Speaker 1: It's Nightside with Dan Ray on WBZY, Boston's news radio.
Speaker 2: I could always count for a very interesting introduction from
Speaker 2: my friends Ince Hospital. Thank you very much, as we
Speaker 2: will buckle our seat belts tonight. That is for sure,
Speaker 2: good evening, everybody.
Speaker 3: Welcome on in.
Speaker 2: This is a Monday night edition of Nightside. We start
Speaker 2: another full week here on Nightside. We being myself and
Speaker 2: Rob Brooks. Rob, I was in the building today, actually
Speaker 2: stopped in from meeting at ten o'clock. I looked for you.
Speaker 3: You weren't there.
Speaker 2: I guess you probably was sleeping at ten am. Rob
Speaker 2: Brooks admits he was sleeping, but he should because he
Speaker 2: works the night shift. He's on from seven to three am.
Speaker 2: Rob is our producer, has been sold for many many years,
Speaker 2: and we will continue as a team. Thanks very much, Rob.
Speaker 2: Hope you had a good weekend. We will have an
Speaker 2: interesting show tonight. Really tough story at nine o'clock. Some
Speaker 2: of you may have seen this story, but the story
Speaker 2: about Red Sox player Jared Durand, who apparently attempted suicide
Speaker 2: a couple of years ago. It's both in the digital
Speaker 2: and the digital editions of both The Herald and the
Speaker 2: Globe we're going to talk about it, and we'll talk
Speaker 2: again about those tariffs.
Speaker 3: Those are tariffs.
Speaker 2: They're still sticking around here and it's bedeviling the stock market.
Speaker 2: But we have four very interesting guests, and I can
Speaker 2: think of a more interesting guest or a more courageous
Speaker 2: guest than my friend, former high school hockey player Matt Brown,
Speaker 2: who had a terrific, horrific moment at the age of
Speaker 2: fifteen and found himself living life in a wheelchair for
Speaker 2: the rest of his life a freak hockey accident to
Speaker 2: someone who I've got to know over the last sixteen
Speaker 2: or so years as a great, wonderful human being who's
Speaker 2: looking to help others.
Speaker 3: Matt Brown, Welcome back to Nightside.
Speaker 4: How are you, Dan. It's always good to hear your voice.
Speaker 4: Thank you so much for having me well.
Speaker 2: You were dealt a tough, tough hand one of your
Speaker 2: high school hockey games from Norwood High School, but you
Speaker 2: have gone on to form the Matt Brown Foundation. You
Speaker 2: have a Boston Marathon team running. I believe that you're
Speaker 2: in the marathon two if someone will be moving you
Speaker 2: across the twenty six point two miles, and I can
Speaker 2: only hope for better weather two mondays from now that
Speaker 2: what we had today? Are you ready?
Speaker 5: I am?
Speaker 4: And you know, if we had to do it today,
Speaker 4: we would have. But I'm very, very hopeful that in
Speaker 4: two weeks we're gonna be We're gonna be running in
Speaker 4: and something a little bit nicer them today.
Speaker 5: Yeah, I'm sure.
Speaker 3: No.
Speaker 2: I say, first of all, tell us about the Matt
Speaker 2: Brown Foundation.
Speaker 3: It's been going for a while. You've been on the show.
Speaker 2: Many of our listeners are familiar with you, and hopefully
Speaker 2: they've supported the Matt Ground Foundation. But for those who
Speaker 2: perhaps do not know it, tell us what what What
Speaker 2: has become the purpose of your young life?
Speaker 3: Yeah?
Speaker 4: So, you know, I was hurt in twenty ten, finished
Speaker 4: high school, finished college, and when I get out, I
Speaker 4: kind of, you know, wanted to do something bigger. I
Speaker 4: you know, I wrote line change the book. And then
Speaker 4: you know, as we were writing a book, the thought
Speaker 4: of the foundation of our own kept coming up, following
Speaker 4: in the footsteps of Travis Roy and you know, the
Speaker 4: great Tom Smith. And then in twenty twenty, smack dab
Speaker 4: in the middle of a pandemic, we decided, you know what,
Speaker 4: now's a good time. And our missioning goal is to
Speaker 4: give back to individuals, families and groups supporting or living with,
Speaker 4: you know, paralysis. Basically just trying to make you know,
Speaker 4: there tomorrow a little bit better and a little bit
Speaker 4: easier than there today.
Speaker 2: Well, you've had a lot of help along the way.
Speaker 2: One of the great helps, some of the great help
Speaker 2: has come from a great, our great friend, Jack Daugherty
Speaker 2: of College Hype. But Jack is also I think introduced
Speaker 2: you to a group of supporters as well, and I
Speaker 2: know that you wanted an opportunity to thank some folks
Speaker 2: and who have been particularly supportive of this cause.
Speaker 4: Go right ahead, Yeah, you know it starts with College Hype,
Speaker 4: Jim Clutis, John Carroll, the fraternity, the Lambda Kai fraternity
Speaker 4: brothers up at Colby, and then Lewis's Barn Grill here
Speaker 4: in Norwood. They are making a huge impact on our
Speaker 4: marathon team this year. You know, this was the first
Speaker 4: year we were able to get into the charity, the
Speaker 4: official charity program of the Boston Marathon with the huge
Speaker 4: thanks to the Bank of America and the b a A.
Speaker 4: And you know, for years Lucas and I ran for
Speaker 4: ourselves and we raised some great awareness and money for
Speaker 4: some great organizations. But into the twenty one US, alongside
Speaker 4: with another bib got to run for the Matt Brown Foundation,
Speaker 4: and that was really making a dream become a reality.
