“It might not be your fault, but it is your problem.” by Leslie McCuiston
Jessica Groskopf
Author
02/27/2018
Added
28
Plays
Description
Leslie McCuiston has focused her career on building relationships. Whether it has been working with pigs, or dogs and cats at a veterinary hospital in Dallas, it is still about people. Her favorite quote has been “Pigs (or pets) are easy, people are the hard part”. We can teach almost anyone the right things and how to care for an animal. Investing in and developing people takes time. We spend more waking hours each day with the people we work with. We become an extended family at times. Learning how to navigatethose waters and help others do the same is not something that happens overnight. The “aha” moments when you get to see someone blossom, learn, grow into something even better than they believed they could, this is when it gets fun!
Leslie McCuiston grew up on a cattle ranch and small grain farm in southwest Oklahoma. She was involved in 4-H and FFA
all through school showing cattle and a few pigs. In college, she competed in livestock judging while exploring a degree in psychology. Ultimately, when she transferred to Oklahoma State in her junior year, she came back to her roots in agriculture and finished with a degree in Agricultural Economics. After completing an internship with Cargill Pork before graduating, she went to work for them upon completion of her degree. She has worked, in some capacity, in almost every facet of a pig’s life cycle. From field research to sow farms, from research in the harvest facilities to wean to market startups, and eventually back to working with company managed facilities, Leslie has had many opportunities to put those early psychology classes into use working with people.
Leslie currently lives in Omaha, Nebraska with her 8 year old Bernese Mountain Dog, Isa. She enjoys traveling, spending time with her family (6 nieces and nephews in Oklahoma and Kansas), volunteering with children’s charities and speaking publicly for the pork industry through Operation Main Street.
Searchable Transcript
Toggle between list and paragraph view.
- [00:00:03.300]Well I will help a little bit, I'm Leslie McCuiston,
- [00:00:06.070]and I grew up in southwest Oklahoma on a cattle farm
- [00:00:10.550]and ranch where my parents actually
- [00:00:12.260]still farm and ranch today.
- [00:00:14.434]I had a conversation with some ladies earlier,
- [00:00:16.670]it's actually extended into eastern
- [00:00:18.400]Oklahoma now at this point,
- [00:00:20.400]and I've actually never been out to that part of the farm.
- [00:00:23.019]But my parents do still farm and ranch
- [00:00:25.210]alongside my two younger brothers.
- [00:00:27.490]One actually lives in Kansas
- [00:00:29.340]and one in Oklahoma near the farm.
- [00:00:32.114]And I've got a sister that's an RN in Oklahoma City,
- [00:00:35.870]in that area.
- [00:00:37.730]I am a self proclaimed cool aunt.
- [00:00:42.247](laughing)
- [00:00:44.670]To six nieces and nephews.
- [00:00:47.420]I am the oldest, and I'm single,
- [00:00:50.020]so I get to take them on all kinds of cool trips
- [00:00:53.540]and do things like that,
- [00:00:54.610]and actually at Thanksgiving,
- [00:00:56.330]one of the conversations with my niece
- [00:00:58.220]over the Macy's Day Parade was
- [00:01:00.970]how we should go to New York together.
- [00:01:03.730]She's eight.
- [00:01:05.623](laughing)
- [00:01:07.290]She's already shopping for it.
- [00:01:09.680]We're not going until Thanksgiving.
- [00:01:11.867]But I'm really excited about that,
- [00:01:13.610]I've been telling her mother ever since she was born
- [00:01:16.290]that as soon as she's ready to put her on an airplane,
- [00:01:18.120]she can come and go with me wherever she wants to go.
- [00:01:20.220]So, I'm really excited about that.
- [00:01:22.779]I'm also a dog mom.
- [00:01:27.160]So, this is a bernese mountain dog.
- [00:01:30.130]This is Esa, she's adopted,
- [00:01:32.162]she's actually my third bernese mountain dog.
- [00:01:35.940]I've got a little tattoo for my first one,
- [00:01:38.260]I lost him at about five years old,
- [00:01:39.980]and I adopted her at about five years old.
- [00:01:42.847]And she has been all over the place with me.
- [00:01:46.520]She has been to the beach, she has been to the mountains,
- [00:01:49.360]we go camping on weekends,
- [00:01:50.900]she's actually a pretty good little tent dog.
- [00:01:53.440]There's only been one time that she was barking
- [00:01:55.770]and kind of growling at the door,
- [00:01:57.280]and we're not getting out of the tent.
- [00:02:00.771](laughing)
- [00:02:01.766]I don't know what she was thinkin',
- [00:02:02.710]but that was not gonna happen.
- [00:02:05.040]But she's, she's the second love of my life,
- [00:02:08.540]I say the first one I lost when he was about five.
- [00:02:12.290]But I'm not using the clicker here like I should.
- [00:02:16.349]I do like to volunteer,
- [00:02:19.085]even though I don't have children of my own,
- [00:02:21.070]my focus has been on children's charities.
- [00:02:23.780]And so for about the last 15 or 16 years,
- [00:02:26.560]I volunteered with one of the two organizations,
- [00:02:29.412]either COSTA or Make-A-Wish.
- [00:02:30.580]And some of that goes back to,
- [00:02:32.670]I had a roommate in college that lost her brother at,
- [00:02:36.090]that was about the same age as my sister, to Leukemia,
- [00:02:38.960]and he got to go to the Superbowl with Make-A-Wish.
- [00:02:41.610]So I've followed up with that
- [00:02:43.860]organization for a lot of years.
- [00:02:46.400]One of the things, originally I came to talk about
- [00:02:48.800]being Pig Farmer of the Year,
- [00:02:50.340]and some of you may recognize my face from that.
- [00:02:53.970]I've gotten jokes about, you know,
- [00:02:55.650]well your hairs not blond anymore.
