July 7, 2025 • 20 mins
We introduce our new miniseries on the five languages of appreciation in the workplace, exploring how concepts similar to love languages can be adapted to professional settings to help people feel valued.
• The five languages of appreciation: words of affirmation, acts of service, quality time, tangible gifts, and appropriate physical touch
• Dr. Gary Chapman and Dr. Paul White's book translates love languages to workplace settings
• Understanding appreciation languages can help boost morale and retention in organizations
• Bruce and Clark took a quiz to determine their own primary appreciation languages
• Some skepticism about how these concepts actually work in practice, especially in remote settings
• Planning to explore each language from both managerial and employee perspectives
• Special focus on adapting appreciation languages to remote and hybrid work environments
Join our Discord to participate in upcoming polls and discussions about workplace appreciation! Visit the link in our show notes to connect with us and share your own appreciation language.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:15):
Totally serious.
Welcome back to CorporateStrategy, the podcast.
That could have been an email.
I'm Bruce, I'm Clark and we'reback after the last episode.
Speaker 2 (00:24):
There is absolutely no nonsense in this episode.
This is going to be straight tothe point.
Speaker 1 (00:28):
Straight to the point no jokes, no tomfoolery, no
filler.
Speaker 2 (00:33):
I hope you're ready.
I'm actually not ready.
I always that's a good warm up,you know all the nonsense just
kind of gets the engine goingfor whatever we're about to talk
about, doesn't?
Feel normal, does it?
Speaker 1 (00:47):
Yeah, now we're just like.
There's no kind of easing intoit, we're just jumping off the
clip right into the topic, rightin.
We wasted so much of your timelast time that we owe you this,
which is what you're about toget, which is the topic of the
day, which is Clark.
Speaker 2 (00:58):
Oh, yeah, sure, I'd like to introduce it.
Yeah, we've been thinking.
We've been thinking it's been alittle while since we've done a
sort of miniseries and afterwe've been talking the last
couple of weeks, we thought toourselves, you know what, we
brought this up a few times andwe've never really adapted it
for the workplace and reallydove in.
So we thought, you know what,let's introduce a new miniseries
(01:19):
on this episode and so thiswon't actually be the first
episode of the min-series.
It's really just anintroduction, because we both
have some travel coming up and Ithink or maybe I do you have
travel, I have travel.
Speaker 1 (01:29):
No, I'm not going anywhere.
Speaker 2 (01:31):
It's just me, okay, I have travel coming up.
If I have travel coming up,that means we need to plan ahead
, get a little intro to theseries out, and that way we can
keep everything on track.
So, are you ready?
You ready for this topic?
I'm ready.
Speaker 1 (01:44):
I am ready for this topic.
All right, We've already wastedtwo minutes so please, no more.
Speaker 2 (01:48):
We're doing great, let's keep wasting time.
So the topic we've hinted aboutthis for a while, you know CAC
kind of resembles.
You know the workplace, youknow how you're feeling your
workplace, happiness score,whether you should leave your
company or stay at your companyand so on.
But something that really tiesinto one of those aspects, which
is the culture portion ofculture, autonomy, challenge,
(02:10):
compensation or CAC, is reallyhow you feel appreciated, like
how work ultimately ties intohow you feel about life and if
you're satisfied at work.
And a really common thing webrought up a few times are the
love languages.
So, like you know, in anyrelationship everybody has, you
know, some sort of love languagethat fits into like five
categories and we wanted tothink about, well, how do you
(02:32):
adapt that to work?
Because at work obviously it'snot a love language.
Like, you can't bring physicaltouch into work unless you love
talking to HR, and then HR willgladly talk to you about
physical touch.
But there's a really good bookthat my wife told me about,
which is the five languages ofappreciation at work, and so it
basically just talks about well,how do people feel appreciated
(02:57):
when they're at work andeverybody kind of feels
appreciated about, you know,with different things, and I
think the five kind of goinginto each of the five is words
of affirmation, acts of service,quality time, tangible gifts
and appropriate physical touch.
That's a really key word and Ithink it'd be interesting for us
to.
Yeah, appropriate please Don'tput quotes around that that's a
strict, appropriate.
But I thought it'd beinteresting for us to not only
(03:18):
talk about each of these and ourperspective on it, but also
talk about what we think wemight be.
So you and I took a little quizto see what our primary
language of appreciation is inthe workplace and I actually
think it was the same.
So we kind of ended up havingthe same exact language of
appreciation as our primary.
(03:39):
But during this mini series weessentially want to break down
what each of these are, how wekind of feel about it, our
different perspective frommanagerial perspective, but also
the you know employeeperspective, and really kind of
give our two cents Because, tobe honest with you, like I'm a
little skeptical about some ofthese, and maybe it's just me
being skeptical, but I want tohear your perspective as we kind
(04:00):
of break them down to see like,okay, where's your head at
Where's my head at andthroughout the series.
We'll essentially break themdown.
We'd love to get feedback fromyou guys so we may do a poll or
two, or make everybody do a quizthat wants to, to see what
their language of appreciationis, and just get your overall
feedback on how can weappreciate each other better and
how do we actually change ourstyles to help others feel
(04:21):
appreciated as well.
