Taking Care Of People First

Corey Earl 0:00

And if you take care of your people, the processes, the products, the goals, the revenue, the growth, all of those things I think will fall into place. And none of those things will fall into place if you don't take care of your people and empower them.

Wendy Roop 0:19

So welcome back to Culture as an inside job, everybody. Today, uh Scott and I are loaning it when with our guest, right? Like Karen unfortunately got stuck in some uh some travel issues, so she won't join us, but we have our friend Corey Earl here with us today. So welcome, Corey.

Corey Earl 0:40

Thank you very much, Wendy. It's a pleasure to be with you guys today.

Wendy Roop 0:43

Yeah. So Corey is the uh how do you say this, president and publisher?

Corey Earl 0:49

That is correct, you nailed it.

Wendy Roop 0:51

All right, awesome of the uh Dayton Business Journal. And we are just so blessed to have the Dayton Business Journal in our area. And Scott and I both um have known Corey for a while and have uh had the opportunity to work with him in some different ways. And so um we're just excited to have you on with us today.

Corey Earl 1:09

As I'm honored, appreciate it.

Wendy Roop 1:11

So I think I just want to kick us off, um, Corey, by asking you just

Why Culture Must Be Intentional

Wendy Roop 1:19

jump right in, right? This is culture as an inside job. So what have you learned about culture over the years? Like what is the I guess when I say that, I mean you personally, like when you, you know, going through and working in the different jobs that you've had, like when you started out initially and then where you are today, maybe take us through that journey a little bit.

Corey Earl 1:51

Um, so I would I would probably separate those and answer kind of the culture piece, um, and then maybe I can step back and talk about kind of career journey um a little bit. I think I think the the major insight um with culture is that um you have to be intentional about it. Um I'm gonna bounce around a little bit, but uh you know, I think the intentionality around it because you have a culture whether you know it or not, and a culture is created. And so if you're not very intentional about creating that culture or understanding where your culture is and where it can improve, because we can always improve. Um, and at the same time, the balance is giving yourself and your team uh grace around the intentionality of that culture and that it won't be exactly what you want it to be when you want it to be um right away. Yeah, it's a it's a gradual evolution, and the role you play in the culture um is important as well in terms of um that I think can change over time. You can be a little bit more um active in it, and at the same time you can step back and kind of um lean on others uh to kind of build it as well and almost get out of the way um a little bit. And I've had to learn that uh over time. And there's you know, there's a time and a place for all of that.

Wendy Roop 3:26

Yeah, love that. Scott, what comes up for you as you hear what Corey is saying or next best question?

Scott McGohan 3:33

I think that's a good question. Yeah, I think when we're you know, I'm I'm curious too. I mean, when we're younger, we have an idea of what our culture inside of our organization should be. Uh and well, I I I I say we, let me just say me, I. Because I'll just say when I was younger, I was pretty self-centered, right? So it was all about me, uh, and it was less about um others and less about the organization. And it took me a while to figure that out, you know, to figure out that it was about it was about others. Uh and so I'm you know, I'm I'm just kind of curious if if you had to look back and say someone that you worked for that that that taught you uh the importance of culture, like that that saw it, that saw it wider than than than maybe you could ever see it. Like who would that who would that person be?

A Leader Who Listens And Acts

Corey Earl 4:35

Wow. That's a really good question. I think I think I've been shaped by multiple uh people, several people. Um one that one in particular uh that comes to mind, um, and you guys you know would have no idea who this is uh unless you look them up, but um I I took a brief hiatus from the DBJ, um uh left as an account executive, senior account executive, and worked at um an advertising agency for a little while. And then I came back, um, and I came back as advertising director. Don Baker had uh reached out to me and said, you know, would you be interested in this and would you come on board? And it was his first big thing, so I didn't want to let him down, but I also was excited about the opportunity. But at that time, we had a VP um over our markets, our executive vice president at the time, uh Alex Orfinger. And Alex is uh uh settled back in as publisher at the Washington Business Journal. Um, and what I learned from Alex was uh he was an intent listener. Um I felt heard around him. Um and uh he really empowered me to come back in the way that that um that worked best for where we were at that time uh and really made me feel good about rejoining the organization. Um you know, looking back as well, every organization has its evolution, right? And I'd be lying if I said that uh when I left, I didn't leave because I was um because you know, a pathway wasn't clear and and some things, you know, needed to fall into place or some things needed to change. Um and he heard me loud and clear. Uh, and it took about two and a half, uh almost three years um coming back. But he's probably someone who I would say organization-wide and really intently listening to your people and then taking action, showing them that they've been heard, um is someone who's made a big impact kind of for that for me.