- [00:02:58.690]That changes from time to time.
- [00:03:01.545](laughing)
- [00:03:02.378]But I was selected as Pig Farmer of the Year.
- [00:03:04.120]What has happened, if you saw in my notice,
- [00:03:07.340]is that I now work for Pharmgate Animal Health,
- [00:03:11.540]that's actually a very recent change here about a month ago.
- [00:03:14.230]And since I don't touch a pig on a regular basis,
- [00:03:17.367]they asked for someone else to step up into that role.
- [00:03:20.470]But, I still do speaking on behalf of the pork industry,
- [00:03:24.110]and it doesn't change the selection I suppose,
- [00:03:27.270]but it does change kinda my role within the industry
- [00:03:29.390]I guess you would say.
- [00:03:31.250]See if I can learn how to do this now.
- [00:03:33.100]That didn't work.
- [00:03:35.740]Nope, I'm hitting the wrong button.
- [00:03:39.370]You're going, click this button here.
- [00:03:41.800]Oh, I should have asked first.
- [00:03:43.850]Here, let me get you back.
- [00:03:50.474]There we go.
- [00:03:52.567]Alright, maybe we're gettin' close.
- [00:03:54.990]I'll figure it out halfway through.
- [00:03:57.310]So, in my bio also I talked a little bit about,
- [00:03:59.923]went to school in eastern Oklahoma,
- [00:04:02.580]I actually started out in psychology.
- [00:04:05.320]Which a lot of people may think is a little bit strange,
- [00:04:07.570]especially from an ag girl,
- [00:04:08.730]but I wanted to go into social work,
- [00:04:09.950]you see what I'm doing with children's charities,
- [00:04:12.260]I thought I wanted to go into social work.
- [00:04:13.680]So I started out in psychology.
- [00:04:16.550]As I got through the first couple of years,
- [00:04:18.550]I realized that I wanted to stay close to agriculture,
- [00:04:21.030]so when I went to Oklahoma State,
- [00:04:22.960]I switched over to ag economics.
- [00:04:24.725]There's a really simple answer to that.
- [00:04:27.160]I knew I didn't wanna be a teacher,
- [00:04:28.720]I knew I didn't wanna do animal science,
- [00:04:30.390]so ag economics was the degree, I knew I needed a degree.
- [00:04:34.620]Thought I was gonna be in the cattle industry,
- [00:04:37.543]to tell you the truth, I grew up in cattle.
- [00:04:39.741]I was convinced I was gonna be a female cattle buyer
- [00:04:41.270]coming out of college,
- [00:04:42.750]and that didn't happen very often, just so you know.
- [00:04:46.490]But an internship in the swine industry
- [00:04:48.560]turned out to kinda be the start of my career.
- [00:04:51.340]I interned with Cargill Pork.
- [00:04:53.980]And I've been associated with the swine industry
- [00:04:57.110]most of my adult career.
- [00:04:59.350]Worked for Cargill Pork doing all kinds of different jobs,
- [00:05:02.350]worked with the plants, worked with SAU Farms,
- [00:05:04.960]worked with contractors starting up facilities,
- [00:05:07.010]it was a lot of fun.
- [00:05:09.470]And then decided to make a little bit of a change.
- [00:05:12.200]So somebody says, Banfield Pet Hospital, in Dallas, Texas.
- [00:05:17.161]So farm girl from southwest Oklahoma,
- [00:05:19.610]and I moved to Arkansas and Missouri,
- [00:05:21.080]and all kinds of places.
- [00:05:22.540]But then I decided to hop out and go to Dallas, Texas.
- [00:05:25.540]And I thought this is gonna be where I end up.
- [00:05:29.320]I'm gonna work with pet hospitals,
- [00:05:31.000]I'm gonna do sales, I'm gonna do somethin',
- [00:05:32.470]surely I can find a job in Dallas.
- [00:05:35.310]So I did work for a pet hospital for a couple of years
- [00:05:37.740]and then when that kind of started turning
- [00:05:39.950]and changing just a little bit,
- [00:05:42.270]I really knew that I missed swine, and so I came back,
- [00:05:46.390]and worked for the Maschhoffs for about three years.
- [00:05:49.711]In their manage production.
- [00:05:53.700]And then also did HR for about six months
- [00:05:56.050]or a year with them as well.
- [00:05:58.740]The interesting thing about the swine industry,
- [00:06:00.960]if you're willing to raise your hand,
- [00:06:03.076]for anything they will help you do it.
- [00:06:06.170]So it does sound like a strange thing
- [00:06:08.510]that I went from managing people to doing HR,
- [00:06:10.410]but it actually was a really fun transition,
- [00:06:12.880]and I was really looking forward to that.
- [00:06:14.430]So that's probably fits really
- [00:06:16.820]well into the psychology thing.
- [00:06:20.319]Because I like trying to think about what makes people tick.
- [00:06:25.230]What makes them change, what makes them do things,
- [00:06:27.460]why do they do the things they do?
- [00:06:30.020]And so it's really kind of telling
- [00:06:32.180]that my high school psychology teacher
- [00:06:34.470]was the one that I'm quoting here.
- [00:06:37.260]I did go to a small school, a 3A-ish, 4A-ish school.
- [00:06:41.340]And so she was also my English teacher,
- [00:06:42.870]she was also my speech teacher, all those sort of things.
- [00:06:46.630]And most of the time this quote comes up
- [00:06:49.330]when I'm working with employees,
- [00:06:51.760]and I would say in tardiness and attendance.
- [00:06:55.641]She used to say when we would have a pop quiz,
- [00:06:58.270]it may not be your fault, but it is your problem.
- [00:07:00.230]You're still gonna have to take the quiz today.
