Meet the Team Behind Alex and Leila Hormozi (FULL BEHIND THE SCENES)
Summary
TLDRThe video script from the acquisition.comom team meetup in Las Vegas focuses on building a positive company culture through personal branding, psychological safety, and effective communication. It highlights the importance of positive reinforcement over punishment and emphasizes the team's high performance due to a genuine support system rather than fear. The script captures insights from various team members on leadership, hiring strategies, and the power of authenticity in creating a collaborative and successful work environment.
Takeaways
- 🌟 **Emphasizing Team Culture**: The script highlights the importance of creating a culture of positive reinforcement and high performance within the team, where members support and uplift each other.
- 🎥 **Recording Behind the Scenes**: The idea of recording the team's activities to showcase the company's culture and the reality of working within a high-performing team is presented as a valuable insight for potential employees.
- 🤝 **Remote Company Dynamics**: The transcript discusses the benefits of in-person meetings for a remote company, emphasizing the value of putting faces to names and fostering a sense of community.
- 📈 **Leadership and Values**: The leadership's role in living the company values and creating an environment where people are excited to be part of the team is underscored, contrasting it with fear-based management.
- 🔧 **Positive Reinforcement vs. Punishment**: The speaker shares personal experiences to illustrate the impact of positive reinforcement versus punitive management styles on employee well-being and performance.
- 📚 **Learning from Experience**: The script emphasizes the importance of learning from past experiences, both positive and negative, to build a better work environment and culture.
- 🏆 **Recognizing Achievements**: The team meetup includes recognizing individuals for their contributions and embodying the company's core values, which is crucial for morale and motivation.
- 🤔 **Personal Branding**: The concept of personal branding within the company is discussed, with the idea that employees should be aware of and cultivate their reputation and the associations others make with them.
- 🧠 **Behavioral Biases**: The presentation on cognitive biases in decision-making highlights the need for awareness and strategies to mitigate biases that can negatively impact career and team performance.
- 💡 **Psychological Safety**: The necessity of psychological safety in the workplace for high-performing teams is discussed, along with the elements that contribute to it and the benefits it brings to the team.
- 🗣️ **Hard Conversations**: The script touches on the importance of having difficult conversations with self-awareness and focus on delivery, emphasizing the need to address issues without damaging relationships or team dynamics.
Q & A
What is the main focus of the team meet up in Las Vegas?
-The main focus of the team meet up in Las Vegas is to discuss the vision for the company's culture, build a culture of positive reinforcement, and to provide insight into what it's like to be part of a high-performing team at acquisition.comom.
Why is it important for the company to record behind-the-scenes footage during the team meet up?
-Recording behind-the-scenes footage is important to show potential employees and subscribers what it's like to be part of the team, to display the environment where people are high-performing because they love what they do, and to counteract any misconceptions about the company being ruled by fear.
How does Tobias, the director of marketing, describe his experience with different leadership styles?
-Tobias describes his experience with different leadership styles by contrasting his time at 24-Hour Fitness under two different leaders. He appreciated clear communication and one-on-one time with Mike, who was later replaced by a leader who used fear and punishment to motivate the team, causing Tobias to feel confused, unhappy, and anxious.
Outlines
🌟 Building a High-Performance Culture
The paragraph discusses the importance of creating a positive and supportive company culture, especially when undergoing significant events like an acquisition. The speaker emphasizes the need for leadership that encourages and empowers the team, rather than relying on fear. The upcoming team meet-up in Las Vegas is highlighted as an opportunity to reinforce the company's vision and values, and to record behind-the-scenes footage to provide an authentic look into the company's culture. The speaker, Tobias Alen, the Director of Marketing, shares his personal experience with different leadership styles and stresses the positive impact of praise over punishment.
📈 Growth and Team Dynamics at Acquisition.com
This section of the script focuses on the growth of the company and the importance of hiring for diverse skill sets to complement the existing team. The speaker, Neil, shares his journey and the company's approach to finding the perfect team members. The emphasis is on transparency, collaboration, and having fun at work. The paragraph also touches on the company's core skills, particularly in recruiting, and the impact of having the right people on board. Personal experiences and interactions with team members like Alex, Ila, and Caleb are highlighted, showcasing their unique contributions and the positive work environment they foster.
🏆 Recognizing Excellence and Team Synergy
The script segment revolves around recognizing the accomplishments of team members and the value of each individual's contribution to the company's success. The activity of personal branding is introduced, where team members write down three words that describe themselves and others guess who wrote what. The paragraph also discusses the importance of trust and communication in team performance. The speaker shares anecdotes from team-building activities, emphasizing the enjoyment and engagement of the team, and the meaningful interactions that occur outside of the typical work setting.
🤝 The Power of Positive Reinforcement
In this paragraph, the speaker discusses the concept of positive reinforcement in the workplace, contrasting it with punishment-based management styles. The speaker shares personal stories and experiences from their first job to illustrate the difference that a supportive and encouraging leader can make in creating a high-performing team. The emphasis is on the collective responsibility of building a culture of praise and the impact it has on team morale and performance. The speaker also introduces the idea of recognizing team members for embodying the company's core values.