Speaker 1 (04:23):
So I want to be clear .
You're saying we a lot in this.
I am familiar with the idea oflove language.
This is completely, totally newto me, so I'm with the audience
on this one.
I got a lot of questions, I gota lot of concerns, but I'm very
curious to see where this goesand why and how, because you
(04:46):
might be skeptical, but I'mskeptic crazy.
Speaker 2 (04:48):
Yeah, yeah, it's going to be fun.
So I think you know what, tofigure out the format, and we'll
probably end up trying one andthen like adapting, seeing how
we want to do it.
But I think obviously anoverview of what it is, why it
matters, who kind of could bethe right people, or how do you
kind of you know, suss out, hey,are you this thing?
That way you can basicallychange your management style.
(05:09):
But a little bit of abackground on the people, so
like, who wrote this?
I think this, this book inparticular, was.
I think it actually started astwo people kind of doing
research on, like, appreciationof workplace.
So the gentleman, it's the fivelanguages of appreciation of
workplace.
So the gentleman, um, it's thefive languages of appreciation
of workplace.
Okay, and essentially it's doneby Dr Gary Chapman, dr Paul
(05:31):
White, they coauthored the bookand you love it when they throw
a doctor in front of their,their titles, right and it
basically was to helporganizations boost morale and
retention by showing meaningfulappreciation.
So these guys kind of gottogether and they said, hey,
let's write a business book.
And I think it turned into morethan that for them of saying
you know what it's not onlyabout businesses understanding
(05:52):
these things so they can retainpeople and grow them and so on,
but it also is relevant toeverybody working, because it's
not just a top-down thing.
It actually is very much.
You know, how do you just workwell together and show your
appreciation towards the peoplethat you work with so that way
they feel like they're moreincluded in everything.
So I think it's going to bereally interesting to kind of
dive into some of these thingsand I can tell you I've started
(06:12):
reading the book and some of thethings even.
I'm just like, ooh, this onefeels like a cringy drink, the
Kool-Aid or you know, get onwith the organization, not a
let's all just be cool humanbeings towards each other, some
skeptical a little skeptical.
Speaker 1 (06:26):
All right, yeah, no, I.
I mean you made me take thistest to see what I was and my
reaction to the test was notpositive.
Uh, I was like, firstly, halfof these if you try this on me,
I'll punch you in the throat.
The other half I wish this wastrue like, yeah, I'm gonna, I'm
gonna select this answer becauseit sounds nice, but I've never
(06:48):
once experienced this in my life.
I would love to know how youcan actually get this kind of
appreciation in the workplace.
So very curious, these doctorsand their little methodology
they've come up with, because,uh, some of it seems fantasy to
me yeah, yeah, it's alsointeresting.
Speaker 2 (07:05):
I don't remember when this was written.
I'll have to see if I can findthat, but you know, we should
probably adapt this.
You know, a lot of our listenerswork in technology and I think
there's very much so likeobviously, the remote culture of
employment in tech.
So I think it'll be interestingto like talk about OK, you know,
if you are working in a hybridor if you're fully at the office
versus if you're remote, how doyou kind of you know, adapt
(07:27):
this sort of you know,appreciation language to the
individual?
So I think it's going to bereally interesting to kind of
break this down, look at it, allthe vectors and just talk about
, like, does this even makesense?
Like, to your point, it's likehey, that sounds fine, but does
it actually make any sense ordoes it just not make sense to
us?
So I think we'll probably endup having to reach out to our
(07:47):
listeners and our audience maybesome people that have been on
here before to see if they couldpotentially take the little
quiz we did to figure out whattheirs might be.
Or maybe we create a bettertest, because I'd be interested
to like hear their perspectiveson hey, my top is quality time
in the workplace and kind oftalk about like what that looks
like for that.
Speaker 1 (08:10):
I love engaging with the audience when they let me no
physical contact, of course,appropriately, appropriately,
appropriate.
Speaker 2 (08:17):
Engaging is kind of an aggressive word.
No touching, be careful.
Speaker 1 (08:21):
It's always money in the banana stand.
Yeah, absolutely.
Speaker 2 (08:24):
So, finally, the five languages.
I want you to think about thefive languages of appreciation
that they outlined, which therecould be more.
I think we should challenge ita little bit.
So, the first one words ofaffirmation, two acts of service
, three quality time, fourtangible gifts and five
appropriate physical touch.
So keep those five in mind.
Speaker 1 (08:45):
That wasn't included in the test I took.
Speaker 2 (08:48):
Appropriate physical touch.
Speaker 1 (08:49):
No.
Oh Might have to find anothertest.
I mean, maybe my scores wouldbe totally different.
It wouldn't.
I hate physical contact.
Speaker 2 (09:01):
Oh, I love it.
And then you know, maybe we'lldo a grand reveal at the end or
maybe during the episode that'sour top one or our secondary, we
can kind of bring up where wethink we stand.
Going through that You'll seehow it goes All right, sounds
good.
So how do we start this?
So I think what we do andprobably not today because we're
just introing, but I think whatwe do is we do a little bit of
(09:23):
thinking on words of affirmation.
