Who is Dr Troy?
We talk about strategic planning, aligning teams and getting them to their One Destination.
Key Takeaways
1. Too many leaders don't know how important it is to have a singular culture to drive the organisation to one destination
2. Leaders must engage in this process and need to make personal observations in three areas.
Greetings. How are people interacting with each other? What are they saying? Who are the people who are actually talking to each other?
Listen for laughter. We're talking about the light-hearted spirit within the organisation. Is there a lot of stress or burnout happening? Can you tell whether individuals are feeling comfortable? Do they feel relaxed, they feel confident?
And then lastly, affirmations. How are you affirming people? How do people affirm each other? Do you have individuals who are complimenting other individuals in their own department or in other departments? What are the colleagues and peers relationships?
Valuable Free Resource or Action
https://DrTroyHall.com/services
A video version of this podcast is available on YouTube :
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Transcript
Note, this was transcribed using a transcription software and may not reflect the exact words used in the podcast)
Stuart Webb 0:20
Oh, well, brilliant. Hey, welcome to It's not rocket science five questions over coffee I'm, I'm here with Dr. Troy, Dr. Troy Hall. Dr. Troy just had a huge few technical issues, which is the wonder of the internet. And I was just a little bit concerned. But we're here today, I'm really glad to meet to have you on the podcast. Dr. Troy, welcome.
Dr Troy Hall 0:42
Thank you so much for having me.
Stuart Webb 0:44
And my apologies for the fact that we have that sort of new few moments of technical issues, it's gonna be good. It's always better when we have technical issues.
Dr Troy Hall 0:53
What Yes, it is, normally most people want to meet me, not us. So.
Stuart Webb 0:58
So Detroit offers consulting, coaching and speaking engagements of our culture, leadership, strategy change with a huge area of experience, you just have to try and really enjoy a conversation. So let's start with the obvious first question. So who is your ideal client? What was the problem they got that you're helping them to solve,
Dr Troy Hall 1:20
or most of the clients that I work with, believe it or not, have, have made progress toward creating this very important aspect of culture within the organisation. So my ideal client is the person who understands that culture is important in an organisation who believes that their employees are their greatest assets, and wants to make sure that they do everything possible to create the very best culture experience. And I work with small companies, again, 50 employees and less, and I have a companies I've worked with, with 1400 employees. So the idea is about the not the number of people or the asset size, it's the mindset of the leaders that really make the difference. And so part of my work is helping them create cohesion cultures, which is safe workspaces, where people have a sense of belonging are valued and sharing mutual commitments.
Stuart Webb 2:13
And that's a really important element, isn't it? The mindset, the the leadership, have translating that into the actions that people see in the behaviours that they model, those are really big area there have work to be done?
Dr Troy Hall 2:26
Absolutely. Because here's the deal. For people who really need me, they tend to not not call on me, the people who have things already put together and are doing really well. They're the ones who call me because they understand that they are teachable, they need to know some more information, they want to take it to the next level, those are the individuals that that typically I get an opportunity to work with. And I'm very clear, I only work with organisations when the CEO is behind the project. If the CEO is not on board, then there's no point in even going any further because my reputation and the company's reputation remains at risk.
Stuart Webb 3:03
Really important stuff. Let's let's talk about that next thing, then, which is those people that you know, have tried to solve these problems, maybe the CEO is aware that they need to do something to bridge the the mindset culture gap. And they've tried to solve it without calling Dr. Troy to start with what what is the what is the sort of symptom of the organisation that you first go in and see where they're thinking, we need to do something here, we're just not sure what it is?
Dr Troy Hall 3:28
Well, the first thing I do is I ask the leaders to engage in this process, because I think it's very important that they have a perspective, you know, to guide people toward perception. And perspective requires us to really see things from the same point of view. So I asked them to look into their organisation that they think they already know a lot about. And I want them for two to three weeks to really make personal observations in these three areas. One is Greetings. How are people interacting with each other? What are they saying? Who are the people who are actually talking to each other? Do individuals just walk in in the morning and go directly to their desk? They have some greeting? Do they have some sort of way in which they connect? What's the relationship? What's the report happening? The next is listen for laughter. Now, let's not the heart heart heart hit unique kind of laughter that we're talking about here. We're talking about the light hearted spirit within the organisation. Is there a lot of stress or burnout happening? Can you tell whether individuals are feeling comfortable? Do they feel relaxed, they feel confident? And some of that comes within that lightheartedness that happens within the organisation in the relationships of people. And then lastly, I look for affirmations I asked them to say, tell me, how are you affirming people? How do people affirm each other? Do you have individuals who are complimenting other individuals in their own department or in other departments? What are the colleagues and peers relationships? Do you even have an internal process that allows you to, to really celebrate the small wins of individuals who are within the organisation. So it's greetings. laughter and affirmations.
