E9.1 KEVIN PATRICK === [00:00:00] Kevin Patrick: These Gallup polls that say 78% of people are disengaged at work, right? So at any given time, three out of four people around you are not thinking about work. They're thinking about- They're checked [00:00:20] Bernadette Boas: out. [00:00:21] Kevin Patrick: Whatever the reason is, they're not focused at work. [00:00:25] Voiceover: Welcome to Shedding the Corporate Bitch, the podcast that transforms today's managers into tomorrow's powerhouse leaders. [00:00:31] Voiceover: Your host, Bernadette Boas, executive coach and author, brings you into a world where the corporate grind meets personal growth and success in each and every episode [00:00:43] Bernadette Boas: Right now, three out of four of your people are physically present, and yet mentally somewhere else. My guest today has a client, a home builder in Florida, with a sales force of 400 people making six figures each. [00:00:58] Bernadette Boas: Last year, they turned over [00:01:00] 58% of their sales department. Do the math on that. It's tens of millions of dollars, and that's before you count the cost to the people who stay. So here's the part that really should get your attention. He's a systems guy, 120-plus ERP implementations, and he just talked a client in Montana out of hiring him for the bigger, more expensive engagement because the smaller one would actually fix the problem. [00:01:28] Bernadette Boas: Welcome back to Shedding the Corporate Bitch. I'm Bernadette Boas. Today, I'm talking with Kevin Patrick, founder of TrinityOne Consulting, about disengagement, turnover, and why he says the fastest path to fixing both starts with something most leaders have never been trained to do: sit down with your people and ask about their dreams. [00:01:49] Bernadette Boas: Let's get into it. [00:01:54] Bernadette Boas: Kevin, welcome, welcome, welcome. How are you? [00:01:57] Kevin Patrick: I'm well, Bernadette. How are you? [00:01:59] Bernadette Boas: I am [00:02:00] absolutely fabulous, and I'm very intrigued. I love this whole conversation about being a dream manager and- [00:02:07] Kevin Patrick: Yeah ... [00:02:08] Bernadette Boas: and at first it definitely did bring up, oh wow, that's very woo. In my corporate days I was far from wanting to be woo woo. [00:02:18] Bernadette Boas: I had no idea- [00:02:19] Kevin Patrick: Understandable ... [00:02:20] Bernadette Boas: no idea of who I was and what I wanted to be, and yet that is your bedrock, so to speak, your foundation for everything that you do. So help us understand, you have been on both sides. You've been a client, you've been a consultant. Where or what was the catalyst to you recognizing that work or, or business is not just systems, it's just not the, the machine, and that it does require a focus on the people? [00:02:54] Bernadette Boas: Where'd that come from? [00:02:57] Kevin Patrick: Well, it started [00:03:00] with my first job out of school, right? So I was a young whippersnapper, thought I could do no wrong, thought I was the smartest guy in the room type kid, and I just noticed right out of school that- Not everybody goes to work with the same vigor and intention, right? [00:03:26] Kevin Patrick: And I never really thought much about it, right? I was just, "That person's lazy," or, "This person's doesn't care what happens. They're just collecting a check." That was my mindset. So that was just the start of it, and I didn't even really notice that until fast-forward 30-something years, and here we are. So it's when I got onto the consulting side of the table doing systems implementations specifically, like ERPs. [00:03:55] Kevin Patrick: So you're talking like SAP, NetSuite- Mm-hmm ... Acumatica, these types of [00:04:00] names. They require a high level of engagement to be successful, right? So first thing that you hear is what a nightmare it is, how they always fail, right? They're expensive. They go over budget. They end up taking some companies out of business because they're just mismanaged for li- There, there's no other way to say it. [00:04:25] Kevin Patrick: So then you look at and you consider these Gallup polls that say 78% of people are disengaged at work, right? So at any given time, three out of four people around you are not thinking about work, right? They're thinking about- [00:04:47] Bernadette Boas: They're checked out. [00:04:48] Kevin Patrick: Oh, they're... We're humans, right? So they're thinking about problems with their kid or their spouse, or maybe they have substance abuse or their parents are elderly, [00:05:00] whatever. [00:05:00] Kevin Patrick: There is a I won't curse, but, uh, so and so in the car in front of them on the way to work that made them late. Whatever the reason is, they're not focused at work. And then so you add on top of that the, the