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00:00:00,000 [Music] Hi and welcome to the Sunday Lunch Project Manager podcast
for the 24th of July 2022. This is your host Nigel Creaser and today we’ve got the second part of my
00:00:24,480 interview with Dr Troy, the Talent Retention Expert. Enjoy! [Music] So this week we are again supported by Tamplo. Tamplo is a online tool that turns meetings into actions
00:00:49,920 and has a number of different features. The video I’m going to talk about today is around the Project and Task Management and the follow-up. Essentially you have a clear dashboard that shows you an
overview of schedule tasks, a little task for late tasks and overview of teams progress.
00:01:07,840 So as you jump into your outlook and be endeavoured by that morass
of email that we get, you create your own daily plan in there or you can as a project manager you may be assigning tasks to people and those
people can look at those have their own daily plans adding in their own
00:01:24,160 specific items they’ve got to do as well as the things allocated to them. The further project management point of view you get a dedicated
dashboard will list the tasks and what people are working on in each project and there’s a load of collaboration capability in there.
00:01:37,120 With a goal again no task left undone, more efficiency and motivation
and clear action plans. So if you want to see what this is all about jump along to tinyurl.com/NigelCreaserTamplo that’s all with NigelCreaserTamplo. Have fun!
00:01:55,840 So what’s been going on with Meelie’s last couple of weeks while I’ve
been nailing some more podcast interviews I’ve said before that it’s been going well and I’m in a position now where I think I have one interview to do which is scheduled and then I’ve got
00:02:21,360 guests interviews rolling all the way through to January 2023 which is
quite flabbergasting to me. I’m kind of thinking I’m seeing people I’m
thinking I’d really like to get them on earlier we’d like to get them in earlier and I’m struggling to find the time to do it now.
00:02:36,320 Not my time at the time it slots on the podcast I still think just letting the podcast between the two episodes is the right thing to do because
they’re quite a long podcast for now so but what I will be doing from September is moving to a weekly show so you’ll be able to get your
00:02:52,480 fix of these geniuses that I keep getting on the show. I’m fortunate to
get on this show every week rather than every fortnight so that’s going
to be great. I’m also starting to do a little bit more of the video and get
the videos up onto YouTube so Dr Troys will be premiering the setting of the
00:03:10,640 YouTube premiere. I don’t know what it means really to be honest but
it’s worth trying isn’t it? And that will be appearing on 31st of July. I’ve
got a few others that are going to be coming out before they’re penny,
pull-ins and Elizabeth Harrens of the two that I’ve got queued up and there’s
00:03:26,000 a few others that I’m going to drop in as well so keep an eye out for
that. That will give you some more. Sometimes it just gives a different input when you’re watching the person as well and if you prefer to
watch that’ll be good. I’m kind of related to that I suppose is I had a comment on the
00:03:43,520 YouTube site where one of my listeners was asking about the video
topics and so that’s part of the reason why I’m kind of thinking I want to get it up on there and they also asked about the PDUs. If you are a
main not of a spotted guy I have a little stamp on my my social media items for
00:04:06,320 the show now that says getting PDUs. With the guys that you’re
listening to on here I’m sure you’ll agree there’s great knowledge, great
education you’re getting there and it can generate contribute to your PDUs if you are a PMI person I’m not sure about other professional
00:04:23,760 qualifications of whether that continuing development stuff helps there as well so check out your ones but remember you can claim for PDUs
listening, reading, listening to podcasts, reading books etc. are part of
that so I’d highlight to everyone. Another comment I got on the podcast and I’ve heard it
00:04:45,120 before a couple of times actually on the YouTube on the round people
highlighting where I stop talking in this bit here and say the podcast
starts from this point and kind of just skip the pre-amble which is fine I understand that some people want to get down to the brass tax and actually understand
00:05:04,720 what’s going on again so I kind of put it out there whether you guys
would find it beneficial if I made a version of the podcast which was the
combined cast just the interview and made that available it’s a little bit more sorting all that but I was thinking of making
00:05:25,520 that a subscription through a Patreon so I’d love to hear from you your
ideas on that with easily that’s a great idea and probably be price a
coffee a month and then all I do is additional tidy enough uploading and get me up onto Patreon for you guys who subscribe so whether you’d want to