Scott McGohan 7:04

That's pretty deep. So he did he did he so sometimes those of us in sales, we listen, but we don't act. So it sounds like he listened and he acted. Okay.

Corey Earl 7:16

Well, I think also, right, listening versus being heard, or however you want to say that, right? And I have this conversation with uh my kids and my wife and I have the conversation all the time too, because it's all about communication, right? And um, sometimes we are listening, but are we are are we really listening? Are we really hearing what is being said, or are we listening to respond? And oftentimes we all fall into that trap, right? Um, and so just the intentionality around uh what I had kind of shared at the time um and where the organization had evolved, um, and then coming back and kind of um full circle, kind of closing the loop on that and making sure uh that the organization was at a place where um I could plug back in and then I could contribute and now actually have a um a meaningful touch as to where our culture would grow kind of from there, right? You mentioned early in your career, kind of you know, self-centered, all of us are kind of thinking about ourselves and we fall into that trap, whether you're young or older. Um, I'd like to think we get a little more wise over the years. Um, but you know, it's very different being an individual contributor uh versus being kind of a manager um or a leader, but at the same time, I don't want someone to feel like you can't be a leader if you are an individual contributor because leadership is leading by example, it's not role, it's not title. Um uh so yeah.

Defining A Culture Of Excellence

Wendy Roop 8:56

I love that. Yeah. Um so you said something um when I was like doing my little research about you, you know, in when you were describing your role.

Corey Earl 9:10

This can be dangerous.

Wendy Roop 9:11

I know. I won't say all of it, but the part that I'm curious about is you said, you know, of course, where you're you know responsible for audience growth, community outreach, engagement. And then it says, and building a culture of excellence. So tell us and our listeners more about, right? Because you just said some of that, I'm sure, but like tell us more about what that means to you. How do you define a culture of excellence?

Corey Earl 9:39

That is a great question. Um and what I try to do is I try to distill things down into simplifying them because I can be an overthinker and overanalyze, and you know, you can always add layers and levels. If if I were to distill it down, a culture of excellence is simply empowering your team to reach their excellence, to be as excellent as they want to be and can be. Um, and if you take care of your people, the processes, the products, the goals, the revenue, the growth, all of those things I think will fall into place. Um, and none of those things will fall into place um if you don't take care of your people and empower them.

Trust Versus Micromanagement

Wendy Roop 10:40

And I've heard you say that a couple of times, um, Corey. And so obviously when I hear someone repeat something, I know that mean it's important to them. And so that whole empowerment piece. So tell us um the difference between when you see a team or an individual, what have you, right, that's empowered by a leader versus when they're not empowered by a leader. Like what do you notice in them?

Corey Earl 11:14

Communication? Um there's really strong two-way communication and no surprises. Um and along with that comes trust. Um, does my leader, does my boss, if you will, does my manager um believe I'm capable of doing this? And are they coaching me in a way that I will respond to because we have built that trust? And on the flip side, I would say those pieces, parts of them might be there, right? Um we've been there in the past as well and continue to evolve. Um, but I think that if you you cannot challenge a team member, you can't help them think differently. Um, if you first don't have that trust and belief and conviction, and I've got your back and you've got mine, and we're communicating um frequently and honestly with each other. If that is not there, uh I think the team does not feel empowered, and I think they feel like uh the flip side can be that a leader is more critical um or micromanage-y. Um, and there's a difference between management and micromanagement, right? Um but it's all about actually, I have kind of a little quote here. Um, Maya Angelo, it's I've learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.

Wendy Roop 13:13

That's right.

Corey Earl 13:15

And credit to my wife for uh for getting me that and uh always a great reminder to have uh on my desk as well while we're having these types of conversations.

Wendy Roop 13:25

Yeah. Thanks for that. Scott, what's coming up for you?

