April 7, 2025 • 39 mins
We kicked off the program with four news stories and different guests on the stories we think you need to know about!
The Matt Brown Foundation and Their Boston Marathon Team! Matt Brown – former hockey player – founder of the Matt Brown Foundation checked in!
Why Workplace Bullying Is Back. Forbes* reports that the "command-and-control" leadership style, which emphasizes threats and punishment, is becoming more common. But why? Isn't this the exact opposite way to engage employees? Steve McClatchy - NY Times bestselling author and advisor to Fortune 500 companies and professional sports teams joined Dan.
Concord 250 Celebration – Celebrating the 250th anniversary of the historic battles of Concord and Lexington is approaching on April 19, 2025. Upcoming Events discussed with Rob Munro – Co-Chair of the Concord250.org Executive Committee.
Study: Workplace incivility is soaring! David Olcott - workplace expert and the CEO of Samurai Success, an international executive, organizational and personal coaching firm explained.
Listen to WBZ NewsRadio on the NEW iHeart Radio app and be sure to set WBZ NewsRadio as your #1 preset!
The Matt Brown Foundation and Their Boston Marathon Team! Matt Brown – former hockey player – founder of the Matt Brown Foundation checked in!
Why Workplace Bullying Is Back. Forbes* reports that the "command-and-control" leadership style, which emphasizes threats and punishment, is becoming more common. But why? Isn't this the exact opposite way to engage employees? Steve McClatchy - NY Times bestselling author and advisor to Fortune 500 companies and professional sports teams joined Dan.
Concord 250 Celebration – Celebrating the 250th anniversary of the historic battles of Concord and Lexington is approaching on April 19, 2025. Upcoming Events discussed with Rob Munro – Co-Chair of the Concord250.org Executive Committee.
Study: Workplace incivility is soaring! David Olcott - workplace expert and the CEO of Samurai Success, an international executive, organizational and personal coaching firm explained.
Listen to WBZ NewsRadio on the NEW iHeart Radio app and be sure to set WBZ NewsRadio as your #1 preset!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:01):
It's Nightside with Dan Ray on WBZY, Boston's news radio.
Speaker 2 (00:07):
I could always count for a very interesting introduction from
my friends Ince Hospital. Thank you very much, as we
will buckle our seat belts tonight. That is for sure,
good evening, everybody.
Speaker 3 (00:18):
Welcome on in.
Speaker 2 (00:19):
This is a Monday night edition of Nightside. We start
another full week here on Nightside. We being myself and
Rob Brooks. Rob, I was in the building today, actually
stopped in from meeting at ten o'clock. I looked for you.
Speaker 3 (00:33):
You weren't there.
Speaker 2 (00:34):
I guess you probably was sleeping at ten am. Rob
Brooks admits he was sleeping, but he should because he
works the night shift. He's on from seven to three am.
Rob is our producer, has been sold for many many years,
and we will continue as a team. Thanks very much, Rob.
Hope you had a good weekend. We will have an
interesting show tonight. Really tough story at nine o'clock. Some
(00:57):
of you may have seen this story, but the story
about Red Sox player Jared Durand, who apparently attempted suicide
a couple of years ago. It's both in the digital
and the digital editions of both The Herald and the
Globe we're going to talk about it, and we'll talk
(01:17):
again about those tariffs.
Speaker 3 (01:19):
Those are tariffs.
Speaker 2 (01:21):
They're still sticking around here and it's bedeviling the stock market.
But we have four very interesting guests, and I can
think of a more interesting guest or a more courageous
guest than my friend, former high school hockey player Matt Brown,
who had a terrific, horrific moment at the age of
fifteen and found himself living life in a wheelchair for
(01:45):
the rest of his life a freak hockey accident to
someone who I've got to know over the last sixteen
or so years as a great, wonderful human being who's
looking to help others.
Speaker 3 (01:56):
Matt Brown, Welcome back to Nightside.
Speaker 4 (01:58):
How are you, Dan. It's always good to hear your voice.
Thank you so much for having me well.
Speaker 2 (02:04):
You were dealt a tough, tough hand one of your
high school hockey games from Norwood High School, but you
have gone on to form the Matt Brown Foundation. You
have a Boston Marathon team running. I believe that you're
in the marathon two if someone will be moving you
(02:25):
across the twenty six point two miles, and I can
only hope for better weather two mondays from now that
what we had today? Are you ready?
Speaker 5 (02:38):
I am?
Speaker 4 (02:38):
And you know, if we had to do it today,
we would have. But I'm very, very hopeful that in
two weeks we're gonna be We're gonna be running in
and something a little bit nicer them today.
Speaker 5 (02:49):
Yeah, I'm sure.
Speaker 3 (02:51):
No.
Speaker 2 (02:51):
I say, first of all, tell us about the Matt
Brown Foundation.
Speaker 3 (02:55):
It's been going for a while. You've been on the show.
Speaker 2 (02:57):
Many of our listeners are familiar with you, and hopefully
they've supported the Matt Ground Foundation. But for those who
perhaps do not know it, tell us what what What
has become the purpose of your young life?
Speaker 3 (03:10):
Yeah?
Speaker 4 (03:11):
So, you know, I was hurt in twenty ten, finished
high school, finished college, and when I get out, I
kind of, you know, wanted to do something bigger. I
you know, I wrote line change the book. And then
you know, as we were writing a book, the thought
of the foundation of our own kept coming up, following
in the footsteps of Travis Roy and you know, the
great Tom Smith. And then in twenty twenty, smack dab
(03:36):
in the middle of a pandemic, we decided, you know what,
now's a good time. And our missioning goal is to
give back to individuals, families and groups supporting or living with,
you know, paralysis. Basically just trying to make you know,
there tomorrow a little bit better and a little bit
easier than there today.
Speaker 2 (03:54):
Well, you've had a lot of help along the way.
One of the great helps, some of the great help
has come from a great, our great friend, Jack Daugherty
of College Hype. But Jack is also I think introduced
you to a group of supporters as well, and I
know that you wanted an opportunity to thank some folks
(04:15):
and who have been particularly supportive of this cause.
Speaker 4 (04:19):
Go right ahead, Yeah, you know it starts with College Hype,
Jim Clutis, John Carroll, the fraternity, the Lambda Kai fraternity
brothers up at Colby, and then Lewis's Barn Grill here
in Norwood. They are making a huge impact on our
marathon team this year. You know, this was the first
(04:41):
year we were able to get into the charity, the
official charity program of the Boston Marathon with the huge
thanks to the Bank of America and the b a A.
And you know, for years Lucas and I ran for
ourselves and we raised some great awareness and money for
some great organizations. But into the twenty one US, alongside
(05:02):
with another bib got to run for the Matt Brown Foundation,
and that was really making a dream become a reality.
And this year we have five runners through the Bank
of America Charity program. We have another runner from the
City of Boston, and we have two international runners from China,
which which will be nine bibs for us, which you know,
(05:26):
I still wake up and pinch myself every morning.
Speaker 3 (05:28):
How did you so now.
Speaker 2 (05:29):
The Matt Brown Foundation's gone international? How'd you get bibbs
for runners from China? Tell us if you can. I'm
sure it's a complicated story, but I did not realize that.
Tell us tell us that.
Speaker 3 (05:40):
Part of the story.
Speaker 4 (05:42):
Listen when when we launched in twenty twenty, I had
no idea. I had hopes, but I had no idea
that the Matt Brown Foundation would go international, which is
really really cool. And I owe a huge thanks to
Susan Hurley of the Charity Teams program. She has been
an absolute dream to work work with and she has
helped me out so much the last couple of months.
(06:04):
And she called and said, listen, I got two more bibs.
We're eleven weeks out. But I have two runners from
China that are willing to donate and run, and we
cannot be happier to have them a part of the team.
Speaker 2 (06:17):
No, will you get a chance to meet the is
it two guys to two women or is it one
and one?
Speaker 3 (06:23):
What's a guy and a girl?
Speaker 4 (06:25):
And over the weekend the weekend before the marathon. I'm
lucky enough to have a chance to meet them, and
ultimately thanked them for answering the call and saying, you know,
absolutely we'll join.
Speaker 3 (06:39):
Wow, boy, what this is? This is a great story.
So so Matt.
Speaker 2 (06:44):
If folks are not running the marathon, and many in
my audience, believe it or not, will not be running
the marathon, including myself, what can they do to support
you a great work?
Speaker 4 (06:54):
You know, if you visit our website, we have so
many opportunities. One, we know we have the foul with
road race. We still have bibs available there. But but
I think one of the biggest things would be, you know,
joining joining the website and checking out our store. My
book's on there, we have new apparel on there, the
map round Foundation dot org if you would like to
(07:16):
go on there and you know, grab a t shirt
and help spread our message of never quit, overcome forever
forward far and wide that that would really mean the most,
because I do just want to mention one grant that
we have coming up. You know, every grant that we
do is you know, special in my mind and means
a lot, and it helps a family or an individual.
(07:38):
But later on this week we're going to be installing
an adaptive swing at the preschool here in Norwood and
for a for a young boy who for years has
had to watch his friends on the playground and now
he gets to go on that adaptive swing. And that
swing will stay there for any other student that passes
through whose mobility impaired. And and that's just something that's
(08:01):
super special in my eyes.
Speaker 3 (08:03):
Such such good stuff.