00:05:43,600 just audio or video or whatever let me know but then I would also
upload all of the old ones in the same manner so you’ll have that whole
back catalog of just the interviews without me giving all the bits on the
outside so let me know and I’ll consider that and work out where we’re going
00:06:03,120 other stuff that’s going on in mid-age of I was working in a office with other people in a big workshop but it must have been about 20 of us
then quite a lot of people online as well up in Newcastle Pontei so I
travelled up there, stayed in the hotel, came back and so it sounds like
00:06:23,600 something special these days compared to what it used to be before lockdown but I thoroughly enjoyed it I thoroughly enjoyed the whole
experience this week again so getting back into the room getting getting
in there really interacting with other people meeting other people it’s been fantastic so
00:06:39,040 that was a great day really on that side of it so I think in the interests of
gravity I’m coming up to 4.5 when it’s on this it’s easy and I can talk for
England as you know I’ll let you get on with the interview the second part interview with Dr. Troy the talent retention expert so
00:06:58,240 enjoy it I’ll speak to you later go further and talk about like value so value obviously in the way you treat people you know you have trust
and respect but the value of cohesion or the value element of cohesion says
00:07:14,560 that I do meaningful work and what I’m doing matters it makes a difference people want to know that what they’re doing goes beyond
just making a paycheck yeah even though they know they need it for a
paycheck and they might feel like oh gosh this is a job I have to do but imagine what it would be like
00:07:32,320 if that individual felt that that job was meaningful and many times it’s up to the organization to make that job meaningful and oftentimes the reason it’s not meaningful is because they haven’t created it they
haven’t made that available they’ve made it up to the individual to see that oh my job in
00:07:49,680 the assembly line is valuable instead of the leader instead of the
supervisor making sure that that person understands that what you’re doing today how it contributes to somebody else downstream yeah and
how it then continues not only downstream but also outside of the four walls that what
00:08:06,880 you’re doing really truly makes a difference we all seek purpose we want to know that there is value in who we are as human beings and
that is an important aspect of this cohesion concept and then the last is shared neutral commitment and this is where most organizations mess it up
00:08:24,080 the shared neutral commitment is making sure that the employee
understands where their future is first before you ask them to provide some desired outcome because the whole element that supports or the whole leadership concepts that support this elements of belonging value and shared mutual
00:08:45,520 commitment comes from transformative leadership and in
transformation it always comes when the leaders think of others first and then self yeah so what you’re asking or what I’m helping the
organizations do is make sure that they provide a career path for these individuals and make sure that
00:09:04,560 it’s part of the orientation process or part of the acquisition process make sure people know where they are remember they’re coming in I told you 63% of them want growth development and advancement not
all of them want to be the CEO not all of them want to be in charge but they want to
00:09:19,520 know that they have a future because when I know that I have a future I
am no longer in this mode of protection privacy security and threatened
I’m now protecting because if you want people to move further into their
thought process you have to create that opportunity for belonging and self-actualization
00:09:42,640 and it will not happen when people are feeling threatened and so by
understanding where their future is it gives me perspective as to where we are so those are some of the initial things that that I help organizations do and in the book we the first two chapters are dedicated to the
00:10:00,960 leadership because if you’ve heard things I’ve been talking about today
it’s about the mindset of the leader if the leader’s not right it doesn’t
matter what happens after that the second two chapters or the second part of the book is about the culture what do you do to support the culture
00:10:15,600 what do you need to have in place what what is it matter and then the
last two portions or the last two chapters and the third portion of the
book is how do you bring it to life real life examples of things that you
can actually do that will make a difference so that is you know really how I’ve been
00:10:33,680 approaching this conversation of infusing cohesion into organizations focusing around belonging value shared mutual commitment and helping them do the things that are right for them and and really customizing it to that individual company.
00:10:46,960 It makes me because I had I don’t know if you know Guy called Colin D.