You know, the book has achapter.
I think we could read it.
I've already kind of read it.
It's a pretty easy read, solike we could go back and forth.
So maybe what I do is I'll giveyou a little bit of the context
and some of the anecdotes thatare shared from the book and
then I think we kind of justbreak it down together to talk
about the appreciation languageand we can kind of let the
listeners know whether we feelthis one or not, or if this
(09:44):
one's in our primaries, and thenkind of talk about well, how do
we adapt it to the corporateworld and thinking of it from a
managerial and also an employeestandpoint.
Speaker 1 (09:53):
So my curiosity in all of this is you know, I
understand me, I understand whatI like from an appreciation
language, which apparently isactually impossible.
But how do I adapt this andunderstand my team and the peers
around me and how can I usethis to help them?
Because I feel like you know,25% of this is understanding you
(10:16):
, 75% is understanding others.
So I'm very curious on thislittle series on the education
side, for how we can learn toread and work with others and
better use these tips and tricksto help them out.
I agree.
Speaker 2 (10:33):
I mean, if there's one thing we all need, it's to
appreciate each other more andtreat each other like humans,
not just objects, in theworkplace.
So I think if we do this, itfits into our whole mantra,
which is how do we just make thecorporate world kind of a good
place to be for the employee andfight back against the
corporation?
So I think we all could learn alittle bit about this.
I love it Sweet.
(10:55):
Well, if we don't have anynonsense like what do we have
Nothing, what do we?
Speaker 1 (10:58):
have.
Is this it?
What is 11 minutes?
11 minutes.
There was no nonsense in that.
I mean, is that all thecorporate strategy is is 11
minutes of no nonsense?
I know Right.
Speaker 2 (11:09):
I mean, everyone's going to be so disappointed.
They might listen to this andbe like holy cow.
This was the worst episode ever, cause there was no nonsense
but this is what the previousepisode is, the filler episode.
Speaker 1 (11:18):
Do not listen, definitely don't listen to the
one prior.
Speaker 2 (11:22):
But imagine, imagine if all our episodes were just
like this straight to the point,under 15 minutes.
You think people would likethat.
Speaker 1 (11:29):
No.
Speaker 2 (11:30):
Yeah, I did, I agree.
Everybody on your discord tellsus they love the craziness.
We even had a poll at one pointwe put up to see how much goof
would you like?
And people said more goof.
And I think, if anything, we'vedoubled down.
Speaker 1 (11:45):
We've doubled down on that promise they want the
goofy movie every episode.
What's it power?
Speaker 2 (11:53):
glove power line.
Can you do the goofy?
Speaker 1 (11:56):
do the I knew you could do it.
I knew you had to.
What?
What can't I do?
That's true.
You know I was good, I was justgonna share secrets of my life.
Uh, that was a close one.
The filter almost came off, themask almost came off of Bruce
(12:18):
and revealed something.
Speaker 2 (12:19):
When you said what can't I do, I wanted to say
appropriate physical touch.
Speaker 1 (12:26):
I mean I can't, I won't, I won't do it, I won't do
it.
But yeah, no, there's multiplethings.
I'd do anything for love, but Iwon't do that.
Speaker 2 (12:37):
Please don't Good.
Good, I'm happy you abide bythat rule.
So yeah, anyways, that's thetopic.
Speaker 1 (12:41):
That's serious.
I'm excited, so I think.
Next steps Obviously, this is ashort one.
This is a quickie For ouraudience.
If you're not in Discord, youneed to get in there.
Step one open your podcastplatform, whatever it is, be it
Spotify, apple, amazon.
You pick, click the show notes.
At the bottom of the show notesthere's a link with all the
(13:03):
things.
I think it's.
The first link in the link treeis join the Discord.
You need to get in here.
Step two Clark because Clarkactually knows what's going on
with this is going to to post inthe Corporate Strategy channel
of that Discord some questions,some polls, some discussions
once this goes live.
This is going live on MondayJuly, hold on, hold on.
(13:23):
I'm ready.
Monday July 8th.
I think that's the day Supermancomes out.
No 7th Monday, july 7th.
Superman comes out on the 8thTuesday.
Heck, yeah, can't wait.
So once this episode is out,we're going to have some
questions.
Please answer them.
If we have that little test,please take it, because the more
(13:47):
data we have, the more, andagain, we're very much not going
to use your data for anythingother than just the content for
this episode.
So don't feel like we're goingto do anything with it.
We don't.
We're not smart enough to dothat.
We don't even make money onthis podcast, while we make
money on your information onthis.
So please fill out any, anyrequests, surveys, polls so we
can use this for better contentfor the episodes.
And stay tuned, because eachepisode in this series is going
(14:07):
to cover either one or two ortwo of the various topics in the
appreciation language, so twoof the various topics in the
appreciation language.
So stay tuned, stay ready toparticipate.
We need you stay curious Staygolden.
(14:27):
You can also buy things throughour swag shop, also in that link
tree.
Biggest thing you can do for usIf you want to help us out,
share this pod with other people.
Not the last episode Don'tlisten to that but everything
else, everything but one 69,.
You may share with anybody andwe we would be really moved if
(14:47):
you did.