Speaker 2 (08:04):
Look, I'm sure, like every other high school hockey player,
you had the dream of maybe playing for the Bruins someday.
But despite what endured you've been you've had a lot
of support from the Ruins. I know that Patrice burg
Ron has been very helpful. And Farrance wrote wrote your book,
Uh look the pre Andrew Ferrence wrote the the intro
(08:27):
to the book. And I know that a good pal
of yours Charlie Coyle unfortunately was just traded by the Bruins,
but you become almost a member of the Bruins team
in many respects as well.
Speaker 4 (08:39):
You know, I I agree with you that my dream
might have been, you know, the Boston Bruins, but I
think we both know my reality was some Beer League somewhere,
you know, just getting getting on the ice once a week.
But I'm incredibly lucky with who who have who I've
had around me, and Ruins have been just incredible, having
(09:01):
guys of those caliber, you know, reaching out, checking in
and you know, really wishing me well from the bottom.
Speaker 3 (09:07):
Of their hearts.
Speaker 4 (09:08):
It's it's it's it's another thing that keeps me going
day in and day out.
Speaker 2 (09:11):
Well, Coile got traded to the Avalanche. He may have
a shot at getting his name of the Cup.
Speaker 4 (09:16):
You know, and and and that that's what I said
to him in a text message. I said, now, listen,
it's it's it's tough. You are the best, you know,
a perfect, a perfect Boston Bruin. But now you got
a chance. And I wish nothing more than to him
for him to get his name on that Cup because
it's well well deserved. With what he put up with
here and just who he is on and off the ice.
Speaker 2 (09:39):
Well, what I want to do is let again see
a picture of you and and coil with the with
the Stanley Cup this year.
Speaker 3 (09:45):
That's that's what I'm rooting for.
Speaker 5 (09:47):
Dan.
Speaker 4 (09:47):
If you can put that into the atmosphere and that
becomes a reality, I will welcome that every single day
this summer.
Speaker 2 (09:54):
You bet you, you bet you. We'll look Matt, congratulations. Uh,
a lot of people will be out there looking for
you on Monday. Uh it's the twenty first. If I'm
not mistaken this year right ye?
Speaker 4 (10:07):
So yeah, it will be Lucas Carrs and mine. Eleventh
Boston Marathon. It and doesn't get old. And I thank
him every day that he put this, this sick ranged
idea to say, would you ever want to what? Did
you ever want to run a Boston Marathon? And we
haven't looked back.
Speaker 2 (10:25):
Yet, unbelievable. Well look, you keep looking forward and we
will talk soon. My friend Matt Brown or the Matt
Brown Foundation, it's simply Matt Brownfoundation dot org. Is that
the right email? Would say?
Speaker 4 (10:38):
That's correct? And I can't thank you for having me on, Dan,
my pleasure, my.
Speaker 2 (10:43):
Pleasure, Matt Brown, Ladies and gentlemen, we get back on
to talk about a well, a different subject, and this
is one that is kind of interesting. A lot of
people don't want to go back to the workplace, and
now we're finding out.
Speaker 3 (10:56):
That workplace bullying is back on the rise. We'll have
a roop.
Speaker 2 (11:00):
What on that from a New York Times bestselling author
and advisor to Fortune five hundred companies and pro sports
team Steve McClatchy, coming back here on Nightside.
Speaker 1 (11:12):
Night Side with Dan Ray. I'm Boston's news Radio.
Speaker 2 (11:18):
Well, I was back at my workplace today for a
special meeting. I had nothing to do with doing my show.
I'm doing my shows remotely, but a lot of people
have been told come on back to the workplace, and
a lot of people are hesitant about that. And my
guest is Steve McClatchy. He's a New York Times best
selling author and advisor to Fortune five hundred companies as
well as pro sports teams, and he basically says that
(11:39):
workplace bullying is back. Forbes reports that the command and
control leadership style emphasizing threats and punishment, is becoming more common.
Speaker 3 (11:49):
What's going on?
Speaker 2 (11:50):
Steve, Welcome back to Nightside by the way, but I
feel that when they bring people back to work, they
should treat them with some respect.
Speaker 3 (11:58):
What's going on?
Speaker 4 (12:00):
Then, thanks for having me back.
Speaker 6 (12:01):
Great to be here. Yeah, it's one of those things
where if you don't feel valued, you know, you immediately
go to disengagement. And engagement is a very misunderstood metric.
It means you do more than your pay. So if
you do your job and you do it well, you're
considered disengaged. So engagement is when you go way above
and beyond. Now, if you do that, I mean, think
(12:23):
about how valuable you are as an employee. But your
burnout rate goes to blow ten percent. Now wait, these
are the employees working harder and longer and their burnout
rate is under ten percent. If you do your job
and you do it well, consider disengaged. Your burnout rate
is between fifty and sixty percent. So what is driving engagement?
Gallups data tells us seventy percent of that engagement is
(12:46):
influenced by the relationship you have with your boss.
Speaker 5 (12:49):
Is there conflict?
Speaker 6 (12:50):
Do you like your boss? Do you feel valued? These
are classic things I mean that data tells us. And
then we all experience. When we feel valued, we want
to go in bevyon above and beyond. When we're thanked,
we want to go above and beyond. So this comand
and control style of leadership has been proven not to work.
And it wasn't me that said it, Dan, it was
(13:12):
the Forbes and their research indicated that this style of
management is back, and I don't approve of it at all.
It's not an effective way to lead.
Speaker 3 (13:21):
What most managers don't understand, in my opinion.
Speaker 2 (13:25):
Is that if you go give someone a pat on
the back, that is worth more in many cases than
a raise. I mean, everybody wants a raise, no question,
but and they want.
Speaker 3 (13:37):
To be valued.
Speaker 2 (13:38):
But that pad on the back, I mean, you know,
you see it in sports all the time. Some pitcher
has just been out there and he's given up seven
runs in one in the third inning. The manager doesn't
come out screen it at I mean, he comes out,
takes the ball from him, gives him a pat on
the back as he as the guy heads to the
dugout because hopefully, next time, you know, he pitches, it'll
(13:58):
create a different result. I just don't understand why people
don't realize that. To me, it's mystifying.
Speaker 6 (14:05):
All right, let's get to the root cause of that,
because this is a big issue my clients face and
I'm helping them with it all the time. When you
say great job, Dan, you went to it like, well,
some people like great job more than they like a
raisin pay. Not always everybody loves a raisin pay. But wait,
if we put those two things together, it's a big mistake.
Everybody is paid to do a great job. You don't
(14:27):
hire an employee to come in do mediocre work, and
if they do a great job, you pay them more.
What did you pay everybody to come in and do
great work? So then what determines your pay The value
of your skills in the marketplace. The more rare skill is,
and the more valuable it is, the higher you get paid.
So I use these analogies. I say, you know, accountants
are being paid a lot more these days, Why because
(14:48):
we don't have any accountants. Nurses are getting paid a
lot these days. Why we don't have nurses. Police officers
are getting paid a lot more and signing bonuses. Why
we don't have police officers. Why don't teachers make a
lot of money?
Speaker 5 (15:02):
Now?
Speaker 6 (15:03):
Teachers, some of the richest people in the world. Oh
their success to teachers. Teachers can be life changing mentors
that can impact your life greatly. Why don't they get
paid more? Because when one retires, there's one hundred resumes
for that job. That's it. That's all it is. It's
supply and demand of skills in the marketplace. If you
truly understand that, you can unleash the pat on the back,
(15:26):
the positive feedback. If it's authentic, it's genuine, and you
feel appreciated, your engagement goes to over sixty seven percent.
The average global engagement rate is thirteen percent. You have
ten employees, one one is doing more than they're paid.
Speaker 5 (15:42):
But if each one of.
Speaker 6 (15:42):
Those employees feels valued and appreciated and not taken for granted,
that goes up to sixty seven percent. We're talking about
one interaction Dan being truly sincere when you value someone's
effort and I.
Speaker 2 (15:56):
Want okay, so why are bosses that's smart enough to
understand that pretty simple and straightforward concept that you just articulated.
Speaker 6 (16:06):
And when I explain it, they do understand it and
they have to pivot and change their approach to management.
They are It is the ego loves power. It loves it,
it ensures its survival. If I have power, I have
a better chance of surviving than someone that doesn't have power.
And if I can mistreat you and get away with it,
(16:27):
then that feeds the ego. I'm above the law. I
have the power if I am breaking an agreement with
you and I get away with it, which is what
disrespect is. It's a broken agreement and I get away
with it, I get power. Like if I'm punishing you,
then I'm above you. People that are above other people
have a better chance to survival. So the ego feeds
(16:48):
on this dan and because of it, we have management
styles that if they don't take a step back and
look at Look. The metric that used to determine success
was turnover. Do you remember, like, oh yeah, five employe's left.
That was like your way of saying you got a
bad manager. Eight employees left. Now, this engagement and our
ability to survey is telling us, wait, you might mistreat
(17:11):
people and they stay, but if they're not engaged, they're
doing the minimum. And as a boss, your job is
to increase output, not decrease, not get the minimum. It's
to increase. I say, let's use easy math. You got
ten employees and you make one the manager. You just
dropped productivity by ten percent. What is the job of
a leader to make everybody at least ten percent better?
(17:35):
And this commanding control style of leadership does not get
that out of the employees that work for.
Speaker 2 (17:40):
You, Steve, How could folks get in touch with you?
