I did an interview with Edwin Cohen from Global TV Talkshow about career and leadership coaching

 

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00:01
[Music]
00:03
welcome to the meeting room at global tv
00:06
talk show
00:07
a broadcast service of
00:09
globalbusinessnews.net
00:11
now here's your host ed cohen
00:15
it's ed cohen your broadcast host on
00:17
global tv
00:18
talk show a service of
00:21
globalbusinessnews.net
00:24
globalbusinessnews.net has
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been active since 2003.
00:30
google analytics if you can believe all
00:32
that
00:34
says that since then we've had about 1.2
00:37
million
00:38
reader page views so of course we're
00:42
thankful
00:42
for you to be here today a very special
00:46
guest is
00:46
mr jeff altman who in the past has been
00:50
the big game hunter in other words
00:54
finding the big person
00:56
for that special job let's say hi to
00:58
jeff
01:00
howdy how are you excited
01:04
really happy to have you nice to meet
01:06
you so
01:07
i i happen to be in the middle of the
01:09
pacific ocean in maui and you're
01:12
on the east coast in the hills of north
01:14
carolina is that correct
01:16
i'm in asheville north carolina a lovely
01:19
place
01:20
and less of in the way of the kobe
01:24
universe
01:25
than many places have yeah
01:30
how long have you lived there we moved
01:33
here
01:33
just about 10 years ago from the new
01:36
york area
01:38
we came to a point where our son was
01:41
aging out of schools
01:42
that we thought were good for him
01:45
frankly i didn't like the congestion in
01:48
new york anymore because
01:49
you know if you're watching on video
01:51
this is not a 24 year old's face anymore
01:54
so the idea of a place in the world that
01:57
was a little bit easier
01:59
uh was something attractive to me and
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knowing that the technology was such
02:03
that i could work from anywhere we went
02:06
to a place that was
02:08
uh comfortable convenient easy
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lovely so i want to ask you jeff about
02:15
what you're doing today and then i want
02:17
to jump back
02:19
back back and and what lead you to what
02:22
you're doing today so you
02:23
are now a a coach a career coach
02:27
and a leadership expert leadership
02:30
development
02:31
and you your site also talks about risk
02:34
so who's risk my risk or the company's
02:38
risk
02:39
well i i handle a number of different
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things so
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because of my work in search which i did
02:46
for more than 40 years
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i developed a real world perspective on
02:50
employment
02:52
couple that with a master's in social
02:55
work
02:56
and postgraduate psychoanalytic training
02:58
i have a breadth of
03:00
of complex experiences that i've
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melded in ways to be very useful for job
03:06
hunters
03:07
it's also very useful for employers
03:10
with their hiring process and it helps
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well i'm able to help individuals be
03:16
more effective in their leadership
03:19
because i think a lot of people get
03:21
trained to believe
03:23
that what i would call managing
03:26
is leading that is you control people's
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behavior
03:30
you you try and make them produce x
03:33
number of widgets
03:35
or x amount of information per day and
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you
03:38
crank it out there as opposed to
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inspiring people
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and bringing out the best in them they
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bring the hammer out and they
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beat those people to a pulp as though
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they're in the galleys on those slave
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ships that we've seen in all those
03:55
movies
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uh for so many years oh my so
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uh leadership is this uh finding someone
04:04
and making them a leader
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or is this already dealing with an
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executive that
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needs to learn something new it's
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whatever's referred to me so sometimes
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it's an individual who's struggling in
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their leadership
04:16
sometimes it's an executive who's at a
04:19
high level in an organization
04:21
and wants a confidant to work with him
04:25
or with whomever in their organization
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they need me to work with
04:29
so that this way that person has an ally
04:32
to sort things out with
04:34
who's working with them is there to
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serve them
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not necessarily the institution but to
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serve the individual
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and help them perform at a higher level
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a great example is a guy who
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i've known for a number of years i've
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coached him he won
04:52
sales for an organization and you know
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he has an anger management issue how
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does it show up
04:59
nashville promises him things and they
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feel that the liberty gets frustrated
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so it's helping him with the process
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so he doesn't blow his top he's able to
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get more effective results
05:13
and certainly in running a sales
05:15
organization during times like this
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it's complicated because you can't look
05:21
at a customer's site
05:23
and it's all virtual now right
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and how do you manage your sales
05:28
organization during times like that
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this is a big issue and there's not not
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an easy answer there's not one answer
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there's probably multiple
