July 28, 2025 • 42 mins
Bruce and Clark continue their workplace appreciation series by exploring Acts of Service, the highest-ranked appreciation language in their poll. They discuss how providing meaningful help to colleagues can be a powerful form of workplace appreciation when done correctly.
• Acts of Service involves doing something to help someone else with their tasks or responsibilities
• The CAT framework: Constraints (ensure your work is covered first), Ask permission, establish a Timeframe
• Always do the task their way, not yours, even if your method seems more efficient
• Help must be voluntary—providing assistance out of obligation creates resentment
• Setting clear expectations about what help you can provide prevents misunderstandings
• Check your attitude before helping—if you're feeling negative, your assistance won't be appreciated
• Complete what you start, don't leave tasks unfinished when you've committed to helping
• Acts of Service is most effective when tailored to each individual's preferences
Join the Discord community through the All the Things link in the show notes to share your thoughts on the appreciation language series.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
We'll survive, we'll get through it, as we always do.
(00:01):
Oh, shut up, craig.
I was talking in the middle ofa conversation.
You just jumped right in thereFreaking beaver.
He just Sometimes he's veryrude Like yeah, I told him to
jump in here.
What I didn't tell him to do isjust announce his presence and
scream in my ear.
Speaker 2 (00:21):
I know it's really crazy how none of our listeners
ever have to hear that, butevery single time our eardrums
are damaged.
Speaker 1 (00:28):
They're lucky, they're really lucky.
Speaker 2 (00:31):
Jealous times think about how many times we've had
to hear him jump in here.
Speaker 1 (00:36):
I know, I know because the number of episodes
we have, that's not the numberof times he's jumped in here.
Yeah, you're right, we've hadto read, like we've had times
where like we're like craig getin here and he's like now record
no, and like okay, craig'sbroken, great.
And then we had to get g arcand g arc like now no and
craiger no, they're the sameokay they just look different.
(00:58):
Yeah, yeah, g arc looksmalicious.
He does looks very malicious.
You're going to mess someone up.
That's the impression I get.
Speaker 2 (01:08):
I kind of miss him.
I'll be honest, we haven't seenhim.
Hasn't happened in a while.
Speaker 1 (01:14):
Shoutouts to whoever invented Craig.
You're doing the real work andit costs nothing to use, just
outstanding work.
Speaker 2 (01:24):
I hope they're getting some sort of kickback,
because he's a pretty coollittle beaver.
Speaker 1 (01:30):
I don't know how.
I truly don't know how Discordand some of these Discord bots
and utilities do it.
It can't just be for the loveof the game.
No, there's no way.
Speaker 2 (01:42):
That'd be something.
They probably just have amarketplace.
I just hope they're makingmoney.
I hope discord looks at theirutilization is like dang.
That's a lot of value they'rebringing to people.
Speaker 1 (01:52):
We should pay, I know they have some really crappy AI
games.
Oh, they're the worst, justabsolute cringe slop.
But uh, you know they're trying, they're trying, they're trying
.
Speaker 2 (02:04):
That's all you can do in life.
Give it a college, try, ah,truly.
Speaker 1 (02:10):
And even that, you know, might be a little
excessive Questionable,questionable.
You know what else isquestionable?
Speaker 2 (02:15):
What's that?
Speaker 1 (02:16):
Welcome back to Corporate Strategy Podcasts.
Could have been an email.
I'm Bruce and I'm Clark.
We're going to continue down apath, a path that we've started
to walk, that we can't unlock.
Our appreciation series, wherewe talk about appreciation
languages, acts of appreciationin the workplace, led by none
(02:39):
other than Clark.
But, but before we get intothat, clark, I have a confession
to make.
Speaker 2 (02:47):
Oh no, I have a confession to make.
Is HR in the chat?
Do we need to bring HR in thechat?
Speaker 1 (02:54):
No, but we have a listener.
We have a listener who is goingto laugh at what I'm about to
say.
They probably already knowbecause they're there.
I've been going throughmanagement training along with
many other managers at my, mycompany, and the last week's I
(03:15):
was gonna say last week'sepisode, last week's training
was focused on feedback andthere was a part during the
training where I said hey, havey'all heard about appreciation,
languages of appreciation?
in the workplace.
I know what's that.
Oh, it's this cool thing.
You know acts of service, youknow words of appreciation,
(03:36):
quality time, appropriatephysical touch, and they're like
this is cool.
I'd never heard of something.
Yeah, you know, it's something.
I've been.
I've been learning aboutsomething I've been doing on my
own.
You know, just I'm I'm prettysmart and cool.
You should listen to me and, uh, everyone was just like floored
because of my knowledge aroundthese topics and I didn't give
(03:56):
you any credit at all none.
Speaker 2 (03:58):
Wow.
Well, first of all, I don needit.
I do it for the love of thegame.
That's good.
That's a good attitude.
So are you?
Speaker 1 (04:21):
saying there's someone here that knows about
how you just completely stole mythunder and gave absolutely
zero credit to this podcast.
We have a listener who is aco-worker of mine and I know
they listen and I know they'regonna hear this and they're
gonna smile and be like, yep,because we're in this training
together and I'm sure that evenin the moment when I because I'm
assuming they're fairly caughtup I didn't check in and be like
, hey, you see how I totallystole clark's thunder during
that, during that call today,but but you know, shout out.
Speaker 2 (04:45):
I mean it's kind of funny because you're basically
you're eating your own dog food.
It's like we do this so thatcorporations become a better
place through the people Likepeople listening to this take
this back and hopefully make theworkplace a little bit better
for those around them, andthat's exactly what you're doing
.
So you're really just livingour ethos in your daily life,
(05:08):
based on what you're learning inreal time, which is exactly
what this is all about.
So I love it.
I'm totally okay with this.
Speaker 1 (05:15):
You're not even wrong , because there was like 14
people on this call and they'relike this is super cool, what's
the book?
I want to go learn about thisand like yeah, yeah, you know, I
mean Bruce, I mean only Bruce,me myself, and I made the world
a better place by myself, withno help from anyone else, so
shout outs me, that's that's whoI dedicate this podcast to Mic
(05:40):
drop Peace.
Speaker 2 (05:41):
Just to me, I actually.
I love it though, though,because hopefully what it does
is it encourages the rightenvironment in your workplace
where you all start appreciatingeach other, but not in some
stupid like rewards marketplacething that no one actually cares
about stupid slack channels orteams channels or whatever for
appreciation like you guysactually put in the work to
(06:03):
appreciate each other in a waythat you'll actually appreciate.
It won't just be like a genericblanket for everybody.
So I love it.
I think what you're doing isgoing to make where you work an
even better place.
Speaker 1 (06:15):
Oh, thanks, clark, you know, I try, I try to try.
Speaker 2 (06:19):
I'm just so proud of you for going through this with
me and then bringing it backinto the world and just living
our ethos out.
I'm just so appreciative of howhard you work and I hope you
feel appreciated by me forappreciating you.
You know what would make mefeel even better.
Speaker 1 (06:38):
What's that?
If you did something?
Speaker 2 (06:40):
for me.
Well, that leads us right intoour topic for today, the third
love language acts of servicehell yeah, let's go.
Speaker 1 (06:51):
This is mine, this is all me I'll be honest.
Speaker 2 (06:55):
In our poll right, wasn't this the highest one?
Speaker 1 (06:58):
uh, yes, it was by a large margin.
Speaker 2 (07:01):
Yes, and think honestly like this has got to be
top two of most people outthere.
Like this one in the workplacejust makes so much sense.
Like it's so logical to be like, yeah, I appreciate when people
actually do their jobs or theydo something that makes me feel
like I'm appreciated or theyactually do something that
(07:21):
benefits me in the workplace.
Speaker 1 (07:22):
Like this one just feels like such an obvious 90%
of people probably are like toptwo with this one.
I can see why and I'm curiousto hear the breakdown of it
because, you know, I only knowwhat I know from the quiz and
what we talked about.
But when I took that quiz,anytime an acts of service
question came up I was like, ohplease, how do I make this
(07:44):
happen at IRL, like how do I getthis for me?
Speaker 2 (07:49):
There are some really , really good tips on this one,
I think one thing so I've beenreading more in this book and,
full disclosure, I have notfinished this book, so this is
gonna be a real-time podcastwhere we're learning together.
I finished most of it, but I'mstill reading.
So we are taking the learningsin real time to this group, to
this podcast, and we'reiterating on it together, and
(08:09):
that's what I love about thepodcast format.
But one thing I found out isthat was Real quick.
Speaker 1 (08:15):
before we move on Clark, if our listeners are
curious, clark has been havinginternet issues, which is why
sometimes it sounds like he's ina fishbowl.
I'm just letting you know,because it's occurred a couple
of times and they're probablylike what the heck's up with you
now?
So, okay, continue.
Speaker 2 (08:29):
Yeah, I blame my internet.
I think there's a storm rollingthrough, but just in general my
internet's just been terrible.
My ISP is just really like.
It's such a weird internetproblem because if you do a
speed test, everything checksout, All passes the sniff test
and you're like, okay,interesting.
But then you get on calls whereyou have to upload any sort of
data, voice video, whatever andit just drops right over itself,
(08:53):
just stumbles everywhere, andso I don't know what's going on.
So, yes, thank you for bearingwith me, because my quality and
my voice is not going to comethrough crystal clear this
episode.
Speaker 1 (09:02):
unfortunately, it's kind of given you a lovely
little lisp.
So I actually, you know youkind of sound like if Grimes was
a guy.
So you know, continue oh.
Speaker 2 (09:14):
I love it.
Well, I was doing more researchand what I did find out is
there is an official test.
Like I talked about last time,a physical, appropriate physical
touch is not anywhere on any ofthese tests, which I mean kind
of makes sense.
Speaker 1 (09:29):
You know how do you kind of?
Speaker 2 (09:29):
ask questions around that.
It's more of like an in themoment thing and we'll get to
that eventually.
But just one clarification thatwhen you take this test and one
day we're going to try to finda way to bring it to our people
so people can actually find outwhat they are there likely will
not be physical touch as part ofthat, because it's a really
hard and awkward thing, I think,to test for.
So it's just not part of theofficial test.
Speaker 1 (09:50):
But more importantly, no touching.
Speaker 2 (09:53):
Yeah, just no touching.
But I think when we actuallyget to it and I said this last
time just a little bit of aspoiler I actually can see how
this is an appreciation languageand I could kind of see myself
relating to it in a lot of ways.
