174: Set Standards. Aspire to Achieve Them. Become an Eminently Qualified Human


This is Jaakko podcast number one. Seventy four with echo Charles in me, Jaakko Willink, but evening echo. Good evening. So. I was the commander of the training detachment which runs the tactical kind of advanced training for the west coast. Seal team's, and when I was in that position, one of the things that you have to do when you're in a leadership position is you have to give a valuations for everyone that works for you. If to basically right down and evaluate how good they are. And how well they do their job. This is normal for everyone in the navy, then everyone in the military, really. And in the navy. It's a five point oh system that you're getting graded on so five porno is the best and one point zero is the worst. I don't know if you can go lower than that, you probably can. But there and there are rules about how many people you can put at the top. You have to. It's called forced ranking. If you've heard of that forced ranking means you have to actually rank everyone severe ten people working for you. And you have to rank this is my number one guy this number two all the way down through number ten, and what you cannot do as you can't just say, hey, everyone's great. Everyone's a five point. Oh, that's that's. You're not allowed to do that. In believe it or not. That's what people would do most people would just have to evaluate someone. Guess what they say? Hey, you're great ever you everything. Great. And you wouldn't think that the military, right? The military would have a hard time telling people like, hey, here's areas where you need to improve. You wouldn't think that the military especially like the seal team's you're the big tough seal is going to have a hard time telling some someone. Hey, this is where your performances could be better. Right. But actually, no one likes having those hard conversations, I should say just about no one likes having those hard conversations in. In fact, this is completely evident in the fact that there was an old evaluation system. When I first got into the navy, and there you didn't have to force rank you could just make everyone perfect basically on paper. And that's actually what happened. That system was a four point. Oh system. So it was four point. Oh was the highest that you could get. And everyone was a four point. Oh guy. Everyone got four point os in everything and. Actually have to take that back. I think I might have talked about this before. But my first evaluation that I got at a seal team. I wasn't even in a platoon yet. But I was going through. The initial training that you used to do to seal team when you got the team you did something called s t t which was stood for seal tactical training in it, basically taught you the little bit more advanced skills than you learned in buds, and I got a four point. Oh and everything, but I actually got a three point eight in a category called human relations. And I was I guess, you know, I talked to my friends you got four point on everything and everyone got four point number except for me. You got the three point eight. And so then you're supposed to get counseling. Right. From the officer that had written. My the officer that written my evaluation and give me all four point zero four point. Oh in tactics four point. Oh, one that's four point. Oh, and the other thing, and then a three point eight and human relations and he had to counsel me. Because after you have to you have to go through and make sure that no one objects, and he he looked at me. And he said, you know, I give you a three point eight in in human relations because. Well, because I think you're a little too hard on people that are that are on sat. Sure. And I kind of took pride in that. You know? 'cause I at that time I wasn't really playing the game. You know, I kind of was thinking to myself. Yeah. I that's right. If you're Unsan, I am going to be hard on you. And you can probably guess of the group that I was in which individual I was harder on than any one else. Who's actually that guy? So that was kind of funny, but you know, after that after I got into a super tuned in all, you know, everything was four point. Oh, all the time. And again, I'm not bragging at all about that. Because every single guy we all had four point os e cross the board on everything. And everyone was the best seal the seal team's ever in the history of ever. That's what it was like. And everyone was this just that. That's just the way. It was everyone was the best soap the navy realize this basically, the navy realized that all the leaders were cowards. And when it came to telling the truth to the troops about where they stood and where they can improve. So they made they made a change they made this drastic change to the evaluation, and they changed this thing called forced-ranking where whatever the percentages on how many people could be ranked at the highest level. Like, it was like ten percent of your people can be ranked at the highest level. And then twenty percent of the next year and went on down the line. You didn't actually have to rank someone as bad, but you couldn't rank a bunch of people at the top and. It was it actually made a made a big difference. All of a sudden. 'cause now all of a sudden you had to if you were a leadership position you had to give your some of your people some lower rankings, and you actually had to figure out who is better and. Eventually what they did is again people not wanting to have hard conversations eventually what they did is. Because we how you advance in the navy is based on your evaluations, which is what we're talking about. But it's also based on how much time you have in grade. So you can't if you make if you're an E four you can't make e five for three years or there's some some random number like you cannot make five for three years. And so what they started doing is. Just ranking you based on how long you were there for and so that's that's what they started doing. So basically it didn't really help. Because you still ended up just saying a, well, you know, you're just new, and that's why you didn't get promoted. Why didn't really understand that? When the first when the very first of the forced ranking evaluations came out, I had just made five and because I just made maybe five I got ranked at the bottom of the fives in my platoon and. Like, I said at this time, I wasn't really playing the game really fully. So I was kind of went to my chief, and my and my Lieutenant with hey, why why am I at the bottom? How how can I be the lowest ranking of the FIS 'cause that's just wrong. What about this guy here? You know, this guy over here, you tell me that this guy is doing a better job than I am because I was working really hard and doing a good job. And they didn't disagree with me. What they said. Like look. Yes, jaakko. You're you're you're definitely doing a better job than that guy. And that guy, but here's the deal. They're up for promotion, and you're not when you're up for promotion, you'll be at the top of your turn. And again, I wasn't really playing the game. So I said, oh, okay. I get it. Why don't you just tell me that we're communists is what was going on? And you know, there are no we're not communist. It's just you. This is just the way that the system working. Okay. So what you're telling me is. This is the communist system is is what's happening. Thanks comrade. Of course, they did their best to explain it to me. And I didn't really listen. Because like I said don't wasn't really playing the game at this time, a young, you know, e five getting after it. But eventually. It was me that was evaluating people in force ranking them. And then it was me that was explaining the rules of why people got ranked where they got ranked. And why I gave him the grades that. I gave him. And of course, I did this a bunch from when I was an assistant platoon commander and a platoon commander and task unit commander. So I had done this a bunch of now, I was the officer in charge of the training detachment. And I had one of the guys that didn't like where he got ranked? He was he he didn't like it. He thought he deserved higher. And he he thought he deserved a bunch of five os that the highest possible grade, and oh, you know, maybe not on all the criteria. But on some of them and he actually requested on office. Call with me. Meaning he wanted to come and talk to me, which was kind of weird because at this time. People literally would just walk in my office all time and say, hey, what's up? I gotta you know, they talked me about something. I was super casual about people coming to seem, you know, fact. Right. So when this guy went and actually organized an official meeting with me, I was totally cool with it. But it was weird. And he came in and he had his evaluation with them any put it on my desk. And you know, he said something along the lines of you. I got ranked in the middle of the pack and how did this happen? I should be at the top. Or at least I should be near it. I should have five os and in this category in that category in this other category and the guy himself he wasn't a slacker by any stretch immagination. What goods really solid zeal the wasn't like an over the top outstanding front runner, but he was really really solid which you only allowed to have a very small number of guys that you're ranking as front runners, and he wasn't there. And I was I was better at this point at playing the game, you know, up and down the chain of command. And so what I do I sat there and I listened to him and I listened to his perspective. And as I was doing that as I was listening to this guy was thinking myself, you know, this guys are hard working seal he thinks. He should have higher grades across the board. He thinks he should be a top rank guy with five point does. And as I'm sitting there listening to him. I'm thinking why does he actually think that why does he think that what what is going on in his head that he thinks that he should be a five point. Oh. And of course, I'm thinking to myself. This is somehow my fault. This is going to be my fault because I'm the leader. And I have a guy I have a guy that's concerned enough about his rankings that he's in here. Talking to me, the actually set an appointment to come and talk to me about this. So obviously, I had not done a good job at this point of explaining things to him. And if I'm if I'm if he doesn't get it, obviously, there's going to be more people that. That think the same way then you he's not the only one when someone comes through the problem. They're not the only one. So that's what I'm thinking. I'm I'm thinking that he's thinking he's a five point. Oh, that's what he's thinking. He's thinking he's a five point. Oh. And he's not and he thinks he should be. And then I'm trying to figure out on thinking to myself. Okay. How do I explain to him where he is missing the Mark? How can explain to him that he's not quite a five point? Oh because five point oh is outstanding. And then the answer kind of jumped out at me, the answer was the evaluation form itself. That's that's what it was. Because the evaluation form itself actually gives the definition of what a five point, oh, sailor is what a five point oh leader is in really when you break down. What a five point. Oh, human being is the evaluation actually spells it out. In plain English. So I picked up the evaluation form that he had brought in and I started to read chunks of to him. So the first little chunk that read read Tom is the section called professional knowledge. And and if you are a five point, oh in professional knowledge, it gives you a list of what you aren't. Here's what it says if you're a five point on professional knowledge. This is what it says recognized expert sought out by all for technical knowledge uses knowledge to solve complex technical problems. Meets advancement requirements early. And with distinction. So. You know, I looked at him and said, okay recognized expert. Are you a recognized expert? How often are you getting called by the east coast or by the seal team to help them solve a problem? They answer was he's not he's good solid guy. Really good instructor. He's not a he's not a recognized expert. And he knew it. And then I read the three point on which is a middle. Great. Like, this is your average situation. I said it maybe this is you I said, listen, strong, working knowledge of rating specialty and job reliably applies knowledge to accomplish tasks meets advancement requirements on time. This is a solid human being right? This holid-. That's that's a three point right there. And again, as I'm reading this this guy yet he had strong working knowledge for sure he was applying that knowledge to his job for sure he was doing that. So