Across time zones, cities, offices, and working from home, work culture is more important now than ever. In these profound times, we want to ensure that our strength remains intact, and that starts with our foundation.  In episode 16 of On the Mic with Ad Results Media, Lindsay Boyd and Nathan Spell host a round table discussion which dives into the changes that have been made to our work culture over the years, as well as the effects felt by our team members both personally and professionally.

Be sure to subscribe to the "On the Mic with Ad Results Media" podcast through iTunes.  It's a podcast about the business of podcasting and audio advertising.  We aim to educate, enlighten and push the industry forward.

Podcast Transcript

In Q1 of this year in what felt like the blink of an eye, the way of working for people across the world changed. Thanks to COVID 19. We were plunged into what we call the new normal, and it's no doubt that feelings of anxiety, fear and trepidation followed in this episode of On the Mic with Ad Results Media, we've invited a panel of Ad Results, Media employees on to the Podcast to discuss The Importance of Work Culture, both pre and post COVID. So let's get started. That's the great thing about They grow with you as much as I had to wait to get back to my sleep number bed. I love my third love bras.

They're hands down the most comfortable bras I've ever owned. I love making blue apron and the love that it's my me time as well. Mic, thank you guys so much for joining us in this conversation today. I wanted to take a moment and have each one of you kind of introduce yourself, your position and where you are located. So Chelsea, if we could start with you, that would be great. So I'm Chelsea, I'm an account strategist based out of the San Diego office. And I had been with Ad Results for almost three years. My name is Morgan, a preferred name Mo I am a senior planner in the Ad Results, Houston location.

(1m 24s):
And I have been with the company for almost five years. Sandra I'm a media planner located in the Austin, Texas office. And I've been at Ad Results for about a year. Now, my name is Alice. I'm been with Ad Results Media two and a half years as a builder, knowing specialist I'm stationed here in Houston, Texas talking to you from my temporary field office. Well, since this is an episode about Culture, why don't we start off with the very basic first question? What does culture mean to you and seen us since you are joining us for this conversation as well?

(2m 4s):
Why don't we start off with you? It means everything to me. I used to work for companies that didn't have a culture at all. And then I worked for companies who had a phenomenal culture and so merging those two worlds together and working at Ad Results Media and with the morals and values and the employee. First, it's been a dream company to be part of the culture for me, allows me to talk to each and every employee in this organization and really bring all of them together and find out what is it that makes them happy?

(2m 48s):
'cause the happier that the employees are. I firmly believe that it leads to an increase in leadership and it leads to an increase in performance because if you love where you work, you're going to work harder than ever to be part of that organization. And to be part of the activities that we offer. And I'm so thankful to be part of an organization with such phenomenal employees, because if we didn't have a nominal employees, we wouldn't have the culture that we have today is Sandra and Mo. I would really like to hear y'all's perspective as well as what culture means to you guys. So Culture means a lot of things to me, you know, coming into the workforce only about two years ago from college.

(3m 35s):
I remember I was looking for a new job. I not only wanting to focus on a type of work I would be doing and the roll, but the culture, a culture is extremely important to me. It means that you have a sense of value of belonging to the entire organization. And I think culture is what ultimately leads to happiness in your everyday role. You know, I want it to be a part of something that was bigger than just my nine to five job. I wanted to join a movement of people who are all looking to grow to be something bigger. They were looking to grow both professionally and personally. So culture to me is that experience and a place that an employee feels like they belong.

(4m 15s):
I agree with, with Sandra and Sienna on multiple points, but from my personal testimony coming out of college, not only being desperate for a job or just wanting to feel a sense of belonging, naturally being like a free spirit and a creative person, I'm like, okay, I have to be in a place that honors my creativity or honors the fact that I'm a free spirit or that I'm kind of into these weird things. And I don't really have to change so much of myself in order to fit in to the culture. And I think Arizona has done a great job of tailoring the workplace.

(4m 59s):
I mean, day by day by day, there's been so many strides over the past five years of just kind of making it unique to each person's experience. Like I don't feel like I have to dilute a lot of myself just because I am a part of a larger company. It feels like there is enough, there is a little bit for everybody, right. And, and you're not dismissed or condemned or shunned if, if you want to be yourself. Right. And I think that's what makes Culture, Culture, there's uniqueness, there's heritage, there's a lineage. There's just the ability to show up exactly as you are.

