20 Episode results for "Team Leader"

24th Sunday in Ordinary Time - Chosen

Catholic Musings

05:56 min | 1 year ago

24th Sunday in Ordinary Time - Chosen

"Catholic musings catholic gasoline easing welcome to catholic musings for the twenty four th sunday sunday in ordinary time. Yes see whether you here at mass. The long or short version of the gospel reading the theme is the same one of seeking for the lost and rejoicing when it is found so in the short gospel reading we have the shepherd with one hundred sheep who loses one and goes and finds it leaving the ninety-nine ninety nine alone having found the lost sheep he lifted high on his shoulders and rejoices with his friends and neighbors then we hear of the woman with ten drachmas who loses one lights lamp and sweeps the house until she finds it when she does she calls together her friends and neighbors and rejoices in the long version of the gospel. We have these two events along with the man with two sons the younger of which asks for his inheritance goes away and squanders it we then hear of his return to the father and the joy compassion forgiveness in rejoicing in the father when his son has returned learned quite rightly we focus on the lost sheep the lost coin lost some but for a moment lettuce. I turned the tables. Let us focus on the ninety-nine sheep left behind the nine coins kept together somewhere in the house and the eldest son. How would those nine thousand nine hundred sheep feel while the shepherd was off looking for the lost sheep. Would they feel abandoned alone. Insecure a lost how safe with those nine queen's kept together in the house while the woman was single-mindedly focused on finding the lost coin in her mind turned away from protecting the other nine. How valued do the oldest son feel seeing his younger brother given money that would rightly have come i'm to him on the death of his father and seeing the father run away from him towards the youngest son on his return and calling for a celebration liberation. Let us perhaps bring the same idea into our communities and places how many parishes feel when they see the parish priest spending large amounts of his time with those who barely come to mass or those who never entered the doors of the church how to work as feel when they see so little of their team leader of boss because he or she is spending so much of their time with the worker who is under performing or even closer to home. How do we you and i feel when we see attention focused on others ministry director to others rather than to ourselves aggrieved upset neglected tood forgotten on valued perhaps yet the answer to this is in the words of the father to the elder son as he says these words my son you are with me always and all i have is yours think for a moment of the ninety-nine sheep they did not make their own way into that flock they were brought into that flock by the shepherd either through birth or purchase they did not wander around and find a flock to join the shepherd through nurture aw man purchasing care gathered them as one think for a moment of the nine coins they did not appear suddenly in the home of the woman they were workforce four sweated for sacrificed for the woman through her own labors and energy brought them into her house kept them secure countered them knew them and protect back to them. The oldest son did not bring himself into the home of the father by choice raise himself feed himself educate himself or protect himself off. This was all done by the father who raised him his own son with large generosity and abundance. We should at all times remember that we do not save ourselves. We are in the household of faith because god has gathered us together and reaches out to us when there are times that we feel neglected forgotten on valued or rejected by god remember that we are where we are not because we decided to make the journey but rather because god reached reached out quotas by name made us his own and gathered us together in his love for the prisoner feeling slighted because the priest priest is spending his time with those outside will those on the periphery you are way you are because god loves you chose you and gathered you in for the worker who feels valued because the bosses spending his or her time with those onto performing you are where you are because somebody saw value in your skills and chose as you for that role and gathered you in for you and i have attempted to feel abandoned by god. We all where we are because god loves us. <music> chooses us kohl's us and gathers zine and part of our journey is remembering that god focuses on those who still need to be gathered in this rejection of us but a cause in itself rejoicing that we have been gathered into the household of god. Thank thank you for joining me jude sabia today you can find all of our sunday reflections along with our rosary and station of the cross podcasts at our website catholic musings dot org. Do we have a site is and will always be free but it does cost us to produce and keep going if you would like to support our witness you can also find a button on the homepage of the website site to our patriots link where for as little as a dollar you can support the work and witness solve catholic musings tsk.

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The Benefits of the Church

pricepodcast

17:03 min | 13 hrs ago

The Benefits of the Church

"Father think you're right now for every listener that is listening to this track. Thank you God for giving us a word in a time where we need the most we X right now that you would clear our minds clear our hearts remove all thoughts and hindrances that will block us from hearing directly from you. Keep us encourage. Keep us motivated throughout the rest of this week to apply what we hear and learn throughout the list of this episode. Thank you. Now for this time of study in Jesus name. I pray. Amen home for these next few episodes. I'm going to be given some topic discussions on Thursday. It's actual title series the church and its benefits one of the major benefits that I see for the existence of the church is that the church seems to be the best resource for moral support? As we look at this timing of a crisis. A timing of frustration a timing of financial difficulties. There's no other greater need than for the needs of moral support and what I mean by that is simply many of us. Because those of you that are listening to me right now, you are experiencing some of the same decision making that I experienced during this crisis with many of you are trying to decide whether to hold on to the current job that you have even though they put you on furlough or whether to just Council the whole employment and seek elsewhere many of you are deciding whether it's safe to travel to another state law when Lord knows you can use a vacation but yet the number of the virus attracting numbers are rising higher each day you're faced with so much uncertainty. And moral support is basically not just having someone across the street from you waving hi and saying hey, how you doing today? That's not really more support when I think of moral support I think of individuals in our lives Thursday. We can trust the most A picture persons that will pick up the phone and call you before you call them. I think a person's that will send text messages to you back and steal hit you up on Facebook and DM you on Instagram and Twitter acting you not just how you're doing. But is there anything that you really need this week? I think of those persons that really reach out a helping hand and not want anything back in return. That's moral support. I see that great example being shown in John chapter 20 when you get a chance at your leisure, I encourage you to read John chapter 24, that is the book and the chapter that describes the resurrection of the Lord Jesus but starting at verse number 19 go down to verse twenty-nine the author describes how the Disciples of the Lord on the day that Jesus Christ was risen off the disciples became afraid of the Jews and they were fearful even of the Roman soldiers that were going to seek them out and try to kill them for following Jesus something powerful happens in that text the author describes that the disciples for fear of their lives decided to get a job. Giver and to run to a room and hide out there but while in the midst of them being together and hiding out the text suggests that Jesus appeared unto them speaking the words peace be with you and I really see those verses detailing a message to us today in 2020 if the Disciples of the Lord knew that they had to stick together, even though they didn't have much answers as to where they were going to go. They didn't have full answers as to what was happening with Jesus and Jesus even predicted to them while he was yet alive prior to his crucifiction. Jesus told the disciples that he would be crucified, but he said to them look Choi. The third day because on the third day, I will rise again and I'm paraphrasing it. But that's what he basically said unto them. He prophesied that on the third day that would be a resurrection, but it's it's noteworthy that Jesus wanted the disciples to stick together and to look out for his appearance package. One of the ways that I see the church designing a support operation that will give moral support to any person wage is the operation of small groups. Some of you may or may not be familiar with a small group just to give you a light description of what a small group would be a small group is simply where the church would choose a team leader and that the the leader would design a subject matter or a actual group function where they would decide certain Bible study messages to study or certain topics of support whether it's about financial stability whether it's a single mom, Giving some supportive advice to those who are not yet married, but sick and to be married or there are some small groups that even meet up with and they talk about what's been going on even in political Arenas and how should Christians engage in the right to vote or should they be engaging in political discussions and debates? It's a very small group of individuals. So this is a breakdown from your large congregation none. So typically what would happen the team leader would be chosen and the team leader would decide the function of the group as well as the numbers of persons to join the group, but the object for the team leader would be to keep this as a intimate number so somewhere between them. 18327 personnes. I think some would even have up to Fifteen based upon what the function would be for this particular small group home. They would make sure it's small enough. So that individuals in the group are getting the one-on-one attention that they need in the small groups. You would have an opportunity to come as a newcomer. A lot of churches do not require newcomers to join the church before actually attending a small group you could come and you could sit among this group if they were meeting at a coffee shop. Some will actually meet at restaurants and gyms, but you'll be a small enough number to where you would sit among them here other person's engage in the topic discussion or give some good leadership or give some good job. Vice and if you didn't feel comfortable answering questions or engaging right away, you know, because you were new and you were more in a quiet manner or you're just trying to feel out the group itself to see if this is a good group for you who you could have that opportunity you would also have the opportunity of place. I'm more of a prospective role in a small group. You could be able to see the team leader and also see other leaders of the church office who may actually be the team leader for your small group and that gives you a front-row seat of being able to act questions about the church beliefs as a questions about the history of the church the different Ministry teams of the church. You could do some real one-on-one Q&A and you could do it while in this group because birth It's not the normal Sunday morning Worship Hour and you definitely wouldn't feel embarrassed because you have a small number of persons around you off and everyone that's in the group. Is there by choice so they would realize no one is here to judge. Anyone. No one is here to look down on anybody doesn't matter if you're a member or a newcomer. We all are here to join together as a small group. Be small groups also would give the moral support for you to gain The Godly advice that you need in your life. Many persons that I talked to or engage with on Facebook, they would let me know that they're afraid to mention their needs or or they're afraid to ask advice of a lot of persons whom they're friends with on Facebook Twitter and Instagram simply because they don't trust them those persons with given them good advice and I really know how to interpret the lingo that they saying when they say good advice they really mean golly advice because even though many persons don't go to church every one of us know the difference between someone just be given us mediocre advice during the time of a serious matter. For example, if you are in a position where you know you have Been tempted with sexual immorality and you're really trying hard to hold back. You're really trying too hard to be upstanding and keep yourself in a prompt manner. You're not going to really be able to get advice on how to protect and to keep yourself Pier. If you are hanging around or listening to persons that do not practice Purity. The subject matter within itself is a Godly subject and it requires off a person who practices Godly practices when I think about moral support. I also think about persons that struggle with depression being abandoned the feeling of being alone and feeling insecure at that time. You're going to need someone who can talk direct. The into your ear whether they're chatting virtually with you, but they're speaking words to you that will reach down into your spirit and actually stronger than you and encourage you to stand up and be the man a woman that God has called you to be and I tell you the church and it's small groups them give you those words of encouragement that will actually strengthen your mind and strengthen your heart to not feel like you've lost your way all because you've lost some things in your life. I hope they're listener that you are gaining some good understanding as to the church and its benefits. I want to encourage you that if you have not joined a local church and are in need of some wage. Our support I want to encourage you to go online this week. Even if you go right after this episode go ahead and connect with your church virtually off and go ahead and make that commitment seek out how you can become a part of the fellowship and how you can connect with these members of a small group home.

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Episode 026Ben Woelk: Follow the Yellow Brick Road

Hope for the Introvert

12:37 min | 1 year ago

Episode 026Ben Woelk: Follow the Yellow Brick Road

"Hello and welcome to hype for the Internet if you've got a one day at how an Internet temperament can Entered emerging leaders and champion the leadership abilities of introverts. I thought it would be interesting to see what lessons we studied leadership development participated in leadership podcast and webcast delivered presentations and workshops on leadership development used scarecrow in Woodman in Lyon mostly engaged by a story line that drew me along on their journey the last several years have you ever felt as if your professional journey has a surprise around every bend much like Dorothy in the wizard of Oz have you found unexpected challenges along your career eight draw for leadership by applying here see temperament theory the four protagonists of the wizard of Oz Dorothy scarecrow tin at Patriotair Dot com slash hoped for the introvert today's podcast is follow the Yellow Brick road characters we've grown to love I've had a lifelong fascination with MGM so wizard of Oz afraid of and intrigued by the flying monkeys realizing leaders in both the book the Wonderful Wizard of Oz and the movie Dorthy is the glue that holds the travelers together L. leadership journey to the Emerald City this post first appeared in the American Medical Writers Association Journal in Summer of two thousand eighteen tape for the Internet dot COM or on twitter at type Internet support hope for the introvert on Patriae on you can find us Edmund and lions even a cursory look at how they handled obstacles interacted with each other provides valuable secure environment for those under their charge are also help all concerned with the welfare of others audience are stable ask are there lessons that can be applied from these challenges follow the yellow brick road in discovered lessons about leadership from the wizard of Oz although she provides both stability and security to the party Dorothy seeks away to return to a safe environment her home in Kansas may apply to these characters in the wizard of Oz as well as to our own leadership style or the Guardian leader lessens the work license arsenal light temperament theory in the wizard of Oz Nice as they feel temperament is contributed to that success our host is Ben Welk an integrated leader himself where the program manager in the information security of the what does the Institute of Technology Leader of the society who technical communication intelligent and problem-solver scare Kara believes that he had no brain the contrary please understand me to David Kearse discusses how four main temperament types can ardian rational idealist in artisan aircrew irrational leader rational leaders are innovative ethically with Auntie em and Uncle Henry out their journey Dorothy leads the party to the wizard invents that he will help her to find her way home planned rescue dorothy stealing and wearing the winky's guards uniforms after Dorothy is captured by the wicked witch in woodmen they idealist leader care see ideal asleep catalyst devise the plan to get apples from a hostile apple tree by treating the tree in throwing apples traveling party in coordinator intro was clearly the most creative and being able to analyze the situation impose innovative solutions or example hi occur artisans will do whatever it takes us solve a problem our expeditious and move rapidly to arrive at a solution however lion displayed bravery by protecting the team along the way to see the wizard or an artisan lead for those in their charge air people centered intuitive and patient often putting the needs of individuals above the knee scarecrow the rational receives a diploma testimonials lion artists most of all they are risk takers although lions are commonly considered to be the king of the beasts lion believes that he lacks courage although we may not have physical tokens that help to remind us and others of our inner strength we are much more attuned the role of these string and member of the High Education Intimation Security Council awareness training weapon greet you can contact them at Ben because a energize productive human relations idealist leaders are enthusiastic strive for harmony and cared deeply despite this as an idealist he cares deeply for the well being of the party races in the action when the travelers your describes audience was the glue that holds society together guardians are concerned with order with right actions providing the real world in Oz three of our protagonists in physical tokens in the wizards that are related to their temperament types your courage means doing what needs to be done against all odds even in the face of fear applying the lessons of lions the artisan leader describes artisan leader says practical with an eye to the my own leadership journey found that learning more about temperament types who inventories available online human metrics the slippers since the nineteen ninety-five publication of Daniel Goldin emotional intelligence or has been increasing can help us become better leaders in relate better to our colleagues in the workplace temperament types provide additional insights I helps us perform more effectively both as individuals as a teen learning about our strengths and weaknesses allies around them leaders deal with concrete problems clear and obvious problems not abstractions about what deigning what drives us and how we interact with others that's where temperament theory comes in understanding our temperament dot com sixteen personality dot COM dot com discussions with trained in bt I practitioners has helped me identify initiative the role of social emotional intelligence building productive workplace environments the development of our emotional intelligence rose from under my best lead to my strengths and compensating for my weaknesses and understanding has also helped me understand how to best work with a manager WHO's not the same temperament that I am for example an artisan manager will be concerned with results as a medal of courage in woodmen idealist receives a heart the physical in our workplaces wizard els dorothy that ever since she came to odds she's always had what she needs return home the wizard of Oz is as much about the travelers discovering their hidden strengths as it is an exciting story for children and for adults vigil members of the team may find the conversation with an artisan manager frustrating because what's important to the team leader the people -tations on priorities I have a good friend who's an idealist leader she's very conscious of the potential impacts of a decision on team accelerate on the spot decision making are impulsive than prefer to fly by the seat of their pants what drives me understanding the strengths and weaknesses of my rational temperament type I N T J album span understand Hogan's helped these three understand their internal strengths and make it outwardly obvious these characters strings are for each of them needs of the business or task at hand the Tin Woodman believes that he has no heart or feelings in his unable to express love scarecrow. I've discovered that I already possessed many of the strengths I thought I lack I encourage you to follow your own yellow brick road to identify we appreciate your support you can find us at patriotic dot com slash hope for the introvert face the Khalida East with bodies like bears and heads like tigers the most feared predators in the land of Oz yard assume manager may not care about the details of the journey to achieve those results in ideal team leader who wants to talk about the contributions of the okay for me contact him at Ben that type from the Internet dot com or on twitter at hope introvert and join us next time each of the travelers follows the yellow brick road self-discovery possess the strengths they believe they lack much fi in harness your strengths visit hope for the interfere dot com to review the references for this article thank you may not matter to the artisan manager the manager cares about the results different temperament types have different experts into joining the online community of introverted leaders like you there's something for everyone you could even join been as a guest on the podcast burst as a rational in my pragmatic approach to problem solving the impact of decision on individuals may not even occur to me mm-hmm support hope for the introvert on patriotic. You'll love the rewards from a discount on merchandise didn't find out more about introverted leadership on this podcast at hopefully intimate dot com and if you have any questions or comments on what you've heard Ben would love to impossible with leadership than you are in the right place join us as we chat to injure Mitsu all leaders and influences in various fields. They talk about the challenges. Thank you for joining us today on hype through the Internet

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Cave Bytes Grant Gustin On The Team

The Cave - A DC Universe Podcast

00:56 sec | 2 months ago

Cave Bytes Grant Gustin On The Team

"Hi Cave Bites my colleague Tim Byers covered the flash roundtables at SAN DIEGO COMIC CON. Grant Guston was asked about leading his team if he woke up from the coma and was just by himself I, don't think it would go very well. So he definitely needs right now but. As. Stubborn because he's always done his own thing a little bit. He's always been an outcast and now he has these friends but. They're his powers and I think he's GonNa. Be He's GonNa. Let them kind of drive the car for a little bit but yeah I, mean he he may end up becoming team leader because he's incredibly bright they all are though and but he also stubborn. So I think sometimes he's GonNa not listen to their advice. Look for the flash streaming on HBO MAX for Cave. Bites this is Tony Tomato thanks release.

Tim Byers Grant Guston Tony Tomato SAN DIEGO coma HBO team leader
108  Wednesday Box Alarm  Own Your Mistakes

Brotherhood Academy Radio

07:37 min | 5 months ago

108 Wednesday Box Alarm Own Your Mistakes

"Welcome to the Brotherhood Academy Radio podcast Wednesday box alarm. This is the show where we bring you. Short commentary on Tactics Leadership Brotherhood and sisterhood and everything in between were linked together as one continuing to serve the Brotherhood of Academy radio. Podcasts yours everybody. Welcome back to the Brotherhood Academy Radio PODCAST in Nick Hilton. Niamh here with the Wednesday box. Alarm and We took a week off and we had to do that. Because there's a lot going on right This whole couvert. Nineteen thing and the weather's been kinda goods or outside and work is getting a little bit busy and I just needed a week off and I think the other guys to their Itching to come back and To do some talking on the podcast and we've actually been chatting back and forth Talking about maybe doing some remote stuff so they can call in from home. And we can still do the social distancing thing I need to do some tweaking on. The mixer is missed. I messed up a setting or to on here and it's making difficult to get some good audio coming in but anyway enough of the excuses right. It's all my fault. It's it's my fault because I took this mixer of to The fools conference and I- unplugged. Everything and I didn't pay attention what I was doing when I brought it back home and it back up. There's something wrong with it and I am. Not An av guy what so ever So it's my fault so it brings me into the topic for this week's Wednesday box alarm and that is about taking responsibility for your mistakes and up to your mistakes. We all screw up in the fire service and if you have not you're lying to yourself if you are a younger person a younger member newer member and you have messed up It's okay because we're all going to mess up in our journey in the fire service but the important thing is is to own up own up to it right. It's very easy to pass the blame on to somebody else or something else okay You could be driving a fire apparatus and something Brakes on it. Or maybe you hit something with the truck right Maybe pulling out of the bay forgot to Unplug it if you don't have an auto ejector or like because I've done that right My I've taken down a whole fluorescent light fixture one. This was years ago Weather stripping off the side of the Bay doors cutting a corner to close hitting the granite curbing. You know things like that but own up to it. Okay if you break something any piece of equipment. Don't hide it. Don't sweep it under the rug. Tell somebody right. Just tell somebody let somebody know. Hey listen I might have bumped into A Bollard at a parking lot or I might have backed the truck in a little bit too crooked and hit a storage shelf. I don't know there's so many things that could happen to us but own up to it. It's that simple okay. Don't pass the blame onto other people if you make a decision on the fire scene if you are an officer right your leader and you make a decision and it comes out to not be the greatest decision at the end of the day. You own that okay. You cannot blame other people and that is even the case. If you are the officer and somebody on your team makes a little bit of a mistake. You still need to own up to that. You are responsible. You are the The team leader. You are the company officer and you have the ultimate responsibility. It is called vicarious liability in that can play into a lot of different scenarios I use that term a lot when I'm teaching our our driver training program right and evoke course. I use the term vicarious liability quite a bit when it comes to The company officer in the officers seat has that vicarious liability of that driver or a hit somebody or to Be Involved in a motor vehicle accident. That fire officers don't liable and not only that fire officer that company officer liable but the chief officers also liable. The driver trainer instructor. The head of the driver. Training Committee is responsible vicarious by vicarious liability so we need to learn to own up to our mistakes there is nothing wrong with making mistakes because we learned from them and we hope we. We hope you guys learn from them but if you don't own up to it it's making you look like a weaker leader and it making you appear to be not responsible okay and if you are owning up to things you are showing the responsibility. You're showing the leadership and that's what we need in the fire service. We need more leaders. We need more leaders who understand that they do make mistakes and to have that ability to learn from your mistakes all right so just a little bit. So this is the Wednesday box alarm as I said and if this is your first time listening is pretty much the episode. That's it right. We do a quick commentary Every Wednesday we do a full length episode on that launches on Sundays so Like I said I took a week off and the other boys are talking about coming back right. Because this whole code. Nineteen social distancing thing is really really slowed down a little bit and we want to get some good content out there so again. I'm working on that and hopefully hopefully Sunday we'll have something up with either Myself and one of the other guys are if if not all its fails. It'll be me and I'll bring you some good content so Thank you guys for listening. I really appreciate. The time is valuable all right. You guys spending your time listening to this show in this podcast and it's much appreciated. So that being said everybody please be safe right because US wash hands all that good stuff and we will definitely be here Sunday and hope guys will be here to listen Sunday so everybody be safe. Talk to friends. Please join the movement by sharing this podcast and sharing our social media accounts and visiting US at Brotherhood Academy Radio DOT COM Academy radio. Podcast is brought to you by salty hook media.

officer Brotherhood Academy Brotherhood of Academy US Nick Hilton team leader I instructor
Podcast: 7 Must Have Qualities Of The Best Brokers, Team Leaders | Tim and Julie Harris

Real Estate Coaching Radio

53:41 min | 4 d ago

Podcast: 7 Must Have Qualities Of The Best Brokers, Team Leaders | Tim and Julie Harris

