Hi. I’m Lynne Brodie, Strategic Visionary, Business Intuitive and Flow Zone expert, helping you get into your flow state so that you’re firing on all cylinders all the time, tapping into your inner authority, and catapulting yourself to the best that you could be. People wonder what that means. And while I talked about it in a couple of the other videos, sometimes you don’t watch all of them, even though they’re a series and they’re building on each other. You can look at my LinkedIn page to look at some of the other ones or you can go to my YouTube channel, Lynne Brodie International.
But what that means in being in your flow state is that what most people don’t realize is that in your conscious processing you have access to 120 bits of information. You use 60 to speak and 60 to listen, so you max out your bandwidth of 120 bits of information in conversation. But in your subconscious processing, you have access to millions of bits of information. It’s where you multiply your intelligence, where all of your creativity, your innovation lies, and much, much more, all your answers that you’re looking for, really. Most people are looking for the answers outside of themselves, and you were born with many of the answers inside of you. So I help you tap into that to find out exactly what those are.
Now, in the last videos in the series, we started to talk about changing your model to conscious capitalism to be able to survive in the years and the decades that come as the ever-changing workforce and the generational gap of the Millennials and the Gen-Z and what they’re looking for. Because there was a Gallup study done that only 15% of employee engagement worldwide exists today. That’s an astoundingly low figure. 15% worldwide of all employees engaged in their role, in their job, in what it is that they do in your company. It’s mostly because they’re unfulfilled, and we’re going to talk about why.
The other videos in the series we talked about the changing model, what the model is that needs to change to be the model of today and going forward, which is really a model of conscious capitalism that provides social impact, and doing good in the world, and how I help companies and entrepreneurs invent new products and services that simultaneously support and serve, serve your clients, support your employees, and solve world problems. But today, we’re going to focus in on the employees in the series and give them what they’re looking for in the model. It’s something I call the VESTPAR keys.
And of course like any good key and acronym, each of the letters stand for something of what it is that Millennials and Gen-Z are looking for so they choose to work for you and that they’re engaged in working for you. It’s not just about who pays them the most amount of money, like the boomers did. I mean, of course, the Boomers, we looked for companies that we wanted to work for. But at times, it was just a job, and it was just someplace we were going that was paying money and was providing employee benefits. But not the Millennials and the Gen-Z’s. So you need to get up to speed on the model that you need to have, which conscious capitalism is the model for and the balanced model of business in between capitalism and socialism. It’s doing business for good, and it’s a way that you’ll survive so the activists don’t come for you.
The VESTPAR key, let’s get back to that. I can get off on tangents sometimes. Sorry about that. Because there’s so much information to share, and I want to make sure that you get it all. The VESTPAR keys. V is for Value. It’s for what is your company brand? What do you stand for? Who are you really? And then there’s E for Ethics. How do you do business with everyone involved in the ecosystem and all of your stakeholders, with your clients, with your employees, with your vendors? What does the marketplace think you are? Who are you? Do you know? It’s important to care.
The next is Servancy, Leadership Servancy. The term is thrown around a lot, but I’m wondering if a lot of people even know what that means. What it means is actual leaders who support their teams through empowerment. So when your employee comes to you with a problem, do you just tell them what to do? That’s the old approach. That’s what’s called command control. It’s the old approach of just telling them what to do. And that’s easier, I agree, because it’s quick. It just gets them out of your office, sends them on their way. But you’re not teaching them how to actually solve the problem the next time. So actually, you’re not making things easier for you at all. You’re just extenuating the problem, and you’re making it continue instead of empowering them. You should be asking them …
We’ll talk in further videos about empowerment, because I’m an ICF credential coach also. But in empowering them, you really want to ask them when they come in with a problem what is their solution. What do they think? How do they think it should be handled? You’ll find out, amazingly, that it shifts everything in the conversation because you’re caring about who they are, and what they think, and what they bring to the table, the whole reason you hired them to begin with.
The next is Trust. Something that I have always thought back in the days when I was doing global sales was building relationships with clients. Because at a very base level with human beings when we first meet each other, in our subconscious processing we’re kind of wondering very fast this is going on behind the scenes for all of us. We’re wondering, and we’re saying, “I’m thinking to myself. Can I trust me with you?” And you’re thinking, “Can I trust me with her,” or him, whoever it is that you’re speaking with. So, trust is huge. Your clients want to be able to trust doing business with you also.
