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<v Speaker 1>It's Nightside with Dan Ray on WBZY, Boston's news radio.

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<v Speaker 2>I could always count for a very interesting introduction from

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<v Speaker 2>my friends Ince Hospital. Thank you very much, as we

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<v Speaker 2>will buckle our seat belts tonight. That is for sure,

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<v Speaker 2>good evening, everybody.

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<v Speaker 3>Welcome on in.

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<v Speaker 2>This is a Monday night edition of Nightside. We start

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<v Speaker 2>another full week here on Nightside. We being myself and

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<v Speaker 2>Rob Brooks. Rob, I was in the building today, actually

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<v Speaker 2>stopped in from meeting at ten o'clock. I looked for you.

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<v Speaker 3>You weren't there.

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<v Speaker 2>I guess you probably was sleeping at ten am. Rob

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<v Speaker 2>Brooks admits he was sleeping, but he should because he

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<v Speaker 2>works the night shift. He's on from seven to three am.

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<v Speaker 2>Rob is our producer, has been sold for many many years,

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<v Speaker 2>and we will continue as a team. Thanks very much, Rob.

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<v Speaker 2>Hope you had a good weekend. We will have an

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<v Speaker 2>interesting show tonight. Really tough story at nine o'clock. Some

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<v Speaker 2>of you may have seen this story, but the story

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<v Speaker 2>about Red Sox player Jared Durand, who apparently attempted suicide

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<v Speaker 2>a couple of years ago. It's both in the digital

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<v Speaker 2>and the digital editions of both The Herald and the

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<v Speaker 2>Globe we're going to talk about it, and we'll talk

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<v Speaker 2>again about those tariffs.

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<v Speaker 3>Those are tariffs.

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<v Speaker 2>They're still sticking around here and it's bedeviling the stock market.

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<v Speaker 2>But we have four very interesting guests, and I can

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<v Speaker 2>think of a more interesting guest or a more courageous

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<v Speaker 2>guest than my friend, former high school hockey player Matt Brown,

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<v Speaker 2>who had a terrific, horrific moment at the age of

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<v Speaker 2>fifteen and found himself living life in a wheelchair for

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<v Speaker 2>the rest of his life a freak hockey accident to

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<v Speaker 2>someone who I've got to know over the last sixteen

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<v Speaker 2>or so years as a great, wonderful human being who's

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<v Speaker 2>looking to help others.

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<v Speaker 3>Matt Brown, Welcome back to Nightside.

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<v Speaker 4>How are you, Dan. It's always good to hear your voice.

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<v Speaker 4>Thank you so much for having me well.

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<v Speaker 2>You were dealt a tough, tough hand one of your

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<v Speaker 2>high school hockey games from Norwood High School, but you

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<v Speaker 2>have gone on to form the Matt Brown Foundation. You

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<v Speaker 2>have a Boston Marathon team running. I believe that you're

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<v Speaker 2>in the marathon two if someone will be moving you

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<v Speaker 2>across the twenty six point two miles, and I can

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<v Speaker 2>only hope for better weather two mondays from now that

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<v Speaker 2>what we had today? Are you ready?

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<v Speaker 5>I am?

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<v Speaker 4>And you know, if we had to do it today,

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<v Speaker 4>we would have. But I'm very, very hopeful that in

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<v Speaker 4>two weeks we're gonna be We're gonna be running in

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<v Speaker 4>and something a little bit nicer them today.

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<v Speaker 5>Yeah, I'm sure.

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<v Speaker 3>No.

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<v Speaker 2>I say, first of all, tell us about the Matt

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<v Speaker 2>Brown Foundation.

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<v Speaker 3>It's been going for a while. You've been on the show.

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<v Speaker 2>Many of our listeners are familiar with you, and hopefully

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<v Speaker 2>they've supported the Matt Ground Foundation. But for those who

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<v Speaker 2>perhaps do not know it, tell us what what What

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<v Speaker 2>has become the purpose of your young life?

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<v Speaker 3>Yeah?

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<v Speaker 4>So, you know, I was hurt in twenty ten, finished

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<v Speaker 4>high school, finished college, and when I get out, I

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<v Speaker 4>kind of, you know, wanted to do something bigger. I

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<v Speaker 4>you know, I wrote line change the book. And then

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<v Speaker 4>you know, as we were writing a book, the thought

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<v Speaker 4>of the foundation of our own kept coming up, following

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<v Speaker 4>in the footsteps of Travis Roy and you know, the

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<v Speaker 4>great Tom Smith. And then in twenty twenty, smack dab

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<v Speaker 4>in the middle of a pandemic, we decided, you know what,

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<v Speaker 4>now's a good time. And our missioning goal is to

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<v Speaker 4>give back to individuals, families and groups supporting or living with,

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<v Speaker 4>you know, paralysis. Basically just trying to make you know,

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<v Speaker 4>there tomorrow a little bit better and a little bit

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<v Speaker 4>easier than there today.

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<v Speaker 2>Well, you've had a lot of help along the way.

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<v Speaker 2>One of the great helps, some of the great help

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<v Speaker 2>has come from a great, our great friend, Jack Daugherty

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<v Speaker 2>of College Hype. But Jack is also I think introduced

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<v Speaker 2>you to a group of supporters as well, and I

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<v Speaker 2>know that you wanted an opportunity to thank some folks

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<v Speaker 2>and who have been particularly supportive of this cause.

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<v Speaker 4>Go right ahead, Yeah, you know it starts with College Hype,

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<v Speaker 4>Jim Clutis, John Carroll, the fraternity, the Lambda Kai fraternity

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<v Speaker 4>brothers up at Colby, and then Lewis's Barn Grill here

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<v Speaker 4>in Norwood. They are making a huge impact on our

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<v Speaker 4>marathon team this year. You know, this was the first

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<v Speaker 4>year we were able to get into the charity, the

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<v Speaker 4>official charity program of the Boston Marathon with the huge

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<v Speaker 4>thanks to the Bank of America and the b a A.

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<v Speaker 4>And you know, for years Lucas and I ran for

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<v Speaker 4>ourselves and we raised some great awareness and money for

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<v Speaker 4>some great organizations. But into the twenty one US, alongside

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<v Speaker 4>with another bib got to run for the Matt Brown Foundation,

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<v Speaker 4>and that was really making a dream become a reality.

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<v Speaker 4>And this year we have five runners through the Bank

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<v Speaker 4>of America Charity program. We have another runner from the

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<v Speaker 4>City of Boston, and we have two international runners from China,

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<v Speaker 4>which which will be nine bibs for us, which you know,

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<v Speaker 4>I still wake up and pinch myself every morning.

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<v Speaker 3>How did you so now.

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<v Speaker 2>The Matt Brown Foundation's gone international? How'd you get bibbs

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<v Speaker 2>for runners from China? Tell us if you can. I'm

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<v Speaker 2>sure it's a complicated story, but I did not realize that.

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<v Speaker 2>Tell us tell us that.

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<v Speaker 3>Part of the story.

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<v Speaker 4>Listen when when we launched in twenty twenty, I had

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<v Speaker 4>no idea. I had hopes, but I had no idea

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<v Speaker 4>that the Matt Brown Foundation would go international, which is

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<v Speaker 4>really really cool. And I owe a huge thanks to

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<v Speaker 4>Susan Hurley of the Charity Teams program. She has been

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<v Speaker 4>an absolute dream to work work with and she has

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<v Speaker 4>helped me out so much the last couple of months.

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<v Speaker 4>And she called and said, listen, I got two more bibs.

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<v Speaker 4>We're eleven weeks out. But I have two runners from

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<v Speaker 4>China that are willing to donate and run, and we

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<v Speaker 4>cannot be happier to have them a part of the team.

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<v Speaker 2>No, will you get a chance to meet the is

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<v Speaker 2>it two guys to two women or is it one

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<v Speaker 2>and one?

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<v Speaker 3>What's a guy and a girl?

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<v Speaker 4>And over the weekend the weekend before the marathon. I'm

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<v Speaker 4>lucky enough to have a chance to meet them, and

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<v Speaker 4>ultimately thanked them for answering the call and saying, you know,

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<v Speaker 4>absolutely we'll join.

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<v Speaker 3>Wow, boy, what this is? This is a great story.

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<v Speaker 3>So so Matt.

