رونوشت کامل How Podcasting Can Help with Employee Retention: Live Replay with Keynote Speaker, and founder of Futureforth, Dave Delaney

corporate communications and um speaking to that. 81 00:03:51,900 --> 00:03:54,820 So tell us a little bit about that aspect as well. 82 00:03:55,450 --> 00:03:56,060 Right. 83 00:03:56,060 --> 00:04:01,240 So I've worked in marketing and communications pretty much my whole career. 84 00:04:01,250 --> 00:04:04,830 Um and I've worked for some some great great companies, 85 00:04:04,830 --> 00:04:17,650 but over the last decade I went out on my own and launched future fourth and we helped fast growing technology companies and retain talent and improve communication and collaboration and culture ultimately. 86 00:04:17,660 --> 00:04:21,300 So the really the the end goal is to improve employee retention right? 87 00:04:21,300 --> 00:04:28,050 Because the cost of losing talent both from a cultural level but also from a costly level. 88 00:04:28,060 --> 00:04:29,170 Um you know, 89 00:04:29,170 --> 00:04:30,720 that's that's such an important thing. 90 00:04:30,720 --> 00:04:31,940 So yeah, 91 00:04:31,950 --> 00:04:39,170 so and I do corporate workshops and training and leadership consulting and and guests presentation. 92 00:04:39,170 --> 00:04:40,510 So yeah, 93 00:04:40,520 --> 00:04:40,780 it's, 94 00:04:40,780 --> 00:04:41,300 it's all, 95 00:04:41,300 --> 00:04:42,230 it's all about that. 96 00:04:42,230 --> 00:04:44,880 And so that's that's kind of my my wheelhouse. 97 00:04:44,890 --> 00:04:46,140 Absolutely. 98 00:04:46,140 --> 00:04:48,000 So let's dive in, 99 00:04:48,010 --> 00:04:48,420 you know, 100 00:04:48,420 --> 00:04:50,710 employee retention is such a big issue right now. 101 00:04:50,710 --> 00:04:52,390 Companies will spend time, 102 00:04:52,670 --> 00:04:59,460 they'll spend money filling a role within the organization and there's a cost on boarding and so with that in mind, 103 00:04:59,470 --> 00:05:01,460 let's first speak a little bit about how, 104 00:05:01,470 --> 00:05:03,360 how important employee retention is, 105 00:05:03,360 --> 00:05:03,600 right? 106 00:05:03,600 --> 00:05:05,530 Because you know the job market, 107 00:05:05,530 --> 00:05:07,280 everybody's talking about it right now. 108 00:05:07,290 --> 00:05:07,520 Um, 109 00:05:07,520 --> 00:05:12,070 and companies spend billions of dollars on recruitment. 110 00:05:12,080 --> 00:05:13,140 Yes, 111 00:05:13,150 --> 00:05:14,420 it's actually trillions. 112 00:05:14,430 --> 00:05:20,170 It's a trillion dollar problem now actually just published a blog post about that. 113 00:05:20,480 --> 00:05:21,420 So, 114 00:05:21,430 --> 00:05:33,580 so sure the society for human resources management did a study a while back and they found that between six it costs between 6-9 months a person's salary to replace that person if they leave. 115 00:05:34,450 --> 00:05:37,130 So if it's a $60,000 employee, 116 00:05:37,130 --> 00:05:39,590 it costs between 30 to 45,000. 117 00:05:39,600 --> 00:05:40,290 That's the number. 118 00:05:40,290 --> 00:05:41,890 By the way that I memorized. 119 00:05:41,900 --> 00:05:44,580 I'm so bad at math though. 120 00:05:44,590 --> 00:05:46,460 That's the top of my number. 121 00:05:46,460 --> 00:05:46,590 Yeah, 122 00:05:46,590 --> 00:05:47,220 absolutely. 123 00:05:47,220 --> 00:05:48,290 But that's easy, 124 00:05:48,290 --> 00:05:48,490 right? 125 00:05:48,490 --> 00:05:50,980 Half is 30 and three quarters is 45. 126 00:05:50,990 --> 00:05:53,000 But that's quite a lot of money. 127 00:05:53,010 --> 00:05:53,500 You know, 128 00:05:53,500 --> 00:05:56,090 we're not getting work from that, 129 00:05:56,130 --> 00:05:56,890 that employee, 130 00:05:56,900 --> 00:05:57,150 right? 131 00:05:57,150 --> 00:05:58,750 Just the cost for a business. 132 00:05:58,760 --> 00:05:59,150 Yeah. 133 00:05:59,160 --> 00:05:59,400 Yeah, 134 00:05:59,410 --> 00:05:59,890 for sure. 135 00:05:59,890 --> 00:06:00,660 Like we built, 136 00:06:00,670 --> 00:06:02,520 we built a free calculator. 137 00:06:02,520 --> 00:06:10,470 You can check out future fourth dot com plus you can punch in a salary and actually it'll spit out how much it's gonna cost probably to replace that person. 138 00:06:10,470 --> 00:06:10,700 So, 139 00:06:10,710 --> 00:06:11,440 so yeah, 140 00:06:11,440 --> 00:06:12,740 those costs as you said, 141 00:06:12,740 --> 00:06:17,050 I mean it is incredibly costly and it's really a matter of, 142 00:06:17,060 --> 00:06:17,420 it's, 143 00:06:17,430 --> 00:06:17,660 it's, 144 00:06:17,670 --> 00:06:20,250 it's not just retraining their replacement, 145 00:06:20,250 --> 00:06:21,560 which is part of that cost. 146 00:06:21,560 --> 00:06:24,650 But it's also finding that replacement as well and, 147 00:06:24,650 --> 00:06:27,190 and the recruiting and the retraining and all that. 148 00:06:27,190 --> 00:06:28,010 So yeah, 149 00:06:28,900 --> 00:06:30,790 that's a very big cost to a business. 150 00:06:31,870 --> 00:06:35,550 What are some things that affect employee retention? 151 00:06:36,250 --> 00:06:36,850 Um, 152 00:06:36,850 --> 00:06:44,750 one of the biggest ones is a lack of appreciation or feedback or recognition in one of the talks. 153 00:06:44,750 --> 00:06:45,770 I do the R. 154 00:06:45,770 --> 00:06:45,910 O. 155 00:06:45,910 --> 00:06:46,020 I. 156 00:06:46,020 --> 00:06:46,910 Of nice. 157 00:06:46,920 --> 00:06:47,520 Um, 158 00:06:47,530 --> 00:06:54,440 I talk about how one of the best ways that a leader can recognize a team member is by writing, 159 00:06:54,450 --> 00:06:55,070 writing, 160 00:06:55,080 --> 00:06:56,880 old school going analog here, 161 00:06:56,890 --> 00:06:59,620 Get ready a thank you card, 162 00:06:59,780 --> 00:07:06,290 like an old school actual card and you don't have to put in like a gift card or anything like that within the card, 163 00:07:06,300 --> 00:07:08,040 literally taking a moment. 164 00:07:08,050 --> 00:07:09,050 Uh, 165 00:07:09,060 --> 00:07:09,290 you know, 166 00:07:09,290 --> 00:07:10,440 maybe once a week, 167

00:07:10,440 --> 00:07:18,680 take a moment to think about somebody on your team who you appreciate and then write them a thank you card and then mail it to their home. 168 00:07:18,690 --> 00:07:19,560 Um, 169 00:07:19,570 --> 00:07:19,940 and, 170 00:07:19,950 --> 00:07:22,330 and just send them and don't just write thanks, 171 00:07:22,610 --> 00:07:23,160 you know, 172 00:07:23,170 --> 00:07:25,140 but take some time to write it out, 173 00:07:25,640 --> 00:07:26,940 Make it personal. 174 00:07:26,940 --> 00:07:27,590 100%. 175 00:07:27,590 --> 00:07:27,800 Yeah. 176 00:07:27,810 --> 00:07:30,570 And let them know why you're thankful for them. 177 00:07:30,580 --> 00:07:31,220 Um, 178 00:07:31,230 --> 00:07:32,790 that goes a long way. 179 00:07:32,800 --> 00:07:36,550 Just having something tangible like that warms your heart and it's, 180 00:07:36,560 --> 00:07:53,270 it's a great way to also for you if you're in that leadership role where you're doing this for you to slow down a little bit each day or each at least once a week to do this and to be grateful for the people on your team and so for you to stop and actually think about this, 181 00:07:53,270 --> 00:07:54,070 you realize like, 182 00:07:54,080 --> 00:07:54,430 whoa, 183 00:07:54,430 --> 00:07:55,000 wait a minute. 184 00:07:55,010 --> 00:07:55,520 Yeah, 185 00:07:55,530 --> 00:07:56,580 I love norma jean, 186 00:07:56,590 --> 00:07:57,610 like she's awesome, 187 00:07:57,620 --> 00:07:58,970 you know, 188 00:07:58,980 --> 00:08:00,560 and then write that thank you cards. 189 00:08:00,560 --> 00:08:03,220 So that's a great way just to provide some quick, 190 00:08:03,230 --> 00:08:04,740 quick little nod and, 191 00:08:04,750 --> 00:08:06,730 and people appreciate that. 192 00:08:07,180 --> 00:08:07,610 Yeah, 193 00:08:07,620 --> 00:08:08,440 absolutely. 194 00:08:08,450 --> 00:08:12,200 And I really love what you said about employees not feeling appreciated. 195 00:08:12,200 --> 00:08:13,500 I think that's a really big one. 196 00:08:13,510 --> 00:08:15,000 Organizations, 197 00:08:15,010 --> 00:08:15,440 you know, 198 00:08:15,440 --> 00:08:21,740 while they great products and services are made up of people and so it's that it's, 199 00:08:21,750 --> 00:08:25,130 it's knowing that and having that as a, 200 00:08:25,140 --> 00:08:30,110 as a top of mind in terms of your values of how can we not only appreciate, 201 00:08:30,110 --> 00:08:30,430 you know, 202 00:08:30,430 --> 00:08:33,590 how well we're doing in terms of the product creation or the, 203 00:08:33,600 --> 00:08:34,370 or the services, 204 00:08:34,370 --> 00:08:36,400 but how well are we doing in terms of the people, 205 00:08:36,410 --> 00:08:38,500 because that's who comprises the organization. 206 00:08:38,500 --> 00:08:41,350 Those are the building blocks of a company in a lot of ways. 207 00:08:41,360 --> 00:08:42,420 Um, 208 00:08:42,430 --> 00:08:45,150 and so making sure that people feel appreciated, 209 00:08:45,150 --> 00:08:47,700 making sure that people feel heard is is huge. 210 00:08:47,710 --> 00:08:48,260 Um, 211 00:08:48,260 --> 00:08:50,850 and I want to talk a little bit about your nice method, 212 00:08:50,850 --> 00:08:51,980 which you briefly touched on, 213 00:08:51,980 --> 00:08:53,280 so if you can walk us through that, 214 00:08:53,280 --> 00:08:54,390 that would be great. 215 00:08:54,660 --> 00:08:55,100 Yeah, 216 00:08:55,110 --> 00:09:01,220 so the nice method is a framework I developed that includes basically there's three tiers to the nice method, 217 00:09:01,220 --> 00:09:03,110 the first is hearing your team, 218 00:09:03,110 --> 00:09:05,020 so how to actually hear your team, 219 00:09:05,020 --> 00:09:07,190 and that includes providing feedback as well. 220 00:09:07,200 --> 00:09:09,560 Um it also includes like active listening, 221 00:09:09,570 --> 00:09:12,360 like really listening to people in your organization. 222 00:09:12,580 --> 00:09:20,630 Um the second part of the nice method is about really overcoming not fearing failure, 223 00:09:20,630 --> 00:09:28,890 but also making uh making it building a company that that people feel comfortable in um and that gets into life outside the walls. 224 00:09:28,890 --> 00:09:40,260 And what I mean by that is considering bringing your team together in ways beyond the walls of your organization and that might mean doing outings together. 225 00:09:40,260 --> 00:09:42,400 It might mean workshops and retreats, 226 00:09:42,400 --> 00:09:42,610 you know, 227 00:09:42,610 --> 00:09:45,730 in this day and age where so many businesses are, 228 00:09:45,740 --> 00:09:54,060 are either hybrid or perhaps fully distributed if you don't bring your people together in person at least once or twice a year, 229 00:09:54,070 --> 00:10:02,900 um it's very difficult to build sustainable relationships with your colleagues when you don't meet in person ever. 230 00:10:02,910 --> 00:10:05,780 Um and so that's an important part of it. 231 00:10:05,790 --> 00:10:05,980 Now, 232 00:10:05,980 --> 00:10:13,300 I have other components to uh to life inside the walls and and outside the walls to the other thing is avoiding the wrecks. 233 00:10:13,300 --> 00:10:18,070 So that's the third part of the nice method and avoiding the wrecks means uh, 234 00:10:18,080 --> 00:10:22,710 these wrecks can can occur from communication breakdown um from, 235 00:10:22,720 --> 00:10:23,050 you know, 236 00:10:23,050 --> 00:10:25,460 poor communication internally, 237 00:10:25,470 --> 00:10:30,000 and they can also be caused by fear of management and, 238 00:10:30,010 --> 00:10:30,410 you know, 239 00:10:30,410 --> 00:10:30,940 people, 240 00:10:30,950 --> 00:10:32,160 people don't quit jobs, 241 00:10:32,160 --> 00:10:35,390 they quit managers as the old lion goes, 242 00:10:35,390 --> 00:10:35,890 so, 243 00:10:36,160 --> 00:10:36,860 so yeah, 244 00:10:36,870 --> 00:10:37,150 so, 245 00:10:37,150 --> 00:10:37,620