o- I'll call it, I'll refer to it as the old school mentality, which is what you're referring to, I think, of, of management, which is, "Look, I'm paying you X, you give me Y," right? [00:05:31] Kevin Patrick: For a minimum of eight hours a day. And keep your home life outside of work, and we're good. So when you look at it like that, it's easy to understand why people are disengaged. But then when I started doing these systems implementations, right, I would end up in conference rooms, and the people in the conference rooms were [00:06:00] middle managers or senior managers, right? [00:06:02] Kevin Patrick: It wasn't the people who do the job day in and day out, right? People think it's a good idea to have the management team as part of the implementation. And my opinion, which I don't think that it's a popular one, is that you need those people more as oversight. Right. You need the subject matter experts, the people that do the work, to be in the room, right? [00:06:35] Kevin Patrick: Telling us what they do. So I've just developed over the past 15 years a way to maneuver around that, right? Starts off in the kickoff meeting. But when I go on site, right, you get there, you get to the conference room, you drink the coffee, you had your pleasantries, shake hands, say n- "Nice to meet you." And then before we even get started, I'll say, [00:07:00] "Can we take a walk on the floor?" [00:07:01] Kevin Patrick: Depending on the, the business case, whether it's manufacturing, distribution, professional services, right? I wanna get out and talk to the people that work. And It's interesting because not, I don't know if anybody else does it, but I, I know that whatever room I have been in, the people are definitely taken aback. [00:07:25] Kevin Patrick: They're, "Well, why would you do that?" [00:07:27] Bernadette Boas: What [00:07:27] Kevin Patrick: is [00:07:28] Bernadette Boas: this guy doing? No one ever [00:07:29] Kevin Patrick: comes [00:07:29] Bernadette Boas: and talk to us. [00:07:31] Kevin Patrick: No, but the managers are, "Well, why would I do that? Why do you want to do that?" And I'm, "Look, my experience is that if we engage the people that do the job..." So there's two sides of it. If we engage the people that do the job, you're gonna be more successful. [00:07:48] Kevin Patrick: But two, and more importantly, if you don't engage the people that do the job, and you go out to them two weeks, four weeks, [00:08:00] six weeks before go live and say, "Hey, we're building this-- we're rolling out this new system. It's gonna change the way you do your work, and here you go. Here's your login," right? [00:08:14] Kevin Patrick: Didn't ask their opinion. You just told them that their opinion doesn't matter, and it doesn't matter how long they've been there. It can be one year, it can be 25 years. If you don't include them in the process First of all, the implementation gets very dicey. Yeah. But secondly, those people are more likely than not going to leave the company in pretty short order. [00:08:46] Bernadette Boas: Yeah. [00:08:47] Kevin Patrick: So that's how it started. [00:08:49] Bernadette Boas: And that built your philosophy that you invest in your people first, then you build the systems around them, correct? [00:08:57] Kevin Patrick: Yep, and it's not my philosophy. [00:09:00] I'd love to be able to take credit for it. So one more thing, right? The whole invention of AI now, right? And the fear that brings up with most people, AI is here to take our job, right? [00:09:16] Kevin Patrick: Companies are gonna do this, that, and the other, right? I frame the business as we sit at the intersection of humanity and technology, right? Is kind of how I've positioned the business. I know, fancy. But it's- [00:09:33] Bernadette Boas: Mind-blowing. Mind-blowing. [00:09:36] Kevin Patrick: It's-- So the methodology is, it's not mine. It's-- comes from a gentleman named Matthew Kelly, who wrote a book 20-some years ago called The Dream Manager. [00:09:48] Kevin Patrick: And the book is about a janitorial company that had, I believe the number's 400% turnover every year, [00:10:00] right? So they turn their workforce over four times every year. And how expensive that is, right? I can only imagine. I'm dealing with a client right now. They are a home builder here in Florida, and they have had a 58% [00:10:27] Kevin Patrick: turnover rate in their sales department. So when you consider- They have a sales force of 400 people, right? They're turning over 200 plus- [00:10:41] Bernadette Boas: Wow ... [00:10:41] Kevin Patrick: people every year. Wow. And you're talking, these people are making six figures plus, and it wasn't just sales, it was also in the construction superintendents, right? [00:10:59] Kevin Patrick: [00:11:00] That when you're talking about people that