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Hey everybody, welcome to the Dudes and Dads podcast. Glad to have each and every one of

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you along for the ride. Joel, this music

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is just, I love it. It makes me feel like I'm

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at the house of blues. Doesn't

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it though? It just puts you in that laid back, laid back

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mood, which I started getting in that laid back mood, Andy, as I was driving to the studio

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this evening and the sun is still, the sun is setting, but it was still out as I was

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as I

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was

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coming in

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here.

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- It's a beautiful thing.

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I mean, it's almost

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like we're finally maybe

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getting into springish, summerish.

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- Springish, summerish, springy.

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Hey everybody.

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Hope you're all doing well.

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Thanks for coming and checking us out.

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For this episode, it's gonna be a good conversation

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with Andy and I.

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I kind of inspired by a recent conversation I had

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with some young professionals, as it were.

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I like talking to the young people, the 20 somethings that are getting out there in the

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world of work and especially those that are doing so from a faith perspective, you know,

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asking the question, what does it look like for me to be like a faithful follower of Jesus

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and also to be a good employee?

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Because apparently, Andy, the

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studies have come

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out.

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Obviously our 20 somethings are struggling.

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They're struggling to keep their jobs specifically, but

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hey, we're going to

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dive into all that.

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We're going to have a

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conversation.

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We

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want to talk about how we can be preparing our young people to enter the workforce with

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purpose and mission and kind of some of the big categories that are maybe holding them

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back.

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So

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I'm excited about that show or this episode, Joel.

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It's going to be fun.

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I've seen, seen some, some stuff at my place.

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I'd like to check out chat a little bit.

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And but first, though, support comes from Everance

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dedicated to helping make Medicare an easy step through free

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Securities offered through Concourse Financial Group

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Securities Incorporated member member FINRA SIPC.

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And we also want to give a big thank you to our sponsor over at Avad Chiropractic.

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The big question guys is are you experiencing pain?

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And click the schedule now button or call five seven four three one two zero four zero

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two of our chiropractic wellness because your body deserves the best.

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Your body deserves the best, Andy.

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Thank you, Joel.

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Joel, we I'm excited about this.

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So we have a new voicemail number.

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So we.

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Yes.

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We

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have not had a whole lot of voicemails.

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In fact, I got a couple from our old voicemail number

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that I want to play real quick and then we'll go into the new voicemail number.

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Got you this is we were like we're sort of saying goodbye to the old this is the way

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of saying goodbye to the old

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voicemail number this voicemail number or this voicemail came

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in a while ago okay from my daughter I'll just say that it's from my daughter Reagan

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and and she was a little disgruntled disgruntled let's just listen okay

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hi there I'd like to

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file for a complaint um I haven't been on the show very much so yeah get me on the show

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Oh, okay. So that was number one.

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And then this is number two.

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I do not contend to having my voice on the show, but

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I would like to just finally give my

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last

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voice.

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I'm not end up on the

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show and

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not very happy.

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Probably going to sue the host.

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And yeah.

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So anyways, so Reagan Reagan was not she was actually sitting in the studio

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when she left.

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Yeah, it took a lot of

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guts literally to call our voicemail while she was

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sitting here with us to complain about us about us.

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So so that's

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that's besides the point.

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So let's play it.

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Have a ring and we've made it.

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We made you on the show. Yeah.

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Secondly, though, the new voicemail number for one is 574-501.

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No, sorry.

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Yes, I'm getting too many numbers here.

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We'll get this eventually.

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Five zero five seven four five zero one four four six seven.

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And so again, that's 574-501-4467.

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And I like it because it's not only a voicemail number.

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It's the same same voicemail that you can call and leave us a voicemail during the week.

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Yes,

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won't wake us up, won't do anything like that.

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But the nice thing about it is during our shows, you can actually call in.

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So if anyone wants to call in again, that number is 574-501-4467.

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And you can call in and talk to us while we're on the show

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live.

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Yeah, and I told Andy just as long as I'm getting weirdos calling in

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They would have a screen we're gonna need

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a screener screen you people

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But all right, so that's our new voicemail number feel free to call us if you if you want during the show

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We would love to talk to you about this or anything else

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You can also join our zoom backstage at dudes and dads comm slash backstage mm-hmm

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So there you

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go the backstage agent. I think and thanks so much Andy for that we we love the voicemails

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We keep on asking and we feel we're in turn the corner eventually some the voicemail thing the call-in

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Thing is gonna hit eventually. We just know that we're gonna get it in front of the right person

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Someone's be like yes, I will call in I will leave a message. I'll leave that feedback

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Somebody's

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not disgruntled like

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that's yeah.

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Yeah someone who's not a teenage

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Gruntal this teenage girl

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All

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right, okay, so tonight. We're talking a little bit about college graduate

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Graduates and like limb losing their job and not being able to keep jobs and all that yeah all of that fun stuff

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So Joel you have this great site, so tell me a little bit about this

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You've done a presentation recently because you

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have

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this nice like slide deck that you said

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hey, yeah

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I got some info you got

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some info so we're gonna look tonight

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We're taking a look at the slide deck and some stuff you gave us recently

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Here's the deal this

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is this is a report that

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Quite honestly, I think my wife sent this to me at first

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Was on that was on the news was on a program

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And I think a radio podcast program and was talking about a study that had just recently been released on how

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Gen Z errs were just like

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Losing their jobs at at pretty record rates

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Due to being let go like intentionally like let go or fired like they didn't just leave yeah

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Yeah,

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yeah, this

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was this was like

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There were concerns about their job performance to an extensive level and

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Their their bosses were saying

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We just don't think

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Their bosses were saying it's not it's not us. It's you

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and and

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Yeah, we just think that this is not a good fit for you and so

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Then they they released and then they surveyed all of these all of these company leaders the HR people all of that

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that, and really try to get to the bottom of... this is off of intelligent.com. In the

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show notes, I'll give you the reference for the shows and where this actually... the study

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that actually came from. This was released at the beginning of 2025, done off of some

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things that were also collected this past fall. So pretty recent. The thing that really

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kind of, I think, troubled me and broke my heart a little bit, Andy, is people who will

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soon have, before we know it... now, we're talking about kids going to college soon,

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But then shortly after the college experience, they entered the workforce.

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So we hope

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that's

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on our radar.

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And I'm sure plenty of our listeners have young people that are right in that season

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as well.

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And it's like, "Man, we want to prepare our kids to be like great employees and ideally

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to keep

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jobs."

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You know?

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Adam: Right.

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So,

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I mean, this is an interesting phenomenon because this is not something that's necessarily

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happened in the past.

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So let's talk a little bit about recent reasons that college graduate hires have

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not been

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successful.

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Yeah, yeah, yeah.

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Because the

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CEOs, the owners of these companies that were letting these people go, the bigger

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what kind of troubled me was the statement was being made.

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I am just not going to hire 20 somethings anymore.

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But they're kind of just like a whole generational black ball.

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And how do you how do you get that expertise?

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Because a lot of

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times people

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are looking to hire people who are already.

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Yes, I already have some experience, but how

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do you get that experience?

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Right, because now they're saying they're not.

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They're just they're

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becoming

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less and less likely to give

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young people a chance in in

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the job market because of these.

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So these are the categories.

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These are the main the I think we've got this up.

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So for those of you listening, listen, 10 of the top 10 categories, why these young

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These recent college grad hires were not successful.

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So we're talking roughly someone in there about 22, 23 years of age.

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Right. And the top one, the

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one that is gaining me at 50% of these reasons

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is lack of motivation or initiative.

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Yeah. Wow.

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Wow. Right.

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And this made me think, Andy, like I was I was just like, OK.

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I know that sometimes older people see younger people.

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I'll just talk about my kids. Sure. Specifically.

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I as a parent, I sometimes go, man, I just wish they would show more initiative toward

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things right.

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Like anything from mowing the lawn.

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That's probably a bad example, because I've got I've got two kids right now that are they

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actually are like they argue over who gets to mow the lawn there.

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But those sort of things, right.

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Things around the house doing that sort of stuff of seeing a thing that needs to be done

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and doing it right.

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Like we have this sense of like, okay, that's a necessary skill.

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But then I think it's easy for us to assume like, oh, they'll kind of pick it up, right?

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They'll eventually get the idea that they need to sort of step up and take a step forward

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and do things on their own and not have to be told what to do all the time.

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Sure.

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Not this,

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you need

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to do this, you need to do this, you need to do this.

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And then my concern is when I saw this study, Andy, I was like, apparently 50% in this study,

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percent, half of the people that were losing their jobs right out of college, they were

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losing it because they were not able to show a sense of motivation or initiative in their

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work.

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So we actually have a comment here. Roy is saying, I teach college classes part

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time and I'm so disappointed to see the students take courses in a degree that is it's clear

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that they have no interest in. Interesting. Yeah, that's it. That's well, that's a whole

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thing of itself, too, because if

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you know,

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if you have no interest in in what you're

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taking courses in, then why are you even taking those courses?

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Yeah, it's like it's man, especially the way it's expensive as colleges.

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It's like, well, you better really like as

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we're all going to

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take classes that we're

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I specifically

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remember this,

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guys, Andy.

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So Andy obviously went to college a little bit later in life, but but I would say it

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was an excellent, excellent.

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Were you a 4.0 student?

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Close.

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The only reason I wasn't because grades I brought it back in from the previous

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00:11:35,800 --> 00:11:36,600
car. Yeah, yeah, I got

255
00:11:36,600 --> 00:11:37,580
scammed out of that

256
00:11:37,580 --> 00:11:38,340
I remember that anyway,

257
00:11:39,060 --> 00:11:42,140
no offense, Indiana Wesleyan University. Um, so, you

258
00:11:42,140 --> 00:11:43,540
know, Indiana was my one

259
00:11:43,820 --> 00:11:47,280
It wasn't Indiana Wesleyan. It was my other one. I'm kidding. Oh, yeah, you're pretty

260
00:11:48,100 --> 00:11:48,480
Right your

261
00:11:48,480 --> 00:11:48,900
previous.

262
00:11:49,160 --> 00:11:49,860
Yes your previous

263
00:11:51,120 --> 00:11:52,440
Establishment. Yeah puts butch KT anyway

264
00:11:54,640 --> 00:11:55,180
But like

265
00:11:56,560 --> 00:12:02,340
Was I going with this before I made a joke about your grades the whole the whole the whole idea here is that

266
00:12:05,160 --> 00:12:09,840
We all have like in the college setting, we all have some classes, right?

267
00:12:09,920 --> 00:12:10,640
We're not right.

268
00:12:10,700 --> 00:12:13,720
We're not thrilled with I just remember I specifically remember because it's been more

269
00:12:13,760 --> 00:12:17,300
recent like everyone's while you'd have a course for your like, oh my gosh, because

270
00:12:17,320 --> 00:12:20,540
you were you were in the profession you were in your field for quite a while as a professional

271
00:12:20,600 --> 00:12:20,900
and like

272
00:12:20,900 --> 00:12:21,540
you're taking classes.

273
00:12:22,420 --> 00:12:22,980
Yeah, you're taking

274
00:12:22,980 --> 00:12:25,760
classes about things that you are already pretty well versed in.

275
00:12:25,880 --> 00:12:27,600
So it's like that's a struggle.

276
00:12:27,900 --> 00:12:33,720
But in general, yeah, it's like, why sort of be motivated toward these things?

277
00:12:35,480 --> 00:12:36,460
If it's, yeah, like, why?

278
00:12:36,800 --> 00:12:37,000
Why?