So I'm burying the lead for afuture episode because we're
about two away from that, but Ithink people are going to see it
and they'll be like oh, shoot,I can kind of see it, even
(10:13):
though it sounds really cringyright now.
I'm ready for it.
Are we going back to acts ofservice?
Let's do it All right.
Acts of service I think the thename itself is kind of
self-explanatory.
It's doing something forsomeone else and in this like,
(10:33):
especially in the workplace, youcan think of it as like okay,
people are, you know, completinga task that they knew I needed
to do but I didn't have time for, or doing helping me with a
task because I was overwhelmed,I had a bunch of other things on
my plate, and or just doingsomething because they know like
, hey, they took out my trashtoday, or they cleaned up my
(10:54):
desk, or something like that,like those tiny things that may
or may not be work related, butare still something that
involves them to put effort andthought towards.
So it's not as much as like hey, just saying something, like
words of affirmation or spendingtime with you, but it's doing
something to help you.
That's really the kind of theessence of access service.
Did I cover everything likethat would come to mind for you
(11:17):
immediately, bruce.
Speaker 1 (11:20):
So my big confusion with this whole thing is is it
organic, like hey, you know what, I'm going to go ahead and just
check this Jira ticket that gotassigned to Clark I know he's
been really busy.
I'm going to do it and see if Ican't do it myself.
Or is it you're like, hey man,I'm struggling, would you mind
(11:40):
doing this Jira ticket?
And I go do it Like is acts ofservice, something that is
prompted or that is almost likea surprise?
Hey, I did this for you.
I hope this helps.
Speaker 2 (11:53):
Yeah, it's actually really interesting.
And that's really what Ilearned most about this one is,
as I was reading this, I waslike, oh shoot, I actually need
to think about this a littledifferently.
And I think you're kind of likeme.
Like when I see a problem or Isee someone struggling with
something like, my naturalinclination is just to go help
them and do it, even if it'slike in my own way.
(12:14):
It's like let's just get itdone, I'll do it for them.
I'm sure they'll appreciate itright.
And the answer is not really,as I was reading through this
all Not really as I was readingthrough this, all the studies
that they did is they had somany tips around like, well,
yeah, how do you bring thisforward?
Like, is it exactly what yousaid?
Do you just do it and do ityour way and just get it done
because they'll appreciate it?
And the answer is no, and it'snot the best way to approach it.
(12:36):
Most people, when you approachit that way, likely won't be
appreciative of you doing it,which is interesting.
Be appreciative of you doing it, which is interesting.
And so they give a lot ofreally helpful tips and they
really say, like, at thefoundation it starts with don't
do access service for people ifyou can't cover your own stuff.
So if your own responsibilitiesare lacking, like that's like
(12:58):
foundational.
Don't do stuff for other peopleor help them with tasks If you
can't even get your own stuffdone, because that's just going
to look bad on you.
It's going to look bad foreveryone else.
It's like, oh weird, like Brucealways wants to do my stuff but
he never gets his own stuffdone.
It's just going to create areally bad vibe between
everybody to be like why are youhelping me?
Speaker 1 (13:16):
when you're the one that needs help.
I could definitely see that.
Can you give an example of likewhat an act of service is?
Speaker 2 (13:25):
Yeah, yeah.
So let's say someone isoverloaded, like let's say, you
have let's put ourselves whereyou started in some of your
initial work, which is, like youknow, handling customer support
issues that might be coming up,like, let's say, you have like
100 tickets you got to deal withand you're just overloaded.
You've got to get them done bythe end of the week and there's
(13:50):
like no way you're going to dothem.
An act of service would be likehey, bruce, I finished my stuff
early.
I can help you with this.
You know how about I take like20?
Yeah, I'm offering.
I'm saying, hey, my stuff iscovered.
So I covered the foundationalthing.
I said I, my own stuff is done,I have the extra time.
Now the second part of thefoundational part of this
appreciation language is saying,bruce, can I help you with this
(14:10):
?
I'm asking before I help andsaying I have 20 extra hours
this week.
I think I can take that timeand complete the rest of your
task.
So that's kind of the nextthing is ask before you help.
So you're asking permission andyou're being specific in terms
of how much time you have, andthat's important because, like
next week, I might have ahundred tickets of my own I have
to deal with, and so Ibasically need to set
(14:33):
expectations with you that I'mgoing to take 20 and I'm going
to do them this week, and if Idon't have time this week, then
I'm going to have to get back tomy own stuff and you're going
to be on your own again.
So I'm very clearly stating kindof the let's say, the
constraints of me helping you,so that way you understand my
bandwidth that's.
It's really important to dothat, because otherwise it might
be like okay, well, you saidyou were going to help me, like,
(14:56):
why aren't you helping me thisweek too?
And it's like well, I got myown stuff, and now it creates a
weird tension between us whereit's like I told you I'd help
and now I'm not helping the nextweek.
So by doing this upfront,setting the right expectations
next week, you're like oh yeah,that's right, I really
appreciate the help last week,but he's got his own stuff this
week.
Speaker 1 (15:12):
I really liked that explanation because that fills
in a couple of blanks for me,right, when, when I took the
test and you know this doesn'thelp the listeners because they
haven't taken the test, but itwas always it was basically like
, would you rather be thankedfor work or have someone come
and help you do your work?
And it's like why would helphelp?
(15:33):
Help me, please, and you know,as someone who's who's
overloaded, like that soundsgreat, but I think the additions
of what you're saying righthere is very important because
if you know someone likes actsof service, you absolutely don't
want to paint yourself into acorner where you could
potentially be like on the hookto continue to deliver that to
(15:54):
make them happy, or put them ina place where they feel worse
because you withdrew an act ofservice that they expected, that
you were never going to givethem.
Yeah, exactly.
Speaker 2 (16:03):
Like imagine if you were just overloaded and
somebody you were never going togive them.
Yeah, exactly Like imagine ifyou were just overloaded and
somebody said they're going tohelp you and then, yeah, they
just disappear.
Like next week they havevacation.
It's like what?
Why would Bruce tell me on aFriday afternoon that he's going
to help me with this stuff andthen he's just gone next week
and I had no idea.
Like that would actually makeit even worse.
I'm like now I don't feelappreciated.
Now I thought I had relief.
Now I'm even more stressed outbecause I got to get this stuff
(16:25):
done and he's gone and it'screating just a weird dynamic
between us because now I'm justnot going to trust him next time
.
So it's super important thatyou're specific on your time.
You set the constraints upfront and then you still ask
like, would that a ton of thingsto do?
And if I was like, hey, I thinkI can help you get like 10 of
(16:47):
these done.
But to be honest with you,friday's my drop dead date Like
I might only be able to getthrough half of those.
Like, is that okay?
Are you still willing to getthat help?
And I can think of tasks that Iwould do where it's like I
can't have you do 20% of it,like you got to do all of it,
otherwise I'm just going to haveto restart, and so I think it's
really important, like you,clarify if I can only do half of
(17:08):
this, is that okay, or wouldyou prefer I don't do that,
because it's actually going tomake it worse for you?
And so you need to be very likeconscious on what you're signing
up for and very, I guess,thoughtful in how much can you
actually do with yourconstraints and set the right
expectations.
Speaker 1 (17:26):
This is a.
You haven't made it to thispart in the book yet.
Clark and I have cause.
I'm a wizard at it.
It not reading.
It's called the cat frameworkconstraints.
Ask for qualifications and seta timeframe Got them.
Speaker 2 (17:41):
Yeah, look at that.
I actually liked that.
Speaker 1 (17:45):
Yeah, I think that's a great.
I'm writing my own book now.
Don't worry, it's going to beatthis book so much because I
have cool little acronyms likethat all over it.
Speaker 2 (17:56):
Did you learn this in management training?
Speaker 1 (17:57):
Yeah, I did.
I did.
I'm actually.
My manager is a descendant ofConan, the Barbarian Drive.
People from their lands hearthe lamentations of their
children and their women.
It's a big part of being a goodmanager, so I'm just applying
that to yeah yeah.
Speaker 2 (18:16):
Yeah, burn the boats, you know, pillage the villages
Right, right, right Of yourcompetition.
Speaker 1 (18:23):
I like this.
This is what a good managerdoes, and, when it comes to a
good act of service, follow thatcat framework.
Speaker 2 (18:33):
Cat framework's all you need, get rich with guy
travel.
But I think all that, like allthat ties in to setting the
right expectations and thensaying would that still be
helpful?
And like you're still askingfor that permission up front.
So to your question at the verybeginning it's not just
grabbing something from thembecause like oh yeah, they had
(18:53):
to go out for an appointment andthey're on an appointment this
morning, but we're in our dailystandup and they have three
tickets.
There's no way they're going toget this done by the end of the
week.
I'll just take this one.
Like that's not the right wayto show access service towards
thinking you might think that'sthe right thing to do to help
them, but in reality that isactually likely making it worse.
And if access service is theirappreciation language, they will
(19:16):
definitely not be appreciativeof you just snagging that thing
from them and then when they getback from their appointment,
they might just start working onthat thing again because
they're like oh yeah, I'm justgoing to continue working my
task.
They weren't communicated to,they don't understand the
expectations.
You also don't know where theyleft off, so it's not clear of
how you can actually help themwith this task.
So definitely don't just startgrabbing things from them or
(19:36):
doing things that you may or maynot complete in the timeframe
that needs to be specified.
Speaker 1 (19:41):
So, okay, we've established some boundaries here
.
The next question I have isidentification of the acts of
service.
Individual right, like I amdefinitely this type of person.
But how do you tell your teamlike hey, I really like acts of
service.
Wink, wink, like that soundsweird.
So like what's the?
(20:02):
I think I feel like with wordsof appreciation and with quality
time, it's very easy to be likeoh yeah, you know, I really
enjoy spending time with theteam you know, whether it's in
jam sessions or going bowling orwith words of appreciation, you
know you can.
you can show that by being likeoh hey, I really appreciate it
when you gave me that.
Shout out, thanks.
That meant a lot to me.
(20:23):
Like, what do you do for actsof service?
Speaker 2 (20:26):
Yeah, you know it's interesting, because I think
it's a lot of just what we'retalking about.
Yeah, you know it's interesting.
(20:47):
You know Windows Server 2012.
I say this because I thinkyou're chuckling right now.
Speaker 1 (20:54):
I really know.
Speaker 2 (20:54):
Windows Server 2012.
Like why don't I help you withthis?
How can I help you with thisand share some of my knowledge
so that I can help you get thisenvironment set up or get the
script running on it through ourhypervisor, or something like
that?