make... You just do the math, 200 people times $100,000 a year. So that's just cost for... So forget about recruitment fees, right? Ramp up time- Mm-hmm ... loss of tribal knowledge that leaves- Right ... right? All these things. And the number gets into the tens of millions quickly and... [00:11:27] Kevin Patrick: Right? It's, yeah, it's crazy. It- Let [00:11:31] Bernadette Boas: alone the mental, emotional stress side of- [00:11:34] Kevin Patrick: Yeah, for the people that stay. [00:11:36] Bernadette Boas: Yeah. [00:11:37] Kevin Patrick: So what Matthew Kelly's philosophy was, instead of sucking the life out of your people to get everything you can out of them under the old work model, wouldn't it be a novel idea if we poured into the people and showed them that we cared for them as people, as whole people, and look at what are [00:12:00] their hopes and dreams outside of work, right? [00:12:04] Kevin Patrick: So not what are their goals at work, right? We all have goals at work. We wanna make more money. We wanna get raises, and we wanna climb the ladder. Well, and not everybody, but- Right ... most people do. I did. So that was his philosophy. So then he says, okay, it breaks it down to the... This company brought in a dream manager, and they look at... [00:12:26] Kevin Patrick: They break your life down into 12 areas, and that's physical, emotional, spiritual, intellectual. There's 12 of them. Like, yeah, relationships, financial- Mm-hmm ... destiny, and- Physical ... yeah, physical and chara- legacy is, I think, the last one. So it's- First of all, that's pretty mind-blowing, right? That you gotta sit with somebody and go that deep, right? [00:12:54] Kevin Patrick: That in itself should tell an employee [00:13:00] that there's something different about this company, right? If they've hired somebody to work with me like this, right? So in the book, the, it goes from something in the first year from 400% to, and then from 60 to 40, then 40 to 19. The [00:13:20] Bernadette Boas: turnover. The turnover. [00:13:21] Kevin Patrick: Yeah. So the turnover starts to drop, disengagement drops, right? [00:13:26] Kevin Patrick: Efficiency goes up. These people who were leaving are now like a walking billboard for the company and bringing people into the company. It's a whole... The change is pretty definitely- [00:13:41] Bernadette Boas: Powerful. [00:13:42] Kevin Patrick: Power- Yeah. It's, it's powerful. It's, it's exciting. It's, it's empowering. [00:13:48] Bernadette Boas: And when that, and when that happens- And you're walking into a company that obviously was working in the old mode, like robotic is what I would always refer to. [00:13:58] Bernadette Boas: Mm-hmm. [00:14:00] And you bring in this idea of, I wanna hear your dreams. It's almost- Yeah ... what I referenced earlier about it sounds very woo-woo- Yeah ... in, in context. What was their response, and what does it take to get someone engaged in that way to where then you are able to achieve the benefits and the results you want? [00:14:25] Kevin Patrick: Yeah. So I do it as a consultant, right? So I don't work for the company. Obviously, they pay me- Right ... but I don't work for the company, so that in itself makes it a little easier. I'll take you back a step. It's harder for me to make the sale, the pitch to management that they should take my services to do this thing. [00:14:53] Kevin Patrick: Now, to your point, yeah, the name, the naming, it is what it is, right? [00:15:00] Sure. Do I, do I think it should be renamed? Yeah. But guess what? It's not going to be. The guy's been very successful. He's been telling this story for 25 years. [00:15:09] Bernadette Boas: Sure. [00:15:10] Kevin Patrick: So I... It's really, if I get past the security guard, if, if I get in front of somebody of substance, whether it's the head of HR, VP, owner, whoever, it, it's not that hard of a sell anymore, 'cause I go right to the numbers, right? [00:15:29] Kevin Patrick: I'll just say, "Hey, tell me about your business. Do you have a turnover problem? Do you have a disengagement problem? Do you have a high, high... " Yeah, yeah, high turnover rate, I already said that. But... And 'cause I know, right? I target businesses that are known to have high turnover rate. That's where I go. I start out, you gotta do business development and et cetera, et cetera, et cetera. [00:15:48] Kevin Patrick: Obviously, I know their answer's gonna be yes, and then I'll say, "Okay, well, what's your turnover rate?" You'd be shocked at how many people don't know- Oh ... but a lot of people don't know. So [00:16:00] I'll say, "Well, let's look at it, or try to, let's try to come up with it." So then we get to a number. I say, "Okay, well how many people are in that department or in that company?" [00:16:09] Kevin Patrick: And we get