S2 E27-Love Languages for Employees

You must have leaders and heroes inside of your organization that will truly champion your vision and your mission so that you can become a force for good throughout the world. In this episode, Brittany and myself will be talking about exactly how to do just that.

These dreams, these visions that we have, Brittany, they're going to require. And we know this, everyone knows this. They're going to require teams of people to help not only our teams, but if you, as a business owner or an individual or an entrepreneur, have this amazing vision, this incredible, compelling dream, you're going to need people to assist you. So how do we pour into those that are surrounding us to ensure that they are leaders and champions of our dreams?

The best way to get your team to champion your ideas and visions is. Oh, my gosh, this is gonna break a lot of people's brains.

I'm ready.

Is for it to also be their ideas and visions.

There it is. There it is. Yes.

I don't want you to work for me for money ever. I want you to work with me because this is in alignment with everything that you want, or at least a huge stepping stone on the path to your thing. Not to become a competition, but every single aerial entity is a force for good company, which means that we make money while we make a difference. You know, we exist to elevate people and places, and each one has its own mission. And so my team, I want all to become wildly wealthy, and if they don't, really, shame on you, because you've got way too much access. And you can also ask me anything. Like, it'd be insane if you didn't.

Right?

So I want you to become wildly wealthy to where you don't need a paycheck, but you continue to work with a company because it's what you want to do. You know, I say it all the time on my mission trips. I'm, like, sleeping in the dirt. You know, there's no food, getting eaten alive by mosquitoes, whatever the situation is. And it's like, you could never pay me to do the stuff that I do, but you'd never have to. I want that to be the essence of everybody who works with me and haven't been told that's insane every single day.

Right?

You can't just. People just want normal jobs, Bernie. They're not trying to be you. You don't need to be me. I carry way more stress than a normal human being should ever carry. But if you don't want to carry the same level of stress as, like, the forger founder person who goes to jail if it doesn't work sometimes. But you still want your life to make a difference and make an impact. Find these force for good companies and work with them and make sure that the leader also cares about you, but you care about them. So that's how I do it. How do you do it?

In essence, you want to be able to see that person's gift and know what it is and pour into them to really, really let that gift and let that skill set shine. Doesn't matter what it is. And having and knowing this person is amazing at this one thing. Let's say they're a storyteller or they can be in charge of your website copy, they can be in charge of your emails, they can be in charge of your social media, they can be in charge of the written word that goes out to your tribe and to your followers so that they can really read and be compelled by your vision and by your dreams and by what you're working on. Because that person, they are phenomenal at that. They're incredible at creating a voice. Everyone knows, like my written voice when they read it. Yeah. Jeremy wrote that because I write kind of like how I talk. But that's an example. Another example is, and another answer to your question is, understand how your employees and the people that you work with communicate. Really dig down and find out their personality profile, their personality trait, how they would love to be communicated with. Because people have individual communication styles.

Mm.

Just like they have love languages. Right. Some people that you work with are going to require certain things of you that are just totally different than others. Some people are going to want different things of you than other individuals may or may not. And it's very important to understand what that is. For example, I have someone on my team who loves voice memos.

They're the worst.

And I have some people on my team who love phone calls, some people on my team who only want text messages. And then you have some people who you don't need to hear anything from them unless something is up, something is wrong, and then they reach out to you. It's one of those aspects where learning how the communication style is effective. Also letting everyone know what your preferred communication style is and just being open, creating a good, open dialogue and discussing things with them. Making sure that people know your vision, making sure people know your mission, and discussing with the people that you work with openly. Number three would be, not only are you communicating with them and not only are you champing what they're phenomenal at, but you are also ensuring that they are in positions to make effective change, that they have the skills, they have the tools and they have everything needed to be able to implement that. So having discussions on do you have everything you need currently in your role and in your position to make this change, do you feel comfortable? Do you feel excited? Do you feel wonderful? Having updated meetings, having situations and times and places where everyone's chatting, everyone's there, everyone is in unison and everyone's focused.

So good.

Knowing where they're going and doing these exercises that we've talked about. Having your team go through the exact same things that we've done in these episodes and in the seasons of Broke to Woke. Making sure. Do they have a eulogy? Looking at it, reading it. Right. If you're here and you have employees that help you fulfill your mission, you probably should read their eulogy so that you know how to pour into them and pour into their souls.