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answers to performance i mean
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you if if my dog or
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my wife walked behind me right here
05:45
you'd see her you know and
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you know rather than in the office where
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you don't have
05:50
hardly any personal contact with
05:53
somebody down the hall that you see
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every day
05:57
so but in this way you brought into the
06:01
home
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and exposure is way different
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and it's with sales professionals during
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times like this
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the sales professionals who struggle
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have the built-in excuse of
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oh no one wants to see me they don't
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want to talk to me
06:17
it's terrible i really dislike it
06:21
uh it's very frustrating but i'm trying
06:24
and they aren't
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they aren't so how do you manage under
06:28
circumstances like that
06:30
with responsibilities to manage up
06:34
and at the same time manage down yeah
06:37
so your social work uh is
06:40
actually a psychiatrist isn't it i mean
06:43
you're being a psych
06:46
well yeah
06:51
i'm not a practicing psychiatrist i
06:53
don't prescribe drugs
06:55
nothing along those lines but i help
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people sort out stuff
06:59
in a safe place where they can say
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stupid stuff
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and not feel as though there's going to
07:05
be any retribution
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that's the cool thing about it from
07:08
their standpoint so let's say you
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you you found a an old hippie uh who's
07:14
reformed
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and he he or she this age that's
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he um is still reading and
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talking about zen stuff
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and you know
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the flow feeling the flow of ideas
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and uh the energy the negative energy
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i'm feeling from my boss is making me
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crazy
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i mean how do you deal with somebody
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like that i assume
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that'll be a contract position where
07:43
you're getting paid
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but you still have to deal with that
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person so that's
07:49
your risk how do you deal with that
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person
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so in understanding what the problem is
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so there's a management problem as an
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individual problem
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now in theory i'm being hired by the
08:01
institution to make this person
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compliant
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right because ultimately the
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institution's paying me to get a result
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that they want
08:10
this person has to do their job and do
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it in the right way
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meanwhile we've got someone who's
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resistant because they're an old hippie
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and i say old folks when you see me
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that's not a 24 year old's face
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so the result winds up
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you build a relationship with someone
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and one of the things i'll ask somewhere
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along the lines of is
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what are you doing here why are you
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still in this job
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right you know it's like it obviously
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makes you miserable
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like what's what keeps you here
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and that becomes a gateway to honesty
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because
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i want to know what i'm really working
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with when i work with someone
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i want to understand what their
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motivations are because if it's
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impossible to make them compliant
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then all that's going to happen is
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people are going to be butting heads all
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the time
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and that's pointless you know sometimes
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i'll tell the institution i'm going to
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coach them out of here
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so be patient with me while i get them
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the hell out of here because
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they're not prepared to be compliant
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sometimes
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in the relationship they realize their
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part in the process
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and thus can start i don't say making
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amends because
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it's not really about amends it's about
