's got some kind of weird Rain Man memory for people's personality profiles, but yours and eyes was like a perfect mirror. Like mine fell on the on one side of the red line that it mirrored it, if you flipped it was your side.
Law Smith
4:17
Well, I'd say that's accurate. We've worked together for five, six years, never. We've never really had an argument of any of any sort. And I think we are complimentary in a lot of ways. That's why we can do this show really, you know, pretty fluidly. And when I had the agency we were doing you know, never really we just got shit done and played or shrinks. So I would say from that standpoint, if that's how it showed on the results, I'd say this is pretty accurate.
3
Speaker 3
4:52
Yeah, I mean, I I haven't looked at yours in a long time. I know Eric, just because I spent time with him. So you know, he
2
Speaker 2
5:00
Yeah, so just to clear so I hit jazza recently after talking about the cultural index on the podcast, and I was like, you know, let's see what's up with that, like, I still think about it, you know, like, I'll, it'll, like, register with me just certain things about certain people. And I hit up Chaz, you know, seeing like, how he got into it, and what kind of how does that work, you know, to get in with that company and, and what it's like, and Taz was like, Well, I know your profile, and I can hire you. And I was like, Well, what? Oh, shit. Okay, well, that's the end of that was like very cut and dry. Like, well, your profile does not fit the type of person we want to hire for that position. And if we weren't hired, you kind of negate everything. Oh, to
Law Smith
5:46
work for his bright. Okay, that's funny. It was just like
5:49
the most straight. I was like, Whoa, come on the podcast.
Law Smith
5:52
I basically know everything about you, right? Yes.
3
Speaker 3
5:55
Yeah, I know how you're hardwired. And you're not gonna enjoy it anyway. So yes,
5:59
so it won't like your day job.
Law Smith
6:01
So we talked about a lot of these these, I guess you call them professional sight tests of sorts. I don't know what the genres officially called. But yeah, like Myers Briggs is kind of we now know, it's not very accurate. It doesn't really tell you like, it's fun. It. It's I like 16 personalities calm, like, Cosmo teen quiz, but it doesn't really do much other than make you feel better about yourself a little bit. That is me. Yeah, I am the visionary, you know. But yours, yours in the Azure strategies, I would say are the only two that I would trust. How did you arrive at doing this?
3
Speaker 3
6:44
Yeah, so the quick story is, you know, I'm in a CEO group, and I'm part of our parent organization. And so I had to make a critical move in the business about five, six years ago, and I leaned into my forum, and I'm like, Hey, guys, what do you think I should do? Because if I mess this move up for my business, it can cost us millions. And so like, they're like, hey, we've been telling you about this program, why don't you pick up the phone and have a conversation? So I'm a pretty skeptical guy. So what is this silly 710 minute survey gonna tell me, and I jumped on the phone had a conversation, and I was pretty blown away by the math and the statistics, and I made a move based off that I never would have made for that position became a client. And I never really looked back, you know, so I, I started helping a lot of my CEO friends out there were just bodies because I was getting the hang of it. And I was really starting to understand it. And I'm like, you know, I really enjoy this. So it wasn't really about the money. For me, it was really about just helping, and it was more of a passion. So I got the business set up where it really didn't need me on the day to day. And then I stood, I've been spending probably about 60 70% of my time, you know, traveling around the country teaching this language to other CEOs and business owners and leadership teams.