Our goal is to get morelisteners organically.
Word of mouth.
You're the only way that couldhappen.
So please share and if you, ifyou feel so inclined, leave us a
nice review on whatever podcastplatform you're in.
That's all I got you know,anything else no.
Speaker 2 (15:05):
I think you crushed it.
I mean, if you did just have achild, you can buy a baby onesie
with a corporate strategy logoon it.
Speaker 1 (15:10):
Just keep that in mind, and I know people who just
had a child and I still havenot bought them one.
What is wrong with me?
The child's name is Clark.
They named him after you.
Yeah, it's literally my name.
He needs this.
He needs this.
How can he grow up to be agreat corporate strategist like
the elder Clark?
Start him early.
Start him early, just likecigarettes.
If you smoke young, you buildup an immunity so you can just
(15:33):
continue to smoke old and nothave any of the negative effects
.
Yeah, really the issue is, mostpeople don't start until they're
like 16.
Speaker 2 (15:43):
They get that gateway cigarette by that point.
It's too late.
If you get started earlier, youbuild that immunity.
That's the life hack, rightthere.
Speaker 1 (15:47):
The government doesn't want you to know this
because that's why they put the18 plus on the cigarette packets
.
It's true, that's the curbpopulation.
That's population controlmetric.
Don't fall for the government'slies.
This is a deep state conspiracy.
Start smoking in your twos.
They call them the terribletwos.
You know why?
It's because you don't havecigs.
You know how much better yourtwo-year-old acts when they're
huffing a can of Marlboro Lights.
Speaker 2 (16:08):
That cool menthol flavor back of the throat I was
going to say menthol to the backof the throat when you're two
years old.
I mean that'll really set youup for success in life.
Speaker 1 (16:21):
Now it's an investment.
Speaker 2 (16:23):
I mean so convenient.
You just stop on your way totaking them out to you know
daycare.
You can secondhand smoke themin the car too that's always a
great thing to do and just startgetting going.
You know early if you're onthat train, and then you know
once they're ready, once they'reable to actually hold things on
their own, just give them oneof their own in the car I
couldn't agree more.
Speaker 1 (16:41):
Uh, you know.
Speaking of smoking, thispodcast is brought to you by
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Speaker 1 (17:06):
According to our supplier, the milk is provided
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Now why is the animal seasonal,don't know.
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Speaker 2 (18:01):
Agreed, I'm going to go have some right now.
Speaker 1 (18:09):
She should really cool me down on a Sunday
afternoon as a refreshing glassof dirt milk.
My favorite part is when thegrits get between my teeth and
it starts to slowly space themout.
So when I put in my retainer atnight, it no longer fits
anymore.
Speaker 2 (18:20):
It's a great sensation.
I leave it in there too.
I think the minerals are goodfor you.
Like leave them in all night.
Yeah, it's so good for you.
Speaker 1 (18:25):
Leave them in all night.
Yeah, it's so good for you.
That's the minerals doing thework.
And again, the governmentdoesn't want you to know this,
but the ingestion of dirt is anold, ancient secret, the same
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bit of dirt in the gut does thebody great, it's true.
You know, in the olden times weall were in the dirt.
(18:48):
Big building, big concretetrying to take that away from
you.
That's why you got to ingestyour dirt.
Used to be touching it was fine.
These days, the only way to getreal dirt on human contact
drinking it combined with ananonymous source of dairy.
Speaker 2 (19:05):
Maybe dairy, we don't quite know, but it's definitely
, it's called milk and that'sscientific.
Speaker 1 (19:11):
It absolutely is, and we would never recommend a
product that wasn't great foryou and your loved ones.
Speaker 2 (19:17):
Yep 100% agree.
And it's not pasteurized Likethey pasteurize everything.
Now, no need to pasteurizesomething that's so natural.
You know dirt out of the ground, filled in with the seasonal
milk Out of the animal or thenut.
We're not quite sure where themilk is coming from.
Speaker 1 (19:32):
It's seasonal, it could be a seed Seasonal
Seasonal milk.
Speaker 2 (19:39):
Remember that Dirtmilkcom Unpasteurizedcom.
Speaker 1 (19:45):
Now we've hit 20 minutes.
I'm Pastor Rice, I'm PastorRice Dot com.
Well, now we've hit 20 minutes,so I don't feel so bad about it
in the podcast.
Speaker 2 (19:49):
See, this is going to throw everyone for a loop.
They're like wait, wait, wait.
No goof at the front, but goofon the back.
No insult is coming.
Usually you get the sandwich.
Usually you get the goofsandwich.
Speaker 1 (19:57):
This time you only got goof at the end, and you
know we're happy to provide thegoof however it is needed.
I think that does it.
Please look forward to our nextepisode, where we get deeper
into the appreciation language.
Smoke your cigs, drink yourdirt milk.
I'm Bruce, I'm Clark and you'reon mute.
See you next week, dot cow.
Totally serious.
Welcome back to CorporateStrategy, the podcast.
That could have been an email.
I'm Bruce, I'm Clark and we'reback after the last episode.
Speaker 2 (00:24):
There is absolutely no nonsense in this episode.