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taking self-corrective action
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but normally it's about the relationship
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between myself and the other person like
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a therapist does
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that the work is really done
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interesting stuff i i think that's
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uh i mean it's like god's work you're
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doing
09:50
uh to help people find themselves and
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redirect their own skills
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or you know the see the pathway towards
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reinvention through upskill or reskill
10:04
or
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who knows an awakening of some kind
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right
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and sometimes the issue is skills
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deficiencies you know they feel
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frustrated so they're putting up
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roadblocks in front of themselves
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so i can't possibly do this i don't know
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fill in the blank
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and the idea becomes how do you get them
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to get out of their own way
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because i know a very few people who
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really
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want to be in the boat that that
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person's in
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they really want to enjoy life and enjoy
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the things that they do
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and thus my job is to connect with that
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person
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and help them connect with themselves
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and what the truth is about themselves
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i don't presume to know that going in
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and remember i'm working with the
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stereotypic hippie
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you know uh character that uh has been
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presented here
10:56
i have to work with someone to
10:57
understand what their story is
11:00
what's getting in their way and help
11:02
them overcome the self-imposed
11:04
limitations so they get what
11:06
they want sometimes it involves
11:08
mediation between the two parties
11:11
now there's a wound the hurt that's come
11:13
up that gets in the way
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and now a word from our co-sponsors you
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something that's really neat is that the
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bridge school partners
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with various organizations to provide
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learning for their students
11:41
for example we partner with a major
11:43
ballet company
11:45
and we are able to enroll several of
11:48
their students into our school
11:50
so now not only is the student able to
11:53
participate in a school and have a
11:55
seamless transition while they're
11:56
very active in their ballet career but
11:59
now they have
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other dancers that are with them that
12:04
are doing some of the same
12:05
courses so it's almost becoming a
12:08
camaraderie where they're taking
12:10
similar courses they're working together
12:12
on their ballet
12:14
and really being able to form this great
12:17
partnership with these organizations to
12:20
provide a needed service
12:21
a lot of times there are student
12:25
athletes
12:26
who will spend hours and hours at the
12:29
gym
12:29
or at the the basketball courts wherever
12:33
it is and if they're
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attending a traditional school they're
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in school from eight to three
12:39
they get a quick snack and then they're
12:41
at the gym
12:42
for three to four hours in the evening
12:45
coming to us
12:46
and having that partnership they're able
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to
12:50
break that up throughout the day they
12:51
can have a morning practice get some
12:53
schooling in have an afternoon practice
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finish their schooling
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in the evening so there's that
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flexibility
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and additionally if there are
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tournaments
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or performances it's fantastic because
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if there's a week where they have
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shows straight through they can take
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that week off of learning and then pick
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back up when they're done
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so it offers this great flexibility and
13:17
for
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the program owners of these sports
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leagues
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it is a win-win situation for them
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because they see this need they see this
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need that their students
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need to make sure that they are
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obtaining the grades necessary to be
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successful
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adults in in our country and in other
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countries
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but it provides them an environment
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where they can be successful at both