🌱 Cultivating a Supportive Work Environment
The speaker emphasizes the importance of trust, communication, and mutual respect in the workplace, and how these elements contribute to a supportive work environment. The paragraph highlights various strategies and practices that can be implemented to foster a culture of support and collaboration among team members. The speaker provides examples of successful initiatives and shares insights on maintaining a positive work environment through continuous feedback and open communication.
Mindmap
Keywords
💡Positive Reinforcement
💡Team Culture
💡Acquisition
💡Remote Company
💡Leadership
💡Personal Brand
💡Behavioral Biases
💡Psychological Safety
💡Hard Conversations
💡Cognitive Biases
💡High-Performing Team
Highlights
The importance of giving one's all and the impact of leadership on team culture.
The role of communication in achieving team goals.
Transcripts
we have to give it our all
because like the whole team's
here if they're getting us a leader like
you leading them like they're
Amplified I get so nervous before these
things what can we do here to help build
that culture of positive
reinforcement it's like you get like
frozen I know I've
been I'm reinforce our culture and
values we're having our first full
acquisition. comom team meet up here in
Las
Vegas so over the next few days we're
going to be talking about the vision for
the culture of the company and I thought
it'd be super cool if we could record
the behind the scenes so we have me and
then we have Alex and then a break is
that how it's you guys could see what
it's actually
like I think what I'm most excited for
people to see from this team Meetup is
just what it really feels like to have a
high performing team so if you're
interested in working at acquisition.
comom you've ever looked at our careers
website or if you subscribed to mosy
Talent this is kind of what it looks
like on the other side so I felt like it
would be really valuable to give people
insight into that I've never been a part
of an environment like this where people
are genuinely rooting each other on yeah
being a remote company I love that we we
actually have events like this we can
actually step back meet each other in
person put faces and personalities to
names my name is Tobias alen I am the
director of marketing here at
acquisition so I think one of the things
that Alex and Ila have done for
reinforcing
both the values and creating a culture
that people are excited to be a part of
is actually living the
values next
speaker all right you guys will notice
that Jason and Trevor are filming so we
are filming the next two days now they
are primarily filming myself and Alex
they were going to ask some of you if
you want to add to the film in
discussing with the team we all felt
like it would be so cool to show what
it's like when the team comes together
and I think a lot of people they assumed
like we ruled with fear it's actually
quite the opposite of that I think that
we've created this environment where
people are high performing because they
love what they do not because they're
scared of the consequences of if they
don't do the job that's why I really
wanted to display this in the Vlog is I
just felt like it's invaluable for
people to see it because I think it's
one thing to say what you do but it's
another thing to show it to people so
I'll tell you guys a story my first job
out of college was 24-Hour Fitness what
I didn't realize was that when I got to
for our fitness I actually ended up with
one of the best leaders that I could
have asked for his name is Mike in
hindsight the reason that that job was
so enjoyable you know he had very clear
communication he always did one-on ones
and took time to see like how do I feel
what's my development like like so then
they actually asked Mike to go open a
new location you know you've got not
Mike coming to take over and I will
never forget the first meeting and he
sat us down and I've never heard someone
say so many times in my life he was
like you young
listen up cuz here not doing any more of
this okay we're going to we're
going to get our numbers up and we're
all like our numbers are up you know
like the things he was saying made no
sense he just continued to swear at us
yell at us it was the first meeting I
was just like holy crap who's this guy
it was just complete polar opposite I
remember when we started gym launch you
know years later I kept thinking to
myself like I know what a difference it
is to have an absolutely horrible boss
and leader and or no leader right and
then to have one that is you know truly
investing in people praising people
encouraging people because I experienced
it firstand like the three words that I
I remember feeling is like confused
unhappy and anxious like constantly in a
state of anxiety and it's crazy to me to
think that just the person that leads an
organization or even leads a department
can create that for everybody else on
the team does anyone want to take a
guess at what the difference was between
Mike and not Mike Mike praise not Mike
hey yes so so Mike used positive
reinforcement to get people to do stuff
to put it simply right not Mike used
punishment to get people to do stuff
taking those Concepts what can we do
here to help build that culture of
positive reinforcement that's really
what I wanted everyone to be able to
walk away with and the reason I wanted
to relay this information is because
it's not something one person can do
alone I wanted to discuss the topic of
Praise over punishment at the team meet
up because it's something that I
personally study a lot I ment a lot like
given where we're at as a company you
know we're only like 2 years in it's not
like I have leisurely time to invest in
teaching these things to the team and so
I wanted to make the time by putting
together this team Meetup where we can
focus on a lot more of the internal
infrastructure and because on the
subject of positive reinforcement this
guy is positive reinforcement like being
around him is like makes you just feel
so good and just excited to be I think
alive in a world that is very judgmental
you are not that and you're
amazing I think one of my biggest
takeaways was that there's a a
punishment style of management and a a
positive reinforcement sty of man and
both of those can work but you just have
to think about where your priorities are
and I think it was powerful to hear that
from uh I want to introduce Neil uh Neil
took a big step this year and moved in
with his
girlfriend originally didn't understand
the assignment we were talking about our
greatest accomplishments in our
life so L learn more about that I can
tell you later but so we quickly were
passing each other notes on what our
actual accomplishments were this year I
was like Frank how many people did you
hire this year so I had a number that I
thought was any what have me