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<v Speaker 2>If folks are not running the marathon, and many in

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<v Speaker 2>my audience, believe it or not, will not be running

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<v Speaker 2>the marathon, including myself, what can they do to support

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<v Speaker 2>you a great work?

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<v Speaker 4>You know, if you visit our website, we have so

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<v Speaker 4>many opportunities. One, we know we have the foul with

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<v Speaker 4>road race. We still have bibs available there. But but

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<v Speaker 4>I think one of the biggest things would be, you know,

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<v Speaker 4>joining joining the website and checking out our store. My

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<v Speaker 4>book's on there, we have new apparel on there, the

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<v Speaker 4>map round Foundation dot org if you would like to

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<v Speaker 4>go on there and you know, grab a t shirt

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<v Speaker 4>and help spread our message of never quit, overcome forever

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<v Speaker 4>forward far and wide that that would really mean the most,

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<v Speaker 4>because I do just want to mention one grant that

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<v Speaker 4>we have coming up. You know, every grant that we

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<v Speaker 4>do is you know, special in my mind and means

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<v Speaker 4>a lot, and it helps a family or an individual.

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<v Speaker 4>But later on this week we're going to be installing

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<v Speaker 4>an adaptive swing at the preschool here in Norwood and

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<v Speaker 4>for a for a young boy who for years has

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<v Speaker 4>had to watch his friends on the playground and now

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<v Speaker 4>he gets to go on that adaptive swing. And that

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<v Speaker 4>swing will stay there for any other student that passes

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<v Speaker 4>through whose mobility impaired. And and that's just something that's

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<v Speaker 4>super special in my eyes.

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<v Speaker 3>Such such good stuff.

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<v Speaker 2>Look, I'm sure, like every other high school hockey player,

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<v Speaker 2>you had the dream of maybe playing for the Bruins someday.

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<v Speaker 2>But despite what endured you've been you've had a lot

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<v Speaker 2>of support from the Ruins. I know that Patrice burg

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<v Speaker 2>Ron has been very helpful. And Farrance wrote wrote your book,

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<v Speaker 2>Uh look the pre Andrew Ferrence wrote the the intro

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<v Speaker 2>to the book. And I know that a good pal

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<v Speaker 2>of yours Charlie Coyle unfortunately was just traded by the Bruins,

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<v Speaker 2>but you become almost a member of the Bruins team

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<v Speaker 2>in many respects as well.

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<v Speaker 4>You know, I I agree with you that my dream

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<v Speaker 4>might have been, you know, the Boston Bruins, but I

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<v Speaker 4>think we both know my reality was some Beer League somewhere,

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<v Speaker 4>you know, just getting getting on the ice once a week.

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<v Speaker 4>But I'm incredibly lucky with who who have who I've

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<v Speaker 4>had around me, and Ruins have been just incredible, having

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<v Speaker 4>guys of those caliber, you know, reaching out, checking in

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<v Speaker 4>and you know, really wishing me well from the bottom.

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<v Speaker 3>Of their hearts.

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<v Speaker 4>It's it's it's it's another thing that keeps me going

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<v Speaker 4>day in and day out.

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<v Speaker 2>Well, Coile got traded to the Avalanche. He may have

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<v Speaker 2>a shot at getting his name of the Cup.

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<v Speaker 4>You know, and and and that that's what I said

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<v Speaker 4>to him in a text message. I said, now, listen,

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<v Speaker 4>it's it's it's tough. You are the best, you know,

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<v Speaker 4>a perfect, a perfect Boston Bruin. But now you got

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<v Speaker 4>a chance. And I wish nothing more than to him

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<v Speaker 4>for him to get his name on that Cup because

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<v Speaker 4>it's well well deserved. With what he put up with

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<v Speaker 4>here and just who he is on and off the ice.

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<v Speaker 2>Well, what I want to do is let again see

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<v Speaker 2>a picture of you and and coil with the with

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<v Speaker 2>the Stanley Cup this year.

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<v Speaker 3>That's that's what I'm rooting for.

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<v Speaker 5>Dan.

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<v Speaker 4>If you can put that into the atmosphere and that

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<v Speaker 4>becomes a reality, I will welcome that every single day

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<v Speaker 4>this summer.

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<v Speaker 2>You bet you, you bet you. We'll look Matt, congratulations. Uh,

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<v Speaker 2>a lot of people will be out there looking for

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<v Speaker 2>you on Monday. Uh it's the twenty first. If I'm

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<v Speaker 2>not mistaken this year right ye?

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<v Speaker 4>So yeah, it will be Lucas Carrs and mine. Eleventh

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<v Speaker 4>Boston Marathon. It and doesn't get old. And I thank

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<v Speaker 4>him every day that he put this, this sick ranged

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<v Speaker 4>idea to say, would you ever want to what? Did

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<v Speaker 4>you ever want to run a Boston Marathon? And we

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<v Speaker 4>haven't looked back.

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<v Speaker 2>Yet, unbelievable. Well look, you keep looking forward and we

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<v Speaker 2>will talk soon. My friend Matt Brown or the Matt

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<v Speaker 2>Brown Foundation, it's simply Matt Brownfoundation dot org. Is that

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<v Speaker 2>the right email? Would say?

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<v Speaker 4>That's correct? And I can't thank you for having me on, Dan,

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<v Speaker 4>my pleasure, my.

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<v Speaker 2>Pleasure, Matt Brown, Ladies and gentlemen, we get back on

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<v Speaker 2>to talk about a well, a different subject, and this

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<v Speaker 2>is one that is kind of interesting. A lot of

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<v Speaker 2>people don't want to go back to the workplace, and

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<v Speaker 2>now we're finding out.

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<v Speaker 3>That workplace bullying is back on the rise. We'll have

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<v Speaker 3>a roop.

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<v Speaker 2>What on that from a New York Times bestselling author

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<v Speaker 2>and advisor to Fortune five hundred companies and pro sports

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<v Speaker 2>team Steve McClatchy, coming back here on Nightside.

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<v Speaker 1>Night Side with Dan Ray. I'm Boston's news Radio.

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<v Speaker 2>Well, I was back at my workplace today for a

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<v Speaker 2>special meeting. I had nothing to do with doing my show.

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<v Speaker 2>I'm doing my shows remotely, but a lot of people

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<v Speaker 2>have been told come on back to the workplace, and

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<v Speaker 2>a lot of people are hesitant about that. And my

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<v Speaker 2>guest is Steve McClatchy. He's a New York Times best

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<v Speaker 2>selling author and advisor to Fortune five hundred companies as

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<v Speaker 2>well as pro sports teams, and he basically says that

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<v Speaker 2>workplace bullying is back. Forbes reports that the command and

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<v Speaker 2>control leadership style emphasizing threats and punishment, is becoming more common.

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<v Speaker 3>What's going on?

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<v Speaker 2>Steve, Welcome back to Nightside by the way, but I

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<v Speaker 2>feel that when they bring people back to work, they

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<v Speaker 2>should treat them with some respect.

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<v Speaker 3>What's going on?

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<v Speaker 4>Then, thanks for having me back.

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<v Speaker 6>Great to be here. Yeah, it's one of those things

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<v Speaker 6>where if you don't feel valued, you know, you immediately

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<v Speaker 6>go to disengagement. And engagement is a very misunderstood metric.

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<v Speaker 6>It means you do more than your pay. So if

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<v Speaker 6>you do your job and you do it well, you're

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<v Speaker 6>considered disengaged. So engagement is when you go way above

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<v Speaker 6>and beyond. Now, if you do that, I mean, think

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<v Speaker 6>about how valuable you are as an employee. But your

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<v Speaker 6>burnout rate goes to blow ten percent. Now wait, these

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<v Speaker 6>are the employees working harder and longer and their burnout

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<v Speaker 6>rate is under ten percent. If you do your job

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<v Speaker 6>and you do it well, consider disengaged. Your burnout rate

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<v Speaker 6>is between fifty and sixty percent. So what is driving engagement?

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<v Speaker 6>Gallups data tells us seventy percent of that engagement is

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<v Speaker 6>influenced by the relationship you have with your boss.

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<v Speaker 5>Is there conflict?

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<v Speaker 6>Do you like your boss? Do you feel valued? These

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<v Speaker 6>are classic things I mean that data tells us. And

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<v Speaker 6>then we all experience. When we feel valued, we want

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<v Speaker 6>to go in bevyon above and beyond. When we're thanked,

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<v Speaker 6>we want to go above and beyond. So this comand

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<v Speaker 6>and control style of leadership has been proven not to work.