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let's shift gears a little bit and
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imagine that your customer
17:41
your personal customer is
17:45
32 years old and uh
17:48
just a whiz kid when it comes to tech
17:51
all right
17:52
and yet the people skills
17:55
you know you always let's just say it's
17:57
a he
17:59
never cared always should be alone
18:02
think it through make it work on the
18:04
keyboard
18:06
and and make things happen but he's not
18:08
getting anywhere
18:09
and he's a lot of people are getting
18:13
po'd at him because he doesn't relate
18:16
yet he has so much
18:18
knowledge that the company needs
18:21
and so the company hires you to
18:26
get into this guy's head and you
18:29
find out if it's worthwhile keeping him
18:33
uh but he's got to go through a change
18:36
and boy that that would be a big
18:38
challenge i would assume
18:40
and his name is steve jobs and we're
18:43
talking about him as human packard
18:45
when he was a frutopian and he had body
18:47
odor as well
18:49
so actually he was in his 20s in that
18:51
story but
18:52
no matter how about that the question
18:55
comes down to is
18:58
can you turn a
19:01
a sow into a silk purse
19:05
is it within them to do that do they
19:08
want to do it or they're going to fight
19:10
you every step along the way
19:12
maybe the goal becomes you teach them
19:15
social skills and help them become more
19:19
effective in how they interact with
19:21
people
19:22
pointing out i know you're right all the
19:24
time
19:25
but what's happening is in the way that
19:27
you're presenting it
19:28
you're annoying people and you're
19:30
getting fights back
19:32
is there a way that you can see to
19:34
present your eyes differently
19:36
than minimize the arguing even though
19:38
the other person's stupid all the time
19:41
in other words you connect with them
19:42
where they are
19:44
and in this particular case i'm doing
19:46
what in this
19:48
in the school of uh psychotherapy i
19:51
learned
19:52
is called an overjoy you connect with
19:54
them and take their thinking to an
19:56
extreme level
19:58
so that they feel understood and thus i
20:01
connect with them at a deep level
20:03
and if they fight back with me that's
20:04
okay too they said
20:06
they're not stupid okay that's good
20:09
because that's a strengthening position
20:11
with them and thus
20:13
they're able to then explain to me how
20:15
they see the other person
20:18
and that gives me insights into their
20:20
way of thinking
20:21
so it's you know i i can't simplify
20:25
things uh for every stereotype but what
20:27
i can say is for a person like this
20:30
it's actually pretty easy because they
20:33
normally want
20:34
to feel understood they want to feel as
20:37
though
20:37
they've got someone in their corner and
20:41
i'm certainly not a threat to them and
20:43
if they ask me so
20:44
why do they want me to work with you uh
20:47
because they
20:49
see that there's certain things that
20:50
aren't working and what you're doing
20:51
they love
20:52
a lot of the stuff that you do but there
20:54
are a couple of things that are
20:55
problematic from their point of view
20:57
and rather than against arguments they
20:59
brought me in as an outsider to help
21:01
oh i'll screw you
21:04
and i've gotten that message at times as
21:06
well
21:08
so so yeah so let's look at a little bit
21:11
different
21:11
uh take a step to the right a little bit
21:15
or
21:15
left and we're talking about this dni
21:18
and belonging business
21:21
okay so let's just say that
21:26
there's a person of color or
21:29
asian or maybe gay
21:33
or whatever you know and the others most
21:36
of the others around
21:37
in the company or none of that and
21:40
so it's i'm sure you've had this
21:44
experience so
21:46
my son is both asian and gay by the way
21:48
so
21:49
i'll simply say i have a life experience
21:52
with this really
21:53
interesting wow as an outsider in a
21:56
culture
21:57
where often they recognize they're an
21:59
outsider
22:01
and they find it difficult to navigate
22:04
so how does this person um
22:08
negotiate a situation like this so first
22:11
of all i want to understand it from the
22:12
employer's perspective
22:14
because i know the employer's got blind
22:16
spots
22:19
they are missing certain things about
22:21
the cultural difference and experience
22:23
about being a dominant culture of one
22:26
form or another
22:27
and they're not aware of the impact now
22:30
one of the things that i know
22:32
uh from talking to people of color male
22:35
and female and putting my son aside from
22:37
this equation
22:38
is they don't feel understood
22:40
appreciated valued or invited into the
22:42
conversation
22:43
right one of the classic uh scenarios
22:46
directly
22:47
the outsider yeah right and one of my
22:50
my favorite scenarios is from the days
22:52
that
22:53
like a month ago when women are on the
22:55
outside
22:56
in business and there's the
23:00
management meeting around the conference
23:01
table and all the guys get
23:04
around the conference table and the
23:05
women are on the outside sitting
23:07
there's messages in that they don't
23:10
think they belong
23:12
and thus even if they're there first
23:14
they're going to take the outside ring
23:17
how do you bring them in and it's little
23:19
things that build up over the course of
23:21
time
23:22
to create the outsider mentality that
23:24
the institution
23:25
and its managers and its leaders are
23:28
often oblivious to
23:30
they just think that that's where they
23:32
want to sit
23:33
they don't take any meaning to it and
23:35
they take no corrective actions
23:37
so you know in situations where you're
23:41
dealing with
23:43
the gay asian how do you bring them into
23:47
the conversation
23:48
how do you invite them in and help them
23:51
be inclusive
23:52
how do you hire others like them you
23:55
know
23:55
so that they're not the only one like
23:57
there was a a non-profit
23:59
that i was involved with for many many
24:01
years and
24:02
they realized in the leadership of the
24:05
organization
24:06
if there was a person of color running
24:08
one of their retreat weekends
24:10
that man felt fairly isolated so
24:13
the leadership created the concept of
24:16
it's not just going to be one person of
24:18
color on that
24:19
on that leadership it's going to be at
24:20
least two so in this way
24:22
there's a shared experience that the
24:24
white heterosexual guys
24:28
could never really connect with and
24:30
although were commonalities of
24:31
experiences and understandings
24:34
it's different when you see things
24:36
through a lens that
24:38
only you really know about it's like the
24:41
first time a friend of mine
24:42
explained to me the idea of driving
24:44
while black
24:46
i am stunned when i heard this now this
24:49
is going back 15
24:50
20 years ago and it still goes on this
24:53
the same problem right
24:54
yeah it's a unique experience different
24:58
than mine