Ellis I’ve talked to him he did a book about culture himself a couple of years ago and he talked about the the fact that as a leader you can influence but not control the culture and some people so it’s
00:11:12,080 the meetings will continue until morale improves kind of scenario isn’t it
it’s that you’ve got to make and I love the thing that you’ve talked about
at the time was the fact that you can have a really strong cultural bond between a group of people because once you get to a certain size within the
00:11:35,440 organization you break up into those component parts that have their own identities as you talk about that kind of which I think I read something many years ago about but like when it gets to 120, 150
something like that it can’t it’s harder to see itself as a unit and it breaks into smaller units
00:11:52,720 and then as it grows bigger again you get you get that fracture in you have a small team on a course our bank of desks that’s our team it might fracture and and that that that group can have really strong cohesion I suppose is thing between themselves but it might not be positive for the
00:12:10,720 organization they may die in a ditch for each other to stop something
happening in the organization but the culture is strong because culture
isn’t the is the positive or negative thing is it it’s a it’s about that strong
culture is about that unity of that group whether that’s in the direction of
00:12:31,520 where you want to go or against it it doesn’t really matter and breaking
that down is about the being able to inspire being able to share that
vision being able to include people in that vision or actually what we talk about our resignation is identify the people who are never going to
00:12:49,520 be part of that vision and it might be okay most of those people will
identify themselves so I know the only thing that’s going around and
saying let’s let’s do this because they really identify themselves so part of the responsibility of the leader within the organization is to
00:13:06,960 know that there’s going to be these teams and groups and factions of
the culture but they should be working in harmony so one of the things
that I say is that if you’ve got individuals who say I love my team but hate my company yeah or somebody who says I love my company but hate my team that’s
00:13:20,160 a problem yeah you didn’t need somebody to come in and tell you you
have a problem yeah that should be enough of a clue that you’ve got a problem because there should be congruency in what we’re doing and
why I really focus on cohesion this is the question that people ask me they want to know like
00:13:33,840 well why is it such a big deal about cohesion because cohesion is a
causal phenomenon it’s a cause and effect it’s not correlational there’s a difference in how you treat correlational data and how you treat
causal data yeah yeah yeah yeah yeah yeah no I’m going to ask you to participate in an example
00:13:50,880 I’m going to ask you some questions so there’ll be no harming of Nigel
in the asking of these the words okay so have you experienced a rainy day yes do you always open an umbrella on every rainy day no do you go to the beach yes have you seen umbrellas opened on the beach yes
00:14:11,520 and when you were there and the umbrellas were open was it always
raining no good I can create statistical relationship between umbrellas
and rainy days yeah but I don’t create a cause and effect rainy days do not cause umbrella to be open and umbrellas open do not cause rainy days yeah cohesion
00:14:34,720 is causal it means if you infuse belonging value shared mutual
commitment into your culture of your organization you get performance and the additional byproduct that you get from performance is engagement you get the level of engagement of employee that is helpful active vested and eager
00:14:57,200 and many organizational leaders are looking for these engaged employees but somehow they have been told that they can either observe it or they need to make them happy or satisfied to get engagement but the reality is satisfaction and happiness are correlational to engagement if you want
00:15:20,400 engagement to truly happen in your organization and you really and whether people are happy or not mean it’s up to them it’s you know they’re gonna one moment they’re happy the next moment they’re not
and I keep thinking oh my gosh what a mess that would be if you had to figure it out and my mom used to
00:15:35,520 tell me she says Troy your job is not to make everybody happy just
don’t be the reason they’re unhappy yeah yeah so I get to control that
so I have my responsibility but I’m trying to control and you well that goes back to the comment that you made earlier about the individual saying
00:15:52,080 look I have no I have influential power I don’t have any organizational
power to make the culture work you do with your influence well it’s see
all this stuff is all come it all comes together and it really really focuses
on the mindset of the leader and how that leader is going to infuse this information
00:16:12,000 into the organization and will they truly want a better predictor of
behavior and cohesion is a better predictor of behavior the research
proves it and it’s not just my research you can go out and check three and four decades of research and what fundamental to cohesion is
00:16:29,040 transformative leadership six decades of research those leaders who
subscribe to transformational behaviors that begin with the overarching
concept of focusing on others first and then self in all of that research the individual contributor has never suffered yeah no other organizational
00:16:51,280 leadership study has can make that same claim that is why I become
so passionate about this and why I can be so assertive to individuals to
say build this cohesion into your organization there’s more information
every time you lose an employee in your company it takes up to 50% of their salary