Leadership At Home And Work

Scott McGohan 13:29

You know, what's interesting is I'm looking at the picture behind you, your family. And then there's there's part of me that thinks, like, man, you're you're like ganged up on with four females in your family.

Corey Earl 13:42

I learned a lot from them. But yes.

Scott McGohan 13:45

But then also, you know, if you think about so you've got what now what are the what what are the ages of your girls?

Corey Earl 13:51

Thanks for asking. Uh so we've got three um redhead firecrackers. Uh my oldest is uh 16. Um, she will be a sophomore uh next, or I'm sorry, she will be, yes, yeah, no, no, no, a junior next year. Wow, it's happening fast. A junior next year. Yes, I was thinking about my freshman who will now be a sophomore. So my 15-year-old. Um, so that's Evelyn is our 16-year-old, Lily is our 15-year-old, um, and then our youngest is moving into fifth grade next year, Rory. Um, and uh I will say, you know, I follow Emily's lead on a lot. Luckily, you know, they got her looks and smarts. Um, and so I continue to, you know, learn from Emily and learn from them. Um, but there's no doubt that that's taken uh um some learning as well. I grew up with uh three other brothers. So uh my poor mom had four boys, and um yeah, there's a whole lot of estrogen going on uh around the house. Um and uh in in in different ways I need uh I need to be what they need me to be at different times.

Wendy Roop 15:10

Yeah, and I've met your wife Emily, she's pretty amazing too, yeah.

Corey Earl 15:15

Kind of partial to her, appreciate that.

Scott McGohan 15:17

No, I just think about even generationally, right? So you're dealing with at least well, three generations. So you've got your wife, right? And then the two that are pretty close, but then the one that's not. So, you know, you talk about leadership as a father, as a husband, and then generationally, you know, how they grew up. Uh you're talking about being a leader at, you know, at at you know, at the DBJ, right? Uh and you know, you've got kind of a title and so forth, but when you go home, sometimes your title doesn't mean anything.

Corey Earl 15:53

Oh no, man. No. And it's uh Scott, you're bringing up a great point because um again, leadership is not just an organization or a role, it's how you conduct yourself in a daily manner.

Wendy Roop 16:05

That's right.

Corey Earl 16:06

You know, someone is always watching, and you know, you take that into account not in a bad way, not in a oh, they're you know, creeping on me way or spying, but it's like, no, you know, what you do matters and how you show up in the world matters, and it's not always going to be perfect, um, but it does need to be intentional. And like I said though, it can't always be perfect too. So on those days, I tell my girls this a lot, and Emily and I have this kind of conversation a lot, um, because I screw up all the time, right? Uh I'm very vulnerable with that. Um, and uh, you know, there are always there are there are tough days, there are good days, there are tough moments, good moments. Um and often you can't change obviously what has happened, but you can change how you react or respond to it, whether it's happened to you or whether you created it. And

Shame Spirals And The Next Best Thing

Corey Earl 17:12

um, you know, a quote I like to go back to is you know, focus on the next best thing. So you screw up, you screw up at work, or you screw up with your daughter, or there's a miscommunication with your wife. Um, you know, I used to and still sometimes fall into what I would call a shame spiral. And a shame spiral is you just beat yourself up, you could have done better, you mess this up again, you know. Um, all of those voices inside of your head, that imposter syndrome, whatever it might be, and some of it very valid. You need to look at it and say, Yes, I need to make a change. Um, at the same time, you give yourself grace and you say, All right, I can't fester on that, I can't focus on that. What is the next best thing that I can do? Um, and I try to I try to instill that in our girls as well and support Emily as well. Um, because a lot of us are, you know, we're in our head. And uh I think Scott, you have a quote about you know, being in your head. I don't want to steal your thunder on that.

Wendy Roop 18:23

Yeah, go ahead and those who haven't heard it, Scott's on our uh our listeners, share what that is.

Scott McGohan 18:29

Oh, your brain's like a bad neighborhood and you shouldn't be there alone.

Corey Earl 18:33

Yeah, that's what it is. That's what it is. That's right.

