[00:00:10] Speaker A: Welcome to Life Rewritten. I'm your host, Vanessa Lagoa. Today we're going to be talking about how to live life by leading with purpose and intention.
And we have an amazing guest today, Erica Butler, who is the CEO of Haier International.
She is somebody who has been leading by example in the remote world in her business. She is somebody who has been leading companies, small businesses, in a remote setting for a lot longer than the majority of us have been used to. Without further ado, Erika, welcome to our show today.
[00:00:54] Speaker B: Thanks for having me, Vanessa. I'm so excited to be here.
[00:00:57] Speaker A: Thank you.
You and I spoke a little bit about.
I had asked you if Covid was something that prompted you to use the remote setting in the business setting, and you told me no.
You are so ahead of the curve. You have been using remote technology to help run your own business and other businesses for years. So can you tell us a little bit about that?
[00:01:22] Speaker B: Absolutely. So I was very fortunate to work at a Fortune 100 company for a while, and what prompted me to move to a remote job was becoming a mom. And I was just so fortunate that they allowed me to do my job remote and travel as needed to the sites. And that was never done before in that role. But I worked for the company for a few years, and they were willing to take that risk, believing that, you know, we could make it work. And it worked very well.
[00:01:51] Speaker A: I. I can, absolutely. I have seen so many of my own friends and. And people I know in business who have shifted from working in, you know, a brick and mortar setting into a remote setting. And I'm sure that that comes with a lot of challenges being a mom, because there's that, yay, I get to be home. But I'm a mom of five, so I fully understand being. Being home doesn't mean that you have your own little space and you're working now. You're having to navigate work and family all at the same time. So I'm sure that was a struggle and continues to be.
[00:02:31] Speaker B: Yes, absolutely. I think what was so nice was you save really on that commute into work and then you can have lunch with your child.
We need full time care still, but just to be able to have a coffee break with your child, it just really made an impact for me. Getting to do both.
[00:02:48] Speaker A: That is really amazing. So can you tell us a little bit about how you got started in hr and if that's something that is. Is that where you saw yourself going in your career or how did that all evolve for you?
[00:03:05] Speaker B: Sure. It all Started out of Penn State University. I was going for public relations, actually. And then somehow I fell upon this different department that they did, human resources, and. And I didn't even know you could do that. And I was like, you could do that for your job. I remember calling my mom after talking to the counselor, the school, you know, the guidance counselor, a career counselor. And I said, this is what I will do the rest of my life. And I switched majors and went to school, bachelor's, master's, internships, the whole thing, and have been doing it ever since for almost 20 years now, and just love it. I believe in the work we do, very much so.
[00:03:41] Speaker A: I am a little bit familiar with hr. My mom was always in hr. That was her background. So it's funny to hear you come into talking about this with such excitement, because typically I find that people who have to manage people and have to manage systems.
[00:04:02] Speaker B: That.
[00:04:02] Speaker A: That's not really the highlight of their job. So what is it about being in HR that's so exciting? And I can tell that you're passionate about it.
[00:04:11] Speaker B: Please explain that to us for asking that. I love that you asked that.
People are very surprised. And just the other day, you know, I had a colleague say, there's so many jokes about HR right at the office. There's just so many jokes. The party planners, the Terminators, people don't really know what we do even. But I think those that are in it for the right reasons, for the culture change, for the positive impact, for developing employees to hit their highest potential, they love it. And what I love most is we're the ones that are in that conflict resolution. We are the ones that sitting with the leader during a really hard final warning to help that person be successful or it's not a fit. And I love getting to the other side of that. It is painful. It is hard. They are very tense conversations. But when you can get to the other side of that and you see the fruit, it is so fulfilling.
[00:04:58] Speaker A: Wow. And it's funny because I. So I own a hair salon. I own a business. And my least favorite part about being a business owner is the joke that I'm HR as well, and that, you know, that conflict, even when there's resolution at the end of the conflict, I really struggle with. So how do you help other small businesses with the people like me who are. I'm a leader, but I really struggle with that conflict resolution.
How would you guide somebody in my shoes or.
[00:05:33] Speaker B: I think the reason we have a company these almost seven years is we really do all we can to take that struggle stress off the leader's plate. You have so many other things to navigate. And a lot of times these tough parts about managing people keep people up at night and they get stomach aches. I've had really seasoned leaders tell me they felt sick over a situation at work that was really challenging. So we really just try to support them, rally around them, even if it's role playing, discussion, sitting next to them during it, walking them through the process and just really being that resource for them that they can lean on and help them get to the other side and just take the stress off as much as possible in those really hard layoffs or you name it, really hard situations that we can help.
[00:06:14] Speaker A: You're sort of like the voice of reason and the diplomatic, almost like the peacemaker. And you're sort of guiding people who are coming from to maybe two opposing sides of things or people tend to.
