The Diary Of A CEO with Steven Bartlett XX
[0] Did you know that the DariVosio now has its own channel exclusively on Samsung TV Plus?
[1] And I'm excited to say that we've partnered with Samsung TV to bring this to life, and the channel is available in the UK, the Netherlands, Germany and Austria.
[2] Samsung TV Plus is a free streaming service available to all owners of Samsung Smart TVs and Galaxy mobiles and tablets.
[3] And along with the Dyeravisio channel, you'll find hundreds of more channels with entertainment for everyone all for free on Samsung TV plus.
[4] So if you own a Samsung TV, tune in now and watch the Dyer of a Cio channel.
[5] right now.
[6] You know, you talk there about having high standards being one of the really important things for your kids.
[7] This is something that clearly, you know, was demonstrated when you got to Old Trafford and you joined Manchester United for that record transfer.
[8] But how did they create high standards at Old Trafford versus the other clubs you'd played at, what, you know, West Ham and Leeds, etc. What was it they were doing that kept those standards so high?
[9] You then also talk about going to QPR and seeing low standards.
[10] and a certain type of negativity in the changing room but what was it that they were doing or not doing because I want to create high standards in my team and within my life so good habits right everyday good habits whether it's punctuality again work ethic attention to detail intensity when you're training on a training pitch respecting each other but all those things just they come together and it creates a culture at the club and I'd been at Westtown I've been at Leeds two very good clubs great clubs but they didn't have that that culture which meant there was ability to win but it starts from somewhere so Alex Ferguson already won at Aberdeen so he knew how to create that culture he went to Man United didn't have that winning mentality at the time when he went there he created that and it all stems I always think great leadership is definitely one what gives you an opportunity to be successful and I noticed that throughout my career.
[11] And when you've set the foundations and you've created that culture, you don't as a leader have to be there every day in that sense.
[12] He was at a training ground every day.
[13] How many times do you think he came into our change room?
[14] No idea.
[15] You wouldn't feel one hand.
[16] Really?
[17] No. Never came in a change room in the training ground.
[18] We're there every day.
[19] Because he knew that the culture was set and then he had lieutenants like me, Giggsie, Gary Neville, etc., who were then filtering that down to any of the younger players or the new signs who didn't know the culture yet.
[20] And then those players became the culture leaders.
[21] And so it was crazy, man. And even, for instance, if he wasn't at a training ground, watching training, the training intensity might drop that little 1%, 2%, but you'd notice it because the manager's not there.
[22] Because he wasn't in the building.
[23] Because he wasn't, you didn't feel him that aura, that he could be on his phone making bets, which you normally would be, not interested in training.
[24] but his presence alone was enough.
[25] And it just made, when you look back and you think leadership is just key.
[26] And we're talking about investing earlier.
[27] Yeah.
[28] You know, investing in the leader.
[29] The people, yeah.
[30] The people.
[31] Like, it's so important, I think.
[32] And I think every industry is like that.
[33] Football's where I'm from and that's what it's like there.
[34] But I see what since I've retired, that's replicated in other industry, it's 100%.
[35] Isn't it funny as well with culture?
[36] Because you're right, what you said there is basically like, something I used to think at social chain, which is if a culture is strong, enough new people become like the culture if this culture's weak the culture becomes like the new people 100 % you couldn't have put it any better and i'll give you an example like and i again i didn't i didn't say it as eloquently as that when husband had football but berbertoff came to may united oh yeah casual burbs he was wicked player beautiful touch sexy looking footballer wicked and before big champions league I think it was Barcelona he just weren't working hard enough for the team and I had the ball on this side of the pitch and I needed him to come over and help he's just walking like and I ended up just kicking the ball off and going crazy what are you do get over wait when I get over then we'll do it and that's again that's not our culture at Barcelona they play they wait that's their culture that's not our culture you want to play Barcelona wait go Barcelona here it's not the same and if you don't buy into our culture you won't be here long and that's the way it was at United if you came and you weren't in the car you didn't buy into the culture and immerse yourself in it and become part of the fabric of the place you weren't there more than a year or two or you definitely wasn't an integral member of that squad and so it was definitely like you say the culture is just you have to become part of that culture that you go into if it's strong enough you see this in business it's crazy you should do I feel like the perspective you've got from being in that changing room and understand, because it's the same principles in business.