and I do, 246 00:10:37,620 --> 00:10:42,420 so I teach team members the nice method and I have you know, 247 00:10:42,420 --> 00:10:48,280 a whole bunch of other parts of this of course in a lot of the workshops and training that I do as well. 248 00:10:48,290 --> 00:10:49,170 Yeah, 249 00:10:49,180 --> 00:10:50,000 absolutely. 250 00:10:50,010 --> 00:10:54,040 And it sounds like you really kind of have your finger on the pulse of what is going to make a difference. 251 00:10:54,040 --> 00:10:56,190 So that really leads into my next question. 252 00:10:56,200 --> 00:11:10,760 What initiatives have you seen make an impact within an organization in terms of employee retention and keeping the talent that an organization has gone out of their way to um find and foster internally. 253 00:11:11,330 --> 00:11:11,950 Right. 254 00:11:11,960 --> 00:11:12,410 Yeah. 255 00:11:12,420 --> 00:11:19,840 So I mean there are a lot of different ways that you can do this and uh you know we were you know we're talking about podcasting as well. 256 00:11:19,840 --> 00:11:20,600 Right? 257 00:11:22,500 --> 00:11:23,820 Let's get yeah, 258 00:11:23,830 --> 00:11:41,490 so one of the ways and I was I was speaking to a friend of mine clark Buckner who's uh just a wonderful podcasting podcaster as well and he has a company called relation ERI marketing and and clark was sharing with me a story from about Bridgestone, 259 00:11:41,490 --> 00:11:56,080 you know the good people who make the tires and Bridgestone actually have an internal podcast and they use it um to promote and to interview their their team members. 260 00:11:56,090 --> 00:12:04,340 Um and in doing this it also helps to recognize team members and also to teach them maybe different elements of the of the company as well. 261 00:12:04,340 --> 00:12:08,110 So if you're on boarding for example it's a great resource for, 262 00:12:08,120 --> 00:12:12,420 for new hires because they can get to know who's who and learn more about, 263 00:12:12,420 --> 00:12:12,720 you know, 264 00:12:12,720 --> 00:12:21,760 the culture of the organization but also it's used to retain talent because you're promoting from within on that podcast, 265 00:12:21,770 --> 00:12:29,210 so you're shining shining the light on your best talent and this is just a wonderful way of, 266 00:12:29,220 --> 00:12:29,640 of, 267 00:12:29,650 --> 00:12:31,100 of promoting your talent and, 268 00:12:31,100 --> 00:12:31,760 and, 269 00:12:31,770 --> 00:12:37,280 and subsequently their studies have found that they've increased retention as a result of doing this as well. 270 00:12:37,280 --> 00:12:38,680 So pretty cool. 271 00:12:38,680 --> 00:12:39,320 Like I love, 272 00:12:39,330 --> 00:12:40,160 I love that. 273 00:12:40,730 --> 00:12:43,430 It's kind of the best of both worlds really when you think about it. 274 00:12:43,620 --> 00:12:44,420 Um, 275 00:12:44,430 --> 00:12:44,770 you know, 276 00:12:44,770 --> 00:12:46,000 we love podcasting here, 277

00:12:46,000 --> 00:12:51,290 obviously we live and breathe it and it's something where we're seeing companies get results. 278 00:12:51,290 --> 00:12:57,220 So that is such a great example and I love what you said because the use case for podcasting is there, 279 00:12:57,230 --> 00:12:57,910 it's varied, 280 00:12:57,920 --> 00:13:01,530 You can do so much with internal podcasting and an organization. 281 00:13:01,780 --> 00:13:03,520 Yeah, 282 00:13:03,530 --> 00:13:04,520 and I do have to say, 283 00:13:04,520 --> 00:13:10,390 you know what we've heard is learning and development obviously onboarding training, 284 00:13:10,400 --> 00:13:11,440 that kind of thing. 285 00:13:11,450 --> 00:13:11,770 You know, 286 00:13:11,770 --> 00:13:16,390 whether it's uh organization wide or or specific to a, 287 00:13:16,400 --> 00:13:20,240 to a specific part of your business or department like sales. 288 00:13:20,240 --> 00:13:20,440 You know, 289 00:13:20,440 --> 00:13:20,620 if, 290 00:13:20,630 --> 00:13:23,520 if you have a sales force on the ground when windshield time, 291 00:13:23,520 --> 00:13:24,220 that kind of thing. 292 00:13:24,540 --> 00:13:24,920 Um, 293 00:13:24,930 --> 00:13:31,750 but hearing employee stories and highlighting what people do within the business is huge, 294 00:13:31,760 --> 00:13:32,180 right? 295 00:13:32,180 --> 00:13:34,950 Because people want to feel like they're a part of something, 296 00:13:34,960 --> 00:13:35,240 right? 297 00:13:35,240 --> 00:13:51,380 People want to feel like they're making an impact and what they do matters and finding out who else is a part of that organization and how their job clicks into the larger mechanism of an organization really helps inspire people to, 298 00:13:51,670 --> 00:13:52,240 you know, 299 00:13:52,250 --> 00:13:54,230 be mission oriented, 300 00:13:54,240 --> 00:13:55,350 b team oriented, 301 00:13:55,350 --> 00:13:57,520 be organization oriented. 302 00:13:57,680 --> 00:14:01,120 Um and there's also that celebratory aspect as well, 303 00:14:01,130 --> 00:14:01,660 right? 304 00:14:01,670 --> 00:14:03,370 Where you know, 305 00:14:03,380 --> 00:14:13,040 you see that somebody has done a great job and you want to do a great job yourself because you know maybe you want to be featured as a side, 306 00:14:13,050 --> 00:14:15,780 I mean like as a side benefit, 307 00:14:15,780 --> 00:14:17,980 but you know you want you it's inspiring, 308 00:14:17,990 --> 00:14:25,240 you want that success to you want to contribute to that success further within the organization as well you really do. 309 00:14:25,240 --> 00:14:27,230 And one of the things that give you a little tip, 310 00:14:27,240 --> 00:14:29,750 our our our listeners that tip here, 311 00:14:29,760 --> 00:14:35,760 if you're if you're thinking about starting a podcast where you're you're interviewing your your team members, 312 00:14:35,770 --> 00:14:36,950 one thing you can do, 313 00:14:36,950 --> 00:14:38,990 this is something I do with the nice podcast. 314 00:14:38,990 --> 00:14:42,080 So if you if you go and not tooting my horn here, 315 00:14:42,090 --> 00:14:46,080 but if you go to a nice podcast dot co and you scroll down to the bottom of the page, 316 00:14:46,080 --> 00:14:49,590 you'll see the tag cloud and if we've been online for a while, 317 00:14:49,590 --> 00:14:51,440 you know all about tag clouds. 318 00:14:51,720 --> 00:15:02,990 Um the way I use Tag clouds for my podcast is I choose like three main topics in each interview that I do that we talk about and I include those in the tag cloud. 319 00:15:03,000 --> 00:15:05,290 So for for my scenario, 320 00:15:05,290 --> 00:15:09,590 like if you come to my come to my page and you look at the tag cloud and you're like, 321 00:15:09,600 --> 00:15:11,200 oh okay retention, 322 00:15:11,200 --> 00:15:13,390 that's a topic I want to hear more about. 323 00:15:13,400 --> 00:15:18,870 You can click that tag cloud and that will take you to all the podcast interviews I've done that. 324 00:15:18,870 --> 00:15:19,500 I've cut that. 325 00:15:19,500 --> 00:15:21,920 We've discussed employee retention. 326 00:15:21,930 --> 00:15:22,310 Right? 327 00:15:22,320 --> 00:15:26,040 So now think about this from an internal perspective. 328 00:15:26,040 --> 00:15:26,400 Right? 329 00:15:26,410 --> 00:15:28,820 So now let's say I interviewed norma jean, 330 00:15:28,830 --> 00:15:29,940 she's amazing. 331 00:15:29,940 --> 00:15:32,210 She just joined the team and, 332 00:15:32,220 --> 00:15:36,270 and you have these like great talents and podcasting being one of them, 333 00:15:36,270 --> 00:15:36,850 let's say. 334 00:15:36,990 --> 00:15:38,610 So I would, 335 00:15:38,620 --> 00:15:45,880 I would use those tags of your different talents and maybe where you're from and what you're into and your hobbies and so forth. 336 00:15:45,890 --> 00:15:49,770 So that if I'm a new hire and I'm going through this archive, 337 00:15:49,940 --> 00:15:50,290 you know, 338 00:15:50,290 --> 00:15:54,220 it may be pretty daunting because maybe there's 100 or 1000 employees. 339 00:15:54,230 --> 00:15:58,160 I could go through this tag cloud and see some and see, 340 00:15:58,160 --> 00:15:58,430 okay, 341 00:15:58,430 --> 00:16:00,050 well let me find someone who's interested, 342 00:16:00,060 --> 00:16:00,870 Oh podcasting. 343 00:16:00,870 --> 00:16:02,180 Well let's just choose that. 344 00:16:02,190 --> 00:16:08,210 I could click it and that would take me to the episodes of interviews with talent that are, 345 00:16:08,220 --> 00:16:08,610 you know, 346 00:16:08,610 --> 00:16:13,495 hobbyists or interested in podcasting for example and then I would find norma jean's, 347 00:16:13,495 --> 00:16:19,545 I'd be like sweet and I click that listen to you and that would be a great reason for me to then follow up with you and say, 348 00:16:19,545 --> 00:16:20,255 hey, 349 00:16:20,265 --> 00:16:21,445 I'm new here, 350 00:16:21,455 -->