Even in business, it's a. It tends to be personal. When there's an issue, somebody feeling attacked or they're feeling like this person may not be following this, you know, what am I trying to say? Like this type of the rules. Maybe you may have a rule follower versus somebody who tends to just sort of lead with a little bit more passion.
So you're implementing different strategies for them. Is that correct?
[00:06:58] Speaker B: Yes, absolutely. And you'll find so many times it's just a lot of miscommunication when you sit people down and sometimes they can't even hear each other because they're so. You're right, it's work, but it is so personal to them most times. And even just sitting back and say, did you hear what the employee said? Did you hear what the leader said? And you know, getting them to step back and really understand and hear and translating even. I mean, there's so much more we do. But that's a piece that I truly love and I think it makes an impact.
[00:07:26] Speaker A: I mean, absolutely. Because everybody knows that when there's a toxic situation in a workplace, nobody is happy. You know, and until that is dealt with properly, it almost becomes like a cancer where it just spreads and it can really have an impact on, you know, the whole business.
So how.
[00:07:52] Speaker B: Just as a follow up, who do you think, whose shoulders does that fall on when there's toxicity in the workplace? Whose job is it to. To eradicate that? Because it is not okay. You're right. It ruins so much. So.
[00:08:04] Speaker A: Right.
[00:08:04] Speaker B: Does that fall on. Is in your opinion?
[00:08:08] Speaker A: So I would say the, the leader, whoever is the boss and.
But Oftentimes, I think that the bosses can be at the center of. Of the problem. And so, you know, I would like to think that if I, as a boss am part of a problem, that somebody like you could come in and help me regain my footing, maybe look through mission statements and, you know, which direction are we trying to take this company and are we all on the same page? And even though I may be the leader or the boss, sometimes the leaders and the bosses need to be checked, you know, and so I think whoever's leading really has to be a little bit less emotional and a little bit more rational in their decision making.
[00:08:58] Speaker B: I can tell you're a leader that leads with humility, and you're very high in emotional intelligence. And I think that is half the battle on having leaders be okay saying, I need help because everyone's going to them for the answers. They're supposed to know everything and. And they. They deal with the hardest problems. Right. It always falls on, so them saying, I need help. And being continuous learners, those are the ones that. I think their job gets easier with time because.
[00:09:21] Speaker A: Right.
[00:09:22] Speaker B: They let it.
[00:09:23] Speaker A: And I think that when you're leading, it's a lot of people lead with this air of, I'm in control. I'm the boss. I know. I. I know everything.
And I feel like the best leaders that I know are the ones who make mistakes and are honest about making mistakes. So, you know, I do try to, like you said, lead with humility and. And just be real and raw and like, I don't have all the answers, but I'm willing to figure out what we need to do to get there.
So we're going to go to commercial break, but when we come back, I can't wait to continue this conversation. I want to hear a little bit more about the services that you offer and how you can help others.
So we'll be right back.
We'll be right back with more stories of resilience and renewal. This is Life Rewritten on NOW Media Television.
I'm.
[00:10:26] Speaker B: It's okay. I speak. I'm off now. I can't believe five children.
[00:10:29] Speaker A: And we're back. I'm Vanessa Lagoa, and you're watching Life Rewritten on NOW Media Television.
Welcome back to Life Rewritten. I'm your host, Vanessa Lagoa. If you're loving what you're watching, don't forget to go and download our free
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So we are back with Erica. Erica, we have been talking a little bit about how you navigate maybe some different challenges in businesses and how people come to you to help you to help them run their businesses more effectively.
Thank you for being here with us.
So let's talk a little bit about inclusion in the workplace and maybe how you're helping companies truly be equitable and how to include everyone in different.
Everyone with different, maybe mindsets, different backgrounds. You tell us a little bit about that.
Sure.
[00:11:41] Speaker B: Our goal is that every company we work with is the place where people can bring what we call your whole self to work. Don't leave part of yourself back at home. On the drive to the office, you can be you and you can be celebrated of who you are. And from all the things that make us different, you just come as you are and you are accepted. You are appreciated, valued, loved, and you feel safe with everybody that you work with. That is what we strive to build with these organizations.
[00:12:10] Speaker A: I love that. And one of the things that I love when I was Looking at your LinkedIn profile is in your About Me section, you say, I believe that love needs an executive seat at the table. I believe in leaders who serve others.
I believe that we have unique passions, desires, and talents to grow for a purpose equal in value and important to society.
I believe in making a lot of money and being radically generous. And I believe the true treasures in life are not things money can buy.
I love that. And I feel like if that is at the center of business, any type of business, my question would be, how would a business not thrive if. If we are doing as you say and we are including everybody for who they are, they're allowed to be themselves, be fully present in the workplace. How would we not thrive?
So knowing that about you, first of all, I think anybody would be so lucky to have you be at the center of their HR and their, you know, their policies.