Wendy Roop 18:36

I'm so glad we went down this path because talking about, you know, Scott bringing up your family. Um because it's so relatable, right? Leadership is about it's holistic. Like we get the opportunity to lean into creating a healthy culture both at home and at work and so forth. And you know, Corey, I had the opportunity to work with you and your team out at your leadership team at Aileron. And I think that, you know, and I found that with so many groups that you know, when you talk about leadership and you get together, it's so like it's gotta be about business, it's gotta be about right, but so quickly, especially when you know, we're talking about conscious leadership and you know, that deeper level of work, pretty quickly, you know, people start talking about mostly personal stuff and how it affects. So I'm just curious, not that you know, whatever you want to share, but like for those younger people too who are listening, again, it could be older or younger, but especially those younger people who maybe are in their careers, maybe they have young families, right, and they're trying to just grow as a leader. Um what what advice or what would you say to them about the importance of um you know leadership in general because of how it affects you at home? And the the importance of having that deeper level of self-awareness and growing as a leader, right? You might think, oh, business, business, but really the impact it has at home for you.

Discipline Equals Freedom For Leaders

Wendy Roop 20:27

What would you say?

Corey Earl 20:31

Trying to be thoughtful of that, kind of organize my thoughts here, because that's a really these are all really great questions. Um and I want to provide value to the audience uh and really think through this. So I would say again, if you distill it down um in in the in the filter of leadership, or we can even just take leadership and set it to the side and just say as a person. Um I think you know, there's things you can control and things that you can't control. So, first of all, being aware enough of what you can control versus what you can't control, because many times we will focus on things we can't control and we will let that um take up the majority of our time, quite frankly. Um worrying, right? Like worrying is like a rocking chair, uh, it gives you something to do, but you don't get anywhere.

Wendy Roop 21:33

Yeah, that's so true.

Corey Earl 21:35

Um so I think what you can control and what you can't, and part of that is the discipline. So figure out what you can control and then be disciplined enough in your life in those areas. Um, and and you know, I go back to again, I kind of think in quotes, and and this is what resonates in my mind, but discipline equals freedom. That can mean act on the sales side and an organization business metrics, that can mean um, you know, uh activity, behavior, whatever you're doing. And as long as you do those things, you can't control the outcome and you feel good about it. So take that into your personal life. What are you doing to make sure you're showing up in the best way possible? So, advice to you know, young professionals or anyone, quite frankly, who is just looking to grow, because I would categorize myself as that I am uh 41 years old in this role, um, and I am you'll see in my LinkedIn, I am a lifelong student and leader. And so I won't ever be afraid to lead by example, regardless of what role, what position, where where I'm at in the world, if I'm on a playground and I see something happening that's going wrong uh with two adults, I'm more than likely gonna step in. Um, and maybe I shouldn't, but that's just how I am. And so, you know, just to kind of facilitate that. And on the flip side, you know, I think um uh personally, again, how you show up matters and leading by example. And so um find that those three to five things that you know make you the best you so I'll give an example as well. My wife and I talk about this all the time. Uh this past weekend, as an example, she was like, Hey, you know, um, I'm out, it would be great if you would, you know, go to the gym. And what she means by that is you feel a ton better and you show up better when you go to the gym. You show up more patient around the kids, you're more focused, you have more energy, um, and all these things. So we encourage each other to do that. So, you know, for me, um I think I look at how do you take care of your body, how do you take care of your mind, how do you take care of your family? Um, but you can't pour from an empty cup.

Wendy Roop 24:14

Mm-hmm. Mm-hmm. Yeah, like what I heard in in all of that, and it was so good, Coreia. And it's I so appreciate you sharing. It's you know, it is that holistic view, and that leadership, again, isn't just at at work and anything that you learn, like if you have the opportunity and you're working for an organization where you're learning about leadership, apply that at home, right? It's only going to be able to help you at home. So yeah. Scott, what comes up for you? Oh, go ahead,

When Team Growth Gets Personal

Wendy Roop 24:44

Corey.