00:16:24,435 but I just heard you on the podcast and uh, 351 00:16:24,445 --> 00:16:24,695 you know, 352 00:16:24,705 --> 00:16:28,425 I'm also from Toronto or I don't know where you're from, 353 00:16:28,435 --> 00:16:29,185 where are you from? 354 00:16:29,830 --> 00:16:30,150 Oh, 355 00:16:30,150 --> 00:16:31,210 I'm from Pasadena. 356 00:16:31,220 --> 00:16:31,930 But no, 357 00:16:31,930 --> 00:16:32,280 I think, 358 00:16:32,280 --> 00:16:33,400 I think it's absolutely, 359 00:16:33,400 --> 00:16:34,000 it's great. 360 00:16:34,000 --> 00:16:39,270 And within at pod bean we have an enterprise solution that is secure internal podcasting. 361 00:16:39,270 --> 00:16:45,050 You can absolutely do that with tags and you can create custom playlists and its technology is really amazing. 362 00:16:45,060 --> 00:16:47,350 Um and we'll have the link to that here in the show notes, 363 00:16:47,350 --> 00:16:48,950 but I definitely agree, 364 00:16:48,950 --> 00:16:49,210 you know, 365 00:16:49,210 --> 00:16:53,230 having those topics and making sure that, 366 00:16:53,240 --> 00:16:53,720 you know, 367 00:16:53,720 --> 00:16:59,350 whether it's something niche or whether it's a skill set that people within your organization can find that common ground. 368 00:16:59,350 --> 00:17:00,890 I think that's so important. 369 00:17:01,480 --> 00:17:01,790 Yeah. 370 00:17:01,800 --> 00:17:02,930 Even if you do like, 371 00:17:02,940 --> 00:17:03,950 I'm sorry, 372 00:17:04,330 --> 00:17:06,680 I've had too much coffee clearly. 373 00:17:06,690 --> 00:17:10,270 Um like I really have actually had way too much coffee. 374 00:17:10,280 --> 00:17:11,080 Uh, 375 00:17:11,090 --> 00:17:12,550 so if you look at like, 376 00:17:12,560 --> 00:17:16,580 like if you do a disc profile analysis or, 377 00:17:16,580 --> 00:17:16,970 you know, 378 00:17:16,980 --> 00:17:18,760 personality assessment, 379 00:17:18,760 --> 00:17:19,350 stuff like that, 380 00:17:19,360 --> 00:17:21,820 you can actually use those disks or those, 381 00:17:21,830 --> 00:17:27,870 the results from whatever term you use like or whatever or yeah, 382 00:17:27,880 --> 00:17:29,200 something like that. 383 00:17:29,210 --> 00:17:32,770 You could use those results also in those tags of that person. 384 00:17:32,770 --> 00:17:35,860 So that way you can also connect with kind of similar, 385 00:17:35,870 --> 00:17:36,610 similar people, 386 00:17:36,610 --> 00:17:39,330 if that was who you were seeking out an organization. 387 00:17:39,330 --> 00:17:40,110 So yeah. 388 00:17:40,120 --> 00:17:41,780 And pod is awesome by the way. 389 00:17:41,780 --> 00:17:42,550 I will, 390 00:17:42,560 --> 00:17:44,980 I will toot your horn that I think. 391 00:17:44,990 --> 00:17:49,830 I think pod beam beam has been around as long as I remember. 392 00:17:49,840 --> 00:17:50,240 Yeah, 393 00:17:50,250 --> 00:17:51,860 we've been around for a long time. 394 00:17:51,870 --> 00:17:52,880 Yeah, 395 00:17:53,160 --> 00:17:59,830 a really long time and pretty much since the beginning and we host over 600,000 podcasts. 396 00:17:59,840 --> 00:18:00,180 Um, 397 00:18:00,190 --> 00:18:00,990 it's really, 398 00:18:00,990 --> 00:18:01,320 it's, 399 00:18:01,330 --> 00:18:01,950 it's you know, 400 00:18:01,950 --> 00:18:03,530 we're really a leader in the industry. 401 00:18:03,540 --> 00:18:05,270 I mean we have so many different products. 402 00:18:05,270 --> 00:18:05,430 You know, 403 00:18:05,430 --> 00:18:06,800 we have an ads marketplace, 404 00:18:06,810 --> 00:18:08,080 we've got live streaming, 405 00:18:08,090 --> 00:18:09,290 we've got recording, 406 00:18:09,290 --> 00:18:10,230 we've got the app, 407 00:18:10,230 --> 00:18:10,870 we've got, 408 00:18:11,520 --> 00:18:12,180 oh gosh, 409 00:18:12,190 --> 00:18:12,520 you know, 410 00:18:12,520 --> 00:18:13,710 we've got our enterprise platform, 411 00:18:13,710 --> 00:18:14,620 which we mentioned before. 412 00:18:14,620 --> 00:18:15,450 So it's really, 413 00:18:15,460 --> 00:18:15,710 you know, 414 00:18:15,710 --> 00:18:16,880 sky's the limit and it's, 415 00:18:16,890 --> 00:18:20,910 it's really one of those things where in terms of podcasting if, 416 00:18:20,920 --> 00:18:22,530 if you have an interest we have, 417 00:18:22,540 --> 00:18:24,810 we've got you covered pretty much. 418 00:18:24,820 --> 00:18:25,120 Um, 419 00:18:25,130 --> 00:18:26,200 but in terms of, 420 00:18:26,210 --> 00:18:27,830 in terms of employee retention, 421 00:18:27,830 --> 00:18:31,400 I think that's really important to make sure that people feel like they're part of a community. 422 00:18:31,410 --> 00:18:39,980 I think that's such an important aspect in terms of fostering that feeling of being heard and being part of an organization. 423 00:18:39,990 --> 00:18:40,770 Um, 424 00:18:40,770 --> 00:18:48,980 and and I want to kind of pivot a little bit or maybe hone in on how podcasting can help with assessing the needs of your employees right? 425 00:18:48,980 --> 00:18:55,020 Because sometimes employees don't always speak up. 426 00:18:55,900 --> 00:18:59,230 So how have you seen podcasting help with that? 427 00:19:00,000 --> 00:19:01,670 Well one of the results, 428 00:19:01,670 --> 00:19:07,960 like one of the things is um so when I when I work with my clients I usually begin an engagement. 429 00:19:07,960 --> 00:19:19,590 If I'm doing like an internal uh you know from doing consulting in house um I usually begin with an anonymous employee survey to get a feeling for for what's happening, 430 00:19:19,590 --> 00:19:20,040 right? 431 00:19:20,390 --> 00:19:22,580 Um But with the podcast, 432 00:19:22,590 --> 00:19:25,970 I mean it's a great way again by interviewing your team members. 433 00:19:25,980 --> 00:19:32,680 If it's strictly internal of course um you can get a feel for for the the you know, 434 00:19:32,690 --> 00:19:39,300 nobody wants to be bashing the company but but sharing like where where there are