So thank you for being that in the business world. But can you elaborate a little bit just on that, those beliefs that you have and how you bring that into other companies?
[00:13:30] Speaker B: Sure. Wow. I wasn't expecting that. It's so beautiful to hear it read out loud. You know, you're like, is anyone even really reading? That's. That's really cool. Thank you for sharing that.
Yeah. So I have found that when you value others, every time I'm meeting with someone, I say how I want them to leave. Better off. I want them to leave time with me with more positive energy, with more love, with feeling encouraged, that's just so important to me and I think when you do business that way at any level, it's going to make the whole environment better and it's a ripple effect and if you lead that way you, your team will follow and you just have a really team that's going to impact your clients, customers. It just, it's like love spreads in such a beautiful, powerful way that lifts up people and they do better, we win together more.
[00:14:20] Speaker A: It just works, right? I, I, I absolutely agree and I think a lot of times in business we are taught to keep the emotion out of business and we're taught to just lead practically.
And I've always, I've always sort of gone against that green and I've always said I'm going to lead with emotion because we're emotional beings, we're human beings. It's the one thing that sets us apart, right? We have the ability to have feelings and to have emotions. And I think that when I'm thinking about businesses I want to work with or want to be aligned with, I want to know the purpose, I want to know the mission. I want to know that they're heart centered people centered, that they are not just out to make money and money motivated all the time.
[00:15:17] Speaker B: I'm nodding my head because I agree with everything you're saying and normally those companies do better and are better to work with and everyone just goes home. And it impacts their families too by the way. When they feel valued at work, it spills over to their families. They have happy stories to tell at the dinner table and set to complain, complaining about their boss that made them feel terrible, which we all been there. It happens.
[00:15:39] Speaker A: Absolutely. And I mean if you think about life, right, the typical person works say 40 hours a week. That's 40 hours a week that we're not with our families, 40 waking hours of our lives, that we're not with our families, that we're not with our friends, that we're not doing the things that we work to be able to do, right? And so if you're stressed in that 40 hours plus the commute to work, that many people have exactly what you said, you're coming home, you're sitting at the dinner table and your shoulders are tense, your body is tense, your stomach is turning, like you said, you're already worrying about tomorrow, you're angry about yesterday. And so if you're able to get into these businesses and you're able to cultivate, you know, an atmosphere where people are heard and seen and validated and appreciated like you Said they're bringing that home and that translates into over to their children, to the way that they speak to people, to the things that their children overhear.
So I think that's really important.
It's really important work that you're doing.
And so let's talk a little bit about how you work remotely and how you are able to guide other leaders through a remote setting.
Sure.
[00:17:05] Speaker B: So I think a lot of communication and consistency is extremely important.
And of course there's challenges. Like the very first time I worked remotely, years ago, we had people in the office, people remote. And I felt it was really important that if I was going to do a focus group on site, I need to also offer a focus group remote. If I was going to do a lunch and learn a training on site, then the same thing for those that were not able to be on site, I just felt like it was really important to do all you could to make for everyone.
Those are some things that.
[00:17:38] Speaker A: Yeah, absolutely. And are you finding that people are as productive or more productive when they're working in a remote setting?
[00:17:50] Speaker B: I find those that want remote work or want hybrid work, they thrive. I mean, if they have good environment. I've seen people, I've been part of teams where we led a switch from completely in office to some flexibility, some remote work, and the team just soared. I mean, the team soared. That's just one example. The survey results go up, the turnover drops. People are easier to fill positions because people are excited to have that type of flexibility that is offered and that people are trusted. There's just. So if it's managed well, right? It's not always managed well, but if it's managed well, we have good processes in place, good foundation, there's some accountability. Right. Of course, then people really do well and they likely do not want to leave and they perform higher because they feel grateful and they show up strong.
[00:18:39] Speaker A: And they can wear their pajama bottoms and nobody knows.
I mean, let's be real, there are so many benefits.
I have clients that come in to see me who are, you know, able to work remotely while they're having their hair done. Now, I don't know that that's, you know, politically correct or that's what they're supposed to be doing, but they're performing. And I feel like I have seen the shift in people who are. They're happier, as you're saying, and they're able to get their work done. And I think most companies have sort of come around to understanding that that work life balance is so important to people. And it's less about working 8 to 4 with the one hour lunch break from 12 to 1. And it's more about performance.
Right.
[00:19:25] Speaker B: The results, how you know.
[00:19:27] Speaker A: And that's, that's exactly it. And I have a lot of clients who will be sitting doing work saying, and I'm like, that's really cool that you're able to get your work done, but you're able to also live your life. And they're like, it's so amazing. And yes, they're, they seem to be performing better and they're appreciated. And I feel like it's building a lot of trust between employee to employer because they're not feeling as micromanaged. I think more people are feeling like you, you know, they're giving, given their tasks to be done and they're trusted to get the task done by a, you know, by a certain date rather than turning work in all day long being, being watched. Do you feel like you're seeing more.