Law Smith
7:52
Interesting. And how does it received when you're giving, I guess, given the results are good, because people, you know, I'm, I'm constantly I've been obsessed lately about what we think things are. And then what they actually are when you when you get the numbers or you get the data, or whatever it is. I'm in, you know, the marketing world a lot. So I just kind of think in that mode a lot. This kind of is to me that maybe I'm missing the mark. But that this is kind of that kind of who you think you are who you think you should be maybe or my, my little
3
Speaker 3
8:30
Yeah, I mean, so we're measuring a couple of things, you know, we're measuring one, who are you pretty much, who are you who you wake up to be every day. So by the age of 11, or 12 years old, we're pretty much hardwired by day. So psychologists will say your DNA Mommy, Daddy, nature versus nurture, but it is what it is. And that's, that's one thing that we're measuring. And then the second thing is Who do you perceive you need to be at work every day when you show up? And so when we're looking at that, you know, Gallup does this poll every year about employee engagement? Well, we're looking at employee engagement on one of our graphs, and so 70% of those are usually out of whack in you know, so why the disparity is usually we're taking people asking them to modify to be someone who's not or we don't have the right people leading or managing them. And so like, we can see all of that in the data and human analytics. And so, you know, most importantly, people come to us thinking it's a hiring tool, and I'm like, Listen, that's you want a hiring tool, there's 100 of those out there. You know, this is a human capital strategy of where you're taking the business. So it's much more than hiring it's like 90% is management and strategy. These are the humans I have where am I going inside the business and how do I use these people to get me where I'm going And oh, by the way, where are my holes going to be as I continue to scale and grow this thing? Or is a lifestyle business really like those are all the questions we're asking? And you know, you asked the question about you know, how do people take information you know, I don't want to misquote you here but something along those lines and so like when I go through this, I know who my buying patterns Oh, you know, we have like Three to four buying patterns that are really going after that are going to really do well with the program. And so when I do this in front of a leadership team, I'll ask them straight up like, Guys, you want the PG 13 version of this? Or do you want me to take the gloves off? You know, and they usually take the gloves off, and sometimes they don't like what they hear. But you know, that's part of what I do. So I'm a pretty direct, blunt individual. And I just call it how it is there's a war on talent, and I just, I don't pitter patter around it. So for me, it's all about bigger, better, faster, stronger. How do we take this and mobilize it in the businesses to create a competitive advantage? That's what we're doing?
Law Smith
10:31
Yeah. I've been talking about this a lot lately to the war on on the war on finding talent. I forget, I forget how you phrase that. But I don't think we're that good at hiring, just in general, I don't think oh, no, we look into even the basic psychology of a person really that Well, I think, you and that's how you end up with an office for people that you don't like working around,
2
Speaker 2
10:57
right? Well, you've got the person doing the hiring on a whim, I have a feeling about this person. And that's just Yeah, they have a bunch of people that they had a feeling about. And ain't none of those people like each other, and it sucks. And it's like this, this is able to like, address Well, this person will will work with well with this person. Like it's not like Kim and I yeah, Kim laggy. It's been on the podcast and she and I have personality profiles were in we did work well together, where, you know, I was more detail oriented, and she was more big picture thing, and all that sort of stuff. And it helps solve a lot of problems ahead of time.
3
Speaker 3
11:35
From what she's 100% authentic. I mean, I remember her profile, right? Yeah. Great, you know, she's a go getter, go out there and let it rain. And you know, don't sweat the details, right? She needs someone to clean up your mess.
Law Smith
11:50
Yeah, yeah. Yeah, she does a California stop. We're everybody. I
2
Speaker 2
11:56
probably shouldn't say this. But I'm gonna say it and I just keep saying it. And then I say the thing I shouldn't say and then it's what happened next, and then
Law Smith
12:06
she doesn't want to break and then she does the cop out of I'm Cuban. That's what we do. Right? That's like a Yorker, like, I'm a New Yorker. Sorry, we cut you off.
3
Speaker 3
12:16
No, no, well, you seem like we tend to hire people that we like, or that can show well in the interviews. And so what I always say is, you know, I call this a cheat sheet to humans, like people that are more social and charismatic and that have, you know, more charisma and more outgoing they feel like they can read people and truly they are better at that than more of us introverts, right. So they can get better gut instincts and so the program really is designed for us more introspective humans because this gives us a layer of data on the front end before we're sitting across from a table and so what I always like to tell my clients is like listen, take your introvert take your extrovert throw them in that interview when you're going in there but have ci on the front end. And what we do in our company is you know, we have the you know, we have the data before we're even communicating anybody so we're not even talking to anybody unless we have to human analytics on the first part. And then we'll make a decision decision if we want to have a conversation and I think I see is like listen, we can't see batshit crazy like you know, if they have a drug problem, I think the alcohol problem I can't see that in the map. So you still have a veteran through your process. But just again, as a reminder, that's 10% of what we're doing here is that hiring piece most of this thing is really designed to teach us how to retain that talent that we have the hard part isn't usually finding it it's keeping it for sustainable periods.