areas for improvement, 435 00:19:39,310 --> 00:19:39,810 right? 436 00:19:39,820 --> 00:19:44,900 And if you are let's say uh in the leadership team c suite person, 437 00:19:44,900 --> 00:19:50,310 maybe an HR manager or someone to that effect or or if you manage a specific division, 438 00:19:50,310 --> 00:19:59,500 let's say um you should as part of your role be subscribed to that podcast and listening to those interviews to hear this feedback yourself. 439 00:19:59,510 --> 00:20:05,970 Because it's one thing to get feedback but it's another thing to act on that feedback and do something with it. 440 00:20:05,980 --> 00:20:11,950 That's one of the biggest frustrations for employees is that when they do share feedback no matter what the medium is, 441 00:20:11,950 --> 00:20:14,880 they use to share that that feedback. 442 00:20:14,890 --> 00:20:20,690 Um when nothing gets done about it and they don't see any movement and they never hear about it again. 443 00:20:20,700 --> 00:20:24,370 You know that's uh that can really affect uh you know, 444 00:20:24,370 --> 00:20:25,280 sentiment at work. 445 00:20:25,280 --> 00:20:31,580 So um so podcast is a great way because you can interview your team members find out, 446 00:20:31,590 --> 00:20:32,060 you know, 447 00:20:32,070 --> 00:20:35,700 where they would love to see things improved and also what they love now. 448 00:20:35,700 --> 00:20:38,190 I mean it's not about criticizing but it's about, 449 00:20:38,190 --> 00:20:38,420 you know, 450 00:20:38,430 --> 00:20:40,150 constructive criticism maybe. 451 00:20:40,160 --> 00:20:40,640 Um, 452 00:20:40,650 --> 00:20:41,880 but also celebrating what, 453 00:20:41,890 --> 00:20:44,490 what's great and making sure to note that as well. 454 00:20:44,490 --> 00:20:47,810 So that maybe maybe it's well, 455 00:20:47,810 --> 00:20:48,590 you know, 456 00:20:48,600 --> 00:20:51,030 we love the off sites we do. 457 00:20:51,040 --> 00:20:54,980 Um well then maybe putting in more resources or doing those more frequently, 458 00:20:54,990 --> 00:20:55,810 things like that. 459 00:20:56,600 --> 00:20:57,000 Yeah, 460 00:20:57,010 --> 00:20:57,730 absolutely. 461 00:20:57,730 --> 00:20:59,840 And I think you really, 462 00:20:59,850 --> 00:21:00,170 you know, 463 00:21:00,170 --> 00:21:02,060 touched on trust, 464 00:21:02,070 --> 00:21:03,580 that's a really big one, 465 00:21:03,590 --> 00:21:04,130 right? 466 00:21:04,140 --> 00:21:04,750 Um, 467 00:21:05,270 --> 00:21:12,160 having that trust between an employee and a manager or employees and an organization is big. 468 00:21:12,170 --> 00:21:13,020 Um, 469 00:21:13,030 --> 00:21:14,400 and so I wanna, 470 00:21:14,410 --> 00:21:19,030 I wanna get back into podcasting in a second and I want to talk about how podcasting works within this. 471 00:21:19,030 --> 00:21:26,440 But what are some best practices for involving and improving employee communication and trust. 472 00:21:27,160 --> 00:21:29,000 It's a great

question and you know, 473 00:21:29,000 --> 00:21:31,100 because we're all about podcasting here, 474 00:21:31,100 --> 00:21:31,970 of course I'm gonna, 475 00:21:31,970 --> 00:21:35,630 I am gonna bring it back into podcasting because this is a perfect example. 476 00:21:35,630 --> 00:21:36,130 So, 477 00:21:36,730 --> 00:21:37,510 um, 478 00:21:37,520 --> 00:21:45,320 so a lot of the podcast community old schoolers like me who have been around a long time. 479 00:21:45,330 --> 00:21:52,630 Um I met them at a conference called podcast new media expo which was called P nme, 480 00:21:52,640 --> 00:21:55,640 which turned into blog world years later. 481 00:21:55,650 --> 00:22:05,040 But this is a podcast new media expo in Ontario California back in oh seven and that's when I met a lot of the at least american, 482 00:22:05,040 --> 00:22:08,400 mainly american podcasting community being from Canada. 483 00:22:08,410 --> 00:22:10,040 Uh there was a great conference, 484 00:22:10,040 --> 00:22:12,140 they're called podcasters across borders. 485 00:22:12,150 --> 00:22:21,300 But the reason why I'm bringing this up is because I'm a big advocate for companies who send their team members to conferences. 486 00:22:22,160 --> 00:22:27,210 So when you go to a conference representing the business as a, 487 00:22:27,210 --> 00:22:28,370 as a team member, 488 00:22:28,380 --> 00:22:30,770 the company is sending you to this conference. 489 00:22:30,770 --> 00:22:31,410 So you know, 490 00:22:31,420 --> 00:22:33,510 consumer electronics show for me, 491 00:22:33,520 --> 00:22:35,230 South by southwest for me, 492 00:22:35,240 --> 00:22:35,650 you know, 493 00:22:35,660 --> 00:22:39,260 these other kind of tech conferences in my industry, 494 00:22:39,990 --> 00:22:45,010 you were there representing the company and the company is not just following you everywhere you go, 495 00:22:45,020 --> 00:22:56,400 they have allocated budget for you to go and represent the company and and they have trusted you and in turn you are gaining their trust because you're there to build relationships. 496 00:22:56,700 --> 00:22:58,440 Um hopefully you have, 497 00:22:58,450 --> 00:22:58,790 you know, 498 00:22:58,790 --> 00:23:02,740 you have some good goals set out before you embark on this. 499 00:23:02,750 --> 00:23:06,330 And so networking is such an important part of all of this. 500 00:23:06,330 --> 00:23:06,740 So, 501 00:23:06,750 --> 00:23:07,130 you know, 502 00:23:07,130 --> 00:23:08,590 with the podcasting point is, 503 00:23:08,590 --> 00:23:08,880 you know, 504 00:23:08,880 --> 00:23:13,600 it was P nme that I was sent to in oh seven from the company, 505 00:23:13,600 --> 00:23:16,390 I was working with Emma at the time, 506 00:23:16,400 --> 00:23:21,260 they sent me there and uh and the M O is an email marketing company. 507 00:23:21,260 --> 00:23:22,880 So and podcasters need, 508 00:23:22,890 --> 00:23:26,090 you know email newsletter so it was a logical fit. 509

00:23:26,320 --> 00:23:26,740 Um, 510 00:23:26,750 --> 00:23:28,490 so this is a great way. 511 00:23:28,500 --> 00:23:34,260 I'm a huge advocate for companies to send their team members to conferences and trade shows and, 512 00:23:34,260 --> 00:23:35,110 and that kind of thing. 513 00:23:35,690 --> 00:23:36,210 Yeah, 514 00:23:36,220 --> 00:23:37,020 absolutely. 515 00:23:37,030 --> 00:23:38,060 Um, 516 00:23:38,070 --> 00:23:42,340 and I think that networking aspect is so big in terms of, 517 00:23:42,350 --> 00:23:43,550 in terms of trust, 518 00:23:43,550 --> 00:23:43,790 right? 519 00:23:43,790 --> 00:23:44,690 Your company is, 520 00:23:44,700 --> 00:23:48,620 is allowing you to or asking you to represent them. 521 00:23:48,630 --> 00:23:50,900 And so that that instills trust in a lot of ways. 522 00:23:50,900 --> 00:23:53,390 And I think that's true from a podcasting aspect, 523 00:23:53,390 --> 00:23:53,650 right? 524 00:23:53,650 --> 00:23:56,740 Like especially whether it's, 525 00:23:56,750 --> 00:23:57,000 you know, 526 00:23:57,000 --> 00:24:00,340 an employee spotlight or um, 527 00:24:01,190 --> 00:24:01,800 you know, 528 00:24:01,810 --> 00:24:03,030 something where you're, 529 00:24:03,040 --> 00:24:06,050 you're augmenting or highlighting someone's work, 530 00:24:06,060 --> 00:24:07,310 the company is saying, 531 00:24:07,320 --> 00:24:07,580 you know, 532 00:24:07,580 --> 00:24:08,650 not only do we applaud this, 533 00:24:08,650 --> 00:24:10,120 but this represents who we are. 534 00:24:10,130 --> 00:24:14,680 So I think it's it's that ability to feel as though, 535 00:24:14,690 --> 00:24:15,110 you know, 536 00:24:15,110 --> 00:24:18,450 you can represent your organization so that that's fantastic. 537 00:24:18,460 --> 00:24:21,430 Um and if you ever go to a podcasting conference for everyone out there, 538 00:24:21,430 --> 00:24:24,110 listening pod means there come say hi, 539 00:24:24,630 --> 00:24:26,840 we've always got freebies at the booth, 540 00:24:26,840 --> 00:24:28,480 so it's definitely a big one. 541 00:24:28,490 --> 00:24:29,730 I will, 542 00:24:29,740 --> 00:24:32,580 may I plug that for a second actually. 543 00:24:32,590 --> 00:24:33,590 So I'm a huge, 544 00:24:33,590 --> 00:24:38,250 also I'm a big fan of talking to strangers and when I speak about networking, 545 00:24:38,250 --> 00:24:39,920 that's what my first book, 546 00:24:39,930 --> 00:24:41,950 new business networking is all about. 547 00:24:41,960 --> 00:24:42,460 Um, 548 00:24:42,470 --> 00:24:44,970 and I wanted to share this very quickly. 549 00:24:44,970 --> 00:24:49,650 So I was at a conference and there was a woman sitting behind this booth, 550 00:24:49,660 --> 00:24:54,210 kind of looking terribly bored and she she was obviously a publisher, 551 00:24:54,210 --> 00:24:55,320 there was a pile of books, 552 00:24:55,320 --> 00:24:55,500 you know, 553 00:24:55,500 --> 00:24:56,890 kind of displayed at the table, 554 00:24:56,890 --> 00:24:58,380 but she looked terribly bored. 555 00:24:58,390 --> 00:24:59,470 And as I said, 556 00:24:59,470 --> 00:25:00,530 I'm a big proponent, 557 00:25:00,540 --> 00:25:02,380 a big fan of talking to strangers. 558 00:25:02,380 --> 00:25:04,020 So I got to practice what I preach. 559 00:25:04,030 --> 00:25:06,920 So I went over and just made some small talk. 560 00:25:06,930 --> 00:25:09,660 Now I knew some of the the authors on the table, 561 00:25:09,660 --> 00:25:10,890 I knew I knew them personally. 562 00:25:10,890 --> 00:25:11,620 So I said, 563 00:25:11,620 --> 00:25:11,960 oh yeah, 564 00:25:11,960 --> 00:25:13,540 I know this person and that person, 565 00:25:13,540 --> 00:25:13,760 you know, 566 00:25:13,760 --> 00:25:14,120 we've, 567 00:25:14,130 --> 00:25:14,500 you know, 568 00:25:14,500 --> 00:25:14,760 blah, 569 00:25:14,760 --> 00:25:14,880 blah, 570 00:25:14,880 --> 00:25:15,300 blah. 571 00:25:15,310 --> 00:25:16,210 And she was like, 572 00:25:16,210 --> 00:25:16,270 oh, 573 00:25:16,270 --> 00:25:16,860 that's great. 574 00:25:16,870 --> 00:25:18,550 And then next thing she says, 575 00:25:18,560 --> 00:25:19,400 uh, 576 00:25:19,410 --> 00:25:20,950 what's what's your book? 577 00:25:21,830 --> 00:25:24,530 And this is before my book came out, 578 00:25:24,540 --> 00:25:25,110 and I said, 579 00:25:25,110 --> 00:25:25,630 well, 580 00:25:25,640 --> 00:25:27,090 I don't have a book. 581 00:25:27,100 --> 00:25:27,810 And she said, 582 00:25:27,810 --> 00:25:28,230 well, 583 00:25:28,240 --> 00:25:28,800 you know, 584 00:25:28,800 --> 00:25:29,020 yeah, 585 00:25:29,020 --> 00:25:30,260 but what's your book? 586 00:25:30,860 --> 00:25:32,270 And she put me on the spot. 587 00:25:32,270 --> 00:25:38,580 And I and this is the first time ever that I had actually said the idea for my book out loud even to my wife, 588 00:25:38,590 --> 00:25:39,460 she didn't, 589 00:25:39,470 --> 00:25:41,110 I've never said it to anyone. 590 00:25:41,120 --> 00:25:41,730 And I said, 591 00:25:41,730 --> 00:25:41,870 well, 592 00:25:41,870 --> 00:25:45,750 I've always thought about writing a book about networking best practices, 593 00:25:45,750 --> 00:25:50,240 doing it the nice way and which is what I'm all about the next method, 594 00:25:50,440 --> 00:25:53,380 but networking both online and offline. 595 00:25:53,390 --> 00:25:55,590 So using social networks of course, 596 00:25:55,600 --> 00:25:58,050 but then using your own events create, 597 00:25:58,050 --> 00:26:03,600 I have a lot of experience creating my own events or or attending conferences or doing what we're doing. 598 00:26:03,600 --> 00:26:07,370 I even have a chapter on podcasting as a way to network. 599 00:26:07,380 --> 00:26:09,980 So she says, 600 00:26:09,980 --> 00:26:10,210 well, 601 00:26:10,210 --> 00:26:11,660 I love that idea. 602 00:26:11,670 --> 00:26:14,190 And so we exchange information. 603 00:26:14,200 --> 00:26:16,270 I followed up with her, 604