"Welcome to Real Estate Coaching Radio starring award-winning real estate coaches and number one international bestselling authors Tim and Julie Harris. Real. Estate Coaching Radio is the nation's number one daily radio show for realtors who demand Authentic Real time coaching. Get ready for flood free unfiltered, full-strength honesty about what's working to get you into action helping others and making money now in today's real estate market. Or hosts Tim and Julie. Hairs. Three two one we're back age late October the sixteenth. Yes and Friday and Friday. Yeah that is really Kind of together. Until. I was GONNA say no podcasts on the weekend but the Sunday show will be coming up. So they had to get pre warned them about how that will go and unfortunately I have three appointments tomorrow morning I tell you about that yes such as the way. Yeah, exactly. We'll tell you. It is quite interesting how the real estate market because the covert thing really assumes like all this buyer activity in solar activity really was sort of pushed forward by the equivalent of the amount of months that everyone was sort of enforced quarantine and it looks like we're carrying in this huge momentous. Surge well into next year, which is incredible. -solutely, we are interest rates are going to stay low. It continues to be a story of inventory for most places. You know what I find especially fascinating is united sold real estate for a long time coached for even longer. Is that normally in November and December? It's sort of like this sort of a reprieve in essence. There is less trained. There are fewer transactions still think selling but. Fewer transactions, fewer buyers and sellers traditionally for like a billion years. That's how it's been. I don't think it's going to be that way the either I think you're right traditionally it's been like the market takes a little breath around the holidays fires up a little bit. The beginning and everybody's waiting for Spring and then springs a traditional market but. I we've got a vacant rental property in it's got tons and tons of showing setup this weekend. So it's pretty much everywhere foamy on fear of missing out is live and well, and you add to it the interest rates and whatnot I. It's really incredible I've never we've never experienced anything are, and so the other element to this is also interesting is how opportunistic agents need to be this time of year, 'cause most agents dossier go back to the idea that traditionally this has been a slower time. So most agents used as an excuse to essentially be lazy Exxon unusual for brokerages back when there was actual brick and mortar broke brokerages back in the olden days, right? It wasn't unusual for them to an an essence disclosed this time of year they would be open you know maybe half days or do you know they're trying to save costs? So there's no need to have receptionist of no-man's transacting save the money all the rest of it, and it's kind of a joke if you walk into a real estate office really into this month, you guys just mark our words drive past real estate brokerage offices, and you're going to see the number of cars covert. Aside, you see the number of cars in the parking lot be essentially a handful and it's just because traditionally most agents. Just assume that there's no deals to do this time of year, and so they use this as an excuse to sort of Unplug, and that has made sense for a lot of people in the industry except for top producers because top producers, the agents and I ever it was our into our second year enroll state. When you are early twenty s where we figured this out because someone told us you know they said, you don't WanNa be slacking and fourth quarter because the reality of it is is fourth quarters easiest time to go after business because so few agents are in the market and most agents that are. You know have listings that they're gonNA be taking in the spring there just assumption that the sellers list with them and so if you do your job with intensity and fourth quarter, you're gonNA carry huge momentum into you know obviously the New Year and that's what we did in that. We did that every year after that really does make sense. But now you have a incredible real estate market and you have the combination that credible row state market combined with. Most ages not realizing that this is going to be probably the best fourth quarter of their lives if they just focused and then you have interest rates and then you have all these other things my gosh guys. If you're not focused if you're not really being opportunistic right now you're missing what might be one of the greatest fourth quarters in the history of real estate actually I think I heard something or read something this morning I was reading news articles. For our website. Something about like there's a number of new. Oh, you told me something that's actually something from a coaching client. You just this fifteen minutes ago the houses in this Gal's mark in an Oregon. IDAHO IDAHO I don't know about you but I don't think many people think of Idaho is being like a bellwether market the way they do like l. a. or Miami or Manhattan or something like that. But she's in several instances where they're getting twice the price they did in. Since two thousand, eighteen right where there's multiple bids on just a a dirt lot nothing. You're basically bidding on the ability to build something right multiple offers on multifamily is is pretty much fast and furious everything. In fact, on My League, coaching calls this week. The topic was if you want to find inventory, what are you willing to do that? You don't normally do art is your plan to wait until something POPs up in the MLS and then race to go show it. Or and you know especially listing agents who went those because listen agent always wins. So we had a list of four five things that they're very effective, but none of them are wait for them. Things like prospecting property management companies yet don't take listings or if you're to vacation area, you should prospect Vir B owes you should prospect for rent by owners you d be more creative you definitely need to about that is the phone numbers are easier and one of the number one things agents like to complain about I can't get a phone number it will property management. Vera Vio. Smaller investors have homes for rent. I know my phone's going to blow up because the rental you know people are GonNa be like do you want to sell it? You want to sell we the property manager but there's a lot of there's a lot of investors that when they see a house, go for rent they call and try to get you guys all know right. Then they'll find out they'll do a public search, your contact information, and they'll obviously ask if you want to sell it and that's smart I mean really are being opportunistic. So really at the end of the day guys I know it's tempting to want to kick your feet up on your proverbial desk and just sort. Of Coast for the rest of the year but please don't do that in if you're not building momentum into next year that need you're going to have to build momentum at the same time everybody else's which means it's going to be ten x harder because you're then having to compete more and then there's so much noise in the channel from so many other agents offering so many different things and again you add in the buyers and the rest of it, and we do have a fresh topic for you guys today and the topic is, yes. The topic is actually also from the Harris rules, but this is actually part of the appendix in the Appendix I have all kinds of interesting little you know maybe not as long as chapter but things that are going to help them. This is called seven qualities of the best brokers, managers, team leaders, and I like to add also coaches would be in that category. So what are the qualities you're actually looking for in a broker or a team leader? So so before Jila gets to her I point I, wonder mind all of you guys we are still accepting people into the free coaching program, and if you want to be part of the free, coaching program just text, the word survival to three, one, nine, nine, six, text, the word survival two, three, one. Nine, nine, six I think by the end of this year will have had over ten thousand agents joined the Free Coaching Program. So you definitely want to get on board with that, and now here's the cool thing about their free coaching program. We were just talking about building momentum into the new year and we're obviously going to get back to the topic for today, show the building momentum to the new year. Some of you don't know how to do it. That's the reason we created the ninety day massive action plan, and then Ninety Day massive action plan is included with the Free Coaching Program in the Ninety Day. Massive Action Plan literally gives you a day. By Day exact plan of what you should be doing, and I got good news for you. Nothing in the ninety massive action plans going to entail spending money buying leads. It's all gonna be skills based in effort based because those are the things that going to get you the results. The quickest right you know that's really at the end of the day what are coaching programs all about drilled down practical tactical solutions. So if you want to join the three coaching program, just text, the word survival two, three, one, nine, nine, six, text, the word survival two, three, one, nine, nine, six. Yes that's right in the cool thing about the ninety day massive action. Plan in particular is that it's great for any level of agent any level of experience because it's not asking you to spend a bunch of money I have a lot of our more grizzled veterans love that love that because it gives them a ninety day snippet just to focus on that quarter for a lot of people that's easier than having some kind of yearly plan where you figure I'd got eleven months left I can slide a little bit. So Ninety Day massive action plan guys. All right. So seven qualities of the best brokers managers and team leaders before we get into those seven things, there are actually three ways to make those qualities practical and applicable. To you personally number one are you a broker manager or team leader or you know possibly some combination of that see the qualities that we're GonNa talk about then assess if you have them if so make the commitment to always maintain them and if not prioritize what you've gotTa do to actually get those qualities or you might be in danger of losing agents or team members. Number two does your broker manager team leader have these qualities if not might be time to make a change and number three if you are your own broker running your own show, adopt adapt the qualities to be a great leader for yourself since you are your own leader so. That's how to make it practical and technical. Now did review on the past podcast about our philosophy on teams and we gave the exact drill down solution for scaling up your real estate practice and I want to make it really really clear and because we had some a lot of frankly questions after that podcast because people age had said, they'd been getting a lot of pressure and they felt like a lot of times. It was essentially premature for them and they were getting pressure mostly from their brokers and office managers to start adding staff members the problem with adding staff members and overhead and liability. Before you've actually mastered a lot of the elements, the key. Thing elements of your business is that you're then going to be putting people in place that you're not going to be able to have the skill set to truly monitor because you never actually master to yourself. So it's very, very important. You do things in a logical order. Otherwise what you're going to do is you're going to have to spend money to compensate for essentially the latency that's in your business and that's going to happen. Happens all the time Jeff you've not yet learned. You know we're going to tell you the qualities of great leader essence here. But if you've not yet learned how to you know master that really the five or six critical things that are income producing in the real estate business please don't even think about adding staff I, know the idea of having a team and all that. So it's feels seductive right? You're making money from people's. Other people's efforts in the rest of it, but that's not really how it works in real estate. What you're GONNA do is you're going to add sales staff maybe you will maybe you won't, and then you're going to replace the time. You are actually spent working directly with the buyers and sellers to managing the people that are now working with the buyers and sellers for you and your margins go through the floor so just. Again I, I'm really concerned for our industry because so many of you guys are given so much pressure just start essentially building these teams when you've not yet actually learn how to be a successful business person. Give you a little secret. You might discover as many of our top coaching clients have that once they actually have done things in order they know how to proactively generate they know how to pre qualify. They know how to present they negotiate they know how to close they know how to do the things that are necessary for them to make money, and they can do these things at a high level. They then choose not to build a big team because their margins are so essentially high fifty, sixty, seventy percent and I'm thinking of like Rob Johnson. Greenwich Connecticut is the number one agent is It's a new brokerage name they actually changed brokerages, Harris Doug I don't remember anyway. So the net of the brokerage. Is. A Doug Douglas Stevenson I don't remember I wish I would have remembered but anyway, the guy does one hundred and fifty million per year not hard to find online Rod Johnson Yeah rubs and hard vitamin. He's one of the top agents in the country obviously and he has one assistant how about that guys and a lot of I was interviewing jade mills and you guys know her from. California I think she's with Prudential Coldwell banker and asked her a better team when I was interviewing her and she just sort of paused and essentially said I don't have a team and I think that's really kind of shocking when people who have kind of gone to the Church of you must build a team they find that almost confronting like, oh my gosh how can you actually sell that kind of production and not have a team? Well, the thing is, is a lot of these. Teams are selling all this huge production. They're actually not making any profit and so well, all these top agents have chosen to do is they've chosen to focus on profit being the first priority of their business not just what's leftover maybe someday. So again, as we go through these qualities of a leader, don't be seduced into believing that really at the end of the day, you have to lead anyone other than yourself and maybe one transaction coordinator or something like that. That's exactly right. So the. Number number one quality the best brokers, managers and team leaders actually stay on the front lines they stay what you call frosty they're not complacent. They know that inaction is an action let that settle in for a second. So ideally, they stay selling even if it's maybe not on the level that they did you know a few years ago because now they're managing the team or the brokerage, but they do stay in front of their sales people at all times they're not hiding out they're. Not Hard to find than. In fact, the best ones actually have open office hours you can use something like schedule wants dot com or obviously zoom, but they're not hiding out in they actually schedule it. We work with are you know a lot of our coaching clients that wanted to make sure that they're holding people accountable? It's a regular schedule thing. It's not just when you think about it or you freak out in the middle of the night. Brown Hair Brown Harris Stevenson I just remembered. Head. Wrapped Johnson. Okay. So they create an opposite environment whether that's online or not. That fosters education and growth of skulls, masterminds, reading lists, ted talks, exposure to other successful people in companies. Even if they're not in front of you physically all the time they are fostering that type of culture and I do have to point out the you know xp does really killer job of that with the education component and stink frosty and making sure that are getting what they need and that it's you know it's basically there all the time point number two or. You know as I just read the word asset. Sorry. The best brokers managers and team leaders know that sales people will never follow or trust you and I put coaches into this category to. They won't follow trust you if you've never sold real estate before you never sold a lot of real estate and or are not still in the game on the front lines and and there's a quote I can't remember where we originally heard this. But game knows game a good salesperson can smell another sales person from a mile away. They know if you've been in it or not I feel this on the coaching frontlines everyday. So I see this with people that have maybe tried something else out that didn't work. They know maybe they know in the first call, but they know will you can sense it with all the you know the fake coaches basically, there's so many it being a coach is something it just there's no obvious your requirement regulations around if you call yourself or coach or not. By the way, if you're trying to decide whether you're going to hire a coach, which most of you need to consider doing obviously I want you to consider us but do you know if you're going to be looking at what your options are go to compare coach dot? COM COMPARE COACH DOT COM, and that's a website we put up years ago. And it's essentially the questions that you should be asking when interviewing a potential coach. So compare coach Dot Com. Yes that's right. So number three, the best brokers managers and team leaders communicate constantly and clearly, and they readily support their agents. They have daily meetings, team Huddles, mini, motivation check INS maybe they even have a private facebook or workplace group to share ideas, wins, challenges, solutions they used group chats on every device to provide accountability and availability. Again, they're not hiding out from you John. Maxwell said a leader is one who knows the way goes the way and shows the way. So if you're not getting that, you might WanNa think about. Maybe making a switch okay. Number four, the best brokers, managers and team leaders keep a transparent scoreboard highlighting goals and holding agents accountable. They actually allow leaders to shine they stoke the competition. They don't cringe at accountability or avoid confrontation. If it helps team members learn grow and achieve greatness they raise everyone up versus playing to the lowest players level and I have to say, I have seen that problem amongst brokerages sometimes where the never really celebrate the front runner because you know we don't WanNa make everybody else feel bad or you know it just has kind of weird culture I would say how? I to that what we were trying to essentially have everyone feel it's it's the participation trophy phenomenon that's taken over a lot of business think where there it's crazy guys look the bottom line is always competitors and you're the greatest competitor. You have. You guys think I'm going to say yourself that Kinda true but you're in real life you have other competitor. There are real real competitors out there that are chasing your same centers of influence impasse clients, your shame same listing opportunities. If you think that those people are going to just list with you automatically you're on and you have competitors now that are. Zillow and door and all these other tech based companies that are going to create a real viable option for for consumer sellers specifically to start looking into those are your competitors. So for you to start this whole, I think we'll type thinking that my greatest competitor's myself. It's SORTA Kinda true but not really I mean at the end of the day, there's true competition in every aspect of life don't hide from it, embrace it, and then just become the best version of yourself as a sales professional that's right and Peter Drucker. Said leadership is lifting a person's vision to high sites. The raising of a person's performance to a higher standard, the building of a personality beyond its normal limitations. That's what you guys are looking for number five the best brokers, managers and team leaders know that teams are great but great sales people want to be held individually responsible. They know that week sales people want to hide in a team, they detect weakness and hope that player overcome it to thrive or they can win them off the team they don't carry dead weight. For Very Long, great brokers and team leaders know that the good ones won't stick with you if they're not an environment where they're challenged. So that's another little team issue you know, but it's so funny that I that's such. A great point I know we said that many times before but that's often what happens is that the people that want to join a team you know you might look it's the one percent rule one percent of the people you have working for you really going to be or working in your. Brokerage just in life in general, those are the ones are going to be the outperformer social the you know the gazelles and essence. But what you're going to discover is that when you have a brokerage and I know this from having worked with the XP now intensely for the last two years and we've done a lot of brokerage and teamwork where we're bringing burgers teams into into XP, and when I, look at their profit and loss statements is always the same. You know if it's a brokerage with a hundred people. One hundred agents you're gonna see that maybe ten or fifteen or selling at an essence everything, and then you're GonNa have like thirty maybe even thirty five that sell nothing and yet they're on the rosters as being. Agents of this brokerage and that happens consistently. So you've got to focus on in life in general if especially if you're running a business of any variety, especially, sales business to Julie's point is you want to focus on those ten or fifteen people. If you have a limited amount of energy and time focus on the people that are gazelles don't waste a lot of time trying to up with the downtrodden with regards to those thirty five people that don't sell anything. Don't worry about trying to change their mindset or don't worry about. The rest of that that's just the nature of how life works and I don't know why it works that way. I know from a coaching perspective, it has forever driven me crazy why it is that everyone can't achieve at a higher level and you know the truth is, is that some people just choose not to and maybe it's genetic really don't know. But a lot of people they just won't put in the effort they'll. They'll talk the talk but then you look at the actions and there's no action there. Certainly no results. Another. Little. We're we're hitting them with a lot of little zingers today but another one is is you don't judge a person by what they say. You judge them by what they do judging by the results that they get you know and look for that. Those are the types of leadership qualities that you have to have, and if you're going to be if you're going to position yourself in life as a leader and you're not recognizing the fact that a bulk of everything that happens in life comes down to essentially one percent of the people making the needle move. Then you're never really going to be an effective leader because the people that one percent they're not going to. Want to work for you because you're not reinforcing them and appreciating them you're spending too much time trying to up with the downtrodden. That's right and in fact, Theodore Roosevelt said, the best executive is the one who has sense enough to pick good men and women to to what he wants done, but the self restraint enough to keep the to keep yourself from meddling with them while they do it. So you also have to let your front runners run and not be part of the problem point number six or ten at number six the best brokers managers and team leaders work with sales people to establish their own particular goals to be achieved with or without a team they use. Things like the real estate treasure map, which is the all encompassing plan for success. This includes personal goals accountability knowing your financial picture and your magic number. You know all the stuff that we talk about and by the way time, and by the way you guys get the real estate treasure map for free. When you join the free coaching program just text, the word survival two, three, one, nine, nine, six, text, the word survival two, three, one, nine, nine, six that's right. A leader takes people where they want to go a great leader takes people where they don't necessarily want to go but ought to be that's Roslyn Carter. Okay. They know motivate two kinds of salespeople salespeople at number. One sales people who don't have financial security and can't work efficiently they often operate fear mode. So you know a really great team later or broker or coach doesn't have just one type of client that they can make successful. So that's number one somebody that's maybe operating from the financial insecurity and fear but also sales people who won't work unless they're in a corner or broke or you know work in earn and lose what they have a great coach or broker, or you know leader actually has different tools for different situations. They're not only good at say motivating the new agent right there much more broad than that proverbs twenty, nine eighteen where there is no vision the people perish. So and one last thing number seven, the best brokers managers and team leaders exude confidence they lead calmly with control and low emotion they set the tone of the. And they lied through doing not just saying what to do. That was your previous point that it's just what you say. It's what you do. They have obvious integrity ethics and motivation. Jack. Welsh said before you're a leader success is all about growing yourself but when you become a leader success about growing others so I think that's a lot of if I were to summarize that I would say being tuned in to who you are leading even if that's yourself or maybe it's just one assistant maybe you've got a small team maybe you're running a big brokerage, but you've got to really be tuned in the thing ice agents do complain about. Not being able to get help quickly feeling like they don't have any direction that kind of thing, and if that's how you feel you're probably in the wrongs five. So you don't need to go any further than modern culture to realize that most people don't know what true leadership qualities are I'm GonNa give you real salient example I haven't talked to you about this British fascinating. So there was this there is a movement behind the idea of essentially carving out a niche as a self-proclaimed expert, and there's a lot of essentially gurus online influenced your types who will call themselves experts or call themselves, coaches and whatnot. That have really no experiencing wherever the hell they're talking about, and it's just some sort of little passing fancy. But what happened is is that the culture our culture has started to put value on people that are just talking and not actually doing this whole focus on being an influencer. This whole focus on yes. That's I'm talking about and it's all fake and I wonder I really really do wonder unfortunately i. Think the answer is but this whole generation of people that have come up that have been admiring all the fakery, all neurotic neuroses and all the braggadocious behavior on social right where all these people are sort of putting this you know almost it is a fake representation of themselves and all these other than people are a gravitating towards it, and that then becomes sort of woven into the culture as the ideal. What's not happening? There's no substance behind any of that. So then you guys are not discerning enough most of you who are to know who you should be listening to. Latch onto some influence or who considers themselves expert but you don't drill down and to really determine whether you should be listening to that person in the first place because the filter has not been activated. Yes. Exactly. I. See that even with you know I gotTa Watch Woods always watching she's almost seven, but there's there's like little kid influencers that play with toys and try. And sell you stuff and she just doesn't have a filter. She just went something pink, right? Right well but it for for adults though when you when you're trying to decide the course of how you should be behaving in real estate, for example, and what you should be doing, and if you just essentially are looking for essentially influence their status as being the filter for. Who you listen to, you're going to make a whole bunch of mistakes and I'm GonNa give you a for example, there are a lot of Internet marketing guys and Gals obviously, who essentially targets agents because they know agents aren't that discerning who they're going to listen to, and so what these Internet marketer guys will go to go to agents who again there they know the. Agents aren't GonNa pre qualify whether they should be listening to him in the first place and then they'll sell them some whizbang shiny idea. There I have no idea how much money is generated per year off selling rotor stuff. These internet marketer types come up with all these gimmicks, facebook, marketing ads, Instagram, marketing ads, I mean there's whole coaching companies that are predicated on basically. Teach you guys to do all this gimmicky stop the does, but you don't think to ask the questions like should I be listening to this person? has this person ever sold real estate how they sold real estate in a high level? How Long they've been coaching? Can you prove the results that you're going to get from actual people that you're not paying to give testimonials? To, like really drill down that goes back to compare coach Dot Com. But really compare coach Dot com does even drill down enough on the tough questions but you should go there at least get started those being your questions because if you choose to follow somebody who's an influence or who doesn't really basically they're fake, you know in essence that is really what the world. Has Come to a lot of times. You know they're just a self-proclaimed expert on something. I'm going to be a coach on this or on the other thing, and if you don't then have the sense to start asking the tough questions and you're going to vary widely fall victim to a lot of wasted time from listening to a lot of people who are only trying. To sell you on the idea who had no idea whether the results were going GonNa be there to fall and I know again, this sounds I. don't even know how some of your perceiving what I'm saying because I'm telling you the stone called truth. There are thousands of companies that have come up since two thousand and seven. There was a huge wave billions of dollars being. Injected into the real estate industry at because essentially zillow started creating a lot of waves and then all these other companies. The CRM's the lead generators just every type of possible idea. There was up geo. Marketing there was all these other things that came and went and these companies got a lot of funding and then they'd hit the you know the trade circuit they'd be National Association of Realtors Conventions and you guys would hear about them. They do a lot of online marketing agents would sign up but agents never stopped to actually question whether that company and this is the reason guys frankly that we shun sponsors in general, it is very rare. Jalil Nio have a sponsor or very rare that will have somebody WHO's trying to sell you something as a guest on the podcast and get solicited I get these emails directly probably. No exaggeration between. I Bet You fifteen to twenty times a day. I. Get somebody WHO's emailing at usually through some sort of. Pseudo agency asking to be a guest in our podcast and they're telling me about their whizbang idea or an investor telling me how they flipped a billion houses before there are fourteen whatever it is and like what the hell you guys really think that I'm GonNa allow you to have influence on our coach, our coaching clients, and Our Future Coaching clients and Our podcast listeners no way and then sometimes what I'll do if I find somebody that's interesting who might have on the podcast is going online and I'll do research I'll go and find out Hong their websites been around all the actually try to do some preliminary information seeking priority even engaging with them just to talk with to whether or not they WANNA. Have them on the show ninety, nine point, nine percent of the time. Even when I get a very elegant, a proposal from somebody wanting to be on our show island will do the research and I'll find out basically their website and their whizbang idea. It's all fakery. They've all they've created. This is just hatched yesterday or hatch slack last year and what? They're doing is they're used the they're saying, for example, I have so many followers I have so many people on instagram. When you have me on your show, I'm going to share it with my billions of followers or whatever that means absolutely nothing. If you guys think that means something you are delusional because you can buy all of that if you want A. Bunch of instagram followers. If you WANNA bunch of twitter followers if you WANNA bunch of the other thing, you can buy it and that's what these guys are doing because they're trying to fool you into believing using obviously social proof that they are worthy. They're worthy of listening to otherwise why would these other people not be listening to him? You guys get. It. That's what's happened in if you're not very discerning and so when you're going through the process of decision, making of who you're going to listen to be incredibly critical because if you listen to somebody and you follow their advice for sixty or ninety days, that could very well be sixty to ninety days completely lost. What's worse is that might those lost? Months might then actually 'cause you're projecting for your whole year to come off the rails definitely wreck I've seen that before. Yeah. Definitely and I mean a lot of the biggest time waste. Oh here I'll. I'll take is the basic rules for whether it's something you should completely ignore if they're trying to sell you leads I would put that on the ignore. Status until you can buy leads after you've learned how to proactively generate because what I know from experience that you won't leave. Once you've learned how to proactively lead generate 'cause you'll realize that leads are easy to generate. Okay. There's the first one. So anybody that's trying to sell you lead you gotta say, no, just just say no member from the eighties sleet. Impressions that's my favorite Oh. Yeah. I know it's all Stephen Mean anybody WHO's trying to sell your branding. There's another thing. Branding is insidious because you can't hold whoever's trying to sell you the branding accountable for results. Okay. So I have to say in the past on and out two weeks maybe even thirty days I've seen sometimes I, go to like the realtor facebook pages to see what what's on everybody's minds and just kind of guys. And Oh my goodness some of the things and they'll say like I paid this person in charge of my branding to hire this photographer with these. Pictures, right Okay now, I'm all for not doing the typical standard issue realtor headshot, which also there's like five million, which headshot and I'll be honest I like seeing people with their dogs but that is not what you should be spending money on some of the stuff I've seen there was one I remember was. The was like twenty something. He was wearing jeans with both knees torn out tennis shoes and he was like squatting on the back of the trunk of his car at a gas station and it's like is he robbing the place? Like my first impression is like this is some professional at it just wasn't even related to being a real estate, but but it's so much worse than their agents that were so enamored with Tech Talk. Somehow, watching a middle aged man do some dance to some rap video in a suit and tie. It's carrying real estate sign to think that that's what you should be doing with your time I. Look it was funny. But it wasn't funny in the way he meant it to be funny. And some of the women's shots to are just like you know, honestly, what are you selling here? This is not even remotely business appropriate in this. It is worse now because of social but I remember if you nobody's telling them not. And because it gets so much action. I might be remembering this run but I think you are listening to a podcast and they were talking about how some of the instagram backdrops like here I, am in front of my private jet. Made Up. Here that. Was that was Joe Rogan? Maybe it was. Maybe it was. Okay. So here's the story. Yeah I think that was it. So there are elway based instagram irs like. Influence or types who have basically that industry of essentially influencing. That has become such a thing that they've actually started creating sets that make look like this is my mansion owned I'm inside of a jet you know because if you have a picture of you inside of the jet, you have to go charter jet basically. Right not anymore. So now you can rent time I think it was sixty dollars for an hour and you're sitting on a fake private jet lifestyle to make your fake life salads and yet how many people how many impressionable uninformed agents are watching all that stuff and say that person must be worth listening to look at that. They have a damn jet or at least able to ride on a jet guys listen you gotta be really discerning. Your common sense should tell you that before you hire anybody to do any sort of training and have any sort. Of Real influence in the truest sense on your future and your real estate business, you've got to be ultra picky on who you're going to listen to, and by the way, here's a little poison pill to all this just because somebody was successful. So real estate does not mean they know how to coach you to be successful at real estate. Those two things is incredibly rare thing to find somebody who can do at high level then can teach other people to do at high level most of the people that are teaching people to do have never done it. That's very true right. So to find somebody that's actually sold real estate at a high level and then actually can teach agents and a high level, how to replicate what they did there only in the industry and this is the reason frankly you guys look and you can go for this. The real estate coaches talk pop podcasts the same maybe three names come up continuously obviously join I. You know, and there's a couple of others and that's it. Because most of these other people I think there's maybe realistically there's five of us in the industry who are real coaches who have real decades-long experiences who actually sold thousands and thousands of houses. The rest are fake they're fake I mean learning to coach of because we hair certified coaches at different coaching things for us and it's interesting because I see them realize that learning to actually get results and be a great coach is a completely different skill set than just kicking asset real estate. It's it's way harder science and it's so much more work. It's harder. It's not just setting the example and in fact, sometimes that intimidates the coaching client so that they are not opening I mean it's like you have to really know your client and you know not every call is the same people are motivated in different ways. Different things make them take. This is why we have the treasure map. So that, your goals are based on what you want not just because you saw something on instagram without. Well, if that person has it, I should be able to have it. That's not real. You've got to personalise internalize it, and then you actually will achieve it because it's real and it's part of you look guys I know that we're, and sometimes you know especially Julie She's way to direct and rude. But really I realize that works this is unusual to be hearing. Someone like Julian I say what we say but here's the problem I know everything in life is nowadays supposed to be you know unicorns and rainbows and everyone's happy and gets along and we all basically say motivational things and pass along the same. But the reality of it is you want to be successful in life. It's not really all that mindset motivation stuff. It's the exact opposite. It's doing what you WanNa, do when you don't want to do it at the highest level. Right, and if you want to build a real long, frankly listened to podcasts. We did this earlier this week on wealth-building. You definitely need to drill down on that, but you're going to have to be incredibly selective. Otherwise you're GONNA listen to the wrong people it could ruin look I mean I was saying ninety days but really it could ruin your life if you at I don't care what stage you are in your allstate business. But let's say you're somebody that's been the business for a long time and let's say you're being honest and you have not. You're not actually where you'd hoped you'd be in essence you're not moving the. Needle financially maybe your is appreciating but other than that you're really not accumulating wealth. You've got to ask yourself why you've got to. You got to own that because if you go to say you've been in business for ten years add up all the money that you earn the last ten years and look what you've got to show for it if you don't have a lot to show for your efforts in terms of. Accumulated Networth you need to own the fact that you don't know how to accumulate net worth and is it because the people you listen to for your advice or maybe I've listened to along the way for what to do in real estate they were telling you things that were absolute prophet destroyers in his out the reason why that you are not essentially a financially successful In. The truest sense you're not rich or your money works for you you know I'd work for your money. Is it just simply because you've been on the wrong path for awhile, I. Know That's painful to admit and I know that's hard to accept that. Sometimes you need to do a course correction but man is there not a better time than now to do that? It's okay. Hey, is an old saying I don't know who said this. There's a difference between quitting and quitting while you're ahead right. So for you a lot of you, you need to really say you know what all this gimmicky stuff that maybe I've been doing for the last. Thirty, six, forty, eight months, and all the social stuff is really benefit a fever really longer than that but you get the gist of it. Maybe I need to really be honest and accept the fact that all that time not maybe I'm not ready to say it's been wasted but I know it hasn't been getting me the results that I want how much time are you spending on trying to? Be. An influence or and not trying to actually have true influence in other words the influence that comes from essentially solving other people's problems by helping them by Roy Estate. There is a huge difference and like the whole branding thing just you guys be super clear about these differences with Jillian ice philosophy of business life frankly branding in essence is you are being sold and told that you could actually shortcut. Good. Reputation that's what branding is trying to convince you can do you can change it by your reputation, right? You can't. I promise you. You can't. That's a lie. You can have the fanciest branding ever. But if you don't have a long term outlook long-term B twelve or twenty, four months, I told you about Rob Johnson I think he's only been selling real estate for five or six years is one of the top age in the country probably like one of the. Top twenty agents in the country. He's only been selling for five or six years, and by the way. Julian. I've been coaching him that whole time right now you may not have heard Rob Johnson. He doesn't spend a Lotta time on his brand and branding, but he has guys stellar reputation. He's become the number one agent in one of the if not the toughest luxury real estate markets on planet Earth Greenwich Connecticut That's where he has learned to dominate and five or six. Years, and he's done it from building a reputation of somebody who's honest and get the job done. No matter what the market conditions are whereas what a lot of you are seduced into believing is that used you a lot of social if you make yourself a new an influence or if you spend a lot of money on your brand that somehow you're going to fool people into believing that you have the equivalent reputation of someone who's actually earned it from actually having. Sold the lots of real estate, you can't that won't happen. That's a lie in the marketing and branding companies that are selling this to their job isn't to worry about whether you get results. Their job is to sell you the dream that you can essentially shortcut the real work of having built a real valuable reputation by buying your brand I. think it's even worse because let's say that somebody actually calls from some of that branding and then you show up without your skills. It's makes so much harder right than it's if maybe you just call them or maybe referral or whatever, and they don't quite know what to expect versus expecting like where's your jet so I'll tell you just settling is funny. So a lot of the Bravo TV STARS FROM LA and from New York Juliette, coach, some of them they've been on our podcast guys are. You guys have. been listening to us for all you know were closely connected with those guys, but I'll tell you something that's funny. Most than had never sold real estate prior to being TV shows are Tarik who I didn't narrow view with recently the home flipper guy. He said this on the interview which was awesome and we've been connect with him for ages. But he never had flipped a single house before basically he got A. Job With him and his. Ex Wife of doing the house flipping show. It's all fake well people don't know is that the idea for the show happens before the agent right? Right. They actually go out saying you know we got this idea we want to do this I think one of them was like haunted house flipping and like people will watch that. Let's find some agents to do it. I'd watch that promptly whipping. But I think I mean Frederick Ekelund is the real deal. Of all of those guys, I think he's got a pretty kick I agree but the others of them but the rest of the crowd I was kind of I was coaching one of them in New York and I was like trying to tread on you know I didn't want to didn't know what I was dealing with, and then after a few phone calls, he basically conceded that he didn't know how to do shit and basically he was hired because he was good looking you all of this about himself and he was he was had the pizzazz on the screen which he absolutely did. And it's more of an actor. Actor and so I had to teach them the most basic core things. He didn't even know what a short sale was. This was years ago right? When he should have known what a short sale was. He didn't know how to do anything and turns out the only thing he was really doing despite what the TV show would have you believe is Lisa's he was only doing leases and I don't know this for sure. But I've been told by a number of people in Manhattan Whoever's coaching clients the Barbara Corcoran she never really personally sold real estate most of her success and she's incredibly successful obviously. Is West from doing Lisa's now again, there's nothing wrong with that. But on the TV shows and whatnot, are you being led to believe this person successful selling real estate or being a rental agent? Again, you really have to drill down and you really have to be very careful who you listen to because you can ruin all your potentialities if you latch onto the wrong person of the wrong sets of ideas and you can go down and wrong the wrong road, and then the real pain happens on the other side of that. When you start to realize you're on the wrong path maybe you realize that voluntarily or involuntarily through failure then the destruction of. Your personal willpower and confidence in your ability to be successful may never come back and that's what we see. A lot of times when people come to coaching. Now, the ones that do have gone through the sort of the you know burn crash and burn cycle. They are very receptive to coaching because you don't have to convince them of all the dumb things not to do because they've already done them and they'll often say that which is kind of fantastic. Honestly. But I don't think you have to actually have experienced the failure before you can experience success Warren Buffett. That's famous for saying open I, gotTa get zoom it's Warren Buffett. There was famous for saying. AMERICA LOVES TO CELEBRATE THE COMEBACK STORY I like to celebrate the person that built it never lost it and so you guys can do the same thing if you fall the right path if you listen to the right leaders, this isn't just true for hiring a real estate coach. This is true for all aspects of life. So be incredibly picky especially in this age of fake experts as fake influencers just being incredibly picky. Twenties. Right now I I'm not sure I know I wouldn't have been smart enough to know who to listen to know. It's super confusing. You remember the first time I'll get you know we're under little soapbox here but I remember and I when we became Howard Britain stars and I talk I just met somebody who we essentially became. Britain's star at the same time I had Jeff Williams, and we we hadn't talked to him forever. Incredible actually. Twenty five years. Yeah. So so we will Howard Britain at the in the day was like being a knight of the Round Table Essence if you were selected to be a Howard, Britain, star, it was at the time I mean, arguably the greatest honor in real estate you got to be there was this was pre internet, right? So he he would fly to you. You would do this interview very sort of Larry King meets. Somebody a lot nicer and you would do this interview, and then the interview would be sent directly and CD actually originally was tapes and then eventually some. Cassettes and eventually became CDs because that was the latest technology I remember people bitching th they're getting CDs they didn't have CD players in their cars. Do you remember that? I know well, you are sister. Okay. Well, but I remember when we finally became Howard Britain stars. It was not that finally it was after a second year but he found out about us we had a lot of houses and whatever. So he asked US behind Britain stars. Of course we were it was September I don't remember what year and so then we are then privy to go to. The Howard Britain star mastermind. Now, that was the real reason we wanted to be Howard stars and they always happened in January. They always happen at the Ritz Carlton and they always happened in some expensive area of the world by the way. Did you know that where we live right now the Ritz Carlton here has the highest per night room rate at any Ritz Carlton in the world. So. Make sure when people come visit us you maybe tell them look on. that. So we always go to their Howard Brenton events at Ritz Carlton and spend some extraordinary amount of money and sort of like be worrying about the whole time because it was so ridiculous and they're always fun. But a whole point going to this was to be in the room with these agents that were you know how Britain's stars, the biggest producers in the world and Jillian I went and our nor stars always been wealth accumulation. We didn't want to get into real estate to build a big team just to basically have no ability to really accumulating wealth or further grant to be. Big famous people or that was that was never our motivation. Our motivation also always was to focus in on being successful profitable business owners, and so we didn't have all these terms that we now throw around. Refined and defined. But we did know that at the end of the day our product was profit and we did know we did buy lots of rental properties and we've kept all but maybe two so that we were very clear about that. But what was shocking to me and we didn't realize this until maybe our second or third hard Britain event. So we figured on the first one. Well they're just not inviting us to the real meetings where they're really talking about wealth accumulation where they're really talking about the real meat and potatoes of what it takes to be millionaires ten deca millionaires, billionaires we've thought well, we'll just have to earn their trust, and then we went to these things for a couple more years, and then we realized there was no deeper conversation going on. Anywhere it wasn't happening in these people were not God bless all of them. Some of the mercer friends, the vast majority were not focused on anything other than essentially lifestyle. They were the typical in this was when the the ad that teams these Howard Britain's was where that essentially all the birth of the modern team philosophy came from and these a lot of them were actually featured in. Millionaire real estate agent, and they're on I think like the page five we look at that picture that black and white picture of all the people that help Howard put that book together. They're all stars. I'm sorry Gary put the book together all Howard Stars and that's where Gary got most of the ideas for that book is from Howard Brenton, he he admits that in it's no big secret. and. So again, what those businesses had become and where becoming, we're not focused on profit they're focused on lifestyle being famous being peacocks and that was not for us and I remember going to those. It was painful after a few years you and having the sense of searching for like. That's it. You're there isn't there more isn't there? Is there somebody that can show us that path and they've I remember feeling that feeling disappointment and they and the thing became to brag about how few hours you work. The thing became bragged about how many people you've delegated to how big your team was. That was the thing and then people would show up with more and more diamonds on the rolexes. You know all the rest of it really happened, and then all of a sudden the market changes, and then you see that the king had no clothes on. Then you see when the cash flow stops then you heard all these tragic stories of all these high flute agents, lot of your. Tax Troubles and bankruptcies like that's not. Jillian I were while we are not into this and we stopped going we stopped going to Howard events because we realized that was not the path we wanted to follow even though a seductive like I remember Jillian I. Sold One hundred and three houses our first year and we did it was Jillian right that was it no team and I remember we start going to the Howard things and we are getting so much pressure on doing things the wrong way and we were too dumb to know that we shouldn't listen to them and we actually did it for like a year to two years Oh, you've. Got Ad buyer agent. So you got a bad team you gotTa Start Doing Marketing. You GotTa Start Doing Direct Mail you guys start doing this the other thing, and then we did it because we figured they knew better than us and they didn't they didn't know better than us. What was really happening is stopping the Prophet. Yeah. That's what happened I. Remember it was into maybe your fifth year or sixth year in real estate something like that. That are accountant comes by our house and this time we had a really beautiful house in new Albany, Country Club area and he came in and he showed he didn't. He wasn't like calling his dumb asses, but he said he pointed out the fact. That, our profit was less after having sold like. Two and a half the number of homes that we did our first year something like that. That are net profit was actually less than our first year in real estate where we really didn't know what we're doing. He was like, did you know about this? I remember looking at the numbers going no. Because, we were falling essentially a business model that was not putting profit. First you know at the time it felt like the right thing to do because he was doing it We're peer pressure and you know, I, think a lot of people do it for the recognition and because it does make you feel good and because. It's ego you know and I recognize it doing a lot of transactions dealing a lot of people and their situations and their conflict too stressful. But the solution is not to go blow your profit. That's right. Well, you have to profit in the first place yes. So I do. We should warn them about the Sunday show coming up. Oh, what are we talking about? We don't know yet. That's the whole point in the central I thought maybe had a bunch of goofy article say. Oh No you do have one. Oh, did you read that article about aliens the One? That's a good one. Okay. We have a good Ailey. So perennial topics, our joke is basically we've had happened in two thousand and twenty except in alien visitation, and now there's other people have latched onto that what a goofy s year this has been right and how we the only thing missing are the aliens and so now people are starting to theorize that we're GonNa be visited by aliens. It's so amazing to watch this twenty, twenty, I mean seriously I yeah. I don't know what that would do to. Q.. Imagine. Honestly. Okay. I think people will save it for Sunday, but obviously, at this point I think people will be like whatever. Else course supposed to do about it. Yeah, exactly. So in the meantime, guys, if you would like to talk with us about joining our XP family, do feel free to text me directly in my private cell phone, which is five, one, two, seven, five, eight, zero, six, five, one, two, seven, five, eight, zero, six, do feel free to text me directly and let's have a conversation about why he xp is definitely the right move forward for you in your real estate business five, two, seven, five, eight, Oh two Oh, six and do listen to our Sunday. Podcast we have a lot of fun. We talk about pretty much whatever comes to mind and we do Jillian I do seek out usually non-real estate things just to spice things up and keep your your mental juices flying. Please do remember do not coast in fourth quarter do not take the rest of the year off stay focused. If you guys need anything, you know how to find it in the meantime have a fantastic day and we'll talk to you on the show tomorrow. Remember you can listen to literally thousands of past podcast on Stitcher itunes audible spotify I. Mean we're available everywhere have a fantastic day. This program has been a presentation by Tim and Julie Harris Real Estate Coaching for more information on the real estate coaching training programs visit our website at Tim and Julie Harris Dot Com. Remember to tune in weekdays at noon for upcoming shows, and until next time. Thank you for listening to Real Estate Coaching radio with Tim and Julie Harris.

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Is Leclerc now Ferrari team leader?

The Autosport Podcast

42:11 min | 1 year ago

Is Leclerc now Ferrari team leader?