Law Smith
13:35
Yeah, you're working we're in a we're in an era where a lot of people are getting back to work and unemployment is starting to get low again and people are jumping around because there's it's a good time to kind of look elsewhere. And I feel like that emphasis on retaining it's not really well thought out a lot of places it just broad strokes obviously. I mean
2
Speaker 2
14:01
I'd even like the the idea of not retaining them should I retake? Like maybe they should go sort of thing like the the both sides, you know, can be helped with this?
3
Speaker 3
14:13
Well, I mean, gosh, I can tell your stories and stories. I had a call today with the CEO and you know, he's director of and we're looking at his profile I go, how would you rate him on a scale of one to 10 you can't give me a seven and he's like an eight I go I've read them before and I go one he's disengaged and you're looking for x y&z you just told me he's literally the polar opposite. So here's what's gonna happen and I walked him through it. And so like, those are some hard decisions, right? The other thing it's like, you know, you know, we have visionary and integrator we have those conversations all the time. And sometimes I have, you know, second generation, you know, you know, mom or my dad started the business and we're giving it to the kids. And a lot of those are difficult conversations because the kids aren't visionary like the parent or the mom or dad. You know, in like, how We're gonna put those people inside that organization to continue to drive growth, or maybe it's a lifestyle business, but those are the conversations we're having all the time. And we can get that data in, you know, less than 10 minutes. And that's what's really fascinating to me. No,
Law Smith
15:14
it's, it's interesting to have this thing, this, this, this test, that has a high confidence, right? And like you said, it's not the absolute right? It can't tell you everything, but it's gonna, it's gonna give you pretty much that nautical beacon, when you're driving your brother, your boat to kind of go, Okay, this person's and this person's out of the way to kind of guide you into that person. Yeah,
2
Speaker 2
15:38
from what I've seen, it's the best start. You can get, you know,
15:42
it's not a silver bullet,
15:44
you know, right.
3
Speaker 3
15:46
Plenty of mistakes using this. But it just adds a layer of data. And for me, I think just as a user, is it's more or less, okay, what is my liver willing to tolerate? To bring XYZ in for business, I would have been blue collar, you know, like, we have a lot of 15 to $25 an hour employees with us. And we know, basically, we're looking for maybe five or six different profiles to bring into that department. Well, the labor markets tight right now, we can't always find that. So, you know, are we okay with bringing this in? Well, if we are we at least we know how to manage that and not to expect them to be someone else. That's really important. And I have manufacturing companies the same conversation, labor's tight right now, instead of calling my manufacturers today, they can't get by, right? They're looking for these specific profiles. Well, this is what's walking in the door right now they have a decision to make, but at least they know how to manage them. And their managers have been trained how to mobilize this and teach these in train these people.
Law Smith
16:45
It's interesting, I was thinking about this more to white collar kind of scenario, but the trades kind of area, the blue collar workers. I didn't even put it in that context. For some reason it Do you find that people who work with this program, this, this index, in the blue collar, or the trades kind of area, really excel with this a lot better, because, you know, they might get a lot of younger people or, you know, people that like a plumber right now is very, very coveted a good one, right? They can make a lot of money. People, a lot of people don't realize that. I like to point to an underwater TIG welder can make 130 an hour. But do you find it's better in blue collar scenario or white collar doesn't matter? More about the management as a whole?
3
Speaker 3
17:39
I mean, here's how I'll answer that, you know, at what point in time, would you not want to have this data for any of the above? Right? So I have this on my attorneys. I have this on the cleaner of my house. I have this on the labor, the subcontractors in our business, like we used to hire companies. Now I know exactly what I'm looking for. I just put ads up and I try to hire my own. You know, let's I know, I need a high conformist. I want something that can be repaired, you know, so like, I know exactly what I'm looking for. So in think of it with attorneys, there's contract law. And then there's no litigator, right? Like my litigator and my contract attorney in my world are two different things. You know, maybe they're the same as yours. But for our company, we have two different attorneys. I don't want my contract attorney training will battle you negation. And there are two different profiles
Law Smith
18:27
are finding my grinder attorneys, right? It's one goes out and gets the business lot of the time. The other is in the office doing the paperwork and the others. grind it out in the courtroom. Yeah, you're Yeah, it's a good example. And I have
3
Speaker 3
18:39
I have clients, their attorneys, the other law firms, you know, so like they utilize it for the same thing.