279
00:12:37,460 --> 00:12:37,560
Yeah.

280
00:12:38,040 --> 00:12:38,100
I

281
00:12:38,100 --> 00:12:38,320
don't know.

282
00:12:38,600 --> 00:12:39,440
That's a good question.

283
00:12:39,860 --> 00:12:42,760
Unless you're getting pressured to be in a particular degree program or going to college

284
00:12:42,860 --> 00:12:44,280
for reasons that you shouldn't be.

285
00:12:44,420 --> 00:12:46,500
But so

286
00:12:46,500 --> 00:12:47,360
yeah, lack

287
00:12:47,360 --> 00:12:49,200
of motivation or initiative.

288
00:12:49,400 --> 00:12:52,920
And I, you know, I think it's just something to think about.

289
00:12:52,980 --> 00:12:59,480
I don't know if I have like great one size fits all solution for like how to instill

290
00:12:59,520 --> 00:13:06,640
those things in young people other than if you're a parent right now, just know that

291
00:13:06,880 --> 00:13:13,660
the job market people, employers are looking for, and this is not new, but I think particularly

292
00:13:13,800 --> 00:13:16,740
now, they're looking for motivated young people.

293
00:13:17,100 --> 00:13:21,820
They're looking for people who will take initiative, that will look around and say, "Hey, where

294
00:13:21,660 --> 00:13:23,820
is there a problem and how can I solve it?

295
00:13:24,340 --> 00:13:25,760
And I want to be that person.

296
00:13:25,760 --> 00:13:27,940
I want to step forward and take that and take that leap.

297
00:13:28,000 --> 00:13:32,260
And even, you know, even from a standpoint of young leadership, you know, like,

298
00:13:32,860 --> 00:13:34,800
hey, there's a need here and I'm going to I'm going to move forward.

299
00:13:34,840 --> 00:13:36,220
I'm going to take a step intentionally. So.

300
00:13:40,420 --> 00:13:42,860
It's it's something it's something to consider.

301
00:13:45,019 --> 00:13:48,460
And, yeah, just to be aware of number two,

302
00:13:48,500 --> 00:13:48,720
Wait,

303
00:13:48,780 --> 00:13:49,200
hold

304
00:13:49,200 --> 00:13:50,780
on. So Roy wrote back.

305
00:13:51,020 --> 00:13:52,320
Oh, Roy. I like this, Roy.

306
00:13:52,540 --> 00:13:52,660
Yes.

307
00:13:52,760 --> 00:13:53,200
Interaction.

308
00:13:53,500 --> 00:13:56,020
So many cybersecurity students who don't go

309
00:13:56,260 --> 00:13:59,560
who don't go off and try to do research things on their own.

310
00:14:00,280 --> 00:14:01,640
No passion for the topic.

311
00:14:01,800 --> 00:14:05,200
So many students take computers because it's cool

312
00:14:05,770 --> 00:14:08,780
or the job job folks can make money in.

313
00:14:09,240 --> 00:14:11,020
This leads to the lack of motivation.

314
00:14:11,240 --> 00:14:13,000
Yeah. Or it's because of lack.

315
00:14:13,120 --> 00:14:14,700
Yeah. Or it's because of a lack of motivation.

316
00:14:15,000 --> 00:14:17,699
Yeah. So we so that's an interesting perspective in that

317
00:14:18,140 --> 00:14:20,020
the lack of motivation is coming from just

318
00:14:20,100 --> 00:14:21,460
it than not being aligned with what their

319
00:14:21,620 --> 00:14:23,540
actual passion is that they're they're pursuing

320
00:14:23,640 --> 00:14:25,400
an area of. And then obviously that would be

321
00:14:25,480 --> 00:14:27,080
even worse if they're entering the job market

322
00:14:27,620 --> 00:14:29,520
in an industry that they're actually not

323
00:14:29,800 --> 00:14:30,980
really qualified.

324
00:14:31,400 --> 00:14:32,760
Yeah. And or interested.

325
00:14:33,000 --> 00:14:34,120
Right. Yeah. Interesting.

326
00:14:34,440 --> 00:14:36,820
Number two, lack of professionalism.

327
00:14:36,920 --> 00:14:37,660
Now, here's one.

328
00:14:38,640 --> 00:14:39,060
Here's one.

329
00:14:41,220 --> 00:14:41,520
I.

330
00:14:44,519 --> 00:14:45,320
So I'm

331
00:14:45,320 --> 00:14:46,680
going to see if I was looking at these other

332
00:14:46,640 --> 00:14:51,480
categories here of this fits in. I'm guessing this fits in. Okay. So part of professionalism,

333
00:14:51,640 --> 00:14:55,120
Andy, here's the thing. I've heard this. I hear this from business leaders all the time.

334
00:14:55,560 --> 00:15:00,800
I also hear this from, uh, I went, had a really great opportunity actually to talk with, um,

335
00:15:01,160 --> 00:15:07,160
a group of young folks who are, they're out of high school and they're doing a gap year

336
00:15:07,779 --> 00:15:10,580
apprenticeship program. Oh sure. Yeah. Over the course of a year. Yeah. It makes sense.

337
00:15:10,740 --> 00:15:13,480
And I got to meet with them and I should, this is where I first like presented some

338
00:15:13,480 --> 00:15:17,000
this information to them, because I just wanted to give them a context of like, this is what

339
00:15:17,420 --> 00:15:21,380
your generation is up against right now and how you have an opportunity to sort of stand

340
00:15:21,440 --> 00:15:26,380
out in a job market where people are quite honestly, it seems like people are expecting

341
00:15:26,440 --> 00:15:27,220
you sort of to fail.

342
00:15:27,580 --> 00:15:31,560
Like people are expecting you, because they're seeing this enough where it's like, "Every

343
00:15:32,360 --> 00:15:34,940
22-year-old that walks in here is not a great employee."

344
00:15:34,940 --> 00:15:36,120
And so then it's kind of becoming the norm.

345
00:15:39,040 --> 00:15:46,420
Part of the kind of banner of lack of professionalism is being on time, like being on time for things.

346
00:15:46,900 --> 00:15:49,740
I'll tell you what will get you on time for things.

347
00:15:49,980 --> 00:15:54,480
So if you ever work in the production like RV market, oh yeah, like you have to be clocked

348
00:15:54,480 --> 00:15:55,440
in and ready to go

349
00:15:55,440 --> 00:15:56,180
at six

350
00:15:56,180 --> 00:15:59,480
o'clock or whatever time you start at and you get like, I think

351
00:15:59,500 --> 00:16:00,940
literally like three chances.

352
00:16:01,120 --> 00:16:01,920
If you're late

353
00:16:01,920 --> 00:16:02,820
at all, then you're gone.

354
00:16:02,880 --> 00:16:03,280
It's not even

355
00:16:03,280 --> 00:16:05,680
a like, I'm sorry that your tire blew on the way over

356
00:16:05,680 --> 00:16:06,060
or you got

357
00:16:06,060 --> 00:16:06,360
stopped

358
00:16:06,360 --> 00:16:07,720
by a train, which happens

359
00:16:07,720 --> 00:16:08,480
a lot in Goshen,

360
00:16:10,119 --> 00:16:12,000
it you you lose your job.

361
00:16:12,140 --> 00:16:12,280
Yeah.

362
00:16:12,500 --> 00:16:15,000
And so that that'll get you on time pretty quickly.

363
00:16:15,160 --> 00:16:17,760
Yeah. So and I think.

364
00:16:19,520 --> 00:16:21,960
Yeah, I think and I think most places are becoming more and more

365
00:16:23,180 --> 00:16:27,220
more and more rigid about that, because there just seems to be kind of this,

366
00:16:27,940 --> 00:16:29,300
you know, kind of laissez faire approach to it.

367
00:16:30,440 --> 00:16:32,600
But the lack of professionalism, so there is, yes,

368
00:16:32,660 --> 00:16:34,460
there's the timeliness being being punctual.

369
00:16:34,720 --> 00:16:38,280
I was talking with one, when I was doing this presentation, I was talking with one young

370
00:16:38,360 --> 00:16:38,460
adult.

371
00:16:38,860 --> 00:16:42,680
I think he was in his mid-20s, 25, 24, 25.

372
00:16:43,480 --> 00:16:50,480
And he said he was talking about a job that he had last summer where he apparently, he

373
00:16:50,480 --> 00:16:53,000
was like, "My boss, I had a great relationship with my boss.

374
00:16:53,300 --> 00:16:57,140
My boss took me aside and was just like, 'Man, you're killing it.

375
00:16:57,320 --> 00:16:59,500
You're doing such a fantastic job.'"

376
00:16:59,500 --> 00:17:04,199
And he goes, "I had this moment where I was like, 'Dude, all I do is just show up on time.

377
00:17:04,600 --> 00:17:07,860
All I do is show up on time and just do my job.

378
00:17:07,860 --> 00:17:12,380
He goes, I wasn't considering myself to be any above and beyond sort of employer.

379
00:17:12,620 --> 00:17:12,780
I

380
00:17:12,780 --> 00:17:14,000
did what was asked of me.

381
00:17:14,020 --> 00:17:15,079
I was there on time.

382
00:17:15,439 --> 00:17:18,959
I clocked in, I clocked out, because it was a summer job at the time.

383
00:17:19,840 --> 00:17:25,660
And even that, just that approach alone of being there on time, doing exactly what I

384
00:17:25,660 --> 00:17:32,300
was asked, and just not being a problem that way, his boss saw that as

385
00:17:32,300 --> 00:17:33,520
stellar,

386
00:17:33,960 --> 00:17:34,580
just extraordinary.

387
00:17:34,580 --> 00:17:36,080
extraordinary, absolutely stellar.

388
00:17:37,700 --> 00:17:44,320
And so I just think, I said to them, I said, "Guys, the bar is not set very high right

389
00:17:44,380 --> 00:17:44,600
now.

390
00:17:45,140 --> 00:17:53,800
So if you just have a commitment of doing the thing that you're asked to the fullness

391
00:17:53,860 --> 00:18:01,100
of your ability, that right now will be viewed as like almost above and beyond now, right?

392
00:18:01,460 --> 00:18:03,800
and kind of to look at it that way.

393
00:18:04,820 --> 00:18:06,940
Also, just when

394
00:18:06,940 --> 00:18:07,700
we, yeah, go ahead.

395
00:18:07,720 --> 00:18:10,380
- I was just gonna say, and Roy has mentioned again,

396
00:18:10,520 --> 00:18:14,420
but business leaders partnering with colleges

397
00:18:14,520 --> 00:18:17,240
would be great to kind of teach some of these basic skills

398
00:18:17,640 --> 00:18:19,520
'cause they're just not, like these basic

399
00:18:19,520 --> 00:18:20,900
things

400
00:18:20,940 --> 00:18:22,120
that you need to show up for business

401
00:18:22,280 --> 00:18:24,600
aren't showing in college, they're not being taught.

402
00:18:24,760 --> 00:18:26,360
- I noticed the other day I had a young person

403
00:18:26,980 --> 00:18:28,600
introduce themselves to me.

404
00:18:29,120 --> 00:18:33,700
when I say young person, this is their maybe 20 years old,

405
00:18:35,420 --> 00:18:39,340
looked me in the eye and shook my hand and introduced themselves. And I,

406
00:18:39,760 --> 00:18:42,960
I, I think you and I would say that is, that'd be a standard,

407
00:18:43,800 --> 00:18:47,320
business interaction practice for us. But when they did it, it really

408
00:18:47,320 --> 00:18:47,800
stood out,

409
00:18:47,800 --> 00:18:48,160
it stood

410
00:18:48,160 --> 00:18:50,880
out to me. And I was like, I was like, huh, wow.