"It's cutting into your exercise time it stabbing you in the back nine and it's attacking your peace of mind. It's pain and it's getting in between you in the life. If you want to live cd medic target your pain at its source it's fast acting relief with active o._t._c. Ingredients plus the added benefits of t._h._c. free hemp oil. Get get back to your life with c._b._d. Medic available online and at c._b._s. These statements have not been evaluated by the f._d._a. This product is not intended to diagnose treat cure or prevent any disease uh-huh <music>. It's the also podcast we preview this high. Ingrown pre ferrari is now charlotte clicks <music> just a week after the belgian grand prix formula one move onto yet another classic track with the italian grown at monza ferrari will be looking to follow up that first win of the season with hum soil victory on your host ed store and joining meets a look ahead to the race in some of the big story lines that are developing is scott mitchell who is enjoying are towering milan hotel. We just arrived up yeah. I'm super excited to be back here. Last year was my first experience of monza really really fever apart from calamitous italian organization of the car park on arrival a walking through the opens up into the paddock where all the tobacco cialis absolutely madam been there when financed arrived last year and obviously no longer a ferrari member my word was he absolutely absolutely adores. I really really cold and obviously we don't quite in central milan would just basically halfway between central milan and the circuit so looking forward to wrapping wrapping up this podcast and and getting out to experience one of the many excellent restaurants in italy absolutely love food so i love being here excellent and the positive thing is i only made one on very small ronson while driving here so that's unusually good well. It means that we started the week with an uncharacteristically good shape. Shall we say so. I'm sure i'm gonna or go terribly wrong. On the way tomorrow exactly well some reverses between aqap arkansas who would do such a thing certainly not. I i've never done that is <hes> muscle muscle. You've never done a monster until i have seen. I've seen people do it a monster. It's because this is very <hes> because he's also old legs. This world park monzer corsa is very very tree and greenish very pleasant but trees have a habit of not not lining up nicely with with cars and that kind of thing so that's always quite quite amusing. What obviously the the expectation going into this racism fraud. We will have the advantage cerny in qualifying and don't compare it up and disappear to be <hes> a slight sound installation. Problem is a a baby next door. They make you feel that is also happening if anyone's wondering so expecting for half the pace in qualifying but it was quite close spa wasn't incentives of hanging on for the victory was shell class so we can expect the same again head the track configuration actually help for all because it won't give them out twisty middlesex mercedes was doing all the damage lifetime moyes. Yes i think it goes slightly more than ferrari's favor than spa aw because you don't have the split across the circuit as you mentioned lewis hamilton said after the race at spa the expected this to be one where it was all smiles for ferrari basically because there just isn't that opportunity or as much of an opportunity for mercedes to to make up for a straight line speed deficit and louis talks about need in pre in massive turnaround in straight-line speed for them to really challenge ferrari here and of any order you days to do that. It's not suddenly redesigning the entire aero package or anything so i mercedes. Come here pretty much what we've what they've got. What they planned only comes down to the execution. We know that that's a massive strength of mercedes certainly compared to ferrari sorry because spa was pretty much the first time they hooked altogether for one of their causal pretty much well yeah and they only just hung on so. I'm expecting to see a chunky gap in in qualifying. <hes> spa they mercedes estimated at spa tower who is worth so point three point four second. I'm not sure what is going to be worth at monza but we know that ferrari really quick straight line combination of megara engine in and low drug setup new engine here as well as long as it doesn't go bang. One neo nazis alpha did last weekend. I mean it should be a nothing's ever easy n._f._l. On this is near of a slam dunk chance of a home win ferrari's at the top but we said that a year ago when when they started the race first and second down was one of ovid's i wanted to lewis hamilton great formula one wins when he managed to really force issue in that race wants to mistake geico fetterman by this time in the second post roy keane and so that that's interesting thing i think we will say mercedes being more competitive in the race than it is in qualifying lying and that's the that's a recipe for quite interesting race isn't it because whenever we've seen for qualifying from have except in bahrain where they were their own worst enemies they generally become come under pressure as we saw in in australia we saw in canada as we saw last weekend at spa and this is a long race and one of the characteristics of the circuit which i think my plan pies while you don't have those those tight twisty sequences you do have a couple of really significant traction designs so if we get to the point where mercedes superior time management best fruit i think towards the end of stint certainly ferrari could become vulnerable because news if they're struggling to get the power down if they're not leaning on the car quite quickly free parabolic for example that opens up an opportunity down the start finish straight so say these will have its. I early on an opposite on sunday. I don't necessarily think that we challenge them for pole position unless maybe ferrari don't get together all mercedes really nellie on the setup when they get the perfect to- maybe how autry bought asking can pull them a magic lab. How but the mercedes aim is basically to get one or two calls on the podium and have a repeat oblast year where they had had the booze the <hes> the the one thing is off quite cool necess- too fast too slow chicanes why they should what but one very slow chicane won. The second shakes a little bit quicker but still should have an advantage the third chicanes. It's called is pretty quick. A scar choir quite fast direction changes us. It's not quite the places where package can <hes> can gain a little bit and so i think it will be an interesting test of the <hes> the engine package because there isn't that same trade off in terms of the the satter and what well it's been really fascinating and seeing how ferrari seems to keep finding gains with engine package in fact christian owner owner also the last race that he fell ferrari were that the start the gold standard now power unit wise and the other three supplies kind of converging in terms of performance which which is amazing radio when you consider how strong mercedes has been for for so long in in this period and the on the other side. It's got to be frustrating writing ferrari engine but clearly don't have the best car on the arrow site is down a little bit this year so that's a bit of an open goal mess stole mice frustrating for them. Given the star of the v six hybrid sir perera was the engine package. That was the real achilles heel whether it's a little bit williams b._m._w. You isn't it the start in the millennium. You've got a mega best engine not best chassis exactly and why you look at it. This year certainly have to say that top speed advantage to the trade offer for performance in the corn is just isn't worth it because this confuses me ever so slightly because ferrari has established itself as f one engine benchmark as you say the vibe taken mercedes which started this era so-so dominantly so if you've got engine advantage and you know that you're going to have superior a straight line speed in terms of your engine go for pick downfalls have higher now. It's not that simple but if you've got a superior engine engine than the logic that you can take more of a trade off in terms of drag but but what ferraris done is they've they've gone mega engine and they've they've gone for that efficient aerodynamic package instead of absolute peak downforce and i just wonder if they underestimate my it how much downforce it actually need to get the ties work in that underestimate what exactly mercedes-owned red bull to an extent would get out of going in a different direction so they they've got it wrong but over the course of the season they've got it wrong but uh certainly for these t- races and a cynic would say why they've built the perfect car to win their home race at monza so there's no reason for them not to be very very competitive this weekend and that's the reason they go in his favorites. Yeah very very much simon looking at the the the question of the dreyfuss the really interesting question as well. We'll be able to lead the charge again as he did pretty emphatically thaddeus while he has he has done research as they advanced as we track his qualifying everything the qualifying averages ruled drivers taking out a normal es in that kind of thing and we've we've got him on average now at ten and a half quickly in battle over the season boosted by that three quarters of a second advanced spa misleading but still leclair was comfortably the quicker for auburn facts not just the quicker for dr about them better for our joy because he works on the time management and battle scenes the struggle with that so what we seem to be saying is clear becoming the mole aw rounded package learning the lessons of the of the up and down first half of the season and he's looking to me like a driver who is achieved is quite cheated yet that he's a long way down the line to achieve what he will say sites on at the start of the season which is effectively a surfing sebastian valez the man in that same will i was was gonna say i i disagree slightly with your question for the ferrari drivers this weekend. I don't think the question is can leclair. Lead the challenge this weekend last as we i think the question now is flipped and it's on vital question is can better respond so what has been doing because he was better in the race in hungary wasn't eager to he's got very good time management but was six qualifying defeats in a row now vital to clear. I think leclair's stabbed himself is the fastest ferrari-driver intoning nineteen. I think vito has maintained advantage over races. I think that was actually being quite impressive in races this year but in terms of peaks when the calls is best or or at its most competitive with the exception of canada. I was not really been there is been leclair and i just think now four time world champion super experience team was ooh get up to make him the face of the ferrari title challenge this year the pressure was on leclair to change ferraris mind and leclair like you said there's going alone weight which even the veterans now under pressure because this is meant to be his tame but if you'll fraud humanitarian auto and the seasons going the way it is. Can you really justify prioritize inventory leclerc next year so has that'll ice is now starting this weekend monday because 'cause he's now every year since he won a rice helps account the econ- 'cause he didn't win it. <hes> he's eight racist to save his reputation has is team leader starting with this weekend yeah and the the whole thing about saint leaders such as the team will get behind the driver. That's almost always the case the only time that i will be very very brief transition periods. It's where you've got a new force taking the old should we should we say so yeah. That'll needs to raise his guy. We have to be catholic athol because do fundamental a bit puzzling because when he's at his best he's now standing driver. He's done some great things in formula. One then i got fed up with people just thinking is red bull years. He just flipped into championships and it was was easy because he wasn't he was driving brilliantly at times doing really really great things tones of harare. He has done as well. That'll i think needs to show that he can deal with a situation where new drivers coming in and out with them which he didn't do so well with ricardo red bull outlet soham moving on early early from <hes> from redlener although say that he might try and do the same from ferrari now and try and go back to read the lola whether that would be wise given staff and this team is is another question. I'm not sure that would be a a great move. He's a he's fifty. Two grand prix wins full world championships a wealth of experience so he's not to be underestimates. I think it comes astounds. Does i think we've talked about before. Does he really still have an him to daycare. Extra bit dave lex young hungry driver. He's getting his first <music> shot in a in a big team he's making it work vattel of course came into the season expecting to fight for the championship and it's been a little bit of a a dump squib for him and i do feel that when as we've seen in his years at ferrari if i even going about twenty four sane when things haven't been quite as expects it. He's tended to struggle a little bit more. Oh not be able to take a day when things have gone better. Sometimes he lifts himself so that's interesting but what vattel does need to do right is shove over this this policies that he can do what he needs to do to be at the same level of clark wait to be something different sought between the two and swing weekends another well what we saw in in in qualifying last week in belgium was a little bit of a microcosm for his ferrari spell because whereas the clay was super confident and it was just like you know what just send send mail does not around finding a tow. It might cost me some overrule tom but i just need to get out on track with a really good. I can get this poll up on my own to send send me out. I don't wanna risk compromise matar's or anything like this and as it turns out the the position he ended up in on circuit. I think he did pick up tow for. I don't know if he atoned set does one on and free but he talks afterwards about he ended up. The position of the cars many got one to a degree anyway but that wasn't the point. The point was claire was able to just say to the team right. Whenever if the calls ready sent me off my phone run vessel was a little bit on the opposite side. He was part of that group that was really grinding to a halt olmos. I'm trying to make sure that they were in a position where i would get the title of someone in front of them and he ended up compromising his his ties and his temperature and that sort of scuppered the law uh-huh why ended up so far scruffy middlesex as well which seems trombone on traffic will convince me he was no closer to the current fundamental clay was to the car in front of him and i think what we saw that it was vital knowing he needed every little he needed a perfect run through qualifying with perfect so and for the cloud so underachieve those teams have any any chance and maybe that sort of trying to cross but a bit much ultimately led to him being further back. If you look at all times you combine their best sectors. He was only two cents off. The class wasn't three ended up making himself significantly slower relative to leclair. It's just thurber evidence that vessel this. This version of veterans ferrari just seems to need everything absolutely perfect and when he's on his game when he's absolutely singing absolutely as as well as we know he can. He is spectacular watch but he's he's getting a little bit large jenson button. I really i grew up really really admire. Jensen is pretty much. The only job ever been a fan of when i was a kid but jensen would have those weekends anywhere unless the car was absolutely perfect the nature of his driving admitting that he would be found out if the call wasn't to his liking veteran just signs of red bull because he was mega wasn't with the glucose blown the exhaust blowing on not car and just adjusting to life without that was a bit tricky for him and the longer the ferrari years have gone on it just seems to be more reneges like it doesn't have everything he needs and it just starts to fall away whereas the clergy seems to be able to get that extra temple to answer even if it's not perfect and i think that's what's given clear edge because we know that the twenty nine hundred ferraris not brilliant through the corn is because it's not designed to be mega on the strays rubbishing the cohen is but it is better on the street so the cause not make it through the corners and i think that i think that will struggle as much murders and nothing the other question vessel is how much hunger and determination is that i'm not saying he's being lazy or not caring you might the button comparison and button a ace women's viewing him about people about cut of winning the world championship men's after he said well for me off to that he said once this this is interviewing off to eat. He said we'll have won the world championship so now the big thing for me is to have those those race wins and that kind of race wins begat championships apps but i never felt that button. Someone desperately needed three four five world. Championships slotoff got one. It's not laziness again or anything by any stretch of the imagination but when you're talking about elite athletes it takes so much after the dig deep to do what they do and i just wonder whether battle is able to do it would be so conscious thing of saying. It's just that does he have that same focus that he wants to readily no he's. He's still doing the same things he did. He still putting a lot of effort into getting a call the way he likes etc etc but doesn't seem to be able to get the same <hes> the same results. I wonder it's just he's climbed that mountain four times. He's won four world championships and winning the fifth one fulltime world champion a five on world champion macho muchness unless you start to get into and so they lewis hamilton zone of he's got that mantra shinmachi record so it kind of looks and he clearly is doing that now. We'll just wonder if that'll just doesn't have that last half off a percentage that you might need just to pick up on your climbing that mountain full-time analogy will hasn't helped his after climbing amounting full times. He's had a few folder folder down has an since he joined ferrari star it can't be easy when you sort of move away from the two thousand fourteen regular season which was a real disappointment and then you really encouraging first year ferrari all than they ever set back then actually quite an encouraging twenty seventeen but then all the mistakes creep in twenty eight dot com ah eighteen he could definitely have won the championship another child office when somebody i think also without the mistakes execture that perhaps they might have made some better technical seventeen people say you should have won the championship. I think it would have taken he might have been able to with a perfect year and that doesn't just mean not making the mistake they could start a singapore growing pro naw going a bit mad under the safety. Comback needs to be absolutely perfect so i don't agree with those he say seventeen was a massive miss. I think he did put himself out of contention in the end without singapore incident but i don't think the car was consistent good enough to do that but that's the thing the question is now if if ferrari come up with a car that works while in two thousand eight hundred eighty and can win the championship is battle the guy who can deliver it history says he cannot. I've got a lot of time for that. I think he's a great joy. I love to see him bouncing back. He's thirty two about snow sort of the point of retirement is he still i hope gotta in him in last summer and i'd love to see a great battle between the clan battle but the moment that trajectory those two wrong means if you'll sadler as the as the frog team boss the only disadvantage leclair's ready is less experience. He hasn't been their world championship out yet. We don't know how he'll stand up to that. I think you'll probably end up quite well to it but you just never know and then there's the question of course of whether federal himself can eliminate these mistakes. There have been many of over the past twelve months and those are the things worrying worrying judgment in races and i don't think he was always like that. People say getting race but the happened soon passing the lonzo on the gross to take the lead and how it on the grasses <hes> the ripple ring last year we massively massive new under the radar because of the events of that right went absolutely mind imploding et cetera cetera so vital can can do this stuff. I imagine he's battle. Is anyone by the whole thing. If you ask him about it he he kind of explains legs incidences well that little uh-huh steaks and things that happen at hockenheim lost you when you went off while leading while he just happened to go for the one corner where there was a gravel trap documents well yes but when there's when there's such a pattern of them that's when it becomes a concern well. This is the thing so i was reading an excellent featuring f. One racing about vessel in that run of seven major mistakes between last year's british chrome pre in the she is british grand prix so you've got you've got the sliding off the track in in germany then you've got the spin spin at monza than the spinning japan this spin in the united states salsa ricardo which was which was was all full and then you've gotta mistakes paul ryan spin battles and bahrain again and another one another one in combat as well which customers shelter victory because he he could still have been in second place when the club i just trouble absolutely and then going off tracking canada he was he calls xuetong problems in canada that cost hitting since seven major errors there and this was the point that the f. one racing feature made. That's that's over basically at twenty one race spell 'cause one race one year to that same race next year seven one in free. That's too many for somebody who's gonna wanting. You can't get away with one in four or five. If you want to win a world championship one in three yeah it's it's it's too much and individually each if just one of them had happened. You'd say well. It happens mistakes made you know everyone does yeah. That's that's a louis c. P. free shunt spot. Yeah just went always things is. He said everyone's human life life without mistakes now but i think it's a it's a it's really throwing. The goal downs <hes> vattel ends. I kind of do hope he's able to take the challenge challenge owens <hes> have just have a bit of a bit of a comeback if he tells them is going to be if he does go for the last eight races or whatever is there seasons man's he is the slowest driver then he's go into next season as a the facts number two and i say we talk about this number one number. Two drivers at your teams won't be that too liberally. Give rubbish equipments the second driver sunyani more there was a time when there wasn't enough enough parts exactly some seems only ever really ran one car properly essentially sometimes go out to the seventy s on yet one car that could have the proper qualifying ties and it goes to the one who is who was cricket before but by and large. They're not gonna anna disadvantage him. It's just that there will be whichever driver is the better shot of the championship will be the one who has the run at the championship. If the gardener this weekend is important vessel because this this could be his last chance to win a race this year and no track. There's an obvious for retracted after this no exactly so worst case in ferrari is not drive a wins this weekend but often driving so each other that would be that you know that is very true. We should cy i if you've got one one young driver trying to establish himself as team leader in the old town trying to hang onto not neither of them a reckless <unk> but it doesn't have a bad relationship but these things spill oh yeah exactly that the conditions of <unk> exactly so it's going to be very very interesting to see how this weekend pans is out my money personally. If i was going to bet on for this weekend i would. I would stake. You're on claire. Iveta because form is with the momentum is with the cleric. He can't underestimate vacation. The vets will have to win because a win for ferrari at monza is such a big thing and there would be if he can effectively can go out control the weekend from i practice put it on pole position on then win from paul that that will that will send a really really strong message because people will underestimate. I'm sure we'll undervalue the quality of the wind because ferrari track blah blah blah uh but declares proven himself to be really miserable force in his first year ferrari which is not an easy thing disabled list ration- on veteran needs to get one over ronin basically i if it doesn't happen here then it could be completely winless season for fertile which is something that must have only ever happened twenty twentyfold savings so the only of nice sixteen as well of course in the ferrari when they when they started in fat sixteen ferrari didn't build on fifteen. It was less impressive season from vessel because again. He's not seem to be less training. Is there again isn't it. You can say i'm an offset before and during during this round that he just needs one weekend of things come together and maybe that left rattle an italian grand prix went in front of the suffic- could be a big boost of him so that she someone's emotional ex exactly so. I don't think we underestimate bethel. He is a he is a great driver and i think he's rather undervalued by people to be quite honest uh and i i think the people have gotta vattel as a character as a little bit of skier as well. I feel like that means we see less of him and whereas you goal lewis hamilton now who we can really see he's grown into this kind of statesmen role informative and he's great for outreach informative one and he's and he's really really come into his own. I think showing house of how to do things because that's the kind of character hamilton as battles a very different kind of carrots and i think the people so the painting almost this yes <hes> the negative view of is justified and the way that this is gonna. It's just been munition to the people that have that sort of false idea them exactly exactly i mean he's made mistakes of course and he's he has aspen outperforms. Class has been the more impressive drive about you know. Let's let's not underestimate. It's cutting into your exercise time it stabbing you in the back nine and it's attacking attacking your peace of mind. It's pain and it's getting in between you in the life. You want to live cd medic. Target your pain at its source. It's fast acting relief with active o._t._c. Ingredients plus the added benefits of t._h._c. hemp oil get back to your life with c._b._d. Medic available online and at c._b._s. These statements have not been evaluated alienated by the f._d._a. This product is not intended to diagnose treat cure or prevent any disease. We should briefly mention rebel. We know maximus tappin will have an engine change penalty so that's <hes> that'll be back. The great stop penalty wayne set <hes> for taking the spec honda pow package which of course <hes> we did see used in the rice by daniel caveat <hes> terrorist i would also albany's during the weekend and then he went back on friday so monza people tend to think of a good track for overtaking but to be honest. It's not really so that's gonna be. It's gonna be hard. Stop installing down the back months than it would have been that spa supposes a strategy to doing that you manage your mileage and also you don't wanna do for your car starting at the back of the great because all of them tigres penalties by by switching to the to the spec four and i guess they would have seen spars an opportunity to get a result obviously stopping clattered into ronkainen at the first corner so that that ruined any chance from doing anything really engine yeah exactly bit pointless one literally it will be quite an important we can for honda. You'd rather the have stopping doing qualifying properly not just our one will be the first opportunity for them to benchmark the spec for engine up against the latest mercedes and ferrari units. They think they the the work that they've done has brought them closer in qualifying trim but yanni ever notice certain wants everyone's on track and everything turned out to eleven so but it'd be the first indication released and we'll see how the staff and comes through the field. This is all about making sure that they've got the engine in and everything's ready for singapore which their big chance to win but be interesting to see how it goes. We've got rennie's <hes> specs or wherever they're calling it will be in the car as well so all for manufacturers rolling out upgrades over or for the works teams will have the latest spec engine in from there from the manufacturers so be interesting from that point of view munza power since two circuit the most the biggest one on the calendar in that regard so no hiding place so probably the best chance that we have to really gauge the pecking order. It's obviously still ferrari in front on in terms of speed be just interesting to see if honda of close the gap and maybe we'll see reynaud slightly closer although their season has been a bit of a nothing story really hasn't yet very very much running. The works team was fast in spa aw which is interesting. I didn't quite get the results that they wanted to roll out of a that was the reason where we can for them. Looking engine engine wiser run mclaren both cars retiring with engine problems which is a worry for them so <hes> although early christian comments about those three hundred supplies converging kind kind of behind ferrari run are in danger of being the happy than the least effective of advice some some work to do than we will outside news to die on the subject of moans extended its <hes> is dale so it will be on the calendar until at least twenty twenty full us could use as an econo formula mm-hmm normal championship calendar with her mother on isn't the only circuit that's been prison on every single calendar it <hes> yeah. The italian grand prix has been ever present. Hasn't it on just trying to remember. I'm the the italian grand prix wants go to imola didn't sit. I think there's one year when it went. <hes> when's the rice that because it wasn't always the italian grand prix although we should say it wasn't always the host of the italian grand prix because in the pre world championship ice it's it moved around a fair beds so there's various different other seconds of hell deal. They did also hold it in that in that period is well on just checking whether yeah illinois thousand nine hundred number nelson p._k. So that's the other hasn't quite been every single one not quite but it's you know is the most <hes> most included cirque isn't it in the world. It's been holding growing pre the best selling grown fruits back in nineteen twenty. So it's a wonderful history. You've got the banking there and it's and also it is relatively recognizable from from those days absolutely which is which is really cool you get proper sense of the tradition and history about the place which is which is nice and it's important when one's going to all these off off far flung places and it's important for f one to to branch out the race in vietnam for example but racist important the new deal which i think is a multimedia there was an answer at least twenty four so it's <hes> which will take it through pass the centennial year which means if they get the money for it. You mentioned this being recognisable from the old days. We might see major work done on the circuit because what they wanted to do for the centennial year twenty twenty two is possibly removed one of the chicanes so i be curious to see so if that's what they leave out if they go with that if they go for something different but maybe as we know it now much change but then that takes it further real life what it used to be all over towards it well. The thing is actually there were period. It's in the early days when it changed around but it wasn't always just the the long strikes. There are also about three photos. There's really weird. Schick chicane type things with these very very high kind of curbed little mini walls mice. You could say so it has changed changed a little bit. It's not quite as amorphous. Assay silverstein has been over the years and there is that default so historic monzer shape without the chicanes that we know <hes> but it's it's <hes> yeah it's it's not something that's been locked for forever. There's there's no reason to change. Monster monster isn't it. It's always going to be in the royal. Paw thought you got it in the morning and it's a big mess. Staying people going about business going for that runs cycling around the place mice close to milan so is an old world track with with just all at the history so it's essential that they did the deal with <hes> with monster circuits obviously getting the ira places on the <hes> on the calendar. <hes> salted assaulted outset. What what else are we expecting news this weekend. I guess where we waiting for nicole comeback and has to <hes> to to happen which this is that well. It's more like it's more than not happen but there are other possibilities. Should we say that that that deal is there. If altenburg wants thanks yeah. I think so a and that is the logical one. I still personally think that the the best option is for ferrari show for mayo to get him in in in alpha next next year alongside rankin and then he becomes the li dao driver for the following year or potentially. If no one else is available all the way it works out how he moves in and becomes number two ferrari the clerk would move him inside the ferrari family of that would be an excellent move for ferrari alfa thing you'd be brilliant for halt because alpha looks doc a better prospect than hassle the moment <hes> because it could be an interesting move. It would be a little bit out of kills fraud. He's done before but at the same time if you look at it depends on number what they think of antonio geomancy drive and i was quite impressed. The presi was making but it's just not really come together if like crush late on at spa throwing away the place was <hes> yeah very very very bad then it comes down to well if they decide not to continue to nazi do they put the next junior driver in which would be make schumacher after one year and after i think it would be sensible to leave after for another another year to kind of get on top of that you know he sees east at a solid enough debut season but it's not been a it's trail-blazing season by any stretch of the imagination so so there's a lot to be said for that. I mean he's the kind of driver who will be in demand because he's got that experience. We know what you can do. He we know he's quite low maintenance. It's kind of driver so you can put him into its aim and he's not going to be too disruptive. Shall we say he's responded to the the the run. Shunning wants to a better word with with class in public public hasn't he hasn't been hasn't been chippy abouts it. It's just said well a number of factors we have. The negotiations didn't quite come together. Saw respects the way they handled it as well yeah yeah so he's a i think you'll convert your sat there thinking right okay. Excuse tickled twist isn't it. It's like well. I've got the hass offer which is a nice fullback. The house is a good place to be. I think that'll be strong next to you and the this year they've got completely lost this year and it's just that hopefully they'll learn lessons about where we expected to. The next year is a good place to be but then it comes for him. It comes down to how long can he sits on that option without vanishing. Shall we say so so does he hold out for for he could be a fill in for red bull. Alex albums made a case his first weekends performance but then the series business starts hitting and now a monster because there's going to be a direct comparison with verstappen on pace now because i wasn't really worried about qualifying liberals for stopping won't be doing it and qualifying. There's still questions for album. Salzer impressive is he's been so how complex kind of the guy he's got potentially a lot of possibilities but always possibilities because i don't nothing if you wait too long. So what would you do if you were him. I i would do what he is doing. Now i believe which is <hes> trying to get snapped up. As soon as it's possible he told us last week. They probably a couple of weeks pouring knows what he's doing so i reckon so singapore's harm yeah. I think it makes more sense the thing it's not really hard news while i'm looking for was sitting this weekend. Album alexander says in his proper first weekend for red wilko's into that really mega resolve career-best on his first weekend didn't expect considering starting at the back but this weekend he goes in he would do all the proper qualifying prep and then do a proper proper qualifying attempt so this'll be the first that we see right. What's his absolutely peak because we saw a little bit more forceful in through the midfield caused guiseley was that's one of the things that ripple won't be judge on the other thing. Ultimately is the peak performance and making sure that he's there is the he's he's gotta be fifth on the grid and as close as is realistically possible to to the mercedes really in qualifying that would that is the dream scenario for him and red bull yeah exactly yeah i think he can do that this weekend and then string together a few good weekends then thought should be <hes> should be hispanics. You know i've already impressed with alvin this shit because to be honest. I know how well regarded album walls when he when he came into the car seat some have done some good stuff but i wasn't tightly lightly convinced by him some because she didn't adopts a cause quite as as quickly as zima coming into this season while the the impression you might from the start of the season was really positive and write back to australia thing catchy. You know this guy. He's got definitely got a bit about him. Ans although fourteen is played as part and getting him into her topside quickly he's so far answered every question asked of him. There's a few more questions to answer the ams the later you got in the questions being asked of you and your career the harder they get to answer well so that that's the challenge he faces and this weekend is when it starts to get a little bit more serious than a bit more high pressure. He had a pressurized star. That was the terminology that these team bossi's last weekend now. There's there's no hiding place. He's not at the back of the grid or anything like that so this is where he starts to ask those questions and in history dictates uh that he will rise to it because he's been excellent so far this year but until until we actually see him in off peak performance scenario in it's in a top team. You don't really know how much he is lacking dewey. Yeah exactly will <hes> we're gonna learn about some in the <hes> in the coming races well <hes> yeah keep it on all sports comprehensive expensive news on the topics discussed in various others as well in those polls in-depth coverage of other aspects of multiple columns uh-huh interviews that kind of thing. If you like this podcast you subscribe to every monday and thursday and other podcast offerings <hes> we do have after the the flat chat with qatar's podcast covering which is the f. one racing podcast that comes out every month and we also recently added for those who like things with two wheels. The slap is with louis area so that's lewis duncan an appreciable ace motorcycle racing correspondents so you yes search for that and maybe listen to that as well. Thanks for joining us live vaccine another podcast. Ooh the the music is six a._m. Treeline written by marcus simmons see soundcloud dot com forward slash treeline museum <music> <music> <music>. Uh it's cutting into your exercise time it stabbing you in the back nine and it's attacking your peace of mind. Oh aw it's pain and it's getting in between you in the life. You want to live cd medic. Targets your pain at its source. It's fast acting relief with active o._t._c. Ingredients plus plus the added benefits of t._h._c. hemp oil. Get back to your life with c._b._d. Medic available online and at c._b._s. These statements have not been evaluated by the f._d._a. This product is not <music> intended to diagnose treat cure or prevent any disease. It's cutting into your exercise time it stabbing in the back nine and it's attacking your peace peace of mind. It's pain and it's getting in between you and a life. You want to live cd medic targets. Your pain added source. It's fast acting relief with active o._t._c. The ingredients plus the added benefits of t._h._c. free hemp oil. Get back to your life c._b._d. Medic available online c._v._s. These statements have not been evaluated by the f._d._a. This product is not intended to diagnose treat cure or prevent any disease.

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200 BM Daily Vocabulary #181 | dominant

BM English Speaking Radio

06:38 min | 1 year ago

200 BM Daily Vocabulary #181 | dominant

"B. m. english speaking radio channel presents b._m._i. English what my name is judy and i'm your host for this episode sewed. You are listening to episode number one hundred and eighty one off season three today's ward is dominant anant dominant means having control and influence over those more strong important on noticeable than others commanding from superior position with beaming leash speaking radio channel learn venue ward every day and impress the world in this english workout bloody lesson. You will learn how to use the word dominant via show that this e._s._l. Lesson will help you to enhance your english walkability and speaks english fluently and confidently confidently dominance is spent as d. o. m. i. and a and t the world's dominant is used to express that a person or an organization relation has superior position as gum bed to are those and it has a large control and influence ends on others for example. The form has achieved a dominant position in the market owing to impeccable quality. He offered spread ducks. Listen carefully how we can use the word dominant in age different situations in in different sentences example number one off eight in the partnership with an indian company. The multinational company benny was playing a dominant role. It was getting a larger share of the prophet and was dictating terms and conditions however level later the indian company decided to separate and function on its own moving onto example number but to a fate are in started as a volunteer with the political party. He worked diligently for several years over a period of time he zoomed a dominant position within the party by virtue of his commitment lettuce understand example number three of eight. The dominant lion in the group became old vic as a result. The younger and stronger lion seized the opportunity and drove him away from the area example apple number four of eight. Monday is a dominant figure in the field of art. She digs active interest in the promotion of odd and regularly organizes exhibitions for the same of do you do you speak like this. Sometimes maybe yes because there are fellows in your english to eliminate that you'd need to <unk> practice thinking in english now you ask me how to do and then i tell you visit our website w._w._w. Taught bmc consultants india dot com example number five of eight the boxing match between two famous boxers. I was very thrilling. Mike was dominant of the two because of his heightened v._8. But the other the boxer was very agi means very fast and he defeated mike by scoring more points. Oh oh what a wonderful twist isn't it moving onto example number six of eight me. He started working in place. After after his graduation he had a good physique and a dominant personality therefore often he would be chosen for for the role of a warrior are police officer. Let us understand example number seven or eight. The team leader noticed noticed that the unity in his team was disturbed. He observed that one of the members dominating nature vase adversely affecting the team spirit hence. He arranged a workshop to improve the collaboration amongst the team moving onto example number age of it. The asian country witnessed the national elections last month. Heaven education gatien turned out to be the dominant issues and this election the party promising to focus on these critical areas won won the elections to davy lungs. The word dominant which means having control and influence over <music> are those more strong important on noticeable than others commanding from superior position. Can you frame three sentences. Were dominant and type in the commons box v._r. Waiting reassure this lesson has had to develop develop. Your english will come and speak fluent english. You can download the script of this episode and owner episodes from w._w._w. Dot b. m. english speaking radio dot in state. You want for new english lessons liotta on a mission to train scene one crore indians in english fluency. This was episode number one hundred and eighty one of two hundred vocabulary episodes that we have planned kindly note that we will be sharing one vocabulary episode daily. It's same indian standard time so meeting me too tomorrow at six o'clock with new word to lend take care.

Mike B. m. english liotta judy apple davy lungs benny team leader officer
The Biblical Edom Unearthed

The BreakPoint Podcast

04:13 min | 1 year ago

The Biblical Edom Unearthed

"Another amazing archaeological fine confirms Biblical history might have some secular scholars seeing red for the Colson Center. I'm John Stonestreet this breakpoint and Psalm sixty the psalmist describes the totality of God's victory over Israel's foes proclaiming MOAB MOAB is my wash basin upon eat them. I cast my Sandal. That's only one of more than one hundred mentions of Eden. In the Old Testament. The e Mites were descended from East saw Jacob's older brother. The genesis account of the troubled twins describes he saw as read all over when he was born e Saul you might remember sold sold his birthright to Jacob for a bowl of Red Stu and so either means read in Hebrew. Thus e sauce descendants came to be known as e might over the years many scholars scholars doubted the data might even existed at least as described in these biblical accounts specifically they regarded the depiction in the Pentateuch of the Mites to be largely usually mythical the real might kingdom they believed emerged three or more centuries later during the latter part of Israel's divided monarchy and was read back into the story of the exodus well these dollars were mistaken recently a team excavating in Israel's Tim the valley found evidence of thriving and wealthy society dating back to the Twelfth Century before Christ. What kind of evidence and extensive network of ancient copper smelting facilities were found in the parts of Israel and Jordan the Bible associates with ease them as team leader as revenues told the Jerusalem Post copper smelting was essentially the high tech of ancient times given how complex the process is any society responsible for such facilities would likely be technologically sophisticated amd politically well organized according to ben-yosef these new findings contradict the view of many archaeologists that the region associated with biblical eat them was populated by a loose alliance of tribes APPs instead. It's consistent with the biblical story. There was an easy to my kingdom here there it is again consistent with the biblical story that phrase rays seems to be popping up a lot in the world of ancient archeology these days for example the excavations at Ascalon that confirmed the biblical account of the Philistines findings so now Dianne confirming the Babylonian destruction of Jerusalem not just that had happened but also when it happened and on and on then you think the sheer number or findings in recent decades that are quote consistent with the Biblical story would soften the systemic scholarly scepticism toward the Bible it should minded minded hasn't and one reason many scholars remains stubbornly skeptical is that most archaeologists and social scientists see Judaism and Christianity in the same way they see every every other religion which is an approach that obscures important distinctions unlike other religions historical detail is central even crucial to biblical faith faith the Biblical story reports on events that took place in human history unlike other religions. The protagonist of the Biblical story is a God that has acted in the human arena not in a mythical past or another universe but in the same setting that you I and everyone else who has ever lived live since historical memory the actual acts of God within human history is so central to biblical faith. We all not be surprised whenever we find evidence of his activity in the ground at the same time time we should be ready to communicate the connections between history and faith when appropriate and win asked. It's a wonderful way to communicate to skeptical friends family members and CO workers. Here's what we believe in why we believe it and to help you answer tough questions like this that you face not only about Christianity history but about all kinds of issues. The COLSON Center Center has launched a new resource called. What would you say each week. A new video tackles a tough question offering clear usable answers that you can pass on by sharing airing or by conversation so check it out and subscribe at what would you say Dot Org. That's what would you say dot O._R._G. For breakpoint I'm John Stonestreet.

Israel Jacob John Stonestreet Jerusalem Colson Center COLSON Center Center Ascalon team leader amd Dianne Jordan
Podcast Episode 10: Carlo Giardinetti  Self-Organizing Teams & Holacracy

Conscious Collaboration

36:45 min | 1 year ago

Podcast Episode 10: Carlo Giardinetti Self-Organizing Teams & Holacracy

"Oh for authentic discussions with growth-oriented leaders Hello France and listeners welcome back to our welcome to conscious collaboration the premiers collaboration we have come as consultants and coaches to see that collaboration isn't really something that we in years and I am sure all of you have amply experienced that in your workplaces the rewards of collaborating are significant Sean growth have very intertwined but it really requires a commitment It's not a one time thing to make collaboration happen how how does that resin last we've talked to thought leaders and business leaders about the different aspects that it takes to make collaboration happen what we can do people to organize themselves that's a straightforward as that and that effort to organize oneself can be self directed or it can be prescribed chilly in terms of behaviors and practices but also what leaders can do to create the right conditions for collaboration today's angle is self organization which really touches all kinds of matters of self empowerment or power authority and hierarchy and I really want to say more about a cholera who that's a fantastic experience when it happens but the effort to get there is equally significant I'm your host your fire and then all podcast framework really methodology at the Business School of Lausanne and you're now I'm starting a new program on collaborative leaders some a great expert in the fields that you've been a actually started out as a professional soccer player then went into the hospitality industry but now nate with your experience very very much should I always find amazing how what you've learned along the way so thanks again for being organised thank you know we always run our definition by our guest since he dip in Lugano at the University of Franklin University so this this is just really a great opportunity to hear more from collaboration of course is humanly and when you and they underestimate the actually home face what they think about that because when I say we ELSA Vian and myself we're we're running this podcast which is basically when we think about what is conscious the obtain or attain and then we have a set it and forget it kind of place it's an ongoing conscious committed practice can be very personal or personal growth and progress John and I am pleased to welcome Kalo Johnny Nettie who is an expert in the field welcome Hi welcome I understand you you know early in education management space you have introduced Alacrity as one example of a self organizing for example of collaboration than we end up feeding a in our organization so I completely that had some sort of assumption that twitter handle natural-born collaborators and you know a infant has said personal change personal development and professional development to get collaboration ride instead of Folkston on generosity Michael Okay what are you what do you mean Meta functional generosity I need certainly your body attitude okay great so collaboration requires go a few shows back who used the word arrested activity a lot that part of what makes us collaborators is the fact that we have is that the kind of generosity that that you hint towards yes absolutely not openness openness is inactive generosity might be to become goods in in collaboration really saw we that the act of generosity university you mean what I what I noticed obviously people like their ideas we know from behavioral signs that there's psychological ownership of ideas so good sense of our own ideas and we have confidence in our own ideas but we also receptive to what others have to bring to the party and in a way the ACTA on the sending that you need to open up you need to give something to approve you need to be able to get and he and when you look at me it's not with yourself much yeah yeah yeah that reminds me I had he's a professional not necessarily apart use to and I couldn't function because a very in other people's input ideas even when they are not necessarily aligned with ours and ability to question does being open being generous towards other ideas means kind of stepping back from that is the cost you're referring to or what what specifically do you mean absolutely sombody else and we we haven't metro of Manua seven natural tendency to please others and and we believe that these agreements means this way over making them feel uncomfortable in restaffing offer our south in cost and that cost for yourself you need to the train to overcome that cost the beginning that's why want costs on doesn't cost that has to do we not to be not having an outage of being politically correct so you can hear who actually discovered and that is this is not really a sentimental notion of generosity pays back amazingly racial in relation is an ongoing process of eventually if we learned to do it functional way we learn to the touch the emotional are giving receiving the things that we find enticing but we might be vulnerable or reluctant to put it out there because we thought it might be ridiculous but yeah because I assume if we don't put these things on the table these things being disagreements we might have or concerns we might have in the work environment to provide that kind of clarity but at the end of the day there's also a very personal component where people take the risk and speak up our war on the impact we are going for a number of cloudy work on those cloudy these together on the teams that because he will give it credit we all think that often actually initial effort to truly appreciate at these agreements in a way and we we took forming morning functional and we learn a lot about the importance of that into some agreement about what is it that we're trying to accomplish here where withholding that kind of input and the exercise of to criticize other India worker on the ass takes an effort you have normally becomes implication if my idea or your idea is either way or another welcome to the ideas work on them it's not easy on his sheep each of our the same time trying to eat for the Condition Warner we got people ideas instead of using a have cloudy cloudy on roles Athletic Your Accountability Clark beyond dependability ladder on the meeting a student to make that investment at the beginning to work on that cost the the cost what does it cost look like in your experience and and people tend to join embrace that much more than if we go in a way free free flow in a functional way is very useful how to welcome treatises from others as well that all of that in a way means we're we're just having less to communicate about it's Kinda hard are in a two to self organize to kind of come how can we speak every night that the improved them and then that comes at the cost what matters to them or what their vision is and so it's really not just an operational or process issued to organize kind of work so let's talk a little bit more about that and like how to find that sweet spot because as I said initially I I really wanted to invite you in happening I've seen it happen is that if you put any kind of structure away then it can create a void that makes it less save and so that's route to think and help our listeners reflect on what cell phone might look like and how to make it happen and what can appreciate what collaboration themes is very helpful for instance so when we know that we go to surf in rounds or conversation are you using the words script so it's not just about saying over self organizing like this is a total three fall it's one blank slate because commission than these these great concept that the hey mile a researcher that psychological safety psychological we know that the coalition is going through you know relatively new throat and well balanced structure inflow a disease the freedom freedom and what we think is really important is the seat found out that the actually having structure the screen for collaborative collaborative teams and yet the Boeing agreement disagreement having that structure is very helpful because make everybody feel safer because the in any hierarchy one more important a they have me as important bulls cause the three really find the best expression we need a structure and not without the structure and that seem to seem because at use the keyboard Jerry we want to win some of Michalis on on learning that relate to less people somehow the meeting on Energie other people is more designing hijack your where you know the more extrovert or charismatic might take over index dance in the right teams that the founded the teams that are able to do that like you say put things on the table discuss haven't agreement out too far and when I'm hearing you correctly the Yes we can do certain things structurally or use by which everybody is demanded to comply in many ways and every meeting the two at the structure freedom and does a lot of research the tennis that people are really but I'm somehow intrigued by this idea that you know there's this way where there's a synthesis between freedom and structure and it's kind of it's more complicated than that there has to be three them and there has to be structure to say more about sweet spot Ed Coleman condense vitamin B. Q. and becomes vets what the costs that we incur that safety is when we start feeling that the cost of speaking operative group setting criticize outside the way a highly structure and Mostra seizures highly structured. So the moment Hugh Leslie when you go for self-organisation and and you powering my team members and I won this but where where do I start like what's a hierarchy of work a year as a business it is the author the author I mean he has a constitution has a book a team leader and I'm used to a more conventional way in which organizations are functioning and and projects are managed Organiz statal wave from higher of people you'll start Different hierarchy is a hierarchy of work for me daring well if we deem necessary structure and framework where they can trust the streto a social costs nobody likes to be intrusive nobody likes to be beaten to death CD when they make it they look like they're very structured and nobody opposite so let's say I'm unconscious collaboration podcast that time we spend in collaborative decision-making and join problem solving has more than doubled in the past ten have a good team to to work well together if you start working on this fire the mansions they although that is where they really have identified these fine variety bowls that are dominating any other varietal so South African icy day out extremely clear on who's going to do and that is oh come on that the very openly engaged through found good processes by by believing that cloudy is what is needed not looking for apiece now I think they invested these how do you make that happen how do you have the people a functioning when we correct we won't be support needs to step he Nawab time and we design them Masa Suffer Edition I find our research on the work said Google has as Donald recently that project dotty bad weather they find the courage recent to come back after two weeks say is I know it was responsible for me in selecting the functionalities and saw in N. very clear on who's to walk now and you should be accountable for something anymore you bring that to the table and we can start and stop you might change because over there the made a success for the successful team salutes star. I mean it's about two K. if you wanted to after week three of the project allies that are either peace award that somebody has to be able to no an NBA decide that together that's the defenseless for my typical high off you decided by highlighting send the roles might evolve over time united collaborative so what they expect fees if you don't that's the best thought and despite dimensions of teams like defendability and accountability what the cutting he's devoted facts that fixation to last forever in very open to know and under is not in fact if you look at any attempt for central position you mentioned the Likasi 'em which I had a Houston someone is despite the do it and I can't believe because agency let me let me come back to that question you're stability looking for cloudy and even if things change as long as the clear about shaved wore combat then isn't breed is a you know such as psychological safety they actually found was the most important indicator for performing team will be even more so than for those who are not familiar with project thanks for mentioning it and what's interesting is that out of that research what really found among those five factors reflect on these big questions together you shared your experience that when you introduced accuracy for instance or when you saw it introduced that ultimately there is a pretty large group a little bit more about it how do people react to the offer off self organization that's been quite zone intercede to study afterward is actually the more we wear showing the benefits and how who is is a team cannot at least not effectively just learning improve if those pieces of information are not being offered by team members which is painful refraction we hindsight when when after we finished as Federman look back and we were trying to understand of people who have a negative attitude towards that kind of approach and that group doesn't necessarily get smaller because you push harder to say look to become the more we were Eilly at thirty percent and action even the out of the fifty utera people fifty percent anyway made it the number one role but yes like how do you make it happen for person because when I remember when we spoke of in preparation of today's call also critics ankles off south managing leader if you wish and entailed of just showing more and pretend and pushing more for somebody we defied this up to initial sort of thirty percent of our people when negative who did the stocking holocaust more of how people had behaved than had reactively say to to I and all the benefit that become available for everybody and so we went really hard code that way try to become we were sure was that we crew DAB by somehow role mortally somehow by behind or recruit do is reacting hurry defensive way like Kay that means these people are not made or sanitation Jeffrey Eighty and his percents that could not really say whether they were wondering whether economic twenty percent super enthusiast talking about psychological safety and there is a risk that the messages this is great you better get and then you get on board or else you're just people who have been able more and more to May those practices function of and what I learned today is that there's actually nothing wrong with that doesn't place for all of us the union through pushing too hard for somebody who's in the specialized mindset to embrace self management is a mistake today's over sixty percent sixty percent of the workforce is likely to be in socialize mindset and guess some people started to lean to be becoming negative and I think when we're leading this assist to liberate people they don't a lot of people don't see that as a liberation and all indicate worst nightmare and we the thesis we need to end your more and more capable of doing so and this doesn't have to be a of self management by the way you is the