that's cool. That's three point. Oh. What about quality of work another section quality work? Here's five point. Oh for quality of work needs. No supervision. Always produces exceptional work. No rework required maximizes resources. So. These no resources. Let's think about that in this guy was working in another department. He was definitely being managed and then always produces exceptional work. Again, this is as you can't get any better than exceptional. So I said is that you do you not need any supervision. And he knew I mean, I know I worked in the departments. I know what's going on. He's not going to you can't lie to me. And I said how about this needs little supervision produces quality work few errors uses resources efficiently. You know, what that is? That's three point. Oh, I actually gave you a four point. Oh somewhere in between those two I'm actually being kind of generous. Well, what do you think? How about military bearing and character with let's see what that looks like here's what here's what here's what the definition for military Barrington. Characterists US navy five point oh evaluation exemplary personal appearance model of conduct conduct on and off duty a leader. In physical readiness. Exemplifies navy core values honor courage commitment. Now this guy sitting in my office. He's in sloppy PT gear his hairs a little bit long. And he's not he's not one of these superstars seals. That's an awesome, physical shape. He's kind of a guy that liked to party a bit. And he was a hardware conceal a great guy. But I'm saying he wasn't exactly model of conduct on an off-duty think about that means a model of conduct. So that's five point. Oh, then I said, listen, let me tell you what I tell them. But we tell you what three point oh is excellent personal appearance. Excellent conduct conscientiously complies with regulations complies with physical readiness program. Lives up to navy core. Values honor courage commitment. But that to me, you don't you're pretty squared away guy. But how'd you on that last PT test? Because you you didn't knock it out of the park. I know that right. So you are you telling him he's reading reading I'm doing right here. I'm straight up reading them to him because because. I was it's really obvious that these standards are very very high. And you know, also here's the bottom of the barrel. Okay. This is one point one point. Oh, four for values for military bearing in character. This is one point oh, consistently unsatisfactory appearance. Poor self control conduct resulting in disciplinary action. Unable to meet one or more physical readiness requirements fails to live up to one or more navy core values honor courage commitment. So so this guy clearly is not a one point. Oh, that's that's you know, that's a that's a bad sailor. But this is solid. He's in the middle. I think I had him with a four point. I said I I we good with a four zero. Or you gonna tell me that you crushed that you were the leader of the pack on the last PT test that we did. You know, what will you tell me were you were you the five point. Oh, no. Couldn't honestly say it. And by now, he kinda. He kinda got the message that he's no one point. Oh, but he definitely wasn't a five point. Oh, either. And and clearly what I realized is he never actually. Read through what those standards were. And clearly that was my fault for not making sure that this guy and the rest of the people at my command understood what the grading criteria was. And I started to try and do that. And I started to realize that the grading criteria was actually solid, and it was a good guide to being a really good seal. A really good sailor a really good person. In as you read through some of these five point, oh qualities here's the one for command organizational climate slash equal opportunity. So this is your if you're a five oh in this category. Measurably contributes to the navy's increased retention and reduced attrition objective. Proactive leader exemplary mentor involved in subordinates, personal development leading to professional growth and sustained commitment. Initiates support programs for military civilian and families to achieve exceptional command and organizational climate the model of chievements develops unit cohesion by valuing differences as strengths. So let's think about that. That's that's a massive who's going to get five. Oh, and that in the seal team's not too many people because in the teams who's initiating support programs means you're actively starting a program to help support. Right. There's not a lot of guys that are going to hit five point. Oh, and that's the way it should be. Here's what five point. Oh, it looks like for personal job accomplishment and initiative, energetic, self starter completes tasks or qualifications early far better than expected. So you're not just doing you're doing it early. And it's still even better than everyone else plans and prioritizes wisely and with exceptional foresight, seeks extra responsibility and takes on the hardest jobs. That's five point. Oh, here's the here's the five point. Oh for teamwork team builder. Inspires cooperation in progress. Focuses goals and techniques for teams the best at accepting and offering team direction. That's a team player. That's teamwork. And here's here's the here's how you get a five point. Oh in leadership. Now think about this. You think you're a good seal? You think you're a good sailor? And you think I'm I'm a good leader. Right. Here's what you have to do to get a five point. Oh, inspiring motivator and trainer subordinates reach highest level of growth and development. So now all of a sudden tiny about Uni more. This is about you being a leader. And you not just what you do. But what your subordinates your subordinates half, the reach the highest level of growth and development. It goes on superb organizer great, foresight, develops process, improvements, inefficiencies, leadership achievements, leadership treatment dramatically further command, mission and vision. So what you do as a leader dramatically furthers the mission. Perseveres through the toughest challenges and inspires other others exceptional communicator, how many people do you know that are exceptional communicators. There's not a lot of people that are exceptional commuters. That's a hard thing. That's not only being born with some communication skills. It's actively working in honing those skills through your lifetime before someone tells you you're an exceptional communicator. Make subordinates safety conscience maintains top safety record constantly improves, the personal and professional lives of others. So this is this is barely even about you anymore to how well how well does your team do? So you've got to be a hundred percent squared away. If you're going to get a five point, oh and leadership. And that's just the way it is. And like I said you're not just getting judged on your success, but on the success not just of the mission. But if the actual individual people that work for you. And so this. This granular look at these descriptions kind of changed. This guy's perspective. And it now actually saw what he was supposed to be doing it. He actually knew what he was aiming at and he didn't know that before, and you know, whose fault it is that he didn't know my full because I'm the guy that's in charge. And I thought everyone knew or at least everyone was aiming as high as they possibly good at everything, but that's actually naive. It's naive for a couple reasons. Not only is not everyone aiming to be the best. They can some people don't care about some things. But sometimes people don't actually understand what it is that they're supposed to be aiming out. They don't understand what the metric is how they're being measured. And clearly you have to. Have something to aim at. If you don't have anything to aim out. Then you're never gonna get anywhere. You never gonna. You're never gonna hit the target that you're not aiming at you have to aim at the target to hate it. You have to know what you're trying to be or you won't be that. And. The navy? I think with this evaluation form. Does it decent job? If you kinda can take a step back and wouldn't problems with the with the navy evaluation system in all evaluation systems in the military is they're very administrative. It's it turns into more much more of a paperwork drill than it is an actual. An actual attempt to make people improve themselves. And right if there, but people go or this is where I fell out cool. I'm promotion, they don't read it. Right. They don't actually it's not. It's not a true counseling. Ab- to the objective isn't really truly improve those people that's one of the problems with this with the with the counseling system inside the navy, and it happens in the other branches. Well, but, but if you read that sheet, and you kind of take a look at it. Then you realize okay. There's some things that I can aim at now in the navy does a decent job of that. I'll tell you the Marine Corps does an even better job. The United States Marine corps evaluation system is more detailed, and it's more descriptive in its more complete than navy system than over the whole navy evaluations. Two pages long, the Marine Corps. There's six pages long. And one thing that's interesting about the Marine Corps in in the navy one. They list. Okay. The euro one point. Oh, this is what you're like. As a one point. Oh, the Marine Corps doesn't even give descriptions for the low end of the spectrum. They they don't even they don't even exist. They're not gonna waste time describing a loser marine. They they have a higher minimum standard, basically. But. This is one thing that struck me the first time, I kind of noticed the Marine Corps evaluation system because it's it's an administrative thing. So it's not like I would see it on a regular basis. When I was in Ramadi was in the brigade tactical operation center, and I was probably there from meeting with the brigade commander, whatever. And was there for whatever reason in one of the marine officers was in there who I knew and we were kind of talking and he was filling out one oh an evaluation for one of his guys, and he was on the back page of his evaluation, and I was just, you know, being nosy, I guess looking at looking at what it was like looking at what their system was like comparing it to our system, and as I was looking at the form on the last page, the page is actually working on their words. Eight a graphic representation of of marines and of how they rank marines and it kind of looked like a Christmas tree. So if you picture a Christmas tree and the whole Christmas tree is made up of little eagle global anchors, which is the symbol of the Marine Corps. And so there's a bunch of little eagle global anchors, and they're all positioned on this piece of paper. And it looks like a Christmas tree. And so the bottom the actually the the bottom of this graphic the bottom of this Christmas tree is just an empty space. There's nothing there. And and that line is represented. There's a little indicator that shows what that line represents that line represents the unqualified marine. So there should be no on qualified marines in your unit, and then it goes up one level. And now, you've just got one single eagle globe and anchor representing one marine, and this this it looks like the trunk of the Christmas tree, and that that line is labeled a qualified marine. So now, you've got one guy, you know, percentage. Wise one person that is simply just a qualified Marie he's qualified. But there's not the shouldn't be that many of them. And then they go now he picked your Christmas tree above the trunk now. It's a big wide area. And that's where they go to the next level which. Has the most it's like the middle third of the Christmas tree and that area they labeled that area. One of the many highly qualified professionals who form the majority of this great. So the biggest chunk of people is sort of in the middle third of this Christmas tree. And that's what it is. Hey, that's what most of that's where most of the guys are. There's Holly highly qualified people they make up the most of this group of that that I'm evaluating. And there they are. And then above that third on this Christmas tree is a Christmas. Tree is getting smaller. Right. So now, we're getting into a narrow group. In this narrow group is labeled. And it's called. So if you're in this group, you're being labeled as one of the few exceptionally qualified marines. And that again, that's a much smaller number of Banat middle group. And then you get to the top of the Christmas tree where there is a single eagle globe. And anchor representing the very best of this group. And it's up there alone. At the pinnacle of performance, and there's a label for this singular