18:45
Yeah, not limited to business.
3
Speaker 3
18:48
No, but the answer your question with blue collar? Yeah, I think it's really important, right? So we can we can measure, you know, how people take in new information, you know, in one of our trades and so, you know, I personally think that's one of the most fascinating things that we measure is how logical people are right? So like, we can see if someone's going to have a temper, if they're emotionally unstable, if they're going to be drama in the workplace. I mean, that alone, for us was worth every dollar we were paying. Just get alone.
2
Speaker 2
19:16
I can attest to that one being so fucking accurate. To the point of creepiness, where I was like, oh, what do you mean? Well, without getting into too much detail, I just I had access to everybody. I everybody's profiles, too, and I could look at it and yeah, that part of it was totally dead on it was kind of creepy. Just the certain people in the office cause more drama than others. And it shows on the culture index really profile. Oh, yeah.
Law Smith
19:46
So if you give it to a bunch of hairstylist, yeah, the off the charts.
2
Speaker 2
19:51
I mean, jazz. Well, that's you know, but
Law Smith
19:55
I work for a Salon Suite franchise the number one reason I thought it was to make more Money, they would come into the salon suites and have their own business. The number one reason, by far 95%. The reason number one was salon drama. And so it's like, oh, man, and they don't know they create it sometimes, too. Yeah, it's like, it's interesting that, you know, you can kind of go, Okay, well, these personalities are going to conflict, and we're only going to have if they're not commissioned based, we're going to, it's going to be a lot of stress.
2
Speaker 2
20:25
Yeah, I mean, I think it'd be good Chaz, if you could kind of explain without getting too deep. You know, just why ci is, you know, a step above just given the, I guess you call it open ended way that the, the surveys presented? To me, I remember you giving that sort of, you know, yeah, production? Yeah.
3
Speaker 3
20:46
Well, like, I mean, listen, we used to use a bunch of different assessment tools back in the day, you know, das Myers Briggs, there's a bunch of different things. But for me, it never really changed the way that I thought as a leader. And so what was different for me here was that, you know, I'm trained how to read this, my team was trained how to, to read this in, mobilize it. And it really became a language inside the business. And so when people say, oh, I've taken behavioral assessments before, you know, it was kind of accurate. Well, the reason they say that is because it's kind of accurate, right? I mean, like, the validity for a lot of these surveys, or these assessments are between like point five, five or point seven in validity. And so if I say, I'm a sharpshooter, and I'm hitting a target, you know, 60 or 70% of the time, you know, am I really a sharpshooter? You know, the answer that is no. And so, you know, we were able to get validity 2.9. And so when we say we're using very sharp math, we're using extremely sharp math. And one of the reasons we were able to get there is because it's not a forced choice assessment, right? So if you've taken this for Myers Briggs, it's like, well, that's not me. I don't know that's not really maybe you want to pick that you're forced into picking something. So with this type of assessment, it's free choice where it's like, it's either you or it's not you to pick it out. And that's how, again, we you know, we got to some of the validity that we really get you.
2
Speaker 2
22:07
Yeah, it's funny, I remember, when you were still there, I had already taken the survey. And then we were headlining, we are a company meeting some going on where you, you were like, I was like, do you take the survey? And you're like, No, I didn't do it yet. I was like, we'll take survey do this. I lied on it, right. But you I sat there, and I watched you do it. And now because I had just taken it, and basically you're choosing adjectives, and I had just done it my way. And then I sat there and watched Law do it, where he was like, we got to pick all one. And he went through and he picked the ones that he thought and I was like, I don't know, does that matter? Why wait, and we had a discussion as houses work like that. And it's like, all of that matters. Yes. All that shit matters that you're a person who will go through and choose all of the synonyms for what you want.
Law Smith
22:57
I had to look up the word right?
22:59
Looking word. I'm like, No, I don't think that's how it's supposed to guy whenever.