France Hugh Leslie team leader Google Nawab Donald thirty percent sixty percent twenty percent fifty percent two weeks two K
Focus, Function, Fire

The Accidental Creative

16:23 min | 1 year ago

Focus, Function, Fire

"Today's episode of the accident critic podcast brought to you by gusto. Gusto offers modern easy payroll benefits in each are the small businesses across the country. They were even name best online payroll by PC magazine. And is a listener you get three months free. When you run your first payroll sign up and give it a try at gusto dot com slash creative. Looking about Kentucky and Doug. Bucket. Deducted hugging. Everyone. Welcome to the accident credit podcast. My name is Todd Henry, I am your host. So what does a leader do a leader of a team whether the functions that they really provide for the team. How do they do what it is? They're accountable for doing. Well, we would say the leaders do lots of things right like leaders. You know, help you do your work. They organized the work they resource the work. They get ahead of the work. They interface with the powers that be in the organization, sometimes they even step in and do the work and train you to do the work depending on the nature of your job. These are all things that leaders do. They're certainly functions. But there are really three core things that leaders are tasked with providing for their team. I wrote about these three things in my new book hurting Tigers. So regardless of whether you are a team leader right now or you aspire to be. Team leader this episode is for you. Because I think through listening to this episode you're going to be able to identify maybe one or more of the areas where you're not getting what you need from your leader. Or if you're a leader, you might be able to identify a couple of places where you have outages places where maybe you're overlooking part of your responsibility to your team. So today, we're gonna talk about the three things that every leader has to provide to their team, especially especially when doing creative work before we dive animal today's episode is brought to you by gusto. So if you have a business, you know, someone who does, and we all do you probably know the small business owners where a lot of hats. And some of those things are things that we love to do. It's probably the reason we started the business to begin with. But some things like filing taxes running payroll. Not exactly the reason we got into business, right? Those aren't the things we had in mind, but they have to happen. So how do you deal with that? Well, a lot of people just roll up there. Sleeves and make it happen. And that's fine. But what if there was an easier way? And that's where gusto comes in gusto makes payroll taxes in HR easy for small businesses. Fast simple, payroll processing, benefits and expert HR support all in one place. Gusto automatically pays vials your federal state and local taxes. So you don't have to worry about it. Plus, they make it easy to add health benefits. And even the 4._0._1._K for your team if that seems really complex and beyond your reach. It's not gusto can help those old school clunky payroll providers us weren't built for the way that modern small businesses work, but gusto is so let them wear one of your many hats, you have better things to do. Like, the reason you started your business listeners to the accident creative get three months free when they run their first payroll. Try a demo and see it for yourself at gusto dot com slash creative. That's gusto dot com slash creative within gusto for sponsoring this episode of the Axial create podcast. All right. So let's talk about what a leader. Actually does if a leader is not supposed to actually do the work, which is one of my core arguments in hurting Tigers your job isn't to do the work still lead the work. Then what exactly is it that a leader? Does every day will your job is to provide your team with three things focus function and fire? Not fires and firing people fire is in motivation. If at any given time you're creative team is not operating like a well oiled machine, it's likely because one of these three things is lacking simply considering each of these on a regular basis can yield valuable insights into areas where your team might be struggling so focus. Let's tackle these one. At a time. Focus means ensuring that your team's attention is allocated to the right problems at the right time in creative work. There are a million directions. Your team go with any project team members need affective rails to help them channel their efforts. So that they don't get distracted by very cool. But unhelpful ideas your team has finite. Attention to spend on behalf of outcomes that matter therefore how you spend that finite. Attention is critically important to your success, which means that you have to constantly define and redefine your team's field of vision. Focus is primarily about how you answer three questions. So these are the three questions that you need to answer for your team and for yourself, and if you're a team member, and these questions aren't being answered for you. These are three questions that you need to be asking your manager to make sure that you understand what your field of vision should be at any given point in time. The number one question is what are we doing sounds obvious? But this is not a trick question. It's not as obvious as it seems because you can answer that on multiple levels what we're doing with this specific task or project might be answered differently than what we're doing overall in terms of client strategy. Your job is to ensure that everyone on the team has a crystal clear understanding of what a successful outcome. Looks like on every level of their engagement every level of their work further. As a talk about later in hurting Tigers when we discuss focused, creative work, primarily consists of problems to be solved not projects to be completed. So as a leader, it's your job to define the problems. Clearly, and then sure there's clear accountability for solving them. So that's the number one question. What are we doing? What are we doing multiple levels? Right. What's the strategy? What are we doing? In terms of worship. I spend my finite. Focus assets time and energy this week on these problems that we're solving. So you have to define that for your team. The second question is what are we not doing? This isn't equally important question strategic pruning of priorities is necessary to your team's ability to focus they have to understand. What is not a priority during a particular season? And if not explicitly spelled out your team's attention might drift whatever shiny object comes along, squirrel. Right. We talked about that on the past podcast episode. You should dedicate time on a weekly basis to pruning priorities, and you should ensure that your team knows clearly what you expect them. Not. To be doing. This is really important especially for people who are newer in their job people who are newer in the marketplace that you define for them. Not just what you want them to do. But what you don't want them doing because when people are doing a lot of as Scott Belsky calls, insecurity, work, and sometimes insecurity work, can look like I'm going to do a lot of things and hope I'm providing value because I'm kind of insecure in my role. It's not helpful to the overall team dynamic. So use a leader have to say, hey, don't do this thing over here, and you want to and you want to focus on it. That's the cool thing. That's the thing. You're drawn to that's the thing you're doing out of insecurity. But don't do that. Because we need you focusing your talents and your energy on this particular thing this week. Okay. So as a leader, it's your job to define not only. What are we doing? But we not doing listen everybody. I know we're excited about this project. But here's what we're not doing this week. We're not going to work on that because we're working on something else. So here's where I want your finite attention going, and then when are we doing it is the third question? Related to focus so expectations around timing affected choices that the team member makes throughout the day. Ensure that everyone has a clear sense of urgency about the right things and understand how the prioritize the work which is really challenging these timeframes can shift frequently. So don't assume that everyone on your team read the fourth paragraph of the tenth Email that you copied them on the street crate, which states that the new deadline for phase two of the project has been moved up. Don't assume everyone has read that you need to have a ritual of scanning the work for shifting priorities and communicating those frequently to the team. Okay. So those are the three questions related to focus of what are we doing? What are we not doing? And when are we doing and make sure everybody understands accountability in timelines? The second thing that you're responsible for is function function is by ensuring that your team has the resources and the processes in place that it needs to do its work. Your job is to assess the team's operations and to ensure that has what it needs to accomplish. Each of the areas of focus spelled out. In your communication with them. So functioned is about how you answer the following questions. Number one. How will we do it ensure that there is a clearly defined in articulated path to accomplishing your objectives? Now that doesn't mean that there won't be unexpected problems or hiccups along the way, of course, but your job is to ensure that the system itself isn't the bottleneck clear obstacles out of the way, stay a few steps ahead in order to spot potential problems before they become big issues, creative people need the stability of a clearly defined playing field in order to feel safe doing their best work. So you as a leader you have to provide that how will we do it define the process? Make sure it's a clearly defined process. Make sure you're protecting the process doesn't mean it's not going to change. But make sure it's changing intentionally not because you're not paying attention. Okay. The second question related to function is what do we need in order to do it. That's the second question. You have to answer to how will we do it? And what do we need in order to do it? Is there anything that your team lacks? It could be. Materials information or specially buy in from someone on high. Although your team may have to do without important recent resources occasionally during the process, it should never be due to a lack of planning make sure it's not because you haven't thought it through make sure it's truly just because there aren't enough resources to go around you have to go to bat for your team. And then sure that it has what it needs and the people feel free to ask for resources, make sure that you keep your eye on the teams needs and keep the lines of communication open. So that people can tell you when they've hit a resource related roadblock. All right. So how will we do it? And what do we need in order to do? It are the two questions you have to answer related to function. I'm by the way, again, if you're not getting this from your manager. These are great questions to ask to ensure that you're identifying what it is you really need from your manager. Then the final areas who have focused we have function. Finally is fire. Fires about keeping the team motivated to do the work. There's nothing more demotivating than busy work. I mean seriously is there anything more than busy work l think there is when you are pouring yourself into something you have no clue why you're doing it. It's a recipe for burn out. So as the keeper of the flame, you have to diligently tie what the team is doing to. Why it's doing it? Fire is about answering three questions number one. Obviously, why are we doing it? Yes. The client ask for it or your manager's manager declared it essential. But why are we really doing this? What difference will it make to our team to the company or to the world highly creative people need to understand the bigger pattern or they might mentally check out do your best tie expectations to something deeper than because I say so or because. Because it will make the company money. So that's the first thing. Why are we doing? What's the deeper theme? What's the through line here? What's the connective tissue back to the Y? So that people understand the context for the work. The second question related to fire is what will it mean? Great leaders also understand that people are motivated by different things. Maybe a shocker to some. But not everyone wants to change the world. They just don't gasp, right. Some people simply want to do what they're doing pay their mortgage and find joy and collaborating with others so help these people understand what success looks like on a given project, and what it means to them on a personal level. This means learning to speak their motivational language. Now, there's a means of manipulation. But as a means of helping them kindle their own fire when you don't provide one of these three elements focused function or fire you may not notice anything for a while. If you're not getting this from your manager. It may not matter for a while just like failing to change your oil in your car, probably won't matter for a few months. But then one day, you'll find your. Stranded by the side of the road in the rain, but no cell coverage. This could manifest is a big team meltdown right before a client presentation or a public argument over something that seems meaningless to everyone except for the people who really know what's going on. The reality is is small amounts of misplace, focus toleration of poorly functioning systems or a lack of fuel for the fire create latent pressure on the system that eventually explodes into something much more serious. So that's why I believe it's a good idea to review the questions that we just talked about on a regular basis to ensure that you're not feeling to provide focus function and fire or you're not failing to receive that from your manager. If any of the above questions lack of definitive answer for you. Then you can bet your team is probably confused as well. However when these questions are answered clearly for your team you greatly improve your offer of success. So I want to review these questions one more time. And again, I read about this in an entire chapter called. Stop doing the work in hurting tiger. So if you if you want to dive more into this, and there's also a lot of questions in application related to this in the book. So encourage you to pick up a copy of that against hurting Tigers be the leader that creates people need. But anyway, I want to review those three seven questions so focus is the first area in the three questions under focus are what are we doing? What are we not doing and win? Are we doing it function? Is about insuring your team has the resources and processes it needs to do its work, and the three questions are how will we do it? What do we need in order to do it? Right. So how would we do it? And what do we need in order to do making sure your team is has a clear process and also the resources necessary to be able to execute. And you're staying ahead of that. So they're not surprised and then fire is about keeping the team motivated to do the work and the two questions you're going to ask here is why are we doing it? So make sure people understand the dots are connected for them about why they're doing it the deeper through line, the deeper connective tissue. That's tying it together. Then. What will it mean? What will it mean? If we actually do this work. What is the change? It's going to exist. And how does this tiny into my personal productive passion? Listen as the leader. You're the chief dot connector. So you need to be standing in a position in a perch where you can see what's going on. You can understand the allergies on your team. You can step in and fill those gaps focused functioned fire. It's not the perfect framework. There's no such thing as a perfect framework. But it's a framework that will help you look at the areas where you're serving your team. Well, maybe the areas where there's an outage and if there's conflict on your team, or if somebody's not getting something that they feel like they need it's probably in one of those three areas either. They don't understand what they're doing what they shouldn't be doing when they should be doing it. So the expectations aren't clear they aren't understanding how things get done the processes convoluted or the processes messed up in some capacity, or they're not resource well enough to get the work done or they don't understand why the work matters at all. And so in the grand scheme of things they're just going to work in cranking. Out every day. But they're not bringing their full creative faculty to the work because there's a lack of a consistent through line in the work itself. Focus function fire. Those are the three things that you provide as a leader. Hey, I would love to hear your thoughts. Your feedback your comments about this interacted accidental crave dot com is my Email address. Let me know your thoughts about this. If you've read hurting Tigers, I would love to hear your thoughts about that as well. Feel free to send them to me or join the collective collective accidental creative dot com. It's where we have chats about all these topics. Remember friends, cover bands, don't change the world. They'll be a cover band, you need to find your voice. We'll see. In the. Deducting hug it.

Gusto Tigers team leader gusto dot PC magazine Kentucky Todd Henry Scott Belsky Doug HR support three months one day
Sunday, July 12th, 2020

Virgo Today

02:49 min | 3 months ago

Sunday, July 12th, 2020

"Good morning, Berko today's Sunday July Twelfth Two thousand twenty. The, Sun and cancer find harmony with Neptune in Pisces. During the transit, we experience increased empathy and sensitivity. You'll enjoy a deeper understanding of your place in the world. This is virgo today Apar- cast original. Today's episode of Horoscope today is brought to you by Philadelphia cream cheese. You don't need a horse. Go to tell you that Philadelphia cream cheese is the schmear that's perfect for spreading on your morning. Baykal made with only the freshest milk and cream Philadelphia has been doing this since eighteen seventy to. Philadelphia schmear perfection. Let speak in your day. The BOLD ENTHUSIASTIC DARING MOON! Puts you in touch with your most intimate partners and the goals you share. Whether you're building a life together or building a business success relies on joint contribution. Assess the dynamics of your partnership discovering where you both shine. Now take a moment to reflect on your relationships. Today is about building trust. Mentally Renew your commitment to your partner. Your goal is to build something lasting insecure. This requires both parties to be all in. If you found this kind of union. Take a moment of gratitude. You're one of the lucky ones. Contemplate your path to personal growth. You may not be the best at building camaraderie preferring to Work Solo. Today practice. If you're a team leader, research a fun way to build unity at work. If you have a spouse, consider surprising them with something special. Virgo today is a daily podcast. Follow on spotify to make it part of your morning routine. If you're interested in learning more about your sign, download the sanctuary from the apple. APP or Google play stores. Get your first reading today and follow sanctuary its sanctuary world on instagram. That's s ANC T. U. A. R., Y. W. R. L. D.. horoscope today is a podcast original.

Philadelphia Berko Apar spotify Google apple Baykal partner team leader T. U. A. R. Y. W. R. L. D.. milk
Thursday, February 13th, 2020

Aries Today

02:15 min | 8 months ago

Thursday, February 13th, 2020

"Good Morning Aries. Today is Thursday February thirteenth. Two Thousand Twenty the planets and the cardinal signs create tension in the heavens as the cardinal fire sign you are thrown into this fray the Lebron Moon Challenges your autonomy as a stallion capricorn. Questions Authority Rocky sees could be ahead round. This is aries today. Apar- cast original. Let's begin your day. It's tedious time to deal with anyone who was prone to pushing your buttons. Try to keep a cool head. Aries are not always the most patient of teachers in your short. Fuse has been known to get the better. A review today provides an opportunity to practice patients. Now take a moment. I went to reflect on your relationships while the world at large can feel petulant. Your closest friendships are on fire today. Enjoy the camaraderie. You have with the best friend. Let them be your solace. Consider the work you do in your career career. If you're wise you can emerge as the team leader today. Your ingenuity could lead to a major breakthrough in a group project. Your courage could convince others to take calculated risks. Your example of strength could encourage your colleagues to push through. It's time to be flexible. Cooperative and confident areas. Today is a daily podcast. Follow on spotify to make it part of if your morning routine if you're interested in learning more about your sign. Download the sanctuary APP from the apple APP store or Google play and follow all of sanctuary at sanctuary world on instagram. That's essay in C.. T. U. A. R. Y. W. R. L. D. horoscope today is par cast original.

Apar spotify Rocky apple team leader Google T. U. A. R. Y. W. R. L.
Podcast: Top 8 Must Avoid Reasons Why Most Teams (and Brokerages) Fail | Tim and Julie Harris

Real Estate Coaching Radio

31:38 min | Last week

Podcast: Top 8 Must Avoid Reasons Why Most Teams (and Brokerages) Fail | Tim and Julie Harris

"Welcome to Real Estate Coaching Radio starring award-winning real estate coaches and number one international bestselling authors Tim and Julie Harris Realistic Coaching. Radio. Is The nation's number one daily radio show for realtors who demand authentic real time. Coaching. Get ready for flood free unfiltered, full-strength honesty about what's working to get you into action helping others and making money now in today's real estate market. Or hosts Tim and Julie Hairs. Hey Julie were back. It's Monday October twelfth indeed. So we are going to pick up where we left off prior to our. Week Sabbatical. In the lovely mountains of North Carolina, which by the way guys we're still here. So it's Monday. We're still in the lovely mountains North Carolina but we've got a great normal podcasts scheduled for all of you. But thank you for giving us the week off at some of you were sending US messages worrying that somehow we'd been you know what would have gotten us here what am about this? Ask The SASQUATCH right? No bigfoot. I think they call it sasquatch out. West. Yeah. Nope no bigfoot but interestingly enough. We did white walk through parts of the Appalachian trail today and some other trail heads and. There are actual signs up and I should post these on you actually have pictures. I don't know these signs look like one of the signs actually had. Of North, Carolina and there what does that sign say read it please it says warning please do not feed the SASQUATCH. In the woods and the other one did call bigfoot. It says bigfoot crossing. So I don't know there's some controversy here as to which is which but what was the first one that we saw that one that basically said caution a big breeding ground oh. I might. Have to go back into my life but. Yes. Anyway. Oh. Yes, learning bigfoot breeding area no camping hiking on risk avoid I contact play dead if cornered, and then the bottom says enjoy keeping your force safe from the US Forest Service. That's the best one. So but here's the thing. Are. These serious. Serious to me. I mean maybe. When we went on our hike during the day who knows what happens dusk? Yeah. Well, we can't make this a silly show because this Monday show these guys got to be focused on work. All right. So we started out a couple of silly just listen to our Sunday shows then you'll get silly show right? Right. So we started out the week before last before we took our trip on talking about the biggest would end up being the biggest reasons most teams will fail. Yes. The Bay eight biggest reasons most teams will fail and we started out by doing this. PODCAST or this topic in particular because frankly a lot of people were confused and we had a couple of people actually say people that we respected try to Pigeonhole US and saying Tim and Julie are anti team and I thought to myself. You've not read our book Harris. Rules that our best selling book. You've not read that book right? What we are anti as non-profitable team. We're anti the people who start the team making no actual net profit. That's what we're anti. So it maybe you guys should just add an extra adjective on their tim and Julie are anti. What would not for profit team? Okay there you go. We are anti running nonprofit team, which by the way, what's the real difference at team and a brokerage? Nowadays, they're essentially the same But if you're not focused on your prophet, if you're not focused on I, think it's rule number three and Harris rules or something somewhere in Europe product is profit. Make sure that you read the book Harris Rules that relates going to set your course straight for why frankly most teams fail and the reason most teams fail. The essence of it is the next point here in a second. But the really underlying reason why is because? People do not put profit I, they put it as something that hopefully, there's a little bit leftover at the end. So just keep that in mind as we're going through these points on another quick reminder for all of you if you guys have not yet joined the free coaching program. We originally planned only keeping the program open during the summer months, but we're GonNa Actually Expand The free coaching program. So if you're interested in joining the free coaching program, just text, the word survival two, three, one, nine, six, text, the word survival, two, three, one, nine, nine, six, and and listen just because it's free doesn't mean it doesn't have any value I look I get it free no value but not in this case. So the coaching program not only includes a whole bunch of content like the real estate treasure map the ninety day massive action plan scripts, objection handlers What else tons of rich for realtors is in their thinking grow rich realtors in isn't there All this free. But you're also entitled to a Free Daily Semi Private coaching call with one of our coaches. This does not cost you anything you can be on these daily Semi Private coaching calls All this stuff is free all you guys use text the word survival two, three, one, nine, nine, six in addition to that, you'll also receive a call from our staff in. You can then have a personal direct conversation with one of our new member coaches. And you then can maybe move forward and join of our normal are normal coaching program suggest clear I. Don't want any of you to think that this is the full fledged full suite of Premier Coaching Program. It's not, but it's still something that all you desperately need to seriously consider joining asap. The last quarter of the year is the most important quarter of. The year because it sets the stage for your phone year. So absolutely positively take action now text the word survival two, three, one, nine, nine, six. So what was the next point Julie yes? Sir, remember we're talking about the biggest reasons most teams will fail number five because the team leader and or you know they're certainly the people on the team don't actually. Know How to do the five thing that's actually should be six things that making money in real estate that create that profit that you've been talking about. So what are those things you know our coaching clients have memorized because these are the things that are supposed to be doing head coach whether they actually do it or not. We have coaching for your pushing. Table. Going head to head coach Julie. Let's give them the sex the six things. Okay. So this is easy to memorize when you do it chronologically, the number one most important thing that every agent has to do is Lee generate yes we could call it prospecting but lead generation got to generate the lead in the first place level off there in the lead generation. You must learn how to do is proactively generation not paid lead generation proactively. Generation is the generation that requires you having the actual honest to God sales skills to have conversations with with decision making adults about ideally listing a property with you. That's what we focus on in our coaching business lead generation and paid lead generation. Frankly those two things are not the. Same though a lot of you guys can flight that you think that paid lead generation is all you really learn how to need to learn how to master, and that is one of the biggest reasons. So many agents are failing right now because they never learned the skill sets to be proactively generators. That's right. So assuming that you have that number one most important. Thing, figured out at Leeds chronologically to the next one, which is furiously fast lead follow up not lead follow up when you wake up at three Am and you think about your, you know three by five card or what you wrote on your hand furiously fastly up. Once you're doing that you must prequalify present negotiate and close lather rinse repeat if it's not on. That list you shouldn't be doing it. So why is this important to recognize in the potential failure of teams? How can you hold somebody responsible or accountable on your team to doing any of these things if you are not already extremely good at it, it's impossible. You can't, and that's what most agents are doing. They're getting into the business there being seduced into believing. Even, before they've learned how to be successful listing agents nor for them to be successful in real estate, they have to join teams they're not stopping themselves and asking before they decide spent to spend money on education and CRM's and all this other Mickey Mouse they're not actually asking themselves what is the motivation behind the person that's trying to in the trying to tell me? This to get me to sell trying to sell me whatever the widget is, they're trying to sell their ally. Their interests are not in alignment with yours, and if you want proof of that, here's all you need to know, and these are some statistical facts which is interesting right. So during the biggest sellers boom, probably of our lifetimes, which by the way is going to. Continue into twenty twenty one. So don't worry about that you're going there has been more agents bailing faster. So during the last say two, two, thousand, seven forward there's been more whizbang shiny objects more do it for me marketing new more CRM's more branding more of all the stuff that it's being sold agents is being the thing they need to do to build their businesses, Blah Blah Blah, and yet the number of agents bailing out of this business, and then how fast failing is at all time highs. So what does that tell you the agents who skipped the step of knowing how to actually proactively generation? Leader Le, let alone all those other. Are. The ones that are most susceptible to being a frankly conned into doing goofy things because they don't know how to discern between what is real and what is imaginary in. This is the this is the nature of how most agents fail they don't no one's interrupting them and saying listen, you do not need to spend that much money on this or that much money on that. You don't not do not need to learn how to. Create. A brand do funnels direct marketing role the stuff you don't need to worry about any of that. You've actually learned six core absolutely must master skill sets of real estate. Yes, absolutely. So next we have related to this point number six, they waste money by rationalizing that they're buying their time back hold that closer 'cause we're in the okay Joe Jillian iron a screened in porch, and there's a thunderstorm going us. Quite romantic. It is. It's lovely joining. So. What are these team leaders do and even brokers? You know they waste money by rationalizing that they're buying their time back right. So I'll I'll just you know create a team I don't really know how to hold them accountable and they don't really know how to convert lead. So I have to buy more leads to get the the creamed. They can maybe possibly convert I'm blowing all this money. Why am I doing that? Because I don't WanNa do it myself anymore? But here's the more the raw or reason like you're buying leads you're buying buyer leads a lot of you. But now some of you by listing leads why because you you know you're running radio ads and you're doing all these other things and look some of these things definitely do work sporadically. But until you've absolutely mastered how to proactively Jenner yourself until you frankly learn how to run a very profitable real estate practice, real estate practices win or you they're run correctly you you should be making easily at fifty percent profit and yet how many agents and brokerages are running profit margins of less than ten percent most brokerages in the country run profit margins of less than three percent. It's a national crime pray that's the politicians should be talking about and so. At the end of day you guys will say, I'm not going to work with you know I'm not going to learn how to do this or I'm not going to do this because my time is more valuable than learning how to, for example, you know fill in the blank and so you are you think there's some kind of it's the word delegation. Right? Are Industry tells you that doing something is less honorable than delegating the doing? Oh, that's good. That's very true. Yeah. In that is that's what's happened in this industry. That's how perverse. It's become you're given more credit and praise for delegating something opposed to actually doing it and that to me makes no sense because in the delegation and who's trying to convince you to do that the people that want to sell you stuff that you can then somehow us as the delegation mechanism. So there are trying to get you to believe that you need to do things are going to result in you making no profit or dramatically reduced profit because somehow miraculously your time is worth more listen, your time is not worth more than it is. In Your Business as far as that goes learning how to. Be An incredible qualifier learning how to proactively generate there is nothing more important in your business that you can be doing not training someone to do the job that is not more important there. Certain things in your business that you never ever delegate just like an every business that is essentially a service business like real estate you doctor you go into a doctor's appointment in whatever happens if you never see the doctor you going back there no, you're not here he's delegated. Some in incredibly important procedure to somebody else because he's too busy he's decided you're not worth his time and we're happens is that doctors GONNA go out of business because he not gonNA very efficient business but also because the essentially all this would have been profits are going to pay the minions who are going to essentially do the service for him. You can run a business that way plenty of real estate agents do, but you will have no prophet you can. You well, you can run a nonprofit real estate business most agents do yeah. Until the Mark Ages. And then you're toast exactly next point. Yes. That's right. All right. So the next point is number seven at some of these teams are focused on the wrong numbers they're focused on units. Versus profit sometimes focused on volume vs profit, but they're focused on the wrong thing but that's something that has been around forever forever you get awards and plaques and recognition for what you get awards and recognition for basically selling a bunch of houses or having sold the most in volume. Nobody gives you an award or recognition for the most frothy. Yeah but then they'd have to know how to make a profit and loss statement which agents will know how to do lack of trust or profit right? Exactly. You can't well, why. So you guys get into this business you're in this business maybe you're in this business for five ten years and what happens is you're all the sudden change, the plaque or you're chasing the recognition from strangers you went public is like where we are right now and Murphy every third billboards and agent billboard or realtors billboard. What are you people thinking I mean why are you doing that that doesn't make any sense you think people are driving around don't write down that number owners hold on let's say Oh there's another right down that phone number Oh there's Bob let's call Bob Oh there's frank let's call COMPETITION FOR WEIRDEST BILLBOARD TWO Well. But why are agents doing that it because they're not focused on profit if you're focused on profit if your filter for decision making was run through a Prophet I, you know essentially mindset there are so many things you wouldn't be doing anymore in virtually all these goofy companies that you guys spend billions of dollars. With every single year would evaporate they'd go out of business instantly if more agents frankly listen to Julian I and hurt us a telephone to make to run profit-driven businesses are competition and I know you guys don't like it when we bad mouth are competition, but it needs to be bad mouth. Nonprofit focused things that are all ego based that are not going to do anything to help you transact. Let alone make a profit they're doing it because they're being paid to do it either directly or indirectly you have to see it for what it is you have to protect your own profit because unfortunately in this business nobody else is going to because most people don't think like that in our whole industry, it's not how much profit did you make bob? It's how many units did you sell what your dollar volume was in? There isn't the profit does not always follow rarely follows more units or more. Or more you know gi it doesn't automatically work that way. You can't just sell. You can't go from selling like we did a study and this wasn't this was a while ago but still relevant right the average team. That grosses a million dollars in commission, which in most of the country's still a great and three but the average team of like was it six people that are grossing a million dollars in commissions six or seven people actually have less net profit than the individual practitioner who basically is selling making about one hundred and fifty grand hundred, thirty five in other words the team. Leader, you know Steve who runs the team or betty who runs the team is making less income herself to herself been the individual practitioner yet she gets all the awards. She gets all the plaque secrets, all the recognition, the individual practitioner Gal who maybe has a part time assistant when she needs when she's busy intersection coordinator exactly you know maybe she's doing contract transaction coordinator. But she doesn't get any plaques trophies. They're not essentially, you know think she's not peacocking around the office virtual or otherwise, but she's making the same if not more net profit than the big top producer is there was a study that came out recently that said the average top producer, the biggest dogs in the industry are flat on their backs. If they don't have if their income is essentially cut off for just sixty days, sixty days, income disruptions, they're out of business because they spent all their money on this ego things who's going to pay for the billboards WHO's GonNa pay for the big team who's GonNa pay the big zillow spend who's GonNa pay for all the Nikki mouse that they're not tracking and yet they do it. Why so they can have more revenue and so they can get more recognition so they can spend it on more stuff that doesn't result in more profit. Do we explain that smell? Yes but which leads to our final point why would somebody do this? Well, oftentimes therefore going their own interests like profitability believing that they will actually be able to sell the team? Yeah. Somebody's GonNa buy me out one day. Never in the history has had said, no, I said no purchaser ever rate. Yeah. Yeah. It doesn't happen. You've interviewed I mean there's maybe one or two people in the country that even are qualified to do those types of business transactions and I mean, can you even name on one hand? The that you know big team sales people don't even say anymore I think yeah. Yeah. It used to be when Julian are selling real estate in the ninety s you'd have all these people that rationalizing running nonprofit real estate practices than essence because in the back their minds they thought well, I. Have Marketshare I'm you know the big dog in my community or my city or my town I'm selling a billion houses neither billion people working for me and my team in somebody's GonNa Knock on my door one day and right me a big check and I'm going to be floating my boat sometime someplace down the Caribbean it never happened and never will happen people have tried though. That was how the lie was sold. Right? I'm not saying it's not because we say it's never going to happen it's been tried and it does not happen right now there are iterations you could sell your business for referral fees. You could shop some and take over Your Business and you have trailing revenue again, referral fees there's different things you can do for that, but it's too complicated to it's never going to happen it happened so infrequently that I. Can you guys give me an example when it's happened I mean where it's actually happened not what you heard or someone told you. But were you actually solve the check because it never happens? That's why real estate. Teams are not worth anything. Now, with that said. The key for you to become rich selling real estate is to remember what I'm about to tell you, which in our book Harris Rules I don't remember which rolled is but selling real estate doesn't make you rich. What makes you rich is investing the profit from your real estate business. I'm going to say that again, selling real estate won't make you rich. It's what you do at the profit from selling real estate that will make you rich. You guys understand the word Prophet is so critical, right so if you're not making profit in your role state business, you're not going to have enough money. To invest to in order to create actual wealth which means for your entire life, you're gonna be doing nothing other than real estate transactions and you may look you might have all the plaques in the awards but at some point you're gonNA wake up and you're going to realize that you sacrificed years of your life for Ego plaques and awards and recognition from strangers and you sacrifice what could have been a huge amount of profit that would have changed the trajectory not just for your life with the life of everyone that you know love and care about so we want you to seriously consider that before you're starting to start a team you need to make it so that the team Operates with the idea and again, this is all eight out in our book but one of the core principles of any successful real estate team are there no roe there no writers there's only rowers. So everybody that's in your team is actually you run a profit and loss statement on every single and I mean, even the transaction coordinator and I'll tell you how your transaction coordinators and expense right I want that transaction coordinator be doing assuming you can doing BPO's at Cua. Enough to cover her salary his salary every single month you need to be doing profit and loss statements on every single person that works for you. You need to not just assume like, for example, I've done this countless times. And I have with maybe one exception. Have I ever seen anybody that has a big buyer agent staff that the buyers eight where they're making any profit whatsoever on the buyer agent transactions. But what they're doing is they're subsidising the buyer agent side of the business with the commission that that's coming from listing side of the business that would have otherwise been their profit in other words like say Bob Sells two, hundred houses a year let's say hundred or listings one hundred or buyer sides, and let's say the biocides are handled by six buyer's agents or four. It doesn't matter pick your number Baba's buying buying leads. ME. Doing all Mickey Mouse CRM and providing, provided, doing all these fancy all this, he spending all this money to support these buyer agents, and of course, the buyer agents bigger commission these having to pay commission splits and whatever whatever all the expenses associated with it when you actually do a profit and loss statement on the buyer agent group on a whole and. Then an individual profit and loss statement on each aged what you're going to find his maybe some of them are profitable. But for the most part you're making no money on. Any does `buyers agents, and what's more is you're taking the money on the listing side of the business that should have been the basically all going to your bottom line and you are. Moving the profit from that side of the business over the buyer side of business because the buyer side of the businesses. So inefficient, your buyer agents complained that the buyer agent that leads sucks. So what do you do you spend more money up? There's not enough profit coming in off the buyer side of the business, you take it from the listing side. Of the business, thus you run your prophets down and you're making no money. You guys get it, and why are you doing it for the sake of having numbers to brag about because you want to go to some real estate convention and you want somebody to ask you how many houses you sold and you want them to be impressed who cares okay became. Profitable whatever's is. Is that the reason you got in the business or was your motivation your intention in this business completely co-opt when you got the business because you start believing somebody else's vision of what you should become and did you ever stop to ask yourself why that person had this big dream like why? That they pulled you out of their office day and said, you know Julie it's now time for you to start building a team. Okay. Why is it that they did that? What was their motivation? We've talked about this. You know countless times on the PODCASTS. Here's what you should say no, I'M A. Profit. Driven a real estate professional building a team because I've listened to him and Julie and I've read their book I. Know It's not GonNa. Get me there. I know you're just telling me to do this because what you really probably want me to do for the most part is you don't want him to get time back and have more balance in my life. What you want me to do is you want me to go out there and start recruiting agents can add agents to your brokerage, and that is in essence the reason that so many teams and so many you know good meaning. Agents that could've otherwise ran very profitable become very wealthy. Their potentialities was sucked out because they followed the one, the wrong path, and as we progress into this new world where there's going to be new rules with regards to how rotate brokerages are being run and I strongly encourage you to talk with Juliana about joining our XP group Text Me Text Just text me directly at five, one, two, seven, five, eight, two, six. So we can talk about that as we move forward the lack of profitability is great even in the best of times is going to absolutely kill countless small medium-sized brokers and teams going to wipe them out and it's going to wipe them out so fast it's GonNa make your head Spin you have ninety days left this year. This is the start of the New Year what you do. Now it's going to pay you into first quarter I strongly encourage you to stop. Believing what may have worked sort of in the past market as a work now in this new market, because it's not definitely take a hard look at why essentially so many teams failed. Most of them fail most people that join teams fail with an eighteen months most teams are constantly hiring, bierring, hiring firing they don't work. So go back to actually why you got into this business originally and start thinking about Prophet being your product. Yes, and so this is mentioned not just in the Harris rules book, but also in the real estate treasure map. because. Here's what we've discovered and you and I lived this. It's again not just because we say. So what because we know? So when you ask an agent, what is your goal this year they always pull a number out of you know fifty deals or one hundred deals or one hundred thousand or a million dollars right? Not really what they did last year they add whatever they think should be added for you to say, wow, that's great or they saw you get an award last quarter and they figure they're. Better. than us. Tonight you know whatever you did I gotTa do better, right okay. So it's not based on any real financial. There's not based on profit and loss is not based on goal setting. It's not based on their actual financial picture. So in the Harris Rules Book and the Treasure Map, we force you guys to have your own personalized business plan based on your actual reality now. We have coaching clients whose total monthly overhead is about eight hundred bucks. How can that be now on both ends of the spectrum? In an example, we have an agent in Virginia beach who has retired has everything paid off has a very low monthly overhead has money in the bank has investments throwing money off has rental properties. Okay. So that's on the advanced end of the spectrum. We also have younger agents who maybe are still living with mom and dad, or they're paying a low rent payment and we have agents who have overhead personal overhead of hundred grand a month, one, hundred, grand a month and everywhere in between. So it is wrong of you to pull some goal out of the air that isn't maybe appropriate to you. Right. So what we do in our is we say, all right. So let's look at your actual. Financial needs. Okay. The first thing is, what do you have to make per month maybe minus maybe you've got spouses got some income what what are you? You have to make per month to keep the lights on this is your bare minimum standard. So there's food on the table gas in your car your insurance is paid, etc. Then we do goal. Setting in five areas of life what would it take for you? Personally to move your needle? It's going to be different for everyone. You know if you live in Iowa and you've got a pretty low average sale price but you also have low monthly overhead. It's GonNa. Look totally different than somebody living in Manhattan paying for you know four private school educations. Very expensive schools, right. So we you to do it for you and you know what people always find out. It's not that they have to build this massive teams so they can do two hundred deals. Because they think too hundreds or magic their, you know their unit numbers Ego thirty eight deals or it's twenty two deals it's always less. It's never more than they think very, very rarely. Is it more than they think? Okay. Maybe if they have a lot of debt or some some surprise bill which we also help them to figure out but my point is that it's based on something real for you personally and yes. In the Harris Rules Book, you know we do go into talking about different types of teams. But it's all based on profitability. We talk about not just the profitability, but the lifestyle of a single agent of partnership well, chapters that skirts about seventy five percent in. So whatever they don't get to think about that until they do the five things that make money. So in the Harris Rules Book do specifically tell you how to build essentially support staff around you and we tell you the order in which to do it and we give you filters or rules to apply sort of you know. Essentially wear. Wind. Like adding your first assistant. That's we get that question constantly, and the answer is frankly a lot of times. You don't need an assistant full time and there's so many great transaction coordinators out there just do that and push that envelope as far as you can and not an employee either some of these guys make those hiring mistakes because they're slammed today right and then you know they, they made something that's going to trail them just you know independent contractors. That's right. Anyway. So guys look get the book at the book, right so I l Barnes and noble for sale where we can talk forever about this but let's be very clear. We are absolutely pro support staff, but we want you to do it around the idea of having profit not just for the sake of braggadocious numbers, right? That's the difference. So all you guys out there that are trying to pigeonhole. July as being some sort of know team Luddite I say word right. Luddite yes. No we are not that of course, we believe in having support staff, but you have to build it around profit don't just add staff just so you can get hired numbers so you can get more plaques because at the end of the day, you're not buying back your time with your essentially doing is you're allowing your ego to replace what could have been your financial future be very, very careful with that. So listen, you can go back and listen to the first two parts we did on this. It's available on burn, Barnes and noble it's available at Itunes stitcher audible every. Place, you can possibly imagine I want to sincerely thank all of you for continued to make this number and listened to daily podcast rotate agents in the nation where now listen to and fifty four different countries and we've set our goals now to be the number one daily listen to laughing when I say it because it's such a huge goal but number daily listen to podcasts for every real estate professional in the world. Thank you for your loyal listening listenership and I Apologize Russ now having a live show every day next last week but Jillian I have we took a week off. We were returning tomorrow actually and we had a wonderful experience here in. APPALACHIA on. Walking in the woods essences what we did. Yes. We did that for twenty nine wedding anniversary. So for those of you guys who were wondering why we were doing live shows last week that's why. But again, thank you for being such listeners. Thank you for listening to us every day. Thank you for allowing us to have at least have some level of hopefully, very positive influence on your lives. You guys are in the right time right place at the right time in the right industry. That's not just something. We're saying real estate in all of our almost thirty years in this business. been a better time to be enrolled state because of all the changes, it's incredibly exciting. So be grateful you are in the right place at the right time in the meantime if you guys need is for anything if you WANNA talk to me about join is e XP group just tax me directly at five, one, two, seven, five, eight, zero, two, zero, six, five, one, two, seven, five, eight, Oh two Oh, sex in meantime if you've not join the Free Coaching Program text the word survival two, three, one, nine, nine, six. Thanks making a fantastic day. This program has been a presentation by Tim League Aris Real, Estate Coaching for more information on the real estate coaching and training programs visit our website at Tim, and Julie Heiress Dot Com. Remember to tune in weekdays at noon for upcoming shows until next time. Thank you for Listening Joe Real Estate Coaching Radio with Tim and Julie Harris.