I'm sure there are some companies out there right now
who are saying to themselves, we need to hear from
this guy. I'm glad you joined us, but your your
group is called a leered Training and Consulting.
Speaker 3 (17:54):
What's the website?
Speaker 6 (17:56):
Yes, it's a leer dot com, a l L e
er dot com. It means to develop a person and
I specialize in leadership workshops, team building workshops. I want
leaders to understand and to possess the skills they need
to make everybody around them at least ten percent better.
Conflict resolution, being able to hold people accountable, being able
(18:16):
to give people feedback, both positive feedback but then improvement feedback.
The skills leaders really need to take a group of
people and increase the output of that team, because that's
what they're being paid to do.
Speaker 2 (18:28):
You know, I can look at I use the metaphor
of sports, and you look at the great leaders in
sports today. You look at Dave Roberts, the manager of
the Dodgers. He's been there for several years. He's able
to balance guys from different parts of the world, whether
they're a Japanese superstar and American player or whatever. Alex
Cora with the Red Sox does a really nice job.
(18:52):
Neither Roberts or Cora were superstars as players. They were
major league players, but they probably knew better than most
how it was to be, you know, towards the lower
end of the roster, and some managers still treated them
with the same dignity and respect that they gave to
the superstar. And that's the same theory that managers in
(19:12):
any business in America should use. Pattern yourself after Dave
Roberts and Alex core In my opinion.
Speaker 6 (19:18):
It's a great opinion, and I salute their boss, Dan.
If you look at the criteria they use, they didn't say, see,
the three major reasons people get promoted is you're the
best of the job, you've been here the longest, or
I like you, and they're leaders. Brought them in saying
they weren't the best player the best player does not
(19:39):
always make the best boss. Just because I'm great at
a job doesn't mean I can make everybody else great.
That's a different skill set, and when we look for that,
we appreciate that we develop that, we're developing our future leaders.
Speaker 2 (19:52):
Steve, thank you so much for your time today. We've
had you on before and we'll have you back talk
to you again.
Speaker 3 (19:57):
It's a leader.
Speaker 2 (19:58):
Thank I'm great to be hereer dot com.
Speaker 3 (20:01):
Thanks Dave.
Speaker 2 (20:02):
When we get back, we're going to talk about the
two hundred and fiftieth anniversary. I did not cover the
original Battle of Lexington and conquered, but conquered two point
fifty celebration will be coming up later this month that
we're going to talk with one of the leaders of
that executive committee affect the CoA chair, Rob Monroe, what
(20:23):
you might want to do on Patriots Day. We'll be
back right after the newsbreak at the bottom of the
arm My name is Dan Ray. You're listening to Night Side.
Speaker 1 (20:31):
It's Nightside with Dan on Boston's news radio.
Speaker 3 (20:37):
Thank you, Suzanne.
Speaker 2 (20:38):
Now we are going to get into the two hundred
and fiftieth anniversary of the historic battles at both Lexington
and conquered, and tonight we have with us Rob Munroe,
who's the co chair of the Conquered two point fifty
Executive Committee. Rob, it seems like yesterday that battle broke out,
but I guess it's two hundred and fifty years ago.
Speaker 3 (21:00):
How are you tonight?
Speaker 5 (21:01):
I'm very well, my friend. Thanks for having me.
Speaker 3 (21:04):
You more than welcome.
Speaker 2 (21:05):
So tell us about Conquered two fifty.
Speaker 3 (21:07):
I'm kind of curious.
Speaker 2 (21:09):
I remember Conquered two hundred when Gerald Ford, if I'm
not mistaken, yes, was involved. I don't suspect that we're
going to have President Trump there because he's he's kind
of busy with a lot of things right now. But
what's it's going to be on the big date of
(21:30):
April nineteenth.
Speaker 5 (21:31):
I assume that's correct. Yeah, So we are planning a
big day of celebrations on Saturday, April nineteenth, which is
two hundred and fifty years to the day, and we
will we will kick it off bright and early with
a with a dawn salute, which is a solemn, really
nice ceremony that we do at the bridge, the North
(21:53):
Bridge here at Conquered. We then will have our parade,
which is a larger ad that we usually have for
Patriots Day. This will be about three point five three
point seven miles long, about fourteen hundred or so participants.
That will start around eight thirty in the morning. We
will have we will have some speakers at the bridge
(22:16):
midway through the parade, and then after the parade ends,
we'll kick it off for the nice block party to
celebrate in town here and Conquered, and then close out
the day with a drone show around fifteen eight thirty
that night. A drone show, that's right, yeah, ull.
Speaker 3 (22:36):
Drones back two hundred and fifty years ago tell us.
Speaker 5 (22:39):
About that they certainly did not know so in lieu
of fireworks, which would you know be the more traditional
route for form a celebration. We opted for drone shows
partly for sustainability reasons. They are less harmful to the
(22:59):
environment and they are more considerate of our animal friends,
so dogs are not going to be cowering in fear
when they hear fireworks go off or scoot in different directions.
They're also much more customizable, so we can customize the
drones to show the images that we want to be seen.
(23:20):
So we'll be working with our friends to operate the
drones to really light up the sky and show images
that inspire the very themes that the two. It's celebrating independence,
freedom and everything that we believe in and love here
and conquered. So that would be a really special fifteen
(23:41):
minutes that many of our residents will we'll get to
see for the first time.
Speaker 2 (23:46):
So let me ask you this question, And again I
sometimes asked questions that I don't know, maybe if this
is a surprise, but how many drones? I mean, are
you going to have? How spectacular will this fifty seasons?
How many drones be able to have up there without.
Speaker 3 (24:01):
Crashing into each other?
Speaker 5 (24:04):
Yeah, so what's what's remarkable about these drones? And I'm
I'm closer to being a ludite than than a technologist,
but I understand that these drones are We'll have a
few hundred drones and synchronized together with there'll be a
team of of folks on the ground who are operating
these drones and working in a very tight geo perimeter
(24:27):
to ensure they stay in formation. But once you set
them and they customize their their plan, they do their thing,
and it's going to be really exciting. They'll be they'll
be super well lit up and they can move, as
you can imagine, very quickly into different formations, so they
can paint a series of wonderful pictures over those fifteen minutes.
(24:52):
That would be really exciting.
Speaker 2 (24:53):
So let me let me go back to nineteen seventy five. Obviously,
the big headliner there was Gerald Ford, who had just
as sacred, well really less than a year before to
the White House after Richard Nixon's resignation in August.
Speaker 3 (25:10):
Of seven and four.
Speaker 2 (25:11):
So he was a newly minted president, never elected either
vice president or president. As a matter of fact, the
only person hold that office and never to have been
elected to that particular office. Is there a keynote speaker
of some note, some note, or a series of speakers
this year that that you can share with.
Speaker 3 (25:32):
Us at this point?
Speaker 2 (25:33):
And again I realized that sometimes you try to keep
some surprises.
Speaker 5 (25:38):
Yeah, yeah, and where, And we're we're pretty firmly in
that book. We are working closely with our local, regional
and state elected officials and dignitaries to confirm the speaking arrangements.
Those come together fairly last minute, as we work closely
with with folks too to make sure their schedules work
(26:02):
out and everything like that. We are working closely with
the Governor's office to hopefully have her and Lieutenant Governor
Driscol play some play some role in that day, which
would be really exciting. Also working with our elected officials
at the federal level, Representative Trahan and others to make
(26:25):
sure that those folks who represent us have a have
as much of a role in this as possible. We
wanted to make sure it's a celebration, and so we
want to make sure that those folks are there to
help us on that day.
Speaker 2 (26:39):
How about some direct descendants. I got to believe that
there are some people in Conquered who can claim direct
lineage to some of the folks who are the.
Speaker 3 (26:52):
Fifty years ago this month.
Speaker 5 (26:56):
I am sure there are. We do not have a
formal program for all of the descendants that are still
around to play a role. I will say we've worked
really closely with historians here and Conquered to unearthed a
number of Conquered residents who fought in and participated in
(27:19):
the early battles of the revolution. You know, we we
assumed coming into the two fiftieth that we knew everyone
who participated engaged in the battle and in these early battles,
but that wasn't the case. So we spent a number
of years and relied on the expertise of some fantastic
local historians to do some hard digging and find a
(27:44):
many more soldiers and folks who were present at the
earliest battles of the Revolution.
Speaker 2 (27:51):
And so I'm sure a lot of those folks who
were who were there two hundred and fifty years ago,
you know, their families may have moved and lived anywhere
around the world at the parts of the country. But
I got to assume you're going to have some in
conqueror who can still trace their lineage, and I think
they would be, frankly people I'd love to hear from
(28:11):
that day, more so than the politicians. The politicians they're
always they were always available, but to find someone who
can trace their you know, their own family roots to
the battle of the Battles of Lexington and conquered just
a late a last minute suggestion for something else that
you can think about, Rob, I'm sure you have nothing
else on your plate to worry about for the next
(28:33):
two weeks.
Speaker 5 (28:33):
Best of life, not at all, But I appreciate the suggestion.
And I'll also say to that point, we've been holding
events for a year and a half already and you know,
leading up to this event, and we will continue to
support and sponsor and collaborate on events through the National
two fiftieth in July twenty twenty six. So I will
take that feedback and I think that's an excellent idea
(28:56):
for us to consider as we as we go forward.