That's so good. I think one of my biggest mistakes was hiring people that have incredible experience only.

What do you mean?

Great experience? No, heart. Ah, experience only. You know, we've got a job description out there. They applied because they have relevant experience and or they've been in this for 20 years and. And the problem I found with people that are crazy experienced and they came to us just for the job versus applying our website because they were passionate about our heart is they a lot of times have that greed operating system and this give operating system is a bit of a new way. It is. So when people go to our website and they learn how their work can make a difference and what we really care about and our approach to whatever the business is, be it apartments, be it developments, be it media, be it recovery. When they see on our site that we think about things different, they apply there. And I make them answer this ridiculous questionnaire that just asks them all kind of heart testing questions. They always say, oh my gosh, I've never even thought about those things from my own life. But I appreciate it. I'm a better person for having filled out the application to work for you, which is so cool because I make them go through a bit of what we've been talking about. So it's just really an interesting, an interesting experience. So don't just hire on experience to fill the gap. Especially if you're in an emergency, you're scaling quickly and you just need help get someone in.

All right, that's a good point.

Very good point. They've got to be aligned. And so one of the best ways that you can know if they're aligned is to create core values. Now, these core values are not necessarily something you advertise. They're internal filters for hiring, firing, raises, and continued growth. Do you have your core values outlined?

Nope. I don't. I know I have my internal, personal core values, but that's a great question for my business. I don't have my mission statement. So I'm assuming with the look on your face that you have right now, you're gonna give me some of these core values, I'm gonna write them down and then apply them to my businesses is what you're saying.

Well, each company's different.

That's a good point.

But you'll. I can share ours. And it'll start triggering some things in your mind because Aerial Recovery Group specifically is not going to be the same as a trading training company that is the most incredible in the world. So for us, we actually are a for profit. We have a nonprofit. We do all kind of incredible missions through. We're making a difference. We're changing the world. So this specific company under the Ariel brand exists to save lives, maximize support, eliminate confusion, and accelerate recovery. The whole purpose is again, nation developing, getting countries back on their feet. So we created some core values. And a lot of times those can be born from your irritation. What bothers you about other companies? What bothers you about past employees? What made them not a fit? What great employees do we have that make it a great fit? Like, what makes them fit? So, number one, first and foremost, we exist to save lives. So if at any point we're trying to do something or sabotage someone just to get some more fame or donations or whatever, like, we're off track. So number one, whatever it takes, whoever, we have to help, however we have to help. We're saving lives. Nothing else matters. That is primary. We always find a way. That is huge. If I've got some annoying person who's like, we can't get in the country, we can't do this, we can't do that. Are they a right fit?

Nope.

We can always find a way.

Always find a way.

We bring order. Disaster zones are full of chaos. We. We are not going to create chaos. We're not going to add to the chaos. We're not going to add any drama either. We bring order. We're a place that chaos goes to die.

I love that.

We bridge purpose either by sharing externally how other nations can be involved, how you can join in the recovery, or by taking veterans, these incredible military personnel, a lot of them are special forces taking all of their incredible skills once they retire from the military and joining our force. So it's been the most amazing PTSD therapy for all these girls and guys that have been through so much to be able to repurpose themselves to now be helping in such an amazing way in similar environment and have a true.

Dedicated focus, have a mission, so to speak. I mean, they don't have missions anymore. They're retired.

The webridge purpose, the whole thing there means that we're collaborative. A lot of these organizations, which annoys me is they just want it all to be them all to be them all to be them. No, it's gonna take all of us and we all have the same mission. So why are you being weird? You'll see this in these disaster zones. It's crazy. We are strategic planners. We don't just jump in there and have people get hurt or take from the much needed resources. We actually come and we make the place better for being there versus adding to the problem. We're culturally sensitive. We're not the great American heroes here to save you. Like, we're here to work by, with and through you and your people as force multipliers. And the last one is we are force multipliers. So again, those are the filters in which somebody would make sense for our team or not. This decision makes sense for our organization or not. And we put a lot of those into all of our internal meetings. One of the ways to get your team to remember them is we'd have a an award every Monday and we would have the rock star of the week. Would have to pick somebody on the team that was a rock star last week and why they exemplified one of the team core values. And then they get like 40 bucks. Yeah, whatever was in my purse was like mystery money. Yeah, $20, somebody gets a quarter. Now that we're all virtual, I'm venmoing them money.

