Ep. 56: Ty Jernstedt on How To Drive Effective Culture Change
In this episode, David sits down with Ty Jernstedt, Consultant, Coach, and Facilitator, to discuss how to drive effective culture change.
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Ty is passionate to maximize the potential of individuals, teams and organizations through coaching, consulting, designing and facilitating experiences. His focus areas include leadership and team development, culture change, ID&E, emotional intelligence, trust building, employee experience and identifying an organization’s values and purpose. Ty is originally from Chicago and has worked for over twenty five years across the U.S., Asia and Europe for companies such as Nike, Converse, Mizuno and Zalando.
1. “Be open and curious.”
2. “We all experience our culture in different ways.”
3. “Create bridges of understanding.”
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David Horsager: Welcome to the trusted leader show it’s David Horsager. I’ve got a friend, he is all the way over an Amsterdam today welcome Ty Jernstedt.
Ty Jernstedt: david it’s good to see you.
David Horsager: yeah thanks for being here so Ty’s served as global director of diversity inclusion for Nike he is.
David Horsager: been a consultant his own his own organization his some of his brands go from everything from the people he’s worked with from Nike the mcdonald’s Coca Cola and Disney he is born in the USA Duke Grad right.
Ty Jernstedt: that’s right.
David Horsager: Blue devil.
Ty Jernstedt: is pretty soon football here with the challenge this year for us.
Ty Jernstedt: For basketball.
David Horsager: yeah you’ll be watching from there.
Ty Jernstedt: Yes, obviously always.
David Horsager: When I can, and then MBA in Japan, I miss this kind of fun English Japanese French, Dutch, you can speak all kinds of languages he’s been a trusted certified coach but he is just.
David Horsager: I when I met ty the first time I could just see this gentleman that cares about change cares about people all people cares about experience and in spirit, the experience in organizations.
David Horsager: And the really the employees, so they can serve others as well, so I think just super super grateful to have you here tie.
Ty Jernstedt: No thanks for having me.
David Horsager: give me your take out that’s a quick little background, but let’s just give us a little take on your journey and then i’m so excited to dive in.
Ty Jernstedt: yeah so my journey professionally has gone i’m kind of all over the place crisscross boom right back into new areas so first worked for about 10 years international marketing and communications and PR promotions marketing retail brand marketing and so forth, and then realized.
Ty Jernstedt: When I was in my eyeballs with dealing with Hello kitty and the Disney properties and McDonald that character is making a happy meal toys for the Asian markets when I was working in Hong Kong.
Ty Jernstedt: realized this was great work i’m bringing joy to kids and probably doing some other things to them as well.
Ty Jernstedt: Maybe time to find a new career path that was more in line with my my purpose and my values and, as I got into that work and move back to the US.
Ty Jernstedt: I got into coaching so became a certified coach doing a lot of work in.
Ty Jernstedt: Life coaching so I wanted to step away from the corporate world for a bit and then moved into more leadership coaching thing is a leadership development.
Ty Jernstedt: And that’s where I joined Nike our European headquarters here outside of angst ridden.
Ty Jernstedt: From that world with into the global role for dni and did that for about six years and then have the opportunity to move to Berlin to work for a company called cilento.
Ty Jernstedt: that’s europe’s largest online fashion platform and with them worked in areas of culture engagements I picked started their dni strategy work wish you guys had started quite gets.
Ty Jernstedt: Like groups around leadership development people developments and then back down from about three years ago.
Ty Jernstedt: Three half years ago to work in a similar areas of how do we, you know unlock the potential organizations with their talent and their culture and their employee experience through coaching advising designing and facilitating.
David Horsager: love it, you know I love taking the you know thinking about how we take the complex and make it simple, and you know you’ve got such a cultural background from.
David Horsager: You know, Japan, even we’re going to talk about later some of the work you’ve done in in South Africa, what would you say to just someone who isn’t overly competent culturally.
David Horsager: How what what are some tips, like you, they could take away like how do I step into that new culture i’ve got to go.
David Horsager: i’m going to live somewhere else i’m just going to go be somewhere else for a week I sadly in a time I was in Japan, I did 54 events in 27 days.
David Horsager: But but.
David Horsager: What I remember, was we were with another American group, and one of the saddest things I saw and didn’t even want to be aligned with them because of how.
David Horsager: Just really I don’t think was intentional, but in unbelievably.
David Horsager: Careless they were with the the culture that we were invited to be a part of.
David Horsager: What do you think.
Ty Jernstedt: yeah so some of the main things i’ve.
Ty Jernstedt: You know learned through studying and just having be thrown into it myself is one just be open and curious and keep remembering that you know the way.
Ty Jernstedt: You had your worldview, you know coming from the US and us being American is not the same other places they value things differently, they approach things differently, they communicate things differently.
Ty Jernstedt: And it’s very easy to say well we’ve got a better we got the American way it’s we’re number one everyone else is secondary.
Ty Jernstedt: Today, really watching all the other countries in their cultures have many other aspects that are way above my perspective, way better than what we have in the US.