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44 | Ardito

This is War

34:57 min | 1 year ago

44 | Ardito

"After Ross started shooting the truck kind of sped up and started started swerving and doing all sorts of crazy stuff at went off the road and then jumped back onto the highway for someone who joined the army specifically to get into combat at dealing with an unseen. Enemy is more than merely frustrating. It can introduce the insidious notion of pointlessness into your life. When there's no enemy to to fight back against the best you can do is hold on be prepared to take care of your buddies and pray you get a chance for some payback? And she said well. What would you have if you did that if you shot at every vehicle? That came close to your convoy. And he started to cry and he said well. Maybe we'd I have two more alive paratroopers. So what is true bravery what what makes a hero a hero tested by the worries of what's happening at home thousands of miles away and the reality of what you're facing here and now when your life is in danger every second and it's either kill or be killed and original podcast from incongruity woody media this is Anthony Russo and is war When Teller Ardito was still in high school? He knew two things the first was that he wanted to be a cop and the second was that he had zero interest in going to college. He figured that joining the army would give him the experience he needed to credibly pursue that goal without a degree Ardito. Dido had it in his mind that he would be combat photographer but that wasn't one of his options so he enlisted as an infantryman which he figured would at least get him into combat when the recruiter asked him. If you wanted to add airborne to his contract Ardito figured it couldn't hurt at one. School is was easy it was short. I don't even think I knew that there is still paratroopers anymore. I thought that was like World War. Two thing it was pretty easy and except for the jump week which was I. I don't WanNa say hard but exhausting jumping out of an airplane for the first time was probably the least scared. I was jumping out of a plane and then every time after that it got more terrifying to me is the first time I never really knew what to expect. Actor what it was like and then after doing it I realized I did not enjoy it. I'm not I don't like heights that much and I don't like when you do jumps jumps with a lot of people going at the same time. My unit did a jump into Texas for a training exercise and right before I went to the ground another paratrooper his parachute went below me and it took most of my hair and I fell pretty hard. Hit to gone pretty hard hard. And then as soon as I hit the ground the wind picked up and it drug me across the drop zone. Pretty far in the the risers got wrapped around my neck and cut at my neck up pretty good and also of moving pretty quick so like my whole body was just getting dragged through the dirt and my hands were getting cut up as I was trying to release the risers I got one of the risers on hooks and then the shoot Kinda deflated in the wind and the house okay. ARDITO didn't appear to be bound for combat early on and army. Life held no allure. His company leadership didn't inspire the rest of the troops so oh morale was pretty low. He was getting a little out of shape and fighting just to stay interested but before he got his orders to go to Afghanistan. There was a shakeup at the top so he got new bosses and a challenge to bring himself back into focus. So I didn't feel like I had any chance of being promoted ever. I felt like I was never. I was GONNA get out of the Army as E for specialist not. Do anything had a couple of really good. NCO's coming through the company. That I I guess saw potential in me and not just me other people so morale went up really high. The P. T. plans were better. Morale was much better so that time they came in my pt score was terrible Morales. super-low I wasn't giving any effort towards pt or eating properly and then my new platoon. Sergeant made me a gun team leader him and my squad leader both just like hey. You're a team leader. Now you've got to get in shape you can't be fallen out a runs. They give me a chance to succeed and I couldn't let them downside. I tried to get in better shape just to because I knew that's what they wanted. I finally felt like I had a purpose. I was starting to enjoy being in that unit for for that time and I felt it felt like a big piece of shit in a leadership position and just begin a bad runner so I started running on my own I brought up my PT Score Gore. I actually brought it up pretty high right before we deployed. I found out. They're going to send me to the sergeants board while it was really satisfying to be queued. Up to become a sergeant. It was a decision that was going to have to wait. Because the company was preparing for a nine month deployment to Afghanistan. It was two thousand and sixteen and the war no longer was getting the coverage coverage in the attention that ended warranted during the surges. But there were no shortage of Taliban fighters undermining the stability of Kantar. ARDITO is excited to get his chance chance but he was a little apprehensive as well. I've really enjoyed being a team leader embarrassing life and I felt I was pretty good at it. I was pretty confident. Being being a team leader in Afghanistan I felt more More nervous I like the way more responsibility ability to it might unit was deploying every other year for like the last ten years one. We're supposed to play we went on. GIF So our unit didn't deploy cloy for about three years and by that time most of the guys in the company who had deployed had either gotten out of the army or they a pcs to another unit so when we went in there was only a couple NCO's in the company who had deployed so most of the company. That was there. I I think there's only maybe three or four guys in my platoon who had deployed at thirty the NCO's in my platoon and that did deploy ahead full faith in. They knew what they were talking about. That had all been on several deployments. My Platoon Sergeant. He had deployed there. I had full faith than in them because they were all my platoon. Sergeant and squad leaders. They knew what they were doing. I had good faith in my peers. Here's the other team leaders and you know Joe's but I was a little worried because I knew I hadn't deployed. I didn't really know what to expect. I knew that the the vast majority also didn't know what to expect setting aside the fact that many of his comrades also hadn't been in combat before Ardito was broadly speaking excited for the opportunity to go to Afghanistan. He do it would be his only tour even with the morale improving. NCO's he was fortunate and happy to be under. He had decided sided the promotion culture and the dumb luck. That surrounded who is going to be elevated to command wasn't something he wanted to engage in over the next twenty years besides he figured with the wars. Apparently winding down deployments to Afghanistan. Weren't going to be as dangerous as they had been in the past so I had a friend from high school who has is in Canada. Har- we ended up replacing his unit. So I talked to him a little bit and he told me about the area what was going on the whole. We'll impression of being stationed at Kantar. Airfield was that it was super safe. There was not a lot of contacts. There was very few direct. Fire incidents the occasional indirect fire so it was pretty safe the chow halls alls were super. Good there's a lot of people there so you have a lot of free time. So the the impression was you eat a lot of good food and you go to the gym as much as possible possible and pretty much. Try to get as big as possible when we landed. I found out that it was not going to be how we all imagined it was right off the bat. We were going on missions. I didn't think we would be going on missions that often but we ended up going very frequently so I thought when we got there we would have like a couple of days the subtle in before we started doing left. See Right see some guys. We're going on missions the next day after getting there and it was so rushed I also thought he writes. It would be a couple of weeks. I think it was only one week. The main vibe was from the from the guys I talked to just really excited site to get out of there. They were ready to go to kind of played it off like it wasn't a big deal being stationed. There was pretty easy you know. Don't let your guard down but yeah you guys will be okay. It's not it's not hard here. It's easy I don't know why our experience was different in terms of enemy activity Eddie because as soon as we got there. The Taliban was definitely way more active in that area. Ardito also I discovered that he would have radically different responsibilities. During this tour his company had been training as dismounted forces in preparation for the mission but they responsibilities for route protection and patrols in the city meant that they would be mounted. During the brief turnaround period Ardito trained as Turt- Gunnar which primarily consisted of learning how to rotate hate the Turret. They also learned that their mission tempa would be higher than the people. They were replacing because they had so many. Fewer troops days off and leisure time at the gym. Weren't aren't going to be in the cards instead. There would be just a lot of on the job training in mounted combat. Where lives were always on the line? This episode is sponsored in part by Bespoke Post. We all have a sense of style but sometimes getting a handle on the best way to express it can be tedious. The focus spoke post understand. That have put together a monthly box filled with awesome things. You want and things. You didn't even know you need it until you got them. The themed boxes of awesome tied together really elegant items that both expand upon and help amplifier personal title style. One of my favorite boxes was themed aged and even though I knew it was coming in what would be in it. It was still pretty cool to get this box of awesome came with charred art oak. staves that you can add to your whiskey to enhance or improve the age on it. WHISKIES are aged in charred oak. This edition helps smooth out the rougher whiskeys but it's also a product of patience it takes about ten days to have an effect and that's the other part of the theme. This is for people who are willing to wait for for something better to that end. It also comes with Distinctive Cup Iraq's cocktail tumblers in which you can roll your whiskey or your wine if you like to improve the aeration and the flavor. Each box is less than fifty dollars but contains at least seventy dollars worth of gear. The way it works. Is You go to box of awesome dot com and answer. There's some very broad questions about the style. You're trying to cultivate the people at bespoke post then put together a box of items they believe best suits you on the first of each month month. You'll get a box confirming what they're sending you can change the items or the colors or choose not to have a box sent that month at all. The thing is though that you're engaged in the process of defining your style to receive twenty percent off your first subscription box Goto box of awesome dot com and enter war at checkout. That's the box of awesome Dot Com Code War for twenty percent off your first box. BESPOKE post FEM- boxes for guys that give a damn own. Approaches is to effectively running convoys and patrols out on the open road have changed regularly over the course of the wars in Iraq and Afghanistan with the rules of engagement adjusted depending ending upon the prevailing attitudes during hearts and minds style campaign. Some commanders would allow vehicles to pass or to get close to Americans out on the road with little consequence. Wins but the uptick in v Ben Attack on Americans after our Dido's company arrived necessitated a more aggressive stance driving on highway. One and this vehicle is driving towards us and I was in the second truck and my buddy Ross was in the first truck and this car came speeding Towards US like this white. SUV and Ross started shooting at him. Mitre it was to the right and the truck came on the the left side of the convoy so by the time I got my gun pointed around the truck had already passed us. After Ross started shooting the truck kind of sped it up and started swerving and doing all sorts of crazy stuff. It went off the road and then jumped back onto the highway and it was pretty scary. I thought I thought offense if any truck was Aviv it would be this. SUV here but ended up. Just DR driving towards us. I don't know if there's testing sir or or what is definitely definitely not a normal person on the road. My pl was not happy with me for for not shooting at him. I made every attempt to try to turn the turn to the side but I just couldn't get over there in time. And he said that was my time to shoot. I should have shot at him. I should've put around through the hoods through the windshield. And he said if anyone if anyone deserved to die it should have been that guy and I should have been the one to kill him. I'm not sure if that guy deserved to die but at the same time I do think that I felt bad at after I felt like I let my platoon down. I felt I love myself down. I felt that I should have been ready to to engage but I wasn't had that been V bid. It would have been my trucker that truck behind me that got hit so those kind of a wake up call okay. I gotta be faster. I I need to be ready to go quicker. I need to be able to to kill some on as fast as possible so that doesn't happen again. 'cause luckily it wasn't doesn't Aviva but if it was I mean I could have been killed or the truck behind me. One of the thing with vehicle borne. Id's that made them so dangerous there is and so effective was that they hid in plain sight. Imagine a typical road rage that exists on any major thoroughfare where aggressive driving is the norm. Orm Now imagine you have to decide which of these aggressive drivers is just trying to get through traffic and which is trying to get close enough to kill you. The rules of engagement agent which earlier in the tour had been so accommodating as to be dangerous had been clouded ever since they lost their first guys in a bit attack earlier that month it was the second of August. We got there like in early July so we were there maybe a month probably a little less Michael Tunas on cure F- and I was actually on Radio Guard with my buddy hall. We're kind of hanging out listening to the radio. We heard we heard it over the radio. The Third Platoon Sergeant calling over to our company Main San. Hey we just got hit by an ID man in Holland at each other like Oh shit. I ran inside from the motor pool. Went to my platoon sergeants office. I was trying to tell them what I just heard and has has also telling them I was. I was exhausted from sprinting. He was kind of like laughing at me. He said something like spit it out. Junior told him third platoon just got hit by the Fan has the smile completely went off his face and he was like okay. Go get guys like it went really serious. Okay go get the guys ready and he grabbed the PL. Went to go find the company commander. I already had all my stuff at the truck so I was one of the first people back to the trucks. The Meantime Hall was turned on the trucks on. I gotTA material. I put the headset on. I was monitoring the radio and then we heard that there was a couple. Kia The so we found out the idea was way worse than we had expected. And we were all ready ready to go in a very short amount of time. Maybe maybe five minutes maybe five minutes we are all ready to go and then we found out that the engineers tow. Oh truck didn't have enough fuel so they were not ready to to leave the wire so they went to go get fuel. We're just sitting there in the motor pool. Not doing anything as this trucks. Getting refueled as we're listening over the radio they're trying to set up security and they just really needed assistance and we were just sitting sitting there ready to go but we couldn't go it. Took between ten and fifteen minutes for the engineers to get their act together which was baffling and frustrating. The point of being on on a quick reaction force was the have everything ready to go on a moment's notice which meant vehicle maintenance was generally to be completed at the end of the mission not before it by the time they were rolling even at top speed Ardito understood they were going to arrive too late to be anything other than a witness to the chaos as going the platoon leader in my truck tells the guys might truck like hey just so you guys know the truck on fire. There's some guys trapped in there. You know just be ready to see some of your friends fucked up so the smoke can had died down. Quite a bit was in smoking that much but I remember member coming up in the And I'm trying to like assess the scene my p. l. as asking me questions because he can't really see well out of the truck so he's always asking asking me. I saw the truck and at first I didn't even think that was the truck across I saw and I was like. Oh my God is that is that actually. It was like a huge shock to tomat- 'cause I couldn't I couldn't imagine such a large vehicle looking like that like the MAC pro so armored and its sole purpose purpose is to stop explosions and I did not think that it was possible for that truck to look like that and then we get at their the flame in the vehicle had just been put out. It's on the side of the road and it's completely black and it's pretty much not recognizable sizable. It looks like a like a black coupled up piece of paper and it is completely off the highway. It's amazing how. How such like a big heavy truck could be blown off the road like that So far away and it's on its side as soon as we get there. The Medevac helicopter comes listen and picks up the wounded. We immediately set up security at this point Shut down the highway on both sides not not traffic's coming through cars started getting built up on either side 'cause Moroccan every lane on the highway. We got the tow truck in there and they flip the truck off its side backup right wants the truck was upright the driver in the TC were still in the front seats and they had to try to get the windshield out. And I remember that take a little while to like actually be able to to get them out of their Already been dead So it wasn't really or rush to get them out but it was difficult. Cut them out. Got Them Ready for transport and then we called another helicopter to take their bodies away back to base. There was a mourning period with guys keeping to themselves elves and quietly going about their duties but there was also a mounting unrest about the rules of engagement especially on the open highway as it stood. Firing one's weapon was allowed only after the offending vehicle had been shouted or waved at had flares shot in its direction followed by warning shots and then shots to disable blur kill but the difficulty was as Ardito had seen. Sometimes there wasn't enough time to get through all of that. Between the moment you detected a possible threat rat and the moment when the vehicle was close enough to detonate a bomb so I think a big factor that led to the low morale was A in. Our hands were tied with the rules of engagement. And even after we had two guys killed the rules of engagement really didn't change so they kept kept sending us out on missions. We had three platoons running three missions a day off times. We're driving through Kansas City on the busy roads and there was not it much we could do to prevent this from happening again We had a brief with the brigade. Legal representative the next today after the V. bid to discuss what we could do to prevent us and nothing got accomplished. During that brief it was the legal lady and all of my company and every time someone gave an idea in a suggestion as to how we could prevent this She would shoot it down. She shot down everything. A lot of the gunners had stuff to say a lot of the gunners had really good ideas but she would shoot it down. Oh you can't do this because of that and you know you can't be doing this so we pretty much learned that there is. There is nothing that we could do and we just had to keep driving around hoping we didn't get blown up. And that's what brought down the morale. Even more I think the third platoon pl suggested that we shu warning shots. It's at every car that attempts to get near the convoy and then eventually the local people will get the idea. Hey we'll get shot at if we drive close to them so dr close to them. And if they're a threat and they keep driving close then you just shoot them or trash chute the engine block or the tires disabled disabled vehicle and the legal rep shut that down immediately. will she said well. Lieutenant you can't you can't just shoot every vehicle on the highway that gets close close to you. And he said well why not and she said well. What would you have if you did that if you shot at every vehicle? That came close to your convoy Eh. And he started to cry and he said well maybe we'd have Two more alive paratroopers. That hit me pretty hard. Aw and then. That's when that meeting was over. The drag on morale rarely has to do with the relative danger of the missions. Or what's being asked of the troops although that can be an issue more often though it is a sense of purposeless nece that undermines the way people feel about their duties. This sense that there's not enough support from above was really what started to wear on our dido he trusted his NCO's and he trusted his company commander but he also felt as if there were general disinterest in the mission from above above the sense of urgency was gone and any pretense of nation building which had been part of the mission before two thousand sixteen was abandoned as the new administration announced announced. It was no longer part of the plan. As two thousand seventeen war on Ardito felt increasingly purposeless in the army This episode is sponsored in part by Norton. Three we sixty with lifelock you may have heard about a VPN that was recently breached. Hackers compromised the very thing that Wi fi users relied upon pawn to help keep them private online. 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Ask War with nation building off the table and the directive that the mission was to kill the Taliban members of Isis morale continued to flag. You see Kandahar wasn't a battleground in that sense. There weren't enemy fighters. They are to kill so much as there. Were in the mountains. In the city there were only guerilla attacks during the nine months of their tour. Dido's platoon didn't get into one firefight. Instead they endured the attacks and did their best to mitigate negate them much more aggressive. I felt more comfortable shooting. I knew that my leadership would back me up if I made the wrong call but I was also careful not to make their own call. I learned a couple phrases in Pashtu so I could yell at them in their native tongue. I started I'd like actually pointing my barrel at cars more often and I found that that works pretty well especially with a fifty cal. We're driving south often highway four and I forget the reason why but the mission was canceled or something like that. We are already halfway to our destination attention and we had to turn around and go back to base. So we're in the middle of the highway and we started turning the trucks around the first truck. stopped traffic the oncoming traffic and then that truck turned around and pointed the other way and my truck was about to turn around so now it was my hi job to stop the traffic and as soon as the governor from the first truck turned the other way one of the cars started driving towards my truck at that point. I didn't really have time to wave down or anything. He was driving towards this after he had already stopped. The first Gunnar already told him to stop any dead so as soon as he started moving again I shot some rounds near his car and then he stopped immediately after that and then we turned around and everyone that was stopped on the highway. Got The idea like okay. Don't don't don't pull up towards these guys anymore. They're GONNA shoot us. Preventing attacks or keeping recalcitrant locals in line was not the same as fighting back though and that frustration became another drag on morale but even morale suffered there was cohesion among the enlisted across all of the coalition forces and even the locals across the board their increasingly. Was this sense of needing to take care of your own but I think I was on a mission and we heard over the radio. Hey there's there is a bit on highway four or return to base immediately so we got the guys back in the truck so we head back and then I remember the platoon leader called up on the radio. K be ready for a secondary attack gunners like be ready. Don't do pen. Flares don't wave jump immediately to warning shots. Like don't play around when you get back to base safe. We got back to base and we were cure. F- was leaving as we were coming into bass and our platoon was on standby getting ready to leave again. Just in case the cure F- got hit with a secondary attack and then they called over the loudspeakers on on calf saying if anyone has a positive blood come immediately to the role three to donate blood. 'cause there's a couple injured and a and a K A and it was me and a couple other guys from Ipil Timmy. Loaded up on our little gator and you know he had like five. Six Sky's hanging off the back of this gator. We're speeding down the the road to the role three and you can see just a ton of people running and Other people loaded up on gators golf carts and people riding bicycles and driving pickup trucks with the bunch of guys in the back can when we get there and there's just a bunch of people wait outside the hospital to donate blood thousand nine to see how many people responded so quickly to to donate blood for these these guys that needed it. What made it even better was? It wasn't just. US soldiers run into donate blood. It was you know. US contracts civilians liens guys that just like mechanics. There was air force guys running their through other coalition forces. The the Romanians Bulgarians the but there was like the the civilians that worked at the Chow Hall. They were coming in running like like local interpreters linguists they were common like literally every one on that base was common to give blood in a deployment with no satisfaction in the field. It was heartening to see such an outpouring to remember that the guys on the ground were in the end in it together. Even if there was occasional friction friction in the nine months he was in Afghanistan between losing his comrades and feeling increasingly alienated from the chain of command. ARDITO was ready to go home when he did. They offered him a promotion to sergeant if he would reenlist but he had had enough of the army and spent his final year applying to police departments and getting emt certified still when he got out. It was a lot different than he expected. I think that a lot of people transitioning out of the military have a tough time adjusting to civilian life. I was working in a kitchen and I wasn't connecting with my co workers. The same way I had been connecting acting with my co workers. In the army there was a lot of times they would look at me funny when I said something. I think they didn't get the dark humor that I was so used to. I don't think they I liked the way talked the the profanity and stuff like that so I was having a rough time transitioning and I always wanted to travel the country. 'cause I never left the east coast my whole life other than the one time. I went to Texas for day to do that training exercise so I quit my job. I took a month to to drive around the country and met up with a lot of my friends on the way a lot of guys that also recently got out as good for math and goes good for them also. The trip didn't just allow them to catch up. It gave the guys a sense that they still belonged and that there were still people out there for them for Taylor are Dido it also signaled a kind of final end to his service and helped him to start to look forward to whatever his life was going to be from here on out when significant incidents or phases of our lives. Come to an end. We always need to find a way to get a little little closure. We need to mark and remember the person that we were before we embark on building the new person. We're going to be This is war was written by me Anthony Russo and produced by incongruity media. If you like to this show you can help support us by visiting our sponsors or by leaving a five star review. Wherever you're listening right now you can also follow us on social media at this is war you also can find show notes photos and more background on each episode at this is war Dot Com uh?

Afghanistan Teller Ardito army NCO Taliban Dido lifelock US Ross Norton Kantar ARDITO Texas Dido Ardito Bespoke Post team leader Anthony Russo Iraq
#139 Brian Fleming

First Class Fatherhood

19:53 min | 1 year ago

#139 Brian Fleming

"Yeah. Lace? Welcome to first-class fatherhood. Welcome everybody episode one thirty nine of the podcast. I am happy as always to be here with you. Thank you for stopping by. This is your first time listening to the podcast, please get over there. And that's stri button. You do not want to miss all the action. That's coming your way right here on first glance fatherhood. All right dad's today is Valentine's Day. It is a nice day to celebrate with the love of your life. I think it is a far more important holiday for couples who are dating. That's just my opinion. But as far as I have seen all women love to be appreciated and showered with a little bit of chocolate and flowers, my wife, and I we only celebrated one Valentine's Day while we were dating because we got married five months after we met. So our courtship was short lived. But our wedding anniversary is coming up next week. And we've been married now for fourteen years. I did go all in that first day, and it's been a tough one for me to top. But still it's a great excuse to show some love to your spouse. I was at my daughter's pre K Valentine's Day party yesterday. It's an awesome holiday for the kids to enjoy. So however, you spend your Valentine's Day. I hope you enjoy it. It is Also Thursday and one of the popular hashtags out there on social media is hashtag thankful Thursday. And I am thankful for the men and women of our military and my guest today was severely injured while serving as an army team leader when a suicide bomber detonated three feet away from him in candle har-, so it is a big honor for me to have Brian Flemming. Join me here on the podcast and just a minute. So please stick around for the interview tomorrow, I will be dropping my third collection of navy seal interviews on you and next week is really going to be lit. I'm having AJ hawk John Teagan dean McDermott Shiloh Harris all joining me here on the podcast. So lock it in the first class fatherhood. If you have a chance, please hit me with a rating or a review over on. I tunes at all goes a long way to help me out here. I can't say thank you enough for all of your support. You've shown me already. Let's keep this celebration of fatherhood going fatherhood rocks. Family values rule and every day is Father's Day right here with me, and I will be right back with Brian Flemming on alleghenies. And you're listening to. Glance fatherhood. I cannot say thank you enough to all the listeners out there. You'll hear a word from my sponsors in the middle of today's interview if you would like to help me make first-class fatherhood, Ed free, please consider becoming a supporter of the podcast by hitting the link and the description of today's podcast episode. All right. And joining me now is a first class father. He is a United States army combat veteran. He was severely wounded when a suicide bomber blew himself up three feet away from him. He is an author a speaker an inspiration. And it is a big honor for me to say, Brian Flemming. Welcome to first glance fatherhood anything for having me. Okay. Brian. How many kids do you have? And how old are they have to kid the ten year old boy seven year old daughter? All right. One in one awesome. What type of sports activities at into? The biggest thing is the both into Brazilian jujitsu. Very cool that's becoming more popular each and every year. We'd good skill to have absolutely pleased. Brian take a minute here to hit my listeners, but a little bit about your background, and what you do. Yeah. I was born and raised just west of Detroit. Michigan. I go in the army out of high school surgeon Afghanistan as a team leader in an infantry platoon with the army's tenth mountain division got blown up a couple of times there. My vehicle did got injured by a suicide bomber in Canada har- than fourteen months at a medical center at a reconstructive surgery and burn treatment and all that kind of stuff and God of the military and people started asking me talk about my experiences. What I learned. And so I started using those experiences and what I learned to help other people when they're battles. Yeah. You really have an amazing story Brian. When did fatherhood commit committed the picture for you. Where you serving at the time and had it becoming a dad kinda change your perspective on life. No. I I actually was about a year and a half out of the military when my son was born which really would change the game in the military. So I'm glad I'm glad we didn't. Have you know, our kids, then it would have been more complicated. But you know, my perspective that shifted when I had well here, I'll tell you this when we when my my wife, Jamie, not I out pregnant or she was pregnant. I thought that went through my mind was not crap. Now, everyone's gonna know we've been doing it. No, not that you know as Mary couple were. But you know, that's called evidence. And there's no going back on that. But. You know, I thought to myself. There are a lot of things that started stop in my life, right change directions. And it was a sense of now I'm committed I've got to make this work. I've I've gotta make that I know no not doing enough. So I can you know this kid. Right into well. And so there's a greater sense of responsibility. And I was totally up to. But it was definitely news. Well, said how much your kids know Brian about your time in the service? Are they aware of the severity of your injuries? And all that. Are actually not bad people. Ask me over the years. Like, the kids know what happened to me. Have you seen the pictures because I pictures of what I looked like graft or happen? And you I've never hit it from them. They've grown up knowing that was in the military. Then ever knew me when I was physically injured they've seen all the pictures. They know the story it's just a normal thing for them. And I never felt any reason to hide it or anything like that. There just wasn't any reason to if it all fifteen a normal thing. It's a learning lesson for them growing up. But yeah, who I am just a normal thing for them. All right, Brian being deployed overseas. You've been in some of the, you know, some of the nastiest places on earth. What are some of the differences, and some of the similarities may be of some of the Afghan fathers are other dads that you've seen overseas? Well, I can tell you despite all the differences as human beings, we want to care for in general, Kip. Protect our kids. Cool now with everything that's happened to you Brian. How would you feel about your kids? I know that they're small new young yet. But how would you feel about your kids serving in the military? I would say. Of course, you know, nobody wants their kids to go to war unequipped side. You know, someone's gotta you know, serve in the military. And I'm definitely better man for having done it. So I'd be probably say did and crowd as they did. I tell you one of the biggest benefits though, really figuring out my own life in front of them. There was a study done. He's actually book written on it. I just learned it from a buddy of mine who's a doctor, and it's the number one indicator of hover is your children movie. And I was really intrigued by that. And what you said was number one indicator of how resilient your children will become is your own ability to make pensive your own life story and communicate that to them. And so my kids have made. Work through issues expense productively of my own life story. Now, I've been doing that from past ten years. I didn't know that until about two weeks ago that that he told me that it's hard encourage all fathers don't think you have to perfect when your kids see a mess up this admit, you messed up by swearword when I get mad my son or daughter goes, oh, you said about word and said, you know, what? I did I'm wrong for that. I'm trying not to do. I'm trying to be better. You know? And so they see me correct myself. They see me, you know, when I do wrong. And if I mess up, you know, on the first to admit that's the saving grace. I have no problem admitting it saying I'm going to work on that. And I truly try to fix it. And they're sting that I think that's one most powerful things that we can do for our kids. He I tell you what Brian. I think that's one of the things that's very different about a lot of the dads today. Especially ones that I've had on the show here is that we are more willing to apologize to our kids. I mean, I definitely couldn't imagine my father apologizing to me for anything. But I do find myself being upfront about my mistake. Aches, and I will apologize especially you know, when I punish the wrong kid for the wrong thing. Well, you know, when when you do at that point old way just representing your father because you see all flaws, but he's never willing to omit him. You're the only one who does wrong. That's not even leading, by example. I mean, good me or can if you mess his admit to it. Correct. It in front of his people and then move on and try not to make that mistake. Again. That's respectable. And that's one of the best examples we can lead because role gonna screw up roll Ness of Strauss. Scripts real name. Okay. And go, you know, they can think of them selves. Yeah. Dad messed us up. That's not what do you need it. He moved on. He learned from it. And we're leaving that example for them to follow. And which is a great example to follow very well said how? All right. It is now time for a word from today sponsors, and I'll be right back with more of the action on first glance fatherhood seatgeek. Taking your kids to the ball. Game is one of the greatest experiences in all of fatherhood and now first class. Fatherhood has partnered with seatgeek, and you could save twenty dollars off your Knicks ticket purchase by using the promo code first class. That's one word first class. Maybe you wanna go to a Broadway show a concert. Seek has the best prices for a wide variety of events. It's a slam dunk deal dads get over to WWW dot seatgeek dot com and use the promo code first class to get twenty dollars off your next ticket purchase seat dot com. Brandis when it comes to choosing a product that's better than the rest. Just one label matters. And it's brand Louis. Brands cuts out the middleman to deliver just what matters high quality products at simple, fair prices. Brand Louis offers better options for things you care about. Besides prices, nontoxic household supplies, premium diapers, organic baby foods and protein. I pet treats brand Liz offers better for you items at a better price shipped directly to you brand lives gives back gives you a better way to join them. Every time you check out at brand list. They donate a meal to someone facing hunger through their partnership with Feeding America right now. Berkley as father who listeners can receive ten dollars off their first order of fifty dollars or more at Brandis Goto brand list dot com and use the promo code listen to start saving on high quality products. Don't wait a second longer. Go to brand list dot com and enter listen to get ten dollars off your first order of fifty dollars or more and start enjoying high quality products that you deserve. Today. About disciplined, Brian. I know that you're a military guy. So you're obviously well disciplined yourself, but how are you? When it comes to being the disciplinarian as a father. I don't like discipline my kids. But I I never spare it if it's necessary. My kid. They're not going to be a product of the system. I'll tell you one thing I've done that's really effected. We pushups every morning before breakfast. It's a tip learned out of own Schwarzenegger's book called total recall about his life story. And and my kids are learning that to work for everything they won't like even their their own food. And so that's the lesson there. And when you're punished I don't even need to thank him anymore, and they start doing ups, and that's something I learned from the military. And you know, make make them stronger and teach them a lesson. And it's it's a non violent way of of peddling something and getting method across and on the flip side of that whenever I did think like it. I always used to get so angry and frustrated that I would actually get headaches. So physically affected me in a negative way. Tried to come up with a better way, not for Meena -sarily that was a byproduct, but what's most effective way for me to discipline like data recruited discipline the same. Okay. What about for our veterans? Brian. What advice do you have in the veterans who are returning home now, and they're kinda struggling with that what to do next you found some some success here after your time in the service of what would you say the keys to finding success after the military? A couple of things one. You wanna find out whatever you're good at that meets the needs for place. You need dot Dinna fight. You're very clear problem that exists in the world because people pay money for one thing and one thing only, and that's to problems look at any business that's making any money or solving the problem. So find a problem that exists in this world and be the solution to it. Whether it's your own business or work with the company when you offer great value when you can bring in money or you can offer great value in some way to some pause for a solution to some sort of problem. You're never going to be without work. Never gonna have to worry about where money's gonna come from. 'cause when people pay money to solve problems period. So think about it. We're thinking about these like these three things what am I good at? Where's there need in the world? And you know, how how can I bridge those things together in one of my good at what do I enjoy? And where does it all meet a need like think about those three circles coming together overlapping in the middle for one little circle in the middle. Where those three things overlap. Great advice, Brian. That's good stuff. How about screen time? When one of the biggest struggles right now for a lot of us dads parents in general is the technology time video game time and all that. So how do you handle the screen time? What your kids? You know, Friday, my kids get play video again, that's the school. No, they'll get you know, the devices and screen them here for a couple of hours here and there on Saturday or Sunday, but we highly regulated there's actually science behind that you know, like I have time to go into. But a lot of is more destructive than it is productive. So we monitor it, and we regulate it completely if they don't like it. We don't care. Yeah. Fortnight is a big deal with my kids. And one thing I struggle with Brian is that since I started this podcast. I'm on this phone a lot more than I've ever been before. And I'm not practicing what I preach, and I definitely need to be better at it for sure, you know. And it's okay to let your kids know that. I mean, I'll find myself to like I try to post on social media, and then get off with getting sucked into it and living on it. Because that right there take away from family time and everything else. You screen time. How many hours you spent this week on it? You know, I'm with you. I'm if I'm regulating my kids, and I need to be living up to something of that as well. If I if I know what the affected truly has. And I do and it's easy to get sucked into sometimes. But just be real about it and make yourself you often spend more time with them because that's what's most important. Yeah. It's challenging so me, Brian. What kind of goals? Do you have for yourself? Oh, what are you working on at the moment and work, my listeners, find out more about you. Well, I write books and speak for different companies and organizations. I'm resilient. You know, I talked about how to stand firm when everything around you is blowing up 'cause everybody has things blow up in their lives. And you know, a lot of military lessons that we learned to push through in the green marry that war taught me, overcoming my own injuries. A lot of lessons apply to people's daily lives in the battles. They face as well as the business world and the constantly rapidly changing environment that you know, that is marketplace. So I write books and I speak. I just got the resilience book but out that came out up three months ago. It's wanna know more about that you can just go to resilient booklet dot com. You wanna more about my speaking dismember? I'm if you don't remember my name, you know, I'm one of those guys got blown up so easy to remember. It's blown up guy dot com. I just felt that'd be funny. I got that. I got blown up and. Just some something to do with it humorous kind of coping mechanisms and there's a lot of guys like got blown up. I'm just the guy who thought it'd be funny website called blown-up guy dot com. So that's what I I do speaking. Now travel all over the world speak for different companies organizations things like that. I I might put out another book this year. I'm looking into that very cool. I will include those links into description of this podcast episode. So my listeners can just tap the links get over there and check it out last thing, I'm gonna hit you hear Brian. I love to ask all the dads that I get on the podcast, what type of advice? Do you have that new dad or for that about the beef are who's out there listening? Two words show up nothing worse than a world full a deadbeat dead. Most of the problems in our society. The major problems could be greatly reduced if dads would just put up shut up just show up. They'll make excuses. Don't be a little boy in a man's body show up as you damn kid. Also, I love the message. This is really been a big honor for me, Brian Flemming. I gotta say thank you so much for give me a few minutes of your time on first-class fatherhood. Thanks for having me. Okay. Back to wrap things up and just a second here. Back to wrap things up here on first-class fatherhood. I gotta give a special. Thank you once again to Bryant Fleming to giving me a few minutes of time here. I was really a big honor for me. Please set me up on Twitter. Guys, drop me a D on Instagram hit me on Facebook. Let me know what you thought about today's episode. I always loved to read your feedback. And then lock it at the first fatherhood tomorrow. I will be dropping my third collection of navy. She'll interviews on you guys. It will be just the interview portion of the episodes that I recorded with Mike written Craig shorter, Dom Rosso Clint Emerson and Marcus Latrell. So you don't wanna miss out. And please help me spread the word here about the podcast let any dad in your neighborhood or in your contact list. Let them know about the podcast here. And don't miss out on next week. Gotta have AJ hawk John Teagan. I'm gonna have dean McDermott, and we're gonna have Shiloh Harris here. So it's going to be awesome. I hope you guys enjoyed today's podcast. That's all I got for you. I'm Alex you've been listening to I way as father hood. And please remember guys we are not babysitter. There's we are fathers, and we're not just fathers. We are first class bothers. So. Down town. I open. No. The town.