guess 12 he four 12
25 hell
yeah when I joined the team was Alex
Leila Suzanne and Yasmine but quickly
the team has grown I mean our first
in-person meeting was the whole
company because it was just five of us
so I'm introducing Tyler and his big win
this here is he got H Alex had a book
La I would say that one of the core
skill sets that every business that I've
ever built has been recruiting I don't
really see another resource that's more
valuable to pour into than having the
right people on the team iuce she yeah
she I'm happy to introduce myself look
around this is my accomplishment this
year how we go about finding Perfect
People is that in other hiring processes
people don't share those there's a lot
that's left unset and then that's where
maybe the expectations aren't even
always clear what I've tried to do very
differently is say it and put it all out
on the table everything for me connects
back to the requirements of what we're
looking for and so some of the stuff
that we'll ask the hiring managers think
about the prevalent skills on the team
we don't want to hire another Trevor we
want to hire someone who compliments
Trevor so perfectly some hiring managers
are a lot better at it than others and
that's where Caleb's superpower he comes
in having really thought through all of
that I'm going to cry probably just a
side not but uh Alex I love you
man
uh the way that you have created an
ability to rethink through emotion and
uh situations it's been really impactful
for me the way that I analyze situations
when I'm struggling or feeling like I'm
succeeding either way I look at it
completely differently and then Lea I
don't mean this in the cringy cliche
term I mean like I feel seen by you for
some weird reason when I'm having a
little bit of a day you somehow seem to
like up and just the way that you have
again given me permission to be like
it's okay to have a shitty day and you
can still do no what nobody knows
is that every media team that I've ever
seen there's no organization or it's
like complete and there's no creativity
and you have found the way to bridge
both together having never done it
before just the fact that you you care
about everybody on the team and you care
about the brand and achieving the goals
and I think that your ability to hold
all of those three priorities equally is
what makes you so great at what you do
and it's why everyone just loves
working I think that the way that Alex
and Ila interact with everybody on the
team is incredible the fact that Lea
takes the time to reach out to every
single editor edor you know every writer
uh a designer whatever that that is
incredible and pretty unique um compared
to a lot of work scenarios and as the
brand has grown as acquisition. comom
has grown Alex and ilila really
prioritize the media team rather than
just like the weird animal in the corner
that makes the videos kind of thing the
request that was made of me was to talk
about branding everyone who comes in
contact with our content doesn't know
who we are and so what we're doing is
the thing that hope they should know
something about so if you didn't know
what the Nike Swoosh was and I were to
continue toir and Associate it then
eventually I could eliminate all these
and just have the logo and you would
feel the same way about it all we are
doing with everything that we do from a
randing perspective is we take us and we
associate with something I can say it's
kind of like this which we both know and
then I can make the comparison and if
you're like wow that sounds a l like
teaching that's a lot of what branding
is well brands are so powerful then how
do we grow Brands if you have to label
some of the associations that the brand
currently has for us yes they brand and
the information that they give out
whether it's the books or that content
is what creates the demand for
partnership with us but the businesses
we take on we have an extreme amount of
influence in fact the reason they want
to partner with us is the influence that
we have on their business when I think
of the brand of acquisition.
I want it to be known for two things I
think one is operationalizing excellence
and on the other side I think platform
to elevate others when you work with
acquisition. comom like you will always
be better than when you came in if
you're going to put the three words on
the wall for you and you're standing up
here what would the three words it's our
personal okay okay so after Alex's
presentation we went into this activity
around personal brand which was we're
all asked to write down three things
that we would use to describe ourselves
and then as we picked the different
things that described one another we
have to guess who wrote that about
themselves play pickle ball fam Polo's
shirt I am obsessed with the number
three oh my God that was so fast dad
dad
this being
CRA you know you
know
hiring you can't have five of the same
person on a team I always see skills as
like this pointy star you know and it
could and some stars have more points
than others but there's always a valley
in between two points and so the ideal
person on the team's points fits in
those valleys and so then they just all
start sort of like connecting together
like across the it's like I'm like wow
we have really good it's cool one of the
biggest things is for me is culture
simple things like trans transparency
collaboration honesty and just like
having fun at work that was what uh what
drove me to come here how do you take
this philosophy down to the managing of
the portfolio I think there's a lot of
parts of our portfolio that are still
working on the leadership aspect success
is is not about the mechanics it's about
what you're doing but about like the way
you're leading people and the the people
that you surround yourself with if you
have a great group of people you can be
really successful I think a lot of
people look at their business as let me
just get whoever agrees to the role
whereas I've always looked at it like an
NFL draft which is like who do I need to
draft what kind of skills do they have
what are their values that's always been
a core focus of mine because who is the
one that is making the vision come to
life at the end of the day it's not you
it's your team all right who's hooking
up the music got a good
[Music]
playlist
[Music]
[Applause]
[Music]
[Applause]
so one of my favorite parts of the
Meetup was actually we took a party bus
and then went to go act
[Music]
throwing dad help me it was cool to see
how incredibly awful some people were
like myself and how incred talented
others were like my
dad your dad's really good at this like
[Music]
feels great really feels like
every and everyone also like wants to be
here right yeah yeah actually people are
enjoying it they want to be here they I
know they're engaging with
enthusiasm I don't get the intera Tyler