Speaker 4: And this year we have five runners through the Bank
Speaker 4: of America Charity program. We have another runner from the
Speaker 4: City of Boston, and we have two international runners from China,
Speaker 4: which which will be nine bibs for us, which you know,
Speaker 4: I still wake up and pinch myself every morning.
Speaker 3: How did you so now.
Speaker 2: The Matt Brown Foundation's gone international? How'd you get bibbs
Speaker 2: for runners from China? Tell us if you can. I'm
Speaker 2: sure it's a complicated story, but I did not realize that.
Speaker 2: Tell us tell us that.
Speaker 3: Part of the story.
Speaker 4: Listen when when we launched in twenty twenty, I had
Speaker 4: no idea. I had hopes, but I had no idea
Speaker 4: that the Matt Brown Foundation would go international, which is
Speaker 4: really really cool. And I owe a huge thanks to
Speaker 4: Susan Hurley of the Charity Teams program. She has been
Speaker 4: an absolute dream to work work with and she has
Speaker 4: helped me out so much the last couple of months.
Speaker 4: And she called and said, listen, I got two more bibs.
Speaker 4: We're eleven weeks out. But I have two runners from
Speaker 4: China that are willing to donate and run, and we
Speaker 4: cannot be happier to have them a part of the team.
Speaker 2: No, will you get a chance to meet the is
Speaker 2: it two guys to two women or is it one
Speaker 2: and one?
Speaker 3: What's a guy and a girl?
Speaker 4: And over the weekend the weekend before the marathon. I'm
Speaker 4: lucky enough to have a chance to meet them, and
Speaker 4: ultimately thanked them for answering the call and saying, you know,
Speaker 4: absolutely we'll join.
Speaker 3: Wow, boy, what this is? This is a great story.
Speaker 3: So so Matt.
Speaker 2: If folks are not running the marathon, and many in
Speaker 2: my audience, believe it or not, will not be running
Speaker 2: the marathon, including myself, what can they do to support
Speaker 2: you a great work?
Speaker 4: You know, if you visit our website, we have so
Speaker 4: many opportunities. One, we know we have the foul with
Speaker 4: road race. We still have bibs available there. But but
Speaker 4: I think one of the biggest things would be, you know,
Speaker 4: joining joining the website and checking out our store. My
Speaker 4: book's on there, we have new apparel on there, the
Speaker 4: map round Foundation dot org if you would like to
Speaker 4: go on there and you know, grab a t shirt
Speaker 4: and help spread our message of never quit, overcome forever
Speaker 4: forward far and wide that that would really mean the most,
Speaker 4: because I do just want to mention one grant that
Speaker 4: we have coming up. You know, every grant that we
Speaker 4: do is you know, special in my mind and means
Speaker 4: a lot, and it helps a family or an individual.
Speaker 4: But later on this week we're going to be installing
Speaker 4: an adaptive swing at the preschool here in Norwood and
Speaker 4: for a for a young boy who for years has
Speaker 4: had to watch his friends on the playground and now
Speaker 4: he gets to go on that adaptive swing. And that
Speaker 4: swing will stay there for any other student that passes
Speaker 4: through whose mobility impaired. And and that's just something that's
Speaker 4: super special in my eyes.
Speaker 3: Such such good stuff.
Speaker 2: Look, I'm sure, like every other high school hockey player,
Speaker 2: you had the dream of maybe playing for the Bruins someday.
Speaker 2: But despite what endured you've been you've had a lot
Speaker 2: of support from the Ruins. I know that Patrice burg
Speaker 2: Ron has been very helpful. And Farrance wrote wrote your book,
Speaker 2: Uh look the pre Andrew Ferrence wrote the the intro
Speaker 2: to the book. And I know that a good pal
Speaker 2: of yours Charlie Coyle unfortunately was just traded by the Bruins,
Speaker 2: but you become almost a member of the Bruins team
Speaker 2: in many respects as well.
Speaker 4: You know, I I agree with you that my dream
Speaker 4: might have been, you know, the Boston Bruins, but I
Speaker 4: think we both know my reality was some Beer League somewhere,
Speaker 4: you know, just getting getting on the ice once a week.
Speaker 4: But I'm incredibly lucky with who who have who I've
Speaker 4: had around me, and Ruins have been just incredible, having
Speaker 4: guys of those caliber, you know, reaching out, checking in
Speaker 4: and you know, really wishing me well from the bottom.
Speaker 3: Of their hearts.
Speaker 4: It's it's it's it's another thing that keeps me going
Speaker 4: day in and day out.
Speaker 2: Well, Coile got traded to the Avalanche. He may have
Speaker 2: a shot at getting his name of the Cup.
Speaker 4: You know, and and and that that's what I said
Speaker 4: to him in a text message. I said, now, listen,
Speaker 4: it's it's it's tough. You are the best, you know,
Speaker 4: a perfect, a perfect Boston Bruin. But now you got
Speaker 4: a chance. And I wish nothing more than to him
Speaker 4: for him to get his name on that Cup because
Speaker 4: it's well well deserved. With what he put up with
Speaker 4: here and just who he is on and off the ice.
Speaker 2: Well, what I want to do is let again see
Speaker 2: a picture of you and and coil with the with
Speaker 2: the Stanley Cup this year.
Speaker 3: That's that's what I'm rooting for.
Speaker 5: Dan.