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<v Speaker 6>And it wasn't me that said it, Dan, it was

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<v Speaker 6>the Forbes and their research indicated that this style of

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<v Speaker 6>management is back, and I don't approve of it at all.

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<v Speaker 6>It's not an effective way to lead.

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<v Speaker 3>What most managers don't understand, in my opinion.

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<v Speaker 2>Is that if you go give someone a pat on

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<v Speaker 2>the back, that is worth more in many cases than

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<v Speaker 2>a raise. I mean, everybody wants a raise, no question,

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<v Speaker 2>but and they want.

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<v Speaker 3>To be valued.

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<v Speaker 2>But that pad on the back, I mean, you know,

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<v Speaker 2>you see it in sports all the time. Some pitcher

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<v Speaker 2>has just been out there and he's given up seven

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<v Speaker 2>runs in one in the third inning. The manager doesn't

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<v Speaker 2>come out screen it at I mean, he comes out,

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<v Speaker 2>takes the ball from him, gives him a pat on

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<v Speaker 2>the back as he as the guy heads to the

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<v Speaker 2>dugout because hopefully, next time, you know, he pitches, it'll

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<v Speaker 2>create a different result. I just don't understand why people

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<v Speaker 2>don't realize that. To me, it's mystifying.

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<v Speaker 6>All right, let's get to the root cause of that,

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<v Speaker 6>because this is a big issue my clients face and

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<v Speaker 6>I'm helping them with it all the time. When you

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<v Speaker 6>say great job, Dan, you went to it like, well,

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<v Speaker 6>some people like great job more than they like a

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<v Speaker 6>raisin pay. Not always everybody loves a raisin pay. But wait,

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<v Speaker 6>if we put those two things together, it's a big mistake.

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<v Speaker 6>Everybody is paid to do a great job. You don't

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<v Speaker 6>hire an employee to come in do mediocre work, and

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<v Speaker 6>if they do a great job, you pay them more.

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<v Speaker 6>What did you pay everybody to come in and do

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<v Speaker 6>great work? So then what determines your pay The value

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<v Speaker 6>of your skills in the marketplace. The more rare skill is,

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<v Speaker 6>and the more valuable it is, the higher you get paid.

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<v Speaker 6>So I use these analogies. I say, you know, accountants

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<v Speaker 6>are being paid a lot more these days, Why because

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<v Speaker 6>we don't have any accountants. Nurses are getting paid a

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<v Speaker 6>lot these days. Why we don't have nurses. Police officers

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<v Speaker 6>are getting paid a lot more and signing bonuses. Why

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<v Speaker 6>we don't have police officers. Why don't teachers make a

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<v Speaker 6>lot of money?

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<v Speaker 5>Now?

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<v Speaker 6>Teachers, some of the richest people in the world. Oh

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<v Speaker 6>their success to teachers. Teachers can be life changing mentors

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<v Speaker 6>that can impact your life greatly. Why don't they get

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<v Speaker 6>paid more? Because when one retires, there's one hundred resumes

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<v Speaker 6>for that job. That's it. That's all it is. It's

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<v Speaker 6>supply and demand of skills in the marketplace. If you

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<v Speaker 6>truly understand that, you can unleash the pat on the back,

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<v Speaker 6>the positive feedback. If it's authentic, it's genuine, and you

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<v Speaker 6>feel appreciated, your engagement goes to over sixty seven percent.

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<v Speaker 6>The average global engagement rate is thirteen percent. You have

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<v Speaker 6>ten employees, one one is doing more than they're paid.

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<v Speaker 5>But if each one of.

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<v Speaker 6>Those employees feels valued and appreciated and not taken for granted,

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<v Speaker 6>that goes up to sixty seven percent. We're talking about

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<v Speaker 6>one interaction Dan being truly sincere when you value someone's

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<v Speaker 6>effort and I.

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<v Speaker 2>Want okay, so why are bosses that's smart enough to

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<v Speaker 2>understand that pretty simple and straightforward concept that you just articulated.

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<v Speaker 6>And when I explain it, they do understand it and

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<v Speaker 6>they have to pivot and change their approach to management.

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<v Speaker 6>They are It is the ego loves power. It loves it,

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<v Speaker 6>it ensures its survival. If I have power, I have

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<v Speaker 6>a better chance of surviving than someone that doesn't have power.

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<v Speaker 6>And if I can mistreat you and get away with it,

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<v Speaker 6>then that feeds the ego. I'm above the law. I

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<v Speaker 6>have the power if I am breaking an agreement with

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<v Speaker 6>you and I get away with it, which is what

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<v Speaker 6>disrespect is. It's a broken agreement and I get away

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<v Speaker 6>with it, I get power. Like if I'm punishing you,

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<v Speaker 6>then I'm above you. People that are above other people

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<v Speaker 6>have a better chance to survival. So the ego feeds

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<v Speaker 6>on this dan and because of it, we have management

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<v Speaker 6>styles that if they don't take a step back and

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<v Speaker 6>look at Look. The metric that used to determine success

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<v Speaker 6>was turnover. Do you remember, like, oh yeah, five employe's left.

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<v Speaker 6>That was like your way of saying you got a

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<v Speaker 6>bad manager. Eight employees left. Now, this engagement and our

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<v Speaker 6>ability to survey is telling us, wait, you might mistreat

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<v Speaker 6>people and they stay, but if they're not engaged, they're

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<v Speaker 6>doing the minimum. And as a boss, your job is

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<v Speaker 6>to increase output, not decrease, not get the minimum. It's

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<v Speaker 6>to increase. I say, let's use easy math. You got

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<v Speaker 6>ten employees and you make one the manager. You just

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<v Speaker 6>dropped productivity by ten percent. What is the job of

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<v Speaker 6>a leader to make everybody at least ten percent better?

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<v Speaker 6>And this commanding control style of leadership does not get

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<v Speaker 6>that out of the employees that work for.

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<v Speaker 2>You, Steve, How could folks get in touch with you?

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<v Speaker 2>I'm sure there are some companies out there right now

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<v Speaker 2>who are saying to themselves, we need to hear from

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<v Speaker 2>this guy. I'm glad you joined us, but your your

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<v Speaker 2>group is called a leered Training and Consulting.

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<v Speaker 3>What's the website?

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<v Speaker 6>Yes, it's a leer dot com, a l L e

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<v Speaker 6>er dot com. It means to develop a person and

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<v Speaker 6>I specialize in leadership workshops, team building workshops. I want

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<v Speaker 6>leaders to understand and to possess the skills they need

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<v Speaker 6>to make everybody around them at least ten percent better.

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<v Speaker 6>Conflict resolution, being able to hold people accountable, being able

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<v Speaker 6>to give people feedback, both positive feedback but then improvement feedback.

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<v Speaker 6>The skills leaders really need to take a group of

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<v Speaker 6>people and increase the output of that team, because that's

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<v Speaker 6>what they're being paid to do.

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<v Speaker 2>You know, I can look at I use the metaphor

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<v Speaker 2>of sports, and you look at the great leaders in

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<v Speaker 2>sports today. You look at Dave Roberts, the manager of

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<v Speaker 2>the Dodgers. He's been there for several years. He's able

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<v Speaker 2>to balance guys from different parts of the world, whether

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<v Speaker 2>they're a Japanese superstar and American player or whatever. Alex

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<v Speaker 2>Cora with the Red Sox does a really nice job.

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<v Speaker 2>Neither Roberts or Cora were superstars as players. They were

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<v Speaker 2>major league players, but they probably knew better than most

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<v Speaker 2>how it was to be, you know, towards the lower

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<v Speaker 2>end of the roster, and some managers still treated them

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<v Speaker 2>with the same dignity and respect that they gave to

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<v Speaker 2>the superstar. And that's the same theory that managers in

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<v Speaker 2>any business in America should use. Pattern yourself after Dave

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<v Speaker 2>Roberts and Alex core In my opinion.

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<v Speaker 6>It's a great opinion, and I salute their boss, Dan.