(5m 44s):
And so, yeah, it's, it's like a melting pot of all of these, of these layers and it's beautiful to be able to wear all of your layers. And no one is like, no, no cover that part of, you know, that those were all really great description Of descriptions of what Culture is. I'm curious to hear, you know, from Chelsea and Steven About why culture within the workplace is important. So maybe Chelsea, we could start with you. Why w why would you say culture is important in the workplace? Yeah, I think culture is something that's very important to me.

(6m 24s):
It was one of the first things I asked about in my interview when I was even considering an arm was considering me for a position here. But at the end of the day, it's what makes your job enjoyable. You spend 40 plus hours a week working with the same people and having amazing relationships with your coworkers and managers and just different departments. And also knowing that leadership is so invested in your personal and professional growth. It just makes you look forward to coming to work today or every day. And I think to have seen as a point that's what helps you produce great work and really believe in your longevity at an organization.

(7m 6s):
What about you, Steven? Why would you, why would you say culture is important in the workplace? Well, the Culture did a pretty much, it sets the tone with a positive outlook, the values, the morals, and just an environment where you're able to grow and just have fun and just be yourself. What Mo was talking about earlier. That's a huge, you know, when you are interviewing and when you're going through the whole job search, I think that's probably the most important thing when you're involved in the whole job search.

(7m 52s):
And it's really hard to be yourself when you're at work, because, you know, like, like what Jesse said, you're at, you're at work eight hours a day, you know, 40 hours a week. That's a large portion of the majority of that time. The bounce of that time is either running errands or sleeping. So you want to be an environment where you can start building that emotional investment. Yeah. That's such a good point. We spend so much time at work. The culture is so important. So maybe we should ask some more about, you know, what makes a strong culture, I'm curious Sienna.

(8m 41s):
Like, how would you, how would you go about building a strong culture? I think It starts with receiving feedback from the employee's you have to, to them, you Have to meet their needs and you have to know what their needs are. It it's really a collaborative approach. And I think that that's one of the things that we really strive for it Ad Results. Media is this collaboration that we have between leadership and employees. As I said, at my previous Podcast, you know, the goal last year was your company, your voice.

(9m 24s):
And I still apply that every year, regardless of what year we're in. And I just believe that each and every employee has a voice and their voices need to be heard. And when you collaborate and you fill out surveys and you take those surveys seriously, and you start implementing them, those voices are heard. And together we build a strong culture because you can't have one or the other, it really goes hand in hand. So we have to listen to each other. We have to hear each other. We have to implement when we have to also strategize because you know, who knew six months ago, this is where we would be.

(10m 8s):
And so the more collaboration that we do with each other and the more hearing each other out, the better and more United our culture will be. Yeah, absolutely. I was going to ask Steven something you said earlier about how we spend so much time at work, obviously, but also, you know, how it's important and it's hard to be yourself with that in mind. You know, I'm curious what you think, you know, it really takes to have a strong culture that allows employees to be themselves Six employees that care and are willing to communicate to, you know, vertical communication and a horizontal communication as to what they desire, what the passion the individual passions are.

(10m 54s):
And just that one way to think about it is in order to have a strong foundation to hold up a house, you have to find a strong ingredients for that foundation. And for us, that foundation is the employee. So that the employees is, is what makes a really strong, solid foundation. I think that those are really excellent points and, and see, and I really agree with you about, you know, communication and getting that feedback and, and, you know, it can be difficult to start that process.

(11m 36s):
I think that it's something that we have learned over the years, how, how to be open to, and how to accept MOH is someone else who has been with Ad Results four for a while. I think you and I have both been here for about five years now. How have you noticed the culture change over the years? It's so much more inviting just with the possibilities of it all like, you know, seen, as I mentioned before, the feedback aspect of things is kind of in my opinion, a newer initiative, right?