[37] It was the same at social chain when we grew the company and I realized that I had to be like, did you drive that?
[38] 100%.
[39] And it got to the point where what you've described is people would understand who we were without us having to say and you'd have your disciples basically introducing new people to the company and going, that's not a social chain thing to do.
[40] And we'd get that all the time, you'd say people in the office would go, and for example, and the crazy, the other point I was going to say is when the culture is that's that strong, wrong, it's so easy to see when someone doesn't fit or they don't stand out.
[41] We had, you know, someone start on their first day at social chain and they're doing their initiation.
[42] And then they, at the end of the initiation, they did two middle fingers and then walk back to their desk.
[43] I said, go get him.
[44] We fired him.
[45] He's gone.
[46] First day at social chain.
[47] And then the second, the second instance where, and it sends a message to the team because they, I never knew, it was instinctive to me. I said, that's not a social chain person, get them out.
[48] There was another instance where we had a girl join who someone had hired and they told me that she used to like, bully people at her last place and she had like a really bad attitude and stuff.
[49] And actually one of the guys, two of the guys in our team said, oh yeah, we used to work with her and she was a bit of a bully.
[50] So, uh, I, I, I remember having the conversation and I said, you can't, like, I, in a very, very nice way I said, she, she can't be here tomorrow because that's not who we are here.
[51] And that my team were like, but we need her for this client.
[52] We need her for this project.
[53] I was uncompromising.
[54] I said, no, we're not having her here.
[55] I don't care if we lose the job that we, you know, I can't, I used to say to my team, I can't have my name attached to a culture like where we have people in it who are like that.
[56] So she's gone today.
[57] I think we'll figure it out.
[58] If we lose the client, whatever.
[59] And it wasn't until years later that you hear the team come back to you and they say that moment where you weren't willing to let that person we needed in the team because they weren't right for the culture.
[60] The team said that to me. And it's exactly what I hear from you.
[61] I'm not blowing smoke at my own ass because I didn't realize that.
[62] But you've recognized that.
[63] It wasn't, it wasn't intentional.
[64] It was I just wanted to enjoy my life in the company to be a really, really clear certain way.
[65] And I felt that that's what we needed to do to succeed.
[66] And in hindsight, And as you say it to me, I'm like, oh, yeah.
[67] It was being unnegotiable, right?
[68] Yeah, and that's what Sir Alex Ferguson was great at.
[69] If he saw something that was going to be detrimental to the culture of the club, it was out.
[70] That was a non -negotiable.
[71] Even if you needed them.
[72] So you look at Roy Keane.
[73] Yeah, yeah.
[74] He was the captain, was the leader.
[75] The rules been broken, you're gone.
[76] David Beckham, peak of his powers.
[77] Yeah.
[78] See you later.
[79] Yapsdam, the best centre half in the world at the time.
[80] Said something about some of the players in a book or something.
[81] Goodbye.
[82] Rud vanisteroy, the best number nine in the world at the time.
[83] Goodbye.
[84] Like, if you don't fit the culture and you don't adhere to the rules that are there, good night.
[85] And we'll move on and we'll build around other people.
[86] It's great.
[87] It's like, and at the time you sit there and you think, Bex, you can't sell Bex, man. Jesus, who's going to come in?
[88] Like, it's like, number seven, sells all the shirts.
[89] Like, everyone loves him.
[90] Everywhere we go, Bex is like a Beatles, like crazy.
[91] Same with Rudrana's the way.