Speaker 2 (28:59):
Well, let me know and we certainly if you're going
to have someone and you find someone, I'd love to
talk to them as well, just to figure out if
we're absolutely great, great, great great great or whatever. You know,
how many generations you'd have to go back? You have
to go back a few, but but but not you know,
such a big number that some wouldn't be around, Rob,
I appreciate it. How can folks get more information? What's
(29:20):
the website?
Speaker 5 (29:22):
Absolutely so there's a number of ways, but they can
check out Conquered two fifty dot com. We also can
go through the Conquered website and then mass m a
two fifty dot com also has information not just about
Conquered events, but events throughout the Commonwealth as well. Because
a lot of folks are going to be celebrating.
Speaker 7 (29:43):
On that day.
Speaker 2 (29:43):
Let's focus on conquered. You got the right to let
me tell you you guys started this whole thing. Conquered
two fifty dot com. Thanks very much, Rob, talk to
you again.
Speaker 5 (29:52):
Really appreciate it.
Speaker 3 (29:53):
Thanks come much, Thank good bye, bye.
Speaker 2 (29:55):
Go talk about workplace incivility coming back. It's soaring kind
of relate. Well, we talked to Steve McClatchy about when
you think about it, he was talking about workplace bullying.
Now we're going to talk about workplace incivility.
Speaker 3 (30:09):
It's sore.
Speaker 2 (30:10):
I'm going to talk with David Allcott. My name's Dan Ray.
This is Nightside. Of course, you're listening to WBZ Boston
on news radio ten thirty and your AM dial. I'm
here every Monday through Friday night from eight until midnight.
WBZ is here seven days a week, twenty four hours
a day, three hundred and sixty five days a year.
And you could listen to us anywhere in the world.
Just pull down the iHeart app, the iHeart Radio app,
(30:33):
and you can make WBZ your presets. So therefore we
will only be wherever you are. We'll only be a
fingertip away. Back on Nightside.
Speaker 1 (30:41):
Right after this, It's night Side with Dan Ray on
wb Boston's news radio.
Speaker 3 (30:49):
All right, welcome back.
Speaker 2 (30:50):
We talked earlier tonight about workplace bullying, particularly from the
bosses and workplaces. Now we're talking with David Allcott about
workplace in civility. I'm not sure which which subsumes the other,
workplace bullying or workplace incivility.
Speaker 3 (31:08):
So let's get a good description.
Speaker 2 (31:10):
I guess incivility probably is employee to employee as opposed
to bullying, its boss to employee.
Speaker 3 (31:17):
Is that the distinction here?
Speaker 7 (31:20):
That's a that's a very good start, Dent for sure.
Speaker 3 (31:23):
Welcome daily. What's going on?
Speaker 7 (31:26):
That's much Ron just enjoying this beautiful new weather coming
in loving it.
Speaker 3 (31:30):
Oh yeah, oh yeah, no doubt about that.
Speaker 2 (31:32):
So workplace incivility is spiraling as companies want their employees
to return to office and layoffs.
Speaker 3 (31:39):
I mean, you, you haven't.
Speaker 2 (31:41):
Had any workplace incivility because everybody's been working from home.
How can companies, how can companies get a get a
handle on this problem?
Speaker 7 (31:51):
Yeah, and you're you're gonna have to be reintroduced to
your employees again because they are returning from another workplace
into your new place, and they're they're not happy. First
of all, they want to be able to stay at
home and have the conveniences that go along with that,
the traffic, all the other stuff. And true, it is
that we've been soiled over the last couple of years.
I know that doesn't feel like we've been spoiled, but
that's basically what's been happening. Is we really had a
(32:11):
huge opportunity as employees to be able to work out
of the office, and now that we're having to return,
really having to make that adjustment, and we just need
some help to people do that.
Speaker 2 (32:21):
So so, is the incivility caused because everybody's kind of
upset that they're back in the office atmosphere or is
it that that there's always going to be a few
quote unquote people who want to take advantage of a
bad situation and stir the pod.
Speaker 3 (32:41):
Which is it?
Speaker 7 (32:43):
Yeah, I think it's a little bit of both of
those sides. You know, we're going back into this place.
We've had this wonderful, you know, opportunity to be able
to stay at home, do the things, we're kind of
our own hours, get the job done, this kind of stuff,
and then we're coming back in place to the folks
that are making the biggest upset about this are the
ones who do not want to come back to work.
The rest of us are just dealing with, Hey, this
is the workplace we're coming back. We've got to be
(33:03):
able to perform and this is the best place to
do it. So that instability that's happening is between those
two groups of employees, and now the managers are having
to deal with that contentiousness, which is they've got all
the other customers to deal with. Now they're dealing with
this civility issues within their own employees.
Speaker 2 (33:20):
And what responsibility is it. I don't want to mix
this segment with the segment we did earlier with Steve McClatchy,
which is bullying.
Speaker 3 (33:30):
What responsibility is it?
Speaker 2 (33:31):
Because he was talking about bosses bullying employees. What responsibility
is it for good bosses to realize that, hey, there's
some incivility going on here, I mean, or are they
just happy to have people back in the office.
Speaker 7 (33:49):
It's imperative Dane about this, because it's part of the
perceptual reality of every great manager to be able to
be aware of how the behavior is supporting the culture.
If you will as being or not being sustained. That's
the very first job of the manager is to make
sure that stays in place, because that culture is what's
sustaining the vision, and the vision is what you developed
the marketplace right, and the solution of the problem. So
(34:11):
all those things connected. So if you start having real
issues like the sensibility at this social cultural issue, it's
going to have the tripple effects into the marketplace and
your customers and they're going to leave.
Speaker 3 (34:23):
Wow.
Speaker 2 (34:24):
What percentage I don't know if you've done a study
on this, but what's what percentage of workplaces are do
you think you're having this problem? Is this the exception
to the rule or from what you understand the rule
at this point?
Speaker 7 (34:41):
Yeah, Well, what's amazing about the survey that just came
out about this was like thirty seven percent of workers
reported some kind of toxic workplace, and the third of
them said the group was their boss was to blame.
So that's a significant I mean, it's a thousand workers,
you know, from the survey that really worked, you know,
participating in the survey, and that's not you know, the
millions of people in business. But that's a pretty amazing
(35:01):
snapshot of what's really going on as we re enter
this new workplace mode and what really need to be
focused on.
Speaker 2 (35:07):
Okay, since since you're my expert tonight on workplace incivility,
is it either your opinion or other statistics to back
up the fact that the incivility is greater now than
it was before COVID hit. I mean, if we talk
about February of twenty twenty as pre COVID and we
(35:28):
talk about April of twenty twenty five as post COVID
returned to the workplace, is it worse, a little better
or about the same or has it My suspicion is
it could be worse if you're adding into the chemical
the analysis. People don't want to be there in the
(35:50):
first place. That's what I'm saying now.
Speaker 7 (35:54):
As a matter of fact, I think your perception is
really what on pace is what we talk to employees
employers every single day is that there is a much
worse case scenario because people are just really battling this
going back to the workplace and being held accountable. And
that's what's really stirring the pots. Because they've been at home,
they've been doing their task. They may getting their work
done with this new kind of coming back in the
(36:14):
workplace and having these managers kind of helicopter over them
and hey, what are you doing and let me check
you know how many times you're bringing up this report
or whatever. The helicopter mendor of concept that really does
stir the pot in that culture.
Speaker 2 (36:26):
So the instability is I guess, the bullying and the incivility.
We conclude kind of two sides of the same coin,
as they say. We talked with Steve McClatchy, who is
a training consultant primarily for bosses, but it sounds to
me like this is kind of a different side of
(36:47):
the same coin, that the bosses are being a bullying
and also being in civil or uncivil.
Speaker 7 (36:54):
Yeah, as a matter of fact, you know, you sit
back and say, why are the bosses bullying people? What's
their outcome? And it's usually out some level of control
they don't feel that they have right. They're in fear.
What's the employee doing? Well, they're in fear as well.
So you're wanting to be able to manage to fear
based on someone who's already in fear, and you can,
you can. That's just Great's all kinds of task itself.
Speaker 2 (37:14):
I want you, I want you to notate that I'm
doing this show and I've been doing the show remotely
now for several years. I'm really much happier to remotely.
I mean, uh, and I'm very I'm I'm very happy,
and I'm very appreciative of the fact that my company
is letting me do this. But I they agree to
(37:38):
it in my contract actually, and it saves a lot
of my commute. I was in my office to well
what was my you know, office today for the first
time in several months, and everybody was lovely. The spirit
was good, and maybe they should they should.
Speaker 3 (37:56):
Just keep that way.
Speaker 2 (37:58):
I don't know, David tell Us, how could folks get
in touch with you? You're the CEO of something called Samurai Success.
I know that's alltrative, but when I think of Samurai Success,
I think of some guy with a sword.
Speaker 7 (38:12):
Well, it's funny because our book is actually about the
Swords of Illumination, which is about a lot of these
things when we deal with human beings, about how we react,
on how we respond, and how to change that behavior
on your own kind of stuff. So that's what the
book is about. But Samurai Success dot com is the
best way to reach us. And funny you mentioned it
so beautifully is that samurai, loosely translated, it means in
(38:33):
service of others. So samurai success is in service of
others success, and that's what we do.
Speaker 2 (38:38):
Oh okay, I always thinking of the guys with the
Samurai swords doing battle. That's I could be wrong. I
could be wrong. Hey, David Alcott, I appreciate it very much.