(12m 18s):
Like just really providing that space, that safe space for people to say, this is how I feel about X, Y, and Z. And then to see it happen six months, two a year, or maybe sooner, see what you've voiced in some way come to pass. That feels good. You know, it's not just, here's the building, here's the parameters, here's the intention and the goal of the organization. And you kind of just assimilate into that now. It's like, okay, this is the goal, but how can we all collaborate? How can we invite the best of the best?

(12m 58s):
How can we be the trendsetters, but still humble ourselves and be open to the voice of the employees, regardless of where it falls on, you know, a position titles, you know, you have senior managers management and partners listening to junior buyers, right? So there's kind of like this dismissal, just doing a way completely with this hierarchy of power and it's more collaborative. And that's what I've noticed over the years. We have just been going into that more collaborative community type Thinkspace instead of it being a little bit more narrow.

(13m 44s):
Chelsea, have there been any changes in the culture that you have noticed in, in your, during your time here? Yeah, it is. It's really interesting for me because I started out on the digital side at Ad Results before even making the transition into Audio in 2018, January of 2018. And so when we made that transition, we got acquainted with all the employees at Houston and more recently Austin. And the last year we expanded there, but I think it was really cool. I remember going to Houston the first time and everyone just coming up and introducing themselves and putting a face to the email. And I definitely felt that acceptance even let's see two years ago when I first came out for training and just everyone being so willing to help and questions are welcome, and feedback is welcome.

(14m 39s):
And I think it's, it's those things that open line of feedback and communication between your, your coworkers, but also managers as well that really inspires and ignites growth change. And it's really been, I think, positive and definitely something tangible. I think even working from home recently, I feel way more engaged and connected with everyone than I do before. So it's really interesting to kind of take a step back and feel that progression over the last three years, HR, what are some of the more profound changes that you've noticed In, in the culture since you've joined the adversary?

(15m 21s):
So I've only been with Ad Results for a year and a half. And I had to say that pretty quickly, I saw changes that we've started implementing. I've seen employees engaged more than ever. I've seen employees happier than ever. I've seen. There's just been a blend between the leaders of this organization and the employees. And I've also seen a lot more unification. I'm a firm believer that regardless of where you're located, we are one company and we are one family and we have one culture and each and every person in this organization as part of that.

(16m 11s):
And so I've seen as really merge cities and really be unified with each other. And it's just to see that progression over the last year and a half. It brings me to tears because I see that employees are speaking up more and they're doing it in a professional manner. And I also see that we are a lot of their ideas we have implemented, and I see happiness, I see pure happiness. And not only that I've seen the effects of how a positive culture can lead to a positive mindset as well. So I've seen that as I, as I communicate individually with employees, I see them a lot happier in their personal life and in their professional life.

(16m 60s):
And, and from a big scope of things that I've seen, the professionalism increase immensely. And I see employees as leaders and it's exciting to watch and see that growth. So, you know, Culture has Culture touches every aspect of, you know, our working life. I think it's interesting to think about how culture has impacted, you know, our, our interactions with each other, especially now as we're all working remotely. So, you know, with that in mind, Sandra, how would you say the Ad Results Media culture has impacted your relationship with your coworkers?

(17m 46s):
The Culture On Results has really, You know, improved and allowed me to the relationships that I have at work. I guess it's allowed me to meet some of the greatest people who would call my friends, you know, do to the strong culture. We have, you know, have been able to build so many strong team and individual relationships with people who are much different than me. In addition to that, it's brought me closer to the people that I work with on a day to day basis and take those relationships so much further than just work to fix. I found a whole new set of interests outside of work because of the people in my professional life.

(18m 28s):
So I would say the culture overall has allowed me to have stronger and better relationships with those in my professional life. And it made ultimately meet some people who I now call my friends. Yeah. I love that. I, I think that we would be remiss not to point out that the friendship that is so core to a culture that comes in addition to, you know, your working relationships. There's a lot more to it too, that human connection. Chelsea, what about you? Like, you know, obviously while we haven't been remote, you know, consistently we do have multiple offices and, you know, we're all based in different cities.