24:59
that i can't relate to
25:03
at the same level i can do it
25:05
intellectually
25:06
but i also know that you know when my
25:09
son was living
25:10
in north carolina and he was starting to
25:13
drive
25:14
i knew he was a speeder and i knew he
25:16
was going to get pulled over at one
25:17
point and yes it happened
25:19
and i had already told him how to keep
25:22
his hands
25:23
so as not to deal with the fear that a
25:26
cop has
25:28
and just you know take away that
25:32
concern that the police officer has
25:34
because you're not going to have a
25:35
weapon
25:37
and yes he's supposed to do it
25:38
differently but they don't so what do
25:40
you do
25:42
so lots of nuances in the corporate
25:45
situation where you're dealing with
25:47
the outsider and how to make it a more
25:51
inclusive environment for them
25:53
so it could be religious it could be
25:57
male female as well as what we were just
26:00
talking about
26:01
it could be race religion you know for
26:03
muslim people in the united states these
26:05
days
26:06
or hindu people in the united states
26:08
today now you're from
26:10
not the dominant culture and people have
26:13
blind spots like
26:14
you know from having worked in
26:15
recruiting i can't tell you how many
26:17
racist remarks i
26:18
hear from about people from india time
26:22
and again
26:23
from people who know better but again
26:26
those kind of generalizations happen so
26:29
how do you break those
26:30
cultural behaviors that
26:33
exist within an institution where you
26:36
expect someone to sit there and go
26:39
that's very funny when you just insulted
26:41
me and made an
26:42
anti-semitic remark yeah very funny
26:47
i can't let that go by so
26:50
for those of you who are in leadership
26:52
roles you have to be
26:54
conscious of the impact of what you say
26:58
don't say do and don't do
27:02
upon those of different target groups
27:04
those groups that are not
27:06
part of dominant cultures that
27:09
you caused yourself to lose them
27:13
and lose their best all because you had
27:17
that blind spot
27:18
and from your standpoint when confronted
27:20
with it you may say oh my god i had no
27:21
idea
27:22
and i know that right
27:26
so this is really an interesting
27:28
conversation and i really appreciate you
27:31
so with covid and it looks like the
27:34
vaccine
27:36
is going to be a slow roll out a slow
27:39
walk
27:40
but it looks like there's
27:43
it looks like it's going to come for
27:46
those who want it
27:47
i've rose my raised my hand right away
27:50
said i volunteer i'll do it
27:52
and yet others don't want to do that at
27:55
all
27:56
for whatever the reason so um
28:03
this is a new issue now isn't it people
28:05
uh it's it's
28:07
i don't know anti-vaxxers you know it's
28:09
not really political but it is
28:11
and yet it's brought into the workplace
28:13
now because the company
28:16
doesn't want anybody coming into the
28:18
office who's not
28:19
vaccinated assuming that right
28:23
that's a whole new thing and one of the
28:26
question marks of course is going to be
28:29
if you've actually had the virus
28:32
does that allow you to become immune
28:34
from spread or receipt
28:36
because there's nobody supposed to know
28:38
there's no clear answer to that because
28:40
as i understand that
28:41
there are multiple strains of covet 19.
28:45
for example it keeps mutating right
28:48
which
28:48
gives me the idea that we have an
28:51
initial vaccine that works against
28:53
a particular or particular strains like
28:56
flu does
28:57
and every year we may have to have
28:59
another shot
29:00
we'll find out because we don't know yet
29:03
the government
29:04
rushed in order to get people protected
29:08
and they give them a world of credit for
29:10
putting their money where their mouth
29:12
was and streamlining an operation
29:15
and there's more that we don't know
29:16
we're only going to learn over the
29:17
course of time
29:19
so from a corporate from a corporate
29:21
perspective you know
29:23
there's more information that you're
29:24
going to need
29:26
in one firm where i'm working with
29:28
someone who's a sales professional
29:31
uh who says i can't leave my house you
29:34
know i'm over 60.
29:35
i'm overweight i'm a person who's at
29:38
high risk and his sales manager goes
29:41
that's fine i really don't care just hit
29:43
your numbers do what you got to do
29:44
do your performance i want to see
29:46
results but you can work from home no
29:49
problem
29:50
and there's going to come a time where
29:51
there's going to be more expectations
29:56
and that's going to be true from every
29:57
employer so how do people get in touch
30:00
with you jeff altman
30:02
well there's a couple of different ways
30:04
first of all my website
30:06
the big game hunter dot u.s you can
30:08
schedule time for a free discovery call
30:10
schedule time for q a with me there
30:13
there's lots of formats that i can help
30:15
with
30:16
and while you're there by the way i've
30:18
got a great blog with thousands of posts
30:20
that will help you with hiring more
30:22
effectively job search managing and
30:24
leading
30:24
workplace related issues go explore
30:27
there but you know if
30:28
for contact with me the website is a
30:31
good first step
30:32
and my linkedin profile linkedin.com
30:34
forward slash i n
30:36
forward slash the big game hunter that's
30:39
the big game hunter and mention that she
30:42
saw the video
30:44
i'd love just like i just like knowing
30:47
how people come to me
30:49
once we're connected you'll get a lot of
30:51
great information from me
30:53
so one of your slogans is no bs
30:57
and so uh talk english to me
31:01
you know i started that with my podcast
31:05
no bs job search advice radio and
31:08
it's i started november 2010
31:12
with bad audio and now
31:15
more than 2 thousand episodes later
31:19
i understood that for job hunters
31:23
and i was doing recruiting at that time
31:25
job hunters have no idea whether the
31:27
person they're talking to
31:28
is competent at what they do and they
31:31
operate
31:32
with a lot of misinformation it's the
31:34
same thing with coaching too
31:36
it's like a mystical science miss we're
31:39
going to sit around with the ouija board
31:41
and divine what the solution should be
31:44
so i created a podcast
31:46
uh no bs job search advice radio
31:49
designed to give people
31:50
information about how to job hunt more
31:53
effectively
31:54
because i understood there's a mythology
31:57
to search and i want to take the
31:58
mythology out of it
32:00
and through that they get an idea of how
32:02
i think how i approach things
32:04
and develop trust than me
32:08
that's very good jeff altman thanks very
32:10
much for being our guest today
32:12
on global tv talk show
32:16
and we'll hope to have you back on
32:20
at another time super happy to help
32:23
great thank you very much have a good
32:25
day youtube be great
32:28
thank you for joining us in the meeting
32:30
room at global tv talk show
32:33
have a wonderful day and stay safe