Ty Jernstedt: So if you can be open be mindful be respectful be curious get into it don’t stay in those expats ghettos, as we call them in other places where you just stick to your kind.
Ty Jernstedt: If you want to hang with Americans, you know I could turn that back in the US, I don’t want to be living in these other countries and just have Americans, I want to have people from the home country have lived.
Ty Jernstedt: Other places that just gives those dynamics and the freshness of different perspectives and different ways of doing things and living life.
David Horsager: What do you, you know you’ve talked a lot through the years and a lot of your work has been really you could say whether it’s coaching.
David Horsager: You know dni work di any whether it’s you know some of the employee engagement work you’ve done in the past, some of the leadership development certainly it’s been about change.
David Horsager: Changing trying to help people change, what do you how do you help unlock that challenge of talent, how do you how do you help start helping others change.
Ty Jernstedt: yeah, so I think what i’ve learned from my various roles and different companies and so forth, is really exactly one approach or one path you can take.
Ty Jernstedt: So, from my work in you know talent development and leadership development there are definitely things that happened that way of you know, enabling people building up the skills shifting those behaviors.
Ty Jernstedt: To help them become more confident and competent to be that leader that’s going to coach their people and inspire them, you know drive their business or tribal what they’re doing within the organization.
Ty Jernstedt: But if you just came from that perspective I think it, yes, it will create some change but also if you don’t shift the culture.
Ty Jernstedt: As well it’s gonna be hard to really create that unlock for the people you know across the organization across the functions across the leadership levels.
Ty Jernstedt: So maybe one example in the company, I used to work with we do found out that we knew that leaders and employees weren’t getting much feedback to each other.
Ty Jernstedt: So they said well hey let’s just do some trainings workshops all over the place to kind of upscale our people to be able to give feedback more and receive it.
Ty Jernstedt: And I said yes that’s important and there’s some cultural aspects, we need to be looking at as well, and this woman else we’re not focusing on that.
Ty Jernstedt: Where the talent development team we’re going to do that, but I kept saying I would encourage you, but if that’s what you want this your projects go for it and.
Ty Jernstedt: So they put together a great program ups fields include managers and employees and the workshops all over the place and we after while we’re like well we’re not really seeing much of a difference.
Ty Jernstedt: And the difference from also do more research was Yes, they became more confident to do it and more competent to do it, but they weren’t willing to do it.
Ty Jernstedt: Because i’m going to separate your world David there wasn’t the trust within the groups, there was some fear.
Ty Jernstedt: Of if I were to give some feedback How would it rock the boat in terms of our partnership and relationship what it impacts my ability to get another role someplace else.
Ty Jernstedt: To be effective in these roles and projects so because we, as a company did not look at it from the talent lens which we did.
Ty Jernstedt: But didn’t look at the culture lens of how do we unlock the culture people to then exhibit these skills and behaviors we are looking for.
Ty Jernstedt: We were not as successful as it could be so it’s really coming from that culture perspective as well as that talent perspective as much as possible.
Ty Jernstedt: To create those inter dependent it into functional approach and strategies execution is really you unlock that potential and drive that change to be exciting to see.
David Horsager: So let’s simplify that, because this is really important, I love this because all the organizations so many you know we work with they’re like, how do we change our culture, how do I add a.
David Horsager: CEO of one of the biggest healthcare organizations in North America, we got to change your culture we’re dying, you know it’s like what do we do.
David Horsager: So in our world, we do think of I agree with so much of this we kind of put seven components together to say if we don’t have buy in from the top, if we don’t have.
David Horsager: You know if we don’t teach some common language which is kind of that upscaled part because when we get educated, we do act differently it’s like.
David Horsager: When I learned what was inside of a hot dog I stopped eating so many right so it’s like when I learned something it can change behavior but that, on its own, if we don’t break build trust or so, so I guess from your perspective, maybe what you saw done well.
David Horsager: In your experience could be Nike could be wherever but.
David Horsager: But what How would I let’s just go right to the beginning let’s just take an organization let’s say it’s a few just a few thousand people it’s not Coca Cola Nike but how am I going to take, how could we start to change a culture that maybe isn’t poisonous but it’s not high performing.
David Horsager: It would be if you were going to put it into steps Okay, first, I might do this, then I might do this, then I might do this, what would you kind of not to now, you can see, the American side coming out here, I.
David Horsager: don’t even get it yet you’re still.
David Horsager: i’m actually am full self aware of what i’m pushing you toward.
David Horsager: yeah so you can push back on that, but if I have some framework, even if that as well, but this, but then I I get feedback here or I do this, but I do that you know, is there some framing we could hang.
David Horsager: What we know we need more time more buy in and all these things on to build trust that might have you know might create culture change any any way we can get it not over formulaic but understanding.
Ty Jernstedt: yeah so I guess I can always go back with this vortex my coaching background, which is basically Where are you now.
Ty Jernstedt: A bit of why you there where do you want to get to hire you to get there and then get there, so i’ve taken that approach and working with with groups.
Ty Jernstedt: Definitely my time back in Nike with our various offices across Europe.
Ty Jernstedt: Is hey What was it in the Culture currently like what are we standing for as an organization, what are the behaviors and norms and mindsets that are helping you all to be successful in this office or within dysfunction.