(19m 14s):
You're based in California, we're based in Texas. And so I'm curious to hear how the Culture at Ad Results is, you know, effected your relationship with other employees and, and maybe even, you know, the environment that you're working in, you know, going in going into this too. I think I wanted to touch on that between offices, because honestly, sometimes sitting in San Diego, I'm so jealous that Houston gets to see each other every day, because I can honestly say that all of our counterparts over there are just so awesome and you eat and funny and charismatic and inspiring. Whenever we make the trip out to Houston, we have so much fun together, whether it's just collaborating with in-person meetings, which I love, or even just some of the company happy hours that we do in the San Diego team is out.

(20m 6s):
There are some really great memories that I have, I think over the years of getting to know people that, you know, I interact with every day, but even just in a separate setting. And I, as all of you guys are kind of contributing to this conversation. I just feel really, I think inspired by everyone that I get to work with. And at the end of the day, I think that's what helps create good work. And it's something that I can be proud of to, and being a part of an organization that has such an amazing culture. You know, that brings something that wouldn't Chelsea was talking. One word that just came to my mind was this Culture also had A profound effect on employees empowering each other.

(20m 53s):
And I love that. Like when Chelsea was talking, when everybody was talking, the word empowering, just keeps sticking in my mind because that's what this culture has done for each one of us. We uplift each other now more than ever than we ever have at Ad Results Media. And it just creates a motivation and inner motivation for us to be able to attain and to achieve more just because we're all helping each other out and empowering each other. And we all see the good and the potential in each other. And knowing that, that also adds to this culture that we are a part of. I agree, there's a lot of, I feel like there's a lot of empowerment and, you know, motivation that, that we've seen over the past, you know, even just the past year.

(21m 44s):
So, and, and especially within these past months with the pandemic going on, Steven, have you felt any specific changes to the culture, you know, regarding the pandemic now that we're working from home and kind of living in these times? Like what, what are some of the changes that you've noticed, Like any kind of obstacles and hiccups and false starts, you always have to be highly adaptable. And I think this one in a a hundred years, pandemic has really showed the grit of a lot of our employees, coworkers In, I think probably the biggest change is the communication.

(22m 32s):
You know, it, we, can't a walk to a, you know, a teammate's desk and ask a quick question. Now you have to, you know, write a big email, Spell, Spell, check it and all that good stuff, then send it. And we don't work on the reply, you know it, and then also sometimes your humor doesn't translate well on, in an email. So you always have to put a smiley face. So all my emails have a lot of smiling faces and, you know, and sometimes if I forget to add a smiley face, I always have to clarify afterwards too.

(23m 13s):
So either way, there's always going to be a follow-up email. Well, what about you? Have you noticed any specific changes? I think that this pandemic, you know, it really has pushed us into The, the gratitude G I think, I don't know about you guys, but I feel like I took my routine. I took a lot of things for granted or that are caught up in this routine and just kind of expecting the same thing that, you know, just in a routine, I wasn't able To really kind of like step back and be intentional. I think that for one applauding, just everyone in the agency for being so involved with the transition, from physical to digital space and also huge shout out to just the decision-making process of keeping a safe and out of the office throughout this whole thing.

(24m 11s):
And just, you know, really easing us into this, this ease of access, a to be able to do our jobs. And no one's rushing to go back to, you know, that that's not the spirit, the spirit is the helpers and making sure that we're good, right? Like our, our health and mental health and wellbeing is, is the priority over needing to be in a physical space. And I think just because of this intimate alone, it's bringing us closer together. Like, you know, you have to like save and say, you have to intentionally send a Slack or email and check in on people. And it feels good. Like, it feels good to have a 30 minute meeting with the media team in the whole conversation is about mental health plans or, you know, how are y'all arranging your last desk?

(25m 3s):
You have workspaces. Like also, I just want to say, well, I can hire millennials because in the case of a pandemic, you're going to need them take tack. You're going to need this for take that Twitter, any type of social media platform, hire young people, because we possess the skills to, to be able to still thrive in these types of situations. So it's been amazing. I've actually enjoyed it as much as I love to see everybody. I think this is the new modern, this is like the Apple of a, of having a job, you know? So it's been great. It's, it's been, I feel very blessed and very humbled, and I felt like I'm just growing more closer to my friends.