Speaker 4: If you can put that into the atmosphere and that
Speaker 4: becomes a reality, I will welcome that every single day
Speaker 4: this summer.
Speaker 2: You bet you, you bet you. We'll look Matt, congratulations. Uh,
Speaker 2: a lot of people will be out there looking for
Speaker 2: you on Monday. Uh it's the twenty first. If I'm
Speaker 2: not mistaken this year right ye?
Speaker 4: So yeah, it will be Lucas Carrs and mine. Eleventh
Speaker 4: Boston Marathon. It and doesn't get old. And I thank
Speaker 4: him every day that he put this, this sick ranged
Speaker 4: idea to say, would you ever want to what? Did
Speaker 4: you ever want to run a Boston Marathon? And we
Speaker 4: haven't looked back.
Speaker 2: Yet, unbelievable. Well look, you keep looking forward and we
Speaker 2: will talk soon. My friend Matt Brown or the Matt
Speaker 2: Brown Foundation, it's simply Matt Brownfoundation dot org. Is that
Speaker 2: the right email? Would say?
Speaker 4: That's correct? And I can't thank you for having me on, Dan,
Speaker 4: my pleasure, my.
Speaker 2: Pleasure, Matt Brown, Ladies and gentlemen, we get back on
Speaker 2: to talk about a well, a different subject, and this
Speaker 2: is one that is kind of interesting. A lot of
Speaker 2: people don't want to go back to the workplace, and
Speaker 2: now we're finding out.
Speaker 3: That workplace bullying is back on the rise. We'll have
Speaker 3: a roop.
Speaker 2: What on that from a New York Times bestselling author
Speaker 2: and advisor to Fortune five hundred companies and pro sports
Speaker 2: team Steve McClatchy, coming back here on Nightside.
Speaker 1: Night Side with Dan Ray. I'm Boston's news Radio.
Speaker 2: Well, I was back at my workplace today for a
Speaker 2: special meeting. I had nothing to do with doing my show.
Speaker 2: I'm doing my shows remotely, but a lot of people
Speaker 2: have been told come on back to the workplace, and
Speaker 2: a lot of people are hesitant about that. And my
Speaker 2: guest is Steve McClatchy. He's a New York Times best
Speaker 2: selling author and advisor to Fortune five hundred companies as
Speaker 2: well as pro sports teams, and he basically says that
Speaker 2: workplace bullying is back. Forbes reports that the command and
Speaker 2: control leadership style emphasizing threats and punishment, is becoming more common.
Speaker 3: What's going on?
Speaker 2: Steve, Welcome back to Nightside by the way, but I
Speaker 2: feel that when they bring people back to work, they
Speaker 2: should treat them with some respect.
Speaker 3: What's going on?
Speaker 4: Then, thanks for having me back.
Speaker 6: Great to be here. Yeah, it's one of those things
Speaker 6: where if you don't feel valued, you know, you immediately
Speaker 6: go to disengagement. And engagement is a very misunderstood metric.
Speaker 6: It means you do more than your pay. So if
Speaker 6: you do your job and you do it well, you're
Speaker 6: considered disengaged. So engagement is when you go way above
Speaker 6: and beyond. Now, if you do that, I mean, think
Speaker 6: about how valuable you are as an employee. But your
Speaker 6: burnout rate goes to blow ten percent. Now wait, these
Speaker 6: are the employees working harder and longer and their burnout
Speaker 6: rate is under ten percent. If you do your job
Speaker 6: and you do it well, consider disengaged. Your burnout rate
Speaker 6: is between fifty and sixty percent. So what is driving engagement?
Speaker 6: Gallups data tells us seventy percent of that engagement is
Speaker 6: influenced by the relationship you have with your boss.
Speaker 5: Is there conflict?
Speaker 6: Do you like your boss? Do you feel valued? These
Speaker 6: are classic things I mean that data tells us. And
Speaker 6: then we all experience. When we feel valued, we want
Speaker 6: to go in bevyon above and beyond. When we're thanked,
Speaker 6: we want to go above and beyond. So this comand
Speaker 6: and control style of leadership has been proven not to work.
Speaker 6: And it wasn't me that said it, Dan, it was
Speaker 6: the Forbes and their research indicated that this style of
Speaker 6: management is back, and I don't approve of it at all.
Speaker 6: It's not an effective way to lead.
Speaker 3: What most managers don't understand, in my opinion.
Speaker 2: Is that if you go give someone a pat on
Speaker 2: the back, that is worth more in many cases than
Speaker 2: a raise. I mean, everybody wants a raise, no question,
Speaker 2: but and they want.
Speaker 3: To be valued.
Speaker 2: But that pad on the back, I mean, you know,
Speaker 2: you see it in sports all the time. Some pitcher
Speaker 2: has just been out there and he's given up seven
Speaker 2: runs in one in the third inning. The manager doesn't
Speaker 2: come out screen it at I mean, he comes out,
Speaker 2: takes the ball from him, gives him a pat on
Speaker 2: the back as he as the guy heads to the
Speaker 2: dugout because hopefully, next time, you know, he pitches, it'll
Speaker 2: create a different result. I just don't understand why people
Speaker 2: don't realize that. To me, it's mystifying.
Speaker 6: All right, let's get to the root cause of that,
Speaker 6: because this is a big issue my clients face and
Speaker 6: I'm helping them with it all the time. When you
Speaker 6: say great job, Dan, you went to it like, well,
Speaker 6: some people like great job more than they like a
Speaker 6: raisin pay. Not always everybody loves a raisin pay. But wait,
Speaker 6: if we put those two things together, it's a big mistake.