to, so first number is X, second number is Y, and then what's your average salary throughout the company? And then it's just math from there. And when they see that they're losing hundreds of thousands to tens of millions, they're like, "And how much are your services?" I'm [00:16:28] Bernadette Boas: pennies. Pennies. [00:16:30] Kevin Patrick: My, my, my services are A. [00:16:33] Bernadette Boas: Right. Right. [00:16:35] Kevin Patrick: What do we have to lose? And I'm really nothing. You only can gain. [00:16:39] Bernadette Boas: Do you find that the pushback is... Put aside the name, and you can call it anything. Right. What we're talking about is you're wanting to put people first. You're wanting to have those empathetic, compassionate leaders who know how to connect, engage, communicate with their [00:17:00] team members. [00:17:01] Bernadette Boas: Do you find that the companies or a majority of the companies still are, "You know what? I don't worry about that. I just need them to get the job done. No matter how they have to get it done, I just need them to get the job done"? Or are they more receptive to the fact that, yes, I need a leadership team, I need an organization that's built on a culture of people first and support? [00:17:25] Kevin Patrick: And this sounds terrible to say, but it's just what I'm noticing. The founders that are, or CEOs, presidents, whoever I'm talking to, that are around my age or less, younger, which is 50, so I'm 51. People that are younger are much more open to this concept. Secondarily- The younger workforce, I [00:18:00] don't even know what they are anymore. [00:18:01] Kevin Patrick: Is it Gen Y, Gen Z? It's whatever. It doesn't matter [00:18:06] Bernadette Boas: We have to create a new alphabet ... [00:18:07] Kevin Patrick: they aren't gonna work under the old model. They, like it, they- they're coming into adulthood with a totally different mindset of, "Look, I'm not going to live to work. That's not what I'm gonna do. I'm gonna work to help me live." [00:18:25] Kevin Patrick: Yes, yes. It's, it's a completely different mindset, right? At 51, sadly, I'm from the old school, right? My father or my parents were pre-baby boomers. So they were really old school. My father was a Marine before he passed and all that stuff, so I was raised under that model. [00:18:50] Bernadette Boas: But [00:18:51] Kevin Patrick: take away from that, when I was just coming out of school and honestly up into my 30s, I thought I knew [00:19:00] everything, right? [00:19:00] Kevin Patrick: I thought I was the smartest guy in the room. Nobody knew what they were talking about. I didn't treat people with the respect that they deserve. I wasn't disrespectful to people, but I was definitely of the mindset of y- you're here to work, basically let's keep- Right. You're here to do a [00:19:22] Bernadette Boas: job and get it [00:19:23] Kevin Patrick: done [00:19:23] Kevin Patrick: keep, keep the lips shut and keep it moving. And as I've gotten older- [00:19:30] Bernadette Boas: Evolved. Evolved ... [00:19:31] Kevin Patrick: I've definitely softened and have- Yeah ... have realized that there's a much different way. It doesn't need to be that way. There's a much different model that just, it really... It's really mind-blowing when it takes. Now, backing up to your question, when I get in front of the person, right, we'll call them the [00:20:00] dreamer, the person who I'm speaking to, first several meetings is really establishing a level of trust. [00:20:06] Kevin Patrick: I don't just come in and say, "Hey, we're jumping right into the material. Let's rock and roll." Give me your dream. Give me your dream. I tell them very honestly, "Your company has brought me on, and my job is to help you do whatever it is you wanna do," right? And usually things start off at a kinda surface level, right? [00:20:31] Kevin Patrick: Like travel. I, I wanna go here. Right. I'm like, "Okay. Well, how much does that cost?" And, and depending on the industry and the seniority of the person in the organization where they're doing the work, right, people are at different- Financial- [00:20:47] Bernadette Boas: Or- ... [00:20:48] Kevin Patrick: areas in life, that a family trip to Europe is much more difficult for a person who works on a factory floor than a banker that [00:21:00] works on people's finances, like a wealth manager. [00:21:03] Bernadette Boas: Let me ask you something. You gather their dreams over time, and they get deeper and closer to the truth, to the why- Yep ... that these things are important to them. [00:21:15] Kevin Patrick: Bingo. [00:21:15] Bernadette Boas: What does the company do to help them realize those dreams? [00:21:21] Kevin Patrick: Varies. Yeah, so it varies. I've seen anything from companies And we'll just call it a dream fund. [00:21:30] Kevin