Corey Earl 24:44

Oh, I'm sorry, echoing those comments real quick, because I want to give you a shout out and and aileron as well, Wendy. You know, it was, I think two years ago probably that we went through that process. Um, and it was incredible. It was life-changing. I could see, you know, my team not only showing up at work, but showing up as their more authentic selves and really bringing up those challenging conversations, whether it's with a spouse or someone in their life or whatever it might be, and we're there to kind of talk about business and growth and you know, leadership and um uh, you know, like you said, conscious uh leadership, but at the same time, most of our conversations were personal. And I don't know another time that I've had personal conversations at that level with our team outside of the work environment. And it allowed us to have more meaningful conversations um at work and really hear each other and really challenge each other as well, knowing that we had that foundation of trust and that we're all continuing to grow. So I just wanted to shout out and what Joni and the rest of the team is doing over there and um how lucky we were to have you as our first facilitator uh going through that. It's just been incredible. So I'm super excited also to be on this podcast and kind of see your world uh evolving and um I'm excited too that we get to remain in touch because you know everything runs its course a little bit and and uh we're still engaged with Aileron, but our time you know with you there um has come to a um uh complete, but now you're kind of evolving into this and and some of these other things. So I'm super excited to still be in your orbit anyway.

Wendy Roop 26:40

Corey, it was it's and and I think and I know Joni would say the same thing about this, so I'm gonna I'm gonna say it too, right? Um, you know, my job was to hold the space a safe space for you guys, which is super important to me, but you all did the work. Like that's that's why you've experienced what you experienced because you are willing to be transparent and vulnerable and do the work. So thank you. Scott, what's coming up for you?

Asking Kids What They Need

Scott McGohan 27:06

Oh, you know, one of the things you said, Corey, and I heard this a while ago, and it said if you want an easy life, it comes with hard choices. And if you want a hard life, it comes with easy choices.

Wendy Roop 27:21

It comes like out.

Scott McGohan 27:24

Because you know, growing up, I I'm not and my son's on here, and I'm gonna say this and it kind of hurts, but I think I was a better leader than I was a dad. And and I I say that because when I was at work, I had metrics. Like I could tell, like, hey, were we growing and was the revenue growing? Were was our footprint growing? Was and uh uh I got affirmation that was that was coming. The the applause was louder, and there's just a lot of there's a and that's pretty messed up early on too. So that that plays a role. But I'm uh it and and I think in my generation I grew up too, where people they separated life, they separated work and home. They just separated it. And I think your generation is is is different where they it they they started to blend. There was a little bit of a blend and a little bit of a synergy. And quite frankly, there was a lot more intentionality around um being a leader at home and being a leader at work. And I could be making, you know, I could be making some stuff up. But um you know, I it it it i I wish I could go back and I wish I could say I wish I could say the opposite. You know, I wish I could say now I you know i I don't want to beat myself up because I I don't think I was a terrible dad. I just think that there was some there are some issues in my own leadership style or um and it was probably even around just being maybe even you know self-centered. I I thought success was stuff. So the more stuff I got told me that I was successful. And I probably didn't ask enough questions to you know my kids and you know, even my spouse around matter of fact, I'm not even I I don't think I ever did ask them what a success looked like, you know, from a from a from a father's uh standpoint. Um I I just never I never asked him what that question would be like. What are you looking for in a dad? I remember one time my daughter was really just pissed and teenagers too, you know, and you know that from teenage you know, girls. You know, and I I remember I I I handed her my driver's license and I was just like, hey, like I had to take a test to get this thing. But I didn't have to take a test to be a dad. Like I I didn't there was no book. Right. I'm like I'm winging this. Um you know, and my example was you know, was my own dad who was who worked a lot. That's the only thing I experienced. I experienced somebody who really, really worked a lot. And then I'm in looking back on his life, you know, he grew up with eight brothers and sisters in a two-bedroom house. You know, and their grandpa lived with them. So like I I understood that. But I really appreciate even if you know if you're if you're if you're younger, just understanding that the leadership traits that you're learning, you just don't have to keep those at work. Like, you know, those can move inside your household, that can move move inside your home, that can move inside with your kids and with your spouse. And then maybe even asking really just may it might even sound like a stupid question, but like, hey, at work, you know, I get I get paid on results, I get paid on am I growing? And so I'm just gonna ask you, um, because that's how I run is but as a father, like what would what would growth look like in your eyes for me to chase? Right? So if I was gonna chase growth, what would that what would that look like? And I I I wish looking back, I wish I would have maybe even thought about hey, what what what would that question, what would that look like? So maybe I'm looking at your seven-year-old back there. Um and that would be a cool question to ask. When I come on your podcast in a week, I'm gonna ask you that question. I'm gonna ask you if you asked her that question. Um yeah, that would be cool. Just just just to kind of figure out a little bit about that. So that that that's kind of what was up in my mind and heart.