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<v Speaker 6>If you look at the criteria they use, they didn't say, see,

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<v Speaker 6>the three major reasons people get promoted is you're the

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<v Speaker 6>best of the job, you've been here the longest, or

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<v Speaker 6>I like you, and they're leaders. Brought them in saying

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<v Speaker 6>they weren't the best player the best player does not

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<v Speaker 6>always make the best boss. Just because I'm great at

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<v Speaker 6>a job doesn't mean I can make everybody else great.

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<v Speaker 6>That's a different skill set, and when we look for that,

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<v Speaker 6>we appreciate that we develop that, we're developing our future leaders.

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<v Speaker 2>Steve, thank you so much for your time today. We've

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<v Speaker 2>had you on before and we'll have you back talk

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<v Speaker 2>to you again.

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<v Speaker 3>It's a leader.

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<v Speaker 2>Thank I'm great to be hereer dot com.

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<v Speaker 3>Thanks Dave.

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<v Speaker 2>When we get back, we're going to talk about the

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<v Speaker 2>two hundred and fiftieth anniversary. I did not cover the

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<v Speaker 2>original Battle of Lexington and conquered, but conquered two point

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<v Speaker 2>fifty celebration will be coming up later this month that

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<v Speaker 2>we're going to talk with one of the leaders of

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<v Speaker 2>that executive committee affect the CoA chair, Rob Monroe, what

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<v Speaker 2>you might want to do on Patriots Day. We'll be

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<v Speaker 2>back right after the newsbreak at the bottom of the

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<v Speaker 2>arm My name is Dan Ray. You're listening to Night Side.

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<v Speaker 1>It's Nightside with Dan on Boston's news radio.

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<v Speaker 3>Thank you, Suzanne.

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<v Speaker 2>Now we are going to get into the two hundred

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<v Speaker 2>and fiftieth anniversary of the historic battles at both Lexington

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<v Speaker 2>and conquered, and tonight we have with us Rob Munroe,

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<v Speaker 2>who's the co chair of the Conquered two point fifty

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<v Speaker 2>Executive Committee. Rob, it seems like yesterday that battle broke out,

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<v Speaker 2>but I guess it's two hundred and fifty years ago.

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<v Speaker 3>How are you tonight?

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<v Speaker 5>I'm very well, my friend. Thanks for having me.

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<v Speaker 3>You more than welcome.

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<v Speaker 2>So tell us about Conquered two fifty.

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<v Speaker 3>I'm kind of curious.

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<v Speaker 2>I remember Conquered two hundred when Gerald Ford, if I'm

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<v Speaker 2>not mistaken, yes, was involved. I don't suspect that we're

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<v Speaker 2>going to have President Trump there because he's he's kind

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<v Speaker 2>of busy with a lot of things right now. But

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<v Speaker 2>what's it's going to be on the big date of

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<v Speaker 2>April nineteenth.

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<v Speaker 5>I assume that's correct. Yeah, So we are planning a

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<v Speaker 5>big day of celebrations on Saturday, April nineteenth, which is

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<v Speaker 5>two hundred and fifty years to the day, and we

426
00:21:43.240 --> 00:21:45.880
<v Speaker 5>will we will kick it off bright and early with

427
00:21:45.319 --> 00:21:50.400
<v Speaker 5>a with a dawn salute, which is a solemn, really

428
00:21:50.480 --> 00:21:53.519
<v Speaker 5>nice ceremony that we do at the bridge, the North

429
00:21:53.559 --> 00:21:58.039
<v Speaker 5>Bridge here at Conquered. We then will have our parade,

430
00:21:58.079 --> 00:22:01.880
<v Speaker 5>which is a larger ad that we usually have for

431
00:22:02.079 --> 00:22:05.079
<v Speaker 5>Patriots Day. This will be about three point five three

432
00:22:05.079 --> 00:22:09.720
<v Speaker 5>point seven miles long, about fourteen hundred or so participants.

433
00:22:10.599 --> 00:22:13.279
<v Speaker 5>That will start around eight thirty in the morning. We

434
00:22:13.319 --> 00:22:16.799
<v Speaker 5>will have we will have some speakers at the bridge

435
00:22:16.920 --> 00:22:21.000
<v Speaker 5>midway through the parade, and then after the parade ends,

436
00:22:21.079 --> 00:22:23.839
<v Speaker 5>we'll kick it off for the nice block party to

437
00:22:23.880 --> 00:22:27.240
<v Speaker 5>celebrate in town here and Conquered, and then close out

438
00:22:27.240 --> 00:22:31.880
<v Speaker 5>the day with a drone show around fifteen eight thirty

439
00:22:31.960 --> 00:22:36.680
<v Speaker 5>that night. A drone show, that's right, yeah, ull.

440
00:22:36.960 --> 00:22:39.279
<v Speaker 3>Drones back two hundred and fifty years ago tell us.

441
00:22:39.200 --> 00:22:43.920
<v Speaker 5>About that they certainly did not know so in lieu

442
00:22:43.960 --> 00:22:47.799
<v Speaker 5>of fireworks, which would you know be the more traditional

443
00:22:47.880 --> 00:22:52.920
<v Speaker 5>route for form a celebration. We opted for drone shows

444
00:22:53.599 --> 00:22:59.480
<v Speaker 5>partly for sustainability reasons. They are less harmful to the

445
00:22:59.599 --> 00:23:04.839
<v Speaker 5>environment and they are more considerate of our animal friends,

446
00:23:04.920 --> 00:23:07.480
<v Speaker 5>so dogs are not going to be cowering in fear

447
00:23:07.519 --> 00:23:11.160
<v Speaker 5>when they hear fireworks go off or scoot in different directions.

448
00:23:11.880 --> 00:23:16.599
<v Speaker 5>They're also much more customizable, so we can customize the

449
00:23:16.720 --> 00:23:20.319
<v Speaker 5>drones to show the images that we want to be seen.

450
00:23:20.440 --> 00:23:23.839
<v Speaker 5>So we'll be working with our friends to operate the

451
00:23:23.920 --> 00:23:28.839
<v Speaker 5>drones to really light up the sky and show images

452
00:23:28.880 --> 00:23:32.880
<v Speaker 5>that inspire the very themes that the two. It's celebrating independence,

453
00:23:33.039 --> 00:23:38.880
<v Speaker 5>freedom and everything that we believe in and love here

454
00:23:38.920 --> 00:23:41.759
<v Speaker 5>and conquered. So that would be a really special fifteen

455
00:23:41.839 --> 00:23:45.480
<v Speaker 5>minutes that many of our residents will we'll get to

456
00:23:45.480 --> 00:23:46.359
<v Speaker 5>see for the first time.

457
00:23:46.880 --> 00:23:48.960
<v Speaker 2>So let me ask you this question, And again I

458
00:23:49.200 --> 00:23:52.279
<v Speaker 2>sometimes asked questions that I don't know, maybe if this

459
00:23:52.440 --> 00:23:55.319
<v Speaker 2>is a surprise, but how many drones? I mean, are

460
00:23:55.359 --> 00:23:58.680
<v Speaker 2>you going to have? How spectacular will this fifty seasons?

461
00:23:59.000 --> 00:24:01.960
<v Speaker 2>How many drones be able to have up there without.

462
00:24:01.720 --> 00:24:02.880
<v Speaker 3>Crashing into each other?

463
00:24:04.079 --> 00:24:07.880
<v Speaker 5>Yeah, so what's what's remarkable about these drones? And I'm

464
00:24:08.400 --> 00:24:11.599
<v Speaker 5>I'm closer to being a ludite than than a technologist,

465
00:24:11.680 --> 00:24:15.119
<v Speaker 5>but I understand that these drones are We'll have a

466
00:24:15.160 --> 00:24:19.920
<v Speaker 5>few hundred drones and synchronized together with there'll be a

467
00:24:19.960 --> 00:24:23.079
<v Speaker 5>team of of folks on the ground who are operating

468
00:24:23.119 --> 00:24:26.920
<v Speaker 5>these drones and working in a very tight geo perimeter

469
00:24:27.039 --> 00:24:30.720
<v Speaker 5>to ensure they stay in formation. But once you set

470
00:24:30.759 --> 00:24:35.640
<v Speaker 5>them and they customize their their plan, they do their thing,

471
00:24:36.039 --> 00:24:39.920
<v Speaker 5>and it's going to be really exciting. They'll be they'll

472
00:24:39.960 --> 00:24:42.480
<v Speaker 5>be super well lit up and they can move, as

473
00:24:42.480 --> 00:24:45.400
<v Speaker 5>you can imagine, very quickly into different formations, so they

474
00:24:45.400 --> 00:24:51.000
<v Speaker 5>can paint a series of wonderful pictures over those fifteen minutes.