[00:20:10] Speaker B: Of that thousand percent? That's always the case. I haven't seen it other way when it's managed well. And they also get their nights and weekends back if they do have normal work hours because instead of going to the hair appointment Thursday night, you can be on and do your emails while you're getting your hair done. I mean, it's just you get back into your life when you're allowed to work in that, that way. There's rhythms that really work for people, right.
[00:20:32] Speaker A: And I think just the beauty and the joy of being, you know, there's always that joke of like we pay these mortgages to leave the house for the whole day. And it seems silly to me sometimes I'm like, man, you know, like we're going to work to make the money to enjoy the home that we're never in because we're at work. Right. So I feel like, you know, a lot of, a lot of people that I know are, are happy that they love their homes, they're in their homes, they're with their pets, they're able to take their lunch break to start their dinners and they are getting more time back while being productive.
[00:21:06] Speaker B: And it's not just employees, it's executives too. Executives really value this. I just talked to one the other day. I'm like, yep, throw a load of wash laundry in, hop back on. I mean it just helps people manage their life better. It's a win, win all around. I feel strongly about that.
[00:21:20] Speaker A: And even just, you know, I'm somebody who all my free money goes to traveling. I like to travel and we're exotic nowhere amazing, but I just like experiences. I like to go different places and to be able to, if I'm working remotely and I'm able to work from a different setting, how cool is that? I mean, what a great way to, to work and maybe not feel like you're working so much.
[00:21:52] Speaker B: I completely agree. And I think what holds people, leaders back the most of allowing that what I've seen is fear. Fear that the results will fall, fear that the employees could be lazy, you know, but that I've never seen that be the case. So it's really just a lot of times the own fear that holds back from this amazing opportunity for people, that you'll have higher performance, people will be happier and you'll attract better talent.
[00:22:14] Speaker A: Right.
[00:22:15] Speaker B: Wonderful.
[00:22:15] Speaker A: Listen, we're going to go to another commercial break. When we come back, let's talk a little bit about how you're getting through to those leaders who might be, you know, stuck in their old ways and might be a little bit hesitant to lean into something new. So we will continue that conversation when we come back. Stay tuned.
We'll be right back with more stories of resilience and renewal. This is Life Rewritten on NOW Media Television.
And we're back. I'm Vanessa Lagoa, and you're watching Life Rewritten on NOW Media Television.
Welcome back. We're here with Erica Butler, the powerhouse CEO between hire.
Erica, let's talk a little bit about your career and where you began.
I know that you were excited to tell us about working with Disney when you were a college intern. Is that correct?
[00:23:14] Speaker B: Yes. Started as a college intern.
[00:23:16] Speaker A: Yes. Awesome. So tell us a little bit about that. And if that's sort of where your career began and you started to learn how to really apply what you had learned in school to people in business.
[00:23:31] Speaker B: Yes. So working at Disney as an intern initially was such a transformable time for me because I was blown away how well they treated their team. And this was about 20 years ago. But for an intern, just to give you a few examples, how amazing it was, we had five days of orientation. Orientation for most companies is an hour or two, I've learned. And just to have five days, they call it traditions and they make you feel part of the family. They really go deep of their purpose and why they had us all doing the Disney scoop, no matter what role we have, which is me, if you're not in character, in whatever you're doing, you pick up garbage in the park, even if you're there for fun, because we all work as a team to make this place the happiest place on earth. And after having that training, that, that support from leaders, they even had an HR track for interns that you could be part of Disney College. They just did so much to train us about how to lead well, how to treat customers the best that you possibly can. And people were so happy and excited to be there. We even had people tearing up at the end. I'm not going to say if I was one of them or not.
So excited to be part of the team and feel so valued and appreciated from the beginning.
[00:24:42] Speaker A: Well, and when you're exposed to something like that, especially earlier in your career, it really sets the foundation for you because you're seeing, I want to be like that. I want to lead like that. You're leading by example. And I mean, Disney has such a reputation. I would imagine that having that as your first example really set you apart from your competition.
Right?
[00:25:08] Speaker B: No. I have to say, for any younger people in the audience, I think I did that when I was 8, 18, which is crazy. I was allowed through Penn State to intern. And that having an early internship, it. People were talking about it. Five to 10 years later, here we are 20 years later. I just think you can get something like, early on, you're really going to have more opportunities after that. So go for that early Disney or another great company.
[00:25:32] Speaker A: Well, absolutely. And, you know, I always talk about living life with intention and having purpose at the center, you know, and like living your life purposefully instead of just because. Live life on purpose. Right. And so when you're exposed to something so exciting, something that's taking your education and partnering it with this incredible company and this amazing experience, it's really, I'm sure, lighting your fire, it's giving you all the feels and it's teaching you what your purpose is.