Patrick: They'll start a dream fund. Okay. And they'll pool this money in here, and they'll open it up for whoever, vendors, the team, everybody in the company to put into this pool. And then the pool gets divvied up based off of bunch of scenarios that you can come up with. So that's one. The big thing is just by bringing a dream manager in, they've [00:22:00] shown that they're evolving in a way that tells the person that they care about more than just profit. [00:22:10] Bernadette Boas: Have you seen where a company does bring you in, does work through this, and yet then doesn't follow through and- No ... and doesn't fulfill those dreams? [00:22:24] Kevin Patrick: I haven't yet. Okay, good. I haven't had that experience yet. And I don't know that anybody that I know that's a dream manager has. I've only seen it have a tremendous effect and turnaround on the company culture so far, so far to date. [00:22:42] Bernadette Boas: Fabulous. [00:22:43] Kevin Patrick: And the ownership, they, they get blown away. They're like, "Holy crap, it works." [00:22:47] Bernadette Boas: Yeah. Now, do you have to deal with any hesitation in regards to whether or not the employees actually kind of [00:23:00] believe this is program? [00:23:02] Kevin Patrick: Every time. Yeah. Yeah, yeah. Sure. Absolutely. Right there, skeptical. Yes, absolutely, right? [00:23:09] Kevin Patrick: And that wall comes down pretty quick when, just when they see that... I'll use the travel example, right? I'll sit there and say, "Okay, well, have you-- Do you know how much it costs?" And they'll be, "No. Haven't really thought about it 'cause I, I live paycheck to paycheck." And I'm, "Okay. Well, why don't you go get me that number? [00:23:30] Kevin Patrick: Or let's jump on the internet now and look." Right, guys? That whatever it is. What is your fantasy dream? I just took my family in April to Ireland, dropped my parents' ashes over the Cliffs of Moher. They're, yeah, they're both gone. But it was the vacation of a lifetime. Right. We had a private driver the whole time. [00:23:54] Kevin Patrick: We stayed in castles. It was... It's stuff people don't get to do. And I realize- Memories [00:23:59] Bernadette Boas: [00:24:00] type time ... [00:24:00] Kevin Patrick: I realize how fortunate and blessed I am in that regard. So, so when I sit there and I say, "Okay- The vacations, whatever, let's just say $10,000. What do you bring in every month? I'll start with, is there any extra money every month that can be put away? [00:24:19] Voiceover: Sure, yeah. [00:24:21] Kevin Patrick: More times than not, the answer is no. And I'm, "Okay, so let's look at your spending. Do you, do you have a catalog of your spending?" And people are They get embarrassed, I think, a little bit because look, a lot of people are wasteful. I am super wasteful with my money. I'm of the opinion that, look, I can't take it with me, might as well spend it while I'm here. [00:24:47] Kevin Patrick: Yep. And I learned that from my father. Yeah. So it was... So I work with people and I say, "Okay, well look, you don't need to go out for beers every Friday. Why don't you go home and spend time with your [00:25:00] kids?" And I'm not, I, I'm not there to give advice. I'm there to steer them in a path to get them to where they wanna be. [00:25:09] Kevin Patrick: Right. Right? So it's, okay, what can you cut? And it... I've, I've had people quit smoking, which saves God knows how much money. Yeah. All to get their kids to, whatever, let's say Disney World, right? Yeah, it's, it's powerful stuff. Um- Yeah. [00:25:28] Bernadette Boas: Would one of your goals be too that, of course you want companies to hire you to go through this process with them, but when I first saw the dream manager title that was- Mm-hmm [00:25:40] Bernadette Boas: presented to me, I thought, "Oh, we're trying to turn managers into dream managers, which is really cool." So would there be a, a train the trainer, coach the coachee around trying to get managers longer term to also be these dream [00:26:00] managers to where they help their people realize their dreams? [00:26:04] Kevin Patrick: The answer is twofold. [00:26:08] Kevin Patrick: Yes, they... Companies would typically prefer to have it inside, right? To have a person inside that can do it. However, there is no train the trainer. So this methodology is completely proprietary to Matthew Kelly and his company, Floyd Consulting. So you have to send people to them to be- Sure ... trained. I can't bless somebody a dream manager. [00:26:40] Kevin Patrick: Um- [00:26:41] Bernadette Boas: Yeah, I was thinking more on the angle of really becoming a people first leader- Yes ... would be to really understand your people and their goals and their dreams and their aspirations and their ambitions, not only the business