475
00:24:52.000 --> 00:24:53.160
<v Speaker 5>That would be really exciting.

476
00:24:53.480 --> 00:24:59.000
<v Speaker 2>So let me let me go back to nineteen seventy five. Obviously,

477
00:24:59.079 --> 00:25:02.599
<v Speaker 2>the big headliner there was Gerald Ford, who had just

478
00:25:02.680 --> 00:25:06.519
<v Speaker 2>as sacred, well really less than a year before to

479
00:25:06.599 --> 00:25:10.519
<v Speaker 2>the White House after Richard Nixon's resignation in August.

480
00:25:10.240 --> 00:25:11.079
<v Speaker 3>Of seven and four.

481
00:25:11.839 --> 00:25:15.440
<v Speaker 2>So he was a newly minted president, never elected either

482
00:25:15.519 --> 00:25:17.640
<v Speaker 2>vice president or president. As a matter of fact, the

483
00:25:17.720 --> 00:25:21.880
<v Speaker 2>only person hold that office and never to have been

484
00:25:21.920 --> 00:25:27.359
<v Speaker 2>elected to that particular office. Is there a keynote speaker

485
00:25:27.440 --> 00:25:30.599
<v Speaker 2>of some note, some note, or a series of speakers

486
00:25:30.599 --> 00:25:32.720
<v Speaker 2>this year that that you can share with.

487
00:25:32.720 --> 00:25:33.440
<v Speaker 3>Us at this point?

488
00:25:33.440 --> 00:25:36.240
<v Speaker 2>And again I realized that sometimes you try to keep

489
00:25:36.279 --> 00:25:37.359
<v Speaker 2>some surprises.

490
00:25:38.039 --> 00:25:42.359
<v Speaker 5>Yeah, yeah, and where, And we're we're pretty firmly in

491
00:25:42.400 --> 00:25:47.240
<v Speaker 5>that book. We are working closely with our local, regional

492
00:25:47.279 --> 00:25:52.920
<v Speaker 5>and state elected officials and dignitaries to confirm the speaking arrangements.

493
00:25:52.960 --> 00:25:57.000
<v Speaker 5>Those come together fairly last minute, as we work closely

494
00:25:57.119 --> 00:26:02.079
<v Speaker 5>with with folks too to make sure their schedules work

495
00:26:02.079 --> 00:26:04.160
<v Speaker 5>out and everything like that. We are working closely with

496
00:26:04.240 --> 00:26:09.680
<v Speaker 5>the Governor's office to hopefully have her and Lieutenant Governor

497
00:26:10.759 --> 00:26:14.400
<v Speaker 5>Driscol play some play some role in that day, which

498
00:26:14.440 --> 00:26:19.160
<v Speaker 5>would be really exciting. Also working with our elected officials

499
00:26:19.200 --> 00:26:25.559
<v Speaker 5>at the federal level, Representative Trahan and others to make

500
00:26:25.599 --> 00:26:29.359
<v Speaker 5>sure that those folks who represent us have a have

501
00:26:29.440 --> 00:26:32.240
<v Speaker 5>as much of a role in this as possible. We

502
00:26:32.279 --> 00:26:35.920
<v Speaker 5>wanted to make sure it's a celebration, and so we

503
00:26:35.960 --> 00:26:38.559
<v Speaker 5>want to make sure that those folks are there to

504
00:26:38.599 --> 00:26:39.519
<v Speaker 5>help us on that day.

505
00:26:39.759 --> 00:26:42.920
<v Speaker 2>How about some direct descendants. I got to believe that

506
00:26:42.960 --> 00:26:47.799
<v Speaker 2>there are some people in Conquered who can claim direct

507
00:26:47.880 --> 00:26:50.440
<v Speaker 2>lineage to some of the folks who are the.

508
00:26:52.160 --> 00:26:53.480
<v Speaker 3>Fifty years ago this month.

509
00:26:56.240 --> 00:26:59.640
<v Speaker 5>I am sure there are. We do not have a

510
00:26:59.680 --> 00:27:02.880
<v Speaker 5>formal program for all of the descendants that are still

511
00:27:02.920 --> 00:27:07.640
<v Speaker 5>around to play a role. I will say we've worked

512
00:27:08.079 --> 00:27:12.680
<v Speaker 5>really closely with historians here and Conquered to unearthed a

513
00:27:12.799 --> 00:27:19.440
<v Speaker 5>number of Conquered residents who fought in and participated in

514
00:27:19.480 --> 00:27:22.400
<v Speaker 5>the early battles of the revolution. You know, we we

515
00:27:22.480 --> 00:27:25.119
<v Speaker 5>assumed coming into the two fiftieth that we knew everyone

516
00:27:25.279 --> 00:27:31.000
<v Speaker 5>who participated engaged in the battle and in these early battles,

517
00:27:31.279 --> 00:27:33.920
<v Speaker 5>but that wasn't the case. So we spent a number

518
00:27:33.920 --> 00:27:37.559
<v Speaker 5>of years and relied on the expertise of some fantastic

519
00:27:37.640 --> 00:27:43.000
<v Speaker 5>local historians to do some hard digging and find a

520
00:27:44.119 --> 00:27:49.920
<v Speaker 5>many more soldiers and folks who were present at the

521
00:27:49.960 --> 00:27:51.319
<v Speaker 5>earliest battles of the Revolution.

522
00:27:51.480 --> 00:27:54.200
<v Speaker 2>And so I'm sure a lot of those folks who

523
00:27:54.240 --> 00:27:56.480
<v Speaker 2>were who were there two hundred and fifty years ago,

524
00:27:57.119 --> 00:28:01.240
<v Speaker 2>you know, their families may have moved and lived anywhere

525
00:28:01.240 --> 00:28:03.079
<v Speaker 2>around the world at the parts of the country. But

526
00:28:03.160 --> 00:28:04.839
<v Speaker 2>I got to assume you're going to have some in

527
00:28:04.880 --> 00:28:08.319
<v Speaker 2>conqueror who can still trace their lineage, and I think

528
00:28:08.759 --> 00:28:11.559
<v Speaker 2>they would be, frankly people I'd love to hear from

529
00:28:11.599 --> 00:28:14.359
<v Speaker 2>that day, more so than the politicians. The politicians they're

530
00:28:14.359 --> 00:28:18.200
<v Speaker 2>always they were always available, but to find someone who

531
00:28:18.200 --> 00:28:21.319
<v Speaker 2>can trace their you know, their own family roots to

532
00:28:22.720 --> 00:28:26.240
<v Speaker 2>the battle of the Battles of Lexington and conquered just

533
00:28:26.279 --> 00:28:29.200
<v Speaker 2>a late a last minute suggestion for something else that

534
00:28:29.240 --> 00:28:31.079
<v Speaker 2>you can think about, Rob, I'm sure you have nothing

535
00:28:31.119 --> 00:28:33.079
<v Speaker 2>else on your plate to worry about for the next

536
00:28:33.079 --> 00:28:33.599
<v Speaker 2>two weeks.

537
00:28:33.839 --> 00:28:37.440
<v Speaker 5>Best of life, not at all, But I appreciate the suggestion.

538
00:28:37.519 --> 00:28:40.400
<v Speaker 5>And I'll also say to that point, we've been holding

539
00:28:40.440 --> 00:28:43.960
<v Speaker 5>events for a year and a half already and you know,

540
00:28:44.119 --> 00:28:46.680
<v Speaker 5>leading up to this event, and we will continue to

541
00:28:46.759 --> 00:28:50.440
<v Speaker 5>support and sponsor and collaborate on events through the National

542
00:28:50.480 --> 00:28:53.640
<v Speaker 5>two fiftieth in July twenty twenty six. So I will

543
00:28:53.680 --> 00:28:56.279
<v Speaker 5>take that feedback and I think that's an excellent idea

544
00:28:56.359 --> 00:28:59.079
<v Speaker 5>for us to consider as we as we go forward.