(25m 54s):
Can we, can I also add something to what Mo was saying, yes, hire millennials, but also hire a generation X-ers 'cause the millennials will need somebody to, I actually forgot to even that I'm not the youngest anymore. Like I'm getting older. And when I think millennials, I'm thinking like 21 year olds, and that's literally not the case. So thanks for that. A reality check. It's an entirely different generation. Now. I'm not going to lie. Personally. I think tic talks helped me get through a lot of this because the young folks on that platform making content, it's a plus I saw a, a meme today.

(26m 37s):
Someone sent it actually, it was Savannah who works here and she said, it was like, I'm not trying to learn from these type dances out. Maybe do a little twerk for 30 seconds, and then I'm tired. And I had a breath. I think the next question is a good one to open up. You know, we were talking about how our culture has changed, and we've kind of touched on this a little bit, but I'm curious, what's the, what's been the hardest part for you guys, you know, transitioning to this new normal. And I'm also curious, you know, how is the culture that we've all been talking about helped you during the transition? So maybe Sina, if you would kick us off and we can kind of go around.

(27m 20s):
I think the hardest part for me is merging the two worlds of personal and professional. I was a person that, alright, I'm still a person that enjoys going into the office because no matter what is going on in my personal life, I would sort of put that in the back burner and focus on. And that drive for me to Work to the office helps me to reorganize my thoughts and focus on work. But now you have it where your work is your home and they've merged together. And so I think the hardest part for me is just when I go through struggles into my personal life, having a different Avenue to compartmentalize that and separate that so that it doesn't carry over to my meetings or my work life has been the hardest for me.

(28m 19s):
So then I started implementing like meditation and the mornings just so I can be mentally strong and mentally separated so that when I go through these moments of sadness or, you know, just struggles in my personal life, I'm able to still be mentally strong by meditating on like gratefulness and things that I do have because this pandemic is it's hard, you know, we want to, we don't go anywhere and you take five steps forward and that's your office. And so it's hard. It didn't catch up to me until a couple of months later.

(29m 1s):
And so it's been hard, it's been tough. And so I think that's been the hardest part of still, even though we're under one roof compartmentalizing, both the worlds. Yeah. I've seen it. I definitely relate to that in terms of trying to figure, I figure out how to separate work and home while working from home. And one thing that I've really implemented that I've, I think has been really positive is just my new motto. Take a walk, even a five minute walk around the block just helps kind of center yourself. You put it on a podcast. Maybe we learn something new. And when I get back to my desk, I'm like, okay, I can, I can get through this, let yourself feel those, those hard moments, but then center yourself and, you know, figure out how to get right back.

(29m 49s):
I think the hardest part for me during all of this has been similar to you saying that and not being in the office. You know, I loved going into the office and I loved having an everyday routine and getting ready in the morning and driving to work. That was honestly what is what kept me going and kept me productive. You know, I loved having that routine and, and repeating it on a day to day basis. And then a lot of it, another thing that has been hard for me is I'm S I'm one of those people that thrives off being social and seeing people. And now we don't have that. You know, I went from being in the office and seeing people and hanging out with my team to a, a a hundred percent work from home.

(30m 29s):
And I don't see people anymore, except for people that I work with. And that has been the biggest adjustment for me. However, I love that we still do our zoom happy hours a week to do zoom calls, and we do yoga sessions. And that has been keeping me going through all of this because I still have that sense of community. And I still have that sense of team teamwork and collaboration, even though I'm not physically in the office. But yeah, I would definitely say that that's the hardest part of it all from me. And then also kind of separating work from home, but I feel like we're all getting through it and we're all making the most of it with what we do with what we have.

(31m 10s):
You know, it's interesting because as both of y'all were talking, I always will leave that everything in our lives happen for a reason, right? Like there's a purpose behind everything. And, and when we go through struggles, we often times wonder like, is there a meaning behind this? And the pandemic? I feel like in some ways has taught me skills that I never knew I had. And so it's been an eye-opener for me because I think naturally we're all positive people. And so I always wonder during this time, because we're never gonna get this time back, right? Like we're not going to get yesterday back. We're not going to get last week back.