And I think that's how you'regoing to find out, because they
might be like hey, you know it'sokay, I think I've almost got
it, so I'm all good.
And like in that case, you knowthey might want to be
(21:15):
independent and they don'treally need the help, but
someone else might be like oh,thank God you offered Bruce,
because I've been banging myhead against the wall for weeks
on this one issue.
Do you mind coming?
to sit next to me and help mework through this.
Speaker 1 (21:29):
Then they realize it's actually Windows Server
2012 R2, and they're bothscrewed.
Thanks, microsoft, appreciateit, love it, thanks for doing
that weird release thing you do.
Speaker 2 (21:45):
Yeah, exactly.
Thanks for helping us createall these ridiculous Windows
Server versions that never workright across all of them.
They always have to havesomething else that's configured
that you never even think about, so I don't miss those days.
Speaker 1 (21:57):
Did you check that KB article?
Did you get that hotfix?
Speaker 2 (22:03):
Did you go into your network preferences and turn off
the firewall, because that's animportant step it's not off
automatically.
Speaker 1 (22:09):
You've got to do it now on Windows yeah, I heard
that too yeah, and with thelatest update you have to go
into the registry and justdelete seven random keys.
Doesn't matter which, as longas it's seven.
Speaker 2 (22:19):
Then it will start to work normally again but only
see windows binary one, two,three, four, dot, dll.
Yeah, just delete that and theneverything will work perfectly,
believe it it or not, fix myissue, yeah.
So, like, I think that's likeexactly how you can find out.
You ask and you see how theykind of react to that.
However, there is one thing Iwanted to touch on that is an
(22:40):
important note to this as well.
You can't just do it your way.
So let's say, like, you offerme to help, you know, figure out
this environment configurationissue.
Like, yeah, I'd be soappreciative, like, can you come
and help me?
If you were to just jump on thecomputer and like, do it
yourself.
I may not want that and I mightsay, oh well, I mean, I guess
Bruce is just going to do it.
(23:00):
So something that's reallyimportant and foundational that
I talk about is you need to doit their way and with their
permission, not just jump andtake over or do it how you think
it should be done, becausethat's a really important step
to this is saying like, hey, youknow, I typically, you know,
find that there's aconfiguration issue.
Do you want me to hop on thekeyboard and like show you how
(23:21):
to do that, or do you want me tojust tell you and we can walk
through it together?
And so you're constantly kindof clarifying like, how do you
want to do this together?
And so again, you're askingpermission, but you're doing it
in a way that they are helpingguide you, so that way you're
staying within their parameters.
And then, let's say, a weekfrom now we have another test.
We're like, hey, I've got thisconfiguration issue again.
(23:41):
I'd really appreciate your help, bruce, because last time, you
know, we made such a good teamworking through this and I was
able to do it faster.
So now it's you know meactually asking for your help
and also being appreciative ofyou, because you're basically
helping me with my acts of actsof service and my appreciation
language.
So that's a really importantstep is don't just do it the way
you would do it.
Even if it's faster, even ifit's better, you need to ask
(24:04):
permission and help guide them,but then don't just do it your
way.
Speaker 1 (24:09):
I mean, the more we talk about this, the more this
can be a little bit of anightmare scenario, right?
Like there is an outcome herewhere you volunteer to help, you
do your constraints, you ask,you set a time frame, but then
you're kind of locked in to thisscenario where, hey, I am going
to help, I am going to do thisact of service, and now I'm
(24:32):
starting to realize this was nota good idea, right, like the
whole.
You know how do you eat theelephant one bite at a time.
I got to eat this wholeelephant, right?
Like, yeah, you could findyourself in a situation where
the assumption is much smallerthan the actual act itself.
Speaker 2 (24:52):
Yeah, I 100% agree with you.
Like people will take advantageof this.
And that is where I think it'sso important that you set that
constraint up front, to be like,hey, I've got my own task but I
can help for the rest of thisafternoon.
Like, why don't we sit togetherand I can attempt to help you
and hopefully it goes well.
But at least at the end of theafternoon you're like OK, great,
well, and hopefully it goeswell, but at least at the end of
the afternoon you're like okay,great, well.
(25:12):
You know, I'm sorry we couldn'twork through it today.
I'm sorry I really got to jumpback to my task tomorrow so I
can't help you anymore with this.
But you know, maybe we can talkabout how to make some time for
it next week or something likethat.
And so, like that is kind ofprotecting you in a way too,
because you're going to helpthem until the end of time,
because I I mean you and I knowwe worked with someone that it's
(25:33):
like every single time they hadan issue, they came and grabbed
bruce or clark and said, hey,can you help me through this?
And then you ended up sittingat their computer on the
keyboard doing the work for them, instead of them just doing
something you talked about lastweek no, and that and that's I
mean.
Speaker 1 (25:49):
that's exactly where my mind went, the fear right
Like, oh no, I've done a gooddeed and now I'm locked in to to
repeated good deeds for foreverand for all time.
So there, I think there doeshave to be some care and
attention.
It's not just constraints,asking and timeframe, but there
needs to be consideration.
What are you getting into?
Speaker 2 (26:10):
Absolutely.
And it's so funny because, as Iwas reading this, this kind of
came to mind for me as wellbecause of the situation I just
talked about.
Because folks, that's a realthing, that happened to Bruce
and I in a previous workplace.
We were the helper for allthese people and it's hard to
just do your own work.
But two of the last points theygive are you need to check
yourself before you wreckyourself.
(26:32):
I didn't say that in the book,but I'm adding this on ad lib
it's you need to make sureyou're serving voluntarily,
you're not feeling forced intoalways helping them with things
like.
You need to make sure this isout of the goodness of your
heart, because you actually wantto show them appreciation, and
your attitude is something youneed to keep in check because
(26:52):
they can turn negative realquick.
And if you are just doingsomething because you feel like
you're tied to it and it's likereally negatively draining on
you, you need to stop becauselikely that's going to turn the
whole thing sour and you'regoing to become resentful
towards this person and it's notgoing to be showing them
appreciation at all, like it'sjust going to make the situation
really, really bad.
So two of the things they talkabout is like just make sure
(27:14):
you're not doing it because youfeel like you need to show them
appreciation.
Make sure you actually want toshow them appreciation.
So don't just volunteer becauseyou're like, well, it's the
right thing to do.
I guess I have to help thisperson out this time.
It's like you need to actuallyfeel like you're like this
person Great, I reallyappreciate their hard work.
They always do so good withthis, like I can help them with
(27:34):
something as well, because theyhelped me with something in the
past.
So you have to do it in apositive mind state, not in a
negative mind state or feelinglike you have to do it to show
them appreciation.
Speaker 1 (27:45):
Hey Clark.
Speaker 2 (27:46):
Yeah.
Speaker 1 (27:48):
I need help.
You know I got a lot going onon.
I don't think I can help youthis week.
Wow, you didn't even hear meout.
You didn't even hear my ask.
Speaker 2 (27:59):
Shut me down it's because you know I'm just having
a really hard time keeping upwith my own tasks.
I don't think I'm going to beable to help you successfully
this week.
Speaker 1 (28:10):
You know what?
Hey, I hear you and it doessound like you're having a hard
time.
Maybe I could help you, Clark.
Speaker 2 (28:19):
I'd really appreciate that, but last time you crashed
my whole computer and I almostjumped right out the window next
to us, so I'm going to pass.
Speaker 1 (28:26):
Well, if you didn't install 2012 R2 and just did
2012, like I told you to, noneof this would have happened.
But you know what?
Thank you, clark.
Thank you.
Speaker 2 (28:40):
This is an example of how it can get sour real quick
when you threaten you knowjumping out of the physical
building because you want tostay away from this person.
You threatened that you bet Idid Because I know how you work
and I away from this person.
You threatened that you bet Idid Because I know how you work
and I'm not into it.
Speaker 1 (28:57):
I just want to make sure that the listeners know I
would never make anyone do that,okay.
Speaker 2 (29:02):
Never.
I'm not going to say ithappened IRL, but maybe it
happened.
No, I'm just kidding that didnot happen IRL.
Everybody's safe, everybody'sfine.
Bruce creates a positiveworkplace environment, I promise
.
Speaker 1 (29:17):
Well, I mean, the good news is the window was
fairly cheap to replace, so youknow like some things might've
happened but the window you know, way less expensive than.
Speaker 2 (29:28):
I thought it was going to be.
In one glass mug shattered oversomeone else's head, like that.
It's replaceable.
Speaker 1 (29:35):
You know, it's just 20 bucks, it's fine you know,
and and and, really they shouldhave seen it coming.
They should have seen it comingthat's all I'm gonna say.
Speaker 2 (29:43):
They looked you right in the eyes when they said I
deleted that deal.
I told you three times already.
They knew what was coming.
Speaker 1 (29:51):
Some might say it was an act of service to receive
the glass mug over the head.
So you know, it just depends onyour perspective.
Speaker 2 (29:59):
You made me think of something.
If someone looks at you andthey say with you know,
bloodshot eyes, just take me out, that would be the greatest
service you could provide is tochuck me out this window, just
so I never have to work anotherday in this God forsaken
corporation.
That is not an act of service.
If it gets to that level.
Speaker 1 (30:19):
If it gets to that level, you need to go to HR like
, fast, okay, so what if the actof service is actually an
insurance scheme, right?
So it's like, hey, I need youto, you know, accidentally bump
me down the stairs.
It doesn't end my life, butjust give me, you know, some
maiming so that I can get 3X thepayout at work.
(30:43):
I mean, what do you?
Speaker 2 (30:45):
say to that Clark, Follow the guidelines that we've
talked about today.
You say, hey, you know what.
All my stuff is covered, All mystory points.
I completed every single one ofthem, so I got time check.
Speaker 1 (30:56):
Then you say well, how do you want me to do that?
Speaker 2 (30:57):
You want me to throw you down the stairs, you want me
to trip you down the stairs.
So I'm asking how would youlike me to do this?
Then I also want to clarify Ineed to leave at four today.
So if we're going to do this,can we schedule a time from
three to four?
So I'm being specific with mytime and I was very specific
around.
Hey, you know what?
I don't really know how youwant me to trip you.
(31:18):
Do you mind if we reenact ittogether?
So that way I know exactly howyou want me to do this.
So I'm doing it, your way,doing it my way.
Speaker 1 (31:25):
I love this.
Speaker 2 (31:31):
This is great.
What a fantastic example.
And then something that's soimportant up front is that you
say and I really do expect 40%of whatever you make from this
insurance scheme to go rightinto my pocket.