Speaker 6: Everybody is paid to do a great job. You don't
Speaker 6: hire an employee to come in do mediocre work, and
Speaker 6: if they do a great job, you pay them more.
Speaker 6: What did you pay everybody to come in and do
Speaker 6: great work? So then what determines your pay The value
Speaker 6: of your skills in the marketplace. The more rare skill is,
Speaker 6: and the more valuable it is, the higher you get paid.
Speaker 6: So I use these analogies. I say, you know, accountants
Speaker 6: are being paid a lot more these days, Why because
Speaker 6: we don't have any accountants. Nurses are getting paid a
Speaker 6: lot these days. Why we don't have nurses. Police officers
Speaker 6: are getting paid a lot more and signing bonuses. Why
Speaker 6: we don't have police officers. Why don't teachers make a
Speaker 6: lot of money?
Speaker 5: Now?
Speaker 6: Teachers, some of the richest people in the world. Oh
Speaker 6: their success to teachers. Teachers can be life changing mentors
Speaker 6: that can impact your life greatly. Why don't they get
Speaker 6: paid more? Because when one retires, there's one hundred resumes
Speaker 6: for that job. That's it. That's all it is. It's
Speaker 6: supply and demand of skills in the marketplace. If you
Speaker 6: truly understand that, you can unleash the pat on the back,
Speaker 6: the positive feedback. If it's authentic, it's genuine, and you
Speaker 6: feel appreciated, your engagement goes to over sixty seven percent.
Speaker 6: The average global engagement rate is thirteen percent. You have
Speaker 6: ten employees, one one is doing more than they're paid.
Speaker 5: But if each one of.
Speaker 6: Those employees feels valued and appreciated and not taken for granted,
Speaker 6: that goes up to sixty seven percent. We're talking about
Speaker 6: one interaction Dan being truly sincere when you value someone's
Speaker 6: effort and I.
Speaker 2: Want okay, so why are bosses that's smart enough to
Speaker 2: understand that pretty simple and straightforward concept that you just articulated.
Speaker 6: And when I explain it, they do understand it and
Speaker 6: they have to pivot and change their approach to management.
Speaker 6: They are It is the ego loves power. It loves it,
Speaker 6: it ensures its survival. If I have power, I have
Speaker 6: a better chance of surviving than someone that doesn't have power.
Speaker 6: And if I can mistreat you and get away with it,
Speaker 6: then that feeds the ego. I'm above the law. I
Speaker 6: have the power if I am breaking an agreement with
Speaker 6: you and I get away with it, which is what
Speaker 6: disrespect is. It's a broken agreement and I get away
Speaker 6: with it, I get power. Like if I'm punishing you,
Speaker 6: then I'm above you. People that are above other people
Speaker 6: have a better chance to survival. So the ego feeds
Speaker 6: on this dan and because of it, we have management
Speaker 6: styles that if they don't take a step back and
Speaker 6: look at Look. The metric that used to determine success
Speaker 6: was turnover. Do you remember, like, oh yeah, five employe's left.
Speaker 6: That was like your way of saying you got a
Speaker 6: bad manager. Eight employees left. Now, this engagement and our
Speaker 6: ability to survey is telling us, wait, you might mistreat
Speaker 6: people and they stay, but if they're not engaged, they're
Speaker 6: doing the minimum. And as a boss, your job is
Speaker 6: to increase output, not decrease, not get the minimum. It's
Speaker 6: to increase. I say, let's use easy math. You got
Speaker 6: ten employees and you make one the manager. You just
Speaker 6: dropped productivity by ten percent. What is the job of
Speaker 6: a leader to make everybody at least ten percent better?
Speaker 6: And this commanding control style of leadership does not get
Speaker 6: that out of the employees that work for.
Speaker 2: You, Steve, How could folks get in touch with you?
Speaker 2: I'm sure there are some companies out there right now
Speaker 2: who are saying to themselves, we need to hear from
Speaker 2: this guy. I'm glad you joined us, but your your
Speaker 2: group is called a leered Training and Consulting.
Speaker 3: What's the website?
Speaker 6: Yes, it's a leer dot com, a l L e
Speaker 6: er dot com. It means to develop a person and
Speaker 6: I specialize in leadership workshops, team building workshops. I want
Speaker 6: leaders to understand and to possess the skills they need
Speaker 6: to make everybody around them at least ten percent better.
Speaker 6: Conflict resolution, being able to hold people accountable, being able
Speaker 6: to give people feedback, both positive feedback but then improvement feedback.
Speaker 6: The skills leaders really need to take a group of
Speaker 6: people and increase the output of that team, because that's
Speaker 6: what they're being paid to do.
Speaker 2: You know, I can look at I use the metaphor
Speaker 2: of sports, and you look at the great leaders in
Speaker 2: sports today. You look at Dave Roberts, the manager of
Speaker 2: the Dodgers. He's been there for several years. He's able
Speaker 2: to balance guys from different parts of the world, whether
Speaker 2: they're a Japanese superstar and American player or whatever. Alex
Speaker 2: Cora with the Red Sox does a really nice job.
Speaker 2: Neither Roberts or Cora were superstars as players. They were
Speaker 2: major league players, but they probably knew better than most
Speaker 2: how it was to be, you know, towards the lower
Speaker 2: end of the roster, and some managers still treated them
Speaker 2: with the same dignity and respect that they gave to
Speaker 2: the superstar. And that's the same theory that managers in
Speaker 2: any business in America should use. Pattern yourself after Dave
Speaker 2: Roberts and Alex core In my opinion.