Ty Jernstedt: What are the barriers let’s get clear on that.
Ty Jernstedt: what’s the vision that we want to be heading towards and what is it going to take for us to get there, what are the core things we want to focus on because there could be a lot of things we could do.
Ty Jernstedt: let’s just do a couple things super well to create that shift and then move forward.
Ty Jernstedt: And the power of the work that I saw you know with my time at Nike was we didn’t just have that talk within HR or just within the leadership team, it was we got a group of young employees to also be this work, so they wouldn’t first work with.
Ty Jernstedt: doing some their own homework and their networking and focus groups effect and surveys that there are able our employees feeling at what those behaviors and norms that they were happy about not so happy and I was.
Ty Jernstedt: engaged with leadership with the employee perspective here for leaders, because we all experienced our culture in different ways, based on where we said the organization what function, we sit in.
Ty Jernstedt: So get here all the perspectives and then from that must work together to create that roadmap and let’s all keep ourselves accountable for leading this work so having to give the platform for.
Ty Jernstedt: Employees to step into their own literal to lead some of these initiatives drive as we as leaders supports and guidance that sometimes.
Ty Jernstedt: But that we create so much change faster when we engage the employees and said, we want to hear from you.
Ty Jernstedt: We expect to hear from you, and with that we expect you to get off your butts and be a part of this change journey and not just be sitting waiting and receiving the change.
Ty Jernstedt: And when we could inspire the employees to get involved encourage leaders to listen more to employees and partner and collaborate.
Ty Jernstedt: In creating those bridges between the little bubbles the bridges between the functions We broke down the silos lot more Evan was wanting to get more involved.
Ty Jernstedt: To create the change so they could see the traction that they’re making and they were celebrating those knowledge visions of what we have changed to kind of keep them going through the next step and that next step.
Ty Jernstedt: So it’s basically going to be open with really where your ads.
Ty Jernstedt: there’s a lot of talk of you probably want to be let’s get down to brass tacks what is really happening, what does behaviors what can we focus on and really a market and engage everyone in this.
Ty Jernstedt: journey together to do that in us an HR or whatever you call HR your organization.
Ty Jernstedt: can enable that journey and give the toolkits and talking points and the workshops to help and see it’s, but we need you know and leaders they get on board themselves.
Ty Jernstedt: We employees do this as many more of them than there are of us that are sitting in HR to do this work and we don’t own culture in HR leaders employees to be all over the culture ourselves.
David Horsager: I love it, this is it go back to where are we, where are we here, where do you want to get to.
David Horsager: Now here’s what i’m hearing people say, because this is i’ve seen this a massive example in actually a pretty challenging environment is what.
David Horsager: United health group actually created a major culture change they had thousands at the end of a culture ambassadors it’s not done now, but that buy in but I guess people are saying.
David Horsager: Like I can just hear people listening saying okay great ty how do I get the buy in.
David Horsager: How do I get the buy in from the senior leaders, how do I get the buy in and engagement what these even your young younger TEAM members that were part of this initiative they’re like.
David Horsager: i’m super busy i’m on my own work i’m doing all this stuff i’ve got this to do with it now you’re going to add that or.
David Horsager: tie but that’s not making better shoes that’s a.
David Horsager: I gotta focus on this I gotta focus on quarterly earnings I got market share issues So how do I get how did you kind of I you even use the word that I love with this, but it’s I can inspire.
David Horsager: Buying from both senior leaders and those frontline folks I think the frontline might have been easier because they see the.
David Horsager: problem they see how it affects the bottom line and efficiency and everything but.
David Horsager: What do you, what do you do to get that buy in when you’re going in the first time with a new initiative like no this matters.
Ty Jernstedt: yeah it’s a great question, so I was very fortunate that I had a very senior leader.
Ty Jernstedt: who wanted to first office that we work this game, he understood the value of inclusion and he understood the value of having diverse perspectives and it’s not you know, based on gender and race, it was just basically.
Ty Jernstedt: function 10 your leadership level, there are other dimensions that he knew we need to be looking at and engage in this work.
Ty Jernstedt: And just needed some help to figure out how do we do this, so I definitely did have to influence them very much to do this.
Ty Jernstedt: And then, when it took off there was little is influencing to do kids every other.
Ty Jernstedt: offices heard about it and the VP of the region said Okay, you did you know, with everyone else did amazing work in an office you need to replicate that everywhere else, where I go.
Ty Jernstedt: So that part was super easy it was open door come in play with us get this get this going for the employees.
Ty Jernstedt: yeah it was yes we’re adding to your plate, you are not really in this world of change management culture change, they were in finance sales operations.
Ty Jernstedt: Marketing and so forth, so it’s one is like a it’s an opportunity to learn something different to you can step into a leadership role three get more visibility to leaders in for you can practice.
Ty Jernstedt: Some of these basic leadership skills that you’re going to need, once you get into more of that more mid level manager senior manager role.
Ty Jernstedt: And hey i’m here to coach you through experience i’m here to you know streamline your process, but I know hey that office is doing something similar go connect with that group.