So is that where you sort of fell in love with hr?
[00:26:14] Speaker B: Yes, I would say so, because they did do it very well. I also fell in love with their motto. And this was more when I worked at Disney Group a few days later, it was Create what's Next.
And we were really encouraging to be creative and creative. And so I think it really impacts your life and you take that with you wherever.
[00:26:39] Speaker A: Right.
And so let me ask, do you take your family? You have two. Two small children?
[00:26:46] Speaker B: Not so small anymore. They're 12 and eight, actually.
[00:26:48] Speaker A: Seven and eight. Okay. So do you take your children to Disney?
[00:26:53] Speaker B: I do, and I've taken them many times over the years, yes. And Disney Paris also, It's really lovely there.
[00:27:00] Speaker A: Wow, that's amazing. And do you feel like Disney, the Disney that you knew was an intern and then as later as an employer.
Right. They were an employer of yours as well. Yes. Do you feel like when you go and experience the magic of Disney that you're seeing it through the excitement of your children, but also through such a strong business foundation that they're able to perform the way that they do?
[00:27:31] Speaker B: Yes, I mean, both. And, you know, I know how much work it takes behind the scenes that every employee is putting in to make it possible and make it that happiest place on earth kind of experience. So just to see all that it takes to pull it off, I guess you just appreciate the employees and all they're doing to make you have the best occasion and make these amazing family memories that you take with you your whole lives.
[00:27:53] Speaker A: Right.
And now when you're leading, which let me take a minute before we get too far ahead, how can our viewers and our listeners find you in your business so that you can help them in their businesses?
[00:28:10] Speaker B: Sure. Well, one of the best ways is our website is gohighre.comww.go H I H R dot com. We also are on LinkedIn. If you type in H I H R Human Resources, it will come up and you can just send us a comment. And we really try to get back as quickly as possible and love to hear from you and help any way we can.
[00:28:31] Speaker A: Awesome. So I love get hire or Go higher. I'm sorry.
I love that you have taken, let's say a term and made it into your business because that's what people are looking for. People who are going to want to work with you are looking to go to the next level. They're looking to level up their businesses. They're looking to be better than they were yesterday.
So how did you come up with go higher?
[00:29:05] Speaker B: Well, I also love that you asked that. Actually, one of our team members came up with it when we started about seven years ago and we needed to call it Higher International Human Resources. But she's like, I think we say go higher. And that was her. Her name's Jen. She's. She has a force been with us since the beginning and I just couldn't have done it without her, honestly. So she's in that go higher. And it really, I feel like has taken off and rally around it. And it's something we even say as a team. It's become a really fun motto that we believe in.
[00:29:36] Speaker A: Yeah. And I Mean, if I'm coming to you and I'm like, I'm struggling and I just don't know what to do. I mean, I feel like if you just said to me, like, do you, are you ready to go higher in your business? Like, yeah, I mean, who, who wants, Nobody wants to go lower. Nobody wants to drop down to where they were a year ago. Everybody wants to go higher.
[00:29:52] Speaker B: So I really say to your point earlier about like, HR can feel like tasky, monotonous. People don't always, you know, you could say camp there. But we also can be the developers, the strategists, the partners in so many meaningful ways. So that leans into that when we say go higher.
[00:30:09] Speaker A: Right. And so let's talk a little bit about that. So we've talked a little bit about inclusion and how you're, you're encouraging leaders to allow for their employees to bring their best, the best version of themselves in and not have to hide who they are. I like how you said, you know, you shouldn't have to drive to work and leave who you are in the car. Right. You should be able to be who you are, are in the business place. So we talked a bit about that. So tell me some of the other things that you do strategically to help companies grow to the next level or to regain their footing in business.
[00:30:48] Speaker B: There's two things I'd love to talk about because especially small to mid sized businesses, it gets skipped over but it is so important for those that want to scale. The first one is succession planning.
Many times this is put on the back burner and then a key individual leaves and like, oh no, we have no plan, no one's ready, no one's developed. We don't know that talent outside. So I just encourage leaders, if they've never thought of this, start a succession planning routine, even if it's quarterly. Meeting with your leaders and start building your bench and get a plan so that when this happens you're prepared. And it's also amazing because the team's excited to be developed and be considered for some of these future positions.
The other one is I think that the metrics just get not looked at. There's all these little things we can look at that show this is not a healthy culture. Like if there's a spike in turnover, if there's no one getting developed or promoted internally, if we are taking months to fill a position, those are red flags. And many times if HR doesn't have a seat at the table, that's not even looked at at quarterly business Reviews. So I think having really good metrics and data processes in place to make educated decisions and make the changes we need to, to take great care of our team so we keep growing is really. There's so much more I could say. But those two things I see missing a lot when we get involved in an organization.
