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on with us that would be awesome too if you want to go ahead and

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explore Farrell and say hey man can you jump on the show that would be great

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and uh at the same time we'll we'll we'll have a great time even if well

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doesn't show up um so and you want to discuss the

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movie that you have coming out at all is that something that you want to

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highlight

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all right welcome in to vision pros live the Jackson Callum i'm your show host

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we'll be doing interviews for visionary entrepreneurs

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and guests guest leaders who are building fantastic visions out there

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ultimately i just want to go through some of the things that

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might help you with your vision if you have a vision that you're pursuing

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drop a link in the comments and let us know what that is if that's a business

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or a brand um if it's a non-profit that you run be happy to promote it be happy

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to talk to you about it and if you like to apply to be on vision pros and be

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entered to be viewed about that vision then by all means feel free to reach out

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hi there and welcome to vision pros live i'm your host Jackson Callum

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founder of first-class business co-founder of abel health ceo of podbooker

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and i'm super excited to have christa gaino on today she is the co-founder of

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innovative improv solutions and she's all about

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laughter and making better cultures creating better better feelings within

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company cultures i'm excited for her to explain that even better than i can

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she's got so much experience as a former executive director of ground leans if

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you look at ground leans ground leans is one of the the incubators for s and l

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cast members so uh will ferrell went to their program melissa mccarthy went to

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their program a lot of people went through uh i shouldn't say that program

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but that that learning opportunity to become actors and become famous so

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uh very very cool uh background in terms of working with people that you and i

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are both familiar with watching on the big screen uh she knows a lot about

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producing movies too we might talk about that a little bit today but most

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importantly i want to make sure that i extract from her the value she puts out

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there for entrepreneurs um who are striving to build great organizations

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because she has some super secret powers about how to unlock great relationships

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within a company within an organization so without further ado uh christ i'm so

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happy to have you here let's get you on live with me hello it's great to have

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you today thank you for being here yeah thanks for having me i'm excited

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absolutely um so christ and i met a couple weeks back and some of you all

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know on the show that i've been i put out this uh message to a bunch of thought

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leaders and uh people in some type of leadership capacity they either had to

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be a coach an entrepreneur an executive some type and the question was um about

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cultures and uh you know what's what's going on with negativity in cultures i

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loved her answer we went pretty deep on that and we just formed this friendship

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and bond over it we really we really aligned in like how we see the world

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and and how we want to treat people and how we want people to feel and i was

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like man she christy you're so amazing i gotta bring on the show and talk a

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little bit more about your vision um so i've done a little bit of an introduction

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you want to expand on that a little bit tell us a little bit about yourself

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so i mean i was i was just a girl with a dream um i i was very you know i came

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up through theater through live theater and then into film and um and then i was

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fortunate to be working at a pretty high level and started to notice um how many

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of the skills that i seem to have innately that others just didn't that

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in they just didn't have whether you know when you're an actor you really

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under you start to watch human behavior it's what we do right and so even

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though i don't maybe have a degree in psychology or some of these things i was

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i was able to really intuitive see and hear and know what needed to be done to

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help people sort of connect faster and and that's what theater and film really

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is it's creating great teams with a variety of artisans who have a variety

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of backgrounds so that's all that's what filmmaking is and and so um at the

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groundlings when i you know that was i would say running groundlings is like

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running a a small country um

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of comedians a small country of comedians um

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that what would i learn at one point i thought you know these skills that

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that we have an improv give and take uh listening uh respect trust tone

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commitment um setting each other up for success

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joyfully struggling joyfully all of these concepts where concepts that could

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be brought over into a corporate space to help make things better

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and so uh i partnered with my my founder david who's an alum of the groundlings

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and we started really working through like how how do we work through the

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process which i know people know the at yes and although i think it's been

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perhaps misused and overused but how do we really bring those concepts into

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places to help them have um have just better days and and then i started

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consulting for Kaiser Permanente which was so phenomenal because not