411
00:18:52,500 --> 00:18:56,300
So like those, some of those, so those, some of those basic professional,

412
00:18:56,480 --> 00:18:59,420
those professional etiquette sort of things showing up on time.

413
00:19:00,720 --> 00:19:04,860
The one I had just had a meeting we're going to I won't let the cat out of the bag.

414
00:19:05,020 --> 00:19:08,800
We had a meeting with a future show that we're going to do.

415
00:19:09,080 --> 00:19:11,500
So I was talking to somebody who is in an academic setting

416
00:19:12,140 --> 00:19:15,860
and they were talking about in our in our virtual realities now.

417
00:19:16,900 --> 00:19:20,300
Like even like a Zoom meeting etiquette, because a lot of places are doing that,

418
00:19:20,420 --> 00:19:22,380
especially hybrid employees or whatever like.

419
00:19:25,080 --> 00:19:32,580
where where people are just like have don't have are lacking certain decorum, certain practices

420
00:19:32,780 --> 00:19:37,280
and zoom meetings like turning their camera off for extended periods of time. And then when called

421
00:19:37,400 --> 00:19:41,940
upon, it's clear that they are like not there or they are doing something else or, you know,

422
00:19:42,020 --> 00:19:43,280
kind of tuned out that sort of way.

423
00:19:43,760 --> 00:19:46,440
So that kind of goes on to the next couple down. I mean,

424
00:19:46,460 --> 00:19:47,220
there's organizational

425
00:19:47,220 --> 00:19:52,220
skills and poor communication skills. And that comes in like almost 40 percent.

426
00:19:52,220 --> 00:19:57,200
It looks like 37% or so like is poor communication skills.

427
00:19:57,600 --> 00:19:58,980
And I've seen that too.

428
00:19:59,160 --> 00:19:59,940
And to go to your.

429
00:20:00,200 --> 00:20:03,120
But what's weird about your having the zoom camera off?

430
00:20:03,760 --> 00:20:07,500
I've seen that before, and it's not even just a younger person.

431
00:20:07,600 --> 00:20:07,660
It

432
00:20:07,660 --> 00:20:07,880
was an

433
00:20:07,880 --> 00:20:08,380
older person.

434
00:20:08,400 --> 00:20:08,480
So

435
00:20:08,480 --> 00:20:09,380
I don't I don't

436
00:20:09,380 --> 00:20:12,400
know if that like to me, if I'm on now.

437
00:20:12,700 --> 00:20:18,380
Now again, this is if I'm in a setting where I join the meeting, usually I'll have my camera

438
00:20:18,460 --> 00:20:18,540
off.

439
00:20:18,600 --> 00:20:20,420
But if there are others that have it on, I'll turn it on.

440
00:20:20,640 --> 00:20:20,740
Yeah.

441
00:20:21,420 --> 00:20:22,740
especially in a business setting.

442
00:20:22,900 --> 00:20:26,100
And a lot of times when we're going business to business,

443
00:20:26,260 --> 00:20:27,820
so like if I'm working with another business

444
00:20:27,820 --> 00:20:28,200
company,

445
00:20:28,720 --> 00:20:29,540
sure, I'm going to.

446
00:20:30,480 --> 00:20:33,220
I'm not going to necessarily most of the time they don't have their cameras on.

447
00:20:33,480 --> 00:20:33,620
Yeah.

448
00:20:33,800 --> 00:20:36,440
But if I come into the meeting and they have them on,

449
00:20:36,960 --> 00:20:37,600
I'm going to turn it

450
00:20:37,600 --> 00:20:38,800
on. Yeah. Yeah.

451
00:20:39,380 --> 00:20:42,700
What do you think? Yeah, maybe that's a I'm just I'm always curious. I.

452
00:20:43,980 --> 00:20:44,940
I do a fair amount.

453
00:20:45,270 --> 00:20:47,360
I do a fair amount of those meetings, both with.

454
00:20:48,020 --> 00:20:51,540
So as I lead a not-for-profit, my board of directors, for instance,

455
00:20:51,840 --> 00:20:53,740
they're spread out over a decent geographic area.

456
00:20:53,880 --> 00:20:56,580
So we do our monthly meetings that way.

457
00:21:00,700 --> 00:21:03,680
And I, but I, but I just, for me, it's like, man,

458
00:21:03,740 --> 00:21:06,440
it's a relation, it's a relational connectivity opportunity. Right.

459
00:21:06,560 --> 00:21:07,660
And I just don't know if,

460
00:21:07,750 --> 00:21:10,420
if maybe that's just not seen that same way by younger generation,

461
00:21:10,660 --> 00:21:13,840
or if they're just like I didn't,

462
00:21:14,070 --> 00:21:15,080
I didn't want to comb my

463
00:21:15,080 --> 00:21:15,580
hair this

464
00:21:15,580 --> 00:21:17,160
morning. So I'm not, you know,

465
00:21:17,180 --> 00:21:24,080
I don't know the full implications, but again, some of those things, like you said, communication

466
00:21:24,320 --> 00:21:28,920
skills, organizational skills, some of those core things.

467
00:21:29,060 --> 00:21:34,320
And Andy, I just think about it, where did you and I learn?

468
00:21:34,460 --> 00:21:39,320
And I wouldn't say I'm not a well-oiled machine when it comes to organization or whatever,

469
00:21:39,420 --> 00:21:43,300
but where did you and I learn our organizational skill?

470
00:21:43,300 --> 00:21:48,300
I was just thinking about this like, because I didn't have an organizational skills class

471
00:21:49,020 --> 00:21:50,060
that I ever took.

472
00:21:50,340 --> 00:21:50,520
Okay.

473
00:21:51,520 --> 00:21:53,720
I we like, how did we do that?

474
00:21:53,840 --> 00:21:55,720
Like, where did we learn how to?

475
00:21:56,940 --> 00:21:57,540
That's a good,

476
00:21:58,010 --> 00:21:58,620
it's a good question.

477
00:21:58,760 --> 00:22:00,000
I'm not, I'm not really sure.

478
00:22:00,160 --> 00:22:03,220
Cause I just like sort of like just one day I was like, okay, this is how I'm organizing

479
00:22:03,360 --> 00:22:03,580
things.

480
00:22:03,680 --> 00:22:08,580
Well, I think part of it comes down to, we see it like by example.

481
00:22:09,180 --> 00:22:12,380
So we grew up in homes that have a pretty organized.

482
00:22:12,660 --> 00:22:19,560
And then I had a job when I was 16, 17.

483
00:22:19,710 --> 00:22:21,620
And I think some of these kids today

484
00:22:21,660 --> 00:22:22,800
don't necessarily have those

485
00:22:22,800 --> 00:22:23,860
skills.

486
00:22:24,200 --> 00:22:26,200
And so they're going to college right offhand

487
00:22:26,420 --> 00:22:29,200
or like, I think a lot of it is just the changing

488
00:22:29,340 --> 00:22:31,480
of the culture too, where it is.

489
00:22:31,540 --> 00:22:33,840
I mean, now, because of the fact that we have this,

490
00:22:34,080 --> 00:22:38,360
we're having to deal with this hybrid approach to business

491
00:22:39,020 --> 00:22:41,280
where we have some businesses are again,

492
00:22:41,820 --> 00:22:47,020
full in person. Some are fully remote and some are like a hybrid where you have two

493
00:22:47,100 --> 00:22:53,520
days at work and two days not. And that was easy for me to transition into. I'm working

494
00:22:53,580 --> 00:23:00,380
hybrid most days or two days out of the week. And I think for me, it was easy to transition

495
00:23:00,520 --> 00:23:05,659
into that. But for those who have not necessarily had that and they've grown up now, they've

496
00:23:05,520 --> 00:23:10,320
I'm saying growing up with with Zoom and it's a different than that.

497
00:23:10,320 --> 00:23:14,420
It is a different way of doing things, you know, where you're in person.

498
00:23:14,780 --> 00:23:18,460
There is a little bit different of a reading and the different of how it goes.

499
00:23:18,500 --> 00:23:21,380
So I think probably some of that's those skills and organization skills

500
00:23:22,000 --> 00:23:26,140
have come from just being, I guess, experience.

501
00:23:26,240 --> 00:23:28,840
I mean, because, you know, we had those jobs.

502
00:23:29,900 --> 00:23:33,540
And for me, I had a job that wasn't necessarily like working at McDonald's

503
00:23:33,540 --> 00:23:34,860
or something where I was a traditional.

504
00:23:35,180 --> 00:23:36,100
I was working in a warehouse.

505
00:23:36,480 --> 00:23:36,580
Yeah.

506
00:23:37,100 --> 00:23:40,760
And so for me, I had a chance to see how businesses run.

507
00:23:41,140 --> 00:23:43,720
And again, not just in a McDonald's job.

508
00:23:43,820 --> 00:23:45,800
Like I had a pretty good paying job when I was in high

509
00:23:45,800 --> 00:23:46,100
school.

510
00:23:46,340 --> 00:23:49,980
Yeah. My first job was when I was in fifth grade.

511
00:23:50,180 --> 00:23:53,540
And I had Andy back when you had paper routes. Oh.

512
00:23:54,340 --> 00:23:55,520
Paper routes. And I was just thinking about this.

513
00:23:55,660 --> 00:23:59,680
That was the first time that required actually like just thinking about this.

514
00:24:00,820 --> 00:24:03,420
I'm saying as a as an 11 year old kid.

515
00:24:05,000 --> 00:24:05,840
In fifth grade.

516
00:24:07,080 --> 00:24:09,600
Having a paper route where I had to

517
00:24:10,420 --> 00:24:12,740
had a route I had to keep organized.

518
00:24:13,750 --> 00:24:14,920
And then I had to collect payment.

519
00:24:15,580 --> 00:24:17,760
Oh, so you were actually financially responsible.

520
00:24:17,800 --> 00:24:18,300
That's right.

521
00:24:18,640 --> 00:24:20,240
I was responsible to get a payment

522
00:24:20,240 --> 00:24:20,720
for

523
00:24:21,580 --> 00:24:23,580
and you had to keep track of like who was the weekend

524
00:24:23,680 --> 00:24:25,720
deliveries and the daily deliveries, all that sort of stuff.

525
00:24:26,800 --> 00:24:28,480
And I just again, I just wonder like.

526
00:24:29,340 --> 00:24:32,700
where are those opportunities, like where are those opportunities or are those those

527
00:24:32,750 --> 00:24:36,560
kind of opportunities just to even begin in the early like the early process of learning

528
00:24:36,580 --> 00:24:37,500
organizational skills.

529
00:24:37,680 --> 00:24:44,200
So again, parents, guardians, educators, you know, people that are interacting with students,

530
00:24:45,580 --> 00:24:51,000
the organizational piece, understanding organization, understanding how to manage your workflows

531
00:24:51,060 --> 00:24:51,700
and things like that.

532
00:24:51,900 --> 00:24:57,139
However, over complicated or simple it might be, that's a it's a real it's a real skill

533
00:24:57,140 --> 00:25:01,120
And apparently a lacking one and it's it's causing problems for our young people when

534
00:25:01,180 --> 00:25:05,280
they're trying to get out into the workplace and and thrive.

535
00:25:05,780 --> 00:25:10,200
OK, next category reasons for recent college graduate hires not being successful.