Is that okay with you?
So I asked up front.
I set the constraints, I setthe expectation of what I'm
going to expect.
We rehearsed it together, soI'm doing it your way and I'm
serving voluntarily.
I'm really excited about thisopportunity to make you feel
(31:51):
appreciated in the workplace.
Speaker 1 (31:53):
Don't put this in JIRA.
That's the only additional, youknow, comment I have on this is
, if you log it in JIRA, thewhole thing falls apart.
So you know, that's.
That's the caveat.
But I think this is a fantasticexample.
Really nails everything you'veyou've taught me about today.
Speaker 2 (32:10):
There's one final point that it talks about is
complete.
What you start and I think theexample you just brought up is
the perfect example it's sayingwhen you get to three o'clock
and you're holding onto them,you're saying you're ready to do
this, and they look at you andsay I'm having second guesses,
maybe we shouldn't do this.
You finish what you started,what you committed to.
You throw them down thosestairs.
Speaker 1 (32:29):
Look, them square in the eye.
Speaker 2 (32:32):
You're doing them a service.
Really.
That's what it's all about.
Speaker 1 (32:37):
Make sure you know when they start to shake and the
tear rolls down their eye.
Please don't Clark, I'vechanged my mind Say no, this is
an act of service.
Then you push.
Speaker 2 (32:54):
You will feel appreciated when I do this for
you, and then you shove themdown the stairs.
Speaker 1 (33:04):
Oh, I'm crying.
Speaker 2 (33:06):
Oh my gosh, I have a tear rolling down my oh my gosh.
Speaker 1 (33:10):
Well, I don't think the book could come close to
that.
You know, I would argue that'sprobably much better than
whatever's in that book you read.
Speaker 2 (33:18):
They had examples on there, but it was nothing like
this.
Like this is a real-worldscenario.
This is what actually happensout there, people.
Speaker 1 (33:26):
I knew it.
I knew we were better.
We were writing a book once,like everything we do.
It got 20 pages in.
But I think we could do an actsof appreciation book of our own
.
Six acts of appreciation.
Just one-up them and show themwho's boss.
Speaker 2 (33:47):
We'll add our own and we don't really know what that
next one is going to be, butwe'll come up with it.
By the time we get get through20 pages we'll decide whether
we're going to quit again orwhether we're going to keep
persevering.
But no, I think like it's funnybecause we brought up that
terrible example.
But I think it does like coverall the grounds.
It's like your stuff is covered.
I asked before I helped I wasvery specific on my time how
(34:11):
much time I was willing to givewhat I kind of expected from
being a part of this.
I assumed that I was like, okay, I don't really know how you
want to do this, so like, showme exactly how you'd want it to
be done and I'm going to do ityour way and I'm voluntarily
going to do it.
I'm happy to help you, so myattitude is in the right place.
And then I followed through.
I followed through, we got theinsurance claim and I got my 40%
(34:34):
.
Everybody's happy at the end ofthe day.
Speaker 1 (34:37):
I think that the real sad truth real talk Clark the
real sad truth about this wholething and this example is it's
so much more memorable than anynonsensical example Like more
memorable than any nonsensicalexample like oh, sally needed
help with her TPS report.
You're going to forget that thesecond you get off that page.
But I guarantee you, if you'vemade it this far in the pod,
(35:03):
anytime you think about acts ofservice for the rest of your
life you're going to think aboutthat dude falling down the
stairs and be like you know what, I know what constraints I need
to set here.
Speaker 2 (35:10):
Constraints Ask Timeline, do it their way oh,
I'm just sitting here dyingbecause it's so true.
It's like I'm just saying it'sa good example.
I know, okay, I know this isthis is going to be a sensitive
topic, but I'm going to say itanyway compliance training, like
(35:31):
sexual harassment, workplace,all that is very real, so I'm
not making light of that.
It's a real thing.
Do it?
don't make light if you weregiven, like actual real world,
the most ridiculous story ever,like the Coldplay concert thing
of sexual harassment at work,but like if you got that as the
example, like you would rememberand it would stick in your
(35:51):
brain, you would remember Dang,that's a good example of it, I
mean like you're right, like youdon't have to make light on.
Speaker 1 (36:01):
Well, I mean, you, you know getting getting pushed
on these stairs for an insurancescam.
Obviously, you know it's a,it's a plot from a coen brothers
movie, but like, yeah, it's,it's funny, it's slightly, it's
slightly deranged.
I mean there are real examplesof all of these things,
specifically like the harassment, trainings and the you know,
the embezzlement and bribery.
(36:22):
Like they should bring in realstuff like that, because you
would connect so much more withthe material, because one, like
I've said a million times inthis podcast, true crime is
where it's at.
People love it and they hold onto it and they retain it and
they listen to it and rememberit forever and they tell all
their friends about these weirdcreepy murders where people show
up in barrels.
(36:42):
It's just how the human mindworks.
You make it gruesome, you makeit gory, you make it grotesque.
People gonna set in and they'regonna listen.
So I don't know, I'm just maybe.
Maybe we pivot, maybe we do ourown book.
That is the like extreme guideto to corporate survival.
Extreme, oh, the extremecorporate survival guide.
(37:05):
And it's all just like the mostridiculous over-the-top examples
out there.
You know I'm kind of thinking.
Speaker 2 (37:12):
we put it back on the corporations and we create our
own product, which is theuntraditional compliance
training product of the future,and we just sell this to
corporations to be like listen,retention of the information in
those compliance trainingseveryone's just checking a box
Retention's maybe 5%.
Our retention for throwingpeople down the stairs as you're
(37:35):
staring them in the eyes, theColdplay concerts people are
going to remember 95% of thatbecause it's hyper-relevant and
it is absolutely somethingthat's extremely ridiculous.
That's going to stick in yourbrain.
I think this could be huge.
We can make billions.
Speaker 1 (37:50):
I'm going to roll back the tape and not share any
of this because I don't want theaudience to steal these great
ideas from themselves.
I agree.
Speaker 2 (37:57):
Yeah, definitely don't take this and make it a
product that we're going to seenext year at all of our
corporations.
Speaker 1 (38:02):
Yeah, definitely don't take this and make it a
product that we're going to seenext year at all of our
corporations.
I swear, if you do it, I willbe so upset at you I'll throw
you down the stairs withoutasking.
Speaker 2 (38:09):
Same here.
You definitely won't feelappreciated as I'm throwing you
down the stairs.
Speaker 1 (38:12):
It's not for insurance reasons, just saying
that out loud, agreed.
Speaker 2 (38:17):
Not at all.
So, yeah, I mean I think thatwraps up.
I do service and I thought itwas.
It was really good.
Like every single one of these,I can say this at the beginning
I know we were like, are wereally going to learn a lot?
I think every single one ofthese, I'm like, yeah, I mean, I
can totally see how I canimprove how I work with others
and how I show them appreciation.
(38:37):
That's not in my own way, butit's in their way.
That's not in my own way, butit's in their way.
And so I hope you knoweverybody that's listening to
this is also finding theseuseful and like these small tips
.
I know you know I've convertedyou into a believer since you're
sharing it within your actualcorporation right now, but I
hope everybody's kind of takingthese tips into play because if
you are an access service person, if you can share this with
other people and people canlearn how to do it the proper
(38:59):
way, you're just going to be ina more positive workplace where
everyone is actually showingthat they appreciate others and
you're going to be happier to goto work every day.
You're going to be moreproductive.
It's going to be great foreverybody.
Speaker 1 (39:08):
Like no, no fooling, no fooling right now.
Okay, clark, none, I'm notfooling.
Not, I'm not fooling either.
I'm legit using this in my myweek to week now, and we're not
even through the whole course.
So props to you for taking thismaterial and making it
consumable, making it relevantfor someone like me who doesn't
(39:29):
believe in anything, has no soul.
You've brought back the lightin my eye, that little sparkle
that says I've changed my mind.
Please don't throw me downthese stairs, but it's too late.
And for that, clark, again Imust thank you.
Speaker 2 (39:44):
Of course and you know it's funny because I am
actually taking all the credit.
Actually, it was my wife who,in her workplace, she read this
and it felt like it made herbetter and she's like you know
what you guys need to talk aboutthis.
It's like I think all yourlisteners would get the value
that I'm getting from doing this.
And I totally believe it now,because usually I kind of steer
clear from these types of thingsbecause I'm just like, yeah,
(40:05):
whatever, it's just another oneof these things.
Hokey pokey, you drink theKool-Aid, you do the training,
you got to pay for something atthe end, like I'm not interested
, but this one has actually beenreally, really good.
So, yeah, I'm really happy.
You know you're kind of feelingthe same and hopefully all of
our listeners are as well.
We still have two more.
We got tangible gifts, which Ithink is going to be really
really interesting, becauseteaser, it is the least chosen
(40:28):
appreciation language, believeit or not.
And then we also haveappropriate physical touch at
the very end, which I thinkpeople are going to change their
mind on how cringy this is inthe workplace.
And then we'll wrap up.
We got a lot of stuff to talkabout the end from some of the
like spinoff discussions we'vehad on, like well, yeah, how do
you find out what they are?
What are you know?
(40:49):
Are they heavily skewed basedon your type of job or
compensation you have?
And is it really differentbetween, like you know,
in-person work versus remotework?
And the book actually talksabout, like, how you make this
applicable in a remote workplacetoo.
So I think we got a few moreepisodes of this to hopefully
bring and close the whole entirecircle of how this can all work
very well in the workplace.
Speaker 1 (41:09):
I'm I'm ready to close it.
This has been great, clark,super.
Thanks to you for for puttingin all the effort here and
making this happen.
Hey, shout outs to ourlisteners.
If you've been keeping up withthis series, we'd love to know
what you think, right?
This is the first time we'vedone a series of this length and
of this depth of research.
So do you love it?
Do you hate it?
Do you want more of it?
(41:29):
How do you rate it?
Please, let us know.
The way you can do that is byjoining the Discord.
Go into the show notes.
There is I actually found thisout, clark so the link now that
we have ads back on the show.
It puts links to the ads aboveour own link.
No, thanks, thanks, formatting.
Look for the All the Things.
(41:49):
Link in your show notes.
That will get you access to ourDiscord, our website, our store
, but most importantly is theDiscord.
Get in there, join theconversation or lurk.
We do not judge.
We welcome all and let us knowwhat you think about the series
so far.
I'm very curious.
It's done wonders for me and Ihope it's doing the same for you
.
You got anything else for thepeople, clark?
(42:12):
I got nothing.
You heard it there first.