Law Smith
23:02
I'm like a lazy perfectionist. Like, we're cramming No, no, no, I know, I knew I was getting fired, or I knew it was a felted. Come in. So it was one of those. And like, when I came in there, I was told there's a dark cloud over the marketing area. Yeah. Okay. So it's not like, it wasn't like a shock or anything, but it was one of those things where it's like, Okay, I think you told me, the the CEO at the time is, he's really big about this. Okay, great. I'm gonna try to figure out a game this.
23:37
They have measures against,
Law Smith
23:39
I didn't know that I just was like, Well, you didn't game it.
23:42
I mean, I had a valid result, I probably
Law Smith
23:45
I probably was closer to the truth than anything, because I know I did it really quickly in front of you. And I was like, Eric, was this work? And I'm gonna look it up. But I was just like, what would the model employee look like? Yeah, exactly. So I was gonna confess this at the end of this. But it doesn't matter anyway. But it's one of those things where, so you're saying the confidence rate of this, we can get in some regression charts have adjusted R squared, let's do it. But you're, you're saying the confidence rate of this? Is that 90%? Is that we said?
3
Speaker 3
24:19
or? Yeah, it's point nine validity is where where the retest test came in the reliability That's amazing. Oh, yeah, they, you know, it's a long story, but in 2004, is when they you know, they, they completed the assessment and then it was ready to go to market wasn't it was back in 2004. Yeah,
24:42
no, I'm feeling it. I mean,
Law Smith
24:44
let me let me so I like talking about enneagram just for funsies
24:51
I don't know. I might not
2
Speaker 2
24:53
have a lot to give you I know right as I was like, Fuck that.
Law Smith
24:57
Fuck it a fanboy. Yeah. That test bra. Like I can like both things I'm by
2
Speaker 2
25:06
I know all these tabs, but I don't get it the enneagram it's not
Law Smith
25:11
great. It is okay, it's okay. Right? Like, again culture index Asher strategies to me these are the only ones that are said to me or something I could really hang my hat on enneagram is more of closer like Myers Briggs a bit, what I what I've heard from enneagram, there's nine personalities, and they all have like their own offshoot of that, like subsets of that. What, what was interesting about that, one, it'll help you write a script if you ever need that. So like, it gives you kind of stereotypical personality traits. That's why we did it with like Marvel characters, because it's like, these are how these characters can interact. And you can figure out which ones which enneagram number, what was interesting was that you can change you can be I'm a seven with a six wing or something, the enthusiast or something like that. But over time, you're you can change your score. Is that true? And and with the culture index, if I take it 10 years from now will be a lot different? Or could it be different? I should say,
3
Speaker 3
26:18
you know, the answer that is No. Yeah. So yeah, I mean, that you who you are, and who you who you're naturally hardwired at the age of 11, or 12 years old, you know, in our work, psychologists will say that's not going to change. Now our life experiences change, right? You know, for instance, to like, you know, my conformity trait is very low. And so like, that is something that I'm consciously aware of, and I try to mitigate systems inside my business to accommodate for that. But does that change the fact that I still have low conformity? No, but I have systems and processes built up and tried to mitigate those things. So it's really being more aware. But again, yeah, that that is not going to change. And I have people that argue and debate that and that's fine.
Law Smith
27:03
Have you had a bunch of people try to take it, you know, years apart? And just to see,
3
Speaker 3
27:08
or what we need, they did do retest test reliability. And so again, this the standard unit of deviations of that moving is extremely small, right, so it's like, point 5.25 where that was sent out. We move on that bell curve, but it's it's very, very
Law Smith
27:26
small. Interesting. Yeah. Looks like he had some
2
Speaker 2
27:29
No, no, I was trying to remember what pattern personality pattern Chaz was looking at it because he said his conformity is very low. loss for for an enterprise.
27:40
Enterprise.
2
Speaker 2
27:42
Oh, yeah. Good. I've 19 I guess the second trial is pretty good.