536
00:25:11,680 --> 00:25:13,180
Challenges with feedback.

537
00:25:13,860 --> 00:25:14,980
So in other words, they're saying.

538
00:25:16,180 --> 00:25:19,980
That their employee doesn't take feedback, so in other words, you're not doing a great

539
00:25:20,040 --> 00:25:22,480
job at this or I would like you to do something else.

540
00:25:22,900 --> 00:25:23,140
Right.

541
00:25:23,300 --> 00:25:25,940
And they're receiving that.

542
00:25:26,080 --> 00:25:27,860
This has been my experience.

543
00:25:28,440 --> 00:25:33,580
They are receiving feedback, even when it is really well presented to them in a helpful

544
00:25:33,820 --> 00:25:35,360
and hopefully constructive sort of way.

545
00:25:36,280 --> 00:25:42,840
They're receiving that as like a deep and personal offense against them.

546
00:25:43,280 --> 00:25:48,640
Do you think that some of that is because of the generation that has come about with

547
00:25:48,660 --> 00:25:52,100
the everybody gets a trophy, like no matter what you do, like a participation award?

548
00:25:52,200 --> 00:25:53,040
I would say yes,

549
00:25:53,140 --> 00:25:54,580
I think that's part of it.

550
00:25:54,760 --> 00:25:59,420
I've also been thinking about, and I would love to hear some feedback on this, I'm sure

551
00:26:01,060 --> 00:26:06,820
a lot of my OG youth workers that are really deep into adolescent psychology would probably

552
00:26:06,900 --> 00:26:08,640
have some really good input on this.

553
00:26:09,160 --> 00:26:10,280
Here's what I am wondering about.

554
00:26:10,540 --> 00:26:19,240
I think, Andy, that so much of the lives of other people that our young people see are

555
00:26:19,400 --> 00:26:20,720
so well curated.

556
00:26:22,000 --> 00:26:26,900
I think there's a sense out there that like everybody just shows up with their best all

557
00:26:27,000 --> 00:26:27,420
the time.

558
00:26:28,270 --> 00:26:34,920
Like, and so that they're like, so the idea is, is that, um, there, the, there's really

559
00:26:34,920 --> 00:26:41,620
not space or places out there or, or even a recognition of reality of like, yeah, you're

560
00:26:41,680 --> 00:26:42,860
not good at everything.

561
00:26:44,060 --> 00:26:47,120
And number two, like there will be things, I mean, Andy, there's things that you and

562
00:26:46,920 --> 00:26:48,080
I suck at even now

563
00:26:48,080 --> 00:26:48,440
is right.

564
00:26:48,460 --> 00:26:48,660
Even,

565
00:26:48,840 --> 00:26:52,880
even like even now in our professional world, I can name, I can name

566
00:26:52,960 --> 00:26:56,280
categories right now where I go not good at this thing.

567
00:26:56,600 --> 00:26:59,440
And at this point in my life, probably never going to be great at it.

568
00:26:59,720 --> 00:27:03,420
I might be able to increase, like I might be able to increase, I might be able to

569
00:27:03,460 --> 00:27:06,900
get my C minus up to a C, maybe B minus area.

570
00:27:07,460 --> 00:27:10,080
But like, I know there are things I'm never going to be good at, which, which is

571
00:27:10,200 --> 00:27:13,880
why, by the way, I'm, I don't do the fake it till you make it sort of thing, which

572
00:27:14,000 --> 00:27:15,860
young people feel like it's some pressure to do.

573
00:27:15,860 --> 00:27:20,460
when I get why. Like, I'm just I just try to be very, very real about here are here

574
00:27:20,480 --> 00:27:25,360
are my strengths. I want to swim in the area of my strengths as much as possible. And I

575
00:27:25,440 --> 00:27:31,180
want to. But then I was also like surround myself with some with resources and other

576
00:27:31,240 --> 00:27:37,060
people to help me in the area of where I'm not going to be as great. That's a life that's

577
00:27:37,080 --> 00:27:40,060
a life skill. And that's how you that's how, by the way, and by the way, I've gotten to

578
00:27:40,080 --> 00:27:45,059
those conclusions. I've done those things from through the the means of feedback from

579
00:27:45,060 --> 00:27:50,940
other people who I think, by and large, want the best for me.

580
00:27:51,320 --> 00:27:54,780
And they're looking to, you know, like as I've developed as a professional and all that,

581
00:27:54,840 --> 00:27:59,280
they've wanted to see, you know, better things for me.

582
00:27:59,880 --> 00:28:02,720
I got some, it's been a couple months ago.

583
00:28:04,880 --> 00:28:09,800
So like I said, as I run a non-for-profit, I, and I'm not outing them or anything, but

584
00:28:09,900 --> 00:28:14,120
my president and vice president of my board came to me, where it was a meeting we had

585
00:28:14,100 --> 00:28:21,740
scheduled came to me and said, had a pretty, I think a pretty, it was kind, but it was

586
00:28:21,840 --> 00:28:27,080
pretty direct criticism about me delegating responsibilities to my, to my board members

587
00:28:29,000 --> 00:28:33,600
because I was in a mode of, it's just easier if I just do it myself.

588
00:28:34,940 --> 00:28:38,880
But that was, it was creating, it was creating a little bit of a bottleneck in our, in our

589
00:28:38,920 --> 00:28:39,300
operation.

590
00:28:39,520 --> 00:28:39,660
Right.

591
00:28:40,820 --> 00:28:42,620
So they came to me with that.

592
00:28:42,720 --> 00:28:47,560
And I will say I have a much greater awareness now, and I'm asking better questions.

593
00:28:47,760 --> 00:28:48,680
I received that.

594
00:28:49,370 --> 00:28:54,460
So when they came to me and said, "Hey, Joel, we see this happening," I had really two options,

595
00:28:54,590 --> 00:29:00,400
either to crumble like a wet paper sack and say, "Oh, gosh, I can't work here anymore.

596
00:29:02,940 --> 00:29:04,740
Clearly, I'm not the right person.

597
00:29:04,920 --> 00:29:06,380
You don't like me," or whatever.

598
00:29:07,520 --> 00:29:08,140
You get the idea.

599
00:29:09,140 --> 00:29:11,740
to say, "Hey, this is an opportunity.

600
00:29:12,720 --> 00:29:17,900
These people who I really trust, these people who know a decent amount about the

601
00:29:17,900 --> 00:29:18,400
work that

602
00:29:18,420 --> 00:29:23,720
I do are offering me an opportunity to recognize something that I'm not, probably a little

603
00:29:23,720 --> 00:29:29,200
bit of a blind spot with me, and recognizing something I'm not doing particularly well."

604
00:29:29,200 --> 00:29:29,860
It was helpful.

605
00:29:30,200 --> 00:29:31,860
I received that in a really, really helpful way.

606
00:29:34,820 --> 00:29:44,300
But receiving criticism and handling it well and making good things out of it is a key

607
00:29:44,320 --> 00:29:44,980
to success.

608
00:29:45,420 --> 00:29:45,520
Yeah.

609
00:29:46,299 --> 00:29:49,700
Uh, so we also have some comments on, on your Facebook page too.

610
00:29:49,760 --> 00:29:50,040
And I

611
00:29:50,040 --> 00:29:50,340
was able

612
00:29:50,340 --> 00:29:51,160
to pull them in.

613
00:29:51,200 --> 00:29:51,400
Gotcha.

614
00:29:51,680 --> 00:29:56,160
So I didn't get all of them, but Julian said, working with a couple of girls in their young

615
00:29:56,260 --> 00:30:00,920
twenties and having a daughter in her young twenties, I can verify that second, uh, without

616
00:30:01,040 --> 00:30:03,240
a doubt, they have no clue how to be professional.

617
00:30:03,860 --> 00:30:08,480
no clue what it means to be an adult and have an attitude with anyone, anyone who questions

618
00:30:08,600 --> 00:30:10,960
them on anything. It's awful. Interesting.

619
00:30:12,400 --> 00:30:16,060
Joe, we got to talk more about this, I, I, I, I, I.

620
00:30:18,160 --> 00:30:22,120
Joe also sounds like maybe she had a recent run in with us, it sounds fresh, it sounds

621
00:30:22,280 --> 00:30:22,960
fresh. There is

622
00:30:22,960 --> 00:30:24,920
definitely some capital

623
00:30:24,920 --> 00:30:25,260
letters.

624
00:30:25,340 --> 00:30:27,620
Yeah, yeah, yeah, yeah. She was out

625
00:30:27,620 --> 00:30:28,140
of doubt and

626
00:30:28,140 --> 00:30:29,280
anyone's caps.

627
00:30:29,500 --> 00:30:30,740
We knew it was serious business. Yeah.

628
00:30:31,500 --> 00:30:34,900
Yeah, that's it. That's interesting. I, uh, I,

629
00:30:36,700 --> 00:30:40,440
is, and so going back to like Andy, if you're thinking right now, um,

630
00:30:41,280 --> 00:30:43,480
let we'll Michael, we're going to use you as an example. Cause we,

631
00:30:43,520 --> 00:30:45,900
you're about ready to head off into this next chapter of life.

632
00:30:46,780 --> 00:30:51,160
If you were to have a conversation with Micah right now about, about, um,

633
00:30:52,400 --> 00:30:55,720
Hey, you're like, even in college, Hey, you're going to do some work projects.

634
00:30:55,800 --> 00:30:58,080
You're going to be whatever. And you're going inevitably,

635
00:30:58,260 --> 00:31:00,060
cause it's part of the literally part of the

636
00:31:00,060 --> 00:31:00,820
learning process.

637
00:31:01,100 --> 00:31:06,740
You're going to get feedback on on stuff and not all of that feedback is going to be way to go

638
00:31:06,960 --> 00:31:08,960
Micah. Nice job. You nailed it. 100%.

639
00:31:10,400 --> 00:31:15,120
What what conversations would you want to have with him right now to prepare him for that,

640
00:31:15,180 --> 00:31:19,240
because this is this is the I got to be honest with you with I'm thinking with my oldest son,

641
00:31:19,500 --> 00:31:26,020
freshman in high school. I this is something I need to do better at this. This is like

642
00:31:26,090 --> 00:31:30,300
and having these preparatory conversations for him, because eventually I think especially for

643
00:31:30,300 --> 00:31:34,220
kids that have a particular high skill in areas and are drawn to things.

644
00:31:34,880 --> 00:31:36,980
They they do a lot of really great things.

645
00:31:37,440 --> 00:31:39,200
And then that kind of goes on for a while.

646
00:31:39,230 --> 00:31:41,120
And then eventually, when they stepped up to a next level

647
00:31:41,120 --> 00:31:43,840
or they have a new opportunity, it's like it's like, oh, they get their first

648
00:31:43,940 --> 00:31:46,740
kind of like a harsh what they see is harsh feedback. Right.

649
00:31:48,940 --> 00:31:50,100
What do you like?

650
00:31:50,160 --> 00:31:53,480
What's the conversation you want to have with him about that?

651
00:31:54,220 --> 00:31:57,040
So I think I think for one, I'm going to start and say.

652
00:31:58,220 --> 00:32:00,400
He's had a couple of different jobs already.

653
00:32:00,700 --> 00:32:03,580
Yeah. Three ish jobs already in his high school career.

654
00:32:03,680 --> 00:32:08,160
Yeah. And so I think he's been able to take some of that that feedback.

655
00:32:08,340 --> 00:32:10,480
And it's been in different areas.