Speaker 6: It's a great opinion, and I salute their boss, Dan.
Speaker 6: If you look at the criteria they use, they didn't say, see,
Speaker 6: the three major reasons people get promoted is you're the
Speaker 6: best of the job, you've been here the longest, or
Speaker 6: I like you, and they're leaders. Brought them in saying
Speaker 6: they weren't the best player the best player does not
Speaker 6: always make the best boss. Just because I'm great at
Speaker 6: a job doesn't mean I can make everybody else great.
Speaker 6: That's a different skill set, and when we look for that,
Speaker 6: we appreciate that we develop that, we're developing our future leaders.
Speaker 2: Steve, thank you so much for your time today. We've
Speaker 2: had you on before and we'll have you back talk
Speaker 2: to you again.
Speaker 3: It's a leader.
Speaker 2: Thank I'm great to be hereer dot com.
Speaker 3: Thanks Dave.
Speaker 2: When we get back, we're going to talk about the
Speaker 2: two hundred and fiftieth anniversary. I did not cover the
Speaker 2: original Battle of Lexington and conquered, but conquered two point
Speaker 2: fifty celebration will be coming up later this month that
Speaker 2: we're going to talk with one of the leaders of
Speaker 2: that executive committee affect the CoA chair, Rob Monroe, what
Speaker 2: you might want to do on Patriots Day. We'll be
Speaker 2: back right after the newsbreak at the bottom of the
Speaker 2: arm My name is Dan Ray. You're listening to Night Side.
Speaker 1: It's Nightside with Dan on Boston's news radio.
Speaker 3: Thank you, Suzanne.
Speaker 2: Now we are going to get into the two hundred
Speaker 2: and fiftieth anniversary of the historic battles at both Lexington
Speaker 2: and conquered, and tonight we have with us Rob Munroe,
Speaker 2: who's the co chair of the Conquered two point fifty
Speaker 2: Executive Committee. Rob, it seems like yesterday that battle broke out,
Speaker 2: but I guess it's two hundred and fifty years ago.
Speaker 3: How are you tonight?
Speaker 5: I'm very well, my friend. Thanks for having me.
Speaker 3: You more than welcome.
Speaker 2: So tell us about Conquered two fifty.
Speaker 3: I'm kind of curious.
Speaker 2: I remember Conquered two hundred when Gerald Ford, if I'm
Speaker 2: not mistaken, yes, was involved. I don't suspect that we're
Speaker 2: going to have President Trump there because he's he's kind
Speaker 2: of busy with a lot of things right now. But
Speaker 2: what's it's going to be on the big date of
Speaker 2: April nineteenth.
Speaker 5: I assume that's correct. Yeah, So we are planning a
Speaker 5: big day of celebrations on Saturday, April nineteenth, which is
Speaker 5: two hundred and fifty years to the day, and we
Speaker 5: will we will kick it off bright and early with
Speaker 5: a with a dawn salute, which is a solemn, really
Speaker 5: nice ceremony that we do at the bridge, the North
Speaker 5: Bridge here at Conquered. We then will have our parade,
Speaker 5: which is a larger ad that we usually have for
Speaker 5: Patriots Day. This will be about three point five three
Speaker 5: point seven miles long, about fourteen hundred or so participants.
Speaker 5: That will start around eight thirty in the morning. We
Speaker 5: will have we will have some speakers at the bridge
Speaker 5: midway through the parade, and then after the parade ends,
Speaker 5: we'll kick it off for the nice block party to
Speaker 5: celebrate in town here and Conquered, and then close out
Speaker 5: the day with a drone show around fifteen eight thirty
Speaker 5: that night. A drone show, that's right, yeah, ull.
Speaker 3: Drones back two hundred and fifty years ago tell us.
Speaker 5: About that they certainly did not know so in lieu
Speaker 5: of fireworks, which would you know be the more traditional
Speaker 5: route for form a celebration. We opted for drone shows
Speaker 5: partly for sustainability reasons. They are less harmful to the
Speaker 5: environment and they are more considerate of our animal friends,
Speaker 5: so dogs are not going to be cowering in fear
Speaker 5: when they hear fireworks go off or scoot in different directions.
Speaker 5: They're also much more customizable, so we can customize the
Speaker 5: drones to show the images that we want to be seen.
Speaker 5: So we'll be working with our friends to operate the
Speaker 5: drones to really light up the sky and show images
Speaker 5: that inspire the very themes that the two. It's celebrating independence,
Speaker 5: freedom and everything that we believe in and love here
Speaker 5: and conquered. So that would be a really special fifteen
Speaker 5: minutes that many of our residents will we'll get to
Speaker 5: see for the first time.
Speaker 2: So let me ask you this question, And again I
Speaker 2: sometimes asked questions that I don't know, maybe if this
Speaker 2: is a surprise, but how many drones? I mean, are
Speaker 2: you going to have? How spectacular will this fifty seasons?
Speaker 2: How many drones be able to have up there without.
Speaker 3: Crashing into each other?