- [00:07:03.414](laughing)
- [00:07:04.247]And so I've used that a lot of times.
- [00:07:05.810]There's so many things that we deal with as managers,
- [00:07:13.040]as family, you know,
- [00:07:15.610]and I know a lot of you are parents, as parents.
- [00:07:19.150]Managing businesses, managing farms,
- [00:07:21.510]that we can't control the things that happen to us.
- [00:07:25.150]They're not our fault,
- [00:07:26.430]they're the hand we're dealt with, right?
- [00:07:29.230]But it is our problem, we've gotta handle it,
- [00:07:30.940]we've gotta learn how to handle it,
- [00:07:32.290]and we've gotta teach others how to do that in the meantime.
- [00:07:35.500]So, here in Nebraska, gosh, our unemployment rate,
- [00:07:40.520]it's not our fault, right?
- [00:07:42.990]The state across, we've looked at, it's less,
- [00:07:46.690]let me get my tongue outta my throat here,
- [00:07:50.264]our unemployment rates are some of the lowest in the nation.
- [00:07:53.630]And working with the Maschhoffs,
- [00:07:55.120]I worked in the Boone County area,
- [00:07:58.050]it was a pretty large area that I worked in.
- [00:08:01.010]And when we actually started from within an HR perspective,
- [00:08:04.370]looked at the unemployment rates in the county,
- [00:08:06.910]when you start pairing that down to actually
- [00:08:08.970]whose available to be employed in an entire county,
- [00:08:13.350]sometimes it's less than 50 people.
- [00:08:16.330]And so when we're talking about a hiring pool,
- [00:08:18.330]we look at all those other things.
- [00:08:20.160]You know, we may end up working with family,
- [00:08:21.880]whether we like it or not.
- [00:08:23.952]Our labor pool, skill and availability.
- [00:08:27.520]Now in 2016, the census showed a close to 20%,
- [00:08:32.100]which is actually up from 2014, is living in rural America.
- [00:08:36.800]But most of those didn't grow up there.
- [00:08:39.290]Most of those have never actually lived on a farm,
- [00:08:41.900]they live on our, they called 'em farmettes back in the day.
- [00:08:45.280]I don't know if that's what we still call 'em today.
- [00:08:48.570]Most of them have zero farm experience.
- [00:08:51.750]We're dealing with more activism now.
- [00:08:54.370]You know, working with the Maschhoffs,
- [00:08:55.620]I've actually experienced that on my own.
- [00:08:57.920]It's not fun.
- [00:09:00.480]I use this term dysfunctional family,
- [00:09:02.170]and it was originally in my introduction
- [00:09:04.170]and I think we changed it just a little bit.
- [00:09:06.040]But because we do work together so often,
- [00:09:10.120]if you do a 40 hour work week,
- [00:09:12.080]and you think about your waking hours,
- [00:09:13.868]35% of our working hours is spent
- [00:09:17.490]with whoever we're working with.
- [00:09:19.150]If you're working on the farm,
- [00:09:20.360]a lot of times that's even more than 35%.
- [00:09:23.580]Probably a lot more than we like to admit.
- [00:09:26.320]And then of course our rate of pay.
- [00:09:28.700]You know sometimes that's a challenge.
- [00:09:30.770]We've got very slim margins in agriculture.
- [00:09:33.030]So how do we make up for all of those things
- [00:09:36.197]with the employees that we've got to work with?
- [00:09:39.200]So I wanna talk a little bit about employee development.
- [00:09:44.110]And so I Googled, of course I need a definition.
- [00:09:47.979]And so I think the simplistic thing here,
- [00:09:50.670]is just that we're talking about that broadly differing term
- [00:09:54.990]of developing skills and getting an employee to where
- [00:09:57.800]they can do something for us.
- [00:10:00.287]And actually when I started looking at that I thought,
- [00:10:02.600]well that sounds an awful lot like training.
- [00:10:06.240]And in the business world I think
- [00:10:07.400]we mix these two up a lot of times.
- [00:10:09.710]And we even put 'em together, training and development.
- [00:10:12.770]And I think, this one defined,
- [00:10:16.210]it's typically that training is the process
- [00:10:18.300]by which we're trying to get somebody the skills
- [00:10:20.720]to provide us some feedback,
- [00:10:22.480]to provide us something back to the bottom line.
- [00:10:24.180]Whoever it is.
- [00:10:25.890]Whereas development we're actually trying to prepare them
- [00:10:28.750]for something longer term.
- [00:10:31.908]So I think that we should separate those two,
- [00:10:35.120]and really really define that,
- [00:10:36.570]and that's where my pigs are easy, people are hard,
- [00:10:39.709](laughing) comes in.
- [00:10:42.160]I always said, and this was back when my niece was five,
- [00:10:45.100]I could teach my five year old niece how to breed a sow.
- [00:10:48.340]I could train her how to take care of a pig.
- [00:10:51.000]I could provide her the booklet,
- [00:10:52.310]and I didn't ever breed sows don't worry.
- [00:10:55.180]I always told my employees that,
- [00:10:57.600]I can tell you how to do it, but you don't want me to do it,
- [00:10:59.690]'cause I can't prove that I'm any good at it.
- [00:11:02.760]There's a lot of other things I can jump in
- [00:11:04.360]and I can run a power washer to beat the band.
- [00:11:08.113]But the pigs are the easy part,
- [00:11:10.250]I can teach somebody how to raise a pig, or a cow,
- [00:11:12.870]or to run a tractor, or whatever.
- [00:11:15.440]But to actually get someone to care,
- [00:11:18.370]to invest in it like I'm going to,
- [00:11:20.840]to, if it's a family operation,
- [00:11:23.110]to treat it like it's theirs.
- [00:11:25.180]That's the tough part.
- [00:11:27.330]So how do we do that?