656
00:32:10,540 --> 00:32:11,600
I mean, he's worked in

657
00:32:11,600 --> 00:32:14,060
automotives and construction and also

658
00:32:14,060 --> 00:32:14,280
now,

659
00:32:14,560 --> 00:32:16,280
you know, working, doing some quality control.

660
00:32:16,710 --> 00:32:20,240
And so I know that he's definitely had some some feedback

661
00:32:20,900 --> 00:32:21,900
on stuff that he's done.

662
00:32:22,240 --> 00:32:22,360
Yeah.

663
00:32:22,460 --> 00:32:25,720
And I think he's taken it fairly well.

664
00:32:25,880 --> 00:32:26,220
So I

665
00:32:26,220 --> 00:32:28,660
think I think it starts with us as parents.

666
00:32:29,140 --> 00:32:32,660
When we give feedback, you know, we can say like, hey, you know,

667
00:32:32,820 --> 00:32:34,940
I appreciate you cleaning your room. Yeah.

668
00:32:35,640 --> 00:32:36,700
But you did a terrible job.

669
00:32:37,280 --> 00:32:39,080
I wouldn't say that specifically. Yeah.

670
00:32:39,480 --> 00:32:39,560
Yeah.

671
00:32:40,000 --> 00:32:41,520
But I'm noticing you cleaned your room.

672
00:32:41,960 --> 00:32:44,060
However, that's not my clean.

673
00:32:44,380 --> 00:32:46,960
That's not that's not to the standard.

674
00:32:47,799 --> 00:32:48,940
Right. No,

675
00:32:49,140 --> 00:32:51,900
I think and I think that that's tough as a parent

676
00:32:52,020 --> 00:32:54,840
because it also comes across different than it does if you are

677
00:32:55,680 --> 00:33:02,160
a coworker, you know, a worker or an employer, because obviously there's some sense of you're

678
00:33:02,220 --> 00:33:06,400
hiring me and I will get fired. And so I will have to look for a new job. But I also think

679
00:33:06,480 --> 00:33:13,880
that like I've seen turnover so crazy of people in that age range from I mean, again, I'm

680
00:33:13,880 --> 00:33:20,480
not in HR, but I do see when a lot of people come and go from our company. And so I see

681
00:33:20,540 --> 00:33:24,960
I've seen a lot of turnover with the college age, the age that we're talking about right

682
00:33:24,960 --> 00:33:25,400
And

683
00:33:25,400 --> 00:33:25,780
so I think

684
00:33:25,780 --> 00:33:31,620
that that's also something that maybe systemic, that it's more of a mentality

685
00:33:31,780 --> 00:33:33,040
of I can just get a different job.

686
00:33:33,240 --> 00:33:33,520
Yeah, yeah,

687
00:33:33,560 --> 00:33:35,120
I'm I can get a different job.

688
00:33:35,120 --> 00:33:36,040
I can get a different job.

689
00:33:36,260 --> 00:33:36,400
Yeah.

690
00:33:36,740 --> 00:33:36,820
And

691
00:33:36,820 --> 00:33:37,260
so we.

692
00:33:37,840 --> 00:33:39,140
Yeah, the long term invest.

693
00:33:39,300 --> 00:33:42,740
That's I mean, that's our thing, like the long term investment in companies.

694
00:33:43,280 --> 00:33:47,060
You know, when I was growing up, there was a there was a company right in our town, was

695
00:33:47,060 --> 00:33:48,180
manufacturing organization.

696
00:33:48,340 --> 00:33:51,540
And they would they would have they had a sign up right by the road.

697
00:33:51,620 --> 00:33:57,720
It would they're all they would recognize their long like long-standing employee anniversaries and all the time you'd be like congratulations

698
00:33:58,040 --> 00:33:59,380
Bob Smith for 25

699
00:33:59,380 --> 00:34:00,040
years

700
00:34:00,680 --> 00:34:05,060
And 30 years are do you know 15 years of this or whatever and it's and you'd

701
00:34:06,720 --> 00:34:10,159
I'm sure there are still those people, but you don't just don't see that now right right

702
00:34:10,159 --> 00:34:11,320
the long the longevity

703
00:34:12,940 --> 00:34:18,980
Well, and honestly, I mean I'm seeing turnover and granted some of that turnover is people like leaving because they're retiring

704
00:34:18,980 --> 00:34:19,380
or whatever

705
00:34:19,379 --> 00:34:19,780
Or have

706
00:34:19,780 --> 00:34:24,320
been with a company for quite a while and I get that like I think in general people need

707
00:34:25,010 --> 00:34:27,440
Change every so often, but I think that

708
00:34:28,379 --> 00:34:30,980
what i'm seeing more and more of is this

709
00:34:32,620 --> 00:34:34,780
Just churn of yeah, i'm bored i'm gonna

710
00:34:34,780 --> 00:34:34,960
move

711
00:34:34,960 --> 00:34:39,220
on i'm bored i'm gonna move on and what and and there's really a benefit

712
00:34:40,159 --> 00:34:42,560
There is really a benefit for sticking with something

713
00:34:43,280 --> 00:34:45,220
for for a period of time

714
00:34:45,460 --> 00:34:48,139
Because if you're always like the new person,

715
00:34:48,720 --> 00:34:51,419
if you're just doing that like again and again and again,

716
00:34:51,960 --> 00:34:53,120
that gets old too.

717
00:34:53,480 --> 00:34:56,220
And you lose out on opportunities to like,

718
00:34:56,720 --> 00:34:58,740
hey, what might you encounter in a workplace

719
00:34:59,200 --> 00:35:01,660
at the two year mark, at the three year mark,

720
00:35:01,980 --> 00:35:04,520
where you're starting to gain some knowledge

721
00:35:04,520 --> 00:35:06,580
and understanding, you kind of get a better sense

722
00:35:06,580 --> 00:35:09,040
of the organization and how it runs and things like that.

723
00:35:09,120 --> 00:35:10,120
- No, don't get me wrong.

724
00:35:10,240 --> 00:35:12,820
Some jobs in organizations are just not good

725
00:35:12,820 --> 00:35:13,080
fits.

726
00:35:13,160 --> 00:35:13,680
- Yeah, yeah, sure.

727
00:35:13,700 --> 00:35:14,400
- They aren't.

728
00:35:14,820 --> 00:35:17,540
But I think overall we're seeing that.

729
00:35:19,420 --> 00:35:20,860
And yeah, I don't know.

730
00:35:21,340 --> 00:35:23,500
It's just interesting to like going back.

731
00:35:23,830 --> 00:35:25,460
So I'm looking at some of the lower ones here.

732
00:35:25,660 --> 00:35:26,860
Yeah, I'm in bad culture fit.

733
00:35:26,920 --> 00:35:28,440
And that's near the bottom here.

734
00:35:28,480 --> 00:35:30,480
And that's just over 30 percent, 32

735
00:35:30,480 --> 00:35:30,740
percent.

736
00:35:32,270 --> 00:35:34,160
And I'm seeing like bad culture fit.

737
00:35:34,350 --> 00:35:35,080
And I get that.

738
00:35:35,080 --> 00:35:37,540
I think that happens no matter what.

739
00:35:37,550 --> 00:35:39,460
I mean, I don't want to I'm not calling dirty.

740
00:35:39,580 --> 00:35:40,220
I'm not on the

741
00:35:40,220 --> 00:35:44,800
well, and the culture fit thing feels like to me that is that's a heavy

742
00:35:44,800 --> 00:35:48,140
one, there's a responsibility for the employer there in a big way,

743
00:35:48,420 --> 00:35:48,620
right?

744
00:35:48,800 --> 00:35:49,080
Right. You

745
00:35:49,080 --> 00:35:50,780
shouldn't be hiring people if you

746
00:35:50,780 --> 00:35:52,020
should be a surprise.

747
00:35:52,180 --> 00:35:53,320
It should not be a surprise.

748
00:35:53,460 --> 00:35:55,340
There should be there should be mechanisms in

749
00:35:55,340 --> 00:35:55,940
place, right?

750
00:35:56,100 --> 00:35:57,540
You are communicating culture

751
00:35:57,540 --> 00:35:59,980
and things like that up front as best you can. Right. But

752
00:35:59,980 --> 00:36:02,880
but I'm also seeing like difficulty

753
00:36:02,880 --> 00:36:08,840
working on a team. And I think that that's true, because I think part of this is. We

754
00:36:08,900 --> 00:36:10,200
just are so individual these

755
00:36:10,200 --> 00:36:10,800
days and

756
00:36:10,800 --> 00:36:13,320
again, not just the college age, because I'm saying

757
00:36:13,320 --> 00:36:19,100
everybody. Yeah, we're such an individual where, you know, I'm I can do.

758
00:36:19,690 --> 00:36:23,820
I have social media. I can go live and I'm an influencer and I'm this and I'm that.

759
00:36:24,340 --> 00:36:25,760
That doesn't take working on a team.

760
00:36:26,040 --> 00:36:28,160
Yeah, there is. There is.

761
00:36:29,560 --> 00:36:30,100
I was having

762
00:36:30,100 --> 00:36:32,420
the age old conversation with Aaron not too long ago.

763
00:36:33,060 --> 00:36:36,040
He was working on a school group project.

764
00:36:36,040 --> 00:36:37,440
We all love these. I hate school.

765
00:36:37,940 --> 00:36:40,380
Don't we love those group projects like that isn't the best

766
00:36:40,780 --> 00:36:44,420
Because we all know, all of you, all of you know, if you've ever worked on a group project,

767
00:36:44,700 --> 00:36:50,060
especially in an academic setting, the high school, college, whatever it is, here's what

768
00:36:50,120 --> 00:36:54,140
you're going to, you will guarantee to always have at least the one person you will have

769
00:36:55,260 --> 00:36:56,180
is the slacker.

770
00:36:56,870 --> 00:37:01,800
You will always have at least one person that is contributing next to nothing to this project

771
00:37:02,340 --> 00:37:07,260
and is really, really hopeful that the other people are going to do their jobs above and

772
00:37:07,080 --> 00:37:09,420
beyond and make up for their lack of performance, right?

773
00:37:11,620 --> 00:37:16,780
And I will say, Andy, in my college experience, I showed no mercy.

774
00:37:16,880 --> 00:37:24,980
When it came to the group review portion, when you submit to the professor like, "Hey,

775
00:37:25,060 --> 00:37:26,880
how do you think the other people did on this project?"

776
00:37:26,880 --> 00:37:27,820
You're like, "Terrible."

777
00:37:27,820 --> 00:37:31,700
Yeah, it was just like, "This person should have to retake this entire class.

778
00:37:32,840 --> 00:37:36,040
They should absolutely not get a free pass.

779
00:37:39,099 --> 00:37:44,080
But I will say, I'm talking with Aaron, it's just like, he's like, "Man, it's so

780
00:37:44,080 --> 00:37:44,620
frustrating

781
00:37:44,780 --> 00:37:47,540
when somebody isn't doing this or that, or they're not..."

782
00:37:47,540 --> 00:37:54,200
And it's like, "Hey, welcome to the rest of your life, and also welcome to..."

783
00:37:55,620 --> 00:37:58,200
Because I remember having a conversation with him, and I was like, "How do you think that

784
00:37:58,260 --> 00:38:01,780
this person that you feel like is not contributing to the group, how do you think you might be

785
00:38:01,640 --> 00:38:04,600
able to like involve them, call them in, right?

786
00:38:06,080 --> 00:38:12,400
Like that's the sort of thing we're talking about where it's like even in your frustration

787
00:38:12,960 --> 00:38:16,340
with working with other people, how might you be able to overcome that?