He has nothing.
Nada, zip, zilch Zero, and withthat I think we'll call it an
episode.
Thanks as always for yourlistenership.
Remember to go out there andspin the wheel.
I'm Bruce.
Speaker 2 (42:34):
And I'm Clark and I'm in a fishbowl.
Speaker 1 (42:38):
When you said that it literally cut out half of what
you said.
So bless you for it.
We will see you.
You all are on mute, whichClark will also be in a minute.
We will see you next week.
We'll survive, we'll get through it, as we always do.
(00:01):
Oh, shut up, craig.
I was talking in the middle ofa conversation.
You just jumped right in thereFreaking beaver.
He just Sometimes he's veryrude Like yeah, I told him to
jump in here.
What I didn't tell him to do isjust announce his presence and
scream in my ear.
Speaker 2 (00:21):
I know it's really crazy how none of our listeners
ever have to hear that, butevery single time our eardrums
are damaged.
Speaker 1 (00:28):
They're lucky, they're really lucky.
Speaker 2 (00:31):
Jealous times think about how many times we've had
to hear him jump in here.
Speaker 1 (00:36):
I know, I know because the number of episodes
we have, that's not the numberof times he's jumped in here.
Yeah, you're right, we've hadto read, like we've had times
where like we're like craig getin here and he's like now record
no, and like okay, craig'sbroken, great.
And then we had to get g arcand g arc like now no and
craiger no, they're the sameokay they just look different.
(00:58):
Yeah, yeah, g arc looksmalicious.
He does looks very malicious.
You're going to mess someone up.
That's the impression I get.
Speaker 2 (01:08):
I kind of miss him.
I'll be honest, we haven't seenhim.
Hasn't happened in a while.
Speaker 1 (01:14):
Shoutouts to whoever invented Craig.
You're doing the real work andit costs nothing to use, just
outstanding work.
Speaker 2 (01:24):
I hope they're getting some sort of kickback,
because he's a pretty coollittle beaver.
Speaker 1 (01:30):
I don't know how.
I truly don't know how Discordand some of these Discord bots
and utilities do it.
It can't just be for the loveof the game.
No, there's no way.
Speaker 2 (01:42):
That'd be something.
They probably just have amarketplace.
I just hope they're makingmoney.
I hope discord looks at theirutilization is like dang.
That's a lot of value they'rebringing to people.
Speaker 1 (01:52):
We should pay, I know they have some really crappy AI
games.
Oh, they're the worst, justabsolute cringe slop.
But uh, you know they're trying, they're trying, they're trying
.
Speaker 2 (02:04):
That's all you can do in life.
Give it a college, try, ah,truly.
Speaker 1 (02:10):
And even that, you know, might be a little
excessive Questionable,questionable.
You know what else isquestionable?
Speaker 2 (02:15):
What's that?
Speaker 1 (02:16):
Welcome back to Corporate Strategy Podcasts.
Could have been an email.
I'm Bruce and I'm Clark.
We're going to continue down apath, a path that we've started
to walk, that we can't unlock.
Our appreciation series, wherewe talk about appreciation
languages, acts of appreciationin the workplace, led by none
(02:39):
other than Clark.
But, but before we get intothat, clark, I have a confession
to make.
Speaker 2 (02:47):
Oh no, I have a confession to make.
Is HR in the chat?
Do we need to bring HR in thechat?
Speaker 1 (02:54):
No, but we have a listener.
We have a listener who is goingto laugh at what I'm about to
say.
They probably already knowbecause they're there.
I've been going throughmanagement training along with
many other managers at my, mycompany, and the last week's I
(03:15):
was gonna say last week'sepisode, last week's training
was focused on feedback andthere was a part during the
training where I said hey, havey'all heard about appreciation,
languages of appreciation?
in the workplace.
I know what's that.
Oh, it's this cool thing.
You know acts of service, youknow words of appreciation,
(03:36):
quality time, appropriatephysical touch, and they're like
this is cool.
I'd never heard of something.
Yeah, you know, it's something.
I've been.
I've been learning aboutsomething I've been doing on my
own.
You know, just I'm I'm prettysmart and cool.
You should listen to me and, uh, everyone was just like floored
because of my knowledge aroundthese topics and I didn't give
(03:56):
you any credit at all none.
Speaker 2 (03:58):
Wow.
Well, first of all, I don needit.
I do it for the love of thegame.
That's good.
That's a good attitude.
So are you?
Speaker 1 (04:21):
saying there's someone here that knows about
how you just completely stole mythunder and gave absolutely
zero credit to this podcast.
We have a listener who is aco-worker of mine and I know
they listen and I know they'regonna hear this and they're
gonna smile and be like, yep,because we're in this training
together and I'm sure that evenin the moment when I because I'm
assuming they're fairly caughtup I didn't check in and be like
, hey, you see how I totallystole clark's thunder during
that, during that call today,but but you know, shout out.
Speaker 2 (04:45):
I mean it's kind of funny because you're basically
you're eating your own dog food.
It's like we do this so thatcorporations become a better
place through the people Likepeople listening to this take
this back and hopefully make theworkplace a little bit better
for those around them, andthat's exactly what you're doing
.
So you're really just livingour ethos in your daily life,
(05:08):
based on what you're learning inreal time, which is exactly
what this is all about.
So I love it.
I'm totally okay with this.
Speaker 1 (05:15):
You're not even wrong , because there was like 14
people on this call and they'relike this is super cool, what's
the book?
I want to go learn about thisand like yeah, yeah, you know, I
mean Bruce, I mean only Bruce,me myself, and I made the world
a better place by myself, withno help from anyone else, so
shout outs me, that's that's whoI dedicate this podcast to Mic
(05:40):
drop Peace.
Speaker 2 (05:41):
Just to me, I actually.
I love it though, though,because hopefully what it does
is it encourages the rightenvironment in your workplace
where you all start appreciatingeach other, but not in some
stupid like rewards marketplacething that no one actually cares
about stupid slack channels orteams channels or whatever for
appreciation like you guysactually put in the work to
(06:03):
appreciate each other in a waythat you'll actually appreciate.
It won't just be like a genericblanket for everybody.
So I love it.
I think what you're doing isgoing to make where you work an
even better place.
Speaker 1 (06:15):
Oh, thanks, clark, you know, I try, I try to try.
Speaker 2 (06:19):
I'm just so proud of you for going through this with
me and then bringing it backinto the world and just living
our ethos out.
I'm just so appreciative of howhard you work and I hope you
feel appreciated by me forappreciating you.
You know what would make mefeel even better.
Speaker 1 (06:38):
What's that?
If you did something?
Speaker 2 (06:40):
for me.
Well, that leads us right intoour topic for today, the third
love language acts of servicehell yeah, let's go.
Speaker 1 (06:51):
This is mine, this is all me I'll be honest.
Speaker 2 (06:55):
In our poll right, wasn't this the highest one?
Speaker 1 (06:58):
uh, yes, it was by a large margin.
Speaker 2 (07:01):
Yes, and think honestly like this has got to be
top two of most people outthere.
Like this one in the workplacejust makes so much sense.
Like it's so logical to be like, yeah, I appreciate when people
actually do their jobs or theydo something that makes me feel
like I'm appreciated or theyactually do something that
(07:21):
benefits me in the workplace.
Speaker 1 (07:22):
Like this one just feels like such an obvious 90%
of people probably are like toptwo with this one.
I can see why and I'm curiousto hear the breakdown of it
because, you know, I only knowwhat I know from the quiz and
what we talked about.
But when I took that quiz,anytime an acts of service
question came up I was like, ohplease, how do I make this
(07:44):
happen at IRL, like how do I getthis for me?
Speaker 2 (07:49):
There are some really , really good tips on this one,
I think one thing so I've beenreading more in this book and,
full disclosure, I have notfinished this book, so this is
gonna be a real-time podcastwhere we're learning together.
I finished most of it, but I'mstill reading.
So we are taking the learningsin real time to this group, to
this podcast, and we'reiterating on it together, and
(08:09):
that's what I love about thepodcast format.
But one thing I found out isthat was Real quick.
Speaker 1 (08:15):
before we move on Clark, if our listeners are
curious, clark has been havinginternet issues, which is why
sometimes it sounds like he's ina fishbowl.
I'm just letting you know,because it's occurred a couple
of times and they're probablylike what the heck's up with you
now?
So, okay, continue.
Speaker 2 (08:29):
Yeah, I blame my internet.
I think there's a storm rollingthrough, but just in general my
internet's just been terrible.
My ISP is just really like.
It's such a weird internetproblem because if you do a
speed test, everything checksout, All passes the sniff test
and you're like, okay,interesting.
But then you get on calls whereyou have to upload any sort of
data, voice video, whatever andit just drops right over itself,
(08:53):
just stumbles everywhere, andso I don't know what's going on.
So, yes, thank you for bearingwith me, because my quality and
my voice is not going to comethrough crystal clear this
episode.
Speaker 1 (09:02):
unfortunately, it's kind of given you a lovely
little lisp.
So I actually, you know youkind of sound like if Grimes was
a guy.
So you know, continue oh.
Speaker 2 (09:14):
I love it.
Well, I was doing more researchand what I did find out is
there is an official test.
Like I talked about last time,a physical, appropriate physical
touch is not anywhere on any ofthese tests, which I mean kind
of makes sense.
Speaker 1 (09:29):
You know how do you kind of?
Speaker 2 (09:29):
ask questions around that.
It's more of like an in themoment thing and we'll get to
that eventually.
But just one clarification thatwhen you take this test and one
day we're going to try to finda way to bring it to our people
so people can actually find outwhat they are there likely will
not be physical touch as part ofthat, because it's a really
hard and awkward thing, I think,to test for.
So it's just not part of theofficial test.
Speaker 1 (09:50):
But more importantly, no touching.
Speaker 2 (09:53):
Yeah, just no touching.
But I think when we actuallyget to it and I said this last
time just a little bit of aspoiler I actually can see how
this is an appreciation languageand I could kind of see myself
relating to it in a lot of ways.
So I'm burying the lead for afuture episode because we're
about two away from that, but Ithink people are going to see it
and they'll be like oh, shoot,I can kind of see it, even
(10:13):
though it sounds really cringyright now.
I'm ready for it.
Are we going back to acts ofservice?
Let's do it All right.
Acts of service I think the thename itself is kind of
self-explanatory.