3
Speaker 3
27:47
That was good. Thanks. Yeah. Hi, my name Yeah, camera I was teaching you guys this is
Law Smith
27:52
the most you fanboy out on it. Kind of. This is like, a Bo Jackson on. Oh, sorry. I'm so so we're, what do you find? I was gonna say, What do you find when people aren't accepting of this. But it sounds like your target audience when you're talking to anybody. You already got that info. Like, the way it sounded? Like 10 minutes ago, you're talking about like, I give it to my attorney, I give it to this person, I give it to all the people I hire. You go to a party, and you're like, Hey, I got this test. Take about 10 minutes over there. I'll find you find your cocktail. Yeah,
3
Speaker 3
28:30
my wife's much better at that than I am. Really? Yeah. Well, she's more social than I am. She's more charismatic. So she's better at getting the service. She says the dots Don't lie. Like that. But yeah, I mean, I'm always on my own. To analyze people. Of course I am. You know, I mean, that's part of what I do now. So I'm always trying to analyze him. But the thing is, is I don't always get it right. I don't understand the why behind why someone's doing something, you know, like we're all modifying throughout the course of the day. And so I don't know what's showing up, I don't know who the real person is, I'm really communicating with or modify, like, think of someone in the inner know, they're modifying. So you know, when I have a cheat sheet in front of me, I can call that block work and see if they're being very ethical about the things I'm asking him, I can also see if they're engaged with are currently working, or if they're disengaged, and I can see all that based on the data. So it kind of gives me a leg up in that conversation when we're having those when we're having interviews.
Law Smith
29:23
Do you find it with relationships? Do you find that it can help? Is this more in the professional world? Or occupational world? Or do you find you can kind of see what works because he definitely gave his wife the test. I know some that's why I'm asking because Eric and I would say if we were gay we'd be a great gay couple. Were heterosexual life mates but I mean like, we'd be awesome play Sega go make out all that stuff. So great. Yeah, I got the leg power. So the power bottom Yeah.
29:58
Yeah, I mean, I think you We'll cut that
Law Smith
30:00
off. Go ahead, sorry.
3
Speaker 3
30:04
No, I mean, you know, if we talk about top line and bottom line in business, but I think the biggest impact that's really had on me was really in my personal life and in my family, you know, understanding how, you know, my family's hardware, right, like I've known in my entire life, but this just helps connect the dots for me. And then also the kids in the family, you know, you know, I asked, you know, I asked one of my mentors, you know, like, I just had my first baby, she's 20 months, years old. And before I had her, like a kind of wider raise, highly autonomous. And he was like, well, what's your what's your wife's profile? And I told him, and he's like, well, let her race the baby.
30:47
Touch the baby.
3
Speaker 3
30:49
Now we'll because she'll, like, highly autonomous people do the best problem solvers and a patient planet, right? So what usually happens is, you know, we knock that autonomy out of it, you know, we're solving their problems for them. And so it really hit home for me, and it's just, I'm always consciously aware of the actions I'm even having at home with my kid. Yeah, so I just think that's really important. Sure, but yeah, I mean, that's not what we do, right? Like, that's not what I'm teaching. But for me, it's just something I'm always conscious of, like
Law Smith
31:13
a residual benefit of this, this whole index here. And I get, like, I have a five year old boy, a three year old girl, and, you know, you grow like, in my 20s. I'm like, it's a lot of nurture. And then I watch my kids and I'm like, man, they had these personalities, like even as soon as they could make any kind of gestures, right? As soon as they could do anything. You're like, my, my son's very sensitive and sweet, but he's very enthusiastic about everything. And he I think a lot of That's for me, the sensitive part is his mom. And then like, it's my, my daughter. I'm Cincy. Look, I'll cry big fish and I'll cry at the end of interstellar. I can't help it. Yeah. But my daughter's is like an alpha. Alpha woman already. We call her boss baby. And she's a lot like a lot of the women in my family that that a lot of people around this towners are scared to talk to. No, no. Keep it in like I'll tell the story. My my grandma used to go to my dad's football games at Robinson high were Terry bolay Hulk Hogan when and she would drive a huge Cadillac, old school Cadillac, get there right before kickoff, and then pretend to be blind, and walk up to get the seat she wanted. And no one would talk shit to her because everybody's scared of her. That's that is the the gene that's going down a little bit of that alpha woman thing.