[00:32:03] Speaker A: Right. And I mean, culture is sort of why people go to businesses and why they stay. And I think that the. There must be a challenge in developing a strong culture when you're working with teams that are working remotely. So what are some of the ways that you sort of keep the culture going and keep the good vibes going and the good energy going when people are not in proximity?
[00:32:31] Speaker B: Sure. I think being planful. So if you have a remote team and you don't have at least a yearly retreat where everyone can be together, something to work towards. If you're not having regular team meetings where you show up on camera and you can recognize people, talk about what's going on, keep the communication going, and then those are basic things, but they matter. What, what, how do you recognize the team? You can do that very well. Remote. But many companies maybe miss that because they don't pass by at the cooler, say, good job on that thing, Bobby. You know, they have to be more planful about it. So those are just a few things that really matter to the team that they can literally write on their calendar, plan it out and make sure that they have good cadence around those things.
[00:33:12] Speaker A: Very cool.
That's so true. I mean, you can, you can.
If the time is set aside to build and grow in a remote setting, we're doing it right now. We're having a remote conversation that feels really authentic and we're able to, you know, to build a relationship that way. And I think that if the time is not set aside for that in business that's running remotely, I can see how things can fail.
[00:33:44] Speaker B: And time connected Development, not just talk about the stuff of business space to say, how's your daughter doing in ballet? Or whatever it is. Connect, really connect. We always have in our meetings at least 10 to 15 minutes. The team can talk about whatever they want. And we always include recognition too. But having that space is important.
[00:34:04] Speaker A: Right. And I think people appreciate that. Now people, you know, people don't necessarily want to have to allot time to go to say, a business development, you know, after hours at work. So if you're working in a remote setting and that's scheduled into the time that, like you said, you know, you're a lot, you know, business is allotting 15 minutes. People appreciate that. They don't want to necessarily use their own free time to develop those relationships with people.
[00:34:35] Speaker B: So, and they didn't have to because that is part of a healthy team, have healthy relationships. It is part of the business thriving.
[00:34:41] Speaker A: Right. Well, and it's keeping people, it's, it's putting the personal side into the business, which people really want to be part of. People don't want to just be numbers and they don't want to just be strategies and they don't want to just be, you know, pushing policies. They want to be part of cultivating and really part of creating things. So when you're allowing that space, that's exactly what's going to transpire.
[00:35:11] Speaker B: I read something really fascinating recently by a book, Steven Bartlett, amazing leader. He said about our job as the CEO, your job is to find these A players and connect them to each other and let them run, let them go because they love to work together. A players like to work with other A players, but they need that time to connect, to build relationships as well. And it's really a magical thing that we can do as leaders. If we do that well, our businesses will thrive.
[00:35:37] Speaker A: Yes, well. And it just shows the human side of business like earlier.
So when we come back from our break for our last segment, let's talk a little bit about maybe the new business owner who needs help from the beginning and how you can help them. And we'll talk about what come what is coming up next for you in the next chapter of your life.
So stay tuned. We'll be right back.
We'll be right back with more stories of resilience and renewal. This is Life Rewritten on NOW Media Television.
And we're back. I'm Vanessa Lagoa and you're watching Life Rewritten on NOW Media Television.
Welcome back to Life Rewritten. If you're enjoying what you're watching, don't forget to download on www.nowmedia.tv.
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So, Erica, thank you again for being with us.
And let's talk a little bit about your life and how you're able to use the remote setting to continue to live and love your life.
Tell me where you are living right now and how you're able to continue working remotely from where you are.
[00:37:11] Speaker B: Sure. So we recently moved to Prague in the Czech Republic. And we've been living abroad for five years. Originally from the US but we've been around Europe for about five years. So how we do that is.
My husband is a fantastic partner, he really is. And we tag team. We have to deal with some time change, differences. We, we just really use our schedule a lot and plan. And also my. The team of our company are truly a force. I can't say enough about them. They hold it together. There's no way because most of our businesses in the US though, we are international and our team's in the US and there's no way I might get emotional because I love them that much.
I couldn't do this, I couldn't live abroad and have this expat experience without them being so capable and sharing the same values. And they just. Our trust is so high across our team. We work together a very long time before doing the business. Even so I think that is literally the only way we were able to make this work. It's the team.
[00:38:11] Speaker A: And that's so amazing. I mean, the corniest thing I can possibly think to say right now is there's no I in team. Right? And sounds so cliche, but it's so true. Because the. Your life experience, maybe your purpose is to travel and to see different places and expose your children to, you know, different cultures and different ways of life. And it's so impressive to hear you say that, to credit your team for that, to be able to recognize that without the team, meaning your husband as your partner and your team that you're working alongside.
I just, I could get emotional thinking about that because I think that again, to me, the purpose in life is not to be working. To me, the purpose in life is to explore and to have new experiences and to meet new people and to travel and to find something that sets your soul on fire and throw kerosene at it and let it go and let it blaze and never try to put that out.