[92] You're thinking, how are we going to score goals now, man?
[93] Who's going to score us to goals?
[94] Rooney and Ronaldo are really young, still inexperienced.
[95] But he had that belief and that vision just to like, it was the culture over everything.
[96] No one's bigger than the club.
[97] Yeah, no one's bigger than the club.
[98] It's so true, man. And again, like you say, that reverberates around a dressing room.
[99] Right, you better stay in line You better just like Live by the rules that are here already And stay part of that culture The hard work, the intensity The respect And so that he would dig out The most experienced player Who hasn't even done anything And you sit there and go What, like, why is he shouting at me for?
[100] But he was doing that to you Because he knew you could take it But the effect they don't have on the young ones Or the other ones Do you know what I mean?
[101] So playing the mind games, man, I love it It's good But my thing is, when you're in it, like you're saying, you're talking about social chain, you probably didn't realize at the time.
[102] But when you sit back and you're outside and you look back in that bubble, you think, shit, man, yeah.
[103] That's why I didn't think about it, but that's why I'd done it.
[104] Yeah, yeah, right.
[105] And I'm right now, or I'm wrong, whatever it is, do I mean?
[106] That's how we think about like certain things that Fergie done, you think actually, you weren't just lucky, man. He actually, you obviously was plotting and planning that type of stuff.
[107] I am, I wonder how much of that stuff was intentional with him, though, in terms of like, he, I'm sure he wasn't going in the back room and planning it.
[108] It's just like, surely it's just like who he was.
[109] And I sometimes think, you know, you get managers that'll come into clubs and they'll try and be like Fergie.
[110] But you can't because you can't act for that long and that consistently, because from what you're saying about Fergie, it's like, it's not like four things he's doing.
[111] It's a thousand things he's doing consistently, which show his values, right?
[112] And you can't act for 27 years, whatever it is, across a thousand touch points.
[113] So it makes me feel like, how do you teach that?
[114] Like, it was, it was, it was, it was, it was, it was, it was, it was, it was, it was, it was, it was just instinctive to furg you.
[115] Yeah, I think it was instinctive.
[116] He was, he was, and don't forget, his experience as well, would have played a big part in that.
[117] He was at the club for, like, 26 or so years, 27 years.
[118] So that's, there's a valuable amount of experience gained in that time.
[119] but I always look at it like when I went into the main night change room I sat there and just looked around and thought who's good at what and let me just take elements of these people and add it to my my game and my preparation and my recovery and that's what I've done Ryan gigs was great at recovery and preparation done yoga and stuff like that took that out of his of his book Roy Keene leadership the way demanded standards on a daily basis skulls these best levels in training every day like all them things I was just trying to trying to be like little parts of different people and then that allows hopefully for you to grow into a better person, a better player, et cetera.
[120] And I think that's the same with other industries and business since I've retired.
[121] It's like you go in and try and be like someone else you're going to fail because you can't be like the original.
[122] But if you're taking bits from elsewhere, you might be able to get beyond that what you see as the best because you're getting more, you're taking more good things from that person but then from various other people to build maybe past that.
[123] And that's the way I'll try and work with stuff now in my life.
[124] There's no one person that's going to make me the best of what I want to be.
[125] But a group and taken from everywhere, I've got a better chance.
[126] Did you know that the Dario of a CEO now has its own channel exclusively on Samsung TV Plus?
[127] And I'm excited to say that we've partnered with Samsung TV to bring this to life and the channel is available in the UK, the Netherlands, Germany and Austria.
[128] Samsung TV Plus is a free streaming service available to all owners of Samsung Smart TVs and Galaxy mobiles and tablets.
[129] And along with the Dyer of a CO channel, you'll find hundreds of more channels with entertainment for everyone all for free on Samsung TV Plus.
[130] So if you own a Samsung TV, tune in now and watch the Dyer of a CEO channel right now.