Thank you so much. You're good sport and we talked
about a tough subject in a positive way.
Speaker 3 (38:56):
So thank you so much.
Speaker 7 (38:57):
Thanks.
Speaker 2 (38:58):
Man me back, good night, Okay, get back. We're going
to talk about a story that you may not have
heard of. And I know that it's tough when we
tell you about a story, but the story was really
broken today by the Boston Globe and the Boston Herald
also has reported this. An all star red Sox player,
(39:18):
in a piece that's it's going to be released on
Netflix this week, admits that he tried to commit suicide.
Speaker 3 (39:28):
It's a frightened story, but it's one that we need
to hear.
Speaker 2 (39:31):
Please stick with us and we'll tell you about a
story in which a gun failed to go off and
as a result, that gentleman is still playing for the
Boston Red Sox. It's crazy, it's a crazy story, but
one that there's a lesson for all of us. Back
on night side, right after the nine o'clock news
It's Nightside with Dan Ray on WBZY, Boston's news radio.
Speaker 2 (00:07):
I could always count for a very interesting introduction from
my friends Ince Hospital. Thank you very much, as we
will buckle our seat belts tonight. That is for sure,
good evening, everybody.
Speaker 3 (00:18):
Welcome on in.
Speaker 2 (00:19):
This is a Monday night edition of Nightside. We start
another full week here on Nightside. We being myself and
Rob Brooks. Rob, I was in the building today, actually
stopped in from meeting at ten o'clock. I looked for you.
Speaker 3 (00:33):
You weren't there.
Speaker 2 (00:34):
I guess you probably was sleeping at ten am. Rob
Brooks admits he was sleeping, but he should because he
works the night shift. He's on from seven to three am.
Rob is our producer, has been sold for many many years,
and we will continue as a team. Thanks very much, Rob.
Hope you had a good weekend. We will have an
interesting show tonight. Really tough story at nine o'clock. Some
(00:57):
of you may have seen this story, but the story
about Red Sox player Jared Durand, who apparently attempted suicide
a couple of years ago. It's both in the digital
and the digital editions of both The Herald and the
Globe we're going to talk about it, and we'll talk
(01:17):
again about those tariffs.
Speaker 3 (01:19):
Those are tariffs.
Speaker 2 (01:21):
They're still sticking around here and it's bedeviling the stock market.
But we have four very interesting guests, and I can
think of a more interesting guest or a more courageous
guest than my friend, former high school hockey player Matt Brown,
who had a terrific, horrific moment at the age of
fifteen and found himself living life in a wheelchair for
(01:45):
the rest of his life a freak hockey accident to
someone who I've got to know over the last sixteen
or so years as a great, wonderful human being who's
looking to help others.
Speaker 3 (01:56):
Matt Brown, Welcome back to Nightside.
Speaker 4 (01:58):
How are you, Dan. It's always good to hear your voice.
Thank you so much for having me well.
Speaker 2 (02:04):
You were dealt a tough, tough hand one of your
high school hockey games from Norwood High School, but you
have gone on to form the Matt Brown Foundation. You
have a Boston Marathon team running. I believe that you're
in the marathon two if someone will be moving you
(02:25):
across the twenty six point two miles, and I can
only hope for better weather two mondays from now that
what we had today? Are you ready?
Speaker 5 (02:38):
I am?
Speaker 4 (02:38):
And you know, if we had to do it today,
we would have. But I'm very, very hopeful that in
two weeks we're gonna be We're gonna be running in
and something a little bit nicer them today.
Speaker 5 (02:49):
Yeah, I'm sure.
Speaker 3 (02:51):
No.
Speaker 2 (02:51):
I say, first of all, tell us about the Matt
Brown Foundation.
Speaker 3 (02:55):
It's been going for a while. You've been on the show.
Speaker 2 (02:57):
Many of our listeners are familiar with you, and hopefully
they've supported the Matt Ground Foundation. But for those who
perhaps do not know it, tell us what what What
has become the purpose of your young life?
Speaker 3 (03:10):
Yeah?
Speaker 4 (03:11):
So, you know, I was hurt in twenty ten, finished
high school, finished college, and when I get out, I
kind of, you know, wanted to do something bigger. I
you know, I wrote line change the book. And then
you know, as we were writing a book, the thought
of the foundation of our own kept coming up, following
in the footsteps of Travis Roy and you know, the
great Tom Smith. And then in twenty twenty, smack dab
(03:36):
in the middle of a pandemic, we decided, you know what,
now's a good time. And our missioning goal is to
give back to individuals, families and groups supporting or living with,
you know, paralysis. Basically just trying to make you know,
there tomorrow a little bit better and a little bit
easier than there today.
Speaker 2 (03:54):
Well, you've had a lot of help along the way.
One of the great helps, some of the great help
has come from a great, our great friend, Jack Daugherty
of College Hype. But Jack is also I think introduced
you to a group of supporters as well, and I
know that you wanted an opportunity to thank some folks
(04:15):
and who have been particularly supportive of this cause.
Speaker 4 (04:19):
Go right ahead, Yeah, you know it starts with College Hype,
Jim Clutis, John Carroll, the fraternity, the Lambda Kai fraternity
brothers up at Colby, and then Lewis's Barn Grill here
in Norwood. They are making a huge impact on our
marathon team this year. You know, this was the first
(04:41):
year we were able to get into the charity, the
official charity program of the Boston Marathon with the huge
thanks to the Bank of America and the b a A.
And you know, for years Lucas and I ran for
ourselves and we raised some great awareness and money for
some great organizations. But into the twenty one US, alongside
(05:02):
with another bib got to run for the Matt Brown Foundation,
and that was really making a dream become a reality.
And this year we have five runners through the Bank
of America Charity program. We have another runner from the
City of Boston, and we have two international runners from China,
which which will be nine bibs for us, which you know,
(05:26):
I still wake up and pinch myself every morning.
Speaker 3 (05:28):
How did you so now.
Speaker 2 (05:29):
The Matt Brown Foundation's gone international? How'd you get bibbs
for runners from China? Tell us if you can. I'm
sure it's a complicated story, but I did not realize that.
Tell us tell us that.
Speaker 3 (05:40):
Part of the story.
Speaker 4 (05:42):
Listen when when we launched in twenty twenty, I had
no idea. I had hopes, but I had no idea
that the Matt Brown Foundation would go international, which is
really really cool. And I owe a huge thanks to
Susan Hurley of the Charity Teams program. She has been
an absolute dream to work work with and she has
helped me out so much the last couple of months.
(06:04):
And she called and said, listen, I got two more bibs.
We're eleven weeks out. But I have two runners from
China that are willing to donate and run, and we
cannot be happier to have them a part of the team.
Speaker 2 (06:17):
No, will you get a chance to meet the is
it two guys to two women or is it one
and one?
Speaker 3 (06:23):
What's a guy and a girl?
Speaker 4 (06:25):
And over the weekend the weekend before the marathon. I'm
lucky enough to have a chance to meet them, and
ultimately thanked them for answering the call and saying, you know,
absolutely we'll join.
Speaker 3 (06:39):
Wow, boy, what this is? This is a great story.
So so Matt.
Speaker 2 (06:44):
If folks are not running the marathon, and many in
my audience, believe it or not, will not be running
the marathon, including myself, what can they do to support
you a great work?
Speaker 4 (06:54):
You know, if you visit our website, we have so
many opportunities. One, we know we have the foul with
road race. We still have bibs available there. But but
I think one of the biggest things would be, you know,
joining joining the website and checking out our store. My
book's on there, we have new apparel on there, the
map round Foundation dot org if you would like to
(07:16):
go on there and you know, grab a t shirt
and help spread our message of never quit, overcome forever
forward far and wide that that would really mean the most,
because I do just want to mention one grant that
we have coming up. You know, every grant that we
do is you know, special in my mind and means
a lot, and it helps a family or an individual.
(07:38):
But later on this week we're going to be installing
an adaptive swing at the preschool here in Norwood and
for a for a young boy who for years has
had to watch his friends on the playground and now
he gets to go on that adaptive swing. And that
swing will stay there for any other student that passes
through whose mobility impaired. And and that's just something that's
(08:01):
super special in my eyes.
Speaker 3 (08:03):
Such such good stuff.
Speaker 2 (08:04):
Look, I'm sure, like every other high school hockey player,
you had the dream of maybe playing for the Bruins someday.
But despite what endured you've been you've had a lot
of support from the Ruins. I know that Patrice burg
Ron has been very helpful. And Farrance wrote wrote your book,
Uh look the pre Andrew Ferrence wrote the the intro
(08:27):
to the book. And I know that a good pal
of yours Charlie Coyle unfortunately was just traded by the Bruins,
but you become almost a member of the Bruins team
in many respects as well.
Speaker 4 (08:39):
You know, I I agree with you that my dream
might have been, you know, the Boston Bruins, but I
think we both know my reality was some Beer League somewhere,
you know, just getting getting on the ice once a week.
But I'm incredibly lucky with who who have who I've
had around me, and Ruins have been just incredible, having
(09:01):
guys of those caliber, you know, reaching out, checking in
and you know, really wishing me well from the bottom.
Speaker 3 (09:07):
Of their hearts.
Speaker 4 (09:08):
It's it's it's it's another thing that keeps me going
day in and day out.