marine at the top of his group. And the label says the eminently qualified marine. And I I remember when I read that. When I read those words, the eminently qualified marine. And I thought to myself. That is the ultimate price. And that's pretty much how the Marine Corps evaluation ends. And it ends in this epoch way because it is. It is an eye. It's weird to say this. It's an epic document. It's an epic epic document. And I want to talk about this document today, and I want to start off by by the way that the document itself starts off. So this is the Marine Corps fitness reports. This is how they grade marines, and it starts off with the commandants guidance. So the first thing they get his guidance from the most senior marine in the Marine Corps. And the commandant's guidance says the completed fitness report is the most important information component in manpower management. It is the primary means of evaluating marines performance, and is the commandants primary tool for the selection of personnel for promotion, augmentation resident schooling command and duty assignments therefore the completion of this report is one of an officer's most crew critical responsibilities inherent in this duty is the commitment of each reporting senior and reviewing officer to ensure the integrity of the system by giving close attention to accurate marking and timely reporting. Every officer serves a role in the scrupulous maintenance of this evaluation system, ultimately important to both the individual and the Marine Corps. Inflationary markings only serve to dilute the actual value of each report. Reviewing officers will not concur with inflated reports. So out of the gate. We're getting put in check do not come here telling everyone, they're great. That's not that's not gonna fly where where rejecting that outright from the start. Now, we start the evaluation, and again, this is set up a little bit similar to the navy and they start breaking out what your performance is. Based on the first thing that it's based on his mission accomplishment. And mission accomplishment. They break into two things. The first thing is performance. So here's what it says about performance of mission accomplished accomplishment results achieved during the reporting period how well those duties inherent to Marine's billet plus all additional duties formally and informally assigned were carried out reflects the marines aptitude competence and commitment to the unit success above personal reward. Indicators are time in resource management task. Prioritization and tenacity to achieve positive ends consistently. So the low end it says meets requirements of billet and additional duties aptitude commitment and competence meet expectations results maintain status quo. So that's you're doing your job. And then if you're at the high end of the spectrum results far surpass expectations recognizes and exploits new resources creates opportunities emulated sought after as an expert with influence beyond unit impact significant innovative approaches to problems produce significant gains in quality and efficiency. If you just take that single bullet. And that's what you try and chief, you're smoking. You're crushing you. I wanna I you have someone like that working for you and your heaven because this guy is getting make things happen. Next up. Proficiency demonstrates technical knowledge and practical skill in the execution of the marines. Overall duties combines training education and experience translates skills into actions, which contribute to accomplishing tasks and missions imparts knowledge to others. Thinking about this. When translates skills and actions as it that's kind of a big deal. How many people have skills, but they can't translate them in actions thinking about that's your life. Hey, you got some skills. But you don't use them. You can't put him anywhere. You can't put them. Into fact. Here's the middle grade for proficiency demonstrates mastery of all required skills. So if you've mastered your skills, you're still just like in the middle expertise education and experience consistently enhanced mission accomplishment, innovative, troubleshooter and problem-solver effectively imparts skills to support its these are the kind of things where you know, that you're supposed to impart skills to your subordinates, you pay attention to it you start doing it. But you might not recognize a desk party your job, that's part of your life. Here's what it sounds like if you're an expert true expert in field, knowledge and skills impact far beyond those of Pierce, translates broad based education and experience. Forward thinking innovative actions makes immeasurable impact on mission accomplishment. Peerless teacher, selflessly imparts expertise to subordinates peers and seniors. Think about that. That is a high bar that is a high bar, you could work you could work diligently every single day and fall short of that. Yeah. But let me tell you. It's important that you know, that you should be working towards it. Next section individual character. Isn't it legit when you're gonna grade someone on their character? This is outstanding. This is outstanding. How many people are not thinking about what their characters how many people are not actively minding the way that their actions reflect their character happens all the time. If we were thinking about if you knew you're getting great on it. And maybe wouldn't take those those base actions. Yeah. Kind of goes along with like how you said that one time like imagine someone's videotaping you and they're gonna do the playback say man, if you go if you have that in the back of your mind yet, you that's the first step though, because the the actual that's the first step because you might think while I'm being videoed. But this is what I'm expected to do. So you might be doing something. That's not correct. You might be off chart you might be aiming at the wrong thing. Hey on acting like a tough guy. I want everyone to know that I'm tough you realize. Oh, that's actually stupid. Yeah. Yeah. So you can be you can have in your mind that I'm gonna keep my character. But you're wrong because you might be aiming at the wrong thing. So this gives you some pretty specific things to aim at. Topic number one court, courage, moral or physical strength to overcome danger, fear difficulty or anxiety, personal acceptance of responsibility in accountability placing conscience over competing interests, regardless of consequences. Conscious overriding decision to risk bodily harm or death to accomplish the mission or save others. The will to persevere despite uncertainty. What if you're thinking about the fact that you're getting graded on your will to persevere despite uncertainty, you'd think about that every day, you don't know what your future holds? But you're going to persevere regardless. Think if you're getting graded on that every day. Here's what the bottom end of the spectrum is demonstrates inner strength. So at the minimum. You're demonstrating restraint and acceptance of responsibility commensurate with the scope of duties and experience willing to face moral, physical danger in pursuit of mission accomplishment. So even at the low end of the spectrum, you're still willing to face danger, moral or physical challenges. Here's the middle guided by conscience in all actions. Proven ability proven ability to overcome danger, fear difficulty or anxiety exhibits. Bravery in the face of adversity and certainty, not deterred by moral difficult situations morally difficult situations or has miss responsibilities. How often are people deterred by difficult situations? Morally morally difficult situations. Here's a top the top of the spectrum for courage uncommon bravery and capacity to overcome obstacles and inspire others in the face of moral dilemma or life threatening danger. Now, it's not even just about you. You have to actually take two level. We're inspiring others demonstrated under the most adverse conditions selfless. Always places conscience over competing interests, regardless of fiscal or personal consequences. That's that competition. We talked about the competition between oh, I'm gonna take care of myself. And I'm going to take care of the team take care of the mission. Between what's doing what's right to do? Instead of what is easy to do. The next section that you get graded on your individual character is effective nece under stress. This is just outstanding. Because there's not thinking about this. And you don't even see this in business. I don't see this when people evaluate each other in the business world, but their stress and business world is a different kind of stress, but it stress here's affective nece under stress. Here's what you're doing thinking functioning and leading effectively under conditions of physical or mental pressure. Maintaining composure appropriate for the situation while displaying steady purpose of action a neighboring one to inspire others while continuing to lead under adverse conditions, physical and emotional strength, resilience and endurance are elements. Low end of the spectrum exhibits disciplined stability under pressure, judgment and effective problem solving skills are evident low end of the spectrum, by the way, how many people do you think do you know that don't exhibit any discipline or stability under pressure? Right. There's all kinds of people there's all kinds of people. And we know when's the last time you you. You didn't do a good job under pressure? Probably this morning. It happens. Right. Yeah. Fully. Yeah. Yeah. Yeah. Especially when you're not thinking about especially when you're not aimed at the correct response to pressure. You know? Especially when you have put a standard in your mind. Remember when you used to kind of freak out into jitsu when you got Coster phobic, right? Sure. Yeah. Right. Sure. You you'd get in a position. Yes, sir. Yeah. Usually side control. Right. You didn't like that? Yeah. The pressure on the neck the pressure on the chest. There were more circumstances surrounding those, you know, scenarios mental moral problems. Yeah. It would have to. Yeah. Okay. Okay. Yes. I do remember that at some point you said to yourself. All right. I cannot act that way anymore. You made. A you set a bar for yourself Hissar. That's the beginning of solving the problem. Yeah. That's what I love about this. It's actually setting a bar of when you're under stress. This is how you gotta act. If you're if you're a little above average for effective or Sunder stress. Here's where you're at consistently demonstrates maturity, mental agility and willpower during periods of adversity provides order to chaos through the application of intuition problem solving skills and leadership. Composure reassures other. Imagine you're on a team. A this is the average guy this is just so impressive. But my point is unless you tell your guys what averages they won't know it. They don't understand it. Here's the high end. So this is when you look at your troops. You say this is what I want you to do when we come under massive amounts of stress. Here's the model. I want you to try and perform as demonstrates seldom matched presence of mind under the most demanding circumstances stabilizes any situation through the resolute and timely application of direction, focus and personal presence. Now what I was doing this. I was actually only going to read the high end when I was thinking about this. But then I realized each one of these builds and that person at the high end already has the other two, but there's other elements in there that that aren't mentioned in the high end. So you got a mention me, and you assume when someone's on the high end they got those obviously they got the lower end things wrapped up. So you got combine all these three together. The low grade the middle grade and the high grade. We want people to show initiative talk about this all the time. This is the essence of decentralized command is that people show initiative. Here's what they say about initiative action in the absence of specific direction. Seeing what needs to be done an acting without prompting. So I'm listening to all all these this will think and at first I was like, oh, that's cool. That's how the navy kind of evaluate the people. And sure you're going to talk about the marines and stuff. But maybe like the second little part. You started reading. I just started applying to myself. That's what I'm saying. Like my life. Okay. So, you know, we're we're all part of like if you have a family if you're at the dad or something, right or your whatever if if you're a family unit, you're part of a team right there. And you know, your goals changed from time to time. But you sort of know the goals. So I'm like thinking in my mind every little like