00:26:16,280 --> 00:26:22,180 we exchanged a little more information and I followed up one more time and I got a book deal. 605 00:26:23,510 --> 00:26:28,140 So that's a long winded way of telling everybody that if you are at a conference, 606 00:26:28,150 --> 00:26:28,650 um, 607 00:26:28,660 --> 00:26:33,470 go and talk to the exhibitors because they're not sitting there, 608 00:26:33,480 --> 00:26:33,740 you know, 609 00:26:33,740 --> 00:26:38,050 they're not paying to have a booth or a table to just sit there bored, 610 00:26:38,050 --> 00:26:39,450 they want to talk to people. 611 00:26:39,460 --> 00:26:43,460 And it's amazing what can happen when you go and you talk to strangers, 612 00:26:43,460 --> 00:26:45,300 not just the people working at the booth, 613 00:26:45,300 --> 00:26:49,740 but of course other attendees and organizers and speakers and so forth. 614 00:26:49,740 --> 00:26:50,090 So, 615 00:26:50,100 --> 00:26:51,160 and as a speaker, 616 00:26:51,160 --> 00:26:53,710 I always love talking to people. 617 00:26:53,720 --> 00:27:00,230 It's always better by the way to go and talk to the speaker before they speak because usually it gets a little busy afterwards. 618 00:27:00,230 --> 00:27:00,740 Hopefully. 619 00:27:00,740 --> 00:27:02,100 Yeah, 620 00:27:02,110 --> 00:27:02,960 absolutely. 621 00:27:02,970 --> 00:27:06,260 And I think that's such an important that that's such an important aspect, 622 00:27:06,260 --> 00:27:06,510 right? 623 00:27:06,510 --> 00:27:07,080 Like that, 624 00:27:07,090 --> 00:27:11,250 that networking side of it and podcasting really enables that from, 625 00:27:11,250 --> 00:27:15,070 and the thing with podcasting that we always tell people is that if you feel like you're in a vacuum, 626 00:27:15,070 --> 00:27:15,220 right? 627 00:27:15,220 --> 00:27:16,890 You feel like it's you and the microphone and, 628 00:27:17,080 --> 00:27:17,420 you know, 629 00:27:17,420 --> 00:27:18,830 your, 630 00:27:18,840 --> 00:27:19,930 it's almost like a monologue, 631 00:27:19,940 --> 00:27:21,180 but that's not the case, 632 00:27:21,190 --> 00:27:21,940 right? 633 00:27:21,950 --> 00:27:22,370 You're, 634 00:27:22,380 --> 00:27:23,600 you're having conversations, 635 00:27:23,600 --> 00:27:25,290 you're having interaction and even if it's a, 636 00:27:25,300 --> 00:27:25,720 it's a, 637 00:27:25,730 --> 00:27:27,880 it's a podcast with a singular host. 638 00:27:27,890 --> 00:27:28,490 Um, 639 00:27:28,490 --> 00:27:28,700 and, 640 00:27:28,710 --> 00:27:30,080 and it's just a monologue, 641 00:27:30,080 --> 00:27:33,390 you're still having the interaction with your listeners and your audience. 642 00:27:33,390 --> 00:27:46,450 And so it's so important from a podcasting aspect to have that engagement in mind and to speak to the audience or to speak to your guests and in regard to networking internal podcasting, 643 00:27:46,460 --> 00:27:47,010 you know, 644 00:27:47,010 --> 00:27:48,280 within your organization.

645 00:27:48,280 --> 00:27:48,630 So that, 646 00:27:48,640 --> 00:27:51,020 that's such a big aspect of it as well. 647 00:27:51,030 --> 00:27:51,670 Um, 648 00:27:51,670 --> 00:27:53,890 and absolutely on the conference side, 649 00:27:53,900 --> 00:27:54,530 um, 650 00:27:54,540 --> 00:27:55,230 we're at, 651 00:27:55,240 --> 00:27:56,890 we're at all the podcasting conferences. 652 00:27:56,890 --> 00:27:59,340 So come and say hi actually, 653 00:27:59,350 --> 00:27:59,850 uh, 654 00:27:59,860 --> 00:28:00,900 this is august 16, 655 00:28:00,900 --> 00:28:03,210 so we will be at podcast movement next week. 656 00:28:03,220 --> 00:28:04,370 Come say hi to me, 657 00:28:04,370 --> 00:28:05,370 I'll be at the podcast booth, 658 00:28:05,380 --> 00:28:08,060 the team will be there. 659 00:28:08,360 --> 00:28:09,680 There you go. 660 00:28:09,690 --> 00:28:11,280 But it's definitely something where, 661 00:28:11,290 --> 00:28:11,860 you know, 662 00:28:11,870 --> 00:28:13,600 within an organization, 663 00:28:13,600 --> 00:28:15,780 if you're looking at employee retention, 664 00:28:15,790 --> 00:28:24,700 making sure that people feel heard is so important and and inviting them into the experience is such a big part of that, 665 00:28:24,710 --> 00:28:25,280 right? 666 00:28:25,630 --> 00:28:27,120 So whether it's, 667 00:28:27,130 --> 00:28:27,820 you know, 668 00:28:27,830 --> 00:28:28,670 obviously, 669 00:28:28,670 --> 00:28:29,010 you know, 670 00:28:29,010 --> 00:28:31,470 if you have a podcast internally within your organization, 671 00:28:31,470 --> 00:28:43,270 your employees are going to hear your podcast but inviting them on inviting them to be part of that initiative and also what we've noticed with podcasting here at pod being because we are enterprise platform is incredible. 672 00:28:43,280 --> 00:28:43,790 Um, 673 00:28:43,800 --> 00:28:45,480 is that podcasting is pretty exciting. 674 00:28:45,480 --> 00:28:52,840 And so what happens is is that 11 department will start podcasting and then, 675 00:28:52,850 --> 00:28:53,720 you know, 676 00:28:53,730 --> 00:28:56,850 it just takes off because everybody wants to start a podcast, 677 00:28:56,850 --> 00:28:58,070 you've got learning and development, 678 00:28:58,070 --> 00:28:59,190 you've got onboarding, 679 00:28:59,200 --> 00:29:01,100 you've got um, 680 00:29:01,110 --> 00:29:01,980 sales, 681 00:29:01,990 --> 00:29:02,440 you know, 682 00:29:02,450 --> 00:29:05,060 you've got diversity and inclusion and equity. 683 00:29:05,070 --> 00:29:05,520 You, 684 00:29:05,530 --> 00:29:06,430 it's all there. 685 00:29:06,430 --> 00:29:07,050 And so, 686 00:29:07,060 --> 00:29:07,390 you know, 687 00:29:07,390 --> 00:29:14,820 what we're noticing is that as people start to take part in these participatory experiences, 688 00:29:14,830 --> 00:29:15,730 even as a listener, 689 00:29:15,730 --> 00:29:17,590 they become creators as a result. 690 00:29:17,590 --> 00:29:22,230 And and and take on that initiative and take on that ownership within the organization. 691 00:29:22,240 --> 00:29:30,760 And that really leads to that ownership really leads to feeling like you're part of something and that job satisfaction with an organization because you, 692 00:29:30,770 --> 00:29:31,280 you know, 693 00:29:31,280 --> 00:29:32,390 are actively, 694 00:29:32,950 --> 00:29:36,320 you're actively creating something within a community almost. 695 00:29:36,330 --> 00:29:38,390 So it's it's really fantastic. 696 00:29:38,400 --> 00:29:40,030 Um yeah, 697 00:29:40,040 --> 00:29:43,160 and I love that aspect of networking because within podcasting, 698 00:29:43,170 --> 00:29:43,370 you know, 699 00:29:43,370 --> 00:29:44,500 obviously in person. 700 00:29:44,510 --> 00:29:45,510 Um, 701 00:29:45,520 --> 00:29:46,730 and also, 702 00:29:46,740 --> 00:29:47,250 you know, 703 00:29:47,250 --> 00:29:48,360 within a podcast, 704 00:29:48,360 --> 00:29:50,610 that same interaction is still there. 705 00:29:50,620 --> 00:29:50,940 Um, 706 00:29:50,940 --> 00:29:55,120 and it's important to foster that within your organization if you're utilizing podcasting, 707 00:29:55,130 --> 00:29:55,990 um, 708 00:29:56,000 --> 00:29:58,270 which is such a powerful tool. 709 00:29:58,280 --> 00:29:58,840 Um, 710 00:29:58,850 --> 00:29:59,460 I wanna, 711 00:29:59,470 --> 00:30:00,690 I wanna pivot a little bit and, 712 00:30:00,700 --> 00:30:07,490 and and and talk about storytelling because storytelling is, 713 00:30:07,500 --> 00:30:10,520 is so important within an organization. 714 00:30:10,530 --> 00:30:11,270 Um, 715 00:30:11,280 --> 00:30:13,040 and it really does make an impact, 716 00:30:13,040 --> 00:30:13,320 right? 717 00:30:13,330 --> 00:30:14,250 You know, 718 00:30:14,260 --> 00:30:15,790 the story of your brand, 719 00:30:15,790 --> 00:30:17,170 the story of our company, 720 00:30:17,180 --> 00:30:21,000 but also the stories of the people that comprise your organization. 721 00:30:21,000 --> 00:30:26,330 So how have you seen storytelling make those impacts within an organization, 722 00:30:26,860 --> 00:30:28,750 you know? 723 00:30:30,070 --> 00:30:30,430 Yes. 724 00:30:30,430 --> 00:30:30,990 Stories. 725 00:30:30,990 --> 00:30:31,840 I mean when you do, 726 00:30:31,840 --> 00:30:34,340 when you share a story, 727 00:30:34,350 --> 00:30:39,820 it it reveals like for for from a personal perspective, 728 00:30:39,820 --> 00:30:48,990 like when you share a story you're opening up to the world and sharing something about yourself and and if you want people to, 729 00:30:49,000 --> 00:30:52,560 you know the old know like and trust uh deal right? 730 00:30:52,560 --> 00:30:57,340 Like you want people in order to people for people to get to know you better. 731 00:30:57,350 --> 00:30:59,770 You need to share stories right? 732 00:30:59,780 --> 00:31:03,050 And those people will start to like you because of the stories. 733 00:31:03,050 --> 00:31:03,620