This is going to be straight tothe point.
Speaker 1 (00:28):
Straight to the point no jokes, no tomfoolery, no
filler.
Speaker 2 (00:33):
I hope you're ready.
I'm actually not ready.
I always that's a good warm up,you know all the nonsense just
kind of gets the engine goingfor whatever we're about to talk
about, doesn't?
Feel normal, does it?
Speaker 1 (00:47):
Yeah, now we're just like.
There's no kind of easing intoit, we're just jumping off the
clip right into the topic, rightin.
We wasted so much of your timelast time that we owe you this,
which is what you're about toget, which is the topic of the
day, which is Clark.
Speaker 2 (00:58):
Oh, yeah, sure, I'd like to introduce it.
Yeah, we've been thinking.
We've been thinking it's been alittle while since we've done a
sort of miniseries and afterwe've been talking the last
couple of weeks, we thought toourselves, you know what, we
brought this up a few times andwe've never really adapted it
for the workplace and reallydove in.
So we thought, you know what,let's introduce a new miniseries
(01:19):
on this episode and so thiswon't actually be the first
episode of the min-series.
It's really just anintroduction, because we both
have some travel coming up and Ithink or maybe I do you have
travel, I have travel.
Speaker 1 (01:29):
No, I'm not going anywhere.
Speaker 2 (01:31):
It's just me, okay, I have travel coming up.
If I have travel coming up,that means we need to plan ahead
, get a little intro to theseries out, and that way we can
keep everything on track.
So, are you ready?
You ready for this topic?
I'm ready.
Speaker 1 (01:44):
I am ready for this topic.
All right, We've already wastedtwo minutes so please, no more.
Speaker 2 (01:48):
We're doing great, let's keep wasting time.
So the topic we've hinted aboutthis for a while, you know CAC
kind of resembles.
You know the workplace, youknow how you're feeling your
workplace, happiness score,whether you should leave your
company or stay at your companyand so on.
But something that really tiesinto one of those aspects, which
is the culture portion ofculture, autonomy, challenge,
(02:10):
compensation or CAC, is reallyhow you feel appreciated, like
how work ultimately ties intohow you feel about life and if
you're satisfied at work.
And a really common thing webrought up a few times are the
love languages.
So, like you know, in anyrelationship everybody has, you
know, some sort of love languagethat fits into like five
categories and we wanted tothink about, well, how do you
(02:32):
adapt that to work?
Because at work obviously it'snot a love language.
Like, you can't bring physicaltouch into work unless you love
talking to HR, and then HR willgladly talk to you about
physical touch.
But there's a really good bookthat my wife told me about,
which is the five languages ofappreciation at work, and so it
basically just talks about well,how do people feel appreciated
(02:57):
when they're at work andeverybody kind of feels
appreciated about, you know,with different things, and I
think the five kind of goinginto each of the five is words
of affirmation, acts of service,quality time, tangible gifts
and appropriate physical touch.
That's a really key word and Ithink it'd be interesting for us
to.
Yeah, appropriate please Don'tput quotes around that that's a
strict, appropriate.
But I thought it'd beinteresting for us to not only
(03:18):
talk about each of these and ourperspective on it, but also
talk about what we think wemight be.
So you and I took a little quizto see what our primary
language of appreciation is inthe workplace and I actually
think it was the same.
So we kind of ended up havingthe same exact language of
appreciation as our primary.
(03:39):
But during this mini series weessentially want to break down
what each of these are, how wekind of feel about it, our
different perspective frommanagerial perspective, but also
the you know employeeperspective, and really kind of
give our two cents Because, tobe honest with you, like I'm a
little skeptical about some ofthese, and maybe it's just me
being skeptical, but I want tohear your perspective as we kind
(04:00):
of break them down to see like,okay, where's your head at
Where's my head at andthroughout the series.
We'll essentially break themdown.
We'd love to get feedback fromyou guys so we may do a poll or
two, or make everybody do a quizthat wants to, to see what
their language of appreciationis, and just get your overall
feedback on how can weappreciate each other better and
how do we actually change ourstyles to help others feel
(04:21):
appreciated as well.
Speaker 1 (04:23):
So I want to be clear .
You're saying we a lot in this.
I am familiar with the idea oflove language.
This is completely, totally newto me, so I'm with the audience
on this one.
I got a lot of questions, I gota lot of concerns, but I'm very
curious to see where this goesand why and how, because you
(04:46):
might be skeptical, but I'mskeptic crazy.
Speaker 2 (04:48):
Yeah, yeah, it's going to be fun.
So I think you know what, tofigure out the format, and we'll
probably end up trying one andthen like adapting, seeing how
we want to do it.
But I think obviously anoverview of what it is, why it
matters, who kind of could bethe right people, or how do you
kind of you know, suss out, hey,are you this thing?
That way you can basicallychange your management style.
(05:09):
But a little bit of abackground on the people, so
like, who wrote this?
I think this, this book inparticular, was.
I think it actually started astwo people kind of doing
research on, like, appreciationof workplace.
So the gentleman, it's the fivelanguages of appreciation of
workplace.
So the gentleman, um, it's thefive languages of appreciation
of workplace.