every
day N I haven't talked to n since you
joined the yeah so like some of the most
I think the most meaningful interaction
like getting to know them they they're
like so interested do side I'm also soed
in what they do media side so but it's
really cool cuz like I feel like both
teams do what they do so well you were
like the easiest person to interview
with really yeah even though I was like
nervous was like dude I'm meeting the
CEO like I was nervous I'm so
nervous I remember thinking to
myself
that was a terrible interview and I was
like and she cares and the fact
that you cared that much I was like she
is the kind of person I want to work
with and it was so interesting because
it's like I think all that about
like how well people interview is such a
because I was like I could just
tell I didn't realize that a lot of
these people had met each other yeah
some these I have seen like this much
off we have another day tomorrow do you
have talks Neil Caleb Sheila Ben so they
all have presentations I'm actually
really excited if people trust each
other they'll communicate better if
people like each other they'll work
better together you know some people
might look at this and be like that's so
soft what a waste of money I think
that's because if you look at
like what correlates with the highest
performing teams it's not intelligence
and it's not skill of an individual
member of the team it's actually
communication of the sum of the parts
yeah we got the watermelon we got the
potatoes and we got the eggs Leila asked
me to build out the team meet up I was
really nervous he was like okay don't
worry it's going to be fine no matter
what what it was Pitch to me was like
we're basically going to acknowledge
people who were voted to stand out in
terms of like one of these core values
that we have I want to ask Justin Paul
Frank and Tyler to stand up for a second
and let us recognize
you
gentlemen have all demonstrated areas
values of ours but before I get into the
ones that I remember who here believes
they know why one of these guys are all
of what what do you think they were
recognized for what do you think they
were nominated for Tyler has like
continued to completely and very quickly
evolve his skill set I mean hiring I
think 25 people this year the amount of
volume that goes into that behind the
scenes um and I know we've had quite a
few conversations where Frank is just so
hungry to learn I was going to say I
think we throw a lot at Justin but like
if you look at his calendar it's
arguably the most full calendar of the
entire company and you would never hear
him say he's tired complain he's always
super excited and I'll go ahead and and
speak for Paul because I uh nominated
Paul for unimpeachable character it is
important to me that all of the people
we hire whether they're sitting in this
room or they're sitting in a portfolio
they have a phenomenal experience Paul
came back to me and I was like that's
why your home is
here he next few people I'm going to
call and ask that you stand up Nadia uh
Trevor conflict of interest for a moment
but you're already you're standing deina
and Hunter you're you're being
recognized because several people in
this room actually nominated you Tyler
come on man let's hear I for Trevor
working with him he is ated uh not only
unimpeachable character but competitive
greatness as well know just being able
to like adapt to situation Hunter you
are an incredible leader you do an
amazing job of showing people around you
everything that is answer to in edit
right like timelines keeping everyone
updated throwing in ideas on thumbnails
when nobody's asked you to like there is
just like such a level of leadership
that you display that uh I'm also very
grateful for operationalizing creativity
that was what I thought when you sent me
the document and I was like so awesome
because I think to be creative you know
you put it in that sop and when you
shared it with me it helps me too
because we're obviously doing it
together and so it's so helpful I'll say
something about deina you know I
couldn't do what I do without you you
have no I I'm seriously though I uh have
worked with many other executive
assistants like you're so professional
you bring ideas to the table you bring
Solutions and like I'm just happy to
have you
as my partner and like in acquisition so
thank you this is the team I couldn't
think of a better group to do it with I
think just the coolest part was just
like nobody wanted to stop the last
group of people here blow us all away
that is sincere um it's a really I'm
sorry to be I'm trying so hard to
[Music]
hold
all right I'm good but it it means a lot
to me to to see how the people that we
pull into the organization how they
impact us all on and and each other on a
day-to-day basis and so this group of
people received more nominations than
everybody else uh
Jason you were one of
these Jacob you are one of these
people
lizy also one of these
people
Yasmine Tobias I think that recognition
is always something that we can do more
of and I think that the way that we did
it as well was one in which everyone was
recognized for something so nice to hear
because I think what we forget and what
I forget is that a lot of people don't
have that in their normal day-to-day
life and I think that if you want to
create a really great work environment
like do in the workplace what people
don't get outside of that I had the
advantage of being able to provide a
place like that at work where we do take
time to do that a lot of people in here
are really impressed with how hard you
come every single day to this job I mean
mean come on guys like the fact that she
doesn't even need like she's just a g
and with everything she does and she
what I admire about her is her ability
to be transparent and have those hard
conversations when it needs to be had
for the better of the company and how we
run and
she's just amazing yeah as mean is just
you know we're coming up on six years
together and I could really not do any
of this without her and she has
done so far beyond things that an
executive assistant should even do just
like I remember one time something
spilled at my house you like brought a
vacuum when I had my surgery you
like put pants on me I mean like we've
been pretty close um and it's just uh I
think one thing that you do so well is
you're just so non-judgmental and work
so hard time over time you're constantly
improving constantly trying to get
better and so I just appreciate the
shout out to you um but I know you guys
have also went so far above and beyond
on the back end of the book launch just
the sheer volume of hours that you guys
are putting in after after doing all the
other stuff and having families and kids
and husbands and trips on the weekend
like we we mean it when we're like how
did like we don't deserve you like we