Ty Jernstedt: Who does something similar to learn in speech rockets and he also had appreciating that yes, this is not your full time job it is part time if that’s it’s adding to someone’s understanding that yes, there is a pace of the change, they can create as a group.
Ty Jernstedt: But i’ll say hey it’s your it’s your journey your fit your puzzle your failures are your failures your success is your success.
Ty Jernstedt: So if you want to fail and have that reputation that’s also one you know so that was also a little kick in the butt to you know say Oh, he asked me to get back on this.
Ty Jernstedt: let’s go out there and initiate these things and drive these projects and keep hearing from employees engage them in it as well.
David Horsager: What are those four again that use it for buying for these for the for kind of you know, regular mid level managers have visibility, you had for kind of things.
Ty Jernstedt: Visibility it’s opportunities to be and i’ll be a role which you maybe can’t be in your functional role.
Ty Jernstedt: I didn’t say this but someone said it’s also gives you more enterprise knowledge So you see things beyond your function you learn what’s happening other functions, you know how this business works as a whole.
Ty Jernstedt: which you wouldn’t get that visibility to had you not been part of these you know these groups that we are creating.
Ty Jernstedt: And also didn’t say it, but i’ll say here also in influence so I learned how to influence senior leadership and get them to buy into what you’re selling.
Ty Jernstedt: Not you know what typically happens is the other way around their leaders are trying to sell the strategy, the programs to junior people yeah this give them a chance to tell leaders and the you know toe to toe at the same table.
Ty Jernstedt: You know i’m not buying what you’re selling i’m going to tell you I want you think it’s not going to work because i’m on the floor.
Ty Jernstedt: we’re, the ones who are doing things we know what’s really happening, we see more how the teams are engaging we’re going to tell you again.
Ty Jernstedt: From your perspective, you have your perspective, we have our perspective is your chance to have an open forum to have that voice and start developing your own voice with credibility.
Ty Jernstedt: and vision and your own passion to create the change, you want to create it.
David Horsager: How did you how’d you keep it going, because I think you know people go in with these change efforts and like this is flavor the month that’s going to stop how did you.
David Horsager: You know, set the framework so that it would continue to be celebrated I think.
David Horsager: there’s some you know we do some very intentional things a big pharmaceutical company there they celebrate every year that the trust edge the pillar awards so they’re all these people are getting nominated and they do this.
David Horsager: They have these you know there’s an onboarding part of you know, trust edge so that everybody gets the.
David Horsager: common language right away.
David Horsager: it’s hard to get those things going in you know 100,000 person organizations always but once they are part of the framework they’re part of the.
David Horsager: Part of the culture, they there’s a way of it, lasting united health group was interesting because you know that chief culture officer.
David Horsager: And then they had a big celebration every year that this big you know, thousands of people came together and they know 60 countries and.
David Horsager: And they had because they had the culture ambassadors that’s what they became thousands of them were culture and best That was their extra you could say all those.
David Horsager: Mid level folks they got kind of indoctrinated and trust and all these other things, and how to share that but, but that is not there’s a lot of places that want to do that.
David Horsager: The don’t do it at you know where they stop howdy howdy anything that you’d say little tips on keeping, how do you keep it going.
Ty Jernstedt: So something has tips I learned and the journey of you know.
Ty Jernstedt: coaching these at one point, we had 15 groups across Europe is one myself saying to them hey guys teams you’re doing great work keep it going.
Ty Jernstedt: take some time to celebrate yourselves and what you’ve accomplished also setting you know reminders to leaders if i’ve not heard them doing this work, as well as a executive team leadership team, what are you doing to acknowledge this group.
Ty Jernstedt: that’s the leading the charge, how are you managing everyone in the office who also is taking some part in creating this change and keep this part of your.
Ty Jernstedt: All hands meetings so it’s not just the numbers, the business the brand messages, is also a team we’re doing some amazing work I see it, we all see it appreciate that.
Ty Jernstedt: And then we’re institutionally from an HR process perspective at Nike we had.
Ty Jernstedt: they’re called coaching for excellence documents, which is where we would put in our objectives and goals for the year.
Ty Jernstedt: it’s making sure that you know they get that into this document, because they are doing the work they need to be acknowledged for recognized it.
Ty Jernstedt: They need to have their manager give them feedback on what they’ve seen on this project that they’re working on.
Ty Jernstedt: So that helped to institutionalize also some that happening throughout the year, which is beyond my control.
Ty Jernstedt: To they’ll say hey managers, you also have the responsibility to acknowledge the work that you’re your person is doing it because of the doing extra work than their peers, maybe aren’t doing so that’s Those are all ways to kind of get this group going.
Ty Jernstedt: Through sharing information and inspiration institutionalizing the recognition throughout the year.
Ty Jernstedt: Celebrating at the end to inspire other groups to want to kind of join that the round two round three of these groups, I think, helped us to do it and it all came from also very authentic place it wasn’t a tick box activity.
Ty Jernstedt: We use our kind of the Nike brand voice to really be authentic in sharing this recognition and appreciation for the work.