Hopefully. 734 00:31:03,630 --> 00:31:04,140 Um, 735 00:31:04,140 --> 00:31:06,860 and by knowing you and liking you, 736 00:31:06,860 --> 00:31:08,200 they begin to trust you. 737 00:31:08,210 --> 00:31:09,090 Uh, 738 00:31:09,100 --> 00:31:14,330 so it's completely logical for for professionals to share stories, 739 00:31:14,340 --> 00:31:21,530 the professional story is much more interesting I think or the founder story than the brand story itself, 740 00:31:21,540 --> 00:31:21,890 right? 741 00:31:21,900 --> 00:31:23,180 Because the brand story is, 742 00:31:23,190 --> 00:31:24,710 is conceived. 743 00:31:24,720 --> 00:31:25,500 Uh, 744 00:31:25,510 --> 00:31:26,040 you know, 745 00:31:26,050 --> 00:31:26,310 it's, 746 00:31:26,320 --> 00:31:27,430 it's not as, 747 00:31:27,770 --> 00:31:29,210 it's not that it's not authentic, 748 00:31:29,210 --> 00:31:30,590 it's just not as human, 749 00:31:30,600 --> 00:31:31,150 right? 750 00:31:31,160 --> 00:31:34,910 Where the personal story and if your personal story, 751 00:31:34,920 --> 00:31:39,230 if you are personally representing that brand and sharing a story, 752 00:31:39,240 --> 00:31:42,290 that's that's what pays off because again, 753 00:31:42,420 --> 00:31:43,330 when I, 754 00:31:43,330 --> 00:31:44,780 I ran um, 755 00:31:44,790 --> 00:31:52,240 social media among other things for consumer electronics company back in the day and when I was doing that, 756 00:31:52,250 --> 00:31:54,130 I was always representing myself, 757 00:31:54,140 --> 00:31:58,560 but representing the brand on social and personal conferences and so forth. 758 00:31:58,570 --> 00:31:59,180 Um, 759 00:31:59,190 --> 00:32:00,000 so, 760 00:32:00,280 --> 00:32:05,390 and I would often retweets or hear from customers who would go to the Apple store, 761 00:32:05,400 --> 00:32:08,780 pick up our competitors product and pick up our product. 762 00:32:08,790 --> 00:32:12,400 And they even and they said this like multiple different people in different ways. 763 00:32:12,400 --> 00:32:28,500 Said I chose this product because of Dave because I was thinking of you Dave and that is how that's how this all pays off in the long run because people have and attachment to so people like norma jean of course, 764 00:32:28,500 --> 00:32:28,750 right? 765 00:32:28,750 --> 00:32:29,440 They like you. 766 00:32:29,440 --> 00:32:34,030 So I will probably do business with pod bean because I like you and you're a great person. 767 00:32:34,030 --> 00:32:35,760 So it's logical. 768 00:32:35,770 --> 00:32:36,750 So again, 769 00:32:36,760 --> 00:32:50,720 and the way we open up and the way we allow people to get to know us is by sharing stories and it's been happening since the old days around a fire and it's still happening today in every different kind of medium out there. 770 00:32:50,720 --> 00:33:04,660 So yeah it is and I love what you said about the founder story over the brand story that's that's so important because you know like we've been saying it's the people that comprise an organization and it's so important, 771 00:33:04,660 --> 00:33:04,880 right? 772 00:33:04,880 --> 00:33:06,540 So when you hear from the person who says, 773 00:33:06,540 --> 00:33:07,010 you know, 774 00:33:07,760 --> 00:33:10,140 I had a dream to start this company or you know, 775 00:33:10,140 --> 00:33:12,340 I created this product or you know, 776 00:33:12,350 --> 00:33:13,460 however it is, 777 00:33:13,460 --> 00:33:14,070 whether it's, 778 00:33:14,080 --> 00:33:15,000 you know people, 779 00:33:15,010 --> 00:33:16,870 people love to hear those origin stories. 780 00:33:16,880 --> 00:33:22,280 Um and I don't think it's I don't think it's exclusive to the founders of companies. 781 00:33:22,290 --> 00:33:22,570 You know, 782 00:33:22,570 --> 00:33:29,280 I think people within an organization want to hear about the professional trajectory of people within the organizations, 783 00:33:29,290 --> 00:33:32,760 whether they're people who are peers or colleagues or executives, 784 00:33:32,770 --> 00:33:33,500 um, 785 00:33:33,510 --> 00:33:36,060 who stayed with the organization or who, 786 00:33:36,070 --> 00:33:36,330 you know, 787 00:33:36,330 --> 00:33:40,650 have specific experience or a very unique professional journey. 788 00:33:40,660 --> 00:33:42,570 It definitely adds to, 789 00:33:43,020 --> 00:33:43,320 you know, 790 00:33:43,320 --> 00:33:44,350 that community and, 791 00:33:44,350 --> 00:33:45,430 and feeling heard, 792 00:33:45,440 --> 00:33:48,180 we also talk about a statistic here at pod Bean, 793 00:33:48,190 --> 00:33:49,440 our director of Communications, 794 00:33:49,440 --> 00:33:50,210 talks about this all the time, 795 00:33:50,210 --> 00:33:51,030 Shannon Martin, 796 00:33:51,040 --> 00:33:55,490 and she speaks about how when information is told in a story, 797 00:33:55,490 --> 00:33:57,080 we remember the facts more. 798 00:33:57,090 --> 00:34:00,020 Yeah. 799 00:34:00,030 --> 00:34:01,730 And so I think it's something where, 800 00:34:01,740 --> 00:34:02,250 you know, 801 00:34:02,260 --> 00:34:05,640 that brain link is so important, 802 00:34:05,650 --> 00:34:08,880 and especially with podcasting and audio in general. 803 00:34:09,160 --> 00:34:09,810 Um, 804 00:34:09,820 --> 00:34:14,860 it's something where the emotional aspect of it is present because when you're reading something, 805 00:34:14,870 --> 00:34:16,790 it's flat emotionally, 806 00:34:16,800 --> 00:34:17,410 right? 807 00:34:17,420 --> 00:34:19,160 You're reading it on a page or, 808 00:34:19,160 --> 00:34:21,380 or in an email newsletter within your organization, 809 00:34:21,380 --> 00:34:22,280 it's flat. 810 00:34:22,290 --> 00:34:23,150 Um, 811 00:34:23,160 --> 00:34:25,480 but when you're hearing the intonation of someone's voice, 812 00:34:25,480 --> 00:34:26,700 you're hearing the emotion behind it, 813 00:34:26,700 --> 00:34:27,780 you're hearing them talk about, 814 00:34:27,790 -->