545
00:28:59.240 --> 00:29:01.880
<v Speaker 2>Well, let me know and we certainly if you're going

546
00:29:01.960 --> 00:29:04.200
<v Speaker 2>to have someone and you find someone, I'd love to

547
00:29:04.240 --> 00:29:05.960
<v Speaker 2>talk to them as well, just to figure out if

548
00:29:06.000 --> 00:29:09.599
<v Speaker 2>we're absolutely great, great, great great great or whatever. You know,

549
00:29:09.720 --> 00:29:12.440
<v Speaker 2>how many generations you'd have to go back? You have

550
00:29:12.480 --> 00:29:14.839
<v Speaker 2>to go back a few, but but but not you know,

551
00:29:15.799 --> 00:29:18.759
<v Speaker 2>such a big number that some wouldn't be around, Rob,

552
00:29:18.799 --> 00:29:20.960
<v Speaker 2>I appreciate it. How can folks get more information? What's

553
00:29:20.960 --> 00:29:21.640
<v Speaker 2>the website?

554
00:29:22.599 --> 00:29:25.039
<v Speaker 5>Absolutely so there's a number of ways, but they can

555
00:29:25.119 --> 00:29:29.720
<v Speaker 5>check out Conquered two fifty dot com. We also can

556
00:29:29.799 --> 00:29:33.119
<v Speaker 5>go through the Conquered website and then mass m a

557
00:29:33.279 --> 00:29:38.200
<v Speaker 5>two fifty dot com also has information not just about

558
00:29:38.279 --> 00:29:41.920
<v Speaker 5>Conquered events, but events throughout the Commonwealth as well. Because

559
00:29:41.960 --> 00:29:43.720
<v Speaker 5>a lot of folks are going to be celebrating.

560
00:29:43.319 --> 00:29:43.720
<v Speaker 7>On that day.

561
00:29:43.839 --> 00:29:46.759
<v Speaker 2>Let's focus on conquered. You got the right to let

562
00:29:46.839 --> 00:29:49.079
<v Speaker 2>me tell you you guys started this whole thing. Conquered

563
00:29:49.119 --> 00:29:51.359
<v Speaker 2>two fifty dot com. Thanks very much, Rob, talk to

564
00:29:51.359 --> 00:29:51.720
<v Speaker 2>you again.

565
00:29:52.720 --> 00:29:53.440
<v Speaker 5>Really appreciate it.

566
00:29:53.440 --> 00:29:55.039
<v Speaker 3>Thanks come much, Thank good bye, bye.

567
00:29:55.000 --> 00:29:59.680
<v Speaker 2>Go talk about workplace incivility coming back. It's soaring kind

568
00:29:59.680 --> 00:30:02.640
<v Speaker 2>of relate. Well, we talked to Steve McClatchy about when

569
00:30:02.720 --> 00:30:06.839
<v Speaker 2>you think about it, he was talking about workplace bullying.

570
00:30:06.960 --> 00:30:09.440
<v Speaker 2>Now we're going to talk about workplace incivility.

571
00:30:09.720 --> 00:30:10.160
<v Speaker 3>It's sore.

572
00:30:10.240 --> 00:30:12.519
<v Speaker 2>I'm going to talk with David Allcott. My name's Dan Ray.

573
00:30:12.559 --> 00:30:15.680
<v Speaker 2>This is Nightside. Of course, you're listening to WBZ Boston

574
00:30:15.880 --> 00:30:18.519
<v Speaker 2>on news radio ten thirty and your AM dial. I'm

575
00:30:18.519 --> 00:30:20.960
<v Speaker 2>here every Monday through Friday night from eight until midnight.

576
00:30:21.079 --> 00:30:24.880
<v Speaker 2>WBZ is here seven days a week, twenty four hours

577
00:30:24.920 --> 00:30:27.279
<v Speaker 2>a day, three hundred and sixty five days a year.

578
00:30:27.279 --> 00:30:29.559
<v Speaker 2>And you could listen to us anywhere in the world.

579
00:30:29.680 --> 00:30:33.920
<v Speaker 2>Just pull down the iHeart app, the iHeart Radio app,

580
00:30:33.960 --> 00:30:36.559
<v Speaker 2>and you can make WBZ your presets. So therefore we

581
00:30:36.559 --> 00:30:39.400
<v Speaker 2>will only be wherever you are. We'll only be a

582
00:30:39.440 --> 00:30:41.279
<v Speaker 2>fingertip away. Back on Nightside.

583
00:30:41.319 --> 00:30:44.960
<v Speaker 1>Right after this, It's night Side with Dan Ray on

584
00:30:45.279 --> 00:30:48.240
<v Speaker 1>wb Boston's news radio.

585
00:30:49.519 --> 00:30:50.519
<v Speaker 3>All right, welcome back.

586
00:30:50.799 --> 00:30:56.079
<v Speaker 2>We talked earlier tonight about workplace bullying, particularly from the

587
00:30:56.119 --> 00:31:00.599
<v Speaker 2>bosses and workplaces. Now we're talking with David Allcott about

588
00:31:00.720 --> 00:31:06.200
<v Speaker 2>workplace in civility. I'm not sure which which subsumes the other,

589
00:31:06.440 --> 00:31:08.839
<v Speaker 2>workplace bullying or workplace incivility.

590
00:31:08.920 --> 00:31:10.279
<v Speaker 3>So let's get a good description.

591
00:31:10.799 --> 00:31:15.519
<v Speaker 2>I guess incivility probably is employee to employee as opposed

592
00:31:15.519 --> 00:31:17.599
<v Speaker 2>to bullying, its boss to employee.

593
00:31:17.920 --> 00:31:19.720
<v Speaker 3>Is that the distinction here?

594
00:31:20.240 --> 00:31:22.359
<v Speaker 7>That's a that's a very good start, Dent for sure.

595
00:31:23.640 --> 00:31:25.359
<v Speaker 3>Welcome daily. What's going on?

596
00:31:26.440 --> 00:31:28.759
<v Speaker 7>That's much Ron just enjoying this beautiful new weather coming

597
00:31:28.799 --> 00:31:29.759
<v Speaker 7>in loving it.

598
00:31:30.279 --> 00:31:32.680
<v Speaker 3>Oh yeah, oh yeah, no doubt about that.

599
00:31:32.839 --> 00:31:37.680
<v Speaker 2>So workplace incivility is spiraling as companies want their employees

600
00:31:37.720 --> 00:31:39.720
<v Speaker 2>to return to office and layoffs.

601
00:31:39.839 --> 00:31:41.359
<v Speaker 3>I mean, you, you haven't.

602
00:31:41.079 --> 00:31:44.359
<v Speaker 2>Had any workplace incivility because everybody's been working from home.

603
00:31:46.000 --> 00:31:48.839
<v Speaker 2>How can companies, how can companies get a get a

604
00:31:48.880 --> 00:31:50.960
<v Speaker 2>handle on this problem?

605
00:31:51.400 --> 00:31:53.599
<v Speaker 7>Yeah, and you're you're gonna have to be reintroduced to

606
00:31:53.599 --> 00:31:56.960
<v Speaker 7>your employees again because they are returning from another workplace

607
00:31:57.200 --> 00:31:59.519
<v Speaker 7>into your new place, and they're they're not happy. First

608
00:31:59.519 --> 00:32:00.720
<v Speaker 7>of all, they want to be able to stay at

609
00:32:00.720 --> 00:32:02.480
<v Speaker 7>home and have the conveniences that go along with that,

610
00:32:02.599 --> 00:32:05.319
<v Speaker 7>the traffic, all the other stuff. And true, it is

611
00:32:05.359 --> 00:32:07.000
<v Speaker 7>that we've been soiled over the last couple of years.

612
00:32:07.000 --> 00:32:08.960
<v Speaker 7>I know that doesn't feel like we've been spoiled, but

613
00:32:09.039 --> 00:32:11.319
<v Speaker 7>that's basically what's been happening. Is we really had a

614
00:32:11.440 --> 00:32:14.319
<v Speaker 7>huge opportunity as employees to be able to work out

615
00:32:14.599 --> 00:32:16.519
<v Speaker 7>of the office, and now that we're having to return,

616
00:32:16.720 --> 00:32:18.839
<v Speaker 7>really having to make that adjustment, and we just need

617
00:32:18.880 --> 00:32:19.880
<v Speaker 7>some help to people do that.