Okay, and essentially it's doneby Dr Gary Chapman, dr Paul
(05:31):
White, they coauthored the bookand you love it when they throw
a doctor in front of their,their titles, right and it
basically was to helporganizations boost morale and
retention by showing meaningfulappreciation.
So these guys kind of gottogether and they said, hey,
let's write a business book.
And I think it turned into morethan that for them of saying
you know what it's not onlyabout businesses understanding
(05:52):
these things so they can retainpeople and grow them and so on,
but it also is relevant toeverybody working, because it's
not just a top-down thing.
It actually is very much.
You know, how do you just workwell together and show your
appreciation towards the peoplethat you work with so that way
they feel like they're moreincluded in everything.
So I think it's going to bereally interesting to kind of
dive into some of these thingsand I can tell you I've started
(06:12):
reading the book and some of thethings even.
I'm just like, ooh, this onefeels like a cringy drink, the
Kool-Aid or you know, get onwith the organization, not a
let's all just be cool humanbeings towards each other, some
skeptical a little skeptical.
Speaker 1 (06:26):
All right, yeah, no, I.
I mean you made me take thistest to see what I was and my
reaction to the test was notpositive.
Uh, I was like, firstly, halfof these if you try this on me,
I'll punch you in the throat.
The other half I wish this wastrue like, yeah, I'm gonna, I'm
gonna select this answer becauseit sounds nice, but I've never
(06:48):
once experienced this in my life.
I would love to know how youcan actually get this kind of
appreciation in the workplace.
So very curious, these doctorsand their little methodology
they've come up with, because,uh, some of it seems fantasy to
me yeah, yeah, it's alsointeresting.
Speaker 2 (07:05):
I don't remember when this was written.
I'll have to see if I can findthat, but you know, we should
probably adapt this.
You know, a lot of our listenerswork in technology and I think
there's very much so likeobviously, the remote culture of
employment in tech.
So I think it'll be interestingto like talk about OK, you know,
if you are working in a hybridor if you're fully at the office
versus if you're remote, how doyou kind of you know, adapt
(07:27):
this sort of you know,appreciation language to the
individual?
So I think it's going to bereally interesting to kind of
break this down, look at it, allthe vectors and just talk about
, like, does this even makesense?
Like, to your point, it's likehey, that sounds fine, but does
it actually make any sense ordoes it just not make sense to
us?
So I think we'll probably endup having to reach out to our
(07:47):
listeners and our audience maybesome people that have been on
here before to see if they couldpotentially take the little
quiz we did to figure out whattheirs might be.
Or maybe we create a bettertest, because I'd be interested
to like hear their perspectiveson hey, my top is quality time
in the workplace and kind oftalk about like what that looks
like for that.
Speaker 1 (08:10):
I love engaging with the audience when they let me no
physical contact, of course,appropriately, appropriately,
appropriate.
Speaker 2 (08:17):
Engaging is kind of an aggressive word.
No touching, be careful.
Speaker 1 (08:21):
It's always money in the banana stand.
Yeah, absolutely.
Speaker 2 (08:24):
So, finally, the five languages.
I want you to think about thefive languages of appreciation
that they outlined, which therecould be more.
I think we should challenge ita little bit.
So, the first one words ofaffirmation, two acts of service
, three quality time, fourtangible gifts and five
appropriate physical touch.
So keep those five in mind.
Speaker 1 (08:45):
That wasn't included in the test I took.
Speaker 2 (08:48):
Appropriate physical touch.
Speaker 1 (08:49):
No.
Oh Might have to find anothertest.
I mean, maybe my scores wouldbe totally different.
It wouldn't.
I hate physical contact.
Speaker 2 (09:01):
Oh, I love it.
And then you know, maybe we'lldo a grand reveal at the end or
maybe during the episode that'sour top one or our secondary, we
can kind of bring up where wethink we stand.
Going through that You'll seehow it goes All right, sounds
good.
So how do we start this?
So I think what we do andprobably not today because we're
just introing, but I think whatwe do is we do a little bit of
(09:23):
thinking on words of affirmation.
You know, the book has achapter.
I think we could read it.
I've already kind of read it.
It's a pretty easy read, solike we could go back and forth.
So maybe what I do is I'll giveyou a little bit of the context
and some of the anecdotes thatare shared from the book and
then I think we kind of justbreak it down together to talk
about the appreciation languageand we can kind of let the
listeners know whether we feelthis one or not, or if this
(09:44):
one's in our primaries, and thenkind of talk about well, how do
we adapt it to the corporateworld and thinking of it from a
managerial and also an employeestandpoint.
Speaker 1 (09:53):
So my curiosity in all of this is you know, I
understand me, I understand whatI like from an appreciation
language, which apparently isactually impossible.
But how do I adapt this andunderstand my team and the peers
around me and how can I usethis to help them?
Because I feel like you know,25% of this is understanding you
(10:16):
, 75% is understanding others.
So I'm very curious on thislittle series on the education
side, for how we can learn toread and work with others and
better use these tips and tricksto help them out.
I agree.
Speaker 2 (10:33):
I mean, if there's one thing we all need, it's to
appreciate each other more andtreat each other like humans,
not just objects, in theworkplace.