(31m 50s):
And so during that time, what are the lessons that I've learned or how much I've have I grown because of this pandemic. And so when I, when I self reflect and I look back on it, I've actually become stronger as an employee. And as a individual and my relationships around me have become so much more stronger through this pandemic in some sort of way. And, and I look past it as I'm having employee meetings and things like that because we have to be more collaborative and more creative it'll is also very challenging. But once we get through that challenge, how much have we grown through that challenge?

(32m 33s):
And that is what I'm proud of because as an organization we've really come together, And what I've seen is one of the genes that stick out to me in addition to like, gratitude is growth, but growth individually and each and every employee. And then as a whole, I'm curious to hear from Moe and Steven, both to On what's been the hardest. No, I know you said that this has been something akin to the, the Apple of, you know, work environments, but has there been a, a challenge for you as well? Oh, absolutely.

(33m 14s):
My home is a place of Zen. It's very mellow is smells great, the vibes and the music and the playlist is always on point. And I'm very particular about bringing work into my home just because I need that separatism. And it's funny because even when I was in the office at times, I had the, the kind of unhealthy grid in a way to where I would log off. I would stay there for hours until it's nighttime and then to log off and then come home and still get back on because there was just like this need of like always needing to be On for work and never really allotting time for my own self care of my own mental health.

(34m 8s):
And so it was such a challenge for me to bring both worlds together and kind of be faced with like, okay, you really have to handle whatever balance and imbalance that you're struggling with. It's now, or never like you really have to sit with this and handle this. So the first couple of weeks, two a month was a very, very hard for me just because I didn't have any, I had a zero balance and I didn't know how to make the space make sense for me. And it's been, it's been a learning process to still like commit to having a schedule, of course, getting my work done, but committing to, okay, if I'm off at five 30, I'm off at five 30 and I'm put, I'm physically putting away my laptop, my monitor, and all of my work things.

(34m 53s):
So that it's visually out of my sight so that I could take care of me. 'cause the last thing I wanna do is be in the mist of a pandemic. Something happened in the world is ending, and I don't have any like real relationship with myself. Like I don't have any self care, self love. So in a weird, strange way, it's, it feels, it felt like a harsh reality to, to find balance between work and life. And that I can be, I can be good at both. I could meet the expectations and exceed expectations with both of them. I just have mercy on myself and be intentional about the way that I achieve balance in my life.

(35m 35s):
I just want us to say that I love like the, like the physicality of that intention. Like I'm putting the laptop away, I'm putting the monitor away. I just really relate to how difficult, at least at the beginning of that, that was really difficult for me. Steven, what's been the hardest part for you. We started out in a world where handshakes and high fives were In, and now I'm in a world where it's all virtual backgrounds and cyber hugs. So my first couple of months was, was, it was a total mess, was a total mess because I missed that.

(36m 17s):
Socializing the interaction, you know, the, the morning talks in the kitchen with different people from all, all of our departments, you know, and then now I think there was a, on our Slack, somebody put it out and started hashtags saying it's in a home, but not alone. So that was that. I always think about that. Where now it's gotten better, where else got a bit adapted. And I was thinking about that, you know, that I'm home, but not alone, but at the same time also, you know, it's, we were all in it together.

(37m 2s):
We all are doing our part to, to advance my work as a community and also as just regular human beings. So we've talked about the four G's on this podcast before a growth guidance, gratitude, and grit, the, the core values of Ad Results Media. I'm curious to hear about how the adoption of those four GS, which we did adopt earlier this year have affected you both professionally and personally, and, and Mo why don't we kind of start off with you. I'd love to hear how they've affected you. Well, for one, since the implementation of it, I can't get the growth dead ends, gratitude, grit, Zingo out of my head, if you haven't checked that out on iTunes.

(37m 48s):
And if it's not on there that we need to get it up on there. But I don't know. I mean, I think for me, I'm such a, a, a, I'm so attracted to power words, right? Like, and it's kind of like these four power ways that you can kind of use interchangeably and arrange them in a way that makes sense for you, but it's like this ecosystem of what the beginning, a middle and an end, right? Like you have the guidance aspect of the growth, the gratitude and the great, it kind of takes you through four different layers of emotion and is four type of emotions that I never really thought of before they were implemented into our organization.