618
00:32:21.079 --> 00:32:27.799
<v Speaker 2>So so, is the incivility caused because everybody's kind of

619
00:32:27.960 --> 00:32:31.640
<v Speaker 2>upset that they're back in the office atmosphere or is

620
00:32:31.680 --> 00:32:34.920
<v Speaker 2>it that that there's always going to be a few

621
00:32:35.440 --> 00:32:38.359
<v Speaker 2>quote unquote people who want to take advantage of a

622
00:32:38.400 --> 00:32:41.519
<v Speaker 2>bad situation and stir the pod.

623
00:32:41.599 --> 00:32:42.240
<v Speaker 3>Which is it?

624
00:32:43.279 --> 00:32:44.839
<v Speaker 7>Yeah, I think it's a little bit of both of

625
00:32:44.880 --> 00:32:46.720
<v Speaker 7>those sides. You know, we're going back into this place.

626
00:32:46.759 --> 00:32:49.880
<v Speaker 7>We've had this wonderful, you know, opportunity to be able

627
00:32:49.880 --> 00:32:51.640
<v Speaker 7>to stay at home, do the things, we're kind of

628
00:32:51.640 --> 00:32:53.839
<v Speaker 7>our own hours, get the job done, this kind of stuff,

629
00:32:53.960 --> 00:32:55.839
<v Speaker 7>and then we're coming back in place to the folks

630
00:32:55.880 --> 00:32:57.960
<v Speaker 7>that are making the biggest upset about this are the

631
00:32:57.960 --> 00:32:59.720
<v Speaker 7>ones who do not want to come back to work.

632
00:33:00.039 --> 00:33:01.759
<v Speaker 7>The rest of us are just dealing with, Hey, this

633
00:33:01.880 --> 00:33:03.519
<v Speaker 7>is the workplace we're coming back. We've got to be

634
00:33:03.519 --> 00:33:05.359
<v Speaker 7>able to perform and this is the best place to

635
00:33:05.400 --> 00:33:08.799
<v Speaker 7>do it. So that instability that's happening is between those

636
00:33:08.839 --> 00:33:11.759
<v Speaker 7>two groups of employees, and now the managers are having

637
00:33:11.759 --> 00:33:14.319
<v Speaker 7>to deal with that contentiousness, which is they've got all

638
00:33:14.319 --> 00:33:16.160
<v Speaker 7>the other customers to deal with. Now they're dealing with

639
00:33:16.200 --> 00:33:19.200
<v Speaker 7>this civility issues within their own employees.

640
00:33:20.680 --> 00:33:25.039
<v Speaker 2>And what responsibility is it. I don't want to mix

641
00:33:25.400 --> 00:33:28.640
<v Speaker 2>this segment with the segment we did earlier with Steve McClatchy,

642
00:33:28.680 --> 00:33:29.720
<v Speaker 2>which is bullying.

643
00:33:30.079 --> 00:33:31.599
<v Speaker 3>What responsibility is it?

644
00:33:31.680 --> 00:33:36.759
<v Speaker 2>Because he was talking about bosses bullying employees. What responsibility

645
00:33:36.839 --> 00:33:40.920
<v Speaker 2>is it for good bosses to realize that, hey, there's

646
00:33:40.920 --> 00:33:44.680
<v Speaker 2>some incivility going on here, I mean, or are they

647
00:33:44.839 --> 00:33:47.680
<v Speaker 2>just happy to have people back in the office.

648
00:33:49.519 --> 00:33:52.680
<v Speaker 7>It's imperative Dane about this, because it's part of the

649
00:33:52.720 --> 00:33:55.119
<v Speaker 7>perceptual reality of every great manager to be able to

650
00:33:55.160 --> 00:33:58.519
<v Speaker 7>be aware of how the behavior is supporting the culture.

651
00:33:58.559 --> 00:34:01.519
<v Speaker 7>If you will as being or not being sustained. That's

652
00:34:01.559 --> 00:34:03.920
<v Speaker 7>the very first job of the manager is to make

653
00:34:03.960 --> 00:34:06.359
<v Speaker 7>sure that stays in place, because that culture is what's

654
00:34:06.359 --> 00:34:08.880
<v Speaker 7>sustaining the vision, and the vision is what you developed

655
00:34:08.960 --> 00:34:11.280
<v Speaker 7>the marketplace right, and the solution of the problem. So

656
00:34:11.440 --> 00:34:14.320
<v Speaker 7>all those things connected. So if you start having real

657
00:34:14.360 --> 00:34:18.320
<v Speaker 7>issues like the sensibility at this social cultural issue, it's

658
00:34:18.360 --> 00:34:20.519
<v Speaker 7>going to have the tripple effects into the marketplace and

659
00:34:20.559 --> 00:34:22.000
<v Speaker 7>your customers and they're going to leave.

660
00:34:23.199 --> 00:34:23.599
<v Speaker 3>Wow.

661
00:34:24.400 --> 00:34:27.159
<v Speaker 2>What percentage I don't know if you've done a study

662
00:34:27.199 --> 00:34:34.199
<v Speaker 2>on this, but what's what percentage of workplaces are do

663
00:34:34.239 --> 00:34:36.719
<v Speaker 2>you think you're having this problem? Is this the exception

664
00:34:36.840 --> 00:34:39.400
<v Speaker 2>to the rule or from what you understand the rule

665
00:34:40.239 --> 00:34:40.840
<v Speaker 2>at this point?

666
00:34:41.000 --> 00:34:43.440
<v Speaker 7>Yeah, Well, what's amazing about the survey that just came

667
00:34:43.480 --> 00:34:45.800
<v Speaker 7>out about this was like thirty seven percent of workers

668
00:34:45.840 --> 00:34:48.639
<v Speaker 7>reported some kind of toxic workplace, and the third of

669
00:34:48.679 --> 00:34:50.840
<v Speaker 7>them said the group was their boss was to blame.

670
00:34:51.280 --> 00:34:53.880
<v Speaker 7>So that's a significant I mean, it's a thousand workers,

671
00:34:53.960 --> 00:34:56.320
<v Speaker 7>you know, from the survey that really worked, you know,

672
00:34:56.639 --> 00:34:58.760
<v Speaker 7>participating in the survey, and that's not you know, the

673
00:34:58.800 --> 00:35:01.119
<v Speaker 7>millions of people in business. But that's a pretty amazing

674
00:35:01.159 --> 00:35:03.760
<v Speaker 7>snapshot of what's really going on as we re enter

675
00:35:03.840 --> 00:35:06.920
<v Speaker 7>this new workplace mode and what really need to be

676
00:35:06.960 --> 00:35:07.480
<v Speaker 7>focused on.

677
00:35:07.639 --> 00:35:11.360
<v Speaker 2>Okay, since since you're my expert tonight on workplace incivility,

678
00:35:11.800 --> 00:35:16.320
<v Speaker 2>is it either your opinion or other statistics to back

679
00:35:16.440 --> 00:35:21.320
<v Speaker 2>up the fact that the incivility is greater now than

680
00:35:21.400 --> 00:35:24.320
<v Speaker 2>it was before COVID hit. I mean, if we talk

681
00:35:24.400 --> 00:35:28.239
<v Speaker 2>about February of twenty twenty as pre COVID and we

682
00:35:28.280 --> 00:35:32.480
<v Speaker 2>talk about April of twenty twenty five as post COVID

683
00:35:32.559 --> 00:35:38.199
<v Speaker 2>returned to the workplace, is it worse, a little better

684
00:35:38.320 --> 00:35:42.039
<v Speaker 2>or about the same or has it My suspicion is

685
00:35:42.079 --> 00:35:47.800
<v Speaker 2>it could be worse if you're adding into the chemical

686
00:35:48.239 --> 00:35:50.920
<v Speaker 2>the analysis. People don't want to be there in the

687
00:35:50.960 --> 00:35:54.360
<v Speaker 2>first place. That's what I'm saying now.