- [00:11:31.060]I think the big thing we wanna do,
- [00:11:34.020]the goal when we're thinking of employee development
- [00:11:36.910]is just leave somebody better than we found them.
- [00:11:39.780]Invest in them enough, invest in them a little bit more.
- [00:11:44.680]We wanna become someone who encourages potential,
- [00:11:49.020]and not to discourage them.
- [00:11:54.090]So I have to use a few graphs, I like graphs.
- [00:11:57.350]So Society of Human Resource Management
- [00:12:00.110]put out this publication in 2017.
- [00:12:02.706]It's about 600 employees.
- [00:12:05.444]What's the most important to an employee?
- [00:12:09.910]And I thought this was really intriguing.
- [00:12:11.600]Everybody, everybody says money.
- [00:12:15.440]If you ask an employee,
- [00:12:16.490]the first thing outta their mouth is gonna be money.
- [00:12:20.104]I actually had this conversation with one of my employees
- [00:12:22.710]in South Dakota not long ago.
- [00:12:25.920]The manager, I asked her,
- [00:12:27.150]I said what's the most important thing to your employees?
- [00:12:29.770]Money.
- [00:12:31.294]So I looked at one of her employees,
- [00:12:32.980]I said, is money what keeps you here?
- [00:12:35.610]Nah.
- [00:12:37.020]So what keeps you here?
- [00:12:37.980]Oh, I don't know.
- [00:12:40.323]I said if mama ain't happy, is anybody happy?
- [00:12:42.440]Oh no!
- [00:12:43.882](laughing)
- [00:12:44.715]You like keepin' mama happy?
- [00:12:45.880]Yes.
- [00:12:48.368]So, Samantha is mama to everybody.
- [00:12:51.020]So it was a colloquial term I suppose.
- [00:12:53.610]But the most important thing that this survey showed
- [00:12:56.670]was that they have respect,
- [00:12:59.320]and that they see you treat others with respect.
- [00:13:02.430]So how does that play into how we develop people?
- [00:13:08.340]So as you can see I've got a few bullet points
- [00:13:10.390]and all that sort of thing,
- [00:13:12.028]and I really struggled as I was getting ready for this,
- [00:13:13.180]'cause I thought, how am I qualified
- [00:13:15.935]to tell all these people how to develop someone?
- [00:13:20.253]And, the truth is maybe I'm not, I don't know.
- [00:13:24.306]I guess to go back, kinda what I have done with my career,
- [00:13:29.020]and most of the employee management
- [00:13:30.810]starts about six or seven years ago.
- [00:13:33.640]When I worked in the Dallas Vet Hospital,
- [00:13:36.150]this is probably my big qualifier.
- [00:13:38.750]When I worked in the Dallas Vet Hospital,
- [00:13:40.140]I had four veterinarians on staff, they were all female,
- [00:13:43.340]I had 15 female employees.
- [00:13:46.189]I always joke that if I can manage,
- [00:13:48.982]if I can wrangle 19 women in a room,
- [00:13:51.310]a third the size of this, then maybe I can do something,
- [00:13:54.820]and that we didn't all kill each other.
- [00:13:57.770]And then with the Maschhoffs I've managed about 70 employees
- [00:14:01.530]across several different farms,
- [00:14:03.530]a couple of different states obviously.
- [00:14:06.440]And then on the HR position,
- [00:14:08.191]I was responsible for about 350.
- [00:14:11.650]So, I don't know if that qualifies me still.
- [00:14:14.730]But, instead of doing a bunch of bullet points,
- [00:14:16.900]what I thought I would do is I would tell a case study.
- [00:14:19.250]I would tell you an experience.
- [00:14:21.326]I can talk about that a whole lot easier.
- [00:14:22.960]So and we're gonna call her Jane.
- [00:14:25.420]She's not here, thank goodness.
- [00:14:28.129](laughing)
- [00:14:29.682]But we're gonna call her Jane.
- [00:14:31.120]And so Jane for me was, the reason I use Jane,
- [00:14:34.210]is 'cause Jane was a learning process for me.
- [00:14:37.600]The great thing about managing people
- [00:14:39.270]and working with people wherever you're at
- [00:14:41.540]is that I think if you're investing in them,
- [00:14:47.780]you gain even more,
- [00:14:49.290]and I think that's what I got out of this case.
- [00:14:52.250]So Jane was bright.
- [00:14:54.430]Extremely bright, she's extremely bright in the industry,
- [00:14:57.160]she knows what she's doing,
- [00:14:57.993]she's worked for several companies,
- [00:14:59.060]worked across the world in fact.
- [00:15:01.790]She's a good manager.
- [00:15:03.470]She came with a lot of knowledge about the business
- [00:15:07.470]that we were working in.
- [00:15:09.470]And when I took over managing her,
- [00:15:12.640]her previous manager also kinda clued me in,
- [00:15:15.140]into some of her issues, opportunities,
- [00:15:17.700]whatever we wanna call 'em in fluff 'em up.
- [00:15:20.680]So I already had an idea of what
- [00:15:22.720]I was gonna be dealing with with Ms. Jane.
- [00:15:25.670]And one of probably the worst habits that I have,
- [00:15:28.820]I'm a green, I make decisions pretty quickly on people,
- [00:15:32.890]and I think I'm right.
- [00:15:35.050]So (laughing) since I already had some ideas about her,
- [00:15:40.930]and then when I started working with her,
- [00:15:43.270]it seemed to be proving itself,
- [00:15:44.720]which was probably gonna happen anyway,
- [00:15:46.100]because we both assumed a lot of things.
- [00:15:49.720]She did, she lived up to what I expected.
- [00:15:53.020]We had put her in an elevated position,
- [00:15:54.950]and she started struggling.
- [00:15:57.996]Daddy always says, when you assume.