metrics, like you [00:27:00] said at the very beginning- Right ... but also in life, because it then humanizes and creates connection and that engagement. [00:27:07] Bernadette Boas: So do you... Is there any part of that aspect that we're hoping that managers can take on as just part of their leadership? [00:27:19] Kevin Patrick: I think to a point you would hope that people change just throughout the process, but- It's not-- The goal is not to make everybody a dream manager. It takes, it takes a certain level of compassion and empathy- Sure [00:27:43] Kevin Patrick: to be able to do it. Not everybody can do it, I guess what I'm getting at by [00:27:47] Bernadette Boas: bringing it up. But isn't that what we want in leaders, though? We want them to be more compassionate and empathetic. So is there-- Would you like to see even more managers really dig into what those aspirations are of [00:28:00] their people? [00:28:00] Bernadette Boas: Sure. Because that would increase engagement, retention, and overall even the profits if their people felt valued and part of the organization in some way. Sure. [00:28:13] Kevin Patrick: One-- I-- Sure, 100%. [00:28:15] Bernadette Boas: Yeah. [00:28:15] Kevin Patrick: What happens is you start kind of downstream and work your way up the totem pole at a company. So when you get to the point that you're working with supervisors, managers, directors, that's when serious culture change happens because- Right [00:28:39] Kevin Patrick: they start to For lack of a better word, soften up to, and just look at life differently and- Right ... and realize that these are people, right? They have the same problems we have, right? It's all about treating them with [00:29:00] respect and empathy and all, all that good stuff. It's- Yeah. Sure. That, that's the ultimate goal, [00:29:08] Bernadette Boas: I, I would- Yeah, 'cause what I'm envisioning is when you leave, even for the day, not for the contract, but for the day, and they're feeling and they're changing themselves because, oh my gosh, someone's listening, someone cares, someone really un- wants to understand. [00:29:21] Bernadette Boas: They're passing that on. Mm-hmm. Uh, e- even in commentary to not only their peers, but also their bosses and their managers. And as people are changing and that turnover is improving, all of a sudden, you would hope the managers wake up to say, "Oh my gosh, this process that we're going through, and yes, let's engage this, this dream manager for more and more of our people. [00:29:46] Bernadette Boas: But at the same time, let's also try to take on some of this characteristics and this work to where we're more engaged with our own people." [00:29:58] Voiceover: Yeah, certainly. [00:29:59] Bernadette Boas: So what [00:30:00] would you say when it comes to one who wants to consider how they can engage a dream manager and develop a dream plan, as I also read within the work that you do, what do you suggest as a tip or a first step that our listeners and viewers can take? [00:30:21] Kevin Patrick: The first thing would be reach out to Foy Consulting, right? Go to the horse's mouth, right? They are an incredibly Positive group of people that are there. I've never met Matthew Kelly, but the CEO that runs his company, Kate Bowman, is outstanding. I've spoken to her on numerous occasions just with different questions and, and the trainers that they have [00:31:00] there are world-class. [00:31:02] Bernadette Boas: So if someone wanted to engage you and, and, and go through this Dream Manager work, what would the first step, other than reaching out to you, but what do they, what should they come to you with? And they're gonna go to trinity1consulting.com. But what should they come to you with, or what research should they do? [00:31:23] Bernadette Boas: What advice would you have for them? [00:31:26] Kevin Patrick: Understand your pain points, right? Understand what it is you wanna fix within the company, whether it's disengagement, turnover. Come prepared with the numbers, right? Obviously, you have to know how many employees you have, know the average salary by department, know the turnover by department. [00:31:44] Kevin Patrick: Know where you're at currently, and then know where you wanna be with some goals in mind down the road. And if you come prepared with that information, it's a pretty quick conversation because the [00:32:00] numbers Numbers don't lie, right, when you do it right, so- [00:32:04] Bernadette Boas: Uh, [00:32:05] Kevin Patrick: it's- [00:32:05] Bernadette Boas: And they'll already know the financial impact, let alone the emotional, mental that we've been talking about impact on turnover, just the lack of wellbeing within their organization by just knowing those numbers. [00:32:20] Bernadette Boas: And so to your point earlier, I