788
00:38:16,440 --> 00:38:17,640
How might you be able to get through it?

789
00:38:18,400 --> 00:38:23,360
It's a necessary skill, working with each other, which here's the thing, Andy, in our

790
00:38:23,440 --> 00:38:29,120
schools anymore, really the way that you do that is extracurricular activities with our

791
00:38:29,120 --> 00:38:33,840
kids either in the arts, performing arts or within sports or things like that.

792
00:38:33,980 --> 00:38:36,280
Like that, that thing, that's why it's so important.

793
00:38:36,380 --> 00:38:40,480
That's I, it's like you got to get with other people toward a common mission and

794
00:38:40,580 --> 00:38:43,280
figure out, and they're coming from all different backgrounds or anything and

795
00:38:43,360 --> 00:38:45,200
figure out how to climb that hill together.

796
00:38:45,270 --> 00:38:45,400
Right.

797
00:38:45,480 --> 00:38:46,740
That's a, a key skill.

798
00:38:46,900 --> 00:38:51,160
So, uh, yeah, those are the, those are the top 10 kind of reasons in this recent

799
00:38:51,420 --> 00:38:56,840
study, um, that yeah, the recent college graduate, that young 20 something was

800
00:38:56,840 --> 00:39:02,000
just they weren't quite cut in the mustard, Andy, and all

801
00:39:02,280 --> 00:39:04,520
categories to be thinking about as you as parents, guardians

802
00:39:04,600 --> 00:39:08,260
preparing your young people for their future work and even maybe

803
00:39:08,340 --> 00:39:09,060
what they're doing now.

804
00:39:10,220 --> 00:39:10,900
Have those conversations.

805
00:39:11,410 --> 00:39:12,380
So you've got this great

806
00:39:12,380 --> 00:39:13,480
chart here.

807
00:39:14,560 --> 00:39:18,860
And yes, maybe you can explain it for the listening, not

808
00:39:18,980 --> 00:39:19,120
watching.

809
00:39:19,360 --> 00:39:23,160
So here's this is this a little bit of a faith, kind of a faith,

810
00:39:23,220 --> 00:39:26,820
I think, in practical, practical application integration here in

811
00:39:26,820 --> 00:39:33,640
your vocation, what you're doing for a job, but then also like, I think, I think I just,

812
00:39:33,720 --> 00:39:39,440
I think there's a good example to say, I think what God has called us to, in terms of being,

813
00:39:40,720 --> 00:39:48,580
this is what I would say, we're Christian discipleship informs, as it should, our,

814
00:39:49,240 --> 00:39:52,280
how we conduct ourselves in our work and our professionalism in the world.

815
00:39:52,580 --> 00:39:55,380
So this is how these two things overlap.

816
00:39:55,680 --> 00:39:59,980
So this right here is a four quadrant.

817
00:40:01,160 --> 00:40:02,540
I use this in my coaching.

818
00:40:02,720 --> 00:40:08,120
I've used this in the seminar with these recent high school graduates,

819
00:40:08,400 --> 00:40:11,840
people that are kind of taking a gap year fellowship program.

820
00:40:13,890 --> 00:40:20,260
I talked about, there's sort of this quadrant of people.

821
00:40:20,260 --> 00:40:28,420
So you have, there's two key categories that we want to be talking about, character and

822
00:40:28,520 --> 00:40:29,080
competency.

823
00:40:30,500 --> 00:40:42,140
So I, as an employer and as a parent and as a community leader or investing in my community,

824
00:40:42,260 --> 00:40:46,420
whatever, what I am hoping to accomplish, what I'm hoping to do, be the kind of person

825
00:40:46,420 --> 00:40:51,460
I want to be out in the world is to be a high character, high competency person.

826
00:40:52,220 --> 00:40:52,400
Sure.

827
00:40:52,580 --> 00:40:55,400
So that's kind of that upper right hand quadrant there.

828
00:40:55,920 --> 00:41:04,100
A high character, high competency person will see a lot of fruit in their work.

829
00:41:05,100 --> 00:41:09,180
That's true of, again, you in your workplace, that's true of being a, just a, like a disciple

830
00:41:09,180 --> 00:41:19,040
of Jesus, that your character, who you are, what you bring, your honesty, your transparency,

831
00:41:19,320 --> 00:41:23,880
your thoughtfulness, all of those sort of things, what you bring in your person into

832
00:41:23,960 --> 00:41:29,560
other people, that character element is important.

833
00:41:29,740 --> 00:41:30,680
And then the competency.

834
00:41:30,960 --> 00:41:36,120
And now we're kind of talking in competency, we're talking about knowledge and skill.

835
00:41:36,800 --> 00:41:38,640
Like, you know how to do stuff.

836
00:41:38,740 --> 00:41:42,640
Right, right. Competency, like in your in your field, Andy, like competency.

837
00:41:42,880 --> 00:41:45,320
I in my mind, it's like either you have it or you don't.

838
00:41:45,420 --> 00:41:46,280
Right. Like you

839
00:41:46,280 --> 00:41:50,640
have these skills to to to get these results or or you

840
00:41:50,640 --> 00:41:51,120
have it.

841
00:41:51,240 --> 00:41:51,560
Well, you

842
00:41:51,560 --> 00:41:56,040
just don't have them. You know, it's in the in the soft sciences.

843
00:41:56,240 --> 00:41:58,220
There's a little bit more of a fake it till you make it sort of thing.

844
00:41:58,320 --> 00:41:59,620
I get concerned about sometimes.

845
00:41:59,760 --> 00:42:02,240
But so high character, high competency person.

846
00:42:02,320 --> 00:42:03,220
That's that's the goal.

847
00:42:04,400 --> 00:42:07,060
Then we have all these other we have these other quadrants that we don't

848
00:42:07,700 --> 00:42:17,500
talk about enough. The one, so we'll just go around, we'll go around counter, I guess,

849
00:42:17,520 --> 00:42:23,760
counter-clockwise. So then you have a high character, low competency or low skilled

850
00:42:24,600 --> 00:42:30,480
person. I'm going to say this out loud for all of you listening, and I can say this is one area,

851
00:42:30,540 --> 00:42:35,220
because this is a high area of experience for me, and that's what I've seen. Christian ministries

852
00:42:36,180 --> 00:42:40,400
tend to attract this sort of person.

853
00:42:41,650 --> 00:42:46,200
And this is a, they are a sweet, kind, loving person.

854
00:42:46,760 --> 00:42:47,620
People like them.

855
00:42:47,670 --> 00:42:51,500
They are pleasant to be around, but they don't know anything.

856
00:42:52,080 --> 00:42:52,340
Gotcha.

857
00:42:52,860 --> 00:42:59,400
They, they lack necessary skills, but because we're a grace, we love Jesus, Andy, we're

858
00:42:59,560 --> 00:43:01,000
gracious and we're merciful.

859
00:43:01,700 --> 00:43:05,060
We let these people hang around too long in their current roles

860
00:43:05,060 --> 00:43:05,980
or in

861
00:43:05,980 --> 00:43:06,920
places as opposed

862
00:43:07,040 --> 00:43:11,820
to the loving thing we should do is say, "Hey, we see you have a passion for this or desire.

863
00:43:11,940 --> 00:43:13,240
You're a great guy.

864
00:43:13,340 --> 00:43:13,960
You're a great gal.

865
00:43:14,720 --> 00:43:16,440
Let's get you some training.

866
00:43:16,680 --> 00:43:17,900
Let's get you some investment.

867
00:43:18,640 --> 00:43:19,560
Let's do it.

868
00:43:19,980 --> 00:43:24,500
Let's not just dance around this idea that you just don't quite have it yet.

869
00:43:24,720 --> 00:43:27,000
And that's okay, but we want to put

870
00:43:27,000 --> 00:43:29,060
things in place to help you learn and help

871
00:43:29,060 --> 00:43:29,560
you succeed."

872
00:43:29,560 --> 00:43:29,660
Right?

873
00:43:30,700 --> 00:43:36,080
Again, high character, low competency, low skilled person, they're just going to be limited.

874
00:43:36,719 --> 00:43:37,700
That's the problem.

875
00:43:37,740 --> 00:43:39,260
It's going to be kind of a lid on what they're able to do.

876
00:43:40,020 --> 00:43:43,040
Then there's the person, this is really extreme, the low skill, low character person.

877
00:43:43,220 --> 00:43:44,680
They're irrelevant.

878
00:43:44,910 --> 00:43:47,700
They are They're probably not going to be in They're

879
00:43:47,700 --> 00:43:47,820
not

880
00:43:47,820 --> 00:43:48,820
employable. Right.

881
00:43:49,000 --> 00:43:49,400
You're

882
00:43:49,400 --> 00:43:50,560
not going to hire them. You're

883
00:43:50,560 --> 00:43:52,660
probably not going to get them in the position to begin

884
00:43:52,660 --> 00:43:52,880
with. Yeah,

885
00:43:52,880 --> 00:43:53,400
yeah, yeah. Unless they're

886
00:43:53,400 --> 00:44:00,360
a complete psychopath and have found a way to dupe everybody, that's an irrelevant person.

887
00:44:00,540 --> 00:44:01,800
They're not making impacts.

888
00:44:02,560 --> 00:44:06,740
Now, here's the other side of the quadrant though, that I really, really want to talk

889
00:44:06,840 --> 00:44:12,840
about because it is, and again, we're talking about, we've seen these people in the workforce,

890
00:44:13,120 --> 00:44:13,860
in the workplace.

891
00:44:14,900 --> 00:44:19,320
We've also seen them, for those of you that are in ministry context or in faith communities,

892
00:44:19,560 --> 00:44:21,100
whatever, we've seen these sort of people.

893
00:44:22,340 --> 00:44:30,480
And this is what I want to talk about because we're starting to wake up to this.

894
00:44:30,480 --> 00:44:35,660
reality a little bit talking about the low character high competency person

895
00:44:37,540 --> 00:44:43,660
this Andy is a dangerous individual this this individual will hurt other people

896
00:44:43,960 --> 00:44:47,040
and will hurt larger organization well

897
00:44:47,040 --> 00:44:49,680
and to be honest I mean you're gonna get

898
00:44:49,740 --> 00:44:55,000
them in in the position because you're saying they're high-skilled yeah they're

899
00:44:55,000 --> 00:44:57,520
skilled for the job hundred percent skilled but

900
00:44:57,520 --> 00:44:58,840
they will use their skills

901
00:44:58,840 --> 00:45:02,560
to get ahead at any cost, right?

902
00:45:02,560 --> 00:45:03,540
Because there's no character there,

903
00:45:03,670 --> 00:45:03,800
right?

904
00:45:03,980 --> 00:45:04,120
There's

905
00:45:04,120 --> 00:45:04,760
no character there.

906
00:45:04,760 --> 00:45:09,080
So they're not thinking about how they're affecting other people necessarily.

907
00:45:09,190 --> 00:45:15,280
They will do what is necessary to get ahead, to be perceived in a certain light, to, you

908
00:45:15,280 --> 00:45:17,040
know, all of that sort of thing.

909
00:45:20,680 --> 00:45:29,680
And so for talking about, again, talking about workplace stuff, even for young people, these

910
00:45:29,680 --> 00:45:32,880
are categories for number one, for you to apply to yourself, asking yourself, "Am I

911
00:45:32,960 --> 00:45:37,100
developing into being a high character, high competency person?"