2
Speaker 2
32:45
Or maybe they were all just really nice to the blind lady. No, no, they are maybe scary. Oh, no, they all knew why did she need to pretend to be blind?
Law Smith
32:52
I don't know. We're fucking nuts. On one side of family.
2
Speaker 2
32:55
there's a there's a piece of this story that's not Oh, this doesn't add into my
Law Smith
32:59
personality at all.
2
Speaker 2
33:01
Nor is she bad as her she blind is one of those.
Law Smith
33:05
I know. She's that. She's cool. But I'm saying what you're talking about observing human behavior. I, I love doing stand up. Because there's always an endless trough of that, right? Like, just watching people interact. Just a lot of it. I get a lot of my jokes going out of frustration, of seeing people do shit. That's like, why are you doing this? Like, especially in traffic? Like, if I see another person that's on their phone, you can see you're right in front of them. And you can see them on their phone. They're not paying attention, you Hawk. And then they're like, what, but you can see their head pop up. And they definitely weren't paying attention. I'm like, What was this a thing? I know cellphones made it happen. But like, where people this checked out.
2
Speaker 2
33:47
And we're at the all time worst for traffic, shit until the old cars drive themselves. And we have, like, we're fucking for a few years. Yeah, but it'll it'll be over soon.
Law Smith
33:58
Yeah, so I think so I think like observing human behavior of like, well, that if you ask that person, they probably tell you, they're a good driver, right? And nobody
34:08
says I'm a bad driver.
Law Smith
34:12
I've had some people say that. Yeah, I'd like to hear that. My ex wife said, but the thing of like, what they think they are versus what they actually are, do you find that the disparity of the test? Because for anybody who doesn't know you, you fill it out? I know, you said at the top of the show by you fill out your personality, and then what it's a bunch of adjectives, I believe, like with 100 and you go through and check it off, and then as many as you want, or as few as you want. And then this the second page is who you need to be at the workplace, right?
2
Speaker 2
34:47
Where you feel you should be at the workplace as you can definitely explain it better.
3
Speaker 3
34:51
Yeah, I mean, so it's Who are you hardware to be or Who are you? Who do you wake up to be every day and then who's showing up at work basically, and so, you know, I think You know, I have I had another call today with somebody and I had to tell him that he's not visionary, you know, it's him and his his partner himself,
35:09
but he didn't see it coming, right?
35:10
What's that
35:11
you probably didn't see it coming. He didn't see a podcast now.
Law Smith
35:16
That's funny.
3
Speaker 3
35:17
And, you know, obviously great. He's like, I have five year goals. And like, what I didn't say, set goals, I said, You're still micro small picture. And you can still have plans and goals, but you're not visionary. So you're intrinsically motivated from the past and beat after it, not by moving forward, that's different, you know, like a visionary, someone that's, you know, pure offense, or that is an analytical, you know, in our world gifted visionary, their, their brains literally live in a future, you know, when they're driving to work every day, they're 2345 years out, and that's where their brains lit, you know, and so he just wasn't that person. I said, your partner is you guys are a great team. But he's visionary, you can be integrated, right? So like, those are, those are conversations that I'm having all the time. And sometimes that doesn't go overwhelming. Sometimes it takes time for that to sink in for them to digest.
Law Smith
36:06
What now Do you find that we've taken a couple of these, I'm going to relate it to the Azure strategies, because it's the only one I know that's, you know, as accurate or closest to as accurate as the culture index. You know, it gives it gives you scores on kind of departments, you'd be in a job. And so like, my admin, clerical project management, all swore low, but it told me my proclivity for those things. It doesn't mean you can't do it, right? But it just means you don't get up every day to do it. Is that is that kind of a little bit of what y'all have in this culture index? And I'm asking dumb guy math. I'm working off six months ago when we talked about this a lot. And then smart conversation said, so I'm doing the dumb guy kind of questions. So I'm looking at your mic. I hope this doesn't offend him, that he didn't prep. But do you feel like it your approach? Is this your proclivities just naturally, how you're hardwired? Or but it doesn't mean you can't do it? Or is that not a real thought? Well, I
3
Speaker 3
37:18
mean, we could all modify and do things that we're not naturally hardware to do. It doesn't mean we can do it. Well, yeah, we're gonna wait doing it. Right. So, you know, the whole purpose of this is to understand and put people in the right seats, where they're going to succeed. You know, that's, that's what we're trying to accomplish.