element that you're talking about. I'm like, okay. Lemme evaluate myself for sure with this like how good and you're right, man. So a lot of times like okay so performing under under stress, right? Like, there's all these little things you're going to the beach, and you're trying to make it onto. The house trying to make the beach. We have a high stress level. Let's see the kids need their water, and they need their change. Clothes. It might get cold. They needed Jackie. And all this stuff. Meanwhile, the caucus taking daylights honest, you don't wanna miss sunset. So how are you going to perform under that stress? You know, and I get it. The funny thing is you're bringing up this you bring up this. And I'm actually completely making fun of you for bringing up that stress. You know, how often are you at a public place, and you see a family they're running late or whatever. And you see a leader of the family mother or father freaking out losing their composure over the stress that we're actually joking about your a little bit serious. I'm joking about it. So you see people lose their minds because of dumb things oil and there's a little bit of stress in their world. And they dropped the ball. They freak out for them. Exactly. So my question is do those people has anyone ever sat them down. And explain to them what the standard is is there. And that's my point here. Yeah. Exac times people don't even recognize. They don't even know. They don't even understand what the what the imminently qualified human being how they are going to act in these situations. Yeah. It totally totally exactly hundred percent right there. So it like, okay. So you know, how you ever have a guy who loses his temper and fan. Like, you say, hey, you kinda lost it there. And then he goes back to how he felt like almost like the way he felt justified his temper, right? So you just understand. Here's the thing. We look we know you felt like that you daily demonstrate so you don't have to explain that. Yeah. You were feeling this. And you behave the certain way. But if that guy knew that he was being evaluated on his behavior, regardless of how he feels. But he he'd be aiming you put that's it. That's it's not it's not just the grading part. It's you have to know what the standard is. Because that guy might not even understand a if I lose my temper, it's I think it was easier. I think it was j p g p really took it to heart. When he heard me say losing, your tempers, a weakness before that he just didn't you know, because you see other people in your life is the other team guys. You see your dad you see your own call and they fight off the handle. And you almost have a respect for it. Right. You definitely respect your when your dad lose your temper, you kinda think. Wow, that's powerful. How can I have some of that power while you just do that? Right. So you learn mechanism, and then eventually you realize or someone tells you, hey, when you lose your temper, you're not in control matter of fact, your non control at all. And whatever made you lose your temper is. Controlling you. And losing your temper is is weakness. And so that's the big difference. It's not just hey, you're being graded. You're being watched which is definitely a great mindset to have. But you have to understand what the parameters are that you're being measured by that. You're being graded on. And that's where this comes into play. The next section. Just started with initiative. And we want subordinates to take initiative, but we want everyone to take initiative right of your kids. You want your kids to take initiative you want people in your free want everyone to take initiative. I used to say to the the young seal platoon commanders and tasking your winters. I would say imagine if everyone in your everyone, you're fired team leaders just was doing something smart. They took initiative and made it happen. Your job becomes so easy because you don't have to control everything everyone's just making things happen. That's initiative. So here's what it says about initiative action in the absence of specific direction. Seeing what needs to be done and acting without prompting. The instinct to begin task and follow through energetically on one's own accord being creative proactive and decisive transforming opportunity into action. So that's an issue. If you're on the low end you demonstrate willingness to take action the absence of absence of specific direction acts commensurate with grade training and experience that's what we expect of you little bit little bit better in the middle. Self-motivated an action oriented. Foresight and energy consistently transform opportunity into action develops and pursues creative initiative solutions or sorry. Innovative solutions acts without prompting self starter. That's what we want. And then here we go. The high end highly motivated in proactive displays exceptional awareness of surroundings and environment uncanny ability to intimidate mission requirements and quickly formulate original far-reaching solutions, always takes decisive effective action with definitions like that. It's no wonder there's only one marine at the top of that Christmas tree because that is a squared away. Individual right there far read, you know, what's crazy about this. Having put so many people through training myself. Even though there's only one allotted space up there. There are so many people that are capable of this kind of behavior. It's way more than. One percent. It's way more than ten percent. If you have people that understand what the parameters are and really aimed toward you can get a lot closer than most people would think. Yeah. And his I I mean, I, obviously, I don't know. But it seems like what you what you're talking about. If they like a lot of people just don't know. Know the standard, and the, you know, they don't know. Yeah. They don't know. It's not been made clear to them yet. The next section leadership. And this is broken if multiple sections, obviously because leadership is the most important thing on the battlefield. So this is their biggest section leadership section number one leading subordinates the inseparable relationship between leader and led the application of leadership principles to provide direction and motivates subordinates using thority persuasion and personality to influence subordinates to accomplish assigned tasks sustaining motivation and morale while maximizing subordinates performance. So there you go. That's what you're going to do is leader low end. Engaged provides instructions and directs execution seeks to accomplish mission in ways that sustained motivation and morale actions contribute to unit effectiveness, cool. So you're acceptable. Middle ground achieves, a highly effective balance between direction and delegation. We're talking a little dichotomy. Effectively task subordinates and clearly delineates extent standards expected enhances performance through constructive supervision, fosters motivation, enhances morale builds and sustains teams that successfully meet mission requirements encourages initiative and candor among subordinates. So you can see the the low end you're kinda just telling people what to do a little bit, right? Now, you're starting to. Ask for feedback. You're start to build that bond. Here's the high end. Number one thing for the high end promotes creativity and energy among subordinates by striking into the ideal balance of direction and delegation. Achieves highest levels of performance from subordinates by encouraging individual initiative. That's decentralized command I'm gonna let you guys run. And that's going to maximize performance. This is an incredible term in genders wailing subordination loyalty and trust that allow support it's to overcome their perceived limitations willing subordination when your team actually wants to follow you. Personal leadership fosters highest level of motivation and morale ensuring mission accomplishment, even in the most difficult circumstances. Next section developing subordinates commitment to train educate and challenge all marines, regardless of race, religion, ethnic background, or gender mentorship. Cultivating professional and personal development of subordinates developing team players in spree to core ability to combine teaching and coaching creating an atmosphere tolerant of mistakes in the course of learning you'll hear you'll think about that very often the Marine Corps Hayward tolerant of mistakes. That's how you learn low end of the spectrum maintains an environment that allows personal professional development ensures aboard it's participate in all mandated development programs. Middle ground develops an institutes innovative programs. You're proactively trying to bring up and raise your support. It's make them better to include PMA, which is professional military education that emphasize personal and professional development of subordinates challenges subordinates to exceed their perceived potential thereby enhancing unit morale and effectiveness creates an environment. Where all marines are confident to learn through trial and error as a mentor prepare subordinates for increased responsibility and duties. By the way, this is the number two. Item under leadership. The first one is leading the second one is developing your subordinates. Here's the top end of the spectrum widely recognized and emulated as a teacher coach and leader. Any marine would desire to serve with this marine because they know they will grow personally and professionally. Subordinate and unit performance far surpasses expected results due to mentorship. And team building talents attitude toward subordinate development is infectious extending beyond the unit that that's bold. Now, you're training your people. So well that other people in other units are starting to train their people think about that impact right there. That's how you develop you develop your support it so much that some other leader in a different company in a different platoon in a different battalion says we're going to start following that program gonna start stepping it up. That's leadership right there. Section number three setting the example, the most visible facet of leadership how well marine serves as a role model for all others personal action demonstrates, the highest standards of conduct ethical behavior, fitness and appearance bearing demeanor and self discipline are elements. Low end. Maintains Marie standards for appearance weight and uniform wear sustains required level of physical fitness adheres to the tenets of the marine core values fine. You're accepted middle grade personal conduct on and off duty reflects highest Marine Corps standards of integrity bearing and appearance. Character is exceptional actively seek self-improvement in wide ranging areas dedication to duty and professional example, encourage others self improvement efforts. That's the middle. Great. The in the middle grade you reflect the highest Marine Corps standards of integrity, bearing it appearance. You know, what that means? That means twenty four hours a day year in the game. That's what that means. It means you're active actively seeking self-improvement in wide ranging areas. We're trying to get better everywhere that's middle ground, by the way, high ground. Model marine frequently emulated exemplary conduct behavior and actions are tone setting an inspiration to subordinates peers and seniors remarkable dedication to improving self and others. What are you trying to do to get better? I say that said that on this podcast since day one. We're trying to get better. What are you doing? Actually, what's what's the actively? Because no another word you see here a lot in this action action action words into action ideas and actions skills into action. I was going back and forth with a guy that I did some work with for Sean front. And I worked with them for quite a few years ago overseas, and we still text back and forth from time to time and. He I said, hey, because he was telling me some of the notes he had taken. I said send me some of the notes one of the notes that he for the first note, he sent me was. You can't think things better. It's it's it's a solid piece of advice because he's one of these guys that that was a thinker. Right. A big thinker. And I'm all about thinking, you know, let's blitz develop our brain, let's develop our our mind power. Let's think about things let's be thoughtful. That's fine. But you can't think things better. They're not going to get better unless you actually apply the skills skills into action thoughts into action. Next ensuring wellbeing of subordinates. Genuine interest in the well being of marines enhances subordinates ability to concentrate focus on mission. Accomplishment concern for family readiness is