But when people fail to recognize that I cannot do that myself. You cannot do that yourself. The fact that you're able to give credit where credit is due is so beautiful. And I think that that's putting the human side and the emotional side into business that so many people fail to do. People tend to go into their businesses with just a very strict strategy based we're going to follow X, Y and Z. And they're leaving all of that that you're bringing into business out.
So, I mean, that's so. It's so awesome to hear you say you're able to live this beautiful life because of the team that you've helped create.
[00:40:00] Speaker B: Well, thank you.
[00:40:02] Speaker A: I hope they hear you say that and they understand that, you know, the beauty in that, that to me, that's the purpose of life.
You know, to lift each other up, to go higher together. Right.
And you're doing it. And your team, I'm sure that you, I can see the gratitude that you have.
I'm sure you're giving that back. And they're able to live their best lives as well.
[00:40:30] Speaker B: I think we did. We have built a really beautiful culture and just the trust it, like I said, it's, it's so, it's so powerful what is possible. And I think we want to just keep spreading this to more, more, more companies, more employees. We have people on my list that I want to hire because I know they're not in a good situation where they're being treated the right way. And I want to bring them on so we can bring them to this special culture that we do have, which is very possible. And people perform even better. Top performers in this type of culture.
[00:41:00] Speaker A: Absolutely. So if somebody is considering starting a business or is in a business and there may be just, you know, I've always said, like when I went into opening up a hair salon, I knew how to do hair, I knew how to talk to people, I knew how to do certain things, but I overlooked the importance of the strategies and, you know, the foundation of the business.
And so if somebody like me or somebody who has a small business or is considering starting one is looking to work with you, can you tell me a little bit about what that looks like?
[00:41:42] Speaker B: Sure. Well, first off, I'd love to just encourage someone who's thinking of starting a new business or is doing it.
I think it is one of the hardest things I've ever done because of just self doubt and fear and not knowing what's on the other side, but also this passion just had to go for it. So I have this motto that I learned from an amazing leader named Christy Wright and a woman's conference I was part of years ago and do it. Don't wait to do the thing you want to do. Do it scared. And we literally run our business like that because there are times you're uncomfortable, there are times you have to reach out to someone that you never met or just a lot of things. And I learned, don't wait, do it scared. What's the worst that can happen? And that then you get better at each piece of it and you build confidence and you Realize, hey, yes, this is possible. And you just take the next hard thing, do the like, that's all you have to do. As a new business owner, you don't have to do everything each day, but the next thing, hard thing, what is that hard thing that will propel it forward and just do it. Even if you're scared, doesn't mean you shouldn't do it. And then you wake up and you're like, oh my gosh, look what's, what we're doing, look what's possible. So I do want to encourage them. The second thing though, I guess as an HR professional, take partners as much as possible.
If you don't have someone who can help with finance, find a cpa. And I know there's a cost to that, right? So you have to, like, there are organizations that can help you, there are government organizations that they can do it for, you know, a better fee for your budget. There are resources out there for startups.
So definitely do your research and don't do it alone. Take, take partners because they're out there, right?
[00:43:09] Speaker A: And lean into the team aspect. And, and I do think that when you're, when you're a business owner, you tend to feel the weight of having to do it all. But when you do rely on a team and you appreciate a team and you're able to, to grow with a team, it takes a lot of the burden off and, and it allows for people to focus on what they're good at. You know, I know the pieces I'm good at and I know the pieces that I struggle with. And so if in the struggle I call in for help, everybody's going to do better.
So, so, yeah.
[00:43:46] Speaker B: Wow. So good. I know the dread, whatever that is, it makes a big difference.
[00:43:54] Speaker A: Yeah, it does.
And I think that we, we, we tend to think as leaders that we have to have all the answers and we have to know how to do everything. And I think that being a good leader in, in business and in life, just in general, is to be able to say like, I don't know, but I'll get you the answers. I mean, even just as a mom, you understand. You know, my kids ask me things sometimes. I'm like, I have no idea how we're going to do that, but we're going to get it done, we're going to figure it out. And if that means we have to call in resources, that's what we're going to do. And it sounds like in business that's exactly what you're doing. You're you're sort of of pulling in the troops and calling in whoever needs to be there and creating that atmosphere of trust and excitement. Like I said to start this. I've never seen anybody so excited about hr, and I love it.
It's refreshing, really.
[00:44:47] Speaker B: I'd love to add on, like, a life hack that I think goes along the lines. What shocked me on the other side of running a small business is how many people want to help. I remember I felt like I should call a few of these people I looked up to for so long and not ask them to be a mentor, but say, I want to do this thing. What do you think? And I thought they would say no. I didn't think they'd have time for me. And everyone I reached out to has, like, wrapped around us, has sent clients our way, has. I just think when people who are successful and who made it on the other side of business, they know the challenges and they just love to help almost everybody. So it's so much. You know, they say the grass is greener on the other side once you get over the hump. And if you're willing to raise your hand and say, will you mentor me? How do you do this? You will find support. I really believe it's out there. I was pleasantly surprised about that.