It's doing something forsomeone else and in this like,
(10:33):
especially in the workplace, youcan think of it as like okay,
people are, you know, completinga task that they knew I needed
to do but I didn't have time for, or doing helping me with a
task because I was overwhelmed,I had a bunch of other things on
my plate, and or just doingsomething because they know like
, hey, they took out my trashtoday, or they cleaned up my
(10:54):
desk, or something like that,like those tiny things that may
or may not be work related, butare still something that
involves them to put effort andthought towards.
So it's not as much as like hey, just saying something, like
words of affirmation or spendingtime with you, but it's doing
something to help you.
That's really the kind of theessence of access service.
Did I cover everything likethat would come to mind for you
(11:17):
immediately, bruce.
Speaker 1 (11:20):
So my big confusion with this whole thing is is it
organic, like hey, you know what, I'm going to go ahead and just
check this Jira ticket that gotassigned to Clark I know he's
been really busy.
I'm going to do it and see if Ican't do it myself.
Or is it you're like, hey man,I'm struggling, would you mind
(11:40):
doing this Jira ticket?
And I go do it Like is acts ofservice, something that is
prompted or that is almost likea surprise?
Hey, I did this for you.
I hope this helps.
Speaker 2 (11:53):
Yeah, it's actually really interesting.
And that's really what Ilearned most about this one is,
as I was reading this, I waslike, oh shoot, I actually need
to think about this a littledifferently.
And I think you're kind of likeme.
Like when I see a problem or Isee someone struggling with
something like, my naturalinclination is just to go help
them and do it, even if it'slike in my own way.
(12:14):
It's like let's just get itdone, I'll do it for them.
I'm sure they'll appreciate itright.
And the answer is not really,as I was reading through this
all Not really as I was readingthrough this, all the studies
that they did is they had somany tips around like, well,
yeah, how do you bring thisforward?
Like, is it exactly what yousaid?
Do you just do it and do ityour way and just get it done
because they'll appreciate it?
And the answer is no, and it'snot the best way to approach it.
(12:36):
Most people, when you approachit that way, likely won't be
appreciative of you doing it,which is interesting.
Be appreciative of you doing it, which is interesting.
And so they give a lot ofreally helpful tips and they
really say, like, at thefoundation it starts with don't
do access service for people ifyou can't cover your own stuff.
So if your own responsibilitiesare lacking, like that's like
(12:58):
foundational.
Don't do stuff for other peopleor help them with tasks If you
can't even get your own stuffdone, because that's just going
to look bad on you.
It's going to look bad foreveryone else.
It's like, oh weird, like Brucealways wants to do my stuff but
he never gets his own stuffdone.
It's just going to create areally bad vibe between
everybody to be like why are youhelping me?
Speaker 1 (13:16):
when you're the one that needs help.
I could definitely see that.
Can you give an example of likewhat an act of service is?
Speaker 2 (13:25):
Yeah, yeah.
So let's say someone isoverloaded, like let's say, you
have let's put ourselves whereyou started in some of your
initial work, which is, like youknow, handling customer support
issues that might be coming up,like, let's say, you have like
100 tickets you got to deal withand you're just overloaded.
You've got to get them done bythe end of the week and there's
(13:50):
like no way you're going to dothem.
An act of service would be likehey, bruce, I finished my stuff
early.
I can help you with this.
You know how about I take like20?
Yeah, I'm offering.
I'm saying, hey, my stuff iscovered.
So I covered the foundationalthing.
I said I, my own stuff is done,I have the extra time.
Now the second part of thefoundational part of this
appreciation language is saying,bruce, can I help you with this
(14:10):
?
I'm asking before I help andsaying I have 20 extra hours
this week.
I think I can take that timeand complete the rest of your
task.
So that's kind of the nextthing is ask before you help.
So you're asking permission andyou're being specific in terms
of how much time you have, andthat's important because, like
next week, I might have ahundred tickets of my own I have
to deal with, and so Ibasically need to set
(14:33):
expectations with you that I'mgoing to take 20 and I'm going
to do them this week, and if Idon't have time this week, then
I'm going to have to get back tomy own stuff and you're going
to be on your own again.
So I'm very clearly stating kindof the let's say, the
constraints of me helping you,so that way you understand my
bandwidth that's.
It's really important to dothat, because otherwise it might
be like okay, well, you saidyou were going to help me, like,
(14:56):
why aren't you helping me thisweek too?
And it's like well, I got myown stuff, and now it creates a
weird tension between us whereit's like I told you I'd help
and now I'm not helping the nextweek.
So by doing this upfront,setting the right expectations
next week, you're like oh yeah,that's right, I really
appreciate the help last week,but he's got his own stuff this
week.
Speaker 1 (15:12):
I really liked that explanation because that fills
in a couple of blanks for me,right, when, when I took the
test and you know this doesn'thelp the listeners because they
haven't taken the test, but itwas always it was basically like
, would you rather be thankedfor work or have someone come
and help you do your work?
And it's like why would helphelp?
(15:33):
Help me, please, and you know,as someone who's who's
overloaded, like that soundsgreat, but I think the additions
of what you're saying righthere is very important because
if you know someone likes actsof service, you absolutely don't
want to paint yourself into acorner where you could
potentially be like on the hookto continue to deliver that to
(15:54):
make them happy, or put them ina place where they feel worse
because you withdrew an act ofservice that they expected, that
you were never going to givethem.
Yeah, exactly.
Speaker 2 (16:03):
Like imagine if you were just overloaded and
somebody you were never going togive them.
Yeah, exactly Like imagine ifyou were just overloaded and
somebody said they're going tohelp you and then, yeah, they
just disappear.
Like next week they havevacation.
It's like what?
Why would Bruce tell me on aFriday afternoon that he's going
to help me with this stuff andthen he's just gone next week
and I had no idea.
Like that would actually makeit even worse.
I'm like now I don't feelappreciated.
Now I thought I had relief.
Now I'm even more stressed outbecause I got to get this stuff
(16:25):
done and he's gone and it'screating just a weird dynamic
between us because now I'm justnot going to trust him next time
.
So it's super important thatyou're specific on your time.
You set the constraints upfront and then you still ask
like, would that a ton of thingsto do?
And if I was like, hey, I thinkI can help you get like 10 of
(16:47):
these done.
But to be honest with you,friday's my drop dead date Like
I might only be able to getthrough half of those.
Like, is that okay?
Are you still willing to getthat help?
And I can think of tasks that Iwould do where it's like I
can't have you do 20% of it,like you got to do all of it,
otherwise I'm just going to haveto restart, and so I think it's
really important, like you,clarify if I can only do half of
(17:08):
this, is that okay, or wouldyou prefer I don't do that,
because it's actually going tomake it worse for you?
And so you need to be very likeconscious on what you're signing
up for and very, I guess,thoughtful in how much can you
actually do with yourconstraints and set the right
expectations.
Speaker 1 (17:26):
This is a.
You haven't made it to thispart in the book yet.
Clark and I have cause.
I'm a wizard at it.
It not reading.
It's called the cat frameworkconstraints.
Ask for qualifications and seta timeframe Got them.
Speaker 2 (17:41):
Yeah, look at that.
I actually liked that.
Speaker 1 (17:45):
Yeah, I think that's a great.
I'm writing my own book now.
Don't worry, it's going to beatthis book so much because I
have cool little acronyms likethat all over it.
Speaker 2 (17:56):
Did you learn this in management training?
Speaker 1 (17:57):
Yeah, I did.
I did.
I'm actually.
My manager is a descendant ofConan, the Barbarian Drive.
People from their lands hearthe lamentations of their
children and their women.
It's a big part of being a goodmanager, so I'm just applying
that to yeah yeah.
Speaker 2 (18:16):
Yeah, burn the boats, you know, pillage the villages
Right, right, right Of yourcompetition.
Speaker 1 (18:23):
I like this.
This is what a good managerdoes, and, when it comes to a
good act of service, follow thatcat framework.
Speaker 2 (18:33):
Cat framework's all you need, get rich with guy
travel.
But I think all that, like allthat ties in to setting the
right expectations and thensaying would that still be
helpful?
And like you're still askingfor that permission up front.
So to your question at the verybeginning it's not just
grabbing something from thembecause like oh yeah, they had
(18:53):
to go out for an appointment andthey're on an appointment this
morning, but we're in our dailystandup and they have three
tickets.
There's no way they're going toget this done by the end of the
week.
I'll just take this one.
Like that's not the right wayto show access service towards
thinking you might think that'sthe right thing to do to help
them, but in reality that isactually likely making it worse.
And if access service is theirappreciation language, they will
(19:16):
definitely not be appreciativeof you just snagging that thing
from them and then when they getback from their appointment,
they might just start working onthat thing again because
they're like oh yeah, I'm justgoing to continue working my
task.
They weren't communicated to,they don't understand the
expectations.
You also don't know where theyleft off, so it's not clear of
how you can actually help themwith this task.
So definitely don't just startgrabbing things from them or
(19:36):
doing things that you may or maynot complete in the timeframe
that needs to be specified.
Speaker 1 (19:41):
So, okay, we've established some boundaries here
.
The next question I have isidentification of the acts of
service.
Individual right, like I amdefinitely this type of person.
But how do you tell your teamlike hey, I really like acts of
service.
Wink, wink, like that soundsweird.
So like what's the?
(20:02):
I think I feel like with wordsof appreciation and with quality
time, it's very easy to be likeoh yeah, you know, I really
enjoy spending time with theteam you know, whether it's in
jam sessions or going bowling orwith words of appreciation, you
know you can.
you can show that by being likeoh hey, I really appreciate it
when you gave me that.
Shout out, thanks.
That meant a lot to me.
(20:23):
Like, what do you do for actsof service?
Speaker 2 (20:26):
Yeah, you know it's interesting, because I think
it's a lot of just what we'retalking about.
Yeah, you know it's interesting.
(20:47):
You know Windows Server 2012.
I say this because I thinkyou're chuckling right now.
Speaker 1 (20:54):
I really know.
Speaker 2 (20:54):
Windows Server 2012.
Like why don't I help you withthis?
How can I help you with thisand share some of my knowledge
so that I can help you get thisenvironment set up or get the
script running on it through ourhypervisor, or something like
that?
And I think that's how you'regoing to find out, because they
might be like hey, you know it'sokay, I think I've almost got
it, so I'm all good.
And like in that case, you knowthey might want to be
(21:15):
independent and they don'treally need the help, but
someone else might be like oh,thank God you offered Bruce,
because I've been banging myhead against the wall for weeks
on this one issue.
Do you mind coming?
to sit next to me and help mework through this.