- [00:16:02.300](laughing)
- [00:16:04.048]You know what you do!
- [00:16:06.830]And I did, and so we were to the point
- [00:16:10.820]that I was actually ready to fire Ms. Jane.
- [00:16:14.140]I had talked to my bosses, had their support,
- [00:16:16.560]let's get her outta here.
- [00:16:18.600]Well, the good thing is, there's two things,
- [00:16:21.700]one in business, it's not quite that simple.
- [00:16:23.770]Especially when you've got someone in management.
- [00:16:26.410]The second thing is, I don't, I like a challenge.
- [00:16:30.353]And so I wanted to prove that we could figure this out.
- [00:16:34.260]That we could actually get through this.
- [00:16:37.030]She had assumed that I didn't like her,
- [00:16:39.470]she wasn't far off to begin with.
- [00:16:41.643](laughing)
- [00:16:43.128]I assumed she was gonna be a pain in my you-know-what,
- [00:16:45.600]and so, you know, that's where we were at.
- [00:16:49.580]But at that point I did, I kept thinking,
- [00:16:51.950]what did I do, what could I have done differently,
- [00:16:54.780]what could I have done better,
- [00:16:56.220]how could I invest in this person,
- [00:16:58.870]and get us back on the right track?
- [00:17:00.480]'Cause she's got all this knowledge.
- [00:17:02.490]If I could get all that knowledge out of her,
- [00:17:04.300]and she didn't run people outta the farm,
- [00:17:06.520]then we could just, we could win!
- [00:17:09.758]So going back to the drawing board, here's my bullet points.
- [00:17:13.750]I think first you gotta get to know
- [00:17:15.710]whoever you're working with.
- [00:17:17.450]And that sounds really superficial,
- [00:17:19.931]but to be honest it's one of the things again,
- [00:17:22.630]that as a green personality I struggle with.
- [00:17:25.150]I need you to come, I need you to work,
- [00:17:27.020]I need you to be to work on time, and let's get this done!
- [00:17:30.040]Right?
- [00:17:31.329]I don't need all the fluffy stuff.
- [00:17:32.400]But I have to remember, not everybody's the same.
- [00:17:36.440]Probably the biggest thing is invest in yourselves.
- [00:17:39.120]Not only to be a leader, on your own farm,
- [00:17:41.850]and your own home, but also just to grow.
- [00:17:45.290]It's a good example.
- [00:17:47.190]There's other things too.
- [00:17:48.790]Investing in yourself you learn how to handle these things.
- [00:17:51.870]The talk that Ruth gave today was amazing,
- [00:17:55.351]on you know, different personalities
- [00:17:58.270]and how we interact with different personalities.
- [00:18:00.200]Those are helpful.
- [00:18:02.400]Be willing to tell the truth.
- [00:18:04.750]Not only to yourself but to them.
- [00:18:06.870]I say everyone is different.
- [00:18:09.243]I pulled several managers together and we did a seminar
- [00:18:13.808]on, we did several, of the known tests for them.
- [00:18:20.550]The DISC, the Korn Ferry, Learning Agility,
- [00:18:23.650]all this stuff that we invest in,
- [00:18:25.420]to figure out why you do what you do.
- [00:18:27.560]I think the most interesting thing that came out of it
- [00:18:29.560]was my four top managers,
- [00:18:32.320]everyone of them had a different personality.
- [00:18:34.630]Doesn't happen very often, actually.
- [00:18:38.240]So for me it was learning to go back
- [00:18:41.150]to the drawing board on how to manage.
- [00:18:43.200]We wanna use feedback often.
- [00:18:45.870]Probably the biggest one that I say
- [00:18:47.330]is have the hard conversations.
- [00:18:50.010]And I know we talked a little bit about that earlier,
- [00:18:53.594]the blues, that ones a tough thing to do,
- [00:18:54.936]so we've gotta help frame those up.
- [00:18:57.020]The very end piece,
- [00:18:58.230]the whole leave 'em better than you found them.
- [00:19:00.030]I say, you've gotta be happy when they do leave.
- [00:19:05.475]So this one to me is, it should be a given for us.
- [00:19:10.321]No matter where we work at, even if they are our family.
- [00:19:14.000]I think we really need to get to know who they are.
- [00:19:16.450]What makes them tick?
- [00:19:17.880]What's important to them?
- [00:19:19.410]Is it important to them that they're there on time?
- [00:19:23.750]But there a eight o'clock sleeper?
- [00:19:27.040]We start at 6:30.
- [00:19:30.170]You know, maybe we need to know that.
- [00:19:32.430]'Cause we might be setting them up to fail to begin with.
- [00:19:35.410]So, get to know your employees, just listen,
- [00:19:38.940]listen to the conversations that's going on.
- [00:19:43.920]The invest in ourselves.
- [00:19:45.480]There are so many tools out there and I love tools.
- [00:19:48.870]I love surveys, I love all those sort of things.
- [00:19:52.110]'Cause again, finding out what makes people tick,
- [00:19:55.130]probably my favorite one here,
- [00:19:56.790]and I've been in a couple of businesses now
- [00:19:58.550]that has allowed this,
- [00:19:59.383]and you can buy this on Amazon,
- [00:20:00.670]the Korn Ferry, For Your Improvement.
- [00:20:04.198]And when we talk a little bit
- [00:20:06.270]about having difficult conversations,
- [00:20:08.940]that was probably the most helpful for me.
- [00:20:11.980]Because I like to have very direct conversations.
- [00:20:16.400]You are not being very nice today, be nice today.
- [00:20:19.699](laughing)
- [00:20:20.532]You were not on time, be to work.
- [00:20:22.560]But for different personalities,
- [00:20:24.510]that doesn't get to them, they think I'm a jerk.