Brian Flemming team leader John Teagan Valentine Shiloh Harris Detroit Michigan United States army Canada Afghanistan Bryant Fleming dean McDermott Facebook Twitter seatgeek Feeding America Ed Jamie
FedEx vs UPS | When in Rome... | 4

Business Wars

25:59 min | Last month

FedEx vs UPS | When in Rome... | 4

"It's nineteen, eighty, five Milan. Team of UPS executives is striding down a cobblestone street. UPS recently bought Audi Mondo, the largest delivery service in Italy and the team is here to train their new employees in the ups way. The executives push open the office door whip off their sunglasses and Strut in. Inside the Italian workers glower from their desks. But the UPS team failed to read the room. The team leader throws his arms out wide. Well Your No. Welcome to ups. We're so excited to be here at you to the Big Brown family. He pauses for applause. But. There's an awkward beat as nothing happens. Finally a few UPS team members start clapping and the Mondo workers slowly join him. He continues we're here to show you what works in the delivery business. An Italian executive stands up his brow furrowed annoyance excuse me, but we were quite to successful company here in our country. We already know what works. The. UPS Executive holds out his hand trying to keep the peace of. Of course, but there's always room for improvement right? We can burn the midnight oil a little longer cut back on those lunch breaks shortened those vacations, right? Within minutes of his arrival, the team leader has ignited a culture war those benefits he blithely suggested cutting they took unions, decades of strikes in street battles to become law and much of Europe the Italian executive scarfs. So you want us to work all the time like they do in. America, say goodbye to our to our lunches. The American teams eyebrows shoot up to our lunches. They had no idea such a thing existed. They're used to grabbing a big MAC and eating over their desks. The Italian executive continues on. I don't want any part of this I quick. He walks out followed by a handful of other. Italian employees. The UPS team watches alarmed. Baid pictured a productive first day finished by tossing back leeman shallows with their new Italian pals. Not, a walkout. One, UPS team member leans over and whispers in the leaders ear. I think we're going to need to figure out a different approach, no kidding and a sap. UPS fight for global supremacy over Fedex has stumbled badly. and. Over all things, the importance of lunch in Italy. Which is, of course, the symbol of the sacrosanct importance of family life. Europe is key to UBS growth now. They're in danger of losing. GROUND TO FEDEX. I've worked in all sorts of environments from big companies to just mean an engineer recording in A. Booth and one thing remains true through it. All success is not achieved by one person alone it takes team. Nobody knows this better than Monday Dot Com project management platform that makes effective teamwork possible near or far that's right. Monday dot Com brings your team together wherever you are. They offer a flexible platform to manage any team project or workflow online so you can know exactly where things stand at any time and look we each have our own way to plan and run projects the great thing about money dot com you get multiple. Ways to view the progress of any projects so whether you use a Gantt Chart, Kanban or spreadshee- light tables Monday dot com has got you covered I love the intuitive and flexible interface ties, my scheduling email critical contacts in workflow all together on one screen. Now, my projects aren't competing for time there helping me free up time for myself. Let Monday dot com take care of what slows you down. So you can free up time to focus on the work that drives you to start your free fourteen day trial go to Monday dot com. Learn directly from some of the top names in business sports and entertainment by listening to how leaders lead a new podcast from David Novak Co founder and retired CEO. Of Yum brands listening subscribe to how leaders lead with David Novak wherever you find your podcasts. From wonder I'm David Brown and this is business wars. In our last episode Fedex put up in impassioned fight for airline industry deregulation and one. Now that they're allowed to fly bigger planes Fedex aggressively pursues growth, but ups got a new CEO who finally added one day Air Service to their offerings marking the first ever direct challenge to. Fedex. In. Order to continue growing both companies look to expand in Europe but moving overseas proves more difficult than either company anticipated. This is episode four. When in Rome? It's nineteen, eighty one and ups CEO George. Lamb is overseeing an executive meeting at. headquarters. Greenwich Connecticut. Lamb turns his attention to an executive on his right. All right. I suppose it's time to hear the update on our German operations. Another executive can't help getting in a JAB. Should we take on how much you're losing that Tom? A second executive joins the fun. Let's put the over under at fifty, nine, million dollars. The amount you lost in one, thousand, nine, hundred, seventy, nine, I second that emotion. Tom Sits up straighter in his chair. He can't help a smile from spreading over his face well jokes on you all those Germany is posting a profit. Even land is surprised, you're serious. In one, thousand, nine, hundred, seventy, six ups, started operations, and Duesseldorf as an experiment and overseas expansion. The entire country of West Germany is only about the size of Oregon but its population is roughly a quarter of the United States is. The combination of small geography and dense population made it in appealing test site. But the German operation face challenges right out the gate ups salaries fell far below the national standard and they had trouble recruiting drivers. The German management bag the corporate offices to increase the pay rate, but their requests were denied. Tom Speaks as he passes out a report. Over the past year, we increase pay more aggressively recruited workers and installed windows our hub which boosted morale employee turnover and absenteeism has greatly decreased, which has helped us provide better service. We're seeing the payoff. Lamb Najah tremendous work. A year ago, we were considering scrapping the whole endeavour, but you really turned it around good job. He turns to another executive. Joe? Can you report on Canada. Tom Leans forward sorry to interrupt but George I wanted to bring up one more thing before we move on from Europe. Lamb turns to him surprised. All right go ahead. I know what may seem premature? But I think we should think about expanding into other countries over there. We learned a lot of lessons with Germany and the European economy is poised for growth. This is a place where we want to be ready to deliver when the time is right. Lamb thinks about the proposition. That's smart. Instead of starting from scratch, we should by delivery companies in key countries, Italy, France and such. A great idea it will allow us to expand faster and I think the workers of those companies would be very excited to learn what makes you ps one of the best companies in the world we'd be exporting the American dream. So to speak I agree. Start Making, a list of companies we should target well do. Fedex also has Europe and it cites a faction of executives WANNA get ahead of their rival. But they're running into unexpected roadblocks. Fred did you hear me? It's nineteen eighty-one and Fedex is Vice President Roger Frog is meeting with CEO Fred Smith about expansion into Europe. But Smith's mind is elsewhere. Sore Roger, can you repeat what you said? I think Europe said, no go for us. The countries are so small and so close to each other in Brussels in Paris or less than two hundred miles apart. Clients practically laughed in my face when I asked if they would ever fly documents between cities they see no point. That's too bad. Not to mention the working with all those countries will be a real headache. They all have different regulations, languages, customs, even different holidays. Now I know you wanted to expand into Europe but I just don't think this is the right move for us. I. Do think we could beef up our transatlantic service. We could be the GO-TO company to fly packages over the ocean, and then we could hand them off to local companies for delivery on the ground. Right sure. Let's do that. Fred. What's going on? What are you saying? You've been distracted this whole meeting. This isn't like you year usually. So focused. Sorry Roger, it's It's just. Well I've be in my bonnet, and I can't stop thinking about it. I wanted to change the focus of this company. Brock looks at Smith in shock. Pardon me Oh Roger don't get too alarmed. It's it's not an overhaul just more of a tweak. I think we need to think broader. You know I want us to see ourselves not just as a shipping company, but as a business communication company. Okay look we've been having a lot of success with shipping documents, right? Well, I wanNA take that a step further. Have, you heard a fax machines. Yes. Of course what about them? Well, I want to set up business centers around the country, fill them with fax machines. Fax Machines are a relatively expensive technology and transmission rates are painfully slow, but their usefulness is limited because of long distance rates. Smith stands up excited as he explains his idea. We could create a service where we transmit documents between our centers. We have couriers on either side to pick up and deliver the documents delivery in two hours flat. I WANNA call that ZAP male. I see we'll buy office supply stores and convert them into our centers. We should buy a Mesa. Rock looks at him overwhelmed. Okay but what about the transatlantic service I think that's a good opportunity for us. It takes advantage of what we already offer plane service and pushes us into new ground. It's good idea. Okay, Great. So I can start moving that forward. Sure start the process. It's nineteen eighty-two and Roger Frock and another Fedex Sales Rep in Tokyo meeting with a fax machine manufacturer. The sales reps smiles as the paper feeds through the machine. We have a transmission rate of one minute per page. That's very impressive. But how's the quality? The best we've ever had you want to hear the best part? Yes. Please our machines are compatible with those made by other manufacturers. It won't matter what machine the recipient has. You'll be able to send them your document. Franken in the executive exchange a worried look. This seems to be groundbreaking technology. If? It catches on. What will customers need Fedex for? We need to get zapped mail up and running as soon as possible or we're going to be sunk before we even begin. Is, colleague nods adamantly. It's fall nineteen, eighty, two and frock is having another meeting with Smith. He's pushed forward on setting up transatlantic service, but Smith's attention has been laser focused on that male. We've applied with the US government to fly into Europe from Memphis Boston and New York we've also researched which planes would serve our purposes best but to move forward. Well I need direction from you or the board. Can I speak frankly always. I'm not feeling like I'm getting a lot of support for this endeavor. My reports aren't being answered. I'm starting to wonder if we're serious about launching international operations we are. We are I just don't want to do it until Zap mail is up and running. That's where I want our focus right now. That makes sense. Well, what's our timeline for this APP may a launch we plan on being operational in eighteen months frock raises his eyebrows in surprise eighteen months will sure we're launching a whole new aspect of this business these things take time. Did you read the report I sant after my visit to Japan idea there are doing some impressive stuff over there, but it'll take a while for those machines to permeate. The market will still be offering valuable service. Frog nods less convinced of this than Smith. We'll get back to international operations then. Tang tied. Frock, let's out aside bites his lip. Ten years ago he left his job at a well respected consulting firm to work for Smith's on off company with it's risky business model. Frock took that leap because he believed in Smith and his vision. But he thinks Smith is making a mistake here and worse. It feels like he and international operations are being blown off. Fred. It's been a wild ride and I've made some incredible memories working for you and Federal Express this past decade. But I think it's time I move on. Please accept my resignation. Smith is quiet for a moment studying frogs face. Fraught can't read his expression. Finally. Smith, sticks out his hand. All Right Roger. Best of luck to you. Will expect you to turn over all your files. Of course. Good luck with ZAP male. Franc's not the only one skeptical about going all in on a rapidly changing technology. But Smith is bet big in the past and one. The has no reason to believe. This time will be different. Smith temporarily sidelines Fedex's overseas. Expansion. And this pause. Allows ups to swiftly slide into Fedex's slipstream. UPS expects to profit handsomely. From what it sees as Fedex's MISSTEP. Today's episode is brought to you by Athletic Greens the all in one daily drink to support better health and peak performance developed from a complex blend of seventy five vitamins, minerals, and whole food sourced ingredients, athletic Greens Greens powder that's engineered to help fill the nutritional gaps in your diet, and it's delivered straight to your door. I've never tried to supplement like this before I wasn't sure I'd like it but. Boy was I wrong the taste the feeling of energy athletic Greens has become such a part of my routine I look forward to a smoothie each morning and I feel refreshed and ready to take on whatever the world throws at. Me Is a great feeling to know you're getting the nutrients. You might otherwise be missing out on focus stamina I, feel like Athletic Greens is made a real change in my. Life now you should try it and when you do try athletic Greens through our show, they're gonNA give you up to a year supply of vitamin. D Three K. two for free. You know we get vitamin D from the sun and it's often recommended as an important supplement by health experts. especially in the winter months whether you're looking to boost your energy levels, support your immune system or address gut. Health. Well now is the perfect time to try athletic Greens for Yourself. Head on over to Athletic Greens dot com slash vw to claim my special offer today and get the Free d three K. to wellness bundle with your first purchase. Remember that's up to a one year supply of vitamin D as added value when you try their delicious comprehensive daily all in one drink again, that's athletic Greens dot com slash bw. Finding a new home that fits your family's needs can be tricky. You want room to spread out space together and a place to get away from it all well luckily, when you need a mortgage that fits your family's needs a great place to look is rocket mortgage. You want to see how different downpayment affects your monthly payment no problem. You can check out your loan options adjust payments in closing costs all online in real time to how helpful is that. When you need to know what it takes for a home loan to Fisher budget and your family rocket can that's because they provide the tools and expertise you need to understand all your options and find out what works for you. Sure, if you're ready to buy just yet, we'll check out their online homebuyers guy for tips on where to start when you already and neither lender who will help you understand all your mortgage options rocket can get started online at rocket mortgage dot com slash business wars call for cost information and conditions. Equal housing lender licensed in all fifty states in mls consumer access, Dot Org number thirty thirty. It's nineteen, eighty, five Milan. The UPS team is eating dinner and regrouping after a disastrous first day with the Italian company they acquired. One executive is particularly annoyed. I can't believe how arrogant they were. That's great. They were the number one delivery service in Italy, but Italy smaller than California. Is Not that impressive? Another executive leans forward. Right. We're giving them the chance to learn from the best. But I don't know I. Think People here just don't have the same drive. Americans. Do like those two hour lunch breaks what's up with added? The team leader puts down his wine glass seeing an opportunity to weigh in. Okay. But I've been thinking about that. I think we can accommodate the longer lunch. Other executives look at him horrified. Luck, we're not going to change cultural customs. If we try to mess with to our lunches, they're just going to end up resenting us and we won't win any way. We can shift, Start and end times to work around the lunch. But one executive is not so old. You know what they do in that two hour lunch right? They drank Vino or they go home to hang with families who does that in the modern world. You have to look at it from their perspective we're on their turf, we need to be flexible and accommodate where we can. I still think they should be grateful to work with us, but the other executives on the team. Agree with the leader. I think you're right as they say, when in Rome, the team leader holds up his hand. We're in Milan but yes, and that's the right attitude. Tomorrow when we go in there, we talked to the employees. We find out how they do things. If it's just a cultural difference, we figure out how to keep it now. Are we all in agreement. The new strategy works and as ups continues to expand buying up sixteen more European companies, they have a game plan. Fedex however has bet on the wrong horse. It's nineteen eighty-six, Memphis Tennessee and Fedex is new VP is trying to get through to CEO Fred Smith. Zach Mail is lost almost thirty, eight, million this quarter alone we need to pull the plug. Smith stands up not ready to give up just yet. We can't stop now paid up the system we're about to introduce the new Zap Miller. Apart, from operating business centres, fed ex is also spent a fortune on a fleet of fax machines they least directly to companies they're called ZAP mailers, but so far they've only been able to send faxes to other. Fedex machines. That's about to change with the newest model. Fred, we have to face reality. There are half a million fax machines in the United States and ZAP mailers are only seven thousand of those that's a very small percentage of the market. I don't think a new model is going to change our fortunes. Smith doesn't say anything. Just looks out the window. After a moment he speaks. Okay You're right. We made a bad we lost. Happens Day ever gambler? Exactly you made so many bad that have paid off to look. We're not the only ones who couldn't make this type of service where DHL tried postal service try the technology just moved too fast for us. Smith. Nods. Trying to ignore the fact that he was warned about this. The stands up and heads to the door. Right. When he gets there Smith calls out to stop him. Asked John to come in and see me I wanna talk with him about something. I know what my next big bets going to be. Oh. Yeah. Wh What are you thinking? Smith finally turns away from the window. There's a wide smile on his face. Shana. The VP's eyes go wide. It's a huge potential market, but the restrictions of its communist government make tough to break into. Smith's not joking when he said. He's going. On the next episode fed ex makes an aggressive move into China while UPS is. A simmering labor problem boils over in a disastrous way. From wondering this is episode four of Fedex versus ups for Business Wars. If you like our show, please give us a five star rating in a review. Be Sure to tell your friends subscribe on Apple podcasts spotify. The wonder we APP or wherever you're listening right now and make sure join wondering plus in the wonder yet to listen at. You'll also find some links and offers from our sponsors in the episode notes supporting them helps us offering our shows free. A quick note about re-creations you've been hearing in most cases, we can't know exactly what was said, those scenes trauma physicians, but they're based on historical research. Now if you'd like to learn more about, Fedex, we recommend changing how the world does business by Roger Frog. I'm your host David Brown Austin reckless wrote this story. Karen low is our senior producer and editor edited and produced by Emily Frost sound design by Kyle Randall. Our executive producers are Jenny Lower Beckmann Marshal Louis created by earn on. Lopez is. For. Wondering. I'm Lindsey Graham the most of wondrous show American scandal. We bring to life some of the biggest controversies in US history, presidential lies, environmental disasters, corporate fraud. In our new series we look at a monopoly that defined modern America John D. Rockefeller was a titan of oil. He built an empire with bribes, ruthless acquisitions, and even espionage yet he wasn't invincible Rockefeller would face off against a woman named Ida Tara who fought to expose Rockefeller through the power journalism find out how subscribe to American scandal on Apple podcasts spotify or listen ad free in the wondering.

CEO Fred Smith Fedex executive Europe United States Italy UPS team leader Milan Lamb Najah Roger Frock Executive Roger Audi CEO Big Brown family Mondo Roger Frog
Executive Ambitions

Dear HBR:

33:52 min | 1 year ago

Executive Ambitions

"Welcome to der Biard from Harvard Business Review. I'm Dan McGinn, and I'm Alison beard. Can be frustrating, but it doesn't have to be we don't need to let the conflicts get us down. That's where deer H B R comes we take your questions. Look at the research, talk to the experts and help you move forward. Today. We're answering questions from listeners who wanna be executives. Our guest is Mike Tryono. He's a venture capitalist and a former executive and CEO, Mike, thanks for coming on the show. Thanks for having me, Dan. Good to be here. How hard is it? I Dennis, whether somebody has the personality characteristics to make into the executive suite it's hard. You know, there's an expression in VCU wanna pick the right race in bet the right horse. What are some hallmark Seva aspiring cease weet candidate? I really liked people who have strong empathy for the customer, that they intend to serve after that. It's really the ability to, to build a great team leader someone people follow, and you really look is this someone who looks for people better than them smarter than them more capable and finds ways for them to flourish, or is it someone with their kind of thumb on the people that report to them, one of the common threads in our letters today is that people are thinking ahead, the people who make it are. They that calculating. Are they thinking about their career like a chess match? You know, the most important thing you want to do to get to the next levels, be effective at the level. You're at right? So it's not like dressing. They say dress for the job you want. Yes. Dress for the job, you want perform the job. You have that said, you know, in today's economy were all responsible for professional development and I think it's really important to have a sense of where you wanna go and a sense of what the capabilities experiences skills relationships that need to accumulate to get there. Let's get started. Dear HP are I am a global sea level executive in the making settling for smaller roles for too long. I have more than twenty years of experience in my field. And I'm great at what I do. But my resume makes it seem like I'm a job hopper. That's mainly. Because in my early career I was a single parent and pour money manager. I chase pay rather than experience in the past few years. My career has basically just happened to me. I took my current job because it was close to home and better for my family life. And my boss is amazing, but she's not seeking to grow the company to a level that will keep me satisfied, and inspired coming up on three years here. I feel stagnant. I realized that my current role in income are not where they should be. I thought I was making moves that would position me. Well, financially go figure. How do I scale up in my career to match? My degrees certifications and years of experience, I don't wanna. Across his ungrateful to my boss, but I do want to practice my craft in a larger global organization that will allow me to grow and stretch myself. What should I do ambitious lady Mike? What are you confident? It's good. This struck me the first thought that I had was just that this need to balance agency and loyalty, right? What you get, you know, hopping around in the language of the question. Asker is some degree of power over your destiny, right? The ability to make choices and decide what you want. And, and I think in the overall noble effort to try and stick around and demonstrate loyalty at this firm, if feels like she's sacrifice that fully. Right. So none of us have jobs in the way that my father thought about that idea what we have our, our networks and gigs. And you need to be investing in those networks throughout your career, and to do so is in no way disloyalty your current. Employer. I think the real problem here is not whether she should look for new opportunities. I think she absolutely showed if she feels stagnant, she wants more responsibility. She wants to move into leadership roles. I think that's terrific. And she should and shouldn't feel disloyal to her boss. She can have a conversation with her about why she's doing it. I feel like the real struggle might be moving where she wants to go given a resume that doesn't look great, if she really aspires to be in the cease week, horizon right now, has a lot of roles at companies that are not really putting her on the path towards that can her next move potentially make up for that. If she were to get into the right organization could one job, if she stayed there for two or three years, overcome twenty years of kind of jumping around without a lot of intentionally, I would say, no. You're looking for when you do a C, suite search you're looking for sort of full sweep of career as opposed to what did you do the last two, three four years. And that doesn't mean people haven't failed or made mistakes, or, or gone down, tangents, it's that, you know, they have awareness of those things. And they overall some to a narrative that leads logically to whatever this next, stop the journey is, you know, I will say that reading this letter the only thing that, that indicates her to be someone who aspires to that is that she says she aspires to that, like all the other things that seem important to her really have less to do with that C, suite aspiration. And so, I would I would sort of say, well, why, why do you spire to that is it because it represents some tangible achievement that's validating in some way or are there emotional drivers behind that aspirin, my last class, my last day at HP s I had a professor, and he, he said something us that I will never forget, which was, you know, your group of high achievement p. People measure your achievements in life by what you sacrifice to accomplish them. And it was profoundly good advice that at the end of the day, it's not a question of whether you want to be in the suite. We all do who doesn't. I do not. Most people a lot of people do. But the question is, is less so that and more are you willing to pay the price to do that? There are lots of trade offs involved with that kind of role and that's really the way to think about the question is not just do I spy to be at the top certainly the question is, are you willing to pay the price to, to chief that outcome? How does she position herself as an attractive candidate when resume is a little bit shakey, and she's not at the level, she really wants to be? We all need to package ourselves for the opportunity, we want, you know, be explicit and specific about the job, you want to go to once you've done that, then you have the ability to say, okay, what are the specific skills and experiences required to be successful in that job? What is a hiring manager for that job, specifically looking for in the right person to fill that role? And then it becomes a question of, how do I package my experiences, the things that I'm good at, you know, my trials and tribulations over the course of a career. How do I package those things in a way that demonstrates my ability to meet those criteria and it really is a packaging exercise? I mean at the end of the day I could spend my career eleven different ways, you know, part of your role as someone advocating for themselves and trying to Vance your own career is to be able to put that together into a narrative that aligns with the narrative that are hiring manager is looking for, for particular opportunity. So I would say build your story. From the opportunity back. It reminds me of pieces that we've published on how to on ramp, again, after you've been a stay at home, parent positioning, her weaknesses, you know, the idea that she's been in lots of different jobs, as a strength, so she has this really broad network. She's been in lots of different organizations, and I do think that there's a way to package that effectively, but I also think that not every organization is going to see her as their next rising sea, suite star. And so she needs to maybe temper, her ambush a tiny bit and just not get discouraged because it will take time to find that company that recognizes her for what she has buyers to be. So if we think about really tangible moves she can make here, maybe instead of saying, global C suite executive as her next step. She needs to think about aspiring small company executive the idea that she needs to sort of scale her level of ambition to. Match the experience base, she's building from right now. Boy, I hate to sort of, you know, limit people in that way, you know, you know, we can all do whatever we want to do. That's one of the great things about capitalism so sparring global super. I fire too thick full head of hair. I guess I'm pushing back a little bit on on, whether that is the right aspirated for anyone to just say that I want to be, you know, a global cease, we'd executive as opposed to, you know, I want to lead an organization that does that achieve some outcome. What do you want to achieve? Why do you want to achieve that? Are you willing to pay the price you know necessary to do? So I think those are important questions for someone at this stage of career. It sounds like maybe she's struggling a little bit to try and figure out. You know what's next? I would say defining it. In more specific and actionable terms is the first step towards figuring out what's right for her to do next. So Alison what's our advice to this woman? So we want to assure her that everyone should maintain their own career manage their own destiny. So it is not disloyal for her to keep her network open and to look for new opportunities as she's looking she should evaluate all aspects of other pasta. Jobs against her current situation. You know, this is an ambition of the organization, her boss, the impact it will have on her family life, not just pay when she's interviewing. She should also realize that she needs to package herself, try to figure out a way to market her weaknesses. The fact that she's had lots of jobs as strength. So we think it's great that she's aiming for the C suite, but we're not sure that she'll necessarily be able to jump there immediately. And it's possible that a role in a global organization isn't realistic, so we just advise her to be patient and to take step back and just think about exactly what she wants to do. And why and find the organization that's right for her. On word. Dear HP are I'm a young senior manager at a struggling mid sized firm. I've been promoted quickly in three years, partly due to my good work, but honestly, also due to the company's troubles recently, I took a great new leadership role. Then the next day I was handed a layoff, target, and new unreasonable growth targets my team, sees me as an executioner the C suite here lacks vision for success and isn't willing to hear me out regarding the challenges we face. Their plan is to repeat, the same actions that have been leading us to dismal results. I don't wanna leave my new team still considering looking for another job. I feel set up to fail and I'm worried about my own career. What do you think should I lean into the current opportunity or should I actively seek other employment? My job is way too hard to do both. Well, we'll my, my first thought is competent. People shouldn't have to work for a company. They don't believe in the whole point of going through whatever you've gone through to get to this point, is that you have some degree of flexibility that you're not sort of stuck in frozen into this, this company where it's where you just. You don't buy into whatever they're trying to achieve that seems like just a sort of you dial a little bit each day in that kind of role. I don't buy this idea that you can't do both. Well, too bad find a way to invest some of your time and energy looking out into the world to understand what's happening and building the relationships that will advance you in your career. I completely agree with you. The first reaction that I had to reading the letter was you are on a sinking ship, and you do not believe in leadership, and another VC that I've worked with quite a bit Jeffrey boost gang says that one of the first things that he looks for when he's investing in a company is the management team. And if you don't believe in the management, team, it's not worth your money, and it's certainly not worth our letter writers time. I'm going to. Mostly disagree with both of you. Wow. He should be looking for another job, but it might take a while. And in the interim this is actually a great opportunity for him. And I've seen instances in which people on sinking ships have actually advanced their career as I was going to react to that, you know, it's a cliche that in difficulty lies opportunity, but it's a cliche for reasons. So I buy your argument. I think it's critically important, though, that he at least understand where people are coming from. There's no harder conversation to have in business than we won't be requiring your services anymore. Right. And I think if you're going to take that step is a manager you have almost a moral obligation to give people an honest reason why you're taking this action. It sounds like the layoffs that, that he has to do are not really performance related that they relate to some aspect of the strategy or shift and he needs to really understand that. So we can communicate it to people who are who are in a really hard spot, and he owes those people a. Fair and honest, you know, rationale for why the company is taking these actions and if he doesn't understand it himself. He's not an position to provide that I've never fired anyone or late anyone off. So I have no firsthand experience at this at the same time for our listener. I'd argue that, you know, there's large chunks of the economy in which people are working where they don't believe in the strategy. The company, the companies, you know, it'd be great, if everybody were working at successful companies, where there were heading in the right direction. And there was lots of faith in the leadership vision. I think that's idealistic a lot of people work at companies that are like under Mifflin, you know, that's the reality. Wow. That's a really. I. I agree with you. I think you have to find something to love in your work or on your team to make it worthwhile or you need to get paid a ton of money. So I feel as if, if, if he doesn't have any of that he's not enjoying the work because it's saving fire all these people. And then with the skeleton team he has left he's trying to hit unrealistic targets. He doesn't believe in the vision. And he doesn't mention the fact that his salary is knock it out of the park. And he seems to think that he does have other options. I just feel like that might be the way to go. So we'd be okay for him to stay if he's being paid a ton. I mean it's a factor. But boy, you know you spent a lot of time doing whatever you do at work. If it's something that you don't honestly, don't believe, in, or don't care about it, some level, or particularly if you're suffering inflicting, the challenges of that strategy on other human beings. I gotta believe that takes its toll and the, the, the ancillary benefits that, that overcome that limitation, boy, they got to be pretty compelling to stick around. One thing I will agree with you on Dan. He does say it's a great new leadership role. It sounds like it's maybe the first time he's had a chance to manage a team. And so if there is learning that is one other thing that can keep you in a job, if you're still learning and growing, and it's gonna position you well for your next position wherever that is. Whether it's at an organization, another organization, and this one, I think that is not a bad thing to stay for I may be projecting here. So I came to each be are from an organization that was failing because it was failing in downsizing, I got promoted into an editing job. And if I hadn't stayed there for a year after getting that promotion, I probably wouldn't have gotten this job. So I knew when I when this was going down that I wasn't going to be there for five years. I wasn't going to be there for three years. But I definitely got the sense that, hey, this title, and the experience, that I'm going to get for a short period of time, will definitely give me a different trajectory when I jumped from here, and it proved to be the smart decision. I would ask, whether you would have stuck around in the job, if the failures of strategy above you had serious negative consequences for the people below. That's an interesting question. So I didn't have to personally late anybody off, but I certainly saw. Friends, and I was kind of a beneficiary of layoffs in a certain way, I was taking jobs of people that were getting jettison, it's definitely a complex set of emotions, you know, I was job hunting. But I knew that it was gonna take a while. And, you know, for the time, it took performing, this higher level job was going to be to my benefit that sort of brings me to a point. I wanted to raise, there's a huge emotional fallout. Not just for the people leaving. But for this team that remains. So how do you energize that group of people to do well to perform when they've just seen half of their colleagues laid off. Exactly. Right. You don't you don't wanna give the people who remain a sense that you're amputating the finger one knuckle at a time. Right. So you have to at least be able to manufacture in your own mind. Some sense of mission and forward progress and, and help people understand how the difficult choices the, the company. Has just made an implemented against the people. They used to have lunch with at the end of the day is the right thing for you know, the collective at some level, and, you know, again, I think it's really hard to do that, if you don't buy into that strategy yourself. You know, it's a tricky thing, there's, there's a new word. I heard work is them. It's the sense that I will derive my fulfillment and sell factual ization through the work that I do this is a relatively modern kind of phenomenon and, and I may be revealing myself as a closet works. In this view. But I do think that you should expect more from your job than just compensation. And you know, some level of peer relationship. The flip side of the work is an argument, though. Is that people shouldn't act this way, and that they can find other places to derive meaning and have fun and enjoy their lives and just view job as job. So our letter writer could take that tack. That's right. You know, needs to look, within himself perhaps and see if he's a he's a worker store. You know, a lifestyle at the end of the day, it's the most important thing is just that you can be in your kayak at three thirty good for you. But that's not executive truck, you know, executives are works in this economy. And, you know, the end of the day, it's choice sedan, what's the takeaway? So we split a little bit on this one. Mike and Allison feel strongly. That if the situation is our listener doesn't agree with the company strategy thinks that the company's heading in the wrong direction has tried to communicate as best he can with the leadership about these views and not gotten any kind of listening or any kind of response that it's time to look for a new gig. It's just going be a negative environment at probably gonna take a sort of emotional toll on our listener, and that he should just get out Allison did offer one caveat that if he's paid a lot of money. Maybe it's okay to stick around or learning or learning. But mostly it's about the money. I had a slightly more nuanced view. I saw this as both and kind of problem, he should absolutely start job hunting. But he should realize that it could take awhile. And during the time that it does take awhile, there could be an opportunity here, at least to perform a bigger job. This overall negative situation could set him up for higher job because of the time he's going to be spending his senior manager here at a young age and that even the this is not a situation. Anybody would wanna go on for a long time from a resume standpoint, if not from an emotional standpoint, the time he spending in this unpleasant position could have some net benefits for him. Did I characterize your physician fairly at least well imply that we lack nuance? But the fair summary. Let's go to the last question. Dear HP are I'm a newly promoted manager, two levels away from my CEO. I was especially glad to see this long planned advancement, go through because my company has seen a lot of change recently. Both my direct boss, and her boss moved on to other organizations right before I was promoted, we have new leadership, and I feel energized. This is a big opportunity for me to work more directly with management and demonstrate my own leadership abilities. Here's my hangup. There's another more senior colleague in the same functional. Areas me who seems to be vying to manage our team. We both report directly to the same cease, we'd executive, but this woman has a more senior title and decades of work experience on me, although not at all in the area. I lead my boss is included her in our regular team check in meetings. He mentioned that she will serve as a resource. He even said that she might be a proxy for him in the future if other. Pressing issues, come up. I don't wanna be seen as obstructionist or non inclusive, but I also don't wanna fall into any traps by, including this colleague in too many meetings are decisions, I fear that could lead to her making a case to formally step in and take over our team with me reporting directly to her. My instinct tells me to do the bare minimum and not invite this person to a pine on our work. I know I need to tread carefully, particularly since my boss has explicitly invited her to share input. How would you walk this tightrope? I think she's missing some information, which is what was the bosses intention in creating this semi-in bigamous relationship. Like I think it's perfectly acceptable for her to, you know, talk with the manager and say, listen, I'm a little anxious about some of the MVP witty and in the chain of command here, and one hundred stand my role, vis-a-vis this other person. And how do you see her helping us be more effective helping me better at my job? Is there a particular weakness or limitation that you envision her shoring up on my part of soa disliked understand what that is? I think it's really important to understand what was the intention of the, of the other person, particularly when the other person is superior in this case, if you have concerns from there, then at least they're informed concerns as opposed to this situation, which is partly caused by this other person. But it seems like some of the young Zion is because she's not exactly sure what her manager wants in incr-. Reading this ambiguous relationship are lead writer says that she's thinking about not inviting the rival to meetings to sort of quietly take steps to try to subvert her. How dangerous does that seem as tactic? I think that's a mistake, only because you've gotten specific requests from the manager to incorporate this one and find ways to leverage her expertise, and running counter to that only Rhys painting, you as someone difficult and non-productive. We should reassure our letter writer, though, that these feelings of anxiety, or even envy at this colleague who seems to be in the bosses. Good graces is totally natural and studies show people when they feel this way either disparage or distance themselves from that person. So it is completely natural. But I think you're right. It's a mistake to react, what she needs to do is definitely talk to her boss. Also, just think about what she brings to the table, the value. She adds so she has a bit of confidence going in and then try to collaborate with this woman. I agree completely. This is a total human response. And as such the manager should have anticipated it like blame the manager for creating the situation where she's on sort of shaky ground. And not sure what the what the deal is. You know so one hundred percent legit on her. But shame on him. If our letter writer approaches, the boss and tries to have candid conversation about this the way that you suggest. Mike isn't there a chance that the boss isn't going to put cards on the table? If the boss is thinking about maybe relegating, our letter writer to a less powerful role or making other changes that are going to be negative might the boss just kind of be vague or, you know, sort of say, well, we're gonna see how this evolves. I could imagine a less than one hundred percent candor in that kind of interactions, that's something listener needs to be aware of I feel like there's also a danger in having that conversation that she's showing a little bit of weakness. So I think it does have to be done really carefully always, there's always costs and benefits to this kind of. Dialogue. Right. People are smart, and have good intuition about other people more often than not particularly professional people in this way. And so yes, it's entirely possible. Depending on the way you ask the question that the manager may be, you know, get a little cute in terms of the way they spend things or the way they talk about it. But usually you can kind of see through the through the, you know, between the lines if you will. And you'll know more than you know, now, even if you have to make leaps of inference based on what they say the way they say it, and what they don't say to understand their to intention. So I feel like you're generally in a better position having had the conversation than you are not knowing I wonder if our letter writer in trying to figure out what kind of behavior, she's going to show in this situation needs to have sort of the possibility in the back of her mind, which he's raised directly in the letter this rival of mine, might be my boss, a few months, and anything I do, should keep that in mind. That's only prudent. And I think that's probably the next conversation, once you understand the larger context of the managers intention, trying to reach out to the other person to make sure that, that relationship is productive is probably the right next step. I think even if this person isn't going to become her boss, she needs to learn to work well with her as a peer understand what strengths she brings to the table, even learned from her in some respect. How does she go about getting over her worry and building bridges with this woman? I would say not by masking her. True. Feelings. One of my kids is an actor and one of these, I've learned about acting is it's not about pretending really well that you're said, it's about making yourself sad. And so, I think a genuine authentic effort to understand what does this other woman bring to the table that I lack, what can I get from them either in my own professional development or in the pursuit of my objectives, like make a good faith effort to try and figure that out. And once you've, you've made that effort, you can usually find someplace to collaborate some way for you to work together from Utah benefit Adam grant likes to talk about the fact that rivalries in the workplace can sometimes be really productive for both parties makes you work a little bit harder at it sort of, there's a chemistry that happens. This can create better performance. I think that's right. I think there's two flavors of rivalry, right? Productive rivalry, which is what you're citing and unproductive rivalry? And I think you know, policing that making sure you stay on top of that is. The responsibility of the rivals, and you want to make sure that you're seen as holding up your end of that bargain. And, and I think if you can do that absolutely. A little healthy competition. Never heard anybody. Have you have either of you ever? Seen people go from office rivals to best buds, who help each other and have each other's backs. I haven't seen anybody go from rival to best buds, but I've certainly seen examples in which rivals can collaborate successfully on projects and benefit each other, as opposed to sort of tearing each other apart. So I think that professional collaboration is completely reasonable outcome to hope for in this, maybe she should find a particular project to work on very closely with this woman. I think respect is the bridge between those two states of being with another person, you know, every sales organization in the world has regional managers that are in constant competition with one another and Dino. Hamic can be very productive for the company that employs them. I found when those people have good working relationships, it's because they, they respect each other. So it's important to have that, like, we know that the listener has to regular check in meetings, where this rival is also there. Sometimes the boss will be there. Sometimes he won't meeting seem like they could be a particularly dangerous environment for conflict to be apparent to other people through body language or through just the dialogue, what would your advice be to our listener as she goes into these meetings, where people have the ability to observe what she's thinking, and how she's interacting with this person? I think one of the ways to rise above the political moment is just to be explicit about what you're trying to accomplish in a meeting like I being thoughtful as you go in about what are we trying to achieve here and put that objective kind of on the other side of the table. Right. So, you know, rather than you know, head to head kind of conflict dynamic. You wanna make it so that you're both kind of on the same side of the conference table, and the, the enemy, the opportunity, the whatever the focus is something that's a third party. And how do we work together to, to accomplish that whenever somebody aspires to the C suite? They know that they face this funnel that a lot of people are sort of working their way up the organization to these relatively few spots. Do you think that dynamic is influencing the sense of envy and the negative feelings in this situation always? You know, I, I work with a lot of startups as VC and, and I think one of the benefits of company that's growing fast. Is it tends to create new avenues of opportunity, new ways to express, whatever your talents and gifts and, and proclivities are, it's much harder to do that in a more static company or a company where, you know, because those hard funnels I think are more prevalent in companies that are lower growth, or that are stuck in a certain area. You know, the good news and the bad news is, I think they're very, you know, fewer and fewer steady state companies. Right. We live in a context of tremendous change in the world. And I think for business vibe, it has to be in a constant state of evolution, and that tends to create new opportunities avenue. So, you know, when you find yourself in that sense of, you know kinda zero sum game look for ways to create a new game and that idea might be something that, that helps the letter writer as well. Where are the avenues for me to pursue? Whatever my own aspirated is like, maybe. It's in the context of this one opportunity inside the organization, but being more thoughtful about other places that I can contribute make span the scope of my responsibility, and may reveal new opportunities for advancement that I wasn't even aware of him. I Colonel so Alson advice. So we think that she should start by having a conversation with her boss. What is his intention in getting the colleague Morton involved in her work, if she better understands what he's after that might ease some of her anti-icty, we think it's a mistake to try to exclude or undermine this colleague. She needs to show that she's collaborating. We think she should actually build bridges to the woman she needs to figure out what she brings to the table and appreciate it. While also highlighting her own strength. They should find ways to work productively together, and especially in meetings. She wants to focus on shared objectives. She does feel that her organization is sort of zero sum game. We. We think that she should look for a new game new opportunities other areas that she can grow and excel beyond this woman's purview, Mike, thanks for coming in the show was great being here. Guys. Thank you. That's my Tryono. He's a partner at the venture capital firm, g twenty ventures and his advice podcast is called hashtag ask trap. Thanks to the listeners who wrote us with their questions now. We want to know your questions, send us an Email with your workplace challenge. And how we can help the Email addresses, dear H HP are at HP are dot org. On our next episode. We'll be talking about unwanted roles with Frencesco Gina that is resistance to telling the person proposed it. They, you don't want it. But then you take on rules that really end up hating Dan, McGinn. And I'm Elson beard. Thanks for listening to dear. HBO.