Stuart Webb 5:10
That's really interesting. I love the way that you've broken it down there. Because for me, actually, it is those first few minutes particularly now is we're in organisations where we're dispersed, we're no longer necessarily meeting together, face to face, we sometimes hear on these calls and such like, it's whether or not people have got the ability to just for the first five minutes of a meeting, just greet each other and say hello and build a rapport. See, the real strength of an organisation, isn't it, that's when you really begin to understand if people value each other, or whether it's just, I just come in, I do my job. And I want to get away from here as soon as I can.
Dr Troy Hall 5:46
Yes, I was on a field engagement in Prague, and I had an opportunity to meet with some of the leadership of Duke manufacturing there. And that is a key component greetings are a key component of that organisation. And they make sure that the senior leadership is engaged in that process of greeting individuals, wherever they see them, whenever they see them. They don't just look at them or, or not, or, or even look down sometimes when you when people pass each other in the hallway, do they actually make eye contact? Or do they look down to the look away? How do they extend some sort of communication that really is going to tell you a lot about the real, the real underpinning of values within your organisation. And for Duke manufacturing, that was extremely important. And that came that resonated through within their production work within their core values and how they really integrated everyone into their team.
Stuart Webb 6:37
So I suspect them to try we're going to learn something about the next question with with what scrolling across the bottom of the screen here at the moment. But But what's the sort of valuable free resource or valuable free action that you provide to the audience that would help them start their journey?
Dr Troy Hall 6:52
Well, they can go to my website directly, which is on the screen there. And it's Dr. Troy Hall calm, and they can take what is called a culture quiz. And so they got 10 basic questions that they can answer very quickly, that gives them maybe a feel for what their organisation is like, I respond with an email with an attached PDF. And in that PDF, I give you some tips that you can actually put in place immediately right now get started. And then you can connect with me to actually build out your programme. And then we can do a more expansive, what I call culture assessment within your organisation to give you a benchmark, and a series of things that will make sure that what you're creating is your unique culture. Everything I do is all customised to the company. We take the strategic framework of belonging value and shared mutual commitment, overlay that to the organisation, and then figure out how to customise what that organisation wants to do to bring their culture to life.
Stuart Webb 7:53
Brilliant, love it, I'm not to coach a quiz, I'm going to probably going to plug in and get some of my clients to do as well. So do try hall.com. That's Dr. Troy hall.com. And that's a great, great offering. Thank you very much, Dr. Troy. So my last question at this section is, is what's the great book or concept or talk that's really affected you that you think would would value the audience hearing about and and turning to a better their own practice?
Dr Troy Hall 8:22
Well, aside from self promoting my own book of Asian culture proven principles to retain your top talent,
Stuart Webb 8:28
well known as a given we're expecting,
Dr Troy Hall 8:31
oh, wait, yeah, that'd be a given. Right? So aside from that, I have had so many books that have made a difference in my life. And it's really hard to put my hand just on any one of them. But I will tell you that something that really helped me expand my thought was a book called Generation I Y. And it was written by Dr. Tim, something I forget his last name right now. But the book what he did is it talked about this transformation of the digital world and how the millennial generation was the first generation to surpass its parents, not only in the knowledge, but the use of technology. See technology is the great equaliser when it comes to all businesses. It's that that that technology, and what we're seeing today is so different than what it was before. So I think that generation i y was is one of the books that I would definitely, I mean, there's so many of them. There's the Dale Carnegie book that I've read, Tim Ross, strengths finders, and there's a lot out there.