Wendy Roop 31:41

I can tell that resonates with you, Corey. Like, I'm curious what comes up for you when you hear the opportunity to ask that question.

Corey Earl 31:49

And I saw you on video as well, Wendy, picking up that that resonated uh with me as well. I love these conversations because Scott, like, who needed to hear that. Needed to hear that, needed to hear that um not only in leadership, but it's like, you know, the transferable clarity and achievement and measurements that you have in a business capacity, what do those look like at home? And do those have to be the same? No, but the question in asking my nine-year-old or my wife or my girls, which I've had this conversation, you know, with Emily as well, but not so much my girls. And you know, I'm always present for them. I coach, you know, basketball, we've got them into um, you know, volleyball, we do gymnastics, all these things. And so I'm teaching them kind of those that teamwork, that structure, that um work ethic, and girls don't give up, and and all of these things. Um but I can't say that I've asked them how can I be the best dad? What are what are you know what are what are what are three things that you would want out of your dad? And I guarantee to your point, and this is such an aha moment in the podcast, incredible, I guarantee to your point that everything on the list, if not most, is not something that would come to mind initially. And you don't know until you ask. Um, but you also have to have the humility and the self-awareness that you just demonstrated, Scott, by even bringing that up and the vulnerability of, you know, I think I was, you know, a great leader, but I I I probably could have done some different things as a dad. And again, with me at my age as well, and it's never too late for anything, but it's really timely to hear that when my 16-year-old is starting to drive, and my 15-year-old is moving into her sophomore year, and um, you know, everyone has their unique personalities. And then my my um my nine-year-old going into fifth grade is navigating um, you know, uh relationships in general, and there's you know, drama and there's bullying as we know. And you know, if I'm being honest, all of our kids have really gone through that in a tough way, and I want to make sure that we're there for them as they grow. Um, but their needs change, right? So if I had asked Evelyn at nine years old, what do you need from your dad versus at 16? So, Scott, you've given me homework. I'm gonna go home uh and make sure I do that, and then um obviously the next podcast uh that we have here um soon, I'll uh I'll report back and it'll be insightful, I'll guarantee that.

Scott McGohan 35:01

Well, tell Rory that I'm sorry that I call her a seven-year-old because she is a nine-year-old.

Corey Earl 35:07

Oh man, she'll take issue with that.

Scott McGohan 35:08

She will I wrote down, I wrote down your daughter's ages and I heard Rory and I didn't write down nine. And I'm thinking yeah, so read yourself up, no worries.

Wendy Roop 35:19

Wow. And that and this again is why I love this work so much around culture and leadership, because quite frankly, this is what matters, right? Like, you know, how all of what we have the opportunity to do, you know, with other adults on a day-to-day basis, like why that matters with our kids and with our spouse or significant other or whatever it might be. And so, um, and and also that's probably where I've seen and heard some of the coolest stories in all of the work. Isn't because they came back and told me they got some raise or they got, you know, it's because they come back and they tell me why life at home is different. And that's why this truly matters. So thank you for yeah.

Scott McGohan 36:05

Yeah, we could probably have if Taylor popped on right now, he could probably give us some real insight. Yeah.

Wendy Roop 36:12

What are you gonna say, Corey?

Vulnerability As A Culture Superpower

Scott McGohan 36:14

Yeah.