Speaker 2 (09:11):
Well, Coile got traded to the Avalanche. He may have
a shot at getting his name of the Cup.
Speaker 4 (09:16):
You know, and and and that that's what I said
to him in a text message. I said, now, listen,
it's it's it's tough. You are the best, you know,
a perfect, a perfect Boston Bruin. But now you got
a chance. And I wish nothing more than to him
for him to get his name on that Cup because
it's well well deserved. With what he put up with
here and just who he is on and off the ice.
Speaker 2 (09:39):
Well, what I want to do is let again see
a picture of you and and coil with the with
the Stanley Cup this year.
Speaker 3 (09:45):
That's that's what I'm rooting for.
Speaker 5 (09:47):
Dan.
Speaker 4 (09:47):
If you can put that into the atmosphere and that
becomes a reality, I will welcome that every single day
this summer.
Speaker 2 (09:54):
You bet you, you bet you. We'll look Matt, congratulations. Uh,
a lot of people will be out there looking for
you on Monday. Uh it's the twenty first. If I'm
not mistaken this year right ye?
Speaker 4 (10:07):
So yeah, it will be Lucas Carrs and mine. Eleventh
Boston Marathon. It and doesn't get old. And I thank
him every day that he put this, this sick ranged
idea to say, would you ever want to what? Did
you ever want to run a Boston Marathon? And we
haven't looked back.
Speaker 2 (10:25):
Yet, unbelievable. Well look, you keep looking forward and we
will talk soon. My friend Matt Brown or the Matt
Brown Foundation, it's simply Matt Brownfoundation dot org. Is that
the right email? Would say?
Speaker 4 (10:38):
That's correct? And I can't thank you for having me on, Dan,
my pleasure, my.
Speaker 2 (10:43):
Pleasure, Matt Brown, Ladies and gentlemen, we get back on
to talk about a well, a different subject, and this
is one that is kind of interesting. A lot of
people don't want to go back to the workplace, and
now we're finding out.
Speaker 3 (10:56):
That workplace bullying is back on the rise. We'll have
a roop.
Speaker 2 (11:00):
What on that from a New York Times bestselling author
and advisor to Fortune five hundred companies and pro sports
team Steve McClatchy, coming back here on Nightside.
Speaker 1 (11:12):
Night Side with Dan Ray. I'm Boston's news Radio.
Speaker 2 (11:18):
Well, I was back at my workplace today for a
special meeting. I had nothing to do with doing my show.
I'm doing my shows remotely, but a lot of people
have been told come on back to the workplace, and
a lot of people are hesitant about that. And my
guest is Steve McClatchy. He's a New York Times best
selling author and advisor to Fortune five hundred companies as
well as pro sports teams, and he basically says that
(11:39):
workplace bullying is back. Forbes reports that the command and
control leadership style emphasizing threats and punishment, is becoming more common.
Speaker 3 (11:49):
What's going on?
Speaker 2 (11:50):
Steve, Welcome back to Nightside by the way, but I
feel that when they bring people back to work, they
should treat them with some respect.
Speaker 3 (11:58):
What's going on?
Speaker 4 (12:00):
Then, thanks for having me back.
Speaker 6 (12:01):
Great to be here. Yeah, it's one of those things
where if you don't feel valued, you know, you immediately
go to disengagement. And engagement is a very misunderstood metric.
It means you do more than your pay. So if
you do your job and you do it well, you're
considered disengaged. So engagement is when you go way above
and beyond. Now, if you do that, I mean, think
(12:23):
about how valuable you are as an employee. But your
burnout rate goes to blow ten percent. Now wait, these
are the employees working harder and longer and their burnout
rate is under ten percent. If you do your job
and you do it well, consider disengaged. Your burnout rate
is between fifty and sixty percent. So what is driving engagement?
Gallups data tells us seventy percent of that engagement is
(12:46):
influenced by the relationship you have with your boss.
Speaker 5 (12:49):
Is there conflict?
Speaker 6 (12:50):
Do you like your boss? Do you feel valued? These
are classic things I mean that data tells us. And
then we all experience. When we feel valued, we want
to go in bevyon above and beyond. When we're thanked,
we want to go above and beyond. So this comand
and control style of leadership has been proven not to work.
And it wasn't me that said it, Dan, it was
(13:12):
the Forbes and their research indicated that this style of
management is back, and I don't approve of it at all.
It's not an effective way to lead.
Speaker 3 (13:21):
What most managers don't understand, in my opinion.
Speaker 2 (13:25):
Is that if you go give someone a pat on
the back, that is worth more in many cases than
a raise. I mean, everybody wants a raise, no question,
but and they want.
Speaker 3 (13:37):
To be valued.
Speaker 2 (13:38):
But that pad on the back, I mean, you know,
you see it in sports all the time. Some pitcher
has just been out there and he's given up seven
runs in one in the third inning. The manager doesn't
come out screen it at I mean, he comes out,
takes the ball from him, gives him a pat on
the back as he as the guy heads to the
dugout because hopefully, next time, you know, he pitches, it'll
(13:58):
create a different result. I just don't understand why people
don't realize that. To me, it's mystifying.
Speaker 6 (14:05):
All right, let's get to the root cause of that,
because this is a big issue my clients face and
I'm helping them with it all the time. When you
say great job, Dan, you went to it like, well,
some people like great job more than they like a
raisin pay. Not always everybody loves a raisin pay. But wait,
if we put those two things together, it's a big mistake.
Everybody is paid to do a great job. You don't
(14:27):
hire an employee to come in do mediocre work, and
if they do a great job, you pay them more.
What did you pay everybody to come in and do
great work? So then what determines your pay The value
of your skills in the marketplace. The more rare skill is,
and the more valuable it is, the higher you get paid.
So I use these analogies. I say, you know, accountants
are being paid a lot more these days, Why because
(14:48):
we don't have any accountants. Nurses are getting paid a
lot these days. Why we don't have nurses. Police officers
are getting paid a lot more and signing bonuses. Why
we don't have police officers. Why don't teachers make a
lot of money?
Speaker 5 (15:02):
Now?
Speaker 6 (15:03):
Teachers, some of the richest people in the world. Oh
their success to teachers. Teachers can be life changing mentors
that can impact your life greatly. Why don't they get
paid more? Because when one retires, there's one hundred resumes
for that job. That's it. That's all it is. It's
supply and demand of skills in the marketplace. If you
truly understand that, you can unleash the pat on the back,
(15:26):
the positive feedback. If it's authentic, it's genuine, and you
feel appreciated, your engagement goes to over sixty seven percent.
The average global engagement rate is thirteen percent. You have
ten employees, one one is doing more than they're paid.
Speaker 5 (15:42):
But if each one of.
Speaker 6 (15:42):
Those employees feels valued and appreciated and not taken for granted,
that goes up to sixty seven percent. We're talking about
one interaction Dan being truly sincere when you value someone's
effort and I.
Speaker 2 (15:56):
Want okay, so why are bosses that's smart enough to
understand that pretty simple and straightforward concept that you just articulated.
Speaker 6 (16:06):
And when I explain it, they do understand it and
they have to pivot and change their approach to management.
They are It is the ego loves power. It loves it,
it ensures its survival. If I have power, I have
a better chance of surviving than someone that doesn't have power.
And if I can mistreat you and get away with it,
(16:27):
then that feeds the ego. I'm above the law. I
have the power if I am breaking an agreement with
you and I get away with it, which is what
disrespect is. It's a broken agreement and I get away
with it, I get power. Like if I'm punishing you,
then I'm above you. People that are above other people
have a better chance to survival. So the ego feeds
(16:48):
on this dan and because of it, we have management
styles that if they don't take a step back and
look at Look. The metric that used to determine success
was turnover. Do you remember, like, oh yeah, five employe's left.
That was like your way of saying you got a
bad manager. Eight employees left. Now, this engagement and our
ability to survey is telling us, wait, you might mistreat
(17:11):
people and they stay, but if they're not engaged, they're
doing the minimum. And as a boss, your job is
to increase output, not decrease, not get the minimum. It's
to increase. I say, let's use easy math. You got
ten employees and you make one the manager. You just
dropped productivity by ten percent. What is the job of
a leader to make everybody at least ten percent better?
(17:35):
And this commanding control style of leadership does not get
that out of the employees that work for.
Speaker 2 (17:40):
You, Steve, How could folks get in touch with you?
I'm sure there are some companies out there right now
who are saying to themselves, we need to hear from
this guy. I'm glad you joined us, but your your
group is called a leered Training and Consulting.
Speaker 3 (17:54):
What's the website?
Speaker 6 (17:56):
Yes, it's a leer dot com, a l L e
er dot com. It means to develop a person and
I specialize in leadership workshops, team building workshops. I want
leaders to understand and to possess the skills they need
to make everybody around them at least ten percent better.
Conflict resolution, being able to hold people accountable, being able
(18:16):
to give people feedback, both positive feedback but then improvement feedback.
The skills leaders really need to take a group of
people and increase the output of that team, because that's
what they're being paid to do.
Speaker 2 (18:28):
You know, I can look at I use the metaphor
of sports, and you look at the great leaders in
sports today. You look at Dave Roberts, the manager of
the Dodgers. He's been there for several years. He's able
to balance guys from different parts of the world, whether
they're a Japanese superstar and American player or whatever. Alex
Cora with the Red Sox does a really nice job.