- [00:20:28.410]Me, I just wanna get to the end of the conversation,
- [00:20:30.340]and let's go forward.
- [00:20:31.173]But some of those tools will help you frame a conversation.
- [00:20:35.270]Okay, it's really important for them
- [00:20:37.600]to get their kids up and to school on time.
- [00:20:39.270]So now I know that because I've got to know my employee,
- [00:20:42.675]but now I also know that when I
- [00:20:43.940]have a conversation with them,
- [00:20:45.360]I need to make sure that something
- [00:20:46.640]didn't happen with their kids this morning.
- [00:20:49.800]Or that something at home's not gone awry.
- [00:20:53.880]I need to ask questions before I start making accusations.
- [00:20:57.450]And that book helped me a lot to
- [00:21:00.480]have those kind of conversations with people.
- [00:21:02.560]Okay, this isn't working, how do we do something different?
- [00:21:07.324]So, lots of tools out there.
- [00:21:09.760]If you just Google,
- [00:21:11.500]there's so many free tools that are available even,
- [00:21:14.080]for helping to have those conversations,
- [00:21:15.970]and learning more about yourself and how to do those.
- [00:21:21.806]The truth is important.
- [00:21:24.350]And I'll go back to my Jane example.
- [00:21:28.281]I've talked about a few of the flaws that I have,
- [00:21:32.370]and one of them that I really struggled with,
- [00:21:35.587]and I do still struggle I guess from time to time today,
- [00:21:39.720]if I have the problem, tardiness is a good one.
- [00:21:44.800]I'm not the most prompt person always.
- [00:21:48.610]If I have the problem, how can I coach someone else on it?
- [00:21:52.300]How in the world can I be standing there
- [00:21:54.270]when I should up five minutes late this morning,
- [00:21:57.050]and tell someone they have to be on time?
- [00:21:59.840]But the reality is, that's my job, right?
- [00:22:02.110]That's my job when I'm the leader,
- [00:22:04.153]that's my job when I'm the manager,
- [00:22:05.465]it's my job to get there on time as well.
- [00:22:07.050]But I still have to have that conversation with somebody.
- [00:22:10.020]So I think being truthful about that,
- [00:22:12.730]and being right up front.
- [00:22:14.560]With Jane I had to sit down and say,
- [00:22:16.820]you and I, yeah, this is what I did.
- [00:22:20.259]I started off on the wrong foot.
- [00:22:22.930]I assumed these things about you,
- [00:22:25.220]and I just laid it all on the table.
- [00:22:27.860]Because the other piece of that is they have to trust you.
- [00:22:31.790]The times that you're gonna invest in them,
- [00:22:34.030]the times that you're gonna tell them
- [00:22:35.440]things that they don't wanna hear,
- [00:22:36.500]the times that you know, you have to let them go.
- [00:22:40.878]They have to know that you have
- [00:22:43.480]their best interest at heart.
- [00:22:44.810]So you have to be honest with yourself and with them.
- [00:22:48.620]And I think too, you wanna come back often.
- [00:22:51.540]When we're developing employees, it's a process.
- [00:22:54.950]And another conversation that we had,
- [00:22:57.950]when we were going through the discipline,
- [00:22:59.750]I found it really interesting that
- [00:23:03.050]she said, well you never even coached me.
- [00:23:06.160]How was I supposed to know what I was doing?
- [00:23:08.040]I'm like, oh my gosh,
- [00:23:09.845]that's all I've been doing since I got here, I don't get!
- [00:23:12.226]So, but it taught me, listening to her say that,
- [00:23:16.184]that I had to make a point of saying,
- [00:23:18.010]okay, we're having this session.
- [00:23:20.130]We're sitting down to talk about
- [00:23:21.280]how we do something different.
- [00:23:24.140]So it is passive.
- [00:23:27.414]I feel like I'm picking up on the mic here.
- [00:23:28.420]It is a passive thing,
- [00:23:29.360]but it also needs to be a deliberate thing, to develop.
- [00:23:35.680]And it's one of those things that is a little gray.
- [00:23:38.170]I struggled when I sat down with Jane,
- [00:23:40.260]and we'd say, okay, well let's put something on paper.
- [00:23:43.460]How do we deal with arrogance?
- [00:23:46.047](laughing)
- [00:23:47.627]How do you set up a scenario where someone's
- [00:23:50.760]acting arrogant so that you can help them get past that?
- [00:23:55.450]It's not the easiest thing in the world.
- [00:23:58.030]So it's not something that we put on paper,
- [00:24:00.570]but the best thing to do is to model.
- [00:24:03.160]Find those opportunities when you're in a situation.
- [00:24:05.830]Call a timeout.
- [00:24:06.720]I used to give employees, here's,
- [00:24:09.390]you have permission at anytime to call a timeout.
- [00:24:12.580]If things are out of wack or out of whatever.
- [00:24:16.420]You know, if I'm, I don't ever yell,
- [00:24:18.860]I always tell people I'm much scarier that I don't.
- [00:24:21.580]But (laughing) some people yell, I don't yell, I get quiet.
- [00:24:26.871]I used to, when I worked in Dallas,
- [00:24:29.060]my employees would tell me that they knew
- [00:24:30.700]exactly when somebody was in trouble, 'cause I flush,
- [00:24:34.873](laughing) when I get nervous.
- [00:24:37.504]And I don't talk.
- [00:24:39.579]And so they would know immediately that something,
- [00:24:41.530]stay outta the way, and I always said,
- [00:24:44.020]I'm not that mean, I'm just doin' yeah, whatever.
- [00:24:47.930]So back to, we are going to a little bit of training.
- [00:24:51.470]Back to that just a little bit.
- [00:24:53.070]We do have to remember that any person that we deal with
- [00:24:55.610]that one size doesn't fit all.