I’ve always said that trust is the single hardest thing to repair once it’s been broken in your personal life or your business life. And most times it can’t be repaired because people are always going to second-guess you. People then are always going to wonder when the other shoe is going to drop. They want to be able to trust you with them. Clients want to be able to trust you with their career so that their bosses and their management doesn’t wonder, “Are you not a good decision maker? Can you not read people? You’ve just invested a great deal of money of our company, and now this is something that is not going to pan out.” So very quick, the subconscious processing that goes on. Can I trust you with me? Can I trust you with me? And they’re wondering, and they’re looking for you to prove yourself in that process of whether they can or not.
The next thing is personal Power. Are you standing in your personal power? Do you know what the seat of your personal power is, where it is, how to get there, how to attain it? Are you confident in your inner authority? These are all things that I work with, with clients also in different phases of business.
But the next part is in the VESTPAR keys, and we’re getting to the end, is the A for Acknowledgement. It is what I talked about a little earlier and acknowledging your employees, acknowledging who they are, what they’re about, what’s unique about them beyond certain skills of the hard skills that you hired them for. Do you know who they are as a person? Have you ever asked them?
One of the things that I recommend to leaders is take people out to lunch. Take your team out to lunch. Take a couple people out at a time. If you have multiple cities, take different people out in different cities to lunch a couple at a time and start a conversation. It’s really easy. Things like, “I’m going on vacation, and I just scheduled this place to go to because, for me, I love to travel. I love learning about other cultures, their architecture, the people, their food, their traditions.” That’s something they can learn about you. And then ask them. Where do you like to go? How do you like to spend your vacation? Or talk about if you have a dog, or a cat, or some sort of pet, and what it is and why, what the pet means to the family. And ask them if they have a pet. It’s the simplest things, really, to get to know somebody personally and start to ask them about them so that they know you’re invested in them as a person and not only the skills that you bring.
I don’t mean prying, and being personal, and getting very personal with people. Asking about what they like to do on their vacation and why or about a family pet are generic enough and safe topics. Think about other safe topics. You’ll find out that they’re opening up and that they’re asking or asking about their children, if they have children, how old their children are, talking about your children, different things. It begins to build a relationship on a whole different level, and it makes them like you. It makes them want to be engaged because you care about them.
The last VESTPAR key for the R is respect. It also shows a certain level of respect to them for who they are as an individual. And when you’re asking, and empowering them, and asking about them of their solutions, you’re also letting them know that you respect their value, and for who they are, and what they bring to the table. But here’s the really important part, is that you’re powering what’s inside of them. When you power what’s inside of them, it lets them tap into who they are, their inner genius, their genius zone, and give back so much more. In your internal team meetings, you can have each person present and be in charge of presenting a topic at one of the meetings so that they can be leading the meeting also. They can be offering what they think.
Or if you ask in your meetings for people’s solutions, people’s ideas, don’t just come forth with yours as a leader because then that’s more of a push versus a pull model in pulling them in, in bringing them in and engaging them. And see whose solution is the best or let everyone in the group vote whose solution is the best. Then, let that person own the solution and the project. That’s another way of helping you to take some things off your plate as well and getting everyone engaged. They’re happy to be engaged, happy to be acknowledged for who they are, respected for what it is they can bring to the table.
That’s my tip on employee engagement in this week’s, or today’s video. We’re going to continue, so please keep watching. You can look at some of the other ones in my LinkedIn page or I think they’ll probably be on my blog page, on my website at lynnebrodue.com. You could also find them on my YouTube channel by looking for Lynne Brodie International. They’ll get posted on my YouTube channel.
If you want to work with me to have me help you change your culture and your company’s culture, your team culture, to one of conscious capitalism, and the coach approach, and empowering your people, and get you into the flow zone and flow state so that you can fire on all cylinders all the time and multiply your intelligence, multiply productivity of your team and learning, then you can contact me and call me directly at (707) 867-1157 or email me at Lynne@lynnebrodie.com.
Thanks for listening and watching. Have a great day. Stay tuned for some of the next videos in the series.
World-renowned Strategic Visionary, Business Intuitive and Professional Alchemist Lynne Brodie unlocks your full brain access in as little as 60 minutes and without mind altering substances or psychoactive drugs. All services are customized to meet the needs of you and your team. They are specifically designed for disrupters, change agents, and top leaders in Fortune 500, Fortune 1000 companies and beyond. Working with Lynne is known to enhance personal impact and stage presence, activate accelerated brain power to access innovative ideas, and bring profits up (one client experienced a $1.4 million dollar increase in sales). https://lynnebrodie.com/