inherent the importance placed on welfare of subordinates is based on the belief that marines take care of their own. Low end of the spectrum deals confidently with issues pertinent to subordinate welfare and recognizes suitable courses of action that supports subordinates wellbeing. Applies available resources allowing support it's to concentrate on the mission at a minimum. You're absolutely taking care of your people middle grade instills, and or reinforces a sense of responsibility mung junior marines for themselves and their subordinates actively fosters the development of and uses support systems for subordinates which improve their ability to contribute to unit mission accomplishment efforts to enhance subordinate welfare improved the unit's ability to accomplish their mission. People don't think about that fact, the the people that are actually accomplishing the mission are people those people aren't ready to perform because even agglomerated them. You're not gonna build accomplish the mission. High-grade noticeably enhanced his subordinates wellbeing resulting in measurable increase in unit effectiveness maximizes unit and base resources to provide subordinates with the best support available. Proactive approach serves to energize unit members to take care of their own thereby correcting potential problems before they can hinder subordinates effectiveness widely recognized for techniques and policies that produce results and build morale builds strong family atmosphere puts motto mission first marines, always into action. Boom. Last section for leadership. Communication skills. The efficient transmission and receipt of thoughts and ideas that enable and enhance leadership equal importance given to listening speaking writing and critical reading skills, interactive allowing one to perceive problems and situations provide concise guidance and expect express complex ideas in a form easily. Understood by everyone. Allows subordinates to ask questions raise issues and concerns and venture opinions. Contributes to a leaders ability to motivate as well as council. Minimum. Skilled and receiving in conveying information communicates effectively in performance duties, that's the minimum. Above average, middle grade, clearly articulates thoughts, and ideas verbally and in writing. Let's think about that. Middle ground. Do you know hard? It is for people to clearly articulate fought in ideas verbally and in writing. It is a skill. You need to work on all the time. By the way, this get you a middle grade here. Communication in all forms is accurate. Intelligent, concise and timely. Those standards accurate, intelligent, concise and timely. Communicates with clarity and verve ensuring understanding of intent or purpose encourages and considers the contributions of others. High-grade? Here we go. Highly developed facility in verbal communication adept in composing written documents of the highest quality combines presence and verbal skills, which indent engender confidence and achieve understanding irrespective of setting situation or size of group addressed. Displays an intuitive sense of when and how to listen. So. Read write speak. Listen, and do it all the time. If you're in a leadership position or you wanna be in one. That the the reading part people asked me what I learned in college. One of the most important things that I learned in college was I was an English major. This is why I was an English major by the way because I recognized when I was at a seal team as a young officer. That one of the most important things I was going to be dealing with was communicating with other humans, and I needed to have good command of the English language and of reading and writing the English language, but when I had to. Decipher Shakespeare, and I took a lot of Shakespeare, and you realize that you don't know what words mean, and you realize that you don't understand the sentence construction. And you what you realize is that you have to break them down and go through them and figure it out. So when I would get the rules of engagement from up the chain of command five years later, and I didn't understand them because they were using words. I didn't know I said, okay. What I need to do is look these up read it find out some substitute words. Make sense of it look up the definition of what they're specifically talking about and go from there because when you first if you just open up Shakespeare, and you don't understand something. What do you do you say it's stupid? When somebody writes a rules of engagement of there's words in there. You don't understand if you don't understand how to parse things apart in book up definitions and can't be humble enough to recognize that there's some things that you don't know. Well, then all you do is go this is stupid. Check communications. The next thing. No one really probably thinks that this is going to be in here for the Marine Corps. The next section. You're getting great on as graded on as a marine is intellect and wisdom. Thanks to people in the military is a bunch of knuckle draggers. Think it's all about brawn. But there you go. Intellect and wisdom intellect and wisdom, professional military education. PM e- committed to intellectual growth in ways beneficial to the Marine Corps increases breadth and depth of war fighting and leadership aptitude resources include resident schools, professional qualifications and certification processes, non-resident and other extension courses civilian educational institutional coursework a personal reading program that includes but is not limited to selections from the Commodores. Reading lists participation in discussion groups and military societies and involvement in learning through new technologies. You gotta get in the game. Right. They're gonna get educated. Here's low end maintains currency and required military skills, and related developments has completed or is enrolled in appropriate level of PM e for grade and level of experience recognizes and understands new and creative approaches to service issues remains abreast of contemporary concepts and issues. Middle grade PM outlook expand expands beyond MOS and required education. So you're not even worried about your own job. You've got that covered. Now, you're going outside of what your job is develops in falls a comprehensive personal program, which includes broadened professional reading, and or academic coursework advances new concepts and ideas. And here's your high end. Dedicated to lifelong learning as a result of active, and continuous efforts widely recognized as an intellectual leader in professionally related topics makes time for study and takes advantage of all resources and programs introduces new and creative approaches to service issues engages in a broad spectrum of forums. And dialogues. So this is never gonna stop. You. Gotta keep feeding your brain. The next thing you're getting graded on intellect and wisdom decision. Making ability viable and timely problem solution contributing elements our judgment and decisiveness decisions reflect the balance between an optimal solution and a satisfactory workable solution that generates tempo, so there's a good dichotomy for you optimal decision on on one side workable decision that can keep you moving on the other side. You gotta balance that dichotomy decisions are made within the context of the commanders established intent and the goal of mission accomplishment. So of course, you're trying to support the commander's intent. Anticipation, mental agility intuition and success are inherent. This is not the first time. They brought up intuition in here. How do you develop into intuition experience wisdom for reading? Low end. Low end makes sound decisions leading to mission accomplishment. As the minimum the minimum is to make sound decisions. Actively collects and evaluates information in ways alternative alternatives to achieve timely results. Confidently approaches problems accepts responsibility for outcomes. Middle grade, demonstrates, mental agility. Effectively prioritizes and solves multiple complex problems. This prioritize next cute. Analytical abilities enhanced by experience education and intuition anticipates problems and intimate implements viable long term solutions solutions steadfast willing to make difficult decisions. That's a that's a high bar for middle grade. High grade why Lee recognized and sought after to resolve the most critical complex problems. Seldom matched analytical and intuitive abilities, accurately forsees unexpected problems and arrives at well-timed decisions despite fog and friction. Completely confident approach to all problems master flea strikes, a balance between the desire for perfect knowledge and greater tempo. Why be recognized? To solve problems this one this little line here, accurately forsees unexpected problems and arrives at well-timed decisions despite fog and friction as a big ask. Right. They're going to be in the game. You gotta be in the game to get to that level. Last thing you're getting great on for intellect. Wisdom is judgment. The discretionary aspect of decision-making draws and core values knowledge and personal experience to make wise choices. Comprehends the consequences of contemplated courses of action. Minimum grade. Majority of judgments are measured circumspect relevant and correct minimum. Middle grade decisions are constant are scar consistent and uniformly. Correct. Tempered by consideration of their consequences able to identify isolate and assess relevant factors in the decision. Making process opinion sought by others subordinates personally, personal interest in favor of impartiality. In the high end decisions reflect exceptional exceptional insight and wisdom beyond this marines. Experience council sought by all often an arbiter consistent. Superior judgment inspires the confidence of seniors. So that's how you get graded. On intellect elected wisdom, and actually the last thing that they grade you on is they actually grade you on how well you evaluate your other marines the extent to which this officer serving as reported official conducted or acquired others to conduct accurate on inflated and timely evaluations. This is the last thing you great at all. And they go through and you have a low end is like you did a good job. The high end is you do an outstanding job, but they're grading you on how well you great. And then you get to the last page, which where this is where you have the Christmas tree the eagle globe and anchor Christmas tree comparative assessment provide a comparative assessment of potential by placing an X in the appropriate box in marking the comparison consider all the marines of this grade who's professional abilities are known to you personally. And then you go through that tree. The unqualified unsatisfactory a qualified marine. One of the many highly qualified professionals who form the majority of this grade one of the few exceptionally qualified marines, and then you get to the top the singular marine at the top. Who is the eminently qualified marine? The eminently qualified marine and. That's what I think makes this. Makes this interesting is to to consider that statement imminently qualified. And think about where you're at. In you. You're not a top. I'm not a top. None of us are at the top who can be. But what are we striving to be? What do we striving to be? Are we striving to be the most eminently qualified human being that we can be? Do you even know what that means? You even have those thoughts in your head. I'm guessing you don't I barely do. I know I've had vague thoughts. I know I had definitions that floated around my head of what I was trying to be what I'm trying to be today. But why aren't those solid? Why aren't they? I was I was thinking about this. I was talking to Dave Burke, Dave. Yeah. Good deal. Dave. And I was like, hey, we need to build this. Basically in evaluation system for humans. To become eminently qualified as a human. What does that look like not only to grave yourself? But to actually know what you are trying to be. So David I'll work on that. So standby to get some. And until until we do get that out. Then think about. Think about. Are there areas that you know? What the goal is that you're walking around thinking that you deserve a five point. Oh. But she really actually. He really actually deserved to buy new. I do that is right. Yes. I'm I'm thinking, I'm good. I'm walking around. I'm thinking, I'm Ron and everything. Right. I'm thinking, I'm thinking, I come correct. You. Yes. But the reality is, I don't, you know? And and the reality is you have that little moving goalposts in your head. You move it around a little bit, right? You give yourself a little bit more slack one day than you. Tighten it up because you're feeling good. The