Stuart Webb 9:42
That wasn't great. There are some great books out there. I must admit, you know, it's a great, great pleasure I have I spent about half an hour each morning, just centering myself on what I'm going to be doing for the day which involves some sort of units of thinking and planning, but I actually spend about 1520 minutes just going through a few choices. Some texts, yes, key things and and that's what I'm now going to add what other than your book, obviously Dr. Troy will put that one on the list as well. But I'll add that one to my list to make sure I pull on that one. So it's a great recommendation, thank you so much.
Dr Troy Hall 10:14
Well, you're welcome. And you know, one of the things I want to give a tip to your listeners is this, you don't have to read a book from cover to cover to be able to acknowledge it or quote it, find the pieces, find the gems that are there for you in the book, like look through the index, see what sparks your interest, fill your mind with that. Also inspirational information that will come through podcasts that will come through messages where you might follow someone or LinkedIn and follow a leadership programme. And you know, and I fail to mention, you know, Simon senex, work and Brene Browns work, which is really great in this whole area as well. So don't be afraid to find a collecting pieces here and there from the books. And if you do choose to quote it, give credit to the author. But it doesn't mean that you've had to read the whole book or take a test on it to be able to say I've read the book, or I've quoted something from the book that meant something to you. So don't cheat yourself out of it. Go ahead and experiment.
Stuart Webb 11:12
I love that I am a real fan of the idea of skim, skimming, taking pieces. Because you're right, you can take one or two paragraphs. And they can be the thing which you can take from from a chapter or from a section of a book. And you can really get the sense of the book. Yeah, it is it but it's still the time to take and read that which I think is important because too many people are waiting for the film to come out so that they can avoid the hard work of having to do some, some thinking, you know, take the time to sort of think about some of this stuff. I think it's important thing, isn't it? And that allows you to to centre it and get it properly embedded in your own experience.
Dr Troy Hall 11:50
Yeah, absolutely. And Audible is another good opportunity as well. Absolutely.
Stuart Webb 11:54
Absolutely. So that gives me my final question, Dr. Troy. And this is what I always call my Get Out of Jail Free card. So I've asked you some questions. I'm sure there's one question that you're thinking I do wish he'd asked me. And now here's your opportunity. What is the question you think I should have asked you? And don't leave us in suspense? answer that question for us as well.
Dr Troy Hall 12:13
Well, I think you should have asked me What is something that is not on my resume, so that I can share information with people that they can't get when they go to LinkedIn or they go to my website like that one. So you What are you going to ask me,
Stuart Webb 12:28
I want you to answer it. Now. You know, what is this piece of information that's not on LinkedIn that we're going to find fascinating?
Dr Troy Hall 12:36
Well, I've had this very unique opportunity. I've travelled to 45 of the US states, six over 60 countries and six continents. I've had the opportunity to kiss the Blarney Stone, thinking of course, that when I kissed the Blarney Stone, I would lose all the Blarney that I had. But my wife assures me that is not a problem. I'm still okay. I've been chased by an albino peacock. When I was travelling in some of the country land of France. I have shopped a water mall in a boat where you don't even get out of the boat that was in Thailand, written an elephant, a camel and a hot air balloon.
Stuart Webb 13:14
Wow, what an experience. Those are. And I can I can tell you having written the camel, it is not it's not a comfortable ride, is it?
Dr Troy Hall 13:22
No, it's really not. So I'll just tell you, you know, there's something about the one hump. Yeah, right.
Stuart Webb 13:29
Absolutely brilliant. Dosatron, it has been a really fascinating insight into your work. Thank you so much for spending a few minutes with us. Really appreciate you doing this. I'm just going to switch banners briefly now and tell you that if you would like to find yourself listening to really interesting people like delta try. If you get onto our newsletter mailing list, we send out a mailing probably on the Monday or the Friday before each one of these recordings, letting you know who's on so that you can watch live if necessary, even ask questions of the of the guests we're talking to so you can get some first hand knowledge and people like Dr. Dre. Don't try. It's been a brilliant, brilliant interview. I'm so grateful for you coming on and spending some time with us. Thank you so much. Appreciate all you've said. And I'm going to be going and sort of getting a copy of your book now. And making sure that that's on the next reading this that's a cohesion culture by Dr. Troy Hall. You're we won't be on your reading list. Thank you so much indeed. You're welcome. Thank you very much.
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