(38m 34s):
Like, I love gratitude Fridays, right? Like it just kind of to see people express gratitude for the week or for the month, or it just because they, for the day, if it's like a call to action, like each word is a call to action to know that you're behaving in a way that models such a power word. It's kind of like this mantra that you can apply spiritually, mentally, emotionally, professionally, personally, like it's, it's a universal mantra. And In, I like kind of, for one, I love the chalkboards within our organization where people can go and testify as to why someone has met this growth guidance, gratitude, or great.

(39m 24s):
It just feels good. It feels good as a kind of stop and be able to reflect. So more than anything, they're kind of like these reflection where it's for me is to just sit with myself and, you know, sit with my, my, my family at the job, you know, I don't have to say coworkers cause it doesn't feel like enough. It really feels like family. So it's good to just to just sit in that In and appreciate the value that each word Chelsea, what about you? Yeah. I think especially right now and really all the four J's resonate really well with me, but, and I've just been reflecting on everything, I think over the last three months in particular, but gratitude has kind of been my guiding true North over these last couple of months, just because you don't know how all this is affecting who you work with every day.

(40m 21s):
And so what might seem like a, you know, easy ask here and there is just, I just want to pay it forward, you know, and I think I just feel really grateful to be a part of the organization that is invested with how I'm doing when you have people asking you, Hey, how are you? And they mean, it, that's just something that I hadn't really experienced before our own organization. So it's, it makes me really reflective and proud to work here. And that's something that I want to pay it forward too. And, you know, making sure that I'm checking in with people that I work with regularly and just saying, thank you. I think that it really all boils down to that.

(41m 2s):
Steven have any of the four G's really resonated with you Gratitude. I think right now, you know, our emotions are high. We have the pain day Mic and we have a social justice movement. It's just always important to be thankful for what you have. I would, I always try to do when, when I speak with my teammates, my friends, my pals, you know, I always try To say, thank you. And I appreciate you because sometimes just that little bit of appreciation and knowing that somebody's on the other side of you appreciates you, that gives you the extra extra push to push forward.

(41m 53s):
Well, you know, we've been talking about Culture for a while now, and I think it's apparent like how important and how impactful it's been, especially with everything that's going on and all the transitions that we've all been going through. I think our, you know, to Round this Discussion out, it makes a lot of sense for us to get a practical and talk about, you know, how other companies that are looking to grow a culture that has as much impact as you know, this has had on us as we can do that.

(42m 35s):
So Siena, maybe we should start with you. What, what's some advice that you would give to listeners who might be in the place that we were at with, you know, a culture that was in need of some TLC at one point <inaudible> in the past year or so has really changed. What advice would you give them to grow their own culture? I would say the first place to start would be know your employees. That's the first place to start and take that feedback and present it to the leadership team, to senior management.

(43m 17s):
It starts with the employees, they're the foundation. That's how, you know, what the company needs and based on their ideas, what you can start implementing, because I believe that through the feedback there's a short-term wins and then there's long-term goals. And by the short term, wins are easy things like listening to your employees, receiving feedback, and then you take that and you put a plan together to achieve more of the long-term goals. And so there's companies out there that don't know where to start. You start with the employees, that's the first and a place to start, listen to them because employees that give feedback means that they truly care.

(44m 7s):
If you don't receive feedback, then reach out to them. Okay. Every employee in this organization or in any organization wants their voice heard. And so the first place that I would suggest to start is with the employees and then show that you care, communicate with them, respond to them. And that's how you build the Culture. Because once you develop that trust within the employees, things, and the organization will move so quickly, so fast and it'll be, you'll see a night and day difference.

(44m 47s):
Like we've seen in our organization. I think for this last question, I just kind of want to open up to, to anyone who wants to join in. I think all of that advice is obviously super important. That's part of why we have, you know, a round table discussion about this. So anyone else, any, you know, advice that you guys would share with our listeners on how to build culture and how to change culture in their workplace? I would say like, I mean, to piggyback in full alignment with listening and said, but to add on to that, just being open, like when you think about being open to changing your doc process as to how you receive feedback, like when you go through the vetting process of interviewing someone, I'm in a way you're kind of saying like, I trust that you have a good intention for this company.