(18:52):
Neither Roberts or Cora were superstars as players. They were
major league players, but they probably knew better than most
how it was to be, you know, towards the lower
end of the roster, and some managers still treated them
with the same dignity and respect that they gave to
the superstar. And that's the same theory that managers in
(19:12):
any business in America should use. Pattern yourself after Dave
Roberts and Alex core In my opinion.
Speaker 6 (19:18):
It's a great opinion, and I salute their boss, Dan.
If you look at the criteria they use, they didn't say, see,
the three major reasons people get promoted is you're the
best of the job, you've been here the longest, or
I like you, and they're leaders. Brought them in saying
they weren't the best player the best player does not
(19:39):
always make the best boss. Just because I'm great at
a job doesn't mean I can make everybody else great.
That's a different skill set, and when we look for that,
we appreciate that we develop that, we're developing our future leaders.
Speaker 2 (19:52):
Steve, thank you so much for your time today. We've
had you on before and we'll have you back talk
to you again.
Speaker 3 (19:57):
It's a leader.
Speaker 2 (19:58):
Thank I'm great to be hereer dot com.
Speaker 3 (20:01):
Thanks Dave.
Speaker 2 (20:02):
When we get back, we're going to talk about the
two hundred and fiftieth anniversary. I did not cover the
original Battle of Lexington and conquered, but conquered two point
fifty celebration will be coming up later this month that
we're going to talk with one of the leaders of
that executive committee affect the CoA chair, Rob Monroe, what
(20:23):
you might want to do on Patriots Day. We'll be
back right after the newsbreak at the bottom of the
arm My name is Dan Ray. You're listening to Night Side.
Speaker 1 (20:31):
It's Nightside with Dan on Boston's news radio.
Speaker 3 (20:37):
Thank you, Suzanne.
Speaker 2 (20:38):
Now we are going to get into the two hundred
and fiftieth anniversary of the historic battles at both Lexington
and conquered, and tonight we have with us Rob Munroe,
who's the co chair of the Conquered two point fifty
Executive Committee. Rob, it seems like yesterday that battle broke out,
but I guess it's two hundred and fifty years ago.
Speaker 3 (21:00):
How are you tonight?
Speaker 5 (21:01):
I'm very well, my friend. Thanks for having me.
Speaker 3 (21:04):
You more than welcome.
Speaker 2 (21:05):
So tell us about Conquered two fifty.
Speaker 3 (21:07):
I'm kind of curious.
Speaker 2 (21:09):
I remember Conquered two hundred when Gerald Ford, if I'm
not mistaken, yes, was involved. I don't suspect that we're
going to have President Trump there because he's he's kind
of busy with a lot of things right now. But
what's it's going to be on the big date of
(21:30):
April nineteenth.
Speaker 5 (21:31):
I assume that's correct. Yeah, So we are planning a
big day of celebrations on Saturday, April nineteenth, which is
two hundred and fifty years to the day, and we
will we will kick it off bright and early with
a with a dawn salute, which is a solemn, really
nice ceremony that we do at the bridge, the North
(21:53):
Bridge here at Conquered. We then will have our parade,
which is a larger ad that we usually have for
Patriots Day. This will be about three point five three
point seven miles long, about fourteen hundred or so participants.
That will start around eight thirty in the morning. We
will have we will have some speakers at the bridge
(22:16):
midway through the parade, and then after the parade ends,
we'll kick it off for the nice block party to
celebrate in town here and Conquered, and then close out
the day with a drone show around fifteen eight thirty
that night. A drone show, that's right, yeah, ull.
Speaker 3 (22:36):
Drones back two hundred and fifty years ago tell us.
Speaker 5 (22:39):
About that they certainly did not know so in lieu
of fireworks, which would you know be the more traditional
route for form a celebration. We opted for drone shows
partly for sustainability reasons. They are less harmful to the
(22:59):
environment and they are more considerate of our animal friends,
so dogs are not going to be cowering in fear
when they hear fireworks go off or scoot in different directions.
They're also much more customizable, so we can customize the
drones to show the images that we want to be seen.
(23:20):
So we'll be working with our friends to operate the
drones to really light up the sky and show images
that inspire the very themes that the two. It's celebrating independence,
freedom and everything that we believe in and love here
and conquered. So that would be a really special fifteen
(23:41):
minutes that many of our residents will we'll get to
see for the first time.
Speaker 2 (23:46):
So let me ask you this question, And again I
sometimes asked questions that I don't know, maybe if this
is a surprise, but how many drones? I mean, are
you going to have? How spectacular will this fifty seasons?
How many drones be able to have up there without.
Speaker 3 (24:01):
Crashing into each other?
Speaker 5 (24:04):
Yeah, so what's what's remarkable about these drones? And I'm
I'm closer to being a ludite than than a technologist,
but I understand that these drones are We'll have a
few hundred drones and synchronized together with there'll be a
team of of folks on the ground who are operating
these drones and working in a very tight geo perimeter
(24:27):
to ensure they stay in formation. But once you set
them and they customize their their plan, they do their thing,
and it's going to be really exciting. They'll be they'll
be super well lit up and they can move, as
you can imagine, very quickly into different formations, so they
can paint a series of wonderful pictures over those fifteen minutes.
(24:52):
That would be really exciting.
Speaker 2 (24:53):
So let me let me go back to nineteen seventy five. Obviously,
the big headliner there was Gerald Ford, who had just
as sacred, well really less than a year before to
the White House after Richard Nixon's resignation in August.
Speaker 3 (25:10):
Of seven and four.
Speaker 2 (25:11):
So he was a newly minted president, never elected either
vice president or president. As a matter of fact, the
only person hold that office and never to have been
elected to that particular office. Is there a keynote speaker
of some note, some note, or a series of speakers
this year that that you can share with.
Speaker 3 (25:32):
Us at this point?
Speaker 2 (25:33):
And again I realized that sometimes you try to keep
some surprises.
Speaker 5 (25:38):
Yeah, yeah, and where, And we're we're pretty firmly in
that book. We are working closely with our local, regional
and state elected officials and dignitaries to confirm the speaking arrangements.
Those come together fairly last minute, as we work closely
with with folks too to make sure their schedules work
(26:02):
out and everything like that. We are working closely with
the Governor's office to hopefully have her and Lieutenant Governor
Driscol play some play some role in that day, which
would be really exciting. Also working with our elected officials
at the federal level, Representative Trahan and others to make
(26:25):
sure that those folks who represent us have a have
as much of a role in this as possible. We
wanted to make sure it's a celebration, and so we
want to make sure that those folks are there to
help us on that day.
Speaker 2 (26:39):
How about some direct descendants. I got to believe that
there are some people in Conquered who can claim direct
lineage to some of the folks who are the.
Speaker 3 (26:52):
Fifty years ago this month.
Speaker 5 (26:56):
I am sure there are. We do not have a
formal program for all of the descendants that are still
around to play a role. I will say we've worked
really closely with historians here and Conquered to unearthed a
number of Conquered residents who fought in and participated in
(27:19):
the early battles of the revolution. You know, we we
assumed coming into the two fiftieth that we knew everyone
who participated engaged in the battle and in these early battles,
but that wasn't the case. So we spent a number
of years and relied on the expertise of some fantastic
local historians to do some hard digging and find a
(27:44):
many more soldiers and folks who were present at the
earliest battles of the Revolution.
Speaker 2 (27:51):
And so I'm sure a lot of those folks who
were who were there two hundred and fifty years ago,
you know, their families may have moved and lived anywhere
around the world at the parts of the country. But
I got to assume you're going to have some in
conqueror who can still trace their lineage, and I think
they would be, frankly people I'd love to hear from
(28:11):
that day, more so than the politicians. The politicians they're
always they were always available, but to find someone who
can trace their you know, their own family roots to
the battle of the Battles of Lexington and conquered just
a late a last minute suggestion for something else that
you can think about, Rob, I'm sure you have nothing
else on your plate to worry about for the next
(28:33):
two weeks.
Speaker 5 (28:33):
Best of life, not at all, But I appreciate the suggestion.
And I'll also say to that point, we've been holding
events for a year and a half already and you know,
leading up to this event, and we will continue to
support and sponsor and collaborate on events through the National
two fiftieth in July twenty twenty six. So I will
take that feedback and I think that's an excellent idea
(28:56):
for us to consider as we as we go forward.
Speaker 2 (28:59):
Well, let me know and we certainly if you're going
to have someone and you find someone, I'd love to
talk to them as well, just to figure out if
we're absolutely great, great, great great great or whatever. You know,
how many generations you'd have to go back? You have
to go back a few, but but but not you know,
such a big number that some wouldn't be around, Rob,
I appreciate it. How can folks get more information? What's
(29:20):
the website?
Speaker 5 (29:22):
Absolutely so there's a number of ways, but they can
check out Conquered two fifty dot com. We also can
go through the Conquered website and then mass m a
two fifty dot com also has information not just about
Conquered events, but events throughout the Commonwealth as well. Because
a lot of folks are going to be celebrating.
Speaker 7 (29:43):
On that day.
Speaker 2 (29:43):
Let's focus on conquered. You got the right to let
me tell you you guys started this whole thing. Conquered
two fifty dot com. Thanks very much, Rob, talk to
you again.
Speaker 5 (29:52):
Really appreciate it.
Speaker 3 (29:53):
Thanks come much, Thank good bye, bye.