2
Speaker 2
37:36
Yeah, there is a portion of it, that kind of account for that, that modification. And, you know, like, I scored low, and I was like, What, really? And I thought and, of course, more thought about, like, that's kind of right, like it was flat because we're sitting in you know, a meeting of all the leadership and Chaz is looking at everybody's profile and he's like Alright, let's look at Eric yes he Eric's probably miserable at work and I was like, what's the difference in it and then the EU's low and all is like man What the hell and yeah, I mean I wasn't really well looking back maybe I was
Law Smith
38:16
what else could it but what if you're kind of emotionally bummed out? Is that afraid of that? Like I have the point yeah, I went through a divorce and if I took it then I don't know how I really lost my sense of self right? really got in that dark hole depressed and kind of got out of it as soon as we you know, eventually got I got out of that kind of hole. Does it? Is it gonna reflect that if I take it?
3
Speaker 3
38:46
No, I mean, it's a great question in that's why we have the questions so simple it's really just two simple questions describe yourself and describe who you need to be at work that's it scrap yourself scrap you need to be at work. And so you know, based off that data, you know, that's how we're coming up with this math and statistics in like, there is ways that we can see if it's an inaccurate survey or someone tried to game it, you know, we haven't tricked mechanisms in there to see if someone's trying to mess with it, redeem it. In You know, that's our job is to make sure that we're getting accurate data to get back to these leadership teams so they can make critical decisions.
Law Smith
39:19
So when I thought I was being clever, trying to game it, you already had your 3d chess, I'm playing checkers on this thing. Yeah, I mean, you weren't flagged
39:28
your your I
39:30
remember I personally
Law Smith
39:32
did tell you that herpes, because that flares up every now and again to hold other dogs. Well, we we always we want to keep that we want to be respectful for your time. I'm like, I'm a believer in this after talking to you. Eric's been talking to me about it since you know since we took it. We always ask our guests the first time they come on the show. What advice would you give your 13 year old self get a mentor. Get a mentor Yep, did you find? Did you? Did you grow up wanting that? Or do you now realize you probably needed that?
3
Speaker 3
40:08
I mean, I just made so many mistakes growing up, you know, I didn't have, you know, my family was great. I mean, I'm really close with my family, I just didn't have the leadership around me to drive growth or to innovate in so I didn't have that. And so I had to figure things out a lot by myself. Or the other thing, I guess, I would say, you know, when I say find a mentor is find your route, you know, is it you know, that you're gonna do it at 13 years old, but as I got into my 20s, you know, there's there's CEO organizations, there's visiting the YPO, there's he Oh, you know, like, some of those organizations have just been transformational, because I'm in one of them. And I have a lot of friends who are in those organizations. And, you know, I think being part of a group like that, or a peer group, an industry related peer group is something that it can be transformational. Again, it's not gonna be at 13 years old, but that's going to be later, you know, in your 20s or 30s.
Law Smith
40:59
That's a that we've had over 100 guests on this show. That is definitely a unique answer.
41:05
Type, it might have been the fastest response.
Law Smith
41:08
Oh, get a mentor. Listen to the show beforehand. I'm sorry.
3
Speaker 3
41:12
Yeah, I just go through it. Like I think about that all the time. I really look at changed anything and it would have been something like that. It's having that guidance even more when I was younger, do you think getting into those CEO groups when I was even younger, because I was very hard headed and thick headed and I still am, but I thought I knew it all. But people die before people are way more successful than I am. And so if I want to have that growing up, even in my 20s, or who knows, you know, who knows how that would have helped me? Well, that's
Law Smith
41:39
kind of what I'm guessing you think a little bit more about it now because you have a kid and you know, you want to try to do what you can to make sure that exist for your kid, right? Everybody's trying to good parents are always trying to fix what they think. You know, they were they had a deficit. Right? But no, this is, this is great having you on. Appreciate it, man. Eric's gonna go go squeal after we get off.
42:08
So far, these guys
42:11
Alright, thanks.
