IAM807- Coach Helps Small Businesses Increase Engagement and Profit
Podcast Interview with Josee Larocque-Patton
Josee also is known as JLP began her HR career on the high seas with 60 different nationalities about 19 years ago. Working on cruise ships gave her a wonderful foundation into being able to coach and mentor people of all ages and cultures in a time-efficient manner. She now has explored the entrepreneur world helping small businesses increase their engagement and profit all with a focus to get leaders to embrace the world of HR.
- CEO Hack: I scheduled my time
- CEO Nugget: Follow up is needed, it keeps you connected to people and also shows appreciation
- CEO Defined: A leader and helping people with their successes and challenges
Book resources: https://www.thehricu.com/resources/
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Gresham Harkless 0:29
Hello, hello. Hello, this is Greg from me. I am CEO podcast and I have a very special guest on the show today of josey larocque paddon of the HR ICU josey. It's awesome having on the show.
Josee Larocque-Patton 0:40
Hello, thank you very much for having me.
Gresham Harkless 0:42
No problem. Super excited to have you on as well. And before I jumped in, I want to read a little bit more about Jessie so you can hear about all the awesome things that she's doing. And Josie also known as jlp began her HR career on the high seas with 60 different nationalities about 19 years ago, working on cruise ships gave her a wonderful foundation to being able to coach and mentor people of all ages and cultures in a time efficient manner. manner. She now has she now has explored the entrepreneur world helping small businesses increase their engagement and profit, all what they focus to get leaders to embrace the world of HR Josi. It's awesome to have you on the show or jlp. It's great to have you on the show. Are you ready to speak for the IMC Oh community?
Josee Larocque-Patton 1:21
Absolutely. Thank you.
Gresham Harkless 1:23
Awesome. Let's do it. So to kick everything off, I wanted to rewind the clock a little bit here a little bit more on how you got started. And what led you to start your business?
Josee Larocque-Patton 1:31
Why? Well, I guess from being an HR for so many years, I ended up realizing how many challenges leaders have with humans. And and everyone's different. And it's been sort of a struggle for so many managers at all many different levels. And for me, I don't find it to be a struggle. So that's where you kind of realize that this is obviously my niche, and I found my calling and everything. So I really just wanted to find simpler ways to help leaders and managers, across organizations to be able to just enjoy work since we spend so much more time at work than we do at home.
Gresham Harkless 2:09
Oh, yeah, absolutely. Definitely. Sounds like that's been your your zone of genius and being able to kind of walk into that. And I'm always a big believer in that true, kind of showing our signs of being an expert is to be able to not just do it yourself, but to be able to teach so many people. So I love that you're doing that.
Josee Larocque-Patton 2:25
Yes, yeah, it's awesome. I love it too. I mean, one of my goals, too, is to be able to actually teach HR. So that sort of, again, on my, you know, two to three year maybe five year plan, but it's there.
Gresham Harkless 2:36
Yeah, absolutely. If what I say if you don't write it down, it doesn't happen, or is less likely to happen. So you got to make sure to have it on that, that that lists. And so could you take us through a little bit more on what you're doing and how you support these leaders in these professionals and how they're able to kind of protect it, what I like to call their their favorite and their best, and they're probably most profitable and opportunity opportunistic as it?
Josee Larocque-Patton 2:58
Absolutely. It's usually also the most costly asset.
Gresham Harkless 3:02
Josee Larocque-Patton 3:05
I mean, generally people don't call me just to be like, Hey, how are you? You know, they, I wish they did, but they always call me because they have a problem. And I technically do everything, which is called employee relations, which are people problems. So when someone is not behaving, they're grumpy. They're arguing with people, they're calling in sick, they're not following health and safety, you know, any of these kinds of things. That is really related to challenges. But I guess from my perspective, why I say it's sort of my Colleen is, I don't look at this as a challenge, I just look at it as someone's having a crappy day, you know, and the leader should be there to help them. And it's just sometimes as a leader, you have, I don't know, five 610 things on the go. So it's hard to just take five minutes and talk to this employee, like a regular human being. And so much of what I do, I find is just natural, intuitive. But I always have so many people saying, Can you just put an earbud in my ear and like, walk me through this, you know. So it's really sort of trying to guide them to really like I say, give them simple tips, which is how I ended up writing my book as well. So I wrote a book called navigating HR simple tips for people leaders. And the idea is to find ways that can give examples to people so that next time they run into the same kind of situation, it becomes intuitive. So they don't have to go back to the book and say, What exactly do I have to say? And how do I say it? You know, you want it to be natural so that it makes their job in life easier?