00:17:13,520 to replace them and that’s hardline dollars globally now this is an ever globally so it’s not restricted just to the US it’s global that for
dysfunctional teams organization spend over seven trillion dollars a
year to correct dysfunctional teams where is if they were able to really bring
00:17:35,360 this leadership development into individuals and I remind folks and all of
the leadership that I do my online leadership course that I that I provide
to organizations for them to to make available to their employees I say there’s three things you gotta do you number one gotta be teachable listen if
00:17:52,160 you’re not gonna be teachable then doesn’t really matter my mantra is
you don’t have to know everything it just need to be teachable yeah and
if you can build that into that that concept then already the mind is open
to new ideas and new ways of thinking the second thing is you have to be a
00:18:09,440 leader you know you have to claim leadership even if you may not want
to claim the title maybe you want to be a little more humble about it the
fact is you have to own being a leader because if you answer questions
you direct things you do stuff you’re a leader and the third aspect is this if
00:18:25,360 individuals within an organization would view everything that is done
through the lens of the CEO the lens of that most influential leader within the company imagine what would happen especially when that
leader subscribed to transformational leadership yeah yeah I can see I can see how that
00:18:46,720 that lead you’ve got to have a leader you’re gonna follow and that
leader’s got to care about you and that says yeah it doesn’t and it all the
way down and I know that we’re coming up on time a little bit here but
this is just just thinking for the audience from a project management point of
00:19:03,920 view we are leaders within an organization we’re not leaders who can set that vision there but we can with our projects we can with our
project teams is there is what what do you see see the difference of that layer that middle management but but I think the difference between us and some other
00:19:24,320 sort of line manager organization is we quite often have a transitory
team we’re building new teams we’re having people come in either from
other parts of the area or of the organization sorry or brand new into the
organization who have those less than helpful supervisors previously maybe within
00:19:46,720 the same organization again I say or maybe outside but how do you
create cohesion at that level how do you how do you go about it as a as
a as a project matter because you’ve got a finite amount of time to be
able to get them in there get a pint in the ground get them performing at their best that
00:20:04,800 they can do and given them opportunities so again you take the
framework whether it goes overtop of the entire organization or overtop
of the individual small group that you have with a small team what is the leader doing to create belonging value and shared mutual commitment it’s those
00:20:20,480 activities that you do within the organization so one of the ways to
belong in is collaboration in collaboration there are two things that are
required the first is you look around the room and agree you need each other yeah the second thing is you extend trust you trust these individuals can
00:20:37,440 do the job yeah I’m not asking you to trust like in a toxic social environment where you give your trust and get your heart broken I’m
saying you give trust in an organization that people will be able to do
their job so you create belonging by including people you listen to what people have to say
00:20:53,440 don’t talk so much ask more open ended non-leading questions allow people to have self-discovery when people have self-discovery when
you are talking about value make sure that people are affirmed in the
roles that they have and their identity that is so important we are very good at sometimes
00:21:13,920 either recognizing the role people has or appreciating a person but the
value we get in helping you understand that your job is meaningful is
when we create affirmations by bringing them together when you tell a person that the role that they played was successful and here’s a quality about them
00:21:34,320 that is important to their success of that job that they’re doing now you
have an affirmation so a very simple thing would be like this telling a person that they did a report on time you want to acknowledge them
that they get a report hey Timmy nice job on doing the report but the thing that I
00:21:52,400 love the most about that report was how you went to the detail you
sought the truth you went after the information to make sure that it was
right before you finished it all of a sudden I am now affirmed because
you identified my role which was report doer yeah and you recognized who I was in the
00:22:11,280 contribution I made to completing it and then you don’t become one
side of that value is now well well rounded yeah and then also when I say to Timmy Timmy by the way you doing that report on time that
allowed out Sean that allowed Rachel that allowed Mary Lou to be able to do something else in
00:22:29,840 the organization that wouldn’t have happened had you’ve not done that
on time and you’re creating that whole value that’s and so in that team
you’re still doing it in a microcosmic way as well as you might be doing
it from an enterprise wise yeah and then realistically talking about shared
00:22:46,240 neutral commitments you don’t go to Timmy and now Sean and Rachel
and all of them and you start to say hey here’s your task here’s your job simply because we have a paycheck you should be doing it you should
be aligning their goals with the organizational goals and if you did a good job of
00:23:01,520 acquiring them you already know that they adopt the values of the organization so you speak to those values of the organization and
here’s what the organization will do for you and then in turn you’ve now