Ty Jernstedt: That this group did you by themselves, but also every employee who took part in some shape and form to drive the change, they all were wanting to create.
Ty Jernstedt: Just help them feel like yes it’s worth it’s because, if I have a culture that’s more inspiring more innovative more collaborative more trusting.
Ty Jernstedt: This is a much, much more fun place to work for the wise, you know 10 days ago, two months ago, when we didn’t have these elements that we knew were lacking, but no one wanted to step up to fill the void and create that cultural nudge that was needed to have happen.
David Horsager: Why don’t I get a little personal but before I do I want to ask one more question I really appreciate this, this is, this is the work of great companies that are working on culture.
David Horsager: There you know that this the work ahead of time to hear listen to voices and set the framework of where you want to go and how you will keep it going consistently.
David Horsager: and celebrate that and move forward, but you said a word that I find many people.
David Horsager: You know, have a hard time with or have a hard time actually doing, they say it, but it’s not so easy to do and that is the word accountability.
David Horsager: How did you, you said at one point, you said you keep keep each other accountable or keep accountability how what’s healthy accountability look like there, how did you keep each other accountable.
Ty Jernstedt: So one thing really clear who was doing what’s by when and a little bit where we could the level we were expecting it to look like to be delivered by the time we discussed.
Ty Jernstedt: So just getting very simple very clear and I guess, also because you know we also knew this was everyone’s not full time job it had to be really focused.
Ty Jernstedt: And really clear of who was doing what and when it was unclear amongst the team, it was saying okay.
Ty Jernstedt: we’re sensing that the roles responsibilities aren’t super clear let’s go back to who is leading What initiative, who was supporting what initiative.
Ty Jernstedt: Who else can you engaged beyond this group to also be part of this, you have a plan of attack a timeline.
Ty Jernstedt: agree to it, you know let’s get involved in its share with your leadership team, so they can also help keep you accountable, you can help them maintain accountable for things that they need to look around.
Ty Jernstedt: So just being yeah basically just being really clear very specific with the what’s the when the lie in a bit of the how and keep checking into pay how retracting are we on track, or we.
Ty Jernstedt: have scheduled on schedule behind schedule, if so let’s go into deep dive root cause of what’s happening seven figure out what needs to be done to keep getting us more on track and doing more things that we can deliver.
David Horsager: Great.
David Horsager: Well, this is the work of culture change that can make a huge huge impact and it’s been fun to see your journey.
David Horsager: let’s get personal for a second what you know we find great leaders tend to be leading themselves well in some way.
David Horsager: We can get vulnerable about things we’re not doing well, certainly, but I think you know you have a big influence on a lot of people in your practice now.
David Horsager: In the work you’re doing around the world, what are you doing personally to lead yourself well, maybe, whether it’s health or physically or spiritually or socially.
Ty Jernstedt: So I was saying, when I met my best wishes, not obviously every day, unfortunately, but when i’m at my best is really holding true to my purpose and why exists, and I know i’m in that space and i’m doing work in that space i’m more energized and more inducing what i’m doing i’ll put more.
Ty Jernstedt: yeah integrity and action into those things so that’s from a professional standpoint.
Ty Jernstedt: That was from a more active in you know, particularly in marathons or half marathons or other events where they’re relay races.
Ty Jernstedt: from Rotterdam, are prepared to Rotterdam, or the hood to coast back in Oregon which is fine you’re connecting with people and you’re doing things you’re being active So those are things I try to do more often.
Ty Jernstedt: These days, i’m not as active as I used to be, we just need to get back on that train.
Ty Jernstedt: and listen to that voice that’s for that drill sergeant that’s like no, they also thank you, boys again just do it.
Ty Jernstedt: Get issues on get out and do something versus that little slot voice, I hear every so often, I was like no dude it’s fine you’ve been working hard kick back turn on netflix turn on Amazon prime turn on the plus just relax with the dogs.
Ty Jernstedt: In the husband on the couch that’s also fine on our board take a nap because that’s also good for your health, you know there’s really it’s like i’ve learned.
Ty Jernstedt: When my best is one voices have shown up and what coaches might need to listen to.
Ty Jernstedt: which ones are you say go take a hike go take another lap don’t need you right now I need this other voice RD my own grounded centered voice, who I know what needs to happen when it needs to happen.
Ty Jernstedt: that’s always humbly serve me to get things in doing things and also just getting out of my own way, we went.
David Horsager: about this at a time, you said get.
David Horsager: Something you’re you’re coming back to, and this is very you know you’re coaching others in this, but how do you get out of your own way.
Ty Jernstedt: So yeah getting my always.
Ty Jernstedt: measure these voices that I hear that will say don’t do it, you shouldn’t do it it’s not going to work.
Ty Jernstedt: yeah whatever again, these are valid is our voices that have served me and at times in certain places and situations, but in certain moments they’re not serving me so it’s really going to sharpen my radar.
Ty Jernstedt: To when they popped into they taken over the driver seat i’ve been kicked to the passenger seat, or even in the way back in the bus.
Ty Jernstedt: To say you know that’s that can be happening I get back to the front and I may need a passenger voice, who is that drill sergeant Google gets me going or will give me the the courage.