Speaker 5: Yeah, so what's what's remarkable about these drones? And I'm
Speaker 5: I'm closer to being a ludite than than a technologist,
Speaker 5: but I understand that these drones are We'll have a
Speaker 5: few hundred drones and synchronized together with there'll be a
Speaker 5: team of of folks on the ground who are operating
Speaker 5: these drones and working in a very tight geo perimeter
Speaker 5: to ensure they stay in formation. But once you set
Speaker 5: them and they customize their their plan, they do their thing,
Speaker 5: and it's going to be really exciting. They'll be they'll
Speaker 5: be super well lit up and they can move, as
Speaker 5: you can imagine, very quickly into different formations, so they
Speaker 5: can paint a series of wonderful pictures over those fifteen minutes.
Speaker 5: That would be really exciting.
Speaker 2: So let me let me go back to nineteen seventy five. Obviously,
Speaker 2: the big headliner there was Gerald Ford, who had just
Speaker 2: as sacred, well really less than a year before to
Speaker 2: the White House after Richard Nixon's resignation in August.
Speaker 3: Of seven and four.
Speaker 2: So he was a newly minted president, never elected either
Speaker 2: vice president or president. As a matter of fact, the
Speaker 2: only person hold that office and never to have been
Speaker 2: elected to that particular office. Is there a keynote speaker
Speaker 2: of some note, some note, or a series of speakers
Speaker 2: this year that that you can share with.
Speaker 3: Us at this point?
Speaker 2: And again I realized that sometimes you try to keep
Speaker 2: some surprises.
Speaker 5: Yeah, yeah, and where, And we're we're pretty firmly in
Speaker 5: that book. We are working closely with our local, regional
Speaker 5: and state elected officials and dignitaries to confirm the speaking arrangements.
Speaker 5: Those come together fairly last minute, as we work closely
Speaker 5: with with folks too to make sure their schedules work
Speaker 5: out and everything like that. We are working closely with
Speaker 5: the Governor's office to hopefully have her and Lieutenant Governor
Speaker 5: Driscol play some play some role in that day, which
Speaker 5: would be really exciting. Also working with our elected officials
Speaker 5: at the federal level, Representative Trahan and others to make
Speaker 5: sure that those folks who represent us have a have
Speaker 5: as much of a role in this as possible. We
Speaker 5: wanted to make sure it's a celebration, and so we
Speaker 5: want to make sure that those folks are there to
Speaker 5: help us on that day.
Speaker 2: How about some direct descendants. I got to believe that
Speaker 2: there are some people in Conquered who can claim direct
Speaker 2: lineage to some of the folks who are the.
Speaker 3: Fifty years ago this month.
Speaker 5: I am sure there are. We do not have a
Speaker 5: formal program for all of the descendants that are still
Speaker 5: around to play a role. I will say we've worked
Speaker 5: really closely with historians here and Conquered to unearthed a
Speaker 5: number of Conquered residents who fought in and participated in
Speaker 5: the early battles of the revolution. You know, we we
Speaker 5: assumed coming into the two fiftieth that we knew everyone
Speaker 5: who participated engaged in the battle and in these early battles,
Speaker 5: but that wasn't the case. So we spent a number
Speaker 5: of years and relied on the expertise of some fantastic
Speaker 5: local historians to do some hard digging and find a
Speaker 5: many more soldiers and folks who were present at the
Speaker 5: earliest battles of the Revolution.
Speaker 2: And so I'm sure a lot of those folks who
Speaker 2: were who were there two hundred and fifty years ago,
Speaker 2: you know, their families may have moved and lived anywhere
Speaker 2: around the world at the parts of the country. But
Speaker 2: I got to assume you're going to have some in
Speaker 2: conqueror who can still trace their lineage, and I think
Speaker 2: they would be, frankly people I'd love to hear from
Speaker 2: that day, more so than the politicians. The politicians they're
Speaker 2: always they were always available, but to find someone who
Speaker 2: can trace their you know, their own family roots to
Speaker 2: the battle of the Battles of Lexington and conquered just
Speaker 2: a late a last minute suggestion for something else that
Speaker 2: you can think about, Rob, I'm sure you have nothing
Speaker 2: else on your plate to worry about for the next
Speaker 2: two weeks.
Speaker 5: Best of life, not at all, But I appreciate the suggestion.
Speaker 5: And I'll also say to that point, we've been holding
Speaker 5: events for a year and a half already and you know,
Speaker 5: leading up to this event, and we will continue to
Speaker 5: support and sponsor and collaborate on events through the National
Speaker 5: two fiftieth in July twenty twenty six. So I will
Speaker 5: take that feedback and I think that's an excellent idea
Speaker 5: for us to consider as we as we go forward.
Speaker 2: Well, let me know and we certainly if you're going
Speaker 2: to have someone and you find someone, I'd love to
Speaker 2: talk to them as well, just to figure out if
Speaker 2: we're absolutely great, great, great great great or whatever. You know,
Speaker 2: how many generations you'd have to go back? You have
Speaker 2: to go back a few, but but but not you know,
Speaker 2: such a big number that some wouldn't be around, Rob,
Speaker 2: I appreciate it. How can folks get more information? What's
Speaker 2: the website?
Speaker 5: Absolutely so there's a number of ways, but they can
Speaker 5: check out Conquered two fifty dot com. We also can
Speaker 5: go through the Conquered website and then mass m a
Speaker 5: two fifty dot com also has information not just about
Speaker 5: Conquered events, but events throughout the Commonwealth as well. Because
Speaker 5: a lot of folks are going to be celebrating.
Speaker 7: On that day.
Speaker 2: Let's focus on conquered. You got the right to let
Speaker 2: me tell you you guys started this whole thing. Conquered
Speaker 2: two fifty dot com. Thanks very much, Rob, talk to
Speaker 2: you again.
Speaker 5: Really appreciate it.
