what is 'culture'

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I was going to get started. Again, thank you for tuning to Guy in this Council 2.0, the live edition. Again, I'm going to continue to say live edition for a bit. If you are new to this show and tuning in, the reason why I say it's a live edition, I had a podcast where I just did interviews with people. And then I started another podcast called Unicorn Finders with two of my best friends. And then I was like, no one needs two podcasts. I barely have time for one. So now what this is, this is just a live show where I go live every morning.

And it's all on my YouTube and my podcast. Guy in this Council 2.0 put us to check that out. Again, this is basically a therapy session, not only for me, but also for you. I think a lot of times in the job search people need somebody to talk to. This is a public form, so that always kind of changes things up. But I just want to be here for you. So if you shot us before, you get started on culture, check out vaco.com, backslashtaylor. That has resume templates. My blogs I've written, videos on how to find a job, interviews I've done. That I say resume templates, resume templates.

So check that out vaco.com, backslashtaylor. Also, if you want to join my texting community, this is the correct number today. 615-235-5650 would love to get you my texting community. I am like a few people away from hitting 200 people on my text message community. So very, very grateful. Some people would say that's done a lot. I think that is an absolute time. Again, that is practical job tips and tricks since you're phone every morning. One text, I don't sell anything. So if you want to join 615-235-5650. So I want to go ahead and dive into culture. And what that is. And the reason why I want to talk about culture is because my beloved college, my alumna, alumni, I'm alumni.

No, anyways, the college I went to, the University of South Carolina, we are in the, we just finished our coaching job search. And it was a good one. We got a good one, Shane Beamer for those of you who do not name it. For those of you who are watching it like great, I don't want to talk about football for the next five minutes. I'm not. I just, we went through, we have gone through an identity crisis from a culture perspective. The coach we had Wilma's champ, basically promoted self. It's become apparent after he has left that they have, that we've started to, that he wasn't able to recruit a ton.

And so what he would do is he would promote that hey, we're going to get you to the NFL. And it basically became all about the individual. And so what then you saw, as you saw individuals pop, quote unquote unquote big games. For those of you who do not know, we beat the number three ranked Georgia UGA last year. We beat Auburn this year. But then we've stunk all the other times. So you have these players get up for big games and then they just lay a leg elsewhere. And so that got me thinking about culture. And I know I've talked about culture in one of these before.

And so but I want to talk about it again, and I really want to pull the audience. So if you're watching, start commenting on what do you think makes good culture either within your organization, within your team? I don't know, within your household. What are some cornerstones of culture that is important to you, that maybe your team has. So for example, like I know the culture within my recruiting team specifically, is we're very open. I wanted to develop a culture within my team that people can be totally comfortable sharing to each other and also sharing to me that of how they feel. I'm a big, lovey, feely guy.

Cracked commercials, home art commercials right now are our home art channel Christmas things, I cried those, big emotional teddy bear. But my thing is, is like I wanted to bring that into the workplace. And the reason why I think a recruiting is a hard job. We deal, Dylan, thanks for tuning in, and morning from Nashville, I love it. We deal with human humans. So like, wow, I don't sell a piece of software, I deal, but I like my product is humans and it can wear you out and there's a lot of conversations, a lot of personalities and humans are, you know, fickle, right? So they would draw themselves and you're about to get an offer and all that.

So I wanted to see within your organization, I want practical things. What is important from a culture perspective for you, right? So we have a few, Dad, thank you for doing it. And I'm glad my dad had tuned into this one because I think, you know, one of the, one of the corner stone, like a lot of my management principles comes from my dad, right? So shout out David Dessen, right? And he says this, but he has said this always in our household, not about the name of the back of the Jersey, but what's on the front, right? And again, that's why you put the Wink Face because this is something we've always talked about, right?