set it up for them to do what’s needed for them and it just those are just really some of the
00:23:18,080 very very simple things but the one part that I will conclude with so we’ll wrap up our session for this is I would want to be able to give the
leaders and the listeners are three things that they can do in their company to help them see how how much cohesion they may have the first thing is
00:23:36,960 greetings who does the greetings how do the greetings happen what do
people say in greetings are they just sort of one of those greetings is
like hello how are you or is it a little bit more interest in who you are as a person do they take some difference in that and I’ll tell you why greetings are
00:23:54,080 important when I worked with I had an opportunity to work with some of
the leaders at in Prague at Duke manufacturing and one of the things that the leaders told us when we met with them was that their employees absolutely on every survey talked about how important it was that the leadership of the
00:24:13,680 company actually cared about the employees and would stop and ask them questions would get involved in things that they would do they
didn’t even care that they didn’t know their names they didn’t care they didn’t know how many dogs they have with children and what the next celebration was it was the
00:24:29,040 fact that they got involved to ask them questions about what was
happening in their lives what were they doing allowing them to reinvent
that the second thing that leaders should do is listen for laughter it’s not
the har har har slap your knee laughter it’s the is there is there a calmness is there a sense of
00:24:46,880 camaraderie is it tense is it burning desires is there a lot of action or people you know maybe their voices are raised you know they’re
they’re very excitable about things that can tell you might have stress or
burnout in your organization and so you’re not really giving individuals an
00:25:04,320 opportunity to fully express and feel the value that they should have or
that belonging and then the last area is the affirmations I spoke about that before what are people saying about other people in the organization is it only the leaders complementing do the employees complement others do they
00:25:22,880 do cross departmental affirmations and acknowledgments or is it all just
self contained within it do people only want to talk about the things that
they do where they talk about the successes of others that will give you a very good idea right off the bat whether you have a problem with cohesion in
00:25:41,840 your organization or not and if you do have a problem you want to call
me excellent dr. trot is fantastic on all three of those points have got
more probably another half an hour’s conversation on there and this it’s
love to carry on the conversation I’m sure we will online and things like that and I’m
00:26:01,920 sure that the listeners will want to as well if people want to get in touch
with you find out more about cohesion culture what do they do what do
they do well it’s really simple it’s dr. troy hall dr. troy hall and you can
find me on many social media platforms under that or you can go to dr
00:26:22,320 troy hall.com and then you can connect with me there so you can send
a message to me I’ll respond to you I’ll get back to you will will will
communicate somehow some way and it’ll it’ll work out if you want to
get my book you can go to amazon in order to book directly at amazon I also have a special
00:26:41,120 offer for your listeners I have a free book is simply pay for the shipping
if so they go to cohesion book dot com so they go to cohesion book dot com and they can take advantage of the free book and only pay the
shipping all right cool I will put all that detail in the in the show notes when it goes out there
00:26:59,920 and brilliant finally all I have to say dr. troy thank you very much for
coming on the show it’s been fascinating it’s sparked off a few ideas of
things that I’ve been doing a laughter one I’ve got to give this anecdote I
had my team at a training session the other day not training session at a first
00:27:19,520 time together session but they were doing some work through stuff I
went to wander off to take a phone call and from 50 yards away in the
office I could hear laughter coming from the meeting room where they were and I was delighted because the main reason for that meeting was to get them together
00:27:33,280 and get them to know each other and build some build some cohesion
in that team and so I really resonates me with that so yes so thank you
so much for coming on the show and I’m sure it’ll resonate with a lot of
other people and have a fantastic rest of your day well thank you and unwelcome to
00:27:50,640 come back at any time you know so if you want to do another version of
this or maybe you might want to have a dinner conversation I’m open to
that since I’ve now was here for lunch yeah I’ll be there for dinner
brilliant super thank you dr. troy and look at yourself thank you cheers there bye
00:28:06,400 well I hope you enjoyed that interview with dr. troy ages to jump along
check out some more info in his website and if you want to grab hold of
his book pop along to NigelCrisso.com search for the shop and in there
there will be a link to his book so pop along gives us me a little kickback
00:28:31,600 which would be fab so all of them these will need to see is how great
that cheers there bye wow you made it this far I’m guessing that you
enjoyed the show if you have or maybe we’ve just left it plain and the background I forgot it was on but if you did enjoy it and
00:28:54,880 you’re inclined to I’d be delighted if you could share your show with your
colleagues it’s a discoverability with podcasts is quite difficult especially
with a niche one like this but sharing with your colleagues and then a matter of chance to listen to these fantastic guests
00:29:08,480 would be brilliant if you’ve got time a review on whatever platform you