mean that like you guys are unbelievable
like you guys do such a good job of
setting the tone wherever we go because
you guys are the first impression anyone
gets Lea and I and so you guys are so
like on it and like dialed and
everyone knows that and it just then
becomes the reflection of the entire
rest of the company I will go
next um I personally know Jason because
this guy is just incredible which
everyone here knows that like talking to
him after a conversation you can't help
but smile like Sam said he's just he
like drives you to want to be better by
how good is which is like very rare cuz
sometimes you can maybe see that as a
competition but it's like it's like a
different kind of com it's like let's
just all be good together and he brings
that energy so I like I just I I had to
nominate this guy cuz he's 10 out of 10
12 out of 10 one of zero great guy you
are incredibly industrious like you work
so hard but you're also
incredibly enthusiastic one more for Mr
Jason Jason moved to
Vegas
before he even started that says it all
right there like Jason is down as
for whatever needs to happen any extra
request anybody on the team makes
anything he's always like yeah cool like
like smile like everything everyone has
said is so true and I feel better
talking to you every time I see the
hunger that you have to like excel at
this craft it's contagious man like it's
really cool and it's really inspiring
for everybody on the team and then what
can I say about these
[Laughter]
three I I love you guys like honestly
right you guys make it really easy to
work with you every day as a as a unit
the way you all click like I've been in
a lot of high performing teams and seen
high performance teams before and
nothing really ranks anywhere close to
this and I think it's because so you
have the aptitude component but you have
the attitude component too like you want
to help everyone Jacob for example I
think you're obviously a master in sales
and our poror Co say that all the time
you've driven like just incredible
improvements across a wide variety of
different situations I remember we had a
one-onone once and you were like yeah my
whole attitude is just if I can keep
learning this is going to be fun for me
and that's like you in a nutshell and
then Lindsay I think like obviously your
experience in customer success value
that they want they want Lindsay to be
involved I also think you have like an
incredible muscle which is the ability
to coach and to bring people together
I've seen with our portfolio companies
but also I've seen it with the way you
brought Jacob and Tobias and myself all
together and I think that like that's
created that chemistry for us all to
work well together I wanted to say thank
you to Lindsay before the book launch
Ben passed the Baton over to me to run
the support team and and boy was that a
damn challenge I don't think I could
have done it if you hadn't come in and
helped I've learned a lot and I've
learned a lot from you so thank you so
much thank you this is just a love
between do you know Tobias I'll just
tell the story like Tobias basically ran
with the entire affiliate program for
the book launch we had 27,000 Affiliates
signed up and I found this out not
having prompted Tobias from like the
number 38 affiliate who's like hey I got
this email from your affiliate manager
and it was a personalized email from
Tobias that I had not asked him to send
urging them to email the list list again
with ideas of what they could do and
that was like number 38 and so he just
took the entire list and was like I'm
going to I'm going to push them and and
when we had like I don't know 20,000
opt-ins from Affiliates I was like this
is awesome he's like I think we can do
more my goal in doing the nominations
was the primer right is like you get
people to start thinking about the
day-to-day things that people do it's
like Okay so we've done this you know
like on text now we're going to share
this oneon-one
then like you sort of elevate the trust
and the vulnerability and then the goal
was by the end of the day people would
be really feeling that cohesiveness of
being together all day but of also kind
of Having learned more about ourselves
because everybody here because of the
standards that we have and that we hope
to continue to Aspire towards we all
want to keep pushing the envelope we all
want to get better and I feel like
that's a common theme of like doing
whatever you do exceptionally well and
it's cool for everyone here because we
all have outside perspective I of what
it was like not here but I feel like
that is the standard and and it's this
is almost like an acknowledgement of
that how do you increase communication
typically by increasing the
opportunities in which people can form
relationships with each other with where
we're growing as a company and how fast
we've added people to the team it just
provides a better environment to form
those relationships that you wouldn't
otherwise on Zoom Jimmy Michael Caleb
Neil like your teams freaking love you
guys like we're all I feel like we're
really close here and if any of you guys
want to speak up and speak to one of
your managers or something that you've
acknowledged about them and you would
like to say that here please do Neil
really help our portfolio partners and
brainstorm and just you're never not
supported I think your character is the
thing that I am most impressed by the
way that you think about everyone on the
YouTube team and then everyone
regardless on the team and the way that
you handle that I think is remarkable
this phrase that I'd heard a long time
ago and i' never been able to practice
until now of like pick your boss on your
job and like this is an incredible job
but like I think you really are such an
amazing boss and because you're a great
person I'm going to speak to Mr Jimmy
here cuz you have come in and taken so
much I think a lot of people don't
realize like you're doing that with
everybody on the team you care about
everybody like you've seen where there's
been a lot of changes that happened on
the team and you have constantly been
taking things off my plate that are not
within your job description like you're
so far along in your career and yet you
still are that hungry and still striving
to be better it's just such a great
example for everybody else on the team
Ben's perspective and just the way he
hears things and then kicks it back to
someone else you talk a lot I love
listening though I really do because I
always learn something from you Lea you
know thank you for always hearing me and
listening I think that's it's just one
of your special skills of course you
have many but you check in with me on
these in like the moments that I feel
like you know right and she just has
this like special talent to check in
right at that moment but you mean it we
want to know how we're doing and I would