Lou Holtz, right? One of the famed college coaches came to South Carolina. He took the names off the back of the jerseys. Like that's what he did. He was like, I don't care what your name is. We're not gonna promote you. It is about the university. And that's one thing that we got in our new coach, which Shane Beamer, he's like, I want South Carolina guys. I want GameCon guys. So Dad, again, I think that's great, right? I think that's incredibly important. I think creating a culture within an organization that is like, hey, listen, like, it's all about us, right? It is all about us.

John, another one, caring about we more than me. Again, another consistent culture message that I think companies need me to embrace more, right? Like for me, like my successes are my team, right? My, like we are going to do so a little peel behind the onion, as you would say, for me and my team and my recruitment team as a whole, all 25 of us, while the pandemic has been bad, we have totaled and if someone from Mexico is gonna wash just like, you can correct me, but I messaged with my boss Alex recently. My team, the all 25 of us have equal half of the output for our entire office for the year, half, right?

That's not normal. That's not normal. And so for me, like the successes are my team, right? It's not about me. And I'm not just saying that because I'm live right now. It truly is about my team. We could not, I can't staff $6 million with the business personally, right? It's not about me, it's about my team. And so again, John, I love that so much. Dad again, Dave Dessin again from South Caculackey. I love it. We focus on giving himself, don't anything's giving it to dot families, gifts for Christmas, et cetera. Again, right? So this is a family thing, right? I know my family's in big on this, right?

Don't be involved in the community, right? It's a way to give back. I love that. Again, keep commenting, y'all, this is good stuff. So with culture, going back, because we got to be read a little bit, because of the feedback coming up, which I love it again, keep commenting on what's important for culture for you. But for me, it's being open, it's being vulnerable. It's having a safe place to share. Now, there is a lot of people can poke holes in my strategy. Right? Oh, you know, a leader shouldn't show their weakness. You should always be driving, right? Leaders should always be driving. You know, you create a culture where people start sharing too much and it gets too personal, right?

Like I disagree with that. Right? I think for me, I think a lot of times within an organization, within leadership, is that we try to not be ourselves. Right? We cramp up and people feel it, it feels weird. And for me, like listen, if there's a time where my, you know, directness, right? Or my vulnerability, it gets too much. Like it, you know, we become too emotional about one subject for too long. Like I'll own it, I'll own it. Right? I think it's staying true to yourself as a leader and bringing that culture within an organization. Yeah, Julio, again, there's no I and team. Yes, absolutely.

They're, again, so the consistency in these messages right now is we, right? It's not about me. And I love that so much. So let me, let me phrase a question a little bit too. What within your organization does your leader or does your leaders do that you like that promotes culture? Whether it be morning meetings, dad, I mean, give me a shout out again. Like my dad always did before I knew it. It was my dad did scrum meetings. So I said my dad's in the restaurant industry. He's been in the restaurant industry for 30 years. Plus, I don't know, a long time. And he always did these meetings.

He called him Ali rallies. Right? So in the reason why I was Ali rallies because the kitchen was kind of small and it felt like an alley. Maybe that was an intentional. But Ali rallies is what he called it. And he just got the people together for five minutes before every shift. It was like, hey, listen, we're in this together. You know, this is what we need to do here. The specials, et cetera, et cetera. And I felt like that just really like put people in the same page. And it wasn't over the top. It was five, 10 minutes. Right? It wasn't this kind of this 30 minute meeting with PowerPoint presentations.

Right? And it was a simple, hey, we got this. We're in this together. I thought that was great. I've tried to implement it with my team. We do buy, we buy monthly. So two times a month or my recruiting team gets together, we just hang out. I've also realized during this pandemic that it's not always about acting. Sometimes people just need to talk and vent and usually listen as a leader. And so that's something I've implemented. Not all the time do I bring X's and O's to our meetings. I used to do that. And I've tried to be better at saying like, hey, let's hang out.