Speaker 3: Thanks come much, Thank good bye, bye.
Speaker 2: Go talk about workplace incivility coming back. It's soaring kind
Speaker 2: of relate. Well, we talked to Steve McClatchy about when
Speaker 2: you think about it, he was talking about workplace bullying.
Speaker 2: Now we're going to talk about workplace incivility.
Speaker 3: It's sore.
Speaker 2: I'm going to talk with David Allcott. My name's Dan Ray.
Speaker 2: This is Nightside. Of course, you're listening to WBZ Boston
Speaker 2: on news radio ten thirty and your AM dial. I'm
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Speaker 1: Right after this, It's night Side with Dan Ray on
Speaker 1: wb Boston's news radio.
Speaker 3: All right, welcome back.
Speaker 2: We talked earlier tonight about workplace bullying, particularly from the
Speaker 2: bosses and workplaces. Now we're talking with David Allcott about
Speaker 2: workplace in civility. I'm not sure which which subsumes the other,
Speaker 2: workplace bullying or workplace incivility.
Speaker 3: So let's get a good description.
Speaker 2: I guess incivility probably is employee to employee as opposed
Speaker 2: to bullying, its boss to employee.
Speaker 3: Is that the distinction here?
Speaker 7: That's a that's a very good start, Dent for sure.
Speaker 3: Welcome daily. What's going on?
Speaker 7: That's much Ron just enjoying this beautiful new weather coming
Speaker 7: in loving it.
Speaker 3: Oh yeah, oh yeah, no doubt about that.
Speaker 2: So workplace incivility is spiraling as companies want their employees
Speaker 2: to return to office and layoffs.
Speaker 3: I mean, you, you haven't.
Speaker 2: Had any workplace incivility because everybody's been working from home.
Speaker 2: How can companies, how can companies get a get a
Speaker 2: handle on this problem?
Speaker 7: Yeah, and you're you're gonna have to be reintroduced to
Speaker 7: your employees again because they are returning from another workplace
Speaker 7: into your new place, and they're they're not happy. First
Speaker 7: of all, they want to be able to stay at
Speaker 7: home and have the conveniences that go along with that,
Speaker 7: the traffic, all the other stuff. And true, it is
Speaker 7: that we've been soiled over the last couple of years.
Speaker 7: I know that doesn't feel like we've been spoiled, but
Speaker 7: that's basically what's been happening. Is we really had a
Speaker 7: huge opportunity as employees to be able to work out
Speaker 7: of the office, and now that we're having to return,
Speaker 7: really having to make that adjustment, and we just need
Speaker 7: some help to people do that.
Speaker 2: So so, is the incivility caused because everybody's kind of
Speaker 2: upset that they're back in the office atmosphere or is
Speaker 2: it that that there's always going to be a few
Speaker 2: quote unquote people who want to take advantage of a
Speaker 2: bad situation and stir the pod.
Speaker 3: Which is it?
Speaker 7: Yeah, I think it's a little bit of both of
Speaker 7: those sides. You know, we're going back into this place.
Speaker 7: We've had this wonderful, you know, opportunity to be able
Speaker 7: to stay at home, do the things, we're kind of
Speaker 7: our own hours, get the job done, this kind of stuff,
Speaker 7: and then we're coming back in place to the folks
Speaker 7: that are making the biggest upset about this are the
Speaker 7: ones who do not want to come back to work.
Speaker 7: The rest of us are just dealing with, Hey, this
Speaker 7: is the workplace we're coming back. We've got to be
Speaker 7: able to perform and this is the best place to
Speaker 7: do it. So that instability that's happening is between those
Speaker 7: two groups of employees, and now the managers are having
Speaker 7: to deal with that contentiousness, which is they've got all
Speaker 7: the other customers to deal with. Now they're dealing with
Speaker 7: this civility issues within their own employees.
Speaker 2: And what responsibility is it. I don't want to mix
Speaker 2: this segment with the segment we did earlier with Steve McClatchy,
Speaker 2: which is bullying.
Speaker 3: What responsibility is it?
Speaker 2: Because he was talking about bosses bullying employees. What responsibility
Speaker 2: is it for good bosses to realize that, hey, there's
Speaker 2: some incivility going on here, I mean, or are they
Speaker 2: just happy to have people back in the office.
Speaker 7: It's imperative Dane about this, because it's part of the
Speaker 7: perceptual reality of every great manager to be able to
Speaker 7: be aware of how the behavior is supporting the culture.
Speaker 7: If you will as being or not being sustained. That's
Speaker 7: the very first job of the manager is to make
Speaker 7: sure that stays in place, because that culture is what's
Speaker 7: sustaining the vision, and the vision is what you developed
Speaker 7: the marketplace right, and the solution of the problem. So
Speaker 7: all those things connected. So if you start having real
Speaker 7: issues like the sensibility at this social cultural issue, it's
Speaker 7: going to have the tripple effects into the marketplace and
Speaker 7: your customers and they're going to leave.
Speaker 3: Wow.
Speaker 2: What percentage I don't know if you've done a study
Speaker 2: on this, but what's what percentage of workplaces are do
Speaker 2: you think you're having this problem? Is this the exception
Speaker 2: to the rule or from what you understand the rule
Speaker 2: at this point?
Speaker 7: Yeah, Well, what's amazing about the survey that just came
Speaker 7: out about this was like thirty seven percent of workers
Speaker 7: reported some kind of toxic workplace, and the third of
Speaker 7: them said the group was their boss was to blame.