912
00:45:37,100 --> 00:45:42,960
Not just pleasant to be around, but rather caring, a quality person rooted in good things,

913
00:45:43,060 --> 00:45:49,640
rooted in a right understanding of her identity, but then also just you're absolutely figuring

914
00:45:49,640 --> 00:45:57,380
how to get better at stuff. You're just, you're dedicated to being, to doing everything that you do

915
00:45:58,140 --> 00:46:01,820
with a certain excellence and quality. By the way, and for those of you that are coming from a

916
00:46:02,000 --> 00:46:07,960
faith perspective, we say this because our work is not our work alone. It's an act of worship,

917
00:46:08,280 --> 00:46:13,160
actually. It's an act, it's a reflection of our relationship with God. And so that's vitally

918
00:46:13,160 --> 00:46:20,240
important. It's this low character, high competency person as well that I'm really concerned about.

919
00:46:20,720 --> 00:46:27,460
We've seen a lot of them recently in senior church leadership. This does a lot of damage.

920
00:46:29,600 --> 00:46:35,200
We've had some local instances here. Oh my gosh. They've been in the news here not too

921
00:46:35,400 --> 00:46:40,320
terribly long ago where, and this is why I always get, guys, I'm not cynical, but this

922
00:46:40,200 --> 00:46:41,040
That's where I always get concerned.

923
00:46:43,000 --> 00:46:48,080
The church that they're leading is growing at a rapid rate, more and more programs, bigger

924
00:46:48,180 --> 00:46:49,760
building, all that sort of thing.

925
00:46:50,280 --> 00:46:56,300
And then the news comes out that they have been engaged in things that are just...

926
00:46:56,300 --> 00:46:56,760
Adam: Not good.

927
00:46:56,760 --> 00:46:57,420
Adam: Not good.

928
00:46:57,560 --> 00:46:58,960
Immensely harmful to people.

929
00:46:59,760 --> 00:47:01,900
And you can kind of connect the dots from where you want to.

930
00:47:04,020 --> 00:47:06,960
We also ask the question, how was this possible?

931
00:47:07,720 --> 00:47:09,720
How did they find themselves in this position?

932
00:47:10,300 --> 00:47:17,040
It's because the particular culture of that organization valued the output, valued the

933
00:47:17,080 --> 00:47:21,220
skill and didn't ask the question about their character.

934
00:47:22,440 --> 00:47:23,700
What was going on inside?

935
00:47:24,820 --> 00:47:25,580
What was their...

936
00:47:25,580 --> 00:47:26,900
What's their...

937
00:47:27,600 --> 00:47:29,580
What are their family relationships look like?

938
00:47:29,720 --> 00:47:31,600
What are their interpersonal relationships look like?

939
00:47:32,100 --> 00:47:33,280
How are they treating their staff?

940
00:47:33,280 --> 00:47:37,340
I mean, it always blows my mind because once the investigation starts on these things,

941
00:47:37,380 --> 00:47:39,220
when something blows up, the investigation starts

942
00:47:39,220 --> 00:47:41,420
in these things, you uncover like, oh,

943
00:47:41,800 --> 00:47:44,760
they had really, really toxic managerial.

944
00:47:44,960 --> 00:47:46,660
You know, they use threats and fear

945
00:47:46,860 --> 00:47:48,580
to lead their staff or whatever.

946
00:47:48,960 --> 00:47:50,360
And this has been going on for years

947
00:47:50,420 --> 00:47:52,940
and everybody's like so like, so caught off guard by it.

948
00:47:54,920 --> 00:47:57,080
Let me just be very, very clear.

949
00:47:59,080 --> 00:48:02,260
We have a problem in our work cultures.

950
00:48:03,580 --> 00:48:04,640
And this is why, by the way,

951
00:48:05,020 --> 00:48:07,360
this is why I think our young adults have seen a lot of this

952
00:48:07,360 --> 00:48:11,920
I think they're a little bit skittish in the workplace of this, where there's a little

953
00:48:11,920 --> 00:48:12,520
bit of an assumption.

954
00:48:12,820 --> 00:48:16,280
There can be an assumption of if you are in a place of authority, you will probably have

955
00:48:16,360 --> 00:48:18,380
some sort of deep corruption within you, right?

956
00:48:18,720 --> 00:48:23,420
So there's like, you know, and it doesn't have to, that doesn't have to be the case

957
00:48:24,920 --> 00:48:26,620
at all, I would say.

958
00:48:29,160 --> 00:48:30,600
So we just want to be on the lookout.

959
00:48:31,040 --> 00:48:32,820
Number one, we don't want to be that person.

960
00:48:33,080 --> 00:48:35,520
We don't want to be the highly skilled person.

961
00:48:36,040 --> 00:48:37,260
And we go, "Hey, I've got all the skills."

962
00:48:37,260 --> 00:48:39,320
And we just check our character development,

963
00:48:39,580 --> 00:48:42,700
check those things that actually matter at

964
00:48:42,700 --> 00:48:43,080
the door

965
00:48:43,400 --> 00:48:46,200
and say, "Eh, if I just keep on this course,

966
00:48:46,260 --> 00:48:47,900
"I'll make all the paychecks that I need to make

967
00:48:47,980 --> 00:48:49,140
"and we'll move forward."

968
00:48:49,220 --> 00:48:50,000
And it's no good.

969
00:48:50,420 --> 00:48:51,620
What we wanna be is a high character,

970
00:48:51,690 --> 00:48:52,720
high competency person.

971
00:48:53,490 --> 00:48:54,500
And that's a really--

972
00:48:55,580 --> 00:48:56,800
- So up in the upper

973
00:48:56,800 --> 00:48:57,100
right hand corner.

974
00:48:57,120 --> 00:48:57,520
- Yeah, yeah, yeah.

975
00:48:57,700 --> 00:48:59,600
And I'll say this, Andy.

976
00:49:03,440 --> 00:49:07,760
I will hire a higher character, lower competency person

977
00:49:07,940 --> 00:49:08,840
than vice versa.

978
00:49:09,120 --> 00:49:09,320
Why?

979
00:49:09,880 --> 00:49:11,720
Because I can't teach character,

980
00:49:12,240 --> 00:49:13,680
but we can teach skills,

981
00:49:14,920 --> 00:49:15,040
right?

982
00:49:15,300 --> 00:49:17,340
So for me, it's like I tell my staff all the time,

983
00:49:17,400 --> 00:49:18,340
we hire for the vibe.

984
00:49:19,220 --> 00:49:22,080
And what that is, is if I have a sense of like,

985
00:49:22,240 --> 00:49:26,500
you're a genuinely, you're a curious person,

986
00:49:26,700 --> 00:49:27,960
I can see that you wanna learn,

987
00:49:28,120 --> 00:49:28,440
I can see

988
00:49:28,440 --> 00:49:29,560
that you've got, you know, whatever,

989
00:49:30,960 --> 00:49:33,260
and that you're ready to enter into a skill development,

990
00:49:33,420 --> 00:49:34,200
of mindset, you have a

991
00:49:34,200 --> 00:49:34,780
growth mindset.

992
00:49:35,480 --> 00:49:35,880
- You're gonna go.

993
00:49:35,940 --> 00:49:36,120
- Great,

994
00:49:36,360 --> 00:49:37,000
we're great.

995
00:49:37,400 --> 00:49:39,700
If you come in trying to impress me with everything,

996
00:49:39,960 --> 00:49:41,840
you know, with who you are and all the things

997
00:49:41,900 --> 00:49:43,700
that you've done or whatever, like that is usually

998
00:49:43,740 --> 00:49:47,160
like a red flag to me, because it's like,

999
00:49:47,200 --> 00:49:49,840
I wanna know what's inside, I wanna know what's in my heart

1000
00:49:49,920 --> 00:49:52,320
and that's what's gonna take us the farthest.

1001
00:49:52,400 --> 00:49:54,360
That's what's, by the way, that's what's gonna help form

1002
00:49:54,460 --> 00:49:57,240
the best team, 'cause if everybody is in that mindset,

1003
00:49:58,200 --> 00:50:00,280
right, then we've got, there's really opportunity

1004
00:50:00,380 --> 00:50:02,500
for growth and we're all gonna challenge each other,

1005
00:50:02,500 --> 00:50:04,800
we're going to teach each other, it's going to be good.

1006
00:50:04,960 --> 00:50:12,260
So yeah, for our young adults, for young people, people that are investing, I would say, in

1007
00:50:12,300 --> 00:50:17,540
young people as they enter into just life in general and definitely into their various

1008
00:50:17,600 --> 00:50:23,200
vocational endeavors, to be thinking about character and competency, both of those things,

1009
00:50:23,760 --> 00:50:28,920
how vitally important both are in the development of young people.

1010
00:50:29,100 --> 00:50:34,920
And it's because it's not just, Andy, just before I was here, I was with our good friends

1011
00:50:34,960 --> 00:50:40,500
Matt and Courtney, who their son Gideon is doing college tours and things like that,

1012
00:50:40,540 --> 00:50:45,380
and is looking into possible, you know, what he wants to do in the future.

1013
00:50:46,650 --> 00:50:50,060
And I just love the conversation we're having them when I'm talking about what they're going

1014
00:50:50,060 --> 00:50:54,780
to do in their college visits about, "Hey, what's going to form our kid?"

1015
00:50:54,780 --> 00:50:56,900
Because he wants to go in and be an engineer.

1016
00:50:57,080 --> 00:50:57,420
He's really, really

1017
00:50:57,420 --> 00:50:58,180
interested in engineering.

1018
00:50:59,260 --> 00:51:00,480
How can he be the best engineer?

1019
00:51:00,820 --> 00:51:02,940
And also, how can he just be the best human being?

1020
00:51:03,280 --> 00:51:03,420
- Yeah.

1021
00:51:03,580 --> 00:51:06,120
- Like how, and where are the places

1022
00:51:06,220 --> 00:51:07,140
that we're gonna be investing with those things?

1023
00:51:07,140 --> 00:51:08,100
- Up in that upper right

1024
00:51:08,100 --> 00:51:08,240
hand.

1025
00:51:08,300 --> 00:51:08,700
- Yeah, that's right.

1026
00:51:09,060 --> 00:51:10,320
To the up and to the right, right?

1027
00:51:10,700 --> 00:51:13,260
How are we gonna, how are we going to see him

1028
00:51:13,440 --> 00:51:14,760
become a fruitful person?

1029
00:51:15,820 --> 00:51:19,200
And, you know, have a commitment,

1030
00:51:19,560 --> 00:51:20,980
a kingdom commitment, right?

1031
00:51:21,100 --> 00:51:23,440
That he is a disciple of Jesus as well,

1032
00:51:23,540 --> 00:51:25,040
that he's gonna go and be dangerous

1033
00:51:25,140 --> 00:51:25,900
for the sake of the kingdom.

1034
00:51:26,840 --> 00:51:30,780
But also, he's gonna be doggone good at being an engineer.

1035
00:51:31,040 --> 00:51:31,260
- Yeah.

1036
00:51:31,460 --> 00:51:34,040
- You know, and it's gonna make a really vital impact

1037
00:51:34,260 --> 00:51:35,980
to whatever company he works for and all of that.

1038
00:51:38,440 --> 00:51:40,420
And I don't know, Andy, do the next,

1039
00:51:40,520 --> 00:51:42,120
I was the next slide there.

1040
00:51:43,260 --> 00:51:43,440
This

1041
00:51:43,440 --> 00:51:44,180
is-- - This one here.