Who's dealing with what? Who's dealing with something difficult? And then let's talk about that. So again, guys, guys and girls, great conversation. Please comment again. Please comment at me on what do you think your team does in regards to culture? I think with Vaco, I think with my team too specifically is I want a team that works. Right? And I think it's showing that as a leader to continue to be in front to continue to work, continue to innovate or I continue to come up with new ideas. But I think allowing other people to come up with ideas as well. And so all that being said, that is what I think is important with my recruiting team specifically.

And again, when I say my recruiting team specifically, my recruiting team will break down here. The whole entire Vaco technology, National Team is about 25 people, 24 people. I specifically manage a team of nine. And that's kind of what I have the main kind of look and feel on. And so again, those are the type of things is developing just a place where people can just be themselves. So I say again, I think a lot of times, companies try to just, I don't know, I feel like they suck the life out of people. And I want people to enjoy, like I want people, I want my team every other Friday to be excited about that meeting because they can hang out, they can be themselves, they can catch up with their friends, which is the team, be friends with your team, and then also learn something.

That's incredibly, incredibly important to me. Who, yeah, thank you. Let's see, my team knows that they can come to me when they have an issue. So I promote open door policy. Who, yeah, I love that. I love that. Open door policy, same here. Everything is confidential. I will listen to you. I will do my best to affirm. I'm working that in counseling, working on a firming before responding. I think a lot of times people listen. I think a lot of times managers get told our projected things to them. And then I want to act immediately without letting that person feel heard. So I'm working on that with my team where they call me, I listen to them, I affirm them, and then work on an action step.

Because I think a lot of times people just want to be heard, hey, listen, I'm struggling with this. Hey, you know what, I got it, I get you, I totally understand. So really, I love that so much. Well, cool, listen, that was good. I love that. I love that so much. Let me know. Comment. Again, thank you for tuning in to guys. Got a stupid point out. That was it. I just want to get on that rant a little bit. We don't have to be done. If you have any more comments on what your team does, what your organization does to promote culture, please comment now, please that me.

I'm really, really curious. Thanks, I needed the firming before responding. Yeah, absolutely. I think that's incredibly important. When it's when it when your peers or your team comes to you about something, listen, again, I'm saying this as a reminder for myself and trying to apply to my marriage as well. Listen first, say, hey, I understand maybe do a little mirroring right? Learning that council will mirroring back repeating back what that person said and then work on solving a problem. Don't jump immediately to the problem because that person won't feel hurt. I love that Amy. Thank you so much. Again, comment at me. I love this.

I kind of don't want to be done to be totally honest with you, but I don't want to keep rambling. So again, thank you all for tuning the guys council 2.4 now. If you need anything, shoot me a text, join my text and community. Also finding that I did do something again, and I forgot I'm sorry. Shout out Alex Puler. Alex Puler Design at gmail.com. He did all of this. This design stuff my guys counselor. I just said how to email newsletter. He did all that as well. So shout out to our designers, Summer Lennyton. Summer's awesome. She's doing my website, redesign 2.0. Check her out, Summer Lennyton.

That's LIDD. I am G T O N. Drew Skeleton. Drew does all my video editing and most of my video editing. Shout out him. Check. Checked you out. Also Brandon R. Are they getting Brandon R. They heads up my entire strategy. We're going to dive into it in 2021. So again, Brandon R. Are they bringing to 78? If you are an individual or a small business wanting to get into content creation, hit up Brandon. He's cheap. He will get you rolling. So all this content you see for me, that is him. So again, few more comments coming in. My dad again, give Trust Hold Accountable, show success absolutely.

Trust is important. Let people go out. Let people hunt. Let people kill. Let people get what they want. Hold them accountable though. And don't let them play. Oh, I love that. Julio, this is awesome. Got me pumped for the Hey, listen, what person's pumped? I love it. Julio's pumped. Julio, go across today, man. Again, I appreciate y'all seeing the guys at the two point out. Have a great Wednesday. I will be live tomorrow morning. And then offer Friday. Again, thank y'all so much. Thank you my community. I appreciate y'all. Good one.