Masters Of Employee Development

Carter Malloy is the CEO and founder of AcreTraders, a real estate investing platform

that makes it easy to buy shares of farmland and earn passive income, starting

in just minutes online.

In this episode, Mike discusses the work environment dynamics with Carter,

reviewing corporate management and employee relationships. Carter reveals the

challenges he had to face while building up a potential work team and how he

approaches talent diversity, cultural differences, office transparency and open

communication in his company.

Carter believes in establishing a competitive work atmosphere, right from the hiring

process to the policy of letting employees go. Tune in to learn about the

different strategies for optimizing company profits while cultivating a healthy

work environment.

EPISODE 2 SUMMARY & HIGHLIGHTS

Can you talk about any one of your employees who you helped to achieve tremendous success?

4:20

It’s hard just to pick one employee because all forty of our employees are exceptionally skilled and capable.

Our newest employee, let’s call her Allegra, was selected for “the office manager” position for achieving tremendous growth in a really short period. We had a rigorous selection procedure, and Allegra was the perfect choice for the post. We always make it a priority to have brilliant people, regardless of their position because we want them to grow.

What is the most recent challenge you faced when it comes to developing a potential team?

6:54

In our company, we don’t believe in putting people in roles. We want them to build the company. This mindset is the biggest challenge to maintain.

While selecting candidates, we do not care what their role in the company will be; we want them to grow while helping them along the entire journey. Also, since we are huge believers in talent diversity, we only hire phenomenal people who can significantly help the company. That can sometimes be a downside.

Another constraint is time. The hiringprocess often takes longer. Moreover, we have to let people go sometimes.

What are some of the cultural values that go into this mindset?

12:49

We believe in talent, diversity, freedom and responsibility. We also believe in proper communication in the company. We go over things multiple times before we conclude.

In corporate strategy, communication is the key. By being open with one another, you incorporate transparency. Your employees tend to have great ideas. They could also receive great feedback and criticism. Frequent communication also entails one-on-one meetings between the manager and the employees. We also do not allow talking behind others' backs. If you have something to say, we encourage you to say it upfront. This helps build trust and strengthens relationships.

What are some of the tips that an HR director can incorporate into his role?

18:47

Contrary to popular belief, an HR director has a considerable influence on the company. The CEO trusts the HR department to set the cultural tone. They are to challenge the CEO and work to develop policies and approaches that can benefit the company.

Could you talk to us a bit more about the concept of company density?

20:26

Organizationally, we are very complex with multiple products, initiatives, cross-functional teams and shared resources. We try to have exceptional employees in our company. Once an average employee comes in, they set the bar low for all the other employees. It leads to a poorer quality of work from the employees. People are naturally competitive. They want to grow. So if you surround them with other great people, they end up being more productive. That is the idea of talent density - having...

Welcome to the first episode of Masters of Employee Development!

Today, Mike switches places with his guest, Josh Elledge. As Josh interviews Mike, he reveals the purpose of this new podcast and YouTube segment. Each episode of M.E.D. has Mike welcome CEOs, HR directors or other experienced managers responsible for leadership and development and share valuable lessons on employee development!

Hear the backstory behind this new venture, Mike's journey through coaching and mentorship, and what you could take away from this project launch!

EPISODE 01 SUMMARY & HIGHLIGHTS

What is the purpose of the podcast, Masters of Employee Development?

3:36

The purpose of the podcast is to develop and realize the true potential of people. Whether you're an HR or small business owner, whether you have dreams of starting something, or you're the CEO, you have a team around you. Reaching the potential of the company really depends on you grabbing hold of its human resource.

What are the most common challenges Mike’s seen people go through?

8:39

The challenges Mike has addressed falls into three areas - communication (connecting skills), people relationship (or emotional intelligence), and leadership.

To work together, you need to communicate, and for that, you need to relate with one another. That's emotional intelligence. Emotional intelligence is the ability to know your emotions, and manage your emotions or manage the emotions of the people around you.

What is Mike’s internal criteria for providing mentorship in and around employee development?

13:12

Emotional Intelligence -

Choose emotionally intelligent people who can get their own life together.

13:37

Communication skills -

Look for someone who can communicate well and receive feedback constructively.

13:39

People who can see the potential in others -

Look for people who are genuinely capable of being leaders - look around.

13:43

Hard work -

Look for people who’re genuinely willing to work hard.

Some of Mike’s fundamental lessons on leadership.

18:!2

Personal leadership and communication are critical for your success- both are grouped under emotional intelligence. There are many facets of leaders of emotional intelligence. One of them is relationship building, or how to remember names. The other skills include social and emotional skills, communication, email-writing and the like.

KEY QUOTES:

13:13-13:26

“For the people on my team, I'm looking for people who are emotionally intelligent, who know how to get their own life together. Realize that all of us are imperfect, but are aware of it, at least aware of their imperfections

16:30-16:36

“You can't afford not to have the best resource that you have, or the humans that are working for you.”

20:36-20:48

“These people and more are going to show you how to get where you are, from where you are, to where you want you to be, and from where your team is, to where you want your team to be.”

Connect with Mike

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