Gresham Harkless 4:36
Yeah, I love that you created kind of a quick to maybe Bible or go to kind of book so that people can kind of learn from it and with you. I don't know if you would use this word, but it kind of sounded to me like empathy and you've been able to kind of put yourself into the employee shoes and understand that maybe they're just having a crappy day maybe it's it's vicious needs to be the solution or the way that you approach it is would you say it's
Josee Larocque-Patton 5:00
Absolutely, absolutely. It's just sometimes, you know, when you really get frustrated with someone, like your arm hair stick up, and like the hairs on the back of our neck or like, when you get to that point, it's hard to have them busy, you know, it's hard to actually sit down and really, truly help someone through a challenge. So having to sort of peel back that onion is really important when we're dealing with employees or even customers. So that's sort of the first step. And we also have to keep in mind, we are definitely going to have a percentage of employees that take advantage. You know, there are people that work the system, like there's no tomorrow, so we have to be able to see those signs as well. And then then we may need to take a harder approach, you know, but as I say, in my book, I always believe that everybody has at least one or two, get out of jail free cards, you know. And then from there, you know, it's up to the employee to sort of at least meet them halfway. So
Gresham Harkless 6:01
yeah, absolutely. And I almost feel like I just the the biggest thing that kind of hurts leaders, or really, anybody is not being aware of what what my common, as you mentioned, you know, understanding that sometimes people will gain the system. Being aware of that sometimes helps you when it does happen, but it also helps you because you are aware that everybody is in trying to do that as well. So you're able to kind of meet people in that human aspect that you spoke to as well.
Josee Larocque-Patton 6:26
Yeah, very much so. And I think that's where part of it is why we have to take that step back as leaders to be able to really remember that whatever happened with someone else some other time. That's not the same person I'm standing in front of right now.
Gresham Harkless 6:39
Right? Yeah, that's extremely powerful. Yeah, so
Josee Larocque-Patton 6:42
treating people individually, I think is important, but I completely get it when we're managing 10 things on the go. And it's hard to just be like, ah, leave me alone. I have time to talk to you.
Gresham Harkless 6:52
Yeah, absolutely. But I that's why I love again, kind of being aware of what's happening, kind of reading the room, so to speak, as you understand that from leaders, that they are juggling 10 different things. So that's, maybe it's not that they are lacking empathy, maybe they just have their mind and 310 15 different spots. So they really have to kind of take that step back in order to have the correct response. Absolutely. Yeah. Awesome. Awesome. So I wanted to ask you now for what I call your secret sauce, and this could be for you personally, or your business, but what do you feel kind of sets you apart and makes you unique?
Josee Larocque-Patton 7:24
Um, well, one is I'm extremely forward. And sometimes to my detriment, you know, it's, it's one of those things where people say, it's the number one thing they love about me. But it could also be the number one thing that drives them up the wall about me. Um, but for most of my clients, and the CEOs, they for years now, they've been telling me that this is a breath of fresh air for them. So in my field, generally, in HR, I'm like a big ball of secrets. You know, I could be standing beside someone, you know, having a great conversation, and this person has no idea that they're being terminated tomorrow, you know, like, that is a very strong possibility. But at the same time, part of what I do is, you know, I try to be 100% authentic. So if someone asks me a question that I cannot answer, I'm not going to, you know, give them some fluffy moolah answer. I'm actually going to say, I'm sorry, I can't actually answer that for you. You know, and that sometimes is, is shocking to people, I think, you know, because they're expecting the political fluffy Oh, at this time, you know, perhaps we can discuss this later, because that would just be passing the buck, you know, but I'm not like that I am very direct. So I like it. Of course, I've been like this. My mom says that, you know, I'll be a very interesting persons I developed over the years. And that's what's happened. Always having my mom and my back, you know, trying to support me. But it's also just brought me a lot of joy and connections with people because they know 100%, where they stand, and then I also get to have the same so that for me has really helped build relationships, which is the most important thing.
Gresham Harkless 9:07
Yeah, absolutely. And I want to just switch gears a little bit, and I want to ask you for what I call a co heck. So this could be like an apple book or habit that you have. But what's something that makes you more effective and efficient?
Josee Larocque-Patton 9:18
I don't watch TV. So I do like movies. But I I'm adamant about feeling like I don't waste my time. Oh, that doesn't mean that watching TV is wasting time. That's not what I'm saying. But for me personally, if I'm sitting down to watch a movie, it's because I need time for my brain to chill. It's not because I'm trying to pass my time, you know, for example, like if I'm hosting webinars and stuff, then if I'm the one hosting it, then of course, I have to be right in front the camera if I'm listening to a webinar than I am listening, but I tend to also record it so that I can go back to it because it's hard to sit for an hour, so I'm probably going to be doing dishes or putting laundry away or something. Because I just for me, I think time is, is key. So one of the things that I try to do is I schedule my time as much as possible. And so many family friends, even people that I've met in entrepreneur world are like, how do you do it, you know, and one of the things is schedule, I just, I schedule time with my friends, I schedule time with my family, I schedule time in my hammock. But it all works out. And if I take a nap in the afternoon, then great, you know, but then I find a way to catch up.