next day then you slack it off little bit morbid far as you're concerned. That's a five. Oh there you're in there. And the reality is. I don't measure up the way I should be measuring up on a daily basis. On an hourly basis who's grading me. Who's lying to me? You know, who is me. Me. But until we clarify what the aim is what the goal is. And what those standards are how am I supposed to hold myself accountable to those standards when they don't even exist. So I'm gonna make exist. I'm gonna put them in. I'm gonna put them on paper. We're gonna come up with that imminently qualified human being what that looks like because we all got all ideas floating around up there. Yeah. I'm going to bring it bring. I'm going to apply that put it into action put it into action. Right. Are we doing everything that we could be doing everything that we should be doing? Are we cutting corners? Are we slacking off? We give ourselves a five point. Oh when we should be at best cracking a two. Daily. How much are we leaving on the table every day? That's a question for you. Right. How much are we leaving on the table? How much you sent you know, what I can just leave that there? It's a fine. How much how many things just do you accept this collateral damage? Like something goes wrong. Like one thing goes wrong as there's just collateral damage. Other things are just gonna fall, by the way. And you're good with it. Yeah, you're good with it. Something you, you know, I hurt my knee alcohol. Guess what I'm gonna eat a doughnut right now is that where we're at is that when we're at our is there collateral damage. Oh, work was hard. Therefore, I'm going to, you know, treat my family not gonna not gonna have good family quality time tonight collateral damage because they what do you expect from me? Yeah. Right. Where's the collateral damage? Why are we allowing this collateral damage will part of the reason I'm telling you that we allow this collateral damage is because we're not effectively grading ourselves. And even worse than that. We don't even know what standard were trying to achieve. No one's even told us the minimum standard. Okay. So why is your life going marginal right now? Why are you doing? Okay. Why am I doing okay right now? Well, it's because I have some vague idea. I kind of know I'm heading in the right general direction. That's not good enough to get. Maximum. It's not good enough to be eminently qualified. It doesn't work. You have to step it up. You have to you have to have the unmitigated daily discipline in all things, and that's hard. It's hard for one day never mind every single day. So. Gonna make this evaluation. Dave, and I are gonna make it. I'll get it out to y'all in until then and I'll try and get turned around quick as possible at least some kind of a. What is it called an early version? A beta test is that what it's called. Sure, I think no like technology, right? Right. Right. Right. Yeah. Sure. We had a beta test. We'll try and get something out there quick. And until then start looking at yourself. As usual your strengths weaknesses and start trying to see where you can improve. Start moving towards the goal of becoming the imminently qualified human being. Twirler headed. And I think that is all I've got for tonight so echo, Charles. What do you got? Well, I got I know we're trying to step up. We got thoughts will. Yes. So you, and you actually mentioned it in like right there at the end there where all these little oh little bit. All these evaluations are like, you know, you do this consistently and all this stuff. It's so there's two parts to that. When I was thinking, you you have to do all these good things right to be the minimum or to be the, you know, you you can't even really be in the group if you're not in the minimum, right? But you got to do things every day like you essentially be known for these things. Yeah. So so how we get jammed up. I think when we when we are conscious of like how good am I doing XYZ area of my life or whatever. And if it's something that you're working on a lot of times. We don't get the accurate evaluation to ourselves because we'll do we'll do it really good one day. And we'll do it really good two days on a plane. Dang, i'm. Pretty good at this. So I'm gonna go ahead and get myself like a four, whatever. But meanwhile, you only did it twice, you know, in the whole week. You did it twice you're so happy because it's this big change because you usually do zero times. So you like, hey, I got this. You your minimum Barra was set so low that you think you're crushing it. Oh. Because in your mind, you kind of are comparatively comparatively like if you have a standard, you can more accurately, but we don't have standard. So in your mind. It feels like oh, I got this. I got licked. I'm a four. Now, I used to be a one four now. So meanwhile, you're not a for your actually still a one really really you think you're and there's also there's also this there's also and I talked to Dave about this a little bit. There's a there's a short term grade, and there's a long-term create because check this out. Let's say you let's say you never worked out before. And you've been watching video games and eating doughnuts. And and just you know, in in bad, physical shape, your grade, your overall grade for physical, fitness is whatever is a one point. Oh, so it's a lowest it can go. But. Daily if you get up. Okay. Look, look, I can only run one mile, and it's gonna take me twenty minutes. Twenty two minutes. I'm gonna do it. And then I'm going to do as many push ups. I as I can which is twenty three by the way. If I did a one mile run and twenty two minutes and did twenty three pushups that would I would get a one point. Oh for the day. But this individual that's been on the couch living a sedentary lifestyle. If he does that guess what he's going to get an he's going to get a high grease four point eight for the day. So then he's leading himself in the right direction. Yeah. So not only is that not only do you have this one of the president. And again, this is something I told Dave I'm like, listen. A once a BI annual twice a year. Every six months, you're getting a grade that doesn't help you what you need to look at yourself every day, you need to look at yourself every day and say did I truly glib this way live the way I should be living today. In those standards need to be clear. And then you need to apply them to your life. I might even say like the that. That example, you just gave sold the guy who's sitting on the couch all the time whatever or every day. And now he's doing he's working out every day, but his physical fitness standard, technically still loss. Still very let him be plano. Maybe another area of evaluation is like, you know, improvement or you know, how you say or Beck when you're young. You know, they give you that most improved kind thing. Yeah. Maybe that could be part of it. I think it will be covered by the daily track the daily track. Like, okay, you got a four point. Oh tonight. What's your average right now? My average for the last of my running average for thirty days is I'm hitting a three point nine physical, fitness means. I'm doing something every day. I'm pushing the envelope on improving now my overall score is moved from a one to a one point two. Yeah. Because I'm I'm in a little bit better shape. But it's still not wear needs to be guess what? That can crush some people. Right. If someone goes with one point two, I'm never gonna improve that sucks in three months. No, guess what? Would you get today? Would you do today? Same thing. Opposite, right? The opposite can happen where someone thinks will. I did something. I did something today. So I'm good, man. No, no, and the other collateral damages. I did good physical fitness today. Sauna take tomorrow off or I'm gonna eat a, you know, a crappy meal man, get that pizza together. Yeah. Right. We don't want that we end when I say we I mean me. Yeah. In that. Why is that? Because we've we've we've created this this this pliable standard in our head. We move around based on our little feelings you, but but this does this won't allow for it you need to keep yourself in check. Yeah. You need to keep yourself in check at all times. And the reason you need to keep your check self in check at all times you need to impose discipline on your life because you will end up in a better situation that you'll end up in a better situation, you end up with more freedom is where you're gonna end up. You know people. You talk about regret. Right. Oh, you go talk to people when they're when they're dying on their deathbed. And they're they're gonna regret things. They didn't do there's nothing. I can imagine you're going to regret more than when you look back at your life. And you say I didn't achieve what I could have a chief d- and there's only one way to maximize your chief -ment and that's daily disciplined daily disciplined. And again, we're we're talking about treatment. What are we talking about? I'm not just talking about. I worked more than you. I made more money than you. I produced more I sold more cars, and that's not what I'm talking about. I'm talking about what what is your what is your treatment? What is that? You're trying to do. I spent a bunch of time with my family and raised a great kids. Okay. That's what you wanna do put that on paper. So you know, what that looks like? Maybe there is a financial there should be a financial aspect to it. Because you need to pay you need to have a roof over your head. You need to be able to feed your kids. So you certainly should have a job of vocation aspect to grading yourself. Are you doing what you should be doing at work because if you're working hard at work, guess what you're going to get promoted eventually, we're you're gonna find it. You can improve your skills to a point where you're be more valuable, and you can go find a different job somewhere else. So that's got to be in there. Because if what we allow ourselves do is show up at work every day. And just do what we need to do to get by guess what you're never leaving in that job. You'll be doing that thing forever. So it's physical fitness. It's what you're eating your fuel systems that you're putting into your body. It's the family the the the effort what are you doing to improve the skill sets of your children? What are you doing? What are you doing to improve the skill sets of your children? Are you spending twenty minutes teaching them new vocabulary words so that they can articulate better? So they can become a better leader when they get older. Are you doing that? Is that a big ask as a dad as a mom? Are you doing it? Have you showed them how to escape? Jia teen have you? Maybe you should could you can get caught in a guillotine. That's the streetfight right street by g teens are coming. So have you does your kid know how to escape a guillotine industry fight? And how much is how long will it take? You gotta teach him today that takes fifteen minutes, but you've got to drill. It got a drill. It every day until they kind of understand it. So what have you invested in your kids today? What's the minimum standard? Now, you could think to yourself. Well, you know. I got my kid, and I Pat for Christmas that was an awesome gift. So I'm pretty much good to go as a dad. Yeah. Right. Does your kid care about that ipad compared to you fast forward? Three years. We are kids got an incredible vocabulary and can defend guillotine. Right. So how much of you? So how much have you invested in your family? So these are the kind of things that we can set a moving goalpost where you can set a moving goalposts that says I buy if you get your kid and ipad with some apps on it. You're a good dad. That's a moving goalposts. They you should. Hey, if you can get your kid, an ipad, and they can get medication stuffy feel pretty good about cool. Good job. Is that a moving goalpost? Yes. It is. Yeah. Because what they really need to know is have a better vocabulary. What they really need is interaction with you as a human being. So they interact with other human beings in in a more complete way. That's what we're doing. So you got your physical. You got your okay mental? What are you? How much have you read today? And I'm not talking about reading somebody's freaking Instagram post that doesn't count get negative credit for them. You're getting dumber. When you do that. So what what what are you doing? How many words did you learn today, and by the way, this is brain maintenance too? Because if you're not trying to learn new things, then your brain is deteriorating. Just like your body will. So you've got that aspect. What about your creative output? What have you done in that capacity? Did you write us? Did you draw a picture? Did you write a story? Did you come up with a guitar riff that kinda rocks? Right. 