Ty Jernstedt: And the conviction to do things with that, so I need a bit of my voice and that voice they get back in that seat and keep moving forward.
Ty Jernstedt: That is how yeah i’m aware of it, and I don’t get seduced by these voices into a long conversation, which then means i’m not doing anything.
Ty Jernstedt: Because i’m having a nice little internal dialogue with myself and being an internal introverted thinker also not super helpful at times to get stuck in the Rack real my internal thoughts and the one, so what else is don’t do don’t do these.
Ty Jernstedt: There are you can pull.
David Horsager: Is there something you can okay i’m i’m stuck in that i’m going around that what can I pull do I do I just that starts, do you now just.
David Horsager: Okay, I know, when that starts to happen i’m going on the wrong direction, I have to get up and go for a run, I have to go dude Is there something specific you do to get out of that.
Ty Jernstedt: So I i’ve used different techniques so Solomon i’m not so much of the auditory person, but I will say just begin by just doing second up and go and move and move on.
Ty Jernstedt: i’m also a more of a visual person So how do I create visual structures around my space so little post, it notes and reminders of saying OK ty You said this let’s keep yourself accountable for this.
Ty Jernstedt: Go get the shoes on it that has helped me as well, and also being a feeling person I can sometimes touch a parts that is a reminder of.
Ty Jernstedt: You know, sometimes it’s just this don’t miss any work done or here connect with your hearts, or even this is, I learned this from someone just have this feeling of okay slow down the boys feel the pressure slow down.
Ty Jernstedt: relax get centered and then make that decision of what do you do, that is sometimes itself in some situations where I get totally.
Ty Jernstedt: dropped them my head’s with either frustrations or whatever your and just this feeling okay it’s not the brain i’m listening to you it’s my fingers i’m listening to.
Ty Jernstedt: Was that feeling like it just slows the breakdown gets the more grounded centered in at night grounded centered place and realm or we were equipped to know what do I do now what should I do and just again quit talking about it and just get in action mode and do it.
David Horsager: You know action does cover a multitude of sins.
David Horsager: Momentum builds momentum, you know it’s it’s It is interesting, we can get stuck it’s like doing something not the perfect thing but doing something can really change everything right it’s if you find people.
David Horsager: I was just this morning, listen to a podcast about how much if you I mean we’ve all heard this, but the more you you feeling bad about yourself go do something kind to others, and it changes.
David Horsager: So much you know doing something, the problem with many that are the press, perhaps and i’m not a I don’t want to sound like a doctor that i’m not but i’m is is many depression often leads to isolation which which actually amplifies depression.
David Horsager: Right, you know so.
David Horsager: Well, this is interesting, so I what is there any other thing I want to before I leave this topic that you’re doing personally, you know you’re a coach of many you’re you’re you know.
David Horsager: You may be, how are you staying fresh relevant than capable is there anything you’re doing you have your own coach are you listening, are you listening to certain podcasts these days, maybe not everything you’re doing I know you’re a learner.
David Horsager: For sure that’s noted through everything you’ve done here, but maybe you’re reading something specific it’s there’s some ways you stay kind of fresh and relevant and and competent in in your work and just in life.
Ty Jernstedt: yeah, so I would say, I read a lot I don’t really read as many books as I used to but it reading articles, every day, I subscribe to newsletters that give me the yo were relevant information from do new trends or new research and so far as.
David Horsager: A favorite.
David Horsager: jumping in do you have a favorite.
Ty Jernstedt: I like for.
Ty Jernstedt: Articles like fast company I love what they put out there and they have a lot of diverse perspectives and topics that they approach and come from different places to talk about some more topics which I really appreciate.
Ty Jernstedt: Business insider is when I get more of the business kind of topics.
Ty Jernstedt: And the other, you know companies like yourself put on newsletters that you know keeps you informed of what you all are up to to learn and grow.
Ty Jernstedt: it’s funny my peers that just you know talking, but we do talk shop, obviously, but also getting stuff from that Okay, what are you doing what are you learning what’s working for you like that’s also learn more through people.
Ty Jernstedt: which really helps me to do that, so I like to like to read, but more like to learn through others and also look my biggest learning.
Ty Jernstedt: path is to do in action, so how did I learn about myself and learn what works what didn’t work, how to improve things moving forward that’s how my best best learn.
David Horsager: What I love it what’s your um you know you went from kind of in many ways a big company guy to a I can say that that’s a little.
David Horsager: bit big company prison to it to a kind of a.
David Horsager: You know now running your own award winning coaching business and you’re an executive coach you do leadership development out of it, how do you, you know your.
David Horsager: How do you gain business these days like, how do you get work, I mean this is an entrepreneurial question, but you became this entrepreneur.
David Horsager: And you’re doing what you’re passionate about just a you know many people like well how do you do that, how do you just make that jump and you make that leap and how do you actually get business.
Ty Jernstedt: yeah so the to make that leap, you have to have the faith.
Ty Jernstedt: and trust yourself, and you can make it work and I have changed industries change functions i’ve gone in house out, you know, having my own.