So I think if we do this, itfits into our whole mantra,
which is how do we just make thecorporate world kind of a good
place to be for the employee andfight back against the
corporation?
So I think we all could learn alittle bit about this.
I love it Sweet.
(10:55):
Well, if we don't have anynonsense like what do we have
Nothing, what do we?
Speaker 1 (10:58):
have.
Is this it?
What is 11 minutes?
11 minutes.
There was no nonsense in that.
I mean, is that all thecorporate strategy is is 11
minutes of no nonsense?
I know Right.
Speaker 2 (11:09):
I mean, everyone's going to be so disappointed.
They might listen to this andbe like holy cow.
This was the worst episode ever, cause there was no nonsense
but this is what the previousepisode is, the filler episode.
Speaker 1 (11:18):
Do not listen, definitely don't listen to the
one prior.
Speaker 2 (11:22):
But imagine, imagine if all our episodes were just
like this straight to the point,under 15 minutes.
You think people would likethat.
Speaker 1 (11:29):
No.
Speaker 2 (11:30):
Yeah, I did, I agree.
Everybody on your discord tellsus they love the craziness.
We even had a poll at one pointwe put up to see how much goof
would you like?
And people said more goof.
And I think, if anything, we'vedoubled down.
Speaker 1 (11:45):
We've doubled down on that promise they want the
goofy movie every episode.
What's it power?
Speaker 2 (11:53):
glove power line.
Can you do the goofy?
Speaker 1 (11:56):
do the I knew you could do it.
I knew you had to.
What?
What can't I do?
That's true.
You know I was good, I was justgonna share secrets of my life.
Uh, that was a close one.
The filter almost came off, themask almost came off of Bruce
(12:18):
and revealed something.
Speaker 2 (12:19):
When you said what can't I do, I wanted to say
appropriate physical touch.
Speaker 1 (12:26):
I mean I can't, I won't, I won't do it, I won't do
it.
But yeah, no, there's multiplethings.
I'd do anything for love, but Iwon't do that.
Speaker 2 (12:37):
Please don't Good.
Good, I'm happy you abide bythat rule.
So yeah, anyways, that's thetopic.
Speaker 1 (12:41):
That's serious.
I'm excited, so I think.
Next steps Obviously, this is ashort one.
This is a quickie For ouraudience.
If you're not in Discord, youneed to get in there.
Step one open your podcastplatform, whatever it is, be it
Spotify, apple, amazon.
You pick, click the show notes.
At the bottom of the show notesthere's a link with all the
(13:03):
things.
I think it's.
The first link in the link treeis join the Discord.
You need to get in here.
Step two Clark because Clarkactually knows what's going on
with this is going to to post inthe Corporate Strategy channel
of that Discord some questions,some polls, some discussions
once this goes live.
This is going live on MondayJuly, hold on, hold on.
(13:23):
I'm ready.
Monday July 8th.
I think that's the day Supermancomes out.
No 7th Monday, july 7th.
Superman comes out on the 8thTuesday.
Heck, yeah, can't wait.
So once this episode is out,we're going to have some
questions.
Please answer them.
If we have that little test,please take it, because the more
(13:47):
data we have, the more, andagain, we're very much not going
to use your data for anythingother than just the content for
this episode.
So don't feel like we're goingto do anything with it.
We don't.
We're not smart enough to dothat.
We don't even make money onthis podcast, while we make
money on your information onthis.
So please fill out any, anyrequests, surveys, polls so we
can use this for better contentfor the episodes.
And stay tuned, because eachepisode in this series is going
(14:07):
to cover either one or two ortwo of the various topics in the
appreciation language, so twoof the various topics in the
appreciation language.
So stay tuned, stay ready toparticipate.
We need you stay curious Staygolden.
(14:27):
You can also buy things throughour swag shop, also in that link
tree.
Biggest thing you can do for usIf you want to help us out,
share this pod with other people.
Not the last episode Don'tlisten to that but everything
else, everything but one 69,.
You may share with anybody andwe we would be really moved if
(14:47):
you did.
Our goal is to get morelisteners organically.
Word of mouth.
You're the only way that couldhappen.
So please share and if you, ifyou feel so inclined, leave us a
nice review on whatever podcastplatform you're in.
That's all I got you know,anything else no.
Speaker 2 (15:05):
I think you crushed it.
I mean, if you did just have achild, you can buy a baby onesie
with a corporate strategy logoon it.
Speaker 1 (15:10):
Just keep that in mind, and I know people who just
had a child and I still havenot bought them one.
What is wrong with me?
The child's name is Clark.
They named him after you.
Yeah, it's literally my name.
He needs this.
He needs this.
How can he grow up to be agreat corporate strategist like
the elder Clark?
Start him early.
Start him early, just likecigarettes.
If you smoke young, you buildup an immunity so you can just
(15:33):
continue to smoke old and nothave any of the negative effects
.
Yeah, really the issue is, mostpeople don't start until they're
like 16.
Speaker 2 (15:43):
They get that gateway cigarette by that point.
It's too late.
If you get started earlier, youbuild that immunity.