'cause you may or may not have my guess is you didn't. So what have you done that today? And where and by the way, if you think all I took a cool picture for Instagram, and I'm kind of giving myself artistic credit for output right there. No, no. So and then you start looking at all this stuff, and you start adding it together your time that you'd vested in your work, and your family and friends, and you're trying to try to teach your kids something, and you're trying to read something and all of a sudden, you look, and you say, well, I don't have much time. And then you look at yourself and say, wait a second. Why don't wear my time? Go dick. What grade do I get today for time management? Yeah. The big one. Because did I spend time doing things that I got negative value never mind break, even actually negative value. And we don't have a grading system. We don't know what we're aiming at. We don't know what the potential is. Because that's what's cool about this. You you read these definitions, the high end, the outstanding the eminently qualified marine that is an unachieved unachievable human. It's an honor Chievo boom read you will not be that good. You cannot hold all those categories. But let me tell you something that is no reason to not aspire to become the most eminently qualified human being that you can become just because it's impossible PAF just because it's a path with no end to it just because you'll never reach the top of the mountain ever. You will not you cannot guess what? That is no reason to stop guess what? Jujitsu you're going to get tapped out your there's always going to be someone that that can tap you out. Always a one hundred percent of the time. The best guys in the world. Get tapped out. Yeah. The best guys in the world. Get tapped out boot Chechya Hajer Gracie, which is the best guy in the world. What happens he goes in g in loses to Hajjah Gracie tapped out submitted. Why is that because somebody's always? And what happened Roger Gracie by the way when he fought Tim Kennedy. He got beat down. So there's always you're never going to get to the top mountain. But that is not there's that is not a reason to not to stop climbing. Just because you're not going to reach the top of the mountain doesn't mean you stop climbing. No, actually, you climb harder. You see where you can get. But if you don't know what you're climbing. If you don't understand the mountain, if you can't see the summit, you don't know where to climb, and then you just look around and gone while by muzzle to slide down 'cause it it. It's it takes physical and mental exertion to move up the mountain. And if I don't even know where the top is. I'm just going to I can't tell where I am. I can't tell from halfway up the mountain a quarter with the mountain. I can't tell them closest bounce can't tell. So there's enough reason for me just to sit around and do nothing break out, the doughnuts note, the Kissel, the we started this was with your navy experience evaluations, go in it. Okay. So this is essentially what it would kind of translated to me what it was in the navy the one that you were talking about was like everyone expected to get the high the the perfect score. Right. And now start worded a standard, and then in the Marine Corps one. It's kind of the opposite. While the navy wants started out when I first got in the navy, basically, everyone was a four point. Oh, and then they changed it because if you needed to force rank, and I don't know when the Marine Corps. Or if they made that change. But but they did because that's the way it is. Now, they're force ranked for sure. Yeah. Okay. So the and the point is just the two different standards, like common standards. Right. We're you know, one 'cause you get this in other places too. Where it's like, oh, you know. It's just a just your here's your quarterly valuation. And I just put for us. You know, because I don't have any complaints about you kind of there. It doesn't necessarily reflect how dope you really are. It's just how dope you could be. Yes. Exactly. Right. So it's just more of like, okay. So the ceiling is pretty low is what it is by like a common perception as far as the standard goes, then you have the opposite. Where it's like, oh, we all know. No one's going to get a five like we all just know that. So we're we're just kind of doing the best. We can kind of thing in in that way is better up for obvious reasons. But at the end of the day is like when you say you can literally beat like your topping out because as you get better and better it's harder to get better. So. If but you won't even get to those upper levels if that ceiling was so low in your reaping four is all day. They're all year, whatever so many used to I used to play scheme Super Mario brothers. Your supervisor heard of it. But I think I've ever played one single second of that particular video game. All right Bill. Okay. I played halo one time for about three minutes with some of the guys that was in my seal platoon. And then I just think was after thought it was a they were really good at it. They murdered me a bunch of different ways. And I said, well, this is stupid to video game. I don't care who wants to grapple. Well, that part is I would say that that's true. But this point still is consistent so Super Mario brothers. It's okay. So is Super Mario. There's a bunch of Mario brothers this this. This one is called super. Mario brothers, original Nintendo entertainment system here say nine thousand nine hundred store if I'm not in school so Super Mario brothers head four worlds. Sorry. Eight worlds four levels each world. So thirty two levels. And you have an opportunity at various points in some levels to hit the warp like the war zone. So you go down a pipe in it skips. Like all these levels. Right. So you could you could essentially get through the game in maybe like, I don't know six or eight levels if you warped, right? But if you chose not to work you'd have to go through all thirty two levels. So I used to be able to go through. All thirty two levels, never dying one single time. Like, I got really really good at that year for those either just listening and not seeing this on video echo. Look super proud statement. I mean, I was a little bit barris for school anyway, thirty levels. Here's here's why that's significant though. It's for a super. Mario brothers goes because you can easily pass the game saves the Princess by just warping, and it's still real hard. But you, you know, you only go through a few levels compared to if you go through all the levels voluntarily. So once you say the Princess by warping this like cool now you've got to go through all the levels. But if you can do that without dying. That's like that's super high level as far as super. Mario brothers goes. So basically, so what's your point? So go back to the two standards her to go back to the two standards. If you go for the standards like, oh, yeah. Everyone gets a kind of a four point. Oh, kind of thing that's like passing passing the game by warping. It's true. Like man you pass the game in one, man. Damn. That's good. That's good by any standard. Really? I can't complain about that. But you got to open up the standard little bit more go through all thirty two levels, then without dying. Then you do it as quick as you can't kind of thing. And if that standard allows for all that where you can't reach the top like the standard is and saving the Princess standard. Is like something way greater assume saying so it allows you to get better and be valuated on that on that elevation while still nut like capping out that a certain level assume sane switch. You gotta do as far as evaluation process goes. Okay. Bro. Telling me. Look to Super Mario. But there's this thing they discovered it was like a glitch in the game where you could like go to this one level and do thing with a turtle shell and keep jumping on it and get like a thousand men. Which is kind of a step backwards in a way, but just decided no. Day. Okay. How much time have you spent playing video games? Well, what you could have done with your life. Well, can you play guitar you could've played you know, instruments could have mastered chess. You could've spoken another language is that your over here talking about how you did thirty two levels in one minute by the by the way, this get you a really low grade come up with a system your grade is going to be the low. Yes. As far as the chievements goes. Yes, very low, but as far as an evaluation process did that translated highly respect you j Charles Koga. Hey, man, did he kinda sometimes there you go? That you finally got that respect you wanted for beside Oreo both in fifth grade, by the way, so you know, little bit different is that a humble brag. I did. No, I think it was more of an aging thing actually that wasn't a break at all. Because in fifth grade. You could have been learning the language. Yes, sir. Yeah. Yeah. We're doing pull up. So actually it was doing pull ups in fifth grade. That's legit. Yeah. Big time. I thought check. Well. Okay, less. Here's the bottom line. We are looking to step up. We are looking at to to become better truly better. So what do you got forced? How can you? How can you help us get better yet Pasol and actually that brings up a good point because we're on the path quote, unquote. Right. You whatever all in the path insane. We're even saying we're on the path straight up saying. But like what is the path though? I mean, sure there's some things, you know, we can go through edgy to of course, as part of it. But you don't have any valuation kind of standard is what you say. So yeah, I think that'd be actually I'm really looking forward to do to be honest with you unless jujitsu. Yes, that's on the path. Here's okay. So this will help us prep that at the very least prepare to be officially on the path and be evaluated Gigi. Right. That one get a geek. Step one, be get a rash guard. So where do we get our geeze? I'm getting us from origin origin, main dot com. Best keys in the world. Factually, actually, the new rift is at our let's just live re this is like when you put it Rifke on. And then go back to your old g. I said before games nonstarter, you're going to be mad at your old gate. You're going to be trae. You're g you're gonna wonder why anyone ever made a Gillick they used to make them. Yeah. But then again, then you then if you choose you can revisit or you can visit that video that Pete put out about like, you know. Because like, okay, that's why they didn't make it because what they went through to make it. Yeah. You know, not everyone's hand, and as usual, we are standing on the shoulders of giants because you always look at the way things have evolved, and you have to take those iterative steps. No one just thinks of. The iphone right. Somebody had to make a bunch of other phones before that. And then even consider I phone like right now like what is the newest one. I dunno X or some something ten exit ten, and, you know, Roman numerals, I guess, I didn't know that. I anyway, the one in six years from now is going to make this x ten one. It'd be like, oh, it's old school, you know, like non evolved, Neanderthal. One that's going to feel like that's that's what you're old GI will feel like yes. A non involved Neanderthal. Gi he on the rift e oh, yeah. So you can get you can get the geeze you can get the rash guards. You can get other clothing. You can also get supplements. Which right now, I am taking a ton of joint warfare her money, which is not that big of a deal because let's face it. I'm walking around. You know, we're going to be fine. It's not that revealing when people to. Feel like oh, no what happened. Don't worry. Everything is fine. I did however up the joint warfare and. Continue the krill oil path. But the the the joint warfare you can feel it in their can feel it like little micro Nanno robots. They're repairing stuff now. You have to you know, I know what happened with your bicep. But the last time I hurt my other knee. It was a disaster. And this one is already so get your joint warfare. I remember you. Well, I mean, of course, I remember it because he was as recent as today where you're like like wolverine fist. But I'm like, yeah. Well, I dig it. It's probably the joint warfare. But. The house to something to do with it. But also, there's some there's definitely I definitely have been blessed with some sort of a ability to to heal up a little quicker. Amount. Thankfully, knock on wood. That's what it seems like to me. Well, also, we have Moke which is additional protein that happens to be delicious and taste like a dessert straight up its way it goes with that also. Where are you kidding mock fame deal just for the same deal, but they have strawberry or your kid mock? Which is literally the best tasting thing in the world. That has strawberry flavor 'cause men is still my favorite, and we do have strawberry. Adult mulk coming out. I t need that. And it is ridiculous. What is T test and evaluate? Oh. So I got a little package in the mail. And it was so good. So yeah, you can get that. You don't also discipline. And disciplined go so discipline, if you are going to train jujitsu or you're going to do something that's going to require physical output, and at the same time, mental alertness, so that's for me. It was always about. Hey premission. 