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only was i helping doctors on the front lines and giving them tools that they

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could use immediately when they went back to work but with both their staff

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and their patients um but they were happier and they were more efficient

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and then the wonderful thing about working with Kaiser is that they because

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they're such a big company they do their own um they do their own sort of

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studies and they have this great studies around empathy in the workplace and

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and so it was really it was you know it was really awesome to go from this like

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i know this helps but no one can you know i used to have companies call and say

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it's working but i don't understand why and i go i don't know

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it just does and so and so it was really great to be working within an

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organization that really did put some of those studies down into context they've

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got some great papers out about communication and empathy in the

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workplace and to really be able to scientifically prove what we already

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knew which is why this is helping. That's awesome i want to dive right

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into this power of laughter um you know and the empathy and and how this comes

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together for a company environment um so talk to me about this what what do you

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know about the power of laughter that we should all know?

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I think it's a great space for us to let down our guard be vulnerable and learn

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and and also see each other down our guard

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so we have to do that um and be vulnerable who we are and learn so how

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do you how do we go about that go ahead sorry so that's a great concept and

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it's like whoa. Laughter is the modality you

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know there's a few things that when you really think about it think about people

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who are at a huge sports championship and

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someone does i'm not a sports person but somebody shoots the winning basket

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because we just had basketball and you could be sitting next to complete

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strangers and everyone's going to uh joy joy joy joy lab i'm gonna hug you i

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don't even know you and what happens is everything is stripped away our guards

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are down and we're left with humanity. Laughter does the same thing.

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Oh i got chills. Yeah so laughter does the same thing like we're all in a room

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together we're you know we're laughing together and all of a sudden

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i'm gonna make this up all of a sudden donna from accounting isn't quite as

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is irritating anymore because you realize that on the weekend she plays saxophone

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and she has two dogs named birdie and and uh you know

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bodey you know all of a sudden her humanity is cracked open and we are

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allowed to see each other as humans and to and to have vulnerable moments but

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the modality was through an exercise that brought us through laughter to see that

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so that's how i see laughter and i think there's a great book that we love

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called play here i've got the name play by Dr. Stuart

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Brown um and he from a from an MD standpoint talks about what play does to

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us physically how it lowers our heart rate how it

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creates space for us to think differently from what we say is our

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lizard brain to our wizard brain um yeah how we can yeah it's not fun so

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that's a really great book for for people to look at what why bringing play

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into the workplace as scary as some leaders may find it because they think

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we need to be super serious at work um that it really actually is the opposite

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it's incredibly helpful and it also creates longevity

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um healthy physically healthier staff members and um and efficiency to be

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honest that's awesome okay so emotional waste that's the other

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lowers emotional waste excellent so you've you've very much piqued my

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interest i'm thinking of some of the offices that i've been a part of and i

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think of the show the office too right you got people who seem

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almost impossible to break open what's that what's that like how do you you

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know how do you get people to go from like almost an inner hostility

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to vulnerable do you mind revealing some of those secrets

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i don't i actually think we all desire to connect and i always say we want to

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we we are as humans we're as human beings we're built to witness and to be

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witnessed so in some cases it's actually not that

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hard at all to get to lower people's defenses because they are so

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surface they are they are a mask so to speak that we wear um

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because we are we've got an we've got another emotion on the outside

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nervousness um fear whatever that is so when you create a say and i'm not going

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to say it's easy i don't know if i can give you a tip i think part of the

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reason why you bring a company in like innovative improv is because we have

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specialized for 16 years in making safe spaces for people to be able to do this

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and it's not it's not the i mean the improv is a modality the the

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extra the experiential exercises is is a way to get there

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um but it's you know david and i are also very good at

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just having a space where we can be open honest and safe together

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and do it very quickly partially and using the tools that we teach

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everybody else in those workshops so um but i don't think it's that i think

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people are aching for it so i don't think it's as hard as what

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you think i like that so let's dive into this