Mike Tryono executive HP writer Dan McGinn Alison beard senior manager Harvard Business Review CEO team leader Dennis HBO soa Asker aspirin Vance Jeffrey Mifflin Frencesco Gina
Lt. Jason Redman, U.S. Navy SEAL, How to 'Overcome'

Veterans Chronicles

42:21 min | 4 months ago

Lt. Jason Redman, U.S. Navy SEAL, How to 'Overcome'

"Chronicles is sponsored by the state of Qatar representing cutters commitment to the US. Welcome to veterans chronicles. I'm Greg Columbus honored to be joined once again on veterans chronicles by retired. Navy Lieutenant Jason Redmond. He served eleven years as an enlisted navy seal followed by ten years as a seal officer is determination after suffering severe injuries in Iraq. attracted national media attention. He is the author of the bestselling memoir, the Trident and his new. New Book is overcome crush adversity with the leadership. Techniques of America's toughest warriors were happy to announce as we record here in June twenty twenty that it is number one in the business teams category on Amazon and Jason. It's always great to have you with us. Thank you, Greg. Thanks man in big shots to American Veterans Center. All you guys do to. To honor those who observed. Thank you very much and at as I. Mentioned Jason has been with us before, so if you haven't seen his full oral history, you can find that whether it's the podcast or the Youtube Channel We're GONNA. Be Talking a lot about his story today, but in a different context, the principles that are put forward. Forward in his book. Here overcome so Jason for. Folks who haven't heard the whole oral history. Let's go back to the most challenging moment of your life, your two thousand seven, the Al Anbar, province in Iraq you've got an al Qaeda target that you're after. described the mission and how it unfolded Yeah Greg, thanks. It was a very eventful deployment Those who? May Be military historians know the two thousand, six, two, thousand, seven, the end of two thousand, six to two, thousand seven was the beginning of the Ambaro awakening in Iraq. It was a period of time where the. Iraqi, people and specifically tribal leaders said Hey. We've had enough. You know we. We finally truly believe that al Qaeda's creating more damaged and the Americans and we really think they're trying to help us, so let's help them and take our country back in for really the first time in the war, they really started providing nas very good, actionable intelligence on mid and high level both AL, Qaeda and insurgent leaders. And we were able to act on that intelligence, so a created a very a bent full-time, but also a very impactful time for a lot of our military forces and the shield teams included show. Throughout two thousand seven, we were tracking mid level and high level. Al Qaeda insurgents leaders throughout the province one we really wanted, and it was the number one leader four al Qaeda in the Bar province, an individual that. We across pass with a couple of occasions, the very first mission of our deployment and I wasn't on this mission. It was what we call a turnover mission, so a few of our guys, and then a few of the outgoing seal team conducted an operation not far from where I ultimately was wounded to go after this leader, and on that night they stepped into an incredibly. Chaotic Situation IT ended up. Having multiple guys wounded. We lost seal officer Clark Swindler was killed on that night. We lost an Iraqi stout Iraqi member that we were working with show, and this was kind of the very first mission that our team in my true Baxley executed. So all deployment. We wanted this guy. It was guy we've been tracking in and we just we could never get a specific time and location on him. Fast forward to the very end of the deployment. And we were one week from going home and we got. Notified that hey, there's a chance you may be in a specific time and place something. We call a time sensitive target. So I'll be honest I did not think the mission was going to go that night. I felt like the information wasn't quite strong enough, but as it developed and and moved up the chain of command. Around eleven o'clock at night, we got word. Hey, you guys are gonNA go. This is happening, and so we quickly spun up and obviously we had done a lot of missions over this deployments. At that point, it was a little bit of okay. Let's Let's come up with our plan. Let's designate who's doing. What parts of mission let's do a quick. Assessment of the target itself, which was a combat compound northeast of Volusia Iraq. And launched on the mission. A really expected to take some pretty heavy resistance We were fully expecting a this guy was the number one leader we knew he traveled with a very large majority detail We knew they were very well trained. We also knew that they had been trained. Most of them wore suicide vests, and they had been trained that to try and create standoff between themselves and the leader, and if individuals got too close to. To blow themselves up to try and take us out before we could get to him. so needless to say a little bit of anxiety apprehension going on that mission, but you know we had been on the lot of missions at this point so you know guys were awesome, consummate professionals and we loaded onto our blackhawks and launched so I was in the lead helicopter. The assault force commander for that mission. And We came in and landed what we call landing directly right on the target. which just due to the time line we had to do in this situation which always a little dangerous, because obviously helicopters can be heard a little ways out gives me time to set up so I. WE landed. And we actually were backwards. The helicopter came in reverse of what we had originally planned so myself and my team leader we're supposed to be on the external side of the helicopter, and on the other side was our breach, her and point man and our guys that we're going to go in I, but the helicopter was actually reverse. Woman came in soon enough being me and my team leader, being the first ones to the door, and you know in a time sensitive target. You don't have time to say oh. Hey, let's reposition literally. Milliseconds make a difference. Saw My team leader was the first guy in the door I was the second guy in the door and I remember making entry thinking to myself man. I'm about to just get shot to hell and it didn't happen. There was this huge. You know we made our entry. And there was this huge sense relief. All of a sudden because I'm like okay. I'm still alive. I haven't been shot yet. and we clear that target and nobody was there. We found a lot of evidence that. Somebody had been there recently. And we started to discover idee making components and things that were hidden buried in the walls, and the outer parts of the compound itself. So we, we stood down and it happens a lot unfortunately. You know you get intelligence to go after an individual and sometimes intelligence is a little bit off and we kinda thought it was going to be one of those nights. So my team and I were standing down. We're just kind of waiting for our security team to finish cleaning up. They were collecting the explosives and the idea making components. We're GONNA. Blow those up. And then we were going to get off that target and it was going to be a night. It was about I. Don't know to thirty maybe close to three am at this point. was sitting there, just waiting and Ground Force commander came up and said Hey. We got a lot of activity on another house about a hundred and fifty yards north. We just watched. Five individuals flee out of that house run across the street and hide some dense vegetation across the street. We'd seen that before Obviously they're not always aware of you. Know snipers or watching them and people are watching them with our external security, so they saw them and. We had seen this before so usually in Iraq at this time there was a curfew and typically good people are not wandering around at night, and they're not running out of policies hiding unless they have something to hide. And, especially, after blacked out, helicopters with guys, night-vision just landed and took that down, so my boss said. Hey Take your team. What's maneuver on these guys? Let's wrap them up. Let's find out what they know. Maybe our leaders still in this area. and he was right so sure enough I took my team. We maneuvered and and long story short we walked into a very well executed Qaeda ambush the five individuals from the last part of the security detail for that leader, that leader was actually in that house, one hundred and fifty yards away. And and we just walked into a a good ambush. They had set up a very good ambush that we walked into my. My my medic are Corman was initially hit, took machine-gun round right below the knee that severed both bones and kind of dropped him right out front one of our other guys ran forward and grabbed r medic as he grabbed him, he got stitched up the side around the lagging around in the arm, but still just a just a very big strong guy who still managed to grab our Mattock, and despite his wounds pull them both back to a tractor tire that was about fifteen yards behind me and really the only point at cover Cover. That stops bullets between us and thousands of yards have empty Iraqi desert I tried to. Weigh down from enemy fire as all, this was happening and I was yelling out to our guys and I think I think at that. Point me yelling. Attracted a lot of attention and I had to machine guns. Draw down on me at this point and probably took some of the most intense fire. I think I've ever felt in my life. I literally could feel I could crack the rounds. We're going by me and I literally could feel the pressure from bullets went by me, and then I started getting hit. stitched across the body armor I took two rounds in the arm which I didn't realize it was two rounds at the time I thought I just got hit once, but I did think that my arm got shot off. It. When it hit me in the elbow. It just dead and all the nerves. Literally felt like I'd been hit by an electric shock. It hit me in the arm and it traveled up and I just Kinda felt it slamming in the back of the head. And suddenly I couldn't feel anything with my left arm when I reached over, I didn't feel it. It actually kind of dropped an caught all my gear on the side of my body armor. But. My thought was you just got your arm shot off. try to continue to shoot. And thinking to myself, I gotta get a on quickly as possible. And, apparently, at that point, a drop down, and then I stood up I turn around and stood up sometime in this got stitch across the body armor I took rounds off. My Helena had my last night vision to shut off. I remember my mistake around off my gone. And, I turned move back to that tractor tire where our guys for, and it was at that point I caught around from behind that hit me right in front of the ear, traveled through my face, exited the right side of my nose, and pretty much just blew out the right side of my face. blew out my right cheekbone vaporize. My oral floor broke all the bones. Bob, my shattered, my jaw down my Chin and knocked me out. My guys saw this and saw me fall, and originally thought I was dead. I guess I was unconscious. I don't know we don't know how long least five minutes we estimate But when I came to I was laying flat on my back, and literally, this gunfight was occurring directly over me. my guys shooting at the enemy, and I was Kinda in between them on the ground. Called out to my team leader in a lull of fire and new I was really messed up and just said Hey. do full headcount in. How long diplomatic back! and. And he I think dumbfounded realized that I was still alive at this point and they continue to fire. He's trying to get a fire mission. We had an SE thirty gunship. Up overhead, and they were there we were. We were so close to the enemy. The enemy was only about forty five feet away from us within the vegetation. And they were like. If we bring in, these rounds will kill you i. mean there's just no way we can do this. They said you gotTA figure out a way to call back much later said there's no way I mean I've got. You know three seriously injured individuals. You know and there's no place to go. It's nothing but empty desert behind me. So he he called a couple more times, and finally on that third time at this point, I estimate probably twenty five minutes gone by maybe even thirty minutes and he called again and said Hey, look, we're running out of AMMO. A guys are bleeding out. You know this goes much longer. There's not going to be anybody left. And so at that point, the issue one thirty gunship agreed to release that that fire mission and he coordinated that. Just a huge shout out to the Air Force and to my team leader, who was one of our joint tackle controllers. who had a lot of experience in doing this? And basically he told them exactly how he wanted those rounds brought in. and. I remember you know. I've been decent amount of combat. At this point. We had called in other fire missions from the gunship. I'd call. Fire missions and training. But. It is a pretty. Amazing thing to be laying there when you yelled out to me and said incoming, and you can hear the sound of the gun go off on the aircraft there at a specific altitude. They're pretty far away, and you can hear it. Trump trump trump and I remember laying there here in that, and all the sudden I've seconds later impact the ground in front of us and blow up over us. And the machine guns were still. RATTLING OFF! When that first fire mission came in, and all the sudden, it went silent. Remember here in the enemy. Cry Out! Obviously, they were hit by FRAG. And and it stopped at gone. My team leader at some point in between some of these rounds ran forward and grab me and got me back to the tire got a tourniquet on my armie saved my life. and. We called an additional fire missions. To this day. It is the closest fire mission in the entire Iraq war you know literally call around directly on our position and We manage to get the Medevac. Helicopter in and my team leader help get us and and my teammates onto that Army Special Operations Medevac helicopter to to get us out of there and save our lives so. Yeah shouts my team. You know for for getting us out. Of there. Definitely combat ineffective at that point. Divers just focused on staying alive you know the under all this fire and shout out to the Air Force rightfully, so that aircraft received There are five key position received distinguished flying. distinguished flying crosses, and the rest of the crew received an air medal for the mission that night. my team lead. Ended up receiving a silver. Star I would've liked to have seen him a navy cross, but But I oh my life to those guys and it started owner journey of getting, put back together and coming, understand you know a lot of different ways to lead in a lot of different ways to lean forward into positively just an amazing story of courage and service to our country, and as we mentioned before You're the author of this brand. New Book called overcome and one of the concepts in this book Jason is getting off the axe, and so in military terminology as you point out, that's getting off the the spot where you're in grave danger. You described very vividly in the book about how you thought you were dying. You're getting cold and Numb as. As your body was adjusting to the shock, but somehow you managed mostly under your own power to to get to the helicopter to get out of there and so we'll talk about this on a couple different ways first of all for you. What did you summon to get off the X.? You know I. There were several different things. One of the things you know I talked to people about is in in tough situations like that You've got to focus on what you can control. And obviously I wasn't in the fight. I will admit in the very beginning. I was thinking about you know. The normal tasks that I. We do in combat where our guys where we situated whereas fire, coming from I kind of quickly realized that. I really didn't have much of a part to play in that. My team leader kind of taken over and I wasn't at any good position to make sound decisions. anyways, is banged up. I was. So then I started focused on. Okay. What else can I control? This point obviously I realized man. You're losing a lot of blogs Europe. You're dying is pretty much what I came to the realization of. And that led me to think about my wife and my kids, and how I really wanted to make a whole. So I I remember thinking of. I'd seen a show called Baghdadi are. Talked about our amazing military medical professionals, and that if you made it to the combats for us all the battlefield emergency room, you have a ninety percent chance of making it home alive if you make it with a pulse. I remember thinking to myself. That is your goal. That is what you can control. You know no matter how. Hard, it was to breathe no matter how tired I felt i. told myself you know. Stay awake to stay alive. I don't care what happens. That is your goal. This is your focus. You know you gotta go home to see your wife and kids. You know, said a little prayer to the big man above and said Hey i. need strength to to do this and felt like I, got it Interestingly Enough I. write about this in my first book that I went from. really struggling to even move my right hand, which was an injured to by the time the metabolic came in getting up and walking to the helicopter with the help of my team lead to get me up. But that's what I focused on. I focused on why I could control. And that's one of the big things and I. Try to encourage people when you are in a crisis so often people. they focused on the things that are beyond their control. I've seen it right now. You know this is. June of twenty twenty, we're in the middle of the pandemic were. A little bit of there's a lot of chaos and division in the country, and there's a lot of people that are feeling anxious feeling. On the axe if you will just like, I was and most people when you're on the acts, and you're having that overwhelming feeling of anxiety and stress, we focus on that pain and discomfort, and you know where we are in the moment. When really what we should be doing is looking at. How do we move forward? And what can I control and My teammates helped me do that I focused on what I could control and. And enabled me to get out of that situation. Now that is really what I teach in the book that I survived an enemy ambush, but everybody gets ambushed in life We all get on the accident on point. So how do you A. Get off the acts We developed all kinds of steps to do that and then be. How do you be more proactive in your life to be ready for future ambushes that are coming? Good point that everyone's going to encounter something that it might not be you know facing withering enemy fire, while you think you're bleeding out in the Iraqi desert, but could be a loss a loved one that could be a financial loss loss of a job, a myriad of things, but It's going to happen sooner or later, so it's not happening right now. Consider yourself blast and prepare yourself for What May? May. Be Coming, and you talk about that a lot as well Obviously you prepared for your missions and your operations, but you also talk about preparing for whenever this ambush in life hits you refer to something called the Pentagon of peak performance to basically prepare yourself for that, and then to kind of gauge yourself motivate yourself once the ambush actually hits talk about the Pentagon of peak performance a little bit. Yeah so the Pentagon peak performance or five here is that I feel like people need to lead themselves to be proactively ready for future ambushes. If we take a step back, so the Pentagon is what we need to do to be proactive. We also created the react methodology which is in the military. We talk about immediate action drill, so if a crisis occurs, problem happens. What are the steps that we take what we train to to immediately? React to it and react is an acronym specifically that people can use at any aspect of their life to be able to deal with the crisis. And it stands for recognize that you're in a crisis oftentimes people. Spend a Lotta time once again focused on the discomfort, and the pain the stress that focus on the past. I want back the what I had you know I? Don't want to be in this situation. which unfortunately we never control fast all we can do is drive forward in the future, so ours recognize you're in a crisis e is evaluate your assets and inventory. Would you have to bring to bear you know? What are the tools in your toolbox to bring to this problem? A, as SAS possible options and outcomes, and we through you know, what are the steps? oftentimes people in a crisis will choose the quickest easiest avenue but oftentimes it may put us in a worse situation so sometimes we have to choose the harder road that sets us up for better success in the long run. see react. Is You gotta choose and communicate to the people around you and then the last one is you gotta take action, so many people are waiting for the perfect. Perfect moment. You know they're waiting. well I need money to get out of this situation. Need to close deal. I'm going to wait for the perfect time to speak to my spouse about these relationship problems. We're having whatever it is. You know you have to take action now. Once we go through this process. The time is now and time is ticking longer. You sit on the axe. It's like quicksand. The more pulls you down in the harder. It is to get up. Watched a lot of people I mean it's no different than a gunfight. People will wither and die on the X, and you may not wither and die. Young physically in the real world when you have life ambushes by you may wither and die mentally emotionally financially so this is why it's so critical to go through this process. Once you get out of it and that's the book is laid out. The very first part of the book is all about. If I'm in a life ambush right now, what are the steps I can take to get out of it and then the book from their moves forward, and to how can I proactively be ready for future ambushes, and that is where the Pentagon people form comes in. It breaks down in five years that people need lead themselves physical leadership, so how we take care of our bodies, nutrition, sleep and fitness, mental leadership how we are constantly challenging our beliefs. How were consuming knowledge? We're looking for. Mentors were trying to always educate ourselves to make ourselves better. Emotional leadership how we manage our emotions, and you know calm and the chaos positively in the face, negatively social leadership how invest in the rings of people around us from our professional relationships, all the way to that innermost ring innermost bowls I. Our family are close family, and then the last one is spiritual leadership. How do we get outside of ourselves? How do we have perspective for some people? It's faith. Faith plays part for me for others. It's just It's meditation may be Yoga. It's whatever you can do to get outside of yourself. You know there's a great big world out there and a lot of people sometimes focused specifically just on themselves and their problems, and that spiritual leadership gets you out of that so that that is what we teach to proactively be ready for future ambushes if you're strong in those five areas. You're better prepared to deal with the crisis that's coming along as opposed to somebody that may be weak in multiple areas. It's easier to get knocked down and harder to get back up. We're talking about Jason. Redmond, the book is overcome crush at with the leadership techniques of America's toughest warriors and Jason after you came back to the United States. I believe you're at Bethesda that correct and It was after a few of your initial visitors came in and express pity more than anything else that you'd had enough. You decided that. This is not going to be the attitude. The mood in here and you're gonNA. Let everybody know before even walked in whether or not what the mood is going to be like in this room and so this is what you posted. Outside your door. And It went viral. metro viral was the term at the time, but it is now, and it's at attention to all who enter here if you're coming into this room with sorrow or to feel sorry for my wounds go elsewhere. The wounds I received I got a job. I love doing it for people. I love supporting the freedom of a country. I deeply love I am incredibly tough and make a full recovery. What is full that is the absolute utmost physically my. My body has the ability to recover that I will push that about twenty percent further through sheer mental tenacity. This room you are about to enter a room of fun, optimism and intense rapid regrowth. If you are not prepared for that, go elsewhere from the management and Jason Tell the story in the book of asking your young doctor, so how many more months till I can get back with my unit? And she said I think we're talking years and so I A lot of people feel like in the moment man. I'm going to do this, and then you. Of course. Lay Out in the book. You know forty surgeries twenty skin graphs I mean any point along that way you could have just been. Man This is this is just too much an oil. How I'm going to get through this, so it's not just a one time decision. It's a constant mindset, and so did you already have kind of the react? principles in your mind, then something else that got you motivated and kept you going? Then you know the react methodology wasn't. Developed like it is now for the book It's interesting. My first book try to really was more the memoir and it was really more of the story, but so many people wrote me and said. How did you do that and really overcome became the answer to that. Here's the step by step process, so it's really kind of dissecting everything the interesting. Interesting thing, most people think that my injuries were like the worst thing ever happened to me, but really I made leadership stakes, a young officer and and Holy Myself Out of that hole, and rebuilding my trust and credibility from those mistakes was really the hardest path I've ever walked, and that happened prior my injury, so that really prepared me I remember. In the hospital bed thinking man, this is going to be hard. This really sucks, but. I've been through worse, and that's really what the overcome mindset is about, and it's what I try and teach people if you. You. We need to do things that sometimes make us uncomfortable. We need a drive through discomfort. We needed to challenge ourselves. Because that's how overcome mindset is made, it better prepares you for further crisis in verse you're GonNa Counter in your lifetime. It's really hard to just instantly create an overcome mindset if you've never challenged yourself. If you just lived a life of leisure and comfort and never really push yourself never developed any grit resilience is. It's hard to create that in the moment. This is why she'll. Training is designed the way it is, so. I tell everybody you don't have to be a sealed created overcome mindset. You know you can do it through working out. You can do it through challenging yourself to do different things that are outside of your comfort zone if you are afraid of heights. Go climbing or go jump out of an airplane and I know those things are terrifying for people that are afraid of heights, but there are things that push you in the interesting thing about it is when you do those things. It gives you a little bump in confidence. Say you know what I did this? I may never WANNA. Do it again, and there's nothing wrong with that by you. Challenge yourself to do something that's outside of your comfort zone. That's what builds overcome. So laying there in the hospital bed with that sign on the door. And I will tell you. It wasn't an instant thing I. didn't I didn't get wounded and re like man? This is so great I can't wait to run through this. It was. And there was that signed came about I want to say about ten days after I was in the hospital and there definitely was some. Soul searching and there was definitely. You know some down times in the beginning. When I realized when those people came in my room the most powerful thing you have in any crisis is you have a choice? You have a choice in how you're going to deal with it. You can lay down on the acts and feel sorry for yourself, which is not going to help the situation in any way, if anything, it just makes it worse usually, not only. Do you make it worse for yourself? It pulls everybody else down. At a wife I had kids I had been through this leadership. Journey I wanted to be a positive role model for the people around me so I chose to be positive shows to try and drive forward as best I could, and and you know there were ups and downs weird. I'm human I'm you know to this day? I still make mistakes, but that signed really personifies that choice and that is one. One of the biggest things that I tell people you always have a choice. You can lay down the acts and be a victim, or you can get up and drive forward immune Victor and the biggest thing we have to understand is the outcome may not always be what we think it's going to be. That's a harder thing for people to wrap their heads around because all of Austin humans we see. What the end of the race is! We want to know what the finish line looks like, but sometimes when you're in the middle of a storm, we don't know what it looks like. This pandemic is a little bit that way. We don't know what the outcome is going to be but all we know is somewhere out there. The storm will end, and if you lay on the accident, you don't do anything to make yourself better. You may just survive. But what I'm trying to teach in this book is how to be proactive how to move things forward in your life how to get off that accident driving? Ford so that no matter what when you get to the end wherever that end is, you will thrive and not just survived. So Jason You referred to some challenges. You had prior to being wounded and it's in the book. We don't really have a Lotta time to get into it I'll let you decide how much you want to get into it, but there'd bed some I. Guess Conclusions About Your Conduct or leadership. I think it was in Afghanistan. You believed you were unfairly chronicled in. In in that analysis, and they ended up sending you to Ranger School where you absolutely did not want to be with a terrible attitude, ended up quitting what changed between van later on when he ended up getting wounded where your mindset was ready for that challenge well a lot, and I mean you're absolutely correct I did quit for just a minute. You know while a period of about twelve hours. But I did thankfully get the opportunity to finish had some great leadership in the Ranger Colonel I. Think recognize that I was making an emotional decision based off things that had happened and I think he rightly understood that I needed this course no different than my seal leadership that he was friends with recognized, I needed this course needed it to humble me I needed it to understand who I was. As leaders, we all have strengths and weaknesses. and I think for the first time in my life I. Really I realized that I wasn't as great as I thought I was most leaders aren't but when you come to grips with who you are, what your strengths are, and you're aware of your weakness. Is it makes you stronger ranger school was really that defining moment for me to kind of learn who I was, and and really to push through a very uncomfortable situation in my life, and then go back to the seal teams, and face the consequences of some poor decisions, but to slowly earn back the trust of the guys that I had the honor to work with. It. Was that journey over? You know several years. That really taught me a lot about forging forward. No matter how uncomfortable it is. And and ultimately you know I managed to do it i. managed to redeem myself and come back, so all of that led to this defining moment of. Coming to this next life ambush, which was the actual enemy ambush. But. It's also you know there's other ambushes I've been in. Business ambush that I stepped into, and out was equally very hard, but I have already been through other ambushes at Bilton over to mindset should okay. We're GONNA. Do this the same way we've done these other things we drive forward, you know we. We figure out how to continue to drive forward and get off the axe, and you know sometimes we go from one to the next act and what you do. Will you reassess you go through your react and keep moving forward trying to maintain that balance in your life so that you? Can Be healthy and continue to be proactive for the future. Everyone is going to hit life ambushes. Absolutely right. shapes are important in this book. You got the Pentagon a peak performance, and then there's I dunno, if you refer to the triangle or pyramid, but you talk about different ways, you can challenge yourself. There's staying on the axe. And then there's status quo and I believe on. Top of that is some discomfort, and that's where the real growth happens. You push yourself too far That's where there could be pain and loss, and so described that sweet spot of discomfort, which most people probably wouldn't think of as a sweet spot What does that look like? And how do you know if you push yourself beyond that? Yeah so the pyramid. A change is something that I saw and just had thought about that. There's four different zones within that pyramid. The bottom zone is basically no effort in a individuals who could care less whether you know they're just. They're not interested. Most people don't live in this category. The vast majority of people live in the second level, which is the status quo, the comfort zone. You know most of us if you tell us. This is the level we need to be at. That is the minimum level that people will will get to. And there's nothing wrong with that, but I will say it doesn't create and overcome mindset. If you always live in the comfort zone, it doesn't prepare you for when crisis comms. Ball that is the Zona Discomfort. This is where we're starting to get outside of our comfort zone. It's a little painful. If you look at it as working out, you know you're breathing hard. It's a little uncomfortable. Your muscles are burn, and then the zone above that is Zona burnout, and this is where a lot of Taipei people. Drive themselves from Zona. Discomfort into burn out I think man, if I live with this level for a long time, I was guilty. This for a while the problem is. You can't sustain that zone for a long time. you will literally burn out. Each pain leads to mistakes. Sweet spot where you're truly elite people live is they go back and forth it's an infinite loop between the comfort zone and zone of discomfort. So what they recognize is hey right now. I've achieved the level of comfort within my life. I've got systems in place in those systems are working by I know that if I want to be better, I had to push myself just a little bit more. And they get out of their comfort zone. You know whatever goals they set for themselves. They say I'm going to bump this up. Just a little, and it's not unrealistic, but it's just enough to make you uncomfortable, and and they push towards that goal until suddenly that Zona Discomfort becomes their new comfort zone. They have raised the bar in their life and truly elite people people who constantly have overcome mindset have the ability. Ability to deal with adversity, they live in this infinite loop where they go from the comfort zone into that Jonah Discomfort turn it into their new comfort zone, and they just continue going back and forth just never peaking, continuing to just slowly move up and it's not. It's not these gigantic leaps. It's small. Incremental gains lead to massive success over the period of their lives. So that is what I talk about in. How we push for change in our own lives. Jason You mentioned earlier that you're seal training really helped with this, because obviously they push you to the limit and getting that as a massive accomplishment, and other military units obviously have. Intense training I would probably argue I'm sure you would that. The seal training is about as tough as it gets so to what extent have you been able to use this? Overcome mindset with other veterans I'm thinking perhaps folks with post, traumatic stress or physical injuries that have gotten down I know. There's still great concern about the suicide rate. So have you been able to help others with us? When I when I ran my nonprofit that we phase down the end under two thousand eighteen, we ran a program that a lot of what's in this book. Specifically designed for that, program called the Overcome Academy, and it was for wounded warriors to help them get off the acts, and that really was where that original idea came from I learned some things I learned that unfortunately some people you cannot drag people off the axe. People. Have to be willing to get off the axe. They have to get to that recognize. I'm in a crisis and I want to move forward. But when people get to that point, if you give them the steps, it is pretty amazing. I saw some incredible wounded warriors who are really struggling who really turned around their lives, and now I actually talk about several of those wounded warriors, the overcome book individuals who really are just amazing rockstars, guys who, whether they suffered mental, physical or emotional trauma now are out there making a difference whether it's in their family, their community, or even within the veterans face, so it absolutely works it works for a civilian, no different than it will for veteran that struggling. But it, but it's not a magic sauce It's not a magic wand you know it is some introspection in it is work getting outside of the comfort zone. It is being willing to get up and get off that. accepting that you're not a victim. And moving forward. Jason you've obviously had a profound impact on a lot of people both through the attention you got to the statement that was in your hospital room and now the difference. You're making one on one with these folks as we exit here. I I'm sure you're proud of your service in uniform, but you've outs had such a huge impact out of uniform. What do you see as some of the most significant service that you've done? Definitely working with wounded warriors right now I'm you nailed it I've lost too many friends to suicide. I, so I've been trying to help other several different organizations I'm working with A. Project Headstrong Group. That's providing mental health support to nine eleven veterans. Trying to fight that scourge that we're seeing and also trying to fight the stigma I've tried to get out there and say hey. Look if I may Special Operations Warrior that struggled with PTSD. It's okay you know you can't do. It, and it's okay to ask for help, and then the other part of the equation that I really believe is a massive problem within this current generation of veterans is a traumatic brain. Injuries I think that it is the signature. Injury of this war, both from the way we train now in front line, combat units with the amount of explosives were used heavy weapons, things like that breaching I, think, and then on top of the. Impact of being overseas and being exposed to a lot of blasts, I think it's creating a busy logical impact on a lot of veterans that are coming home that has manifesting itself and whether it's minor or moderate TB. Is that I? Think is contributing to the suicide problem and that? Unfortunately it's not something that we fully understand working with a group called the Concussion Legacy Foundation, and the DOD is doing a lot of research on that also so I'm trying to raise awareness for that, and then beyond that I'm just trying to get out there and spread a positive message to try and help people become the best version of themselves I, look at it like in the military. We have point man and the point. Man's job is to help you get where you're going to lay out the course to identify the obstacles to identify the dangers, and to try and find the best most efficient path, and I wanna be a point man for other people out there to help them figure out how to lay that path, and then to teach them how to be a point and for their own lives. The book is overcome crush adversity with the leadership techniques of America's toughest warriors, and we've been talking with. retired US Navy. Seal the tenant Jason. Redmond Jason Great to talk to you again. we're obviously incredibly grateful for your service in uniform for so many years, but the service you're providing now is so critical to so many as well. Thank you very much for being with us. Greg. Thank you so much. Thanks for having me on. Appreciate it guys absolutely once again. That's retired US Navy Lieutenant Jason Redmond Years as an enlisted seal ten years as a seal officer, the new book overcome crush adversity with the leadership techniques of America's toughest warriors. I'm Greg Columbus. This is veterans chronicles.