Speaker 2 (29:55):
Go talk about workplace incivility coming back. It's soaring kind
of relate. Well, we talked to Steve McClatchy about when
you think about it, he was talking about workplace bullying.
Now we're going to talk about workplace incivility.
Speaker 3 (30:09):
It's sore.
Speaker 2 (30:10):
I'm going to talk with David Allcott. My name's Dan Ray.
This is Nightside. Of course, you're listening to WBZ Boston
on news radio ten thirty and your AM dial. I'm
here every Monday through Friday night from eight until midnight.
WBZ is here seven days a week, twenty four hours
a day, three hundred and sixty five days a year.
And you could listen to us anywhere in the world.
Just pull down the iHeart app, the iHeart Radio app,
(30:33):
and you can make WBZ your presets. So therefore we
will only be wherever you are. We'll only be a
fingertip away. Back on Nightside.
Speaker 1 (30:41):
Right after this, It's night Side with Dan Ray on
wb Boston's news radio.
Speaker 3 (30:49):
All right, welcome back.
Speaker 2 (30:50):
We talked earlier tonight about workplace bullying, particularly from the
bosses and workplaces. Now we're talking with David Allcott about
workplace in civility. I'm not sure which which subsumes the other,
workplace bullying or workplace incivility.
Speaker 3 (31:08):
So let's get a good description.
Speaker 2 (31:10):
I guess incivility probably is employee to employee as opposed
to bullying, its boss to employee.
Speaker 3 (31:17):
Is that the distinction here?
Speaker 7 (31:20):
That's a that's a very good start, Dent for sure.
Speaker 3 (31:23):
Welcome daily. What's going on?
Speaker 7 (31:26):
That's much Ron just enjoying this beautiful new weather coming
in loving it.
Speaker 3 (31:30):
Oh yeah, oh yeah, no doubt about that.
Speaker 2 (31:32):
So workplace incivility is spiraling as companies want their employees
to return to office and layoffs.
Speaker 3 (31:39):
I mean, you, you haven't.
Speaker 2 (31:41):
Had any workplace incivility because everybody's been working from home.
How can companies, how can companies get a get a
handle on this problem?
Speaker 7 (31:51):
Yeah, and you're you're gonna have to be reintroduced to
your employees again because they are returning from another workplace
into your new place, and they're they're not happy. First
of all, they want to be able to stay at
home and have the conveniences that go along with that,
the traffic, all the other stuff. And true, it is
that we've been soiled over the last couple of years.
I know that doesn't feel like we've been spoiled, but
that's basically what's been happening. Is we really had a
(32:11):
huge opportunity as employees to be able to work out
of the office, and now that we're having to return,
really having to make that adjustment, and we just need
some help to people do that.
Speaker 2 (32:21):
So so, is the incivility caused because everybody's kind of
upset that they're back in the office atmosphere or is
it that that there's always going to be a few
quote unquote people who want to take advantage of a
bad situation and stir the pod.
Speaker 3 (32:41):
Which is it?
Speaker 7 (32:43):
Yeah, I think it's a little bit of both of
those sides. You know, we're going back into this place.
We've had this wonderful, you know, opportunity to be able
to stay at home, do the things, we're kind of
our own hours, get the job done, this kind of stuff,
and then we're coming back in place to the folks
that are making the biggest upset about this are the
ones who do not want to come back to work.
The rest of us are just dealing with, Hey, this
is the workplace we're coming back. We've got to be
(33:03):
able to perform and this is the best place to
do it. So that instability that's happening is between those
two groups of employees, and now the managers are having
to deal with that contentiousness, which is they've got all
the other customers to deal with. Now they're dealing with
this civility issues within their own employees.
Speaker 2 (33:20):
And what responsibility is it. I don't want to mix
this segment with the segment we did earlier with Steve McClatchy,
which is bullying.
Speaker 3 (33:30):
What responsibility is it?
Speaker 2 (33:31):
Because he was talking about bosses bullying employees. What responsibility
is it for good bosses to realize that, hey, there's
some incivility going on here, I mean, or are they
just happy to have people back in the office.
Speaker 7 (33:49):
It's imperative Dane about this, because it's part of the
perceptual reality of every great manager to be able to
be aware of how the behavior is supporting the culture.
If you will as being or not being sustained. That's
the very first job of the manager is to make
sure that stays in place, because that culture is what's
sustaining the vision, and the vision is what you developed
the marketplace right, and the solution of the problem. So
(34:11):
all those things connected. So if you start having real
issues like the sensibility at this social cultural issue, it's
going to have the tripple effects into the marketplace and
your customers and they're going to leave.
Speaker 3 (34:23):
Wow.
Speaker 2 (34:24):
What percentage I don't know if you've done a study
on this, but what's what percentage of workplaces are do
you think you're having this problem? Is this the exception
to the rule or from what you understand the rule
at this point?
Speaker 7 (34:41):
Yeah, Well, what's amazing about the survey that just came
out about this was like thirty seven percent of workers
reported some kind of toxic workplace, and the third of
them said the group was their boss was to blame.
So that's a significant I mean, it's a thousand workers,
you know, from the survey that really worked, you know,
participating in the survey, and that's not you know, the
millions of people in business. But that's a pretty amazing
(35:01):
snapshot of what's really going on as we re enter
this new workplace mode and what really need to be
focused on.
Speaker 2 (35:07):
Okay, since since you're my expert tonight on workplace incivility,
is it either your opinion or other statistics to back
up the fact that the incivility is greater now than
it was before COVID hit. I mean, if we talk
about February of twenty twenty as pre COVID and we
(35:28):
talk about April of twenty twenty five as post COVID
returned to the workplace, is it worse, a little better
or about the same or has it My suspicion is
it could be worse if you're adding into the chemical
the analysis. People don't want to be there in the
(35:50):
first place. That's what I'm saying now.
Speaker 7 (35:54):
As a matter of fact, I think your perception is
really what on pace is what we talk to employees
employers every single day is that there is a much
worse case scenario because people are just really battling this
going back to the workplace and being held accountable. And
that's what's really stirring the pots. Because they've been at home,
they've been doing their task. They may getting their work
done with this new kind of coming back in the
(36:14):
workplace and having these managers kind of helicopter over them
and hey, what are you doing and let me check
you know how many times you're bringing up this report
or whatever. The helicopter mendor of concept that really does
stir the pot in that culture.
Speaker 2 (36:26):
So the instability is I guess, the bullying and the incivility.
We conclude kind of two sides of the same coin,
as they say. We talked with Steve McClatchy, who is
a training consultant primarily for bosses, but it sounds to
me like this is kind of a different side of
(36:47):
the same coin, that the bosses are being a bullying
and also being in civil or uncivil.
Speaker 7 (36:54):
Yeah, as a matter of fact, you know, you sit
back and say, why are the bosses bullying people? What's
their outcome? And it's usually out some level of control
they don't feel that they have right. They're in fear.
What's the employee doing? Well, they're in fear as well.
So you're wanting to be able to manage to fear
based on someone who's already in fear, and you can,
you can. That's just Great's all kinds of task itself.
Speaker 2 (37:14):
I want you, I want you to notate that I'm
doing this show and I've been doing the show remotely
now for several years. I'm really much happier to remotely.
I mean, uh, and I'm very I'm I'm very happy,
and I'm very appreciative of the fact that my company
is letting me do this. But I they agree to
(37:38):
it in my contract actually, and it saves a lot
of my commute. I was in my office to well
what was my you know, office today for the first
time in several months, and everybody was lovely. The spirit
was good, and maybe they should they should.
Speaker 3 (37:56):
Just keep that way.
Speaker 2 (37:58):
I don't know, David tell Us, how could folks get
in touch with you? You're the CEO of something called Samurai Success.
I know that's alltrative, but when I think of Samurai Success,
I think of some guy with a sword.
Speaker 7 (38:12):
Well, it's funny because our book is actually about the
Swords of Illumination, which is about a lot of these
things when we deal with human beings, about how we react,
on how we respond, and how to change that behavior
on your own kind of stuff. So that's what the
book is about. But Samurai Success dot com is the
best way to reach us. And funny you mentioned it
so beautifully is that samurai, loosely translated, it means in
(38:33):
service of others. So samurai success is in service of
others success, and that's what we do.
Speaker 2 (38:38):
Oh okay, I always thinking of the guys with the
Samurai swords doing battle. That's I could be wrong. I
could be wrong. Hey, David Alcott, I appreciate it very much.
Thank you so much. You're good sport and we talked
about a tough subject in a positive way.
Speaker 3 (38:56):
So thank you so much.
Speaker 7 (38:57):
Thanks.
Speaker 2 (38:58):
Man me back, good night, Okay, get back. We're going
to talk about a story that you may not have
heard of. And I know that it's tough when we
tell you about a story, but the story was really
broken today by the Boston Globe and the Boston Herald
also has reported this. An all star red Sox player,
(39:18):
in a piece that's it's going to be released on
Netflix this week, admits that he tried to commit suicide.
Speaker 3 (39:28):
It's a frightened story, but it's one that we need
to hear.
Speaker 2 (39:31):
Please stick with us and we'll tell you about a
story in which a gun failed to go off and
as a result, that gentleman is still playing for the
Boston Red Sox. It's crazy, it's a crazy story, but
one that there's a lesson for all of us. Back
on night side, right after the nine o'clock news
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