00:34:28,530 oh, 815 00:34:28,530 --> 00:34:28,930 you know, 816 00:34:28,930 --> 00:34:29,230 I, 817 00:34:29,240 --> 00:34:29,450 you know, 818 00:34:29,450 --> 00:34:31,700 I didn't know what I was going to do at this point in my career. 819 00:34:31,710 --> 00:34:31,950 Oh, 820 00:34:31,950 --> 00:34:33,330 I I love working here. 821 00:34:33,330 --> 00:34:34,740 And it's so incredible. 822 00:34:34,750 --> 00:34:34,980 You know, 823 00:34:34,980 --> 00:34:35,860 it's something where, 824 00:34:36,470 --> 00:34:36,830 you know, 825 00:34:36,830 --> 00:34:44,920 that that emotion really comes through and it it adds to the experience in a way that you're not going to get from, 826 00:34:44,930 --> 00:34:47,520 you're not going to get from print. 827 00:34:47,530 --> 00:34:48,140 Um, 828 00:34:48,150 --> 00:34:49,620 and in terms of video, 829 00:34:49,620 --> 00:34:50,840 the engagement is different. 830 00:34:50,850 --> 00:34:51,660 It's it's, 831 00:34:51,670 --> 00:34:52,250 you know, 832 00:34:52,250 --> 00:34:54,950 you're you're looking at video, 833 00:34:54,950 --> 00:34:56,960 but you can't do anything else at the same time, 834 00:34:56,960 --> 00:34:57,170 right? 835 00:34:57,170 --> 00:34:57,570 If you're, 836 00:34:57,580 --> 00:34:58,590 if you're a sales force, 837 00:34:58,590 --> 00:34:59,660 you can't drive, 838 00:34:59,670 --> 00:34:59,890 you know, 839 00:34:59,890 --> 00:35:01,080 to your next appointment, 840 00:35:01,090 --> 00:35:06,160 you're watching a video that's not gonna work out right now. 841 00:35:06,170 --> 00:35:07,380 We're not quite there yet. 842 00:35:07,390 --> 00:35:09,270 We're not quite there yet. 843 00:35:09,280 --> 00:35:10,200 And also, 844 00:35:10,210 --> 00:35:10,540 you know, 845 00:35:10,540 --> 00:35:11,080 I think, 846 00:35:11,090 --> 00:35:14,040 I think the other aspect of podcasting that's really important, 847 00:35:14,040 --> 00:35:16,120 and we just had um, 848 00:35:16,130 --> 00:35:18,480 Mark rico come on a couple of, 849 00:35:18,490 --> 00:35:20,380 a couple of months ago and he spoke about, 850 00:35:20,790 --> 00:35:21,410 um, 851 00:35:21,420 --> 00:35:28,840 how with podcasting and audio you fill in the blanks like you would when you're reading, 852 00:35:28,850 --> 00:35:34,860 so if somebody is describing something or if someone's talking your brain is going to automatically try and come up with, 853 00:35:34,860 --> 00:35:35,030 you know, 854 00:35:35,030 --> 00:35:36,330 what they look like or, 855 00:35:36,340 --> 00:35:36,780 you know, 856 00:35:36,780 --> 00:35:40,160 a house that they're describing or a place that they're describing. 857 00:35:40,170 --> 00:35:43,530 And so there's that participatory aspect of it. 858 00:35:44,040 --> 00:35:44,410 Yeah, 859 00:35:44,410 --> 00:35:45,200 that's interesting. 860 00:35:45,210 --> 00:35:47,560 You're creating part of the experience. 861 00:35:47,560 --> 00:35:49,740 And so the storytelling aspect of it is, 862 00:35:49,750 --> 00:35:50,700 it's huge. 863 00:35:50,710 --> 00:35:51,240 Yeah, 864 00:35:51,250 --> 00:35:51,760 it's funny, 865 00:35:51,760 --> 00:35:54,030 I was gonna mention something earlier. 866 00:35:54,040 --> 00:35:54,800 Um, 867 00:35:54,810 --> 00:35:59,480 but your point there actually solidifies the point that I was going to make, 868 00:35:59,480 --> 00:36:00,490 which is um, 869 00:36:00,500 --> 00:36:01,840 so I was listening to, 870 00:36:01,850 --> 00:36:02,030 you know, 871 00:36:02,030 --> 00:36:09,490 we're talking about like founder stories in an audio sort of way and Guy raz of course every podcaster should know, 872 00:36:09,500 --> 00:36:10,710 hosted. 873 00:36:10,720 --> 00:36:11,240 You know, 874 00:36:11,240 --> 00:36:13,170 11 of my favorite podcast, 875 00:36:13,170 --> 00:36:14,840 which was how I built this. 876 00:36:14,850 --> 00:36:17,020 Yeah. 877 00:36:17,030 --> 00:36:21,120 And so he interviewed jenny Bauer and jenny bowers, 878 00:36:21,120 --> 00:36:23,440 the founder of Jeni's splendid ice creams. 879 00:36:23,440 --> 00:36:25,700 I have no stake in the company, 880 00:36:25,700 --> 00:36:28,130 but but I like using, 881 00:36:28,140 --> 00:36:30,180 I like thinking because this is an example of, 882 00:36:30,190 --> 00:36:31,160 of what you're saying. 883 00:36:31,160 --> 00:36:40,070 So um so she started this amazing ice cream company out of I think Ohio and they have multiple locations here in Nashville now and, 884 00:36:40,070 --> 00:36:42,920 and I'm sure they've expanded elsewhere and quite a, 885 00:36:42,930 --> 00:36:44,970 quite a successful company. 886 00:36:44,980 --> 00:36:45,390 You know, 887 00:36:45,390 --> 00:36:46,390 basically homemade, 888 00:36:46,390 --> 00:36:50,800 kind of really yummy delicious ice cream made from very bizarre flavors, 889 00:36:50,810 --> 00:36:52,570 like mixes that you're like, 890 00:36:52,570 --> 00:36:53,430 wait what? 891 00:36:53,440 --> 00:36:54,100 But you know, 892 00:36:54,100 --> 00:36:55,600 and they taste great together. 893 00:36:55,820 --> 00:36:57,700 Um and her story, 894 00:36:57,700 --> 00:36:59,010 I was fascinated by, 895 00:36:59,010 --> 00:37:06,600 it stuck with me because her story was sort of like punk rock kind of girl and and kind of my origin story a little bit. 896 00:37:06,610 --> 00:37:09,980 Um and how she worked in a, 897 00:37:09,990 --> 00:37:17,920 in a farmer's market making ice cream and she would come up with these different flavors from the produce that was available at any given day. 898 00:37:17,920 --> 00:37:22,250 And of course this produce would change from time to time over what was available, 899 00:37:22,250 --> 00:37:24,030 what was in season and things like that. 900 00:37:24,030 --> 00:37:25,500 And she would make ice cream with like, 901 00:37:25,510 --> 00:37:25,990 you know, 902 00:37:26,000 --> 00:37:30,360 fresh peaches and and weird things anyway, 903 00:37:30,380 --> 00:37:39,340 um but what I

found was really interesting was one of the biggest mistakes she made and she shared this story was the fact that because she kept coming up with new recipes. 904 00:37:39,670 --> 00:37:44,600 people were disappointed with the spot on. 905 00:37:44,600 --> 00:37:44,780 Yeah, 906 00:37:44,780 --> 00:37:45,340 you nailed it. 907 00:37:45,340 --> 00:37:45,580 Yeah, 908 00:37:45,580 --> 00:37:46,780 they wanted that one. 909 00:37:46,780 --> 00:37:47,070 Right? 910 00:37:47,070 --> 00:37:47,530 So they, 911 00:37:47,540 --> 00:37:53,190 so she learned because she was so excited about creating these, 912 00:37:53,200 --> 00:37:55,580 these new flavors all the time that she, 913 00:37:55,590 --> 00:37:56,780 she didn't realize that. 914 00:37:56,790 --> 00:37:57,270 Oh, 915 00:37:57,270 --> 00:37:59,240 so if I have like the same flavors, 916 00:37:59,240 --> 00:38:01,960 maybe add one flavor of the week or whatever, 917 00:38:02,100 --> 00:38:04,130 but the rest are the consistent ones. 918 00:38:04,140 --> 00:38:08,690 Then when I bring my friend to jenny's booth at the ice cream market, 919 00:38:08,700 --> 00:38:14,520 I know that I can give her the biscuits and peach flavored ice cream because it's gonna be there. 920 00:38:14,690 --> 00:38:15,860 Uh so, 921 00:38:15,870 --> 00:38:16,380 but again, 922 00:38:16,380 --> 00:38:20,670 this story has always stuck out to me a because you know, 923 00:38:20,670 --> 00:38:23,000 I love the ice cream shop and things. 924 00:38:23,010 --> 00:38:24,710 Um and it's a cool story, 925 00:38:24,720 --> 00:38:37,900 but it was all because I heard her interviewed about this and her origin story and I've spent time over the years and like farmers markets in Toronto and Nashville that I envisioned what this farmer's market looked like, 926 00:38:37,900 --> 00:38:38,580 that she was in. 927 00:38:38,590 --> 00:38:41,110 And even though I didn't know what it looked like, 928 00:38:41,120 --> 00:38:42,270 but I have some assumptions, 929 00:38:42,270 --> 00:38:42,640 right? 930 00:38:42,650 --> 00:38:45,590 So painting that picture as you mentioned earlier. 931 00:38:45,600 --> 00:38:47,080 So yeah, 932 00:38:47,390 --> 00:38:48,020 right. 933 00:38:48,030 --> 00:38:48,680 And we're gonna, 934 00:38:48,690 --> 00:38:54,310 we're gonna apply it to our own to our own lives in a lot of ways and I really love what you said about, 935 00:38:54,320 --> 00:38:56,940 you know the mistake and telling the story of those mistakes. 936 00:38:56,940 --> 00:38:59,250 So internally within an organization, 937 00:38:59,250 --> 00:39:02,500 I think it is so important and it really speaks to, 938 00:39:03,170 --> 00:39:03,470 you know, 939 00:39:03,470 --> 00:39:06,530 the vulnerability of the fact that we're all just human beings, 940 00:39:06,540 --> 00:39:06,960 right? 941 00:39:06,960 --> 00:39:08,370 When you can share, 942 00:39:08,380 --> 00:39:08,650 you know, 943 00:39:08,650 --> 00:39:15,620 challenges within an organization