Jason team leader Iraq Pentagon Jason You United States officer Jason Redmond Greg Columbus America American Veterans Center Navy Qatar Volusia Youtube Al Anbar Amazon Baxley
The Office Of The Future Is Now - Build It Like A Boss! (with (with Christy Belt Grossman)

Scale The Podcast

1:02:59 hr | 1 year ago

The Office Of The Future Is Now - Build It Like A Boss! (with (with Christy Belt Grossman)

"The old hi everyone daniel ramsay here the c._e._o. Of my out and the host of scale the podcast this podcast is dedicated to having conversations to unlock the exact formula and strategies these multimillion and billion dollar companies use to scale their business. You can visit me on our website at scale the podcast dot com or listen to this podcast hot cast on itunes or google play. Everybody daniel ramsay here and i'm really excited because today we are talking about the office of the future. I wish there was like a verb or something like that and we have special. The future is now. I was gonna say that right next and christie about grossman obviously of ops bosses here with us today kristie. Thanks for joining. Thanks for having me super excited. We've got a lot of cool stuff to cover today. We were just going over it. If you're here first of all we we wanna thank you for your time. We know how valuable it is and also we want to make sure you're here and alive and listening and we want to know who you are so if you can do us a favor and just type your title if you're ops boss put if you're a rainmaker or team leader put that in go title the city you're from and the number of people on your team so we know who's here and we can customize this content to give you massive massive value so i'm going to start. I'm going to put it in to all participants because that's what we need to do you <hes> i'm daniel. I'm a. I'm a i'm here we go maceo. I'm in sacramento and we currently have twelve hundred virtual assistance which is kind of crazy right when you think about it and chrissy your urine. Let's let's do yours. Oh we've got rick from baltimore. He's got seven folks. Thanks for joining us rick guys. We're going to do a ton of super value christie. Let let's talk about why why were doing this. Why is this important. What's going on the causes. This topic actually matter for you. Guys are audience yeah. That's a a great question. I'm so glad you asked me that. I'm really really passionate about this. I think there's so much change happening in our industry and i've been in the industry for a long time. I've been in on the real estate side for twenty five years. I was in the mortgage business for ten years before that <hes> and there's more change happening now than i've ever seen and i think what happens on oxide is we get heads down working working working. We're busy busy busy and we need to open up an and almost recreate a new way of doing business and we need to be really hyper aware of what's happening in our industry so that we can take all that information and go back down and i love that so we talked about and this is probably one of the most important concepts that you you bring to the table is this concept of being a multiplier on the team and to be frank i need to i need to understand that at a better level will help me fully digest that as you know as a as a person right. What does that mean for you guys so let's start top down so typically we think of the rainmaker in the agents as the people reading the income on a team and we're were the operations people kind of making it all work but as we're seeing pressure on commissions were seeing team mergers or seeing <hes> technology change the value proposition to the consumer is really murky right down our industry so it now means that every every person on the team has to be very profit focused we have to be very bottom line focused and part of that on the operation side means we have to it'd be very outcome based. We have to look at what we're doing on. A daily basis of no is what i'm doing contributing to the bottom line or my just checking off boxes of the things to do on my to do list. Yes contributing to the bottom line. What i love is that you mentioned and guys outcome. Outcome focus is the next level of business and <hes> we do it here at my outta when you sign up and you are like hey i wanna hire a virtual assistant to help us grow and scale our company. We we start like what's the outcome because that's the most important thing to know so what what what is this person going to do so that they can pay for that salary for the rest of the career her and it's a win win for everybody involved and that's why what is so powerful about outcomes and why that's important rather than a to do list because if you're doing a to do list you know one of the things this is the this conversations about the office of the future and there's this concept it's like automate you know put it into a system automated and then outsource get rid of it and if you're doing tasks right now as a employee or in ops boss or whatever it's likely that task is going to be automated out of the business meaning system can do it and you have the system is it automated and outsource it and that's ops people to move to the next level instead of doing we wanna move to thinking instead of doing. We want to move instead of knowing. What am i responsible for doing. What am i responsible for producing. I i need to be results. Oriented not just time oriented like i'm not just doing tasks am i doing. The right tasks an and are those tasks. How am i measuring the results of my efforts. All give you an example. Just a silly example would be you know oh. Oh i have this great marketing idea and look at this social media plan. I put together and we did this last year rate. How much did it cost you to implement meant. What were the results of it in dollars closed on your team. Oh haven't thought about that. That's the difference between an average person and an ops boss of a future where very results ranted so it's results and actually knowing the dollar impact to the task yes yes. I love that okay and so we're doing office of the future one thing and i love the story and again. We're gonna give away some free gifts. If you stink hang out to the end i'm in a couple minutes. I'm going to give away our book. My out desk actually put together a book twelve years of service over five thousand clients. Here's some crazy stats right so out of the top one hundred teams and christie. You don't know this the most recent <hes> real trends list thirty six of them are clients on our scaling their business with virtual assistance so that that's kind of a wild. I'm number and that's gonna grow. It's going to grow incredibly. I mean one thing about the opposite of the future is in order to create the office of the future. We have to do things differently differently than we've done before right so what we're seeing around. The country now is historic unemployment really hard to find talented people people. We need to open our eyes to things that maybe we would not have been comfortable with or would not have considered before and we were chatting recently. You give me an amazing stat. I totally blew me out of the water. <unk> cited about that <hes> maybe what is it what is it what is it no. You won't get the exact details right but it's the amount of the workforce that's going to be virtual by the year twenty twenty seven or something like that so there's a bunch of studies out there and because because we're in that world of knowing like how many people are working virtual basically the study is by the year twenty twenty seven by the end of twenty twenty seven more than fifty percent of the u._s. Workforce will have remote work as part of their real life normal work week week so maybe one day maybe two days and it might be one hundred percent. The reality is we're meeting right now on zoom and if you think about the office of the future sure some of the top teams around the country. They're not in one office. How do they meet. They meet on zoom. They meet with doing exactly what we're doing right now. Now part of today's share is we're going to show you the systems that we use so that we can manage people around the globe and i am because it takes really different skills to be able to lead a team as an ops boss that virtual than it does to lead a team that sitting sitting next to you every morning so it takes all those same skills plus so we've got a raise our skill level with technology skills. We've got to get better interpersonal skills. Had we keep our culture on a team. That's not physically together all of those things we have to level f on and we're we're going to share those with you today so absolutely but i this is the first actionable kind of thing that you can get. We my atis. We love calling we coined. This new concept called compound leverage. Here's the whole concept right. Albert einstein said compound interest is the the eighth wonder of the world. You know he's a mathematician. He likes that curve. That goes up like that right well. Compound leverage is a very similar concept. If if you put something into a process you then properly train on that process and the employee or the person virtual assistant hopefully then takes that process and implement it and does it then you get that cumulative time back for the rest of your career if i can give away seventy or sixty percent of my workload and i get half of my life back my work life me what could you accomplish -ccomplish with that and so one of the easy easy tools to do this and christie you kind of alluded to this is you have you can't think about tasks as ask just checking a box and so one of the methodologies here at my autists that we use is the sticky challenge and it's really not complicated. It's a really super easy easy. You just take a stack of stickies whether you're a transaction for nader ops boss if i do this on a regular basis just to track what i'm actually actually doing in a week and i put a sticky note together and we've got three different areas for you guys if if if this is one of those you should write this down because this this tool has changed lives. I say that with all the conviction because it it's changed my life and our clients. Tell me that it's changed their lives but if you follow yourself around and you know am i doing dollar productive work. Dollar productive is talking with clients getting clients selling l. Ing clients getting referrals all the stuff that drive revenue chrissy. What do you think i was just gonna say so we're talking ops bosses today. In dollar revenue worked for then might be a little bit different so dollar revenue work might be creating systems that are gonna generate revenue creating systems that are gonna take things off your rainmakers rainmakers plate so they can be on appointments things like that so you're ahead of me because absolutely so here's the hey everybody daniel ramsay here and i wanna tell you about an extraordinary offer to take action and start scaling your business right now. You know i get a lot of questions about how to grow your business generate more revenue and reduce expenses and the answer is simple. It's miho desk virtual assistance. My out desk offers five star virtual assistant services to thousands of business professionals across the united states eight and making our clients over one hundred million dollars and net revenue every year our customers absolutely love our virtual assistance and i want to give you the opportunity to learn exactly why simply text the word 'em o._d. Maude two three one nine nine six and we're going to give you a free double. My business strategy call work. One on one with one of our business grows specialists to design an action <unk> action strategy for growth and cost savings in your business. We're gonna give you over twenty growth and strategy guides a market force personality personality indicator an important business checklist and hiring guides my desk admins can help manage your office your sales. You're marketing getting pipeline and even help you generate and follow up and during this call your learning exactly how you can put them into your business right now so again texts m. o. d. two three one nine nine six and get a free double my business strategy call right right now and learn how can transform your business to day. Here's the beauty even if you're an office and even if you're in the operational side there are opportunities for you to talk to clients garnish reviews referrals. There's there's just the reality of real estate is where a belly to belly sport. I always say that human human communication connection connection. That's all that matters so that's dollar productive stuff but on the non dollar productive stuff non there's building systems and process. I aw i call that legacy christie. You probably call it something different but when you're meeting a system the ads leverage to the business we coin that as legacy productive activity so so you're falling dollar productive than legacy productive stuff and then below that is all the non-dollar productive non legacy task. It's your checklist and everything so if you if you follow yourself around round and you write down i i did legacy productive stuff. I did it for two hours and then you put a sticky on the wall and you say let's it's marketing task or an ops task or financial task or whatever it is then you can start to see what your week is actually looking taking like and what you're actually spending your time doing. This is a time task analysis christie. Does any of this make sense. It makes complete sense is because they think as we move into the office of the future we have to be more and more cognizant of our is my time being spent on the highest amvest us news for my skills and we wanted to ask that for each person on the team highest and best use of my skills and i think sometimes we may have a to lake almost wipe the slate clean with our org charts and our roles in our descriptions and go back to square one and redefine an outcome based business and whipped does each role look like and how do we measure success tangibly your system for going about <music> out doing that. That's awesome. It's really easy to an and guys. I talk fast and if you've never done this before i want to give you a tool or something that you can actually one of the beautiful things about being an operations people and i'm an ops person. I'm one of those crazy people that can be both ops and sales and were unique the unique weird. I'd here's what a here's here's what i want to give away though if if you text s. v._p. So it's scale with virtual professionals two three one nine nine six. We're going to give you our book away and we talk about compound leverage. We talk about the sticky challenge and there's a lot of tools and tricks that we're gonna cover today as were kind of going through this the office of the future so if you're listening and you're like i want to do that. I daniel doesn't convince me yet. I'm not really sure we have not only you a written example of how to do this but we also have like some some graphics so you can kind of visually see the different categories and understand legacy what what building legacy and a business means so. Please do that text s v._p. Two three one nine nine six but you just mentioned something kristie you talked about or chart and i think that's such a valuable thing and were were going through a growth spurt right now and we're the hiring people and reordering and doing stuff to prep for twenty twenty because guess what guys twenty twenty s already here but before we talk about because we're gonna talk about how to control an orbit organization through an operator org chart basically control who's doing what by win and what those results are. <hes> you know based on that stuff but before we do that you have an event rent that this presentation is actually going to be what we're talking about. Today is going to be at that event. I never go by the way guys and she talked doc me into it. She said i gotta come and it's in d. c. Which is super cool so i'm going to bring the family and do the the mall and kind of hang now and yeah and our nation the other ones yeah yeah exactly so let's talk. We want what you guys at this event because it's lonely as an ops boss and it's lonely. There's not a lot of groups organizations that focus this on the stuff so kristy. Let's talk a little bit about what they'd get. At that event. I love that now. I created the event because for so many years i went to events aunts and there'd be one little adman or operations thing on the side. Everything else was sales and all the sales that this great. We need to know all that but we think going to different way. We have different roles. We do different things and we need each other and we're often in these little isolated you know to in this office office in three and not office so at that what if we can have a whole weekend. That's only ops people so sorry. You're not invited gotten a few request because i have such an incredible lineup so it's on a weekend which is perfect for operations. People don't have to be too much out of the office friday. We are having you. You may not know this yet but you're going to be our kickoff speaker music in networking and then saturday we do business like a boss and we go long and hard all day with masterminds panels. I have keynote speaker who is going to talk about life without limits us from outside of real estate his amazing. He has spoken to the united nations and congress than that in hollywood on t._v. Movies except tra said that's really cool. <hes> i have some the top teams with different companies a lot of the thousand teams <hes> coming in rural trends so you can mastermind all day. We have speakers ears on building culture through systems. <hes> we have <hes> building your business with <hes> coming from contribution had to take philanthropy without into your business i just about anything you can imagine and then sunday is a nurturing mind body soul and spirit because my ops bosses. We're the ones taking care of everyone else and we don't always take care of ourselves so i'll have somebody talking about how to build your life by design. <hes> i'll have a financial person a healthy person and we're gonna do like an art creativity activity so it's a totally amazing weekend. It's wet. I think our people really need to move into into office in the future because our operations people we have to level up on everything to be able to compete in tomorrow's market right so we want to do that today today. Well and what's important about a efficiency is such a big deal for the ops. People like revenue measured by how how much how much resources can we shrink and then how much value can we add to the business and that literally early is the goal stick for an ops person is like look if i can grow revenue and reduce the overhead expenses and also provide a higher level of service as told to us by our clients like you just one like the i'm the best guy in the war gal in the world. You know you're you're doing it. I have but before we move onto the next one is just going to say one of the speakers <hes> we're talking about the trends that are happening for the future right and so one one of them is teams are merging and it's not just small teams big teams are emerging and almost becoming brokerages right so <hes> one of the speakers his dare or just merged two of the top <hes> keller williams gary keller mastermind teens <unk> giant team and she's been a talk about how how to create systems because we we kinda skip that point. Sometimes we discuss right to the end like oh. We're just going to do this but we don't know how to actually create awesome idea. We're going to talk a little bit about that today too because to be honest creating a system everybody we have people people calling in lots of odd lots of rainmakers other other folks call in and they're like well. We don't have any training around that. So how are we going to hire or somebody and there's a really easy way to do it. So we're going to nail on that real quick and guys. We've got a ton of folks here lenny christie. We've got a client care manager jesse brenda emilie guys this is meant to be interactive so we're gonna talk through and we're getting into the the the meat and potatoes part of of the presentation where we're going to actually start <unk> adding value and give you some examples and christine. I are just going to kind of talk about them because if you know we've got rich lucas. He's got a team of eleven imagine rich if you had to put two more zeroes behind that team member. What systems would you have in place. What process would you create. How would you control culture so that's what we're going to dive into right now and if one of the cool things to is if you're downloading that book crissy's given us an opportunity to give you two hundred dollars off that the conference in october tober so definitely download it. One of our team members going to reach out. We're going to provide you guys value and also give you an opportunity a to be part of this event at a substantial discount discount okay so let's talk. How does somebody bill eld in ops boss world. How does somebody build process for a team and then i'm going to share how we do. It for. Virtual is different than somebody physically so the office of the future is obviously a blended one where you know your your people in the office are leadership. <hes> <hes> you know managers some virtual assistance that are helping and salespeople right most people in the office should be client focused and driving revenue but how how do you build systems and processes christie for you know. How are you seeing it at a high level so i like to step back an think big picture and this is actually a system. One of my coaches talk knee and i literally called her yesterday and said okay. I'm working on a system and i need you to walk me through this again literally because the first step is the hardest step. The first step is defining your purpose. What is the purpose of the system so i think lots of times we we have like five purposes right i want. I'm gonna do a client event. I wanna add value. I want to appreciate my clients dance. I wanna stay top of mind like you can have all these different purposes but what is the primary purpose because the primary purpose is going to dictate how and what you you purpose is to appreciate them. You might do a free movie event but if your primary purpose is to get referrals or reviews you need to have that billy to belly conversation time so you might have some sort of party where you're going to interact with them as opposed to just sitting and watching a movie the purpose would be one second thing is set your outcome vision. How do i know that one. How do i know at the end i can go. Yes we nailed the system and and really define that like i know because referrals are like piling into my inbox faster than i can hannam out my team that taiwan and then you're going to brainstorm and i would bring anyone into that rainstorm whether you're virtual or in the office us who has input into that system so that might include your sales people might include virtual. 's whoever it is and the <unk> object of the brainstorm is there's no bad ideas. It's quantity not quality many ideas on the table as possible and then then you want to choose the best ideas and organiz them and assign next steps who's doing what and when and then at the end i wanna say. Is it <unk> duplicative meaning. Can anyone do this system and is it scalable. If i have five agents will work with fifty five. Will it work for five hundred fifty. I i do all this steps now. I've got a system. I love that. I am so my out. We would add that that that that brainstorming session should be on camera like this also should be. I'm gonna just share screens guys. Watch out because i'm gonna so. I don't know if you guys can see this kristie. Maybe you can but i'm gonna do a big circle. Here are when you do stuff virtually and you have a blended model. One of my favorite things is recording them on zoom like this and also having an organizational system so that all of your leadership meetings all of your brainstorming meetings of your topics are very easily references so after you get your steps done and you do okay these are the these are the seventy two steps in order to pull pull off a wonderful referral event then you go through that list and then you actually record yourself doing those steps <music> so any system in here's my world any system that requires you as the person or or rainmaker to do is a broken system if you can't delegate it. It's not worth doing and i'm really. I think that's the most important thing because if it needs you and here's an example <unk> steve murray christie you know him. We talk with him. I love this guy he does. The real trend stuff. He's got all the data he's done. Seven hundred valuations valuations of real estate brokerages teams seven hundred thirty six. I just remembered numbers. Here's what's crazy about every single evaluation that he's done when they have a system and process in place and the rainmaker and the op sleater aren't the key person meaning. They're not the glue. That's holding the entire thing together. He consistently reports higher multiples more value easier sell happier sellers happier buyers fires and so once you have your list of seventy two things you've gotta record your screen just like this. Doing those steps. Okay okay. We've got okay. We've got some people here hot. Less magee says i'm a fan of both y'all great. He wants to hear more about the event so that's awesome. So if you have questions please submit. The questions were super opening but i wanna keep going because what we what we've got is another kind of tool to give away. It's called play pause do and it's kind of like the i like simple silly solutions right sticky. Challenge play pas du camp compound leverage. These are all fun things that you as a team you can start doing so if if one of my tasks for referral thing is to create the invite to the event right well. How do you do that. What's the system that you're using it for. You've got it on the list. Create invite for the system in this in this particular i._t. Thing right well. That's that's the probably the wrong way to do a system or process. The right way is to actually pull it up on your screen and do a screen share actually doing the task. Thank what screens your program. Do you guys use. 'cause people ask that all the time yeah. There's a lot of options out there. I've us we're we're on zoom right now. Which is a beautiful system but if you want to do it on a budget google hangout is a free thing you know and then you just need a screen recording software software. We like kim regime. There's a bunch of options out there screen. Cast a matic is a really inexpensive one and inside that system you can and then have a organizational kind of framework where you can always access those screen <unk> recordings you know. I don't know where we're going to say nah yeah that. Was it op spices. Thank you talk about something. They want to know the toll yes well. I mean here's the thing the tool l. Free google screen screen share on a mac or you can pay for zoom where you can have participants and interaction so the play a pause do do the task and here's the here's the here's the office of the future kind of drop the mic kind of thing you have to talk through the the task the how and why he this is a mistake. I recorded a screen shot but she didn't talk. I was like you talk through what it is. You're sharing and why it's important and the mindset remember virtually virtual assistance there in the philippines and because they're in the philippines our clients tell us that sixty to seventy percent reduction in cost but but that means you need to share with them why people in minnesota for instance would come to a referral party and what value they would give and you've gotta gotta talk through the why and the what around all regardless of whether it's virtual or not i mean our workforce used to be oh. I only want to hire hire people with real estate experience. That's not the office tomorrow. You're going to be hiring people all over the world with all different experiences whether they're sitting in the town next to you are the country across the glow. You still need to tell why you know what's funny. One of one of the one of our best clients have multiple virtual professionals nationals and is in the top ten right top ten team. They purposely don't hire real estate professionals. They don't hire people they ebbe hire professionals right. They hire people with the skill set for the position that they actually need okay so we're gonna talk org org chart now because we just talked process. Yeah i think that's i think that's the next step so play. Pause do massive game changer for folks for documenting your systems and processes follow christie's framework for doing that and then do the task with the how and the what and the why and the wear air and once you've got that documented then delegate it down so build a process automated and then delegate it. That's that's the kind of future kind of mindset. I think i'm gonna share our org chart. Where are you going to say exactly where i was going. Okay so this is crazy again being very open with you guys on my business and how it runs. I and i think that's the best way to share because another thing that i hate about folks as a they talk like they are doing it and you're not really certain and so. I wanted to just show you right now. I'm sharing with you. Guys are hiring. You know who were planning on hiring for the next ext for the next eighteen months because we're in the middle of the year next year is twenty twenty and what's important is in chrissy you and i talked about this is controlling your organization through your org chart so hit me with the why that's important. One of the things that you talked about when we were talking before was about outcome you. I thought you had said you tied in outcome onto your org chart because we think about it or tricked typically as titles. That's also talked about skills. Outcome as part of your org chart and i thought that was really really important. Okay so i'm going to go back to sharing now. I wasn't sure if christie and we're gonna talk and and go through this but here's i and if you're listening you'll you'll see how humble i am right. Poorly educated guess. I'm i'm. I'm putting here in the cost like i have no idea what a salary person would cost for for the particular positions but you know here are the different departments i we started with marketing sales and then our placements teams were looking for a two new sales sales people we think this is about the the cost to them and then we have a quarter and the year that we're actually going to have then placed by so by the end of that quarter. This person is going to be there and this is an exercise of really you know so we need to a recruiter. We're looking for a data analyst. We've got a contract. We use salesforce as our c._r._m. So these are kind of financial analysts. We need an analyst on our on and our payroll by end of next year so we're we're basically i'm utilizing this org chart to plan out who's on on our team in order to double our team and that's the important point that i wanted to bring up and we're gonna talk about. We're in a leadership meeting and i ask all of our directors to be to to look at who's on the team. What systems do they own one and run and then what is the outcome of that particular roll out. He's that we've never had before for the outcome of the particular role we have only looked at that traditionally in real estate as a sales. We look at the outcome of excels person what it should be. We've never talked about that on the operation side bakeware right and so let's start doing that me and you right now. So how would you measure. I mean if you're thinking about an obsolete or who. How would you say they're winning in a role or they hit their hitting outcomes uh-huh or like what are the measurements for that particular person can be really different depending on what the position is so overall if you're a director of operations or ops boss whenever you want to call the roll i think <hes> the way i used to do it and i think it needs to be done. Always always this way is to measure how much income is coming in based on your systems so i would so the last year that i was on my team for twenty three years before i replaced myself so i could do this fun teaching in coaching <hes> fulltime so i generated five hundred fourteen thousand thousand g._c._i. For my team through the systems that was purely through our client events in database through personal referrals through a tweaking of a website so we had better capture tools all kinds of tangible things reviews that brought business in by setting the system to degenerate those so that would be kind of the overall then when you break it down to the other roles say you're a t._c. Your transaction coordinator <hes> <hes> you would perhaps measure it in. How many reviews did i get or how many referrals i'd get because i know that is going to generate to the bottom line so hurry you can get specific the civic depending on what the role is and then sometimes you'll get a little deeper. It'll be a little harder. Maybe for a virtual system it depends on what they're doing and i think we're gonna achieve virtual assistance doing more and more than we've seen them done in the past so that's gonna be evolving well and and what's great about that so i have a one of our our top clients spent a client for i don't know eight nine years and he's he and i are the kind of people were we text and you know we're we're back and forth a lot and this week a meeting with his his ops boss basically the the ops boss and then the other person that's responsible for operations and were brainstorming storming why you know why they're doing what they're doing because again you can control an entire org chart with what's the role how how much of my spending on that particular role what are the systems inside that role and what's the outcome so we're going through that exercise and this is what we do with every new clients it comes through the door is we will take an operations chart and start mapping out who's on the team and what they're doing and what systems right again again this is. It's very basic and then we asked the question if we wanted to double this business. Who do we need on. The team. Who needs in this is the difference between billionaires and everybody else in the world. Everybody else thinks what do do. I need to do and billionaires think. Who do. I need to hire you as a billionaire. You don't buy a sports team in think. I'm going to manage manage it like you think. Who do. I need to manage this sports team daniel snyder but yeah every there's always one guy right yeah so if that is of value to you and you don't have as an ops person you don't have anybody to have that hot strategic conversation with i would again simply text us get that it's at three one nine nine six and we're we this. This is part of the stuff that we give away for free because we know this is what will turn the needle for you yeah and it turns a needle for everybody when it turns a needle for you and i think i think that's kind of where we come back to with. The bottom line with ox bosses is these are the kind of conversations that you should be having with your rainmaker right. It's not just the getting everything done on your plate today conversation. You should be driving these conversations. That daniel is so wonderfully wonderfully elephant. You know eloquently talking about but it's really important because our businesses are just changing so much. We can't just keep doing the same thing we've always been doing doing the roles same way of roles are changing what your responsibilities are changing and we have to go higher level and then delegate automate artificial intelligence whatever for those other things so that we can spend time on thinking and people people right and people forgetting our people our clients and our team is also our clients those that's what we need to be spending hard time on not on checking things off a checklist. This things need to be done but we don't need to be doing a little bit one a. <hes> okay so we're gonna get into it. I've got a quick like system that we put together for facebook going to share with you guys. When you're running virtual virtual office. There's a couple of really important like game changing things and as these large teams and christie you know people are having teams all all over the state in multiple different states. How do you create culture. And how do you create a process that everybody can buy into and then. What does that look like so. I'm mike one of my favorite thing is creating culture and community and so i'm going to share what we're doing right now on facebook which is which is a silly easy share for everybody but it's re you'll like this. It's on our screen right now spiderman yes. He's working from home so this is the mod virtual professionals group and again. I i lost it. Oh i just i. I think i just lost it. Can you believe that here. It is it's back again so this is just an example of how we as a company are you. You know one of our v._p.'s made this up right and we're putting in place another kind of upgrade into our into our process process 'cause like here. He here's an example attention. Only positive attitudes allowed in this area great post great intention you know and then here. I just wanted to share how lucky i am to have a client. Bentley is an awesome person and he he sent her a gift for birthday right and so and this is nali williams uh-huh. He's he's posted in here. He's one of our guys fire. Point you know got this in the mail from my client so very cool very very different frank kinds of posts throughout the system and we just pulled up this easy to use an pulling up. This is how easy it it can be to build community unity as well as a system and a process for you and for your team and this is the office of the future so you know i wanted to create a way for for our facebook groups to actually kind of sort what people are doing and so now inside facebook in our community unique group for virtual professionals we have these different hashtags tons of ways to communicate in the world but this organizes different posts in two different <hes> categories so that we can then organize those categories and send it out in <unk> our newsletter to our people congratulating people for client accommodations congratulating people for annual birthdays or mud bursaries like we like to call them when they they we had somebody today turned seven years old at mont which is a huge deal yeah and she's she's is an ops person for us and she does a great job so this is an example of a very simple system process just wrote it up on aw in a word document handed it to the ops person ops person is gonna put into a system. She's gonna give that responsibility of moderating it so it in the group you know only those tags are done and we can add it or post or whatever but this is how easy it can be to actually create a delus- d- i never say that word right the loser deluge overwhelmed with so so much information and that such a simple way to call it down to what do i need to see your know when i'm looking through that group and you can use it in your client groups to hugh lot of people have client groups that they monitor or community groups that they monitor super great and i love that because that's a job that we do for for a lot of our clients is monitoring or managing the community groups so being a local celebrity for your your company requires a lot of hand holding and a lot of editing video a lot of posting. Here's all the events and here's everything that's happening in monitoring and the more engagement that you're creating inside your community the more likely that you're you stay top of mind and you're generating referrals so that's awesome. We do all all kinds of crazy fans. Can i guess that's sort of like a side note like office of the future to me your we're gonna be using virtual assistance. I don't even like the word virtual assistant. Can we just change that. You call it virtual professionals. That's better but we're using virtual team members to do things that were not using with them for now or may not be thinking now like what kind of things five years from now. What are we using virtual professionals for in real estate that we're not using. I'm going to break down our major categories real quick for the audience so they're clear about how we would actually help an ops boss house or somebody in that space of leading operations one thing. We definitely have transaction coordinators. We have listen coordinators. If you have a system mm for instance like brevity or listings to leads or any kind of listing management. You've got skype slow dot loop. All of the different transaction is action and listening coordination platforms. If there is a system our people can run it and you're right when you say virtual professionals. I i met a guy his his name was david. He has a computer science degree. He spent ten years working working as as a tech person for a like a online tech technical support person right he has a black not a black belt but but you know six sigma he has a yellow belt in building systems and processes. He's got a family and like fifteen years of experience working working in an operational capacity for u._s. Based business so you're exactly right i would i would feel ashamed of myself if i called him an assistant assistant he is not an assistant. He's an operations person and a dang good one by a really i mean he's a high level professional so so when we when somebody says i need an ops person we have those people in a support capacity for marketing sales and operation. That's kind of what we do. Yeah <hes> and you've covered the whole gamut. I think we typically think the first couple of things you just said which is listening and transactions but you do like you were just talking about monitoring baseball curse. I am being the local celebrity. You can do it all really. That's the difference you know. It's interesting as you say that it occurs to me. My daughter is was a a teacher for six years. <hes> and her husband just completed a coding program at g._w. University and they are literally gonna rent their condo and travel the country and be digital nomads for the next year and do this kind of work and they're extremely skilled professionals. So i think our definition the office in the future means we have to open our mind to a totally different reality of who our workforce is what they're doing so we we got got a question and i love it. It's from les. How do you determine wind to hire and you hear people say you know i wish i would have hired sooner or i wish i would have gotten her on my team two years ago or hem on my team five years ago gosh. How different would things look today if and let me if you're listening right now. Here's some stats that they are so. This isn't my autists. This isn't they're just stats right. In space eighty three percent of real estate professionals do not have have an assistant and <hes> less to answer your question if you this is how i do it. If you plan on on doubling your business. Who do you need on your team. And what do you need to give up so absolutely do the sticky challenge absolutely start thinking talking about compound leverage. Put it into a system. Find out what you can automate in that system and then figure out what you can delegate down but christie cristea nailed it when you said create a future org chart in a future org chart when you ask yourself that question of who do i i need to have on my team in order to double my production that will will stop start you down a process of thinking about what your charts art should look like and who needs to be on the team and if you've never done that before number one by the ball or get the book. Don't buy it for free which is crazy. <hes> super easy will put it in the chat notes right now do that and then get a console consultation with christie or us and in really start you need. Everybody needs a coach i think. I think you said something really important. Which is you need to know where you're going so we were are less who i answered the question. When do i hire. I think there's there's a gap there. Stop that gap. You have to bridge of doing this much work and i'm afraid read because i have to pay a salary and i think we have to turn our mindset from <hes> expense to investment and if you're looking as you're higher as an investment vestment and you know that i should know within those first three months whether there'd been a paid me back whether they're going to be a multiplier in my business or they're going join to buy me more time so i can multiply business. You'll know within those three months but you've gotta take that jump and you've gotta have the expectations conversation with the higher that this is what the expectation is that you will be a multiplier at a certain point in time. I would say you want to hire that person before you hit the the ceiling and the ceiling's going to be different depending on price point in what part of the country you're in. I'd say maybe around twenty twenty twenty five units you can do and still have a life but if you wanna go i think you have to start with the end in mind which is what daniels said go to create your future org chart and then we're backwards backwards well and the other thing and i love that we're talking about this because hiring is what we do. We've we've helped hire and place over five thousand people and time and time again. What i hear is that i'm afraid i'm going to miss higher and higher can can you know it can be three to five times their our annual salary in problems for business workers comp. You have to pay for an office space. You need laptops phones. You have to buy them user access to all. You're different systems so it can get really really expensive. If you make a bad choice and so if you're in a space where i i need a higher and i'm i know i'm not good then you need support and help around that and it's the most important thing is to get into a game plan kind of scenario where somebody is helping you through that and because we're going to give you an example getting a real estate license starting a real estate businesses. This is like going to college right but then hiring a team member and growing a team is like it's like going to college and getting a bachelor getting a master's sisters and a doctorate all at once. 'cause you know people don't follow bad leader so it's a completely different skill set to leads somebody as compared to sell real estate evolution from salesperson business person to leader. Oh my oh goodness. That's a skills and thankfully this ma conversation right but it's a great it's a good question and i thought it deserved served an appropriate response guys. We only have a couple of minutes less right. Now's the time to ask questions. I'm going to share a couple of other like game changers stuff for the office of the future build it like a boss. That's what this program is. I wanna share how we met. Manage tasks real quick because i think at this. That's a really important thing and then i'm just i'm going to do real quick and again. We're giving you guys an insider view. This is the only way i know how to do it. I don't like talking about theoretical stuff. I like talking about what we're actually doing. So you can kind of see <hes> we use monday as a task management platform so these are all folks in our marketing and or sales group and here's here's ten tips to convert leads to commissions right and this is a this. Is you know an article that is putting out there so here's the actual stuff stuff and then here's the link where we actually put them in linked and medium and all the different places to go through so if you look at this i mean we've got a lot of different things going on as a company. Here's all the blogs and new stories that we've got going up so these are topics for two thousand nineteen forecast. <hes> these are all the things that we are doing in order. Here's all the stuff. That's it got posted l._p. Momma but it's a great kind of framework script one of my favorites and so you you can kind of see how were in keeping track of all of the moving parts that is <hes> this is our marketing and sales board so if not monday asana slack you know there's a ton of different options to help visuals on this. It's it's so super easy to see his doing what what's done what's not done. I get that question. A lot from people because people are used to managing on white or or are on five <unk>. I can't believe in my classes. I still have people using paper checklists so this is kind of thing that makes it super easy and your your company is just how many people now we're twelve hundred folks and here here's what's crazy to win your because this is the ops boss world. I wanna make make sure that we're being very consistent with how we're doing it so there's people who contribute we have a designer. Who's doing the design. We have a rider writer. Who's doing the writing. I'm apparently i was involved in this one <hes> and so everybody all the communication for this one particular the task is in one spot and all the people who are need to be informed are there who do the work and who are contributors to the work as well l. as the responsible party is there and so this is the way that you can run an office with dispersed <hes> dispersed teams. The delegation becomes easy. If there's a question tasks can be assigned. If there's a concern you can reassign it back to the person who assigned it to you so that's a huge way to really drive value for teams. Are your as writing blogs so anonymous. Oh my goodness anonymous anonymous. Thank you for posting but you've gotta come on. We need to know your name and your face not so oh yeah <hes> virtual assistants can actually do blog post. We have a fabulous one. It really depends the again. It's all about the the system process in our case. Typically you know somebody from the leadership team. Somebody who understands the mindset of our clients somebody who understands ends our business at a really high level sets the topic records of video and then we take that video like this will be turned into a huge blog post with graphics ethics and different things so there's a process for that and if blog post and s._e._o. Is something that you want to do. You just have to have that system in place and again and i just i would encourage everybody here to basically do a consultation with us. I think they answered too is kind of virtual assistant. Instant do blank yes like there's. There's not very many things that you can't do. Can they cast vision. Maybe not can they. You know talk about your strategy. Maybe maybe not it can help. Maybe not high level. Maybe medium to low everything else. Yes well. That's this. This is what's crazy. I mean every every major when you talk about the office of the future real estate we are behind the times so companies have been outsourcing and having a blended market since the nineteen seventies and eighties something. That's ironic is my father's own. The job got outsourced. I mean how ironic is that he was working for a shampoo company and he was in manufacturing and they moved when nafta after came they moved to mexico because it cut the cost of having a manufacturing plant in half so if you were on this call and you're thinking how do i reduce expenses. How do we do more. How do i free up my time so i can help my my team. Grow and double definitely definitely give us that tex v._p. At six one nine nine six and just come in and have a conversation because you never know what you might find christie. Were almost out out of time. I can't believe that we haven't even shared half the stuff. <hes> better come to the retreat in here more okay so so let's wrap it up. I mean by twenty twenty. Seven fifty percent of the world is going to be virtual and if you're not thinking about the systems and the processes you need right now in order to hire a virtual professionals and kind of have a blended model. I think you're leaving stuff on the table. We're having commission compression russian. We're seeing mass change in our industry and i just right now is the time to act because things are still good some at the the the advice that i would give people close it off is take things down to the studs right. I i live in an area where people are tearing down down homes and building new ones and they're tearing a lot of homes down to the studs and rebuilding take your business down to the studs rebuild it and us eighty i o can you remember growing up. We had the vowels are you. What can i automate. What can i eliminate what intelligence artificial intelligence agents can i use to grow my business. Oh is outsource. What can i outsource an. You is. Why oh you you is the consumer. What do what do we need to do for you. We forget that we can eighty i._o._u. Our businesses. I think that'll take us the future. I've never heard that before christie. That's such a great way to end this call guys. Thanks for being here. If you wanted more information it definitely check out our website out. Dust dot com forward. Slash ops boss christine was given away. How do you know if you're an average agent or an average ops. Person versus versus an ops boss so that'll be a good thing you can also email me at yes at ox coaching dot com and we'll give you that a some additional all resources. I love it guys. Thank you so much for your time today. Thanks for joining us and we are excited to. I build the office of the future with you <music>.

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