Gresham Harkless 10:33
So awesome. So now I want to ask you for what I call AC negative. So this could be a word of wisdom or a piece of advice, it might be something you would tell a client around HR, or if you have to do a time machine, you might tell your younger business self,
Josee Larocque-Patton 10:46
Oh, goodness, um, I feel like I have so many. But if we're going to stick to the entrepreneur world, I would say follow up is needed more than anyone could ever think of. So as a leader, if you're going to have a conversation with someone, you should follow up, if you're going to send an email and you haven't heard back, you should follow up, you know, if you send a text message, and you don't get the information you're looking for, you should follow up. If someone has done something great for you, you should follow up. I thank you, you know, and I think again, that's part of the connection is is it keeps you connected to people by showing appreciation or looking for more information, you know, and and I think we lack a little bit in that realm. It's somewhere that we can improve on is a lot of us as leaders will ask someone to do something or delegate, and then we just assume it's being done. But then if it's not done the way it is, and we waste time trying to retract and you know, try to redo things. So I guess I'm going to stick with follow up. Yes.
Gresham Harkless 11:48
I mean, I think that's extremely powerful, and in so many different aspects. And I think so many times, I think we sometimes even I think forget that busy people especially sometimes forget things or get pulled in different directions. So sometimes when we don't follow up, not only are we not allowing them to be reminded, we're also not getting what we need to get done at the end of the day.
Josee Larocque-Patton 12:10
Yeah, yeah. And I mean, there's also, like, sometimes they'll feel follow could be micromanaging. Right? So that's, I'm not guiding towards that. Like, I'm not saying we have to like check on someone every 10 minutes, you know, but even just a little like, hey, how's the project going? You know, like, I think that still goes a long way also, because it shows that you're connected to your employees, and that you care about whatever's happening, you know, as opposed to just giving someone direction and walking away and never talking to them until the information or the project is due, for example, you know, so
Gresham Harkless 12:41
yeah, absolutely. Yeah, I was about to say that I love that word connection, because it always provides that opportunity to have that connection, that back and forth, that that person, I was a reminder to the person that a this person actually cares, I think as well. And I think that when you have that, and have created that opportunity for that to happen, that's when those connections truly take take, take hold.
Josee Larocque-Patton 13:03
Yep, yep, completely agree.
Gresham Harkless 13:05
Awesome. So now I'm gonna ask you my absolute favorite question, which is the definition of what it means to be a CEO. And we're hoping to have different, quote unquote, CEOs on this show. So jlp, what does being a CEO mean to you? Oh,
Josee Larocque-Patton 13:17
it's funny. So I do. I write articles for Forbes. And one of the most recent ones that I'm doing is definition of a leader, right? So to me, again, if I'm connecting this, what is being a CEO, it's a leader. And really, our whole role is we're in service. So if our client is our employees, then that's what we need to do if our client is our client. And that's what we need to do. But at the end of the day, being a CEO is about actually helping people. And you're just helping a broader group of people as opposed to just one department. And whatever it is that they need. That's your role. That's your role is to facilitate it, whether it's delegating, or finding the right tools or pointing people in the right direction. But that's your role. It's to make people's lives easier, and help them through whatever successes or challenges they have, so that they can succeed. Because when they're happy, of course, then it makes you happy.
Gresham Harkless 14:12
Oh, absolutely. If you help enough people get what they want. And it helps you get what you want. And I love that servant leadership piece. Because based on many times, we forget that we get sometimes caught up in the products and services. But I love how that connects with the whole human aspect that we sometimes kind of speed pass in business as well. So I love that definition in that perspective.
Josee Larocque-Patton 14:33
Gresham Harkless 14:34
Very, very welcome. I appreciate that. I appreciate your time even more. What I wanted to do is pass you the mic so to speak, just to see if there's anything additional you can let our readers and listeners know and of course how best they can get a hold of you get a copy of the book and find out about all awesome things you're working on.
Josee Larocque-Patton 14:49
Awesome, great. So my website is the HR ICU calm the books if anyone's looking for tips and tricks or even just simple methods. To use in the workplace, some of them are even transferable to home. The book is called navigating HR, simple tips for people leaders. It's available on Amazon, both in the US and in Canada. And if you're looking to contact me, you can find my information on the website. It's my first name, j s e at the HR icu.com. Awesome, awesome. Awesome.
Gresham Harkless 15:25
Thank you so much again, Jesse. We will have the links and information in the show notes as well too, so that everybody can follow up with you get a copy of the book and hear about all the awesome things that you're doing and I appreciate you again and I hope you have a great esterday
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