Corey Earl 36:14

Uh well, I was gonna say uh kind of in that moment, I I want to make sure um I was thinking back to your question about who has kind of shaped um uh uh the way I think about culture. Um and I'd be remiss if I didn't mention Scott on here. Um because man, my story of uh meeting Scott, um, I'll go back a little bit. When I first started at DBJ, uh we had an event with Miguel and Bray Bender, I think it was uh Healthiest Employers or one of those events. But I remember it was the first time I met him, he was right about to go on stage, had like this palpable energy um, you know, coming up, and um it was great. And he was uh just a very approachable leader, and so he got up on stage, stood, and delivered. And I looked at this and I was like, wow, that guy's got it going on, like he's incredible. And um since then, what I've kind of unpacked as well in Scott's super strength through his vulnerability. Uh, because I think we can all relate, right? We all want to put our highlight reels out there, and that's what social media is. Um, but the real connection and the real growth and understanding and change of mindset, which is where we grow, we grow in discomfort, not comfort. Um was really has been really formative to me, not only DBJ, but how I show up in the world. So um I've been a long time listener to this podcast prior or even during, I'm trying to remember when the book came out, Culture is an inside job. Um, I read it, you know, front cover to back. There are a lot of things where I was like, okay, that's really great. I wish I could do that. And in some things we can do, some things we can't. But the the insights that came from that and the vulnerability and sharing your story, Scott, um, and how you showed up for your team and also how you were called out, um, and continue to show up and share that story. I think the story it sounds like stings a lot less as you share it, but it doesn't mean the sting isn't there, right? It's still uncomfortable to share that, but it's so meaningful what you do with that, as well as we'll have to get one of those Thankful Thursdays for the next podcast. But um as well as Thinkful Thursdays and how you just lead by example vulnerably, but you know, culture with DBJ as well. I go back to you know what I've known kind of on the sales side coming up, which is best places to work, and so it's like nice to kind of talk about that, but I thought about okay, that is a survey from your employees, and you go through that and you learn from it, and it's great insights, and it helps you with positioning to attract, retain all these things, and culture is even more intentional than that. So if you're only kind of doing that, that's just just a check of the box, and it is foundational and it does help. But what I learned from this podcast and your book and your work around mental health, and where mental health comes into culture as well, because you don't leave your mental health, you don't leave your problems at home. You know, like you said, maybe in in past generations there was more of a discernment between work and life. Um, I would say now, and what I'm learning from my team as well is they have even more healthy boundaries than I did or do. And the evolution of work-life balance has kind of become work-life harmony. So it's almost a dichotomy. You have some who really enjoy that balance and putting up that boundary, and then you have others that are like, I really don't mind if I'm working while I'm doing this as long as I'm flexible or I can leave to do this, or whatever it might be. Um, and so I think you meet your team where they are in the different ways, and you build you build a framework where they can plug in and become their best self and get what they need out of the job and at the same time grow along the way. So that's my long and short way. I know I'm jumping around a little bit, but Scott, I'd be remiss if I didn't say, you know, thank you for your leadership, not only, you know, through this, but in the community. And um, you know, I've learned a lot from you. Um, and I was super excited to join this podcast. And uh in the back of my mind, I was like, I hope I don't screw this up.

Scott McGohan 41:32

So well, thank you. You know, they say in life that that you don't use your past to torture yourself, you can use your past to teach others. Um, and that's that's a really important part because all of us have made some pretty big, pretty big mistakes. I mean, Wendy, you use your past to to shape people all the time.

Wendy Roop 41:56

Yeah.

Scott McGohan 41:56

It might be one of your greatest traits.

Wendy Roop 41:59

Thank you. You know, I think I'm just a firm believer that we all have a story, right? And and no matter what's happened in that story, um, that we can either use it for the good or we can dwell on it in a not so good way. And so um that's why I think transparency and vulnerability is you know is so important because typically we're gonna be able to help somebody else by sharing.

Corey Earl 42:26

So it's and that's you're not you're not gonna get right to that either, Wendy, because I remember at Aileron as well. We didn't get right to that, we first centered ourselves.

Wendy Roop 42:36

Yeah.

Corey Earl 42:36

So to kind of follow up on what Scott just said there as well, I want to commend you on how you make people feel. Um, from my standpoint, you allowed enough space and kind of like um not filling the air while we were at Aileron. Um, and also just listening to you on this podcast as well is you know, you know when to jump in and um help people feel that it's okay to share, but you kind of gotta warm them up. They're not right gonna share right off the bat. And um that's maybe a uh a convoluted way of saying that you're very gifted um at that as well.

Wendy Roop 43:23

Well, thank you, Corey. Thank you. I think it's what it goes back to what you were talking about is you gotta build trust as the foundation first, right?

Scott McGohan 43:31

Well, if you would have if you would have said space and grace, you would have nailed your company. I was like, he's real close. He's so close.