loved it when you were, yeah, um, pennies on the dollar compared to the financial impact if they come with those numbers and they can see. [00:32:29] Kevin Patrick: Right. Yeah. And so usually the question is just how do they reach you, and that's Trinity One Consulting. But what should they come with for the conversation? [00:32:38] Kevin Patrick: Right. If you come prepared with the conversation, it's gonna blow your mind as a business owner or a business leader. [00:32:45] Bernadette Boas: Because what I was thinking about is if they're questioning, why is my team flailing or drifting or, not showing up the way I need them to, that's a good [00:33:00] question for them to ask themselves, get an understanding of, even if it's not talking to their people, but more so watching and observing themselves, that they can then come to you, and with those numbers, with the facts, with the figures, really come up with a plan to then say, "Okay, so based on the challenges and what you're observing, and based on the numbers that are fact, not- Mm-hmm [00:33:22] Bernadette Boas: math, as you said, this is what bringing in a dream manager can do for you." [00:33:28] Kevin Patrick: I had a... I- I'm, I'm getting ready to sign a deal for g- with a company now out of Bozeman, Montana, believe it or not. Construction company. He contacted me- For fractional COO stuff, come in and help him organize that way. And just in the course of the conversation, it just became obvious. [00:33:53] Kevin Patrick: I said, "Look, I, I could come in as a fractional COO, but that's not your problem. [00:34:00] You have other problems, and I, I would fix them this way." Truth be told, I down-sold myself, but it was the right thing to do for myself and for him and his company. He has a significant turnover problem, a disengagement problem. [00:34:18] Kevin Patrick: It's construction in Bozeman, Montana. They can only be outside so many months a year. [00:34:23] Bernadette Boas: Yes. So yeah. And the impact that you would be creating for them could probably be far greater than what the COO type of work could generate. And [00:34:32] Kevin Patrick: you- so what's amazing is meeting this guy, that you wouldn't think he would've even entertained the conversation, but when I kind of talked him through it, he was- [00:34:43] Bernadette Boas: Yeah [00:34:44] Kevin Patrick: "Man, that sounds too good to be true. I think we should do that instead." And I was like, "Let's rock and roll." [00:34:49] Bernadette Boas: I just love- Yeah ... this whole idea. Dreams. Dig into your- Yeah ... people's dreams and make them come true, and you can just have [00:35:00] unbelievable transformation and impact to your company, to the culture, to the people. [00:35:04] Kevin Patrick: Oh, yeah. [00:35:06] Bernadette Boas: Kevin, this has been great, but I do want to remind everyone, please go to trinity1consulting.com, learn all about Kevin and the work that he does. Link in with him, but listen up. So link in with him at Patrick-Kevin, but trust me, when, if you put in Patrick Kevin, you're gonna find him. Yeah. And then you can even- You'll find me [00:35:25] Bernadette Boas: you can even find him on Fa- Facebook at Trinity the number 1 C. Trinity the number- Correct ... 1 C. Thank you, Kevin. This has been fabulous. What a powerhouse Kevin is, and the work that he's doing at Trinity One Consulting. Dig into your people's dreams and watch what happens to your culture, your retention, and your bottom line. [00:35:48] Bernadette Boas: Math is math, as he says, and Kevin just showed you exactly what the math looks like when you get it right. If today's conversation hit home, here's what you need to do next. Connect with [00:36:00] Kevin at trinity1consulting.com. Learn all about him and the work that he does. Follow him on LinkedIn at Patrick-Kevin, and follow him on Facebook at Trinity the number 1 C for Trinity One Consulting. [00:36:15] Bernadette Boas: And before you go, be sure that you are subscribed. Share this episode with a leader who needs to hear it, and I'll see you next time on Shedding the Corporate Bitch. Bye. [00:36:25] Voiceover: Thank you for tuning in to today's episode of Shedding the Corporate Bitch. Don't miss any of our weekly episodes. Subscribe to our podcast on Apple Podcasts, Spotify or wherever you love to listen. [00:36:35] Voiceover: And for those who thrive on visual content, catch us on our Shedding the Bitch YouTube channel. Wanna dive deeper with Bernadette on becoming a powerhouse leader? Visit balloffirecoaching.com to learn more about how she helps professionals, HR executives, and team leaders elevate overall team performance. [00:36:51] Voiceover: You've been listening to Shedding the Corporate Bitch with Bernadette Boas. Until next time, keep shedding, keep growing, and keep leading.