where you can share those vulnerable moments or projects or um, 944 00:39:15,630 --> 00:39:16,440 you know, 945 00:39:16,450 --> 00:39:18,720 hiccups that happen, 946 00:39:18,730 --> 00:39:19,260 you know, 947 00:39:19,260 --> 00:39:20,360 whether it's in a project, 948 00:39:20,360 --> 00:39:23,100 whether it's in a timeline for a new product launch, 949 00:39:23,100 --> 00:39:23,770 whether it's, 950 00:39:23,780 --> 00:39:24,510 you know, 951 00:39:24,510 --> 00:39:28,280 in terms of sales numbers or or your quarterly reports, 952 00:39:28,290 --> 00:39:28,850 you know, 953 00:39:28,850 --> 00:39:33,500 just adding that human element of it is so important, 954 00:39:33,510 --> 00:39:36,160 um separate from the storytelling. 955 00:39:36,160 --> 00:39:40,100 But I think I think speaking to that vulnerability aspect of it, 956 00:39:40,100 --> 00:39:40,690 I think, 957 00:39:40,700 --> 00:39:40,990 you know, 958 00:39:40,990 --> 00:39:41,390 the more, 959 00:39:41,400 --> 00:39:42,660 the more vulnerable we are, 960 00:39:42,660 --> 00:39:47,200 the more it invites those around us to feel like they can be vulnerable um, 961 00:39:47,210 --> 00:39:49,430 or human in a lot of ways, 962 00:39:49,440 --> 00:39:52,080 we're all just here to be human. 963 00:39:52,090 --> 00:39:52,870 Um, 964 00:39:52,880 --> 00:39:53,930 and I think it's something where, 965 00:39:53,930 --> 00:39:54,200 you know, 966 00:39:54,200 --> 00:39:55,630 within a corporate, 967 00:39:55,640 --> 00:39:57,130 within a corporate setting, 968 00:39:57,730 --> 00:40:00,350 it's something where people can feel like maybe they don't, 969 00:40:00,360 --> 00:40:03,150 they don't have the freedom to be themselves that much. 970 00:40:03,160 --> 00:40:04,330 And you know, 971 00:40:04,330 --> 00:40:05,400 I think sharing, 972 00:40:05,410 --> 00:40:06,480 sharing those aspects, 973 00:40:06,480 --> 00:40:07,660 not just the winds, 974 00:40:07,670 --> 00:40:08,070 you know, 975 00:40:08,080 --> 00:40:12,360 like social media and the wind culture that we've all kind of become accustomed to, 976 00:40:12,370 --> 00:40:13,770 but to to share, 977 00:40:13,780 --> 00:40:14,020 you know, 978 00:40:14,020 --> 00:40:18,130 a lot of those multifaceted experiences and a lot of the time, 979 00:40:18,140 --> 00:40:18,800 you know, 980 00:40:18,810 --> 00:40:21,980 a wind comes after a challenge or a loss, 981 00:40:21,990 --> 00:40:22,300 right? 982 00:40:22,310 --> 00:40:28,270 And so it's it's sharing that journey within your organization that really inspires people to buy in as well. 983 00:40:28,280 --> 00:40:29,170 It's not just, 984 00:40:29,170 --> 00:40:29,370 you know, 985 00:40:29,370 --> 00:40:29,920 we're perfect, 986 00:40:29,920 --> 00:40:30,900 you should be perfect, 987 00:40:31,410 --> 00:40:39,290 which I think can inspire people to not feel like they can make mistakes as well. 988 00:40:39,860 --> 00:40:41,680 So it's a really important aspect. 989 00:40:41,690 --> 00:40:42,010 Um, 990 00:40:42,010 --> 00:40:42,860 and I wanna, 991 00:40:42,870 --> 00:40:46,680 we have a few minutes left here and I want to talk about um, 992 00:40:46,690 --> 00:40:47,530 you know, 993 00:40:47,540 --> 00:40:54,610 how podcasting can really sustainably deepen organizational communication and, 994 00:40:54,620 --> 00:41:03,420 and I want to talk about some of the initiatives that you've seen and worked with your clients on that have created that lasting impact within the organizations. 995 00:41:04,160 --> 00:41:04,800 Yeah, 996 00:41:04,810 --> 00:41:06,920 and I think to your, 997 00:41:06,930 --> 00:41:07,730 to your question, 998 00:41:07,730 --> 00:41:12,150 I mean I really do believe that podcasting is, 999 00:41:12,160 --> 00:41:12,530 you know, 1000 00:41:12,530 --> 00:41:14,330 for all the reasons we've discussed, 1001 00:41:14,330 --> 00:41:19,480 like podcasting is a kind of perfect way for you to. 1002 00:41:19,490 --> 00:41:22,710 So an example of this would be um, 1003 00:41:22,720 --> 00:41:23,540 you know, 1004 00:41:23,550 --> 00:41:26,610 I was doing marketing for a start up, 1005 00:41:26,620 --> 00:41:29,490 a business accelerator here in Nashville and I was, 1006 00:41:29,500 --> 00:41:29,890 you know, 1007 00:41:29,900 --> 00:41:32,120 consulting with them. 1008 00:41:32,130 --> 00:41:35,950 And so part of the goal for for that, 1009 00:41:35,960 --> 00:41:38,100 what I was doing with them was to try to, 1010 00:41:38,110 --> 00:41:38,820 you know, 1011 00:41:38,830 --> 00:41:40,370 raise awareness of, 1012 00:41:40,380 --> 00:41:41,820 of what they were doing. 1013 00:41:42,340 --> 00:41:42,900 Um, 1014 00:41:42,910 --> 00:41:45,260 and so in that I would interview, 1015 00:41:45,270 --> 00:41:47,640 I started a podcast um, 1016 00:41:47,650 --> 00:41:48,810 and I interviewed, 1017 00:41:48,820 --> 00:41:49,530 you know, 1018 00:41:49,540 --> 00:41:53,280 famous entrepreneurs and marketers and people that you'd be familiar with, 1019 00:41:53,280 --> 00:41:53,870 you know, 1020 00:41:53,880 --> 00:41:56,290 Seth Godin and Guy Kawasaki and, 1021 00:41:56,290 --> 00:41:57,450 and many others. 1022 00:41:57,460 --> 00:41:57,860 Um, 1023 00:41:57,870 --> 00:42:00,460 but I would also interview, 1024 00:42:00,470 --> 00:42:00,880 um, 1025 00:42:00,890 --> 00:42:05,610 the founders of the startups involved in that business accelerator as well. 1026 00:42:06,240 --> 00:42:06,620 Um, 1027 00:42:06,630 --> 00:42:07,950 so it would be a mix, 1028 00:42:07,950 --> 00:42:09,190 it wouldn't just be like, 1029 00:42:09,190 --> 00:42:09,560 you know, 1030 00:42:09,570 --> 00:42:11,690 quote unquote a list people, 1031 00:42:11,700 --> 00:42:14,680 but it would be a mix of different people, 1032 00:42:14,690 --> 00:42:15,340 um, 1033 00:42:15,350 --> 00:42:17,590 some and at different, 1034 00:42:17,600 --> 00:42:20,030 different levels or not levels, 1035 00:42:20,030 --> 00:42:20,700 but different, 1036 00:42:20,710

--> 00:42:24,750 different places in their own entrepreneurial journey, 1037 00:42:25,500 --> 00:42:25,940 right? 1038 00:42:25,940 --> 00:42:26,080 So, 1039 00:42:26,080 --> 00:42:28,360 so I'm just starting out some, 1040 00:42:28,360 --> 00:42:28,590 you know, 1041 00:42:28,590 --> 00:42:30,430 struggling with where they are, 1042 00:42:30,440 --> 00:42:31,860 someone trying to, 1043 00:42:31,870 --> 00:42:32,350 you know, 1044 00:42:32,360 --> 00:42:35,250 moving to acquisition phase and things like that. 1045 00:42:35,260 --> 00:42:36,330 Um, 1046 00:42:36,340 --> 00:42:36,830 and, 1047 00:42:36,830 --> 00:42:39,580 and doing that for the company, 1048 00:42:39,600 --> 00:42:46,810 for the business accelerator itself was a great way and did raise awareness because it was a public podcast. 1049 00:42:46,820 --> 00:42:48,090 It was out there. 1050 00:42:48,100 --> 00:42:48,570 Um, 1051 00:42:48,580 --> 00:42:54,800 so we gain listeners who then learn more about what the business accelerator was doing. 1052 00:42:54,960 --> 00:42:58,920 And that also increased inquiries into, 1053 00:42:58,930 --> 00:42:59,430 um, 1054 00:42:59,440 --> 00:43:00,010 you know, 1055 00:43:00,020 --> 00:43:02,720 people wanting to learn more about what we're, 1056 00:43:02,730 --> 00:43:03,890 what we're doing there. 1057 00:43:03,900 --> 00:43:04,360 So, 1058 00:43:04,360 --> 00:43:04,550 I mean, 1059 00:43:04,550 --> 00:43:14,380 that's just one example of how you can use a podcast to promote your people to promote your products and services and at different levels of their career. 1060 00:43:14,380 --> 00:43:15,370 This is the other thing, 1061 00:43:15,370 --> 00:43:15,640 right? 1062 00:43:15,640 --> 00:43:17,060 It doesn't have to be, 1063 00:43:17,260 --> 00:43:17,900 yeah, 1064 00:43:17,910 --> 00:43:18,170 you know, 1065 00:43:18,170 --> 00:43:19,430 you want to tell those stories, 1066 00:43:19,440 --> 00:43:22,080 but it doesn't have to exclusively be straight from the top, 1067 00:43:22,090 --> 00:43:22,500 right? 1068 00:43:22,500 --> 00:43:23,010 You can, 1069 00:43:23,020 --> 00:43:25,660 you can share what it's like to, 1070 00:43:25,670 --> 00:43:26,120 you know, 1071 00:43:26,130 --> 00:43:29,660 be just starting out in your career or to have, 1072 00:43:29,670 --> 00:43:30,800 you know, 1073 00:43:30,810 --> 00:43:33,850 up skilled and entered a new career, 1074 00:43:33,860 --> 00:43:34,110 you know, 1075 00:43:34,110 --> 00:43:37,260 I think a lot of those stories aren't being told essentially. 1076 00:43:37,270 --> 00:43:48,470 And so making sure that your content is inclusive of the rainbow of experiences of that people within your organization have is such an important aspect. 1077 00:43:48,480 --> 00:43:51,950 Oh yeah 100% absolutely, 1078 00:43:51,960 --> 00:43:53,190 absolutely. 1079 00:43:53,190 --> 00:43:59,750 Well we've gone over such a lot of such a lot in this conversation and if you have any questions pop them here in in the comments for us, 1080 00:43:59,750 --> 00:44:01,850 but you know I just kind of want to wrap up, 1081 00:44:01,860 --> 00:44:02,600 you know, 1082 00:44:02,610 --> 00:44:04,370 we've had such a great conversation today, 1083 00:44:04,370 --> 00:44:09,990 speaking about employee retention and and how to help employees feel valued, 1084 00:44:09,990 --> 00:44:11,250 how to buy in, 1085 00:44:11,260 --> 00:44:12,950 how to share their stories, 1086 00:44:12,960 --> 00:44:14,640 how to, 1087 00:44:14,650 --> 00:44:15,380 you know, 1088 00:44:15,390 --> 00:44:27,150 increase that vulnerability to allow for open communication within your organization um and to really honor and highlight the people that comprise your organization across the board. 1089 00:44:27,160 --> 00:44:29,160 So it's been, 1090 00:44:29,170 --> 00:44:30,740 it's been such a treat, 1091 00:44:30,750 --> 00:44:32,180 it's been such a treat. 1092 00:44:32,190 --> 00:44:37,320 Dave Delaney will have your links here in the show notes and obviously if you want to know anything about business podcasting, 1093 00:44:37,330 --> 00:44:39,110 reach out to the team here at pod bean, 1094 00:44:39,120 --> 00:44:45,400 we have our enterprise link in the show notes and you can also reach out to us at podcasting smarter at dot com jay Delaney. 1095 00:44:45,400 --> 00:44:46,930 It has been such a pleasure, 1096 00:44:46,930 --> 00:44:50,120 thank you so much for joining us for this corporate podcasting, 1097 00:44:50,120 --> 00:44:54,330 smarter livestream how to use podcasting for employee retention. 1098 00:44:54,340 --> 00:44:55,870 My name is norma jean blinky, 1099 00:44:55,870 --> 00:44:57,920 I'm the head of events here at pod bean, 1100 00:44:57,930 --> 00:45:03,090 we are a podcast hosting a monetization company and we host over 600,000 podcasts. 1101 00:45:03,090 --> 00:45:07,460 We have an enterprise and business solution and adds marketplace and so much more. 1102 00:45:07,470 --> 00:45:08,180 Dave. 1103 00:45:08,180 --> 00:45:12,330 Thank you again and thank you everybody have a great day, 1104 00:45:12,340 --> 00:45:13,050 Have a great day. 1105 00:45:13,050 --> 00:45:14,040 Thanks for having me. 1106 00:45:14,790 --> 00:45:18,180 Thanks for joining us for this replay of our live event episode. 1107 00:45:18,480 --> 00:45:22,760 If you have any questions about podcasting and want to get in touch with the pod bean team, 1108 00:45:22,980 --> 00:45:28,160 reach out to us at podcasting smarter at pod Bean dot com Happy podcasting.