Speaker 1 (21:29):
Then they realize it's actually Windows Server
2012 R2, and they're bothscrewed.
Thanks, microsoft, appreciateit, love it, thanks for doing
that weird release thing you do.
Speaker 2 (21:45):
Yeah, exactly.
Thanks for helping us createall these ridiculous Windows
Server versions that never workright across all of them.
They always have to havesomething else that's configured
that you never even think about, so I don't miss those days.
Speaker 1 (21:57):
Did you check that KB article?
Did you get that hotfix?
Speaker 2 (22:03):
Did you go into your network preferences and turn off
the firewall, because that's animportant step it's not off
automatically.
Speaker 1 (22:09):
You've got to do it now on Windows yeah, I heard
that too yeah, and with thelatest update you have to go
into the registry and justdelete seven random keys.
Doesn't matter which, as longas it's seven.
Speaker 2 (22:19):
Then it will start to work normally again but only
see windows binary one, two,three, four, dot, dll.
Yeah, just delete that and theneverything will work perfectly,
believe it it or not, fix myissue, yeah.
So, like, I think that's likeexactly how you can find out.
You ask and you see how theykind of react to that.
However, there is one thing Iwanted to touch on that is an
(22:40):
important note to this as well.
You can't just do it your way.
So let's say, like, you offerme to help, you know, figure out
this environment configurationissue.
Like, yeah, I'd be soappreciative, like, can you come
and help me?
If you were to just jump on thecomputer and like, do it
yourself.
I may not want that and I mightsay, oh well, I mean, I guess
Bruce is just going to do it.
(23:00):
So something that's reallyimportant and foundational that
I talk about is you need to doit their way and with their
permission, not just jump andtake over or do it how you think
it should be done, becausethat's a really important step
to this is saying like, hey, youknow, I typically, you know,
find that there's aconfiguration issue.
Do you want me to hop on thekeyboard and like show you how
(23:21):
to do that, or do you want me tojust tell you and we can walk
through it together?
And so you're constantly kindof clarifying like, how do you
want to do this together?
And so again, you're askingpermission, but you're doing it
in a way that they are helpingguide you, so that way you're
staying within their parameters.
And then, let's say, a weekfrom now we have another test.
We're like, hey, I've got thisconfiguration issue again.
(23:41):
I'd really appreciate your help, bruce, because last time, you
know, we made such a good teamworking through this and I was
able to do it faster.
So now it's you know meactually asking for your help
and also being appreciative ofyou, because you're basically
helping me with my acts of actsof service and my appreciation
language.
So that's a really importantstep is don't just do it the way
you would do it.
Even if it's faster, even ifit's better, you need to ask
(24:04):
permission and help guide them,but then don't just do it your
way.
Speaker 1 (24:09):
I mean, the more we talk about this, the more this
can be a little bit of anightmare scenario, right?
Like there is an outcome herewhere you volunteer to help, you
do your constraints, you ask,you set a time frame, but then
you're kind of locked in to thisscenario where, hey, I am going
to help, I am going to do thisact of service, and now I'm
(24:32):
starting to realize this was nota good idea, right, like the
whole.
You know how do you eat theelephant one bite at a time.
I got to eat this wholeelephant, right?
Like, yeah, you could findyourself in a situation where
the assumption is much smallerthan the actual act itself.
Speaker 2 (24:52):
Yeah, I 100% agree with you.
Like people will take advantageof this.
And that is where I think it'sso important that you set that
constraint up front, to be like,hey, I've got my own task but I
can help for the rest of thisafternoon.
Like, why don't we sit togetherand I can attempt to help you
and hopefully it goes well.
But at least at the end of theafternoon you're like OK, great,
well, and hopefully it goeswell, but at least at the end of
the afternoon you're like okay,great, well.
(25:12):
You know, I'm sorry we couldn'twork through it today.
I'm sorry I really got to jumpback to my task tomorrow so I
can't help you anymore with this.
But you know, maybe we can talkabout how to make some time for
it next week or something likethat.
And so, like that is kind ofprotecting you in a way too,
because you're going to helpthem until the end of time,
because I I mean you and I knowwe worked with someone that it's
(25:33):
like every single time they hadan issue, they came and grabbed
bruce or clark and said, hey,can you help me through this?
And then you ended up sittingat their computer on the
keyboard doing the work for them, instead of them just doing
something you talked about lastweek no, and that and that's I
mean.
Speaker 1 (25:49):
that's exactly where my mind went, the fear right
Like, oh no, I've done a gooddeed and now I'm locked in to to
repeated good deeds for foreverand for all time.
So there, I think there doeshave to be some care and
attention.
It's not just constraints,asking and timeframe, but there
needs to be consideration.
What are you getting into?
Speaker 2 (26:10):
Absolutely.
And it's so funny because, as Iwas reading this, this kind of
came to mind for me as wellbecause of the situation I just
talked about.
Because folks, that's a realthing, that happened to Bruce
and I in a previous workplace.
We were the helper for allthese people and it's hard to
just do your own work.
But two of the last points theygive are you need to check
yourself before you wreckyourself.
(26:32):
I didn't say that in the book,but I'm adding this on ad lib
it's you need to make sureyou're serving voluntarily,
you're not feeling forced intoalways helping them with things
like.
You need to make sure this isout of the goodness of your
heart, because you actually wantto show them appreciation, and
your attitude is something youneed to keep in check because
(26:52):
they can turn negative realquick.
And if you are just doingsomething because you feel like
you're tied to it and it's likereally negatively draining on
you, you need to stop becauselikely that's going to turn the
whole thing sour and you'regoing to become resentful
towards this person and it's notgoing to be showing them
appreciation at all, like it'sjust going to make the situation
really, really bad.
So two of the things they talkabout is like just make sure
(27:14):
you're not doing it because youfeel like you need to show them
appreciation.
Make sure you actually want toshow them appreciation.
So don't just volunteer becauseyou're like, well, it's the
right thing to do.
I guess I have to help thisperson out this time.
It's like you need to actuallyfeel like you're like this
person Great, I reallyappreciate their hard work.
They always do so good withthis, like I can help them with
(27:34):
something as well, because theyhelped me with something in the
past.
So you have to do it in apositive mind state, not in a
negative mind state or feelinglike you have to do it to show
them appreciation.
Speaker 1 (27:45):
Hey Clark.
Speaker 2 (27:46):
Yeah.
Speaker 1 (27:48):
I need help.
You know I got a lot going onon.
I don't think I can help youthis week.
Wow, you didn't even hear meout.
You didn't even hear my ask.
Speaker 2 (27:59):
Shut me down it's because you know I'm just having
a really hard time keeping upwith my own tasks.
I don't think I'm going to beable to help you successfully
this week.
Speaker 1 (28:10):
You know what?
Hey, I hear you and it doessound like you're having a hard
time.
Maybe I could help you, Clark.
Speaker 2 (28:19):
I'd really appreciate that, but last time you crashed
my whole computer and I almostjumped right out the window next
to us, so I'm going to pass.
Speaker 1 (28:26):
Well, if you didn't install 2012 R2 and just did
2012, like I told you to, noneof this would have happened.
But you know what?
Thank you, clark.
Thank you.
Speaker 2 (28:40):
This is an example of how it can get sour real quick
when you threaten you knowjumping out of the physical
building because you want tostay away from this person.
You threatened that you bet Idid Because I know how you work
and I away from this person.
You threatened that you bet Idid Because I know how you work
and I'm not into it.
Speaker 1 (28:57):
I just want to make sure that the listeners know I
would never make anyone do that,okay.
Speaker 2 (29:02):
Never.
I'm not going to say ithappened IRL, but maybe it
happened.
No, I'm just kidding that didnot happen IRL.
Everybody's safe, everybody'sfine.
Bruce creates a positiveworkplace environment, I promise
.
Speaker 1 (29:17):
Well, I mean, the good news is the window was
fairly cheap to replace, so youknow like some things might've
happened but the window you know, way less expensive than.
Speaker 2 (29:28):
I thought it was going to be.
In one glass mug shattered oversomeone else's head, like that.
It's replaceable.
Speaker 1 (29:35):
You know, it's just 20 bucks, it's fine you know,
and and and, really they shouldhave seen it coming.
They should have seen it comingthat's all I'm gonna say.
Speaker 2 (29:43):
They looked you right in the eyes when they said I
deleted that deal.
I told you three times already.
They knew what was coming.
Speaker 1 (29:51):
Some might say it was an act of service to receive
the glass mug over the head.
So you know, it just depends onyour perspective.
Speaker 2 (29:59):
You made me think of something.
If someone looks at you andthey say with you know,
bloodshot eyes, just take me out, that would be the greatest
service you could provide is tochuck me out this window, just
so I never have to work anotherday in this God forsaken
corporation.
That is not an act of service.
If it gets to that level.
Speaker 1 (30:19):
If it gets to that level, you need to go to HR like
, fast, okay, so what if the actof service is actually an
insurance scheme, right?
So it's like, hey, I need youto, you know, accidentally bump
me down the stairs.
It doesn't end my life, butjust give me, you know, some
maiming so that I can get 3X thepayout at work.
(30:43):
I mean, what do you?
Speaker 2 (30:45):
say to that Clark, Follow the guidelines that we've
talked about today.
You say, hey, you know what.
All my stuff is covered, All mystory points.
I completed every single one ofthem, so I got time check.
Speaker 1 (30:56):
Then you say well, how do you want me to do that?
Speaker 2 (30:57):
You want me to throw you down the stairs, you want me
to trip you down the stairs.
So I'm asking how would youlike me to do this?
Then I also want to clarify Ineed to leave at four today.
So if we're going to do this,can we schedule a time from
three to four?
So I'm being specific with mytime and I was very specific
around.
Hey, you know what?
I don't really know how youwant me to trip you.
(31:18):
Do you mind if we reenact ittogether?
So that way I know exactly howyou want me to do this.
So I'm doing it, your way,doing it my way.
Speaker 1 (31:25):
I love this.
Speaker 2 (31:31):
This is great.
What a fantastic example.
And then something that's soimportant up front is that you
say and I really do expect 40%of whatever you make from this
insurance scheme to go rightinto my pocket.
Is that okay with you?
So I asked up front.
I set the constraints, I setthe expectation of what I'm
going to expect.
We rehearsed it together, soI'm doing it your way and I'm
serving voluntarily.
I'm really excited about thisopportunity to make you feel
(31:51):
appreciated in the workplace.
Speaker 1 (31:53):
Don't put this in JIRA.
That's the only additional, youknow, comment I have on this is
, if you log it in JIRA, thewhole thing falls apart.
So you know, that's.