Wendy Roop 43:39

Corey, you could have gotten A plus. Yeah.

Scott McGohan 43:42

That's all for improvement. There you go.

Wendy Roop 43:46

All of us, right? All of us.

Three Action Items And Closing

Wendy Roop 43:48

So, Corey, one thing that we as we wrap up here, we could talk to you all day. Um, but you know, one thing that we like to do with our listeners at the end of these episodes is is say, Okay, let's go inside. And by what we what we mean by that is after everything that you've heard, we ask our guest to kind of invite our listeners to think about something or do something or take action or whatever it might be, right? From from some of the things that you shared and that we talked about. So if you could invite our guests to go inside, right, and to challenge them in some way, what might you either ask them or what would you like to leave them with?

Corey Earl 44:36

I'm gonna go back to the way I try to simplify things is go with three, no more. And what I would say is from this podcast, I would think of, and you can take those three in different ways, but I would think of three action items that you could do in a short time frame. This isn't something necessarily over the six months, right? You gotta build momentum. So out of this podcast, look at your culture, look at yourself, look at your team members, look at your industry, and that's more than three, but uh this is building that framework. Um, and then also look at the Dayton community. So I'll go through those one more time: culture, yourself, your team members, your industry, and the Dayton community. And what are three things that you can take from this podcast, action items that will benefit all five of those?

Wendy Roop 45:49

Love that.

Corey Earl 45:51

Um, and then by doing that, that intentional work, and one of the things I tell my team oftentimes too is you know, if I give a week or I give a month or they have 10 minutes, um they're still going to accomplish the same thing. Uh I believe it's called, I'm not sure if I'm gonna get this right, Pomodoro technique or the Pareto principle, one of them. I think Pareto is 80-20. But um, your work allots to the time that you the it fills up the time that you allot to it. So, what I mean by that is if you take these three things and you say in the next 15 minutes, I'm just gonna write down what comes to mind, as opposed to, oh, I'll get to that later, and we all fall into that, you will build more momentum and you will gain more clarity and you will feel better if you just tackle that thing head on. Um, because another piece that comes into that is action is the antidote.

Wendy Roop 46:54

Yeah.

Corey Earl 46:55

Whenever we feel overwhelmed or anxiety or whatever it is, it's usually because you're putting off the thing that you most need to do. So just start by taking action.

Wendy Roop 47:07

So good.

Scott McGohan 47:08

I have something on my on my computer screen. It's taped on here. It says action attacks anxiety.

Corey Earl 47:16

Yeah. Oh man, I love it. Triple A. Yeah.

Scott McGohan 47:20

And uh yeah, when I get really anxious or wigged out, it's because normally I'm supposed to be doing something and I don't want to do it.

Wendy Roop 47:30

Yeah. Yeah. That was so helpful, Corey. Thank you. Um and what I I think the biggest thing that I would love them to hear, our listeners to hear about that is just taking 15 minutes, like right after to do it. In other words, giving it's let's tell them this right now and ourselves. It's okay, give yourself permission to give yourself 15 minutes to just process through what you just heard, right? Instead of moving on to the next thing. You got our permission, give yourself permission. Right. That's right. Thank you so much for joining us. Um, you were just a pleasure to have on, and we just so appreciate everything you do for this community. And um and we just wish you and your your family the best too.

Scott McGohan 48:18

Appreciate it.

Corey Earl 48:19

Thank you so much, Wendy. Thank you so much, Wendy and Scott. Um, I'm a big believer in you know, uh we stand on the shoulders of those who came before us. Uh, you both have done that, and you're both building a pathway and um allowing others to step into what they need to. And one of the things I kind of go back to is allowing others to step into their greatness and empowering others to step into their greatness. Um, and whether it be culture, growth, personal development, this podcast I think covers it all and more. Um, and you are doing exactly that. And so I just want to say thank you to both of you for the unique ways and then the the aligned ways that you make an impact in our community and on the people in your orbit because it's all about the people, right? You make an impact on those people, they can change their life, which then in turn will change other people's lives. Um, so it's been a pleasure.

Scott McGohan 49:23

So I appreciate it.

Wendy Roop 49:25

Yeah, with that, we hope you all join us next time for Culture as an inside job, and we'll see you later.