- [00:24:58.925]There's the basic visual, auditory,
- [00:25:01.450]reading, writing, kinesthetic,
- [00:25:02.690]I really like the adult learning model.
- [00:25:05.597]This is just, tell, show, do.
- [00:25:08.250]So the idea behind it is,
- [00:25:10.460]if you can identify one of those things,
- [00:25:12.180]like an arrogance or you know,
- [00:25:14.350]if someone is a yeller, it's a great example,
- [00:25:17.040]someone is a yeller,
- [00:25:18.430]use the opportunity to pull them outta the situation,
- [00:25:23.230]and talk about what's going on.
- [00:25:25.160]Let's talk about how we can do it differently.
- [00:25:28.340]Then model it, show them.
- [00:25:30.650]Okay, here's a better way to handle this.
- [00:25:34.210]Let's do this back and forth.
- [00:25:36.670]And then following up with doing it.
- [00:25:39.080]Observing them do it.
- [00:25:40.322]The big point is you've gotta come back,
- [00:25:42.700]so give them feedback on how that went.
- [00:25:45.107]Let them know that they are learning something different,
- [00:25:47.990]again, that whole coaching piece.
- [00:25:52.560]Feedback is tough.
- [00:25:55.350]It's probably one of the toughest things on either side,
- [00:25:58.960]it's that constructive criticism, it can also be praise.
- [00:26:04.220]So we wanna do both sides, pluses and minuses,
- [00:26:07.820]another one of those faults of mine.
- [00:26:09.210]I'm good to help you find the things
- [00:26:10.990]that you need to work on.
- [00:26:12.360]So for mine, a lot of times the feedback I got,
- [00:26:15.500]was you never tell me anything good.
- [00:26:18.450]Well that's not exactly true.
- [00:26:21.653](laughing)
- [00:26:22.770]Come on, never is a strong word.
- [00:26:25.913](laughing)
- [00:26:27.770]But that's good feedback, 'cause then I pay attention to it.
- [00:26:32.380]If we don't tell someone what they're doing,
- [00:26:35.084]how are they ever gonna fix it?
- [00:26:38.450]I've told many people, you know,
- [00:26:40.290]so I'm in my own head, you know,
- [00:26:42.420]I can be up here talking and telling you things,
- [00:26:44.940]and all this sorta stuff, and I think I'm doing a great job.
- [00:26:48.280]If nobody cares what I'm saying,
- [00:26:50.850]and nobody tells me that before I go home today,
- [00:26:53.170]I'm gonna get up and give the same speech tomorrow
- [00:26:55.660]if that's what I need to do
- [00:26:56.530]'cause I did great in my own head, right?
- [00:26:59.220]So it's really difficult to be our own critic,
- [00:27:02.700]so help assign someone.
- [00:27:04.280]I actually asked Ruth at the end of the day,
- [00:27:06.000]I said this is my first time doing some content,
- [00:27:08.200]so let me know how I did.
- [00:27:10.620]Feedback is one of those things
- [00:27:12.170]that even though it's a little tough to give sometimes
- [00:27:14.460]and feels a little painful,
- [00:27:16.160]again, if you've invested in them on the front end,
- [00:27:19.189]and they know you care, then they'll accept it much better.
- [00:27:25.720]I use the statistic there again, I love this,
- [00:27:28.600]35% of our waking hours.
- [00:27:32.220]We turn into dysfunctional families
- [00:27:33.980]whether we like it or not.
- [00:27:35.330]A lot of the farms I've worked with I've told them,
- [00:27:38.538]you guys, we're gonna have to go to marriage counseling.
- [00:27:41.417](laughing)
- [00:27:42.250]Good gracious!
- [00:27:43.560]Let's all sit down, how does it make you feel?
- [00:27:47.649](laughing)
- [00:27:49.620]When she says, what do you hear?
- [00:27:53.170]And I make a joke out of it, but that's reality.
- [00:27:56.470]A lot of time that's all we need to do.
- [00:27:58.630]Is just sit down and talk about it.
- [00:28:01.260]And one in particular, there's a farm,
- [00:28:04.380]she calls herself the queen.
- [00:28:07.450]She's actually kind of like an assistant manager.
- [00:28:09.830]I even got her a tiara for her birthday.
- [00:28:13.306]It says the queen.
- [00:28:15.040]But I tell them all the time,
- [00:28:16.360]you guys have turned into a big dysfunctional family.
- [00:28:18.370]If you would quit being so passive aggressive
- [00:28:20.020]and sit down and talk,
- [00:28:22.873]we could get a lot more done.
- [00:28:24.500]'Cause they're number one in the company.
- [00:28:27.420]So think what they could do if they actually
- [00:28:29.060]sat down and talked about the things that they're doing.
- [00:28:31.840]So, they're a great group, and they do,
- [00:28:34.650]it's a lot of fun to sit down and talk with them,
- [00:28:37.210]'cause they, once you actually get them to sit down
- [00:28:39.300]and put a format in it they will talk to each other.
- [00:28:43.990]Having the hard conversations,
- [00:28:45.290]I'm gonna come back to Jane on this one.
- [00:28:50.400]So, I hate these.
- [00:28:54.090]Even as green as I am, as confident as I can be,
- [00:28:59.791]I practice these kind of conversations.
- [00:29:02.280]Practice makes perfect.
- [00:29:04.520]I don't know that it makes it perfect.
- [00:29:06.950]But, when you're having a hard conversation,
- [00:29:09.210]I don't know how many times you would have been able
- [00:29:10.760]to see me driving down the roads in northeast Nebraska,
- [00:29:14.364]with my radio turned off, so that I could practice.
- [00:29:21.090]Jane, I need to talk to you about this,
- [00:29:24.870]this is not going well.
- [00:29:26.800]Your employees are mad, whatever the case was.