Speaker 7: So that's a significant I mean, it's a thousand workers,
Speaker 7: you know, from the survey that really worked, you know,
Speaker 7: participating in the survey, and that's not you know, the
Speaker 7: millions of people in business. But that's a pretty amazing
Speaker 7: snapshot of what's really going on as we re enter
Speaker 7: this new workplace mode and what really need to be
Speaker 7: focused on.
Speaker 2: Okay, since since you're my expert tonight on workplace incivility,
Speaker 2: is it either your opinion or other statistics to back
Speaker 2: up the fact that the incivility is greater now than
Speaker 2: it was before COVID hit. I mean, if we talk
Speaker 2: about February of twenty twenty as pre COVID and we
Speaker 2: talk about April of twenty twenty five as post COVID
Speaker 2: returned to the workplace, is it worse, a little better
Speaker 2: or about the same or has it My suspicion is
Speaker 2: it could be worse if you're adding into the chemical
Speaker 2: the analysis. People don't want to be there in the
Speaker 2: first place. That's what I'm saying now.
Speaker 7: As a matter of fact, I think your perception is
Speaker 7: really what on pace is what we talk to employees
Speaker 7: employers every single day is that there is a much
Speaker 7: worse case scenario because people are just really battling this
Speaker 7: going back to the workplace and being held accountable. And
Speaker 7: that's what's really stirring the pots. Because they've been at home,
Speaker 7: they've been doing their task. They may getting their work
Speaker 7: done with this new kind of coming back in the
Speaker 7: workplace and having these managers kind of helicopter over them
Speaker 7: and hey, what are you doing and let me check
Speaker 7: you know how many times you're bringing up this report
Speaker 7: or whatever. The helicopter mendor of concept that really does
Speaker 7: stir the pot in that culture.
Speaker 2: So the instability is I guess, the bullying and the incivility.
Speaker 2: We conclude kind of two sides of the same coin,
Speaker 2: as they say. We talked with Steve McClatchy, who is
Speaker 2: a training consultant primarily for bosses, but it sounds to
Speaker 2: me like this is kind of a different side of
Speaker 2: the same coin, that the bosses are being a bullying
Speaker 2: and also being in civil or uncivil.
Speaker 7: Yeah, as a matter of fact, you know, you sit
Speaker 7: back and say, why are the bosses bullying people? What's
Speaker 7: their outcome? And it's usually out some level of control
Speaker 7: they don't feel that they have right. They're in fear.
Speaker 7: What's the employee doing? Well, they're in fear as well.
Speaker 7: So you're wanting to be able to manage to fear
Speaker 7: based on someone who's already in fear, and you can,
Speaker 7: you can. That's just Great's all kinds of task itself.
Speaker 2: I want you, I want you to notate that I'm
Speaker 2: doing this show and I've been doing the show remotely
Speaker 2: now for several years. I'm really much happier to remotely.
Speaker 2: I mean, uh, and I'm very I'm I'm very happy,
Speaker 2: and I'm very appreciative of the fact that my company
Speaker 2: is letting me do this. But I they agree to
Speaker 2: it in my contract actually, and it saves a lot
Speaker 2: of my commute. I was in my office to well
Speaker 2: what was my you know, office today for the first
Speaker 2: time in several months, and everybody was lovely. The spirit
Speaker 2: was good, and maybe they should they should.
Speaker 3: Just keep that way.
Speaker 2: I don't know, David tell Us, how could folks get
Speaker 2: in touch with you? You're the CEO of something called Samurai Success.
Speaker 2: I know that's alltrative, but when I think of Samurai Success,
Speaker 2: I think of some guy with a sword.
Speaker 7: Well, it's funny because our book is actually about the
Speaker 7: Swords of Illumination, which is about a lot of these
Speaker 7: things when we deal with human beings, about how we react,
Speaker 7: on how we respond, and how to change that behavior
Speaker 7: on your own kind of stuff. So that's what the
Speaker 7: book is about. But Samurai Success dot com is the
Speaker 7: best way to reach us. And funny you mentioned it
Speaker 7: so beautifully is that samurai, loosely translated, it means in
Speaker 7: service of others. So samurai success is in service of
Speaker 7: others success, and that's what we do.
Speaker 2: Oh okay, I always thinking of the guys with the
Speaker 2: Samurai swords doing battle. That's I could be wrong. I
Speaker 2: could be wrong. Hey, David Alcott, I appreciate it very much.
Speaker 2: Thank you so much. You're good sport and we talked
Speaker 2: about a tough subject in a positive way.
Speaker 3: So thank you so much.
Speaker 7: Thanks.
Speaker 2: Man me back, good night, Okay, get back. We're going
Speaker 2: to talk about a story that you may not have
Speaker 2: heard of. And I know that it's tough when we
Speaker 2: tell you about a story, but the story was really
Speaker 2: broken today by the Boston Globe and the Boston Herald
Speaker 2: also has reported this. An all star red Sox player,
Speaker 2: in a piece that's it's going to be released on
Speaker 2: Netflix this week, admits that he tried to commit suicide.
Speaker 3: It's a frightened story, but it's one that we need
Speaker 3: to hear.
Speaker 2: Please stick with us and we'll tell you about a
Speaker 2: story in which a gun failed to go off and
Speaker 2: as a result, that gentleman is still playing for the
Speaker 2: Boston Red Sox. It's crazy, it's a crazy story, but
Speaker 2: one that there's a lesson for all of us. Back
Speaker 2: on night side, right after the nine o'clock news