1042
00:51:44,380 --> 00:51:46,100
- This one, this was on my

1043
00:51:46,100 --> 00:51:46,940
presentation, super

1044
00:51:46,940 --> 00:51:47,160
funny.

1045
00:51:47,280 --> 00:51:50,060
So here's my other thing I've been thinking about.

1046
00:51:51,100 --> 00:51:53,120
The quote here is, I say,

1047
00:51:53,560 --> 00:51:55,840
"You will lose opportunities for authentic witness

1048
00:51:55,840 --> 00:51:56,800
if you suck at your job.

1049
00:51:57,400 --> 00:51:59,100
And then I said that quote was from Abraham Lincoln.

1050
00:51:59,260 --> 00:52:00,400
That's not true at all.

1051
00:52:00,400 --> 00:52:01,780
I just try to keep people on their toes.

1052
00:52:01,920 --> 00:52:05,980
But there's something to be,

1053
00:52:06,080 --> 00:52:07,660
you know, I've just been thinking about that.

1054
00:52:07,780 --> 00:52:10,840
Like in like in my situation,

1055
00:52:11,680 --> 00:52:14,020
if you're out in like a secular marketplace,

1056
00:52:14,240 --> 00:52:14,560
so to

1057
00:52:14,560 --> 00:52:14,820
speak,

1058
00:52:15,620 --> 00:52:17,280
and you have this sense of like,

1059
00:52:18,000 --> 00:52:22,480
hey, I want to be a witness in my work.

1060
00:52:22,640 --> 00:52:24,640
You know, I want to be able to share faith

1061
00:52:24,640 --> 00:52:25,260
and things like that.

1062
00:52:27,720 --> 00:52:30,480
This is the reality, if you are better at your job,

1063
00:52:30,820 --> 00:52:32,640
you will have more opportunities to do that.

1064
00:52:33,140 --> 00:52:35,040
If you suck at your job,

1065
00:52:36,000 --> 00:52:37,460
you will lose those opportunities.

1066
00:52:38,100 --> 00:52:40,400
It is hard for people to take

1067
00:52:40,840 --> 00:52:42,160
what you say seriously

1068
00:52:43,180 --> 00:52:45,680
in terms of you want to share good news with them,

1069
00:52:45,940 --> 00:52:47,040
life changing news with them.

1070
00:52:47,380 --> 00:52:49,340
It's harder for them to take that seriously.

1071
00:52:49,920 --> 00:52:52,400
If you are coming from a place of just of like just

1072
00:52:52,640 --> 00:52:59,280
poor performance and poor engagement and poor work ethic and all of that. So, the two go together.

1073
00:52:59,440 --> 00:53:05,000
This is, and this is why, I mean, again, do all things as unto the Lord, right? Do your work.

1074
00:53:05,600 --> 00:53:14,160
Do your work well. Be an excellent example in all of that. So, yeah, that's my, oh, you even got the,

1075
00:53:14,250 --> 00:53:17,320
we don't, we seldom, we seldom throw a Bible verse up here, but

1076
00:53:17,320 --> 00:53:17,640
that's,

1077
00:53:18,080 --> 00:53:19,720
yeah. Colossians 3,

1078
00:53:19,760 --> 00:53:23,520
23 through 24. This is, and that's kind of a, it's just a great grounding.

1079
00:53:23,580 --> 00:53:27,060
If you want to have a kind of a faith based discussion with your kids about,

1080
00:53:27,460 --> 00:53:31,500
about work, about vocation. Um, yeah,

1081
00:53:31,760 --> 00:53:35,240
whatever you do, do it with all your heart as working for the Lord,

1082
00:53:35,320 --> 00:53:36,380
not human masters.

1083
00:53:36,600 --> 00:53:40,180
Since you know that you will receive an inheritance from the Lord as a reward.

1084
00:53:40,260 --> 00:53:44,040
It is the Lord Christ you are serving. Gosh, guys, if, if,

1085
00:53:44,320 --> 00:53:46,140
if I don't know what says it more clearly than that.

1086
00:53:46,520 --> 00:53:50,160
And I would even say like, again, we were Christians. We're not,

1087
00:53:50,320 --> 00:53:51,640
the show is not necessarily a Christian.

1088
00:53:51,780 --> 00:53:53,560
And so I know we have people that aren't Christians, but that,

1089
00:53:53,680 --> 00:53:57,160
even that and just in general, like do whatever you do with all your heart.

1090
00:53:57,240 --> 00:54:00,680
Like, like do it well. Like, so even, even if you take,

1091
00:54:01,420 --> 00:54:02,700
I don't want to say take God out of that scripture,

1092
00:54:02,800 --> 00:54:03,220
the scripture,

1093
00:54:03,460 --> 00:54:05,920
but I mean like that's a good, even if you're not a Christian,

1094
00:54:06,000 --> 00:54:07,260
that's a good scripture to

1095
00:54:07,260 --> 00:54:08,200
base your

1096
00:54:08,200 --> 00:54:10,740
whole, the way you do your job on.

1097
00:54:11,060 --> 00:54:13,040
No, I, I just,

1098
00:54:13,480 --> 00:54:18,440
I just think that if you do your work with all of your heart, if you find a way, and

1099
00:54:18,580 --> 00:54:22,640
again, I know there's a whole bunch of different kinds of jobs out there, whole different working

1100
00:54:22,820 --> 00:54:23,840
environments, all of that.

1101
00:54:24,540 --> 00:54:30,640
But if you can find a way to do what you're doing, to give yourself fully to the work

1102
00:54:31,200 --> 00:54:34,380
that you're doing, I think you're better for it.

1103
00:54:34,520 --> 00:54:35,880
I think we're all better for it.

1104
00:54:36,000 --> 00:54:40,680
I think if we can call our, you know, our young people to that and remind them of that

1105
00:54:40,680 --> 00:54:45,480
and kind of have a have a culture and understanding of around that, you know, toward the work

1106
00:54:45,520 --> 00:54:45,900
that they do.

1107
00:54:46,460 --> 00:54:46,680
It's good.

1108
00:54:46,900 --> 00:54:47,500
It's going to go better.

1109
00:54:47,560 --> 00:54:51,660
And we're going to help our young people succeed because apparently there's some struggles

1110
00:54:51,720 --> 00:54:52,980
going on right now in the workplace.

1111
00:54:53,580 --> 00:54:58,500
And we think a few corrective measures might help help them succeed.

1112
00:54:58,920 --> 00:54:59,120
So,

1113
00:55:00,200 --> 00:55:00,400
Joel.

1114
00:55:01,800 --> 00:55:03,300
We have come to the end.

1115
00:55:03,440 --> 00:55:05,280
Oh, we have an amazing episode.

1116
00:55:05,460 --> 00:55:05,820
Thank you.

1117
00:55:06,700 --> 00:55:07,380
It has been amazing.

1118
00:55:07,470 --> 00:55:09,700
Do you have any final comments before we wrap tonight?

1119
00:55:10,520 --> 00:55:13,580
see what here's the comments, and we haven't said this for a while.

1120
00:55:14,260 --> 00:55:17,720
For people that are listening to this show, the like, subscribe,

1121
00:55:18,440 --> 00:55:19,980
share all of that sort of stuff.

1122
00:55:20,100 --> 00:55:21,380
I've just been thinking about this.

1123
00:55:21,500 --> 00:55:21,680
Yes,

1124
00:55:21,760 --> 00:55:22,940
it's

1125
00:55:22,940 --> 00:55:24,620
again.

1126
00:55:24,970 --> 00:55:26,660
We're not out here for a fame and fortune.

1127
00:55:26,930 --> 00:55:31,100
What it does do is it helps other people find the show because

1128
00:55:31,220 --> 00:55:34,100
it's like a hey, if you like this, then the algorithms they work

1129
00:55:34,160 --> 00:55:37,100
in mysterious ways, but it helps other people discover the show.

1130
00:55:37,110 --> 00:55:39,340
It helps other people be invited to the community.

1131
00:55:39,420 --> 00:55:43,720
So I would just say if you have in any way at any time,

1132
00:55:45,820 --> 00:55:48,920
miraculously benefited from the content of these conversations

1133
00:55:49,000 --> 00:55:52,800
that we have on the dudes and dads podcast, if you would man

1134
00:55:52,860 --> 00:55:54,480
on your socials, share it with others.

1135
00:55:54,580 --> 00:55:55,680
We love that.

1136
00:55:56,260 --> 00:55:57,980
Like follow hit the hit the bell.

1137
00:55:58,120 --> 00:55:58,520
The notification

1138
00:55:58,520 --> 00:55:59,400
thing is good.

1139
00:55:59,640 --> 00:56:00,180
So Roy

1140
00:56:00,180 --> 00:56:01,740
is asking if we are on YouTube.

1141
00:56:01,880 --> 00:56:03,140
Yes, Roy, we are.

1142
00:56:03,240 --> 00:56:06,900
You can find us at dudes and dads dot com slash YouTube.

1143
00:56:07,100 --> 00:56:08,320
We'll take you to our YouTube show.

1144
00:56:08,420 --> 00:56:09,160
Thanks for though.

1145
00:56:09,310 --> 00:56:13,260
Thanks for the question and by the way an opportunity for us to just unshame

1146
00:56:13,720 --> 00:56:15,780
Shamelessly plug the YouTube that's great.

1147
00:56:15,980 --> 00:56:20,380
Yes, good dudes and dads comm slash YouTube will take you to their YouTube channel mm

1148
00:56:20,380 --> 00:56:20,860
-hmm

1149
00:56:21,180 --> 00:56:24,920
Yes, yeah, well you get to see us you get to see the real the real us

1150
00:56:25,860 --> 00:56:32,180
And I would say hit up our voicemail because again we love our voicemail so five seven four five zero one four four six three

1151
00:56:33,960 --> 00:56:37,060
And you know what Joel hmm what Andy?

1152
00:56:37,580 --> 00:56:39,140
I'm really digging this music.

1153
00:56:39,340 --> 00:56:39,500
Yeah,

1154
00:56:40,360 --> 00:56:45,440
yeah, yeah as always show music theme music provided by the incomparable Scott Allen

1155
00:56:47,240 --> 00:56:48,400
What a treasure he is

1156
00:56:49,680 --> 00:56:55,720
And again Scott Allen teaching the young people down at Grace College investing in their future gonna be great

1157
00:56:57,180 --> 00:57:01,840
Great musicians great. Yes studio people recorders all of that all that good stuff. We thank you Scott

1158
00:57:02,880 --> 00:57:06,440
Hey everybody as always you can connect with us over at

1159
00:57:06,340 --> 00:57:06,520
at

1160
00:57:06,520 --> 00:57:09,180
dudesanddance.com.

1161
00:57:09,280 --> 00:57:10,120
That's right, dudesanddance

1162
00:57:10,120 --> 00:57:10,640
.com.

1163
00:57:11,020 --> 00:57:12,800
Got all previous episodes, show notes, all that good stuff.

1164
00:57:13,579 --> 00:57:15,140
Hey, thanks for tuning in.

1165
00:57:16,260 --> 00:57:17,800
Yeah, remember to like, share, subscribe,

1166
00:57:17,850 --> 00:57:19,300
do all that stuff, we appreciate it.

1167
00:57:19,480 --> 00:57:21,220
And until next time, we wish you grace.

1168
00:57:21,500 --> 00:57:22,000
- And peace.

1169
00:57:23,120 --> 00:57:23,980
Roy found us.

1170
00:57:24,560 --> 00:57:25,220
- We found you, Roy.

1171
00:57:25,940 --> 00:57:26,220
Thanks, Roy.