That's the caveat.
But I think this is a fantasticexample.
Really nails everything you'veyou've taught me about today.
Speaker 2 (32:10):
There's one final point that it talks about is
complete.
What you start and I think theexample you just brought up is
the perfect example it's sayingwhen you get to three o'clock
and you're holding onto them,you're saying you're ready to do
this, and they look at you andsay I'm having second guesses,
maybe we shouldn't do this.
You finish what you started,what you committed to.
You throw them down thosestairs.
Speaker 1 (32:29):
Look, them square in the eye.
Speaker 2 (32:32):
You're doing them a service.
Really.
That's what it's all about.
Speaker 1 (32:37):
Make sure you know when they start to shake and the
tear rolls down their eye.
Please don't Clark, I'vechanged my mind Say no, this is
an act of service.
Then you push.
Speaker 2 (32:54):
You will feel appreciated when I do this for
you, and then you shove themdown the stairs.
Speaker 1 (33:04):
Oh, I'm crying.
Speaker 2 (33:06):
Oh my gosh, I have a tear rolling down my oh my gosh.
Speaker 1 (33:10):
Well, I don't think the book could come close to
that.
You know, I would argue that'sprobably much better than
whatever's in that book you read.
Speaker 2 (33:18):
They had examples on there, but it was nothing like
this.
Like this is a real-worldscenario.
This is what actually happensout there, people.
Speaker 1 (33:26):
I knew it.
I knew we were better.
We were writing a book once,like everything we do.
It got 20 pages in.
But I think we could do an actsof appreciation book of our own
.
Six acts of appreciation.
Just one-up them and show themwho's boss.
Speaker 2 (33:47):
We'll add our own and we don't really know what that
next one is going to be, butwe'll come up with it.
By the time we get get through20 pages we'll decide whether
we're going to quit again orwhether we're going to keep
persevering.
But no, I think like it's funnybecause we brought up that
terrible example.
But I think it does like coverall the grounds.
It's like your stuff is covered.
I asked before I helped I wasvery specific on my time how
(34:11):
much time I was willing to givewhat I kind of expected from
being a part of this.
I assumed that I was like, okay, I don't really know how you
want to do this, so like, showme exactly how you'd want it to
be done and I'm going to do ityour way and I'm voluntarily
going to do it.
I'm happy to help you, so myattitude is in the right place.
And then I followed through.
I followed through, we got theinsurance claim and I got my 40%
(34:34):
.
Everybody's happy at the end ofthe day.
Speaker 1 (34:37):
I think that the real sad truth real talk Clark the
real sad truth about this wholething and this example is it's
so much more memorable than anynonsensical example Like more
memorable than any nonsensicalexample like oh, sally needed
help with her TPS report.
You're going to forget that thesecond you get off that page.
But I guarantee you, if you'vemade it this far in the pod,
(35:03):
anytime you think about acts ofservice for the rest of your
life you're going to think aboutthat dude falling down the
stairs and be like you know what, I know what constraints I need
to set here.
Speaker 2 (35:10):
Constraints Ask Timeline, do it their way oh,
I'm just sitting here dyingbecause it's so true.
It's like I'm just saying it'sa good example.
I know, okay, I know this isthis is going to be a sensitive
topic, but I'm going to say itanyway compliance training, like
(35:31):
sexual harassment, workplace,all that is very real, so I'm
not making light of that.
It's a real thing.
Do it?
don't make light if you weregiven, like actual real world,
the most ridiculous story ever,like the Coldplay concert thing
of sexual harassment at work,but like if you got that as the
example, like you would rememberand it would stick in your
(35:51):
brain, you would remember Dang,that's a good example of it, I
mean like you're right, like youdon't have to make light on.
Speaker 1 (36:01):
Well, I mean, you, you know getting getting pushed
on these stairs for an insurancescam.
Obviously, you know it's a,it's a plot from a coen brothers
movie, but like, yeah, it's,it's funny, it's slightly, it's
slightly deranged.
I mean there are real examplesof all of these things,
specifically like the harassment, trainings and the you know,
the embezzlement and bribery.
(36:22):
Like they should bring in realstuff like that, because you
would connect so much more withthe material, because one, like
I've said a million times inthis podcast, true crime is
where it's at.
People love it and they hold onto it and they retain it and
they listen to it and rememberit forever and they tell all
their friends about these weirdcreepy murders where people show
up in barrels.
(36:42):
It's just how the human mindworks.
You make it gruesome, you makeit gory, you make it grotesque.
People gonna set in and they'regonna listen.
So I don't know, I'm just maybe.
Maybe we pivot, maybe we do ourown book.
That is the like extreme guideto to corporate survival.
Extreme, oh, the extremecorporate survival guide.
(37:05):
And it's all just like the mostridiculous over-the-top examples
out there.
You know I'm kind of thinking.
Speaker 2 (37:12):
we put it back on the corporations and we create our
own product, which is theuntraditional compliance
training product of the future,and we just sell this to
corporations to be like listen,retention of the information in
those compliance trainingseveryone's just checking a box
Retention's maybe 5%.
Our retention for throwingpeople down the stairs as you're
(37:35):
staring them in the eyes, theColdplay concerts people are
going to remember 95% of thatbecause it's hyper-relevant and
it is absolutely somethingthat's extremely ridiculous.
That's going to stick in yourbrain.
I think this could be huge.
We can make billions.
Speaker 1 (37:50):
I'm going to roll back the tape and not share any
of this because I don't want theaudience to steal these great
ideas from themselves.
I agree.
Speaker 2 (37:57):
Yeah, definitely don't take this and make it a
product that we're going to seenext year at all of our
corporations.
Speaker 1 (38:02):
Yeah, definitely don't take this and make it a
product that we're going to seenext year at all of our
corporations.
I swear, if you do it, I willbe so upset at you I'll throw
you down the stairs withoutasking.
Speaker 2 (38:09):
Same here.
You definitely won't feelappreciated as I'm throwing you
down the stairs.
Speaker 1 (38:12):
It's not for insurance reasons, just saying
that out loud, agreed.
Speaker 2 (38:17):
Not at all.
So, yeah, I mean I think thatwraps up.
I do service and I thought itwas.
It was really good.
Like every single one of these,I can say this at the beginning
I know we were like, are wereally going to learn a lot?
I think every single one ofthese, I'm like, yeah, I mean, I
can totally see how I canimprove how I work with others
and how I show them appreciation.
(38:37):
That's not in my own way, butit's in their way.
That's not in my own way, butit's in their way.
And so I hope you knoweverybody that's listening to
this is also finding theseuseful and like these small tips
.
I know you know I've convertedyou into a believer since you're
sharing it within your actualcorporation right now, but I
hope everybody's kind of takingthese tips into play because if
you are an access service person, if you can share this with
other people and people canlearn how to do it the proper
(38:59):
way, you're just going to be ina more positive workplace where
everyone is actually showingthat they appreciate others and
you're going to be happier to goto work every day.
You're going to be moreproductive.
It's going to be great foreverybody.
Speaker 1 (39:08):
Like no, no fooling, no fooling right now.
Okay, clark, none, I'm notfooling.
Not, I'm not fooling either.
I'm legit using this in my myweek to week now, and we're not
even through the whole course.
So props to you for taking thismaterial and making it
consumable, making it relevantfor someone like me who doesn't
(39:29):
believe in anything, has no soul.
You've brought back the lightin my eye, that little sparkle
that says I've changed my mind.
Please don't throw me downthese stairs, but it's too late.
And for that, clark, again Imust thank you.
Speaker 2 (39:44):
Of course and you know it's funny because I am
actually taking all the credit.
Actually, it was my wife who,in her workplace, she read this
and it felt like it made herbetter and she's like you know
what you guys need to talk aboutthis.
It's like I think all yourlisteners would get the value
that I'm getting from doing this.
And I totally believe it now,because usually I kind of steer
clear from these types of thingsbecause I'm just like, yeah,
(40:05):
whatever, it's just another oneof these things.
Hokey pokey, you drink theKool-Aid, you do the training,
you got to pay for something atthe end, like I'm not interested
, but this one has actually beenreally, really good.
So, yeah, I'm really happy.
You know you're kind of feelingthe same and hopefully all of
our listeners are as well.
We still have two more.
We got tangible gifts, which Ithink is going to be really
really interesting, becauseteaser, it is the least chosen
(40:28):
appreciation language, believeit or not.
And then we also haveappropriate physical touch at
the very end, which I thinkpeople are going to change their
mind on how cringy this is inthe workplace.
And then we'll wrap up.
We got a lot of stuff to talkabout the end from some of the
like spinoff discussions we'vehad on, like well, yeah, how do
you find out what they are?
What are you know?
(40:49):
Are they heavily skewed basedon your type of job or
compensation you have?
And is it really differentbetween, like you know,
in-person work versus remotework?
And the book actually talksabout, like, how you make this
applicable in a remote workplacetoo.
So I think we got a few moreepisodes of this to hopefully
bring and close the whole entirecircle of how this can all work
very well in the workplace.
Speaker 1 (41:09):
I'm I'm ready to close it.
This has been great, clark,super.
Thanks to you for for puttingin all the effort here and
making this happen.
Hey, shout outs to ourlisteners.
If you've been keeping up withthis series, we'd love to know
what you think, right?
This is the first time we'vedone a series of this length and
of this depth of research.
So do you love it?
Do you hate it?
Do you want more of it?
(41:29):
How do you rate it?
Please, let us know.
The way you can do that is byjoining the Discord.
Go into the show notes.
There is I actually found thisout, clark so the link now that
we have ads back on the show.
It puts links to the ads aboveour own link.
No, thanks, thanks, formatting.
Look for the All the Things.
(41:49):
Link in your show notes.
That will get you access to ourDiscord, our website, our store
, but most importantly is theDiscord.
Get in there, join theconversation or lurk.
We do not judge.
We welcome all and let us knowwhat you think about the series
so far.
I'm very curious.
It's done wonders for me and Ihope it's doing the same for you
.
You got anything else for thepeople, clark?
(42:12):
I got nothing.
You heard it there first.
He has nothing.
Nada, zip, zilch Zero, and withthat I think we'll call it an
episode.
Thanks as always for yourlistenership.
Remember to go out there andspin the wheel.
I'm Bruce.
Speaker 2 (42:34):
And I'm Clark and I'm in a fishbowl.
Speaker 1 (42:38):
When you said that it literally cut out half of what
you said.
So bless you for it.
We will see you.
You all are on mute, whichClark will also be in a minute.
We will see you next week.
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