[00:45:36] Speaker A: I totally agree. People want to help.
People like to be able to help, you know, Another personal part of my life is that I got sober over six years ago, and now I do spend time sober coaching people, and I post a lot of content about, you know, life and sobriety and the difference in life and sobriety. And so many people reach out to me and think that, you know, oh, I can't afford to do sober coaching. So I was afraid to ask. And I'm like, listen, I've been there. I've been in that struggle. I am always able and willing and happy to help people.
Because when you know a struggle of any sort and you have come to the other side of it, I mean, I really think that our purpose is to figure out what our passion is and help other people. For me, it's helping guide other people to be a better version of themselves. So whether that's in business, whether that's in sobriety, whether that's in motherhood, and you're absolutely right. And sometimes when people see somebody struggling, they want to help and they don't know how to help, and they're just waiting to be asked.
Right. And so that's exactly what you're saying, which is, you know, here we are, like, Feeling like the little people who don't want to ask for help and really they're the big people waiting to feed us the knowledge and the information.
[00:47:02] Speaker B: They want to see. You're going to show up and you're going to do your part because a lot of people don't. And I have had people reach out and I try to help everyone that I possibly can, of course, but I'll give them the advice, they don't do it. And I know it was good advice and not saying I have the best advice of anyone, but I think if you are going to ask, then show up and you follow up and you do your part. And then I think you show that they're going to do anything to help you. If they see you're actually your investment of their time is paying off and giving fruit to people, helping more people, then you're pretty much set for life with those relationships. It's really beautiful.
[00:47:38] Speaker A: And, and again, I'm an emotional human being. I'm a passionate person. I, I always laugh. I have so many friends who are like, oh, yeah, I don't want a people. And I'm like, oh, I love people. I want to know your story. I want to, I want to know what lights your fire. I want to know what your passions are. And I want to help because that to me is the whole point of this crazy thing we call life. Right?
So that being said, to wrap this up, this was an amazing conversation. I feel like I could talk to you for hours and we could go in so many different directions. But the one question I ask all my guests that I'm going to ask you is what does your next chapter look like? And if there's a title for the next chapter of Erica's life, what's it going going to be?
[00:48:26] Speaker B: Well, I kind of want to say go higher, but I guess it's been the title for a while now.
I guess the next chapter is called Scale.
So after doing this, like I said, Almost seven years, November 2nd, I realized this is special. It's working. We have this amazing path. My kids are excited, my husband's on board and our team's on board. So Scale. What we haven't figured out, just being transparent. I like marketing. Everything's been referrals, everything's been bootstraps, you know, going. So now I joined an amazing group called Entrepreneurs organization. They have 16,000 people around the world who are entrepreneurs and they now I meet monthly for accountability. After report out what I did, what I didn't do.
I have quarterly trainings I have to attend in person or online. I have. Oh, I have it right here because I like this amazing book, Scale Up.
And I feel so fortunate to have found this incredible group of people that are rallying around me on fixing any broken processes, perfecting our execution, you know, knowing what. Because sometimes you just don't know what you don't know. So scale, that is our this is next chapter right now.
[00:49:37] Speaker A: Amazing. That is the perfect, perfect thing. And all of that that you just said. Everything that I feel like we've talked about today comes down to the being part of a team, being part of people who lift you up, being able to inspire and lead and grow, go higher up. Scale, Right. And so I could not agree more. Wholeheartedly. I'm also part of an amazing network, you know, a group where we work on personal development and like you said, lift each other up, help each other through some tough times. And I think having that network of people in your life, whether it's business, personal, or, you know, whether they're mixed, is really part of what's going to help you scale.
[00:50:27] Speaker B: You leave inspired. You're not alone because you can feel like that at times if you don't have this group around you and you know the team's amazing as well, but you just feel they ask you instead of like, why are you doing that? Or that's impossible. They say, how are you going to do it? They know you're going to do it. I just, just. Yeah, you're right. I think it inspires you of what's possible and it's a really beautiful thing that if you're an entrepreneur and don't have that, can't say enough how the value it's put into my life and to our business.
[00:50:54] Speaker A: Amazing. Erica, thank you so much for joining us today, for sharing all your knowledge and your excitement with us. I really think that this conversation is going to reach the people who need to hear it, and I'm hoping that they reach out to you and you can help them scale up in their business and go higher. So thank you so much. And I really challenge everybody to go out there, figure out what your passion is, what you feel most excited about, and really write your next chapter. Thank you for being with us today and we'll see you next time.