just say that it's very unique that it's
not something that a leader of a company
both of y'all also do this very well but
I would just say in general Lea the best
part of my day today tomorrow is going
to be even better I think the biggest
thing that makes acquisition. comom a
unique place to work is it's the culture
and it's not this fake thing where
people are like oh great job you did
great there it's like really truly we
all look at each other and we all want
to push ourselves to the next level and
especially with the leadership team they
all really care about our development
the culture they're bringing in they're
going to bring something really really
big and I think I really do think it's
going to change the way people view
leadership I I think I just feel
grateful that everyone like wants to
work here and likes working here I feel
like I would hate my life if I walked
into this room and felt like there were
some people that want to be here I feel
grateful that I have more skill now that
I can actually communicate what we're
trying to do and put words
to what kind of culture we want to
build tomorrow I think we have four
presentations each person presenting is
presenting on what I would consider is
like their unfair Advantage like what
makes them so good at what they do and
so I'm really I'm really excited to
listen um and I'm excited for everyone
else to too so I think two things in my
mind which is like transfer Knowledge
from the leadership team to the entire
team
that would be beneficial for everybody
and then the second is reinforce our
culture and values like the nature of
acquisition. is that a lot of what we do
with our portfolio companies is explain
things teach things and so I can't think
of better people to teach the rest of
the team than the leaders on our team
that are doing that on a daily basis
when you have leaders that can speak to
the rest of the team they have context
and they can contextualize the lessons
which makes it easier for people to
remember and apply so the presentations
you know especially bends on buas es and
then it ends with a thunderous Round of
Applause got you it's giving
office that's the
[Music]
intro talk to somebody that you don't
normally get to talk portfolio team talk
to media media talk to
[Music]
portfolio getting to kind of like hear
and see different departments that don't
work directly together and aren't as
familiar with what each other are
working on and the efforts we are
putting in like everybody is putting it
on the line and like striving for
something better ultimately to help
accomplish the mission of acquisition.
comom the goal here is to talk about
building a personal brand as an employee
I felt like this was the best topic for
Caleb to discuss because I think it's
what he's best at he has built his
career off of his reputation so I wanted
to start with a quote from Mr Alex here
uh basically just recapping what he
spoke about yesterday brand is simply an
association between two or more things
for the brand to be successful the
audience has to understand one of them
here is a simple example I am going to
use my face here if you don't know me
you might make some assumptions about me
because I'm wearing like a plain black
hat or whatever but there's not a whole
lot to go off of if you add in a
Harley-Davidson logo on my hat that all
of a sudden changes how you perceive me
but it might ALS Al make you think that
I'm just a hipster who thinks that
Harley-Davidson is a great brand either
way it changes how you view me possibly
the biggest part though is that your
brand is not one thing it's a collection
of things that people associate you with
because you are building your personal
brand whether you want to or not we all
in this room have personal Brands
because yesterday we went around the
room and we read things about each other
and guessed and a lot of us guessed
right your personal brand affects how
your co-workers interact with you it
affects the opportunities that come your
way it's basically just reputation and
so a quick story time for how I have
used this when I was like 15 I read a
book it was called crushit by Gary
vaynerchuk and it basically predicted
that people would be able to make videos
and content and talk about things
they're interested in for a full-time
living and I quickly was like cool this
is what I'm going to do I was in a small
town in Washington and I had the
opportunity to work for a company that
he owned in New York City I went into it
with a very specific goal in mind and
that goal was to have my brand be Caleb
can do it I wanted them to come to the
conclusion that like Caleb can do that
Caleb can do that video Caleb can handle
that and so in order to do that I said
yes to almost everything any project
that came my way I think a lot of people
view personal branding as talking about
things rather than doing things that
form the opinions that others have of
your your brand and so it led to the
outcome that I was hoping for right and
so why did those big projects I was
hoping for come to me well because the
CEO Associated me with those things that
I listed on the previous slide does
anybody have any questions about this I
have a question yes please Alex was
talking about how Brands can shift over
time so do you think we can do that with
personal Brands too like and then how if
somebody maybe had some negative
associations that as they've grown and
mature that now they're wanting to
disassociate in favor of a more positive
how would you suggest they go about that
great question if we show up late to
meetings we can start showing up to
meetings on time and it changes our
personal brand it's literally just
making little shifts like that it just
like it clicked for me it's like if you
want career growth you almost need
reputational growth through your brand
growth in the company and I think
there's a lot of people in this room
that like they know that they want some
eventually to have a different
opportunity in the company or like
within the portfolio companies or like
as the company grows and it's like if
you know what that is then just like a
brand progresses over time your personal
brand must if you want to be a leader
start acting like a leader and you get
that brand and then you will get a
position 100% it's like applying the
influencer model that everyone does
externally on social within the company
you work within in order to accomplish
what you are actually wanting to
accomplish I remember when I was a young
younger younger man I went into a
catering company I was really I was the
youngest guy there and everybody there
was an adult and so I was like what am I
like and I came in really deliberately
like I want just everybody there to
think I'm the hardest working guy here
and so then the owner ended up putting
me on more jobs paying me more than the
adults and all this stuff cuz like I had