688
00:35:54.400 --> 00:35:55.920
<v Speaker 7>As a matter of fact, I think your perception is

689
00:35:55.920 --> 00:35:58.000
<v Speaker 7>really what on pace is what we talk to employees

690
00:35:58.159 --> 00:36:00.880
<v Speaker 7>employers every single day is that there is a much

691
00:36:00.880 --> 00:36:04.079
<v Speaker 7>worse case scenario because people are just really battling this

692
00:36:04.280 --> 00:36:07.000
<v Speaker 7>going back to the workplace and being held accountable. And

693
00:36:07.039 --> 00:36:10.119
<v Speaker 7>that's what's really stirring the pots. Because they've been at home,

694
00:36:10.159 --> 00:36:11.800
<v Speaker 7>they've been doing their task. They may getting their work

695
00:36:11.840 --> 00:36:14.719
<v Speaker 7>done with this new kind of coming back in the

696
00:36:14.719 --> 00:36:17.440
<v Speaker 7>workplace and having these managers kind of helicopter over them

697
00:36:17.480 --> 00:36:19.039
<v Speaker 7>and hey, what are you doing and let me check

698
00:36:19.079 --> 00:36:21.519
<v Speaker 7>you know how many times you're bringing up this report

699
00:36:21.599 --> 00:36:24.639
<v Speaker 7>or whatever. The helicopter mendor of concept that really does

700
00:36:24.679 --> 00:36:26.000
<v Speaker 7>stir the pot in that culture.

701
00:36:26.360 --> 00:36:32.199
<v Speaker 2>So the instability is I guess, the bullying and the incivility.

702
00:36:32.239 --> 00:36:35.159
<v Speaker 2>We conclude kind of two sides of the same coin,

703
00:36:35.280 --> 00:36:38.920
<v Speaker 2>as they say. We talked with Steve McClatchy, who is

704
00:36:39.920 --> 00:36:44.119
<v Speaker 2>a training consultant primarily for bosses, but it sounds to

705
00:36:44.159 --> 00:36:47.239
<v Speaker 2>me like this is kind of a different side of

706
00:36:47.280 --> 00:36:51.000
<v Speaker 2>the same coin, that the bosses are being a bullying

707
00:36:51.079 --> 00:36:53.960
<v Speaker 2>and also being in civil or uncivil.

708
00:36:54.440 --> 00:36:55.920
<v Speaker 7>Yeah, as a matter of fact, you know, you sit

709
00:36:55.960 --> 00:36:58.599
<v Speaker 7>back and say, why are the bosses bullying people? What's

710
00:36:58.639 --> 00:37:00.960
<v Speaker 7>their outcome? And it's usually out some level of control

711
00:37:01.000 --> 00:37:02.920
<v Speaker 7>they don't feel that they have right. They're in fear.

712
00:37:03.440 --> 00:37:05.519
<v Speaker 7>What's the employee doing? Well, they're in fear as well.

713
00:37:05.639 --> 00:37:08.079
<v Speaker 7>So you're wanting to be able to manage to fear

714
00:37:08.280 --> 00:37:10.280
<v Speaker 7>based on someone who's already in fear, and you can,

715
00:37:10.360 --> 00:37:13.719
<v Speaker 7>you can. That's just Great's all kinds of task itself.

716
00:37:14.719 --> 00:37:18.199
<v Speaker 2>I want you, I want you to notate that I'm

717
00:37:18.239 --> 00:37:20.559
<v Speaker 2>doing this show and I've been doing the show remotely

718
00:37:20.599 --> 00:37:26.079
<v Speaker 2>now for several years. I'm really much happier to remotely.

719
00:37:26.519 --> 00:37:30.239
<v Speaker 2>I mean, uh, and I'm very I'm I'm very happy,

720
00:37:30.320 --> 00:37:33.039
<v Speaker 2>and I'm very appreciative of the fact that my company

721
00:37:33.119 --> 00:37:38.079
<v Speaker 2>is letting me do this. But I they agree to

722
00:37:38.119 --> 00:37:42.039
<v Speaker 2>it in my contract actually, and it saves a lot

723
00:37:42.079 --> 00:37:45.639
<v Speaker 2>of my commute. I was in my office to well

724
00:37:45.760 --> 00:37:48.559
<v Speaker 2>what was my you know, office today for the first

725
00:37:48.599 --> 00:37:54.119
<v Speaker 2>time in several months, and everybody was lovely. The spirit

726
00:37:54.239 --> 00:37:57.079
<v Speaker 2>was good, and maybe they should they should.

727
00:37:56.800 --> 00:37:57.880
<v Speaker 3>Just keep that way.

728
00:37:58.039 --> 00:38:01.000
<v Speaker 2>I don't know, David tell Us, how could folks get

729
00:38:01.000 --> 00:38:04.960
<v Speaker 2>in touch with you? You're the CEO of something called Samurai Success.

730
00:38:05.039 --> 00:38:08.360
<v Speaker 2>I know that's alltrative, but when I think of Samurai Success,

731
00:38:08.400 --> 00:38:09.960
<v Speaker 2>I think of some guy with a sword.

732
00:38:12.039 --> 00:38:14.360
<v Speaker 7>Well, it's funny because our book is actually about the

733
00:38:14.400 --> 00:38:17.119
<v Speaker 7>Swords of Illumination, which is about a lot of these

734
00:38:17.159 --> 00:38:19.440
<v Speaker 7>things when we deal with human beings, about how we react,

735
00:38:19.519 --> 00:38:22.079
<v Speaker 7>on how we respond, and how to change that behavior

736
00:38:22.079 --> 00:38:23.880
<v Speaker 7>on your own kind of stuff. So that's what the

737
00:38:23.880 --> 00:38:26.880
<v Speaker 7>book is about. But Samurai Success dot com is the

738
00:38:26.880 --> 00:38:29.400
<v Speaker 7>best way to reach us. And funny you mentioned it

739
00:38:29.440 --> 00:38:32.960
<v Speaker 7>so beautifully is that samurai, loosely translated, it means in

740
00:38:33.119 --> 00:38:36.239
<v Speaker 7>service of others. So samurai success is in service of

741
00:38:36.280 --> 00:38:37.679
<v Speaker 7>others success, and that's what we do.

742
00:38:38.239 --> 00:38:40.039
<v Speaker 2>Oh okay, I always thinking of the guys with the

743
00:38:40.039 --> 00:38:48.480
<v Speaker 2>Samurai swords doing battle. That's I could be wrong. I

744
00:38:48.519 --> 00:38:51.239
<v Speaker 2>could be wrong. Hey, David Alcott, I appreciate it very much.

745
00:38:51.280 --> 00:38:53.719
<v Speaker 2>Thank you so much. You're good sport and we talked

746
00:38:53.760 --> 00:38:56.159
<v Speaker 2>about a tough subject in a positive way.

747
00:38:56.199 --> 00:38:57.079
<v Speaker 3>So thank you so much.

748
00:38:57.719 --> 00:38:58.000
<v Speaker 7>Thanks.

749
00:38:58.000 --> 00:39:01.599
<v Speaker 2>Man me back, good night, Okay, get back. We're going

750
00:39:01.679 --> 00:39:03.320
<v Speaker 2>to talk about a story that you may not have

751
00:39:03.400 --> 00:39:05.800
<v Speaker 2>heard of. And I know that it's tough when we

752
00:39:06.079 --> 00:39:09.239
<v Speaker 2>tell you about a story, but the story was really

753
00:39:09.280 --> 00:39:13.239
<v Speaker 2>broken today by the Boston Globe and the Boston Herald

754
00:39:13.280 --> 00:39:17.679
<v Speaker 2>also has reported this. An all star red Sox player,

755
00:39:18.519 --> 00:39:23.000
<v Speaker 2>in a piece that's it's going to be released on

756
00:39:23.079 --> 00:39:27.960
<v Speaker 2>Netflix this week, admits that he tried to commit suicide.

757
00:39:28.039 --> 00:39:30.880
<v Speaker 3>It's a frightened story, but it's one that we need

758
00:39:30.920 --> 00:39:31.239
<v Speaker 3>to hear.

759
00:39:31.760 --> 00:39:35.239
<v Speaker 2>Please stick with us and we'll tell you about a

760
00:39:35.280 --> 00:39:40.000
<v Speaker 2>story in which a gun failed to go off and

761
00:39:40.079 --> 00:39:42.000
<v Speaker 2>as a result, that gentleman is still playing for the

762
00:39:42.039 --> 00:39:45.000
<v Speaker 2>Boston Red Sox. It's crazy, it's a crazy story, but

763
00:39:45.519 --> 00:39:47.960
<v Speaker 2>one that there's a lesson for all of us. Back

764
00:39:48.000 --> 00:39:49.880
<v Speaker 2>on night side, right after the nine o'clock news