Ty Jernstedt: And every time it’s like okay just I don’t know this world’s going to step into it and if I don’t like it, I can always come back.
Ty Jernstedt: And then in create my own company, this time it’s relying on the connections, I had from you know previous colleagues that either reselling companies, I worked with or moved on someplace else.
Ty Jernstedt: it’s like whatever else is doing in my in my shoes of your own linkedin you’re making connections that way you’re going to events.
Ty Jernstedt: To meet people today have a more kind of mindful and thoughtful conversation around what are they up to what are their needs, were what what word lanes why play in, and how can I best serve them and how can we collaborate.
Ty Jernstedt: that’s generally it’s how it’s been branding.
David Horsager: Articles what’s your favorite thing to do, you do everything from culture and leadership development to executive coaching and even other you know coaching what’s your favorite?
Ty Jernstedt: I need to create impact with others and, obviously, your one on one coaching you see you see anymore, because you’re on this journey with that one person or even a team, a little bit better just more people you’re engaging with to see them on that journey.
Ty Jernstedt: But then that’s just a small group, you can you can influence so that’s the good part about it, but not so good part about it’s in in designing programs and workshops and trainings and facilitating those things you can impact more people you’re with more people.
Ty Jernstedt: downside it’s kind of a one and done sometimes you don’t know after that did anything change so i’m not really answer your question, David, I guess, I know me I need to have also have these different things i’ve.
Ty Jernstedt: tried topics variety, to keep myself fresh to keep myself and learning and growing, but I would say that you had to put a gun to my head, you can do one thing.
Ty Jernstedt: I guess would be the grip grip coaching team coaching.
David Horsager: yep collaborative coaching so one thing left for ty what are you looking forward to what do you hope for you look down the road.
David Horsager: I don’t know it’s 10 years or what what what’s something you’re hoping for down the road or maybe it’s bucket list, but maybe it’s just kind of hope for the future that you’re a part of.
Ty Jernstedt: So I would want this for my mother is different for myself, but you know for the people in my in my system might not work, my constellation and way beyond that is just that we’re in a place that we’re.
Ty Jernstedt: more mindful of each other more caring of each other more trusting of each other to really create more of these bridges of understanding and get out of this US versus them.
Ty Jernstedt: dynamics, which is just not helping anything so if i’m in the space of maybe a bigger platform, I guess, to bring this message out and bring people in.
Ty Jernstedt: To help support them on their journeys to be more impactful in their roles to create their own bridges and connections, I think that would be a fantastic place.
Ty Jernstedt: And you know I love being in different cultures so getting back on the plane, with the amazing to you know, be more physically with people and improve my understanding of different cultures and backgrounds finding ways to grade these these deeper and stronger bridges with the amazing.
Ty Jernstedt: Being centered retired put it that way would also be super cool as well to have more time to really do pet projects and explore different places and be around the world lot more and not be tied down to a job necessarily would be great, but no matter what I do, I like.
Ty Jernstedt: Those serving others.
David Horsager: Oh, I love it let’s jump into one of those before we roll I know we kind of little gun a longer here, but I want to ask you know.
David Horsager: I I think you are about this human change for the positive there’s there’s no time we’ve needed this ability to build bridges, I mean we’re incentivized against it.
David Horsager: social media is incentivized against it.
David Horsager: Were incentivized toward polarization are here in the US much of our Government over the last 30 years is incentivized against working together we we you know.
David Horsager: We have these hopes young folks have hopes of building bridges again and in the next episode, we need to talk about how do we actually do it.
David Horsager: Because i’m brilliant i’m passionate about that my.
David Horsager: My side part is thinking about big the biggest problems, I want to be about how do we use trust that solve some of these biggest problems and.
David Horsager: Those are governmental those are business, those are social, political and.
David Horsager: boy i’d love to get into that more, but just one of your projects on the way was some of this work in Africa that you did with water’s fine in in the prisons in Cape Town just just tell us, just a quick glimpse of that and something you learned.
Ty Jernstedt: yeah so I was part of a leadership program at the time, and we were all tasked to create projects between.
Ty Jernstedt: Times coming together and report back on what we did what we learned about it in our leadership helps create this.
Ty Jernstedt: And I just moved from the US to launch it on didn’t know anyone here like what am I gonna do I there’s a project I get started all the you know they get that voice it’s like you can’t do this it’s impossible.
Ty Jernstedt: it’s too hard, you know yada yada yada and then realize okay get up get out of it’s finding a network, you do have and start making connections and so forth, so I did find a group here in Amsterdam quality young in prison.
Ty Jernstedt: And they’re a fantastic group that does work in youth prisons in countries that are developing so obviously have less resources to get to these kids who are in unfortunate situations.
Ty Jernstedt: So I say great Where are you how can I partner with you and here’s what I do as a coach is i’m sorry intersection between our worlds.
Ty Jernstedt: And then we Alex let’s try this as prototype something so I had found a coach in South Africa that was in the same training program that I was in.
Ty Jernstedt: And they have a youth prison that they that young person was supporting with initiatives around activities and educational projects.