(45m 39s):
I trust that your personal goals or ideals and belief system systems align with ours as an organization, which is why I am, you know, extending the opportunity to hire you. Right? So that takes a lot of trust to do with a person to exchange with the person. So if you can have that kind of dress too, to say that I believe that you have the capacity and the ability to carry out your job expectations for the betterment of our company. Then I think that same thought process can be applied to In implementing new ideas and creating safe spaces and also believing that this person and an individual that may be suggesting something has that same good intention in mind.

(46m 28s):
So yeah, being open and, and being opened in a safe and nonjudgmental way, and honestly just like humbling yourself and really supporting the thought that you want your business to be successful. Or how can I define success in all areas of the organization and not just the numbers and the dollars and the economical sense of it all, but also the, the human aspect is, well, yeah, I love what Mo and Sandra About said about being open and being yourself. I think culture is very much, there's something that you get out of it, what you put into it.

(47m 11s):
And so asking for feedback, being open to feedback, but also providing feedback and joining committees and participating on Slack and just telling people who you appreciate that really does go such a long way, helps you feel more engaged that helps other people feel like you appreciate them back. And I think all of those things kind of go in tandem to make Culture, even that much stronger. My advice would be don't give up. Sometimes it would feel like you're swimming against the current. And it's just going to take is just exhausting. But once you have that collaboration, communication of your peers and others, a phenomenon called the bundle of sticks happens is a lot easier to break one stick, but w with the bundle of sticks, you're unbreakable.

(48m 7s):
So just keep at it, keep at it, keep at it. And one thing that I want to add is too, if there's any businesses that are listening or leaders that are listening, sometimes the greatest risks are, are the greatest achievements for organizations. So when you receive feedback from, In the employees, if you think that you can't, you can't, and those risks that you take can have amazing, amazing effects on the organization and on each individual in the company.

(48m 50s):
And so that's, I think it's also important because sometimes it's scary when you receive feedback and you think, can it be possible? Can we do it? Is it going to work out because anything new is always scary and especially if you haven't tried, it it's even more scarier, but you have to have that faith that it's going to work out. And what I've realized since being here is some of the greatest challenges and the risks that we've taken as an organization has had such a profound effect I'm on the organization and the employees. So don't be afraid to take risks because it'll be worth it. And the end, I want to piggyback off of that scene real quick.

(49m 35s):
Some more advice that I would encourage is just to pay attention to your employees, like pay attention to their strengths and their weaknesses and on their strengths. I mean, of course, sharpening weaknesses, or, you know, this is an opportunity for growth, but offering opportunity for them to capitalize on their strengths is a, is a win. You know, if people feel comfortable and feel like they are operating and a space that they're and elevated, I mean, it's just a performance and just the overall comraderie of the organization. I just don't see how you could take an L with that type, to just pay attention, pay attention, to what, to what each individual person has to offer.

(50m 23s):
If I can just add something really quick. I'm sorry. I just, something about that just Really struck me, you know, cause a word like Culture sometimes feel so. I don't know, at least to me it feels a little vague, but we certainly, by what I was just saying is how there's a real parallel with Culture outside of the workplace. The idea of a culture that survives and that does really well is one that allows, you know, individuals to really Excel in the way that they're really wired to. And I thought that that was just such a good point because at the end of the day is we've been talking about it's all about people. So I just thought that it was such a great encouragement.

(51m 5s):
Also brings it back around to what culture really means. I thought that was awesome. Well guys, I really wanted to thank y'all for taking the time to join the podcast with us today and sit down and speak with us. I'm hoping that if there are listeners out there who are looking to, you know, enhance their culture, maybe they're not a great place. And they're looking to, to kind of make those changes. I'm hoping that there was some inspiring point of views that stuck out to them today. And I, I hope that they're ready to have those open and vulnerable conversations. So thank you so much. Have to give to my copay for this therapy session.

(51m 51s):
If you enjoyed this episode, be sure to subscribe for updates on future episodes and leave us a comment with your feedback, questions or ideas for future segments. If you would like more info on Ad Results Media and what we do, please visit us online at Ad Results. Media dot com. This podcast is an Ad Results, Media production.