listen to it on would be great too especially if it’s a five-star one of again that makes it easier for people to discover the show when they’re searching I know because collets raised up the old search
00:29:26,240 and you know optimization on all the different tools if you are feeling flush I have a couple of ways you could contribute one is Patreon Patreon/SundayLunch.PM and you can donate some money to the to the podcast that way or you can jump along to my my website NigelCrisso.com
00:29:49,280 www.nigelcrisso.com and click on the link to the shop and in there
you’ve got all my books that I’ve created in the very different guys in a number of different ways you can grab a copy of those and then the
bottom I’ve got the my guests books so everyone who’s been on here if they’ve
00:30:06,880 had a book I’ve got a link to their their their book in there and Amazon give me a little bit back for when someone buys from them but more
importantly if you come back next time and listen I’ll be delighted so I’ll leave you alone and let you get on with your day now thank you bye
00:30:24,880 well it’s goodbye from me Nigel Crisso and it’s goodbye from him the Sunday Lunch PM goodbye so what’s been going on with me these last
couple of weeks while I’ve been nailing some more podcast interviews
I’ve said before that’s been going well and I’m in a position now where I think I have
00:30:59,120 one interview to do which is scheduled and then I’ve got guests
interviews rolling all the way through to January 2023 which is quite a
plab of casting to me I’m kind of thinking I’m seeing people I’m thinking
I’d really like to get them on earlier we’d like to get them in earlier and
00:31:16,080 I’m struggling to find the time to do it now not my time at the time it slots on the podcast I still think splitting the podcast between the two
episodes is the right thing to do because they’re quite long podcasts for
now so but what I will be doing from September is moving to a weekly show so you’ll
00:31:33,200 be able to get your fix of these geniuses that I keep getting on the show
uh fortunate to get on this show every week rather than every fortnight
so that’s going to be great I’m also starting to do a little bit more of the video and get the videos up onto YouTube so Dr Troys will be premiering
00:31:50,400 the setting of the YouTube premiere I don’t know what it means really to
be honest but it’s worth trice know and that will be appearing on 31st of
July I’ve got a few others that are going to be coming out before they’re penny, pullings and Elizabeth herons are the two that I’ve got
00:32:06,720 queued up and there’s a few others I’m going to drop in as well so keep
an eye out for that that will give you some more sometimes it just gives
a different input when you’re watching the person as well and if you
prefer to watch that’d be good. I kind of related to that I suppose is I had a
00:32:23,520 comment on the the YouTube site where one of my listeners was asking about video topics and so that’s part of the reason why I’m kind of thinking I want to get it up on there and they also asked about the
PDUs and if you are a main out of spotted I have a little stamp on my my social media items for
00:32:47,760 the show now that says get your PDUs with the guys that you’re
listening to on here I’m sure you’ll agree there’s great knowledge great
education you’re getting in there and it can generate contribute to your PDUs if you are a PMI person I’m not sure about other professionals
00:33:06,480 qualifications and whether that continuing development stuff helps there as well so check out your ones but remember you can claim for PDUs
listening reading listening to podcasts reading books etc are part of that
so I’d highlight to everyone another comment I got on the podcast and I’ve heard
00:33:26,480 it before a couple of times actually on the YouTube on the round people
highlighting where I stopped talking in this bit here and say the podcast
starts from this point and kind of to skip the pre-amble which is fine understand that some people want to get down to the the brass
00:33:44,640 tax and actually understand what’s going on and getting so I kind of put
it out there whether you guys would find it beneficial if I made a version
of the podcast which was the combined podcast just the interview and
made that available it’s a little bit more sorting all that but I was
00:34:06,320 thinking of making that a subscription through patreon so I’d love to
hear from you your ideas on that with you think that’s a great idea and
probably be price a coffee a month and then all I do is add additional
them tidy enough uploading and get it up onto patreon for you guys who subscribe so
00:34:24,160 whether you’d want to just audio or video or whatever let me know but then I would also upload all of the old ones in the same manner so
you’ll have that whole back catalog of just the interviews without me
giving all the bits on the outside so let me know and I’ll consider that and work out where we’re going
00:34:46,960 other stuff that’s going on in midday job I was working in a office with other people in a big workshop which must have been about 20 of us
then quite a lot of people online as well up in Newcastle Ponta so I
travelled up there staying in the hotel I came back and so it sounds like something special
00:35:05,760 these days compared to when it used to be before lockdown but I
thoroughly enjoyed it I thoroughly enjoyed the whole experience this
week again so getting back into the room getting getting in there really
interacting with other people meeting other people has been fantastic so that was a great
00:35:22,960 day really on that side of it so I think in the interests of brevity I’m
coming up to 4.5 when it’s on this it’s easy and I can talk to England as
you know I’ll let you get on with the interview the second part of the interview with Dr. Troy the talent retention expert so enjoy
00:35:40,000 enough speech today.