That's the life hack, rightthere.
Speaker 1 (15:47):
The government doesn't want you to know this
because that's why they put the18 plus on the cigarette packets
.
It's true, that's the curbpopulation.
That's population controlmetric.
Don't fall for the government'slies.
This is a deep state conspiracy.
Start smoking in your twos.
They call them the terribletwos.
You know why?
It's because you don't havecigs.
You know how much better yourtwo-year-old acts when they're
huffing a can of Marlboro Lights.
Speaker 2 (16:08):
That cool menthol flavor back of the throat I was
going to say menthol to the backof the throat when you're two
years old.
I mean that'll really set youup for success in life.
Speaker 1 (16:21):
Now it's an investment.
Speaker 2 (16:23):
I mean so convenient.
You just stop on your way totaking them out to you know
daycare.
You can secondhand smoke themin the car too that's always a
great thing to do and just startgetting going.
You know early if you're onthat train, and then you know
once they're ready, once they'reable to actually hold things on
their own, just give them oneof their own in the car I
couldn't agree more.
Speaker 1 (16:41):
Uh, you know.
Speaking of smoking, thispodcast is brought to you by
dirt milk, the nutritionalsupplement that will help you
stay fit and strong.
50% dirt, 50% milk ingest it.
It's what the body craves see,and the best part what I love
about this product.
Speaker 2 (16:57):
The milk is mystery.
We actually don't know what itis.
Is it?
Is it a nut milk?
Is it a cow milk?
Is it a goat milk?
We Is it a cow milk?
Is it a goat milk?
We don't know.
It's just dirt milk.
Speaker 1 (17:06):
According to our supplier, the milk is provided
by Animal of the Season.
Now why is the animal seasonal,don't know.
But you know what you mix itwith some dirt.
It's pretty delicious.
If you don't have dirt milk inyour local grocer, please
contact us and we'll reach outto our supply distro and make
sure that you have Dirt Milkready and available for you and
(17:28):
your children, because Dirt Milkdoes the body good.
Good bones love Dirt Milk.
Speaker 2 (17:34):
Love it.
You can see the whole entireinventory of products that they
offer Dirtmilkco, Dirtmilkc-o-w.
That may or may not be the milkof the season.
C-o-w.
Speaker 1 (17:44):
That may or may not be the milk of the season.
If you get redirected toDirtMilk Mu, you have been
absconded by one of our manyknockoff competitors.
Do not be fooled by theDirtMilk Mu brand.
If it doesn't say DirtMilk Cow,it's not corporate strategy
DirtMilk.
Speaker 2 (18:01):
Agreed, I'm going to go have some right now.
Speaker 1 (18:09):
She should really cool me down on a Sunday
afternoon as a refreshing glassof dirt milk.
My favorite part is when thegrits get between my teeth and
it starts to slowly space themout.
So when I put in my retainer atnight, it no longer fits
anymore.
Speaker 2 (18:20):
It's a great sensation.
I leave it in there too.
I think the minerals are goodfor you.
Like leave them in all night.
Yeah, it's so good for you.
Speaker 1 (18:25):
Leave them in all night.
Yeah, it's so good for you.
That's the minerals doing thework.
And again, the governmentdoesn't want you to know this,
but the ingestion of dirt is anold, ancient secret, the same
way that birds eat stones tohelp digest their food, a little
bit of dirt in the gut does thebody great, it's true.
You know, in the olden times weall were in the dirt.
(18:48):
Big building, big concretetrying to take that away from
you.
That's why you got to ingestyour dirt.
Used to be touching it was fine.
These days, the only way to getreal dirt on human contact
drinking it combined with ananonymous source of dairy.
Speaker 2 (19:05):
Maybe dairy, we don't quite know, but it's definitely
, it's called milk and that'sscientific.
Speaker 1 (19:11):
It absolutely is, and we would never recommend a
product that wasn't great foryou and your loved ones.
Speaker 2 (19:17):
Yep 100% agree.
And it's not pasteurized Likethey pasteurize everything.
Now, no need to pasteurizesomething that's so natural.
You know dirt out of the ground, filled in with the seasonal
milk Out of the animal or thenut.
We're not quite sure where themilk is coming from.
Speaker 1 (19:32):
It's seasonal, it could be a seed Seasonal
Seasonal milk.
Speaker 2 (19:39):
Remember that Dirtmilkcom Unpasteurizedcom.
Speaker 1 (19:45):
Now we've hit 20 minutes.
I'm Pastor Rice, I'm PastorRice Dot com.
Well, now we've hit 20 minutes,so I don't feel so bad about it
in the podcast.
Speaker 2 (19:49):
See, this is going to throw everyone for a loop.
They're like wait, wait, wait.
No goof at the front, but goofon the back.
No insult is coming.
Usually you get the sandwich.
Usually you get the goofsandwich.
Speaker 1 (19:57):
This time you only got goof at the end, and you
know we're happy to provide thegoof however it is needed.
I think that does it.
Please look forward to our nextepisode, where we get deeper
into the appreciation language.
Smoke your cigs, drink yourdirt milk.
I'm Bruce, I'm Clark and you'reon mute.
See you next week, dot cow.
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