no ego about it um but it's just like
when I went to a different job I didn't
have that like what was my tagline and I
kind of like had to I faltered for a
little bit until I figured out yeah that
worked really well before coming in with
an intention I mean I think it's
interesting because the only reason we
even met was
because I put the posting up for the
position and then Ed turny texted me and
was like I know this guy he's got a
crazy reputation he's from Gary Vee and
he just moved to Vegas like he would be
perfect and I was like how do you even
know and he was like I just know like
that's what everybody says and then we
got on the call and then I was like oh
it is what everybody says like
you're awesome and then and now
here we are filming and making content
becomes really important in building a
brand because it is the way to amplify
the brand that currently exists the real
real is the documentation side of things
is to show the expertise p and show the
demonstration of it I think it's far
more powerful to see Leila in a bad day
and how she handles that and how she
communicates with Alex how she
communicates with the team how she makes
decisions when she is really stressed
and in my opinion it is the closest
thing that we can get to mentorship at
scale is being able to see them
practically handle that rather than just
talk about it I think for people
watching if you have a business or
you're aspiring to have a business if
you're wondering what does a good good
leadership team look like like I can
confidently say there is one on display
here now Ben our managing director of
Business Development is going to give
his presentation on five cognitive
biases so welcome we're going to talk
today about behavioral biases our mental
shortcuts or behavioral biases can lead
to poor decision-making and bad outcomes
that negatively impact your career and
learning strategies to mitigate
behavioral biases can help you and your
team kick ass and tick names theistic
impulses gut feelings to quickly decide
it works fast but it is prone to error
however thinking slow is a very
deliberate approach one that is aware of
process considers all the ways in which
you might screw something up five biases
number one status quo bias so this is
the preference for the maintenance of a
current state and this is an emotional
bias because it is an emotional need for
things to remain as they are now and
let's talk about some mitigating
strategies for status quo bias when
you're making a decision as a group
especially always ask the question what
decision represents the status quo
ensure you have options that are not the
status quo number two group think group
think is a behavioral bias that occurs
within a group of people whereby the
desire for Harmony in the group
suppresses dissenting viewpoints and
critical thinking so let's talk
mitigating strategy reward Rich
discussion and debate if you've made a
decision seek external opinions someone
who is not in the group it's like media
team like ask me I might have no idea
but at least I come at it from a
different point of view confirmation
bias individuals tend to interpret
information in a way that confirms their
pre-existing beliefs and preferences
this is cognitive because it is all
about how we process seek out and store
and then even recall information so
force yourself to gather opinions that
make you feel uncomfortable number four
and I picked this for the media team
this is called Peak and bias people
largely judge an experience based on how
they felt at its emotional Peak and then
how they felt at the very end of the
experience so this is again a cognitive
bias because it is about how information
is stored in your brain and then how you
pull it out hindsight bias after an
event has occurred people often believe
they would have or even did predict it
overcoming this bias is critical to
becoming a successful career learner so
let's talk about mitigating document
decisions write a hypothesis if we do X
Y will occur and Z will happen and there
are some strategies that work for all
behavioral biases number one seeking
diverse and Outsider perspectives on big
decisions challenge your own decisions
and what did it push us to believe and
what are the risks therein and now
thunderous Round of
Applause in a group environment I think
it's like a subset of like group think
is that people have competing priorities
at the same time that's something that
I've been trying to think through lately
is like how do we as a group get
everyone's opinion on ideas unaffected
by the opinions of others about their
opinion it's something I struggle with I
remember Lea saying on the Monday
meeting before we got here I think I've
met all of you in person and I remember
thinking I think I've met like four of
you in person I am uh on a team that is
Justin and I um so I've craved that time
with the team but then getting such a
broader experience of everybody else has
been um really fantastic we are a remote
company and so I think like a lot of
people lack the connection that I get
interaction with the team a lot most
people don't have that though and so I
look at it as that is probably where I
feel like people will get benefit and so
I think it's realizing all the Dynamics
that exist in organization and being
able to to educate everybody on how they
affect the environment so Neil our
portfolio operating partner is going to
give his presentation on the importance
of psychological safety in the workplace
so I'm going be talking today about the
secret to high performance teams you
guys might have heard of Aristotle he
was a a philosopher and he said the
whole is greater than the sum of its
parts now what he was referring to was
was us as humans the team should also
act like a human right it should be more
than the sum of each individual
component naturally I want to start by
playing a game it's called
psychologically safe or not
psychologically
safe so there's a senior engineer who
would just talk and talk everyone was
scared the hardest part was that
everyone liked this guy outside the
group setting but whenever they got
together it's team something happening
that made the culture go wrong so how
many say high
performing no one absolutely well you
guys are 100% right this came from a not
high performing team this one's a little
tricky so but we'll see what you guys
say at a re recent offsite a teammate
stood and described some health issues
of her own then another discussed a
difficult breakup our team leader told
us he had stage 4 cancer it was really
hard but a really special moment all
right High
performing okay you guys are great I
actually was a little confused by this
one because I was like how much is too
much information but this is actually
comes from a very high performing team
so I think what we're recognizing here
by the way is that I was going to Define