'cause it when you're on a mission, you have to be physically ready, and you have to be mentally ready. You need a both aspects. And so that's why we made disciplined so you're ready for those things. And then also we have disciplined go, which is which is a capsule and reason I made this is because sometimes I'm going to speak or I'm going to work with a company I'm going to be in a boardroom all day, and I wanna bring my A game. Sure. And I don't wanna have to drink a whole beverage because I don't don't need it at that time. So I talked to Pete Brian. We took the the elements from discipline drink put them into the capsule. So that way if you need to bring your a game, you can get your disciplined go. And that will get you across the board and some will a little bit of jockey white t so good in the original the original tea that chuckle was into. Yeah. Just kind of, you know, white t it's, you know, at first, but now sort of a staple it's like synonymous, you know, jockey white t the it's it's synonymous with good taste. It's anonymous with eight thousand pound dead lift. Does that also the tea is available at Jaakko store because. Yes, Jaakko has a store, which we already know. But that's a good place to visit to stay in the game to represent while you're in the game. So if you won t shirts, that's some lightweight hoodies rolling rocking and rolling. A lot of good evaluations. No comment yet. Because you haven't put one on yet because you have given me one a lot. Well, let's face it. You kind of deserve that one. And it's also changing minds of people who originally. It's really special forces and over here. I like side ops. Hey, it's truth. Be told they came out really good. Just even like the fed the designing hat on the other night. Yes, sir. It is one of them. There's two this to okay. It's you can get truckers hats patches on their macho other stuff. Yeah. Bunch of Kusei. Yeah. If you want Jaakko store dot com, if you wanna represent while you're on the path while you're being evaluated that might be one of the valuation scenarios your uniform come on. Anyway, I guess if someone's as complete slob. Yeah. Then maybe they do need to step it up somebody. Yeah. Okay. Maybe uniform will be judged, but I doubt it. Well. Okay. Well, that'd be wearing a stinky though. Yeah. No. That's that's a uniform violation. Big time. Yes, sir. Oh, you didn't want to wash your geese? So now we all have to suffer. Yeah. The you're going to get punished. What if don't do that? Hey, the the Rifke the cool thing you can wash with your normal close. Yeah. Because it's an dry does not is not like when you put a regular g in. And it's like you through a forty pound weight washing machine. Go go, go go. Because it all bunch. That's all on site. Yeah. Yeah. And it takes nine hours to dry non the rift dries with your normal quick dry t shirts just about did. You see the video Pete head when he's like going into the fibers like he takes fiber breaking it. And it's hard to break. He puts the two, and you can't even break it the whole. Yes. Goodman, real good. Also subscribe to the podcast if you haven't already that is for black of a better term. It's important. It's something it's not nothing like to subscribe Ursus. If you didn't subscribe, don't forget about also the warrior kid podcast. So this is one where your kids can actually be educated. This is quality time with your kids, you sit there and listen to podcasts is that a driving your car, and you're playing some lame music for them. Or you're having them listened to some dumb podcasts. No have them. Listen to war your kid podcast. They're gonna learn from it, you're gonna learn from it. Just check it out. It'll it'll help it will help your kids. Just got a Texas more from a buddy who said he had a this is going into the book, but he had a nephew who had been through. You know, a rough time and ten years old gun the warrior kid book, boom warrior kid that book completely changed the trajectory of my nephew's life. And and it doesn't get much better than that. But the warrior kit podcast has the same messages in podcast format. So check that out. And also while you're there, you can check out some of that Irish oaks ranch dot com where we have a war your kid that is making soap started a business making soap on his farm from goat milk. And that goat milk will help you. Stay clean snickering. My daughter has a question for unplug. J O somewhere else send it to take. You know? We'll get that sorted might also. You too. We have a YouTube channel. If you're interested in the video version of this podcast, see with Jaakko looks like while he can gives it to you straight. That's you know, that's where you go. There's also some of echoes legit videos on there that he calls legit videos. Heels good about if feels really good about him. And just like he feels good about Gooding through thirty two levels. Yeah kinda. Yeah. Sometimes a logical warfare. If you need a little everyone that looks for an alarm says, oh, really be great to have an alarm chocolate making alarm, that's the alarm, psychological warfare. It's on itunes, Google play MP three platforms and not knowing wake you up in the morning. But if you're having a moment of weakness because you wanna eat a doughnut this will one hundred percent effective. Stop you from eating a Donut press play, psychological warfare. Check. It out also flipside canvases. My brother Dakota Meyer. You heard him on this podcast number one fifteen if you haven't listened that podcast, just go. Listen to give yourself about four hours because it's long, and it's heavy, but he's got a company where he's pudding images onto various forms of canvas of nylon, or what is it vinyl vinyl, and you can take these things and that way, this is kind of things you can put up in your house where you look at it. And you get that little extra message to go get some or that all your. Uses our allies more that things are good or that disciplining was freedom. So check it out flipside canvas dot com support. My brother Dakota Meyer, some really good stuff on there. Also, looking to expand your your workout horizons. Good on it dot com slash Jaakko. They got some good workout gear on there. A lot of good info. Let it good stuff on their overall. It's like to optimize your whole situation. But yet really good stuff on there on it dot com slash up some books. I just talked about way the warrior kid, that's a one that's book one the next book same series called marks mission. And then there's the third book in the series, which is called way the warrior kid where there's a will. So that is now live for preorder at this time. If you want it order it now that way I can print enough copies for everyone. That's called the big preorder that I used to make fun of my publisher. But guess who the publishers now me so I have to know how many to print so if you want it order it now, and it's gonna come out may twenty eighth. So there you go. Also, we have Mikey in the dragons, this is a book to help kids figure out how to overcome fear. Sure, your kids could lead read some book where you could read some book to your little kid. That's about. Things that don't matter in the world or you could read them a book at helps him actually learn how to overcome their fears. That's Mike in the dragon's. Great story. Awesome. Art, Mary awesome. Yes. The discipline Nichols freedom field manual give the gift of discipline? That's that's all there is to say. It's the book that's going to show people that you it's gonna show people the path. If you want that on audio form, then that's not on audible is on I tunes Amazon music, Google play and other MP three platforms. Then you've got extreme ownership which I wrote with my brother Leif Babb, and where we took the leadership lessons. We learned on the battlefield and explain how those can be applied to your business in life, and one of those lessons in that book is called the economy leadership the dichotomy of leadership seemed to be as we continue to work with businesses companies leaders around the world, we found that the biggest problem that they had was balancing the dichotomy of leadership. And when you can't balance the dichotomy of leadership v multiple dichotomies of leadership when you can't balance them, they derail your whole team. So get extreme ownership and get yourself the dichotomy of leadership. So that you can understand how to truly apply these things affectively Ashland front. That's my leadership consultancy, and what we do is solve problems through leadership. We have an outstanding. Team of outstanding guys Leith Babb and j p Donell Dave Burke, Mike Cochran or sorry Flynn. Cochran Mike Zarella, Mike by and now, Jason gardener. If you need help at your company with any problem because every problem that you have in your business is a leadership problem. That's what we do. We solve problems through leadership echelon front dot com. We have the muster coming up Chicago twenty third and twenty fourth. We haven't pulled the sold out switch yet. But we're going to it's almost sold out September nineteenth and twentieth. That's that's may twenty third and twenty fourth in Chicago September nineteenth and twentieth. And Denver and in December fourth and fifth and Sydney extreme ownership dot com. If you want to register do it quickly because all of them are going to sell out. Yep. Online. This is for those that can't make it to muster. Or you can't bring your whole company to a muster because it's expensive. That's why we made EF online. This is all mine interactive beater, ship training. It's me, and it's everyone on the echelon front team training leadership through technology. It's it's available direct to consumer. If you're just one person you want to get in the game. Or you've got a company you can get it through enterprise. But if you wanna check it out go to e f online dot com, and of course, on top of that we have e f overwatch where we're taking. Leaders proven leaders from spec ops in from combat aviation putting them placing them into companies in the civilian sector. Don't always hire someone based just because they have experienced in a field actually, hire them for their leadership capability because it is a lot easier to teach someone an industry than it is to teach someone leadership. So get yourself a qualified proven leader go to f overwatch dot com. If that's what you need. And if you want to hang out with us a little bit more because you're just not satisfied with five hundred hours of us on this podcast. Well, then we are on the interwebs. We are on Twitter we on Instagram. And of course, we are on that as he woke, blah. Echo is at echo, Charles. And I am at Jaakko Willink, and thanks to all the people that make this podcast possible. And by that, I mean, not some big corporate sponsor by that. I mean, our police our military our law enforcement our firefighters paramedics EMT's dispatchers correctional officers border patrol and yes secret service. All you first responders. All uniform your service in your sacrifice allow us to live. To live a life of liberty and the pursuit of happiness, which is what we're doing here and everyone else out there. Check yourself. Evaluate yourself. Honestly, are you doing what you can do to be better? Are you working as hard as you can? And that just doesn't mean work as in your vocation or your job are you working to be a better father or mother or daughter or son argue maximizing opportunities. And again, not just professional opportunities, but opportunities to help someone. The teach someone to coach someone to make someone else better. Are you maximizing the opportunity to spend time with your family to strengthen the relationships? You have. Are you maximizing the opportunities to make the members of your family better? Are you every day doing everything you can? To live the most eminently worthy life. You can live ask yourself those questions. And when you realize that you fall short that we all fall short when you realize that then get yourself on the path to correct those shortfalls by going out there. In getting after it. And until next time, this is echo and Jaakko. Out.

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