- [00:29:31.100]Because I'm nervous about it.
- [00:29:33.060]I don't like telling somebody something negative,
- [00:29:35.300]it doesn't ever feel good.
- [00:29:37.610]If it ever does, I'm gonna quit doing what I'm doing,
- [00:29:39.880]because then I'm just sadist,
- [00:29:42.150]and that's not a place any of us wanna end up being.
- [00:29:46.810]So practice those things.
- [00:29:48.500]I've used other friends even to have those conversations.
- [00:29:52.540]You know, hey, what would you say if I said this?
- [00:29:55.480]Because the reality is that it's still gonna change,
- [00:29:58.550]because their responses are never
- [00:30:00.591]what I come up with in my head,
- [00:30:01.927]but it does help you prepare for those sort of things.
- [00:30:04.300]Saying I don't know is okay.
- [00:30:09.950]So in the end, was it worth it?
- [00:30:12.370]We spent a lot of time, almost two years actually.
- [00:30:15.520]Jane and I together working on this.
- [00:30:18.340]The great thing was that we did sit down
- [00:30:20.700]and have that hard conversation.
- [00:30:22.510]We had that hard conversation to say
- [00:30:24.260]things aren't going right,
- [00:30:26.880]and one of us is going to end up without a job here,
- [00:30:31.670]if we don't sit down and decide what to do next.
- [00:30:35.020]And I recognized again,
- [00:30:36.500]that we were completely opposite on the spectrum.
- [00:30:40.279]I can tell you that we both grew a lot outta the situation.
- [00:30:46.650]I learned a lot about myself.
- [00:30:49.060]I learned a lot about Jane,
- [00:30:50.150]I learned that her little daughter
- [00:30:52.289]has the same birthday as me.
- [00:30:55.306]I learned that we had a lot of
- [00:30:58.640]similar growing up issues in our families.
- [00:31:02.890]And we were able to talk about those kind of things.
- [00:31:04.960]And as we talked about those kind of things
- [00:31:06.480]that opened the door to talk about
- [00:31:07.790]the ugly things and the dirty things,
- [00:31:09.350]and all those things that we needed to work on.
- [00:31:12.490]So when Jane gave me her notice
- [00:31:14.970]that she was going to leave us, I was really happy for her.
- [00:31:21.070]She had worked really really hard to get better.
- [00:31:26.100]And she was going to invest in her family,
- [00:31:30.900]and that's why she was leaving.
- [00:31:33.690]She had a son and a daughter that needed more
- [00:31:36.500]time with their father, and so she was gonna do that.
- [00:31:41.060]And she had realized that,
- [00:31:42.570]through some of the growth that we had experienced,
- [00:31:44.410]she said I realized that I was a jerk too.
- [00:31:48.300]And so I needed to be better.
- [00:31:52.260]So I was really really happy for her.
- [00:31:54.920]And the even more interesting thing,
- [00:31:56.380]I mean part of this is just her personality in general.
- [00:32:00.420]She worked something like three weeks past her notice
- [00:32:02.990]if I remember right.
- [00:32:06.170]That's what made it fun, I guess in the end.
- [00:32:09.490]Again, you wanna leave people better than you found 'em.
- [00:32:12.130]And the reason you wanna leave people
- [00:32:13.590]better than you found 'em, is because then they become
- [00:32:16.690]a better person on the other end.
- [00:32:19.160]I know we say it's not our fault.
- [00:32:21.653]You know, turnover's a big thing.
- [00:32:24.145]You know, it's a big thing in agriculture,
- [00:32:26.900]sometimes that's the way it's supposed to be.
- [00:32:29.909]If we're hiring high school students,
- [00:32:33.599]and they're gonna go off to college,
- [00:32:35.630]we automatically know that we're gonna lose 'em.
- [00:32:38.140]But if we can have that one moment to invest in them,
- [00:32:41.270]into that next step, then we've served a greater purpose.
- [00:32:45.850]We in agriculture are the greatest altruists.
- [00:32:47.960]We're taking care of animals,
- [00:32:49.040]we're taking care of the land, and we're feeding people.
- [00:32:51.660]What better thing could there be to do,
- [00:32:54.054]then to help empower another person to feed someone else?
- [00:33:00.996]So I think, probably the better term,
- [00:33:06.760]it might not be your fault,
- [00:33:08.270]but it might be an amazing opportunity.
- [00:33:11.130]It might not be our fault that we
- [00:33:12.420]have all that unskilled labor,
- [00:33:13.800]and it might not be our fault that we
- [00:33:16.725]have people that hadn't grown up on a farm.
- [00:33:18.920]But it could be an amazing opportunity to develop
- [00:33:21.460]a person that now has exposure to all of those things,
- [00:33:25.340]because we've invested in them in our home,
- [00:33:28.440]in our farm, in our business, whatever that is.
- [00:33:32.360]So I like to think that
- [00:33:35.078]not only are we feeding the world,
- [00:33:37.440]but we're investing in the future of the world.
- [00:33:40.710]As agriculture people.
- [00:33:43.260]So, with that, thank you.
- [00:33:47.054](clapping)
The screen size you are trying to search captions on is too small!
You can always jump over to MediaHub and check it out there.
Log in to post comments
Embed
Copy the following code into your page
HTML
<div style="padding-top: 56.25%; overflow: hidden; position:relative; -webkit-box-flex: 1; flex-grow: 1;"> <iframe style="bottom: 0; left: 0; position: absolute; right: 0; top: 0; border: 0; height: 100%; width: 100%;" src="https://mediahub.unl.edu/media/9124?format=iframe&autoplay=0" title="Video Player: “It might not be your fault, but it is your problem.” by Leslie McCuiston" allowfullscreen ></iframe> </div>
Comments
0 Comments