Ty Jernstedt: So i’ve worked with a coach saying Okay, what can we do together to support these kids and what’s the best way to do that, so we had designed a program.
Ty Jernstedt: prototyping with with six boys who were about to be released from prison and we said we need to get them on a journey.
Ty Jernstedt: that’s going to put them on a different path so they don’t get released and do the similar behaviors and follow the similar traps that got them into prison in the first place.
Ty Jernstedt: So, working with her, she worked with these young boys to figure out okay you’re still here, what is your plan once you get out and they were probably 10 to 12 years old kids.
Ty Jernstedt: So while we were with them for three months before they were released, then, once they were released she met with them for another three months to say okay How are things going.
Ty Jernstedt: what’s next for you, what do you need to shift and change to get you to have the life, you want to be having.
Ty Jernstedt: So it was just a way to help them transition back into being back with their families being back with maybe friends who maybe help them get to where they were originally So for me, it was important to do something for kids as I came from very fortunate backgrounds.
Ty Jernstedt: Sorry.
Ty Jernstedt: So I have a responsibility.
Ty Jernstedt: To help create the space for others, this was a small thing I can initiate it someone else who partnered and boyfriend organization and his coach to really help these young boys hopefully get them to have the light they deserve to have.
Ty Jernstedt: Written some guests are very important for me so desperately to get sucked into more and more of helping others who are less fortunate to help them have a life that I was fortunate to be brought up within.
Ty Jernstedt: With the town, I was brought up within the parents that I had the family network, I had support system, there are way more people that have more need, and we also get over ourselves.
Ty Jernstedt: of our lives we think we have to do something for someone else and take the time and be intentional around it, to make it happen.
David Horsager: love it have you stayed in touch or have you heard any stories of what happened with.
Ty Jernstedt: So, this would be so so a while ago, so I had not that’s one of my failings i’m, not to say in contacts.
Ty Jernstedt: I couldn’t be in touch with the boys because of certain reasons, but with the coach with her he has a once in a while.
Ty Jernstedt: But he also has moved on and so forth, but it’s it’s I need to get back into that organization saying okay i’m here again i’m back and i’m sure what, what do you got going on, how can I best support you and help you do the great work you’re doing with these kids around the globe.
David Horsager: Thanks for sharing that’s that’s the work of this work and we don’t always see the change, and I can tell stories of people that didn’t see the change that they made in me.
David Horsager: They probably have no idea, the impact of something that’s impacted my the way I raised my kids or my marriage or my friendships or my leadership that they were a part of and they’re gone now, or they may be, are somewhere that first grade teacher that I have no idea where she is.
David Horsager: Right, so we have a chance, but sometimes only sometimes do we have a chance to actually know, but we still are called to do the work.
David Horsager: and
David Horsager: The oppressed well ty if I see something you, you need to do more of that.
Ty Jernstedt: Totally sure that.
David Horsager: that’s what that’s something you ought to be about so ty working working our listeners to find out more about what the great work you’re doing at remix.
Ty Jernstedt: yeah so my my website is remix coach you can find me on linkedin with for my name Twitter i’m not under as much, but that my Twitter handle is just my name tiger instead.
Ty Jernstedt: So we have would love to hear from others if something you’re inspired to you or you have something to collaborate with.
Ty Jernstedt: love and support you on the journeys, you are in within your organization’s or communities that you’re serving i’m always looking for new ways to partner and create some impacts on an amplified the impact others can House in a row.
David Horsager: we’re hoping to see time trying to compel them to jump the pond for.
David Horsager: The 12 1314.
Ty Jernstedt: The great’s.
David Horsager: trusted leaders to get back to the lesson see you all again and yeah that’d be great you guys are doing.
David Horsager: Well before we finish so remax re mix coach.
David Horsager: is distracting find more anti German set and let’s leave you with the final question it’s a trusted leader show we asked everybody who’s the Leader you trust and why.
Ty Jernstedt: So as a leader, that I had again keep talking about it, but it was an amazing time of my life.
Ty Jernstedt: yeah she was an amazing leader, she was very inclusive very embracing a very empowering.
Ty Jernstedt: trusted us to get on and do the work and do the work that we how we felt needs to be done and I had to be dictated by her.
Ty Jernstedt: yeah she was all these things that were super important you know lead with compassion.
Ty Jernstedt: Was bringing her passion to the team into the work and, with that we wanted to make sure also that we were also making sure she was looking as good as she could look at she was reporting into our CEO and President of the company.
Ty Jernstedt: But she has she’s amazing is always great you know, since we both laughs great mentor and always go back to to get that little jolt of inspiration.
Ty Jernstedt: from her of how she just shows up in the world it’s just been a great person to have been able to work for into so the partner with since over these years.
David Horsager: Well, thank you, these leaders, you know they may often those mentors leaders examples, make a bigger difference than they know and we have the chance to try to pass it on to others.
Ty Jernstedt: or obligation, I think.
David Horsager: It is. Ty thank you so much for being here. Thank
David Horsager: you for being a friend and just touching our Community so wonderfully.
David Horsager: That’s it. That’s the
David Horsager: trusted leader show.
David Horsager: Until next time stay trusted.