psychological safety when I was starting
this presentation I was like I let me
come up with like some dictionary
definition of what psychological safety
is but actually what we just went
through here are all examples of good
psychologically safe teams and not good
not psychologically safe teams that
everyone got it almost unanimously right
so in teams with high psychological
safety you are comfortable with the
other teammates you can take risks and
the last thing which is really important
is that this is like it's like mental
health for the individual psychological
safety is like mental health for the
team
a few elements that I want to highlight
of what it means to be psychologically
safe so the cool thing was Project
Aristotle Google they noticed this about
high performing teams and they're
they've came come up with like seven
characteristics of high performing
psychologically safe teams the first is
a learning mindset openness to difficult
decisions there's acceptance of others
there's safety from risk there's
collaboration support no one on this
team would deliberately act in a way
that undermines my efforts and so what I
would like everyone to do if possible is
let's commit for the next quarter to
picking one action just one of these
eight actions that you think you can
improve on and committing to it okay
does that work how we respond to
people's bids in the companies is that's
something that I I was telling Justin
like I need to work on because I think
lately I've had a lot of meetings and I
come back and there's like a 200 slacks
and then I'm just like normally I go
through everything and I respond and
I've just felt busier and so I just
don't and then I'm like wow I missing
out on so many areas where I could
respond to those bids and I feel like uh
I need to work on that people say things
because they want a reaction and so if
the reaction's not given eventually they
won't say anything that's why I think
people who have a hard time accepting
compliments it's dangerous because you
eventually will get none because if your
reaction is poor or you reject them
people won't give them to you anymore
and then you think you're not good but
it's simply that your reaction it's so
easy I think when you're in a remote
world to just focus on just work but I
think when you're in person like this
and you you intersperse a remote working
environment with situations like this we
get to connect with others there's
there's such a there's like a powerful
more interpersonal connection that you
get to Foster that's missing last one
last presentation how are we feeling
yeah okay and lastly Sheila our managing
director of people is going to give her
presentation on how to have hard
conversations this was something that
she felt was my unfair advantage and
that is having hard conversations 70% of
hard conversations are really
self-awareness and so we focus Focus
though on the 30% that is the delivery
types of conversations that are hard the
first one is called what happened the
second one is called identity what does
a what happened conversation sound like
literally you're trying to figure out
what the hell just happened and
everybody's like showing up with their
own sets of facts and they're ready to
like hash it out and tell you why you
are not right so maybe think about
impact and make the conversation about
impact because if you focus on intention
it's just going to take you down this
path of building distrust or breaking
existing trust the last of the three is
called
identity when you run into an identity
problem because it's really easy to fall
into this notion that I'm either good or
bad I'm competent or incompetent and
this person has now said this thing
about me and that means that they
think that I'm an idiot the way to go
about that is to start by acknowledging
hey this is a big project there there's
a lot at stake here but this doesn't
identify or Define either one of us as
people and
remember 70% of this is between your
ears and that's good because that means
it is a skill that you can develop and
practice and work on so you have like
the two curves that are inverted with
latency and specificity so the later it
is the more specific it has to be the
sooner it is the more General can be
like with the example that Le was
talking about with the uh the book
launch vendor who her communication it's
like when we always ask like what's the
goal of this like what problem am I
solving her goal in that communication
was for him to accept some level of
responsibility not to really change his
behavior it's like saying hey um Johnny
you've been kind of slacking lately that
doesn't change their behavior that's why
I think the listing of the facts is so
important in the discussion planning
It's like because that's irrefutable and
I think it's like in going through all
this like the one message I think is
underlying too is like when we're having
these conversations like what I think
you do really well is like seek not to
punish the person but find a solution if
you want to make sure hey this was a bad
like this did not have a good outcome
for either of us the it's address the
facts and then what can we do to move
forward I just think back to like 8
years ago when we started our first
company and we had our first meet up and
it was just me talking the whole time
and there wasn't a lot of connection and
probably a decent amount of like
punishing events that occurred like I've
never wanted that but I have lacked the
skill to create what we have now and to
see the team just work so well together
and love being together it felt kind of
like I did it thank you all for
participating and like it's just been so
cool because you know I feel like I feel
like you guys all genuinely want to be
here which is a great um it's like
there's just been times in my past where
you know maybe I didn't have the skill
to build a team where people did all
genu want to be there and so it feels
really cool to feel that in this room
and just like how down you guys are for
all the presentations for all the
activities we're doing and it was just
such a shiny example of I think like I
would be proud to show portfolio company
like this was our acquisition. comom
Meetup I wouldn't want to show up to my
office every day and feel like I have to
be a different version of Lea and I
don't want people to feel like they have
to show up to work every day and be a
different version of
themselves I create an environment where
people feel safe to be themselves as
well
関連動画をさらに表示
the Shift you NEED to be a Better Leader
Good Teamwork and Bad Teamwork - Tips for Effective Teamwork
Internalisasi Budaya Kerja IKHLAS Bagian "HARMONI"
Mastering Team Dynamics: Leadership Strategies for High Performance
Learn about the National Standard - Organizational Culture
How to Start Your Own Business from Scratch and Succeed
5.0 / 5 (0 votes)