ABOUT JEFF ALTMAN, THE BIG GAME HUNTER

Jeff Altman, The Big Game Hunter
Jeff Altman, The Big Game Hunter

Jeff Altman, The Big Game Hunter is a coach who worked as a recruiter for what seems like one hundred years. His work involves career coaching, as well as executive job search coaching, job coaching, and interview coaching. He is the host of “No BS Job Search Advice Radio,” the #1 podcast in iTunes for job search with more than 2100 episodes.

Are you interested in 1:1 coaching, interview coaching, advice about networking more effectively, how to negotiate your offer or leadership coaching? Schedule a discovery call at my website, www.TheBigGameHunter.us

NEW! Online Mock Interviews www.TheBigGameHunter.us/mock Inexpensive online practice that you can record an I review.

Learn to interview like a pro. “The Ultimate Job Interview Framework” www.TheBigGameHunter.us/interviews Kindle and print versions are available on Amazon.

Classes On Skillshare https://thebiggamehunter.us/Skillshare

Become a freelancer or hire one on fiverr.com https://thebiggamehunter.us/fiverr. I use it and I may wind up hiring you! To set up your freelance business correctly, you may want to incorporate https://thebiggamehunter.us/incorporate

Join Career Angles on Facebook and receive support, ideas, and advice in your current career and job.

Connect with me on LinkedIn www.linkedin.com/in/thebiggamehunter Mention you listen to the podcast or watch my YouTube channel.No BS Coaching Advice

Job Search Going Nowhere? “Diagnosing Your Job Search Problems” for Kindle on Amazon and receive free Kindle versions of “No BS Resume Advice” and “Interview Preparation.”

If you are starting your search, order, “Get Ready for the Job Jungle” on Amazon

Watch my videos on YouTube at JobSearchTV.com, the Job Search TV app for Roku, fireTV or a firestick or Bingenetworks.tv for Apple TV, and 90+ smart tv’s.

Since 2007, FlexJobs has been the #1 site for work at home opportunities www.TheBigGameHunter.us/flex

Thinking of making a career change and need some ideas that fit you. CareerFitter offers a free test and if you want more you can upgrade for the paid version.https://thebiggamehunter.us/Career

We grant permission for this post and others to be used on your website as long as a backlink is included and notice is provided that it is provided by Jeff Altman, The Big Game Hunter as an author or creator.

 

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