So nice.

It's a really fun way for them to be noticing, showing appreciation, the team to recognize them and for them to be blessed. So it's fun.

Those are all incredible applications of doing it because again, just the reward system, the recognition system, the support system, showing that you care is in a way trying to think of like if it's a specific love language or not. But either way, like it is a love language for your employees. It'd probably be a great book of love language for your employees.

I do that actually. It's one of the things that we do, I wrote that down to talk about is we have everybody on the Team take a love language and we make sure to tell them this is not in your one on one relationship. This is. How do you feel most appreciated? And some people are. The one that always messes me up is that quality timers. Dang it. I'm the worst with quality timers. I don't just like sit around and so I have to ask all my quality timers. Okay. How do you actually feel appreciated by me? Because you never know. Those are the wild cards. Sorry. Quality timers. But I don't know. You never know what's enough for them.

Yes. Because it can be just talk to me on a park bench for 30 minutes.

Right. It could be 17 hours on a park bench without looking at your phone once or looking away at any birds. It could be responding to my text quickly. So when we're sitting in a room and we've done the love languages and everybody's going through their first one and their second one, all the quality timers need to share. What's the best way that you feel appreciated by all of us?

You know one thing I respect about you?

What?

Very open about things you're not good at. And I appreciate that because you're just. You're telling me right now, like, hey, I mean, the world is hearing this. Hey, if that is your love language, thank you. And thank you for sharing. It's going to be hard. Let me figure it out. Because you're saying I'm not the best at that. I don't. Let me work on that. Right. Let me go through it. Because acts of service, you're a boss. You're an absolute pro. Okay. If someone's love language is act of service, you and them are going to work phenomenally well together. Famously well. Yeah. Because that's your number one. That's your love language.

Yeah. What I found is the way you receive love, your top receive may be different than your top gift. Too.

True.

Which may be for a different episode. But it's cool to learn, especially with your significant other how it is. And me and my significant other. Mine, I receive love through acts of service, like every business entrepreneur. And he receives it through words of affirmation. As soon as he, like, does something wonderful, I am so open about. Oh, my gosh, I can't believe you did that. Thank you so much. This is like wonderful tornado of me going above and beyond saying thank you and him doing constant sweet things that make my life easier.

Yep.

Is it really nice?

Yep.

Synergy is not painful.

Yes, precisely. And doing that for your team, doing that for your leaders. Knowing that you need to elevate and knowing that you don't have to be the person. Right. You don't have to be the number one at every business. You don't have to be CEO. I have many businesses that I'm a part of that I'm not CEO. And that's perfect. Right. I can be a visionary in one company and have someone else be that visionary and I can just be the owner or part owner of that company or very small owner. I'm just there as a consultant and I own part of the company's equity and I'm just there to lend ideas and to be the rock that they, you know, cry on or their shoulder they cry on. Because as you mentioned earlier, sometimes you gotta complain up.

Yep.

Right. And gripe up, as you say. And so I can be that up for them. And hey, if you need me, call me. Let's reach out, let's connect. Let's figure out how we can make that happen and then let's go forward.

That's cool.

Yeah.

We have another one. It's a no manager rule now. This is weird.

Oh, this is gonna be fun.

I believe in hiring incredible grown adults. And if you are an incredible self motivated grown adult, you don't need someone to manage you. Now we have leaders and directors of things coming up with strategy and passing that strategy along. But if you ever have to be micromanaged, this is not the organization for you. We are hyper growth. We need you to constantly be thinking through front ways to create value and add to the vision and grow it. Your thing is. And your thing is your thing. You can work together and collaborate, but to be managed and checked on.

Right? No, you mentioned the word, you said it.

What?

Value.

Yes, right.

How do they add value? How can you add value? In fact and not even making this up. People, that is the title of our next episode. We even have it written down.

Nice.

How to add value. How to create value.

Let's talk about it.

We're going to be there.

If you like that episode and honestly, you want to come hang out with Brittany and myself and our team, our tribe of influencers. Go to broketowoke.com and you'll notice there's a location where you can go to find out information on summits. Where, where you can go, how long, which ones, what type, what type of influence you can create there. The people that you can meet and the world changing application on how you can go from broke to woke. So obviously broketowoke.com, click on it, and we'll see you there in person at the summits.