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you brought up something i think is super important it's the obvious uh

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to me it's the expert in you talking about it the safe spaces

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um there's the implementation of this that can occur right the good

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the bad and the ugly um and the you know let's talk first about the

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companies who might attempt to do this on their own right i hear you talk

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about i'm like oh you know what i'm gonna i'm gonna go in my company and

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let's exaggerate a bit here but i'm gonna go and i'm gonna demand that

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everybody laughs on fridays um you know or uh i'm gonna go and i'm

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gonna create this game and it's gonna be super fun and everybody's just going

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to love it right i i know what's gonna happen right we have our

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silly expectations in life that sometimes get in the way but uh can you

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think of some stories or some maybe more importantly

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what does ugly look like what does the bad look like if somebody does attempt

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to do this by themselves what are some of the dangers that that

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actually exist because i can think of a few off my head but i'd love to hear

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from you first yeah you know i think it's a loss of trust i mean

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when you're trying to say i'm gonna go into a space and i'm gonna build trust

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and then there's a loss of trust you know how to um

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a comedian who is a great comedian that's just it looks effortless

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like they just sort of woke up funny one day in fact i had someone say that to

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me about wil ferrell they said they i someone did a sketch for me and

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and and i said i gave them some feedback and they said well i just don't

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understand why you don't think it's funny because i mean wil ferrell is just

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funny and i was like wil ferrell worked for a lot of years for you to feel like

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he effortlessly is funny you know and it doesn't mean that funny isn't

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doesn't exist in people and we don't when we go in we i just want to make it

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just because i'm using an example we do not train people to be funny we train

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people to communicate which is what improv improvisers do but

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there's i think that when there's something is fun

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or appeared or is for others something that looks like it's a hobby

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that there is a misperception that it wasn't that it didn't take

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craft to get to an expert level so i will sometimes have people say we don't

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want to do we don't want you know your help with applied improv because

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um james took improv in high school and he's going to lead it

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it's a great idea how awesome was that james is james did improv in high school

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so he's going to lead it well james all do respect to james

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and and and his high school experience doing improv

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it's you know to teach it um hold space for it uh know when to push and pull

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to have everybody in mind who in that space and what their experience is

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without having the immediate ties to like oh that's my boss

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or oh i don't like linda or whatever that is like these are you know when it goes

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badly it can go really badly um and and you know and for us we

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don't we don't have some of that first of all we've been doing it for years and

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years and years and years and years and there's zero fear from us

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there's zero you know we're excited to be there we're gonna joyfully jump in like

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it's like nobody's business and we also just don't have some of the

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interpersonal situations that might be have but so that the other group might

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be having that so we can be an outside observer and there was a great mentor i

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worked with who said you should never be teaching or coaching the class you

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should be a part of and that's why you should bring

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an outside person in because if someone from your workforce or who is a

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who is an employee or who is a team member whatever says nope i have this

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thing i swear i can do it they are still coming in tied to an experience there

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they're not an outside so so it's like i don't want to trust

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james because i don't you know whatever like there's a baggage there

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already that does it that will impede the ability for people to relax love that

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you should never be teaching or coaching the class that you're part of

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you should be a part of yeah like for example if you are you should not be

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teaching a class on grief if you are in the smack dab center of grief you know

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we need to have perspective of being on the outside in order to hold

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space for others to have the experience not us i love it i love it so diving a

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little bit deeper on this good bad and ugly scenario one of the things that i

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would say from my experience having been in a similar class with a doctor

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who was doing this for a networking group you know it was it was interesting to

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see that the bad and the ugly came out but she was well prepared to redirect it

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towards good yes and that you know the rest of us would not have known or had

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the capability of doing so so what ended up happening was she did this exercise

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with us that was a lot of fun and it was pretty intense and you could instantly

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like see and feel the vibes of the people who were you know leading well and

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participating well on those who were trying to control the experience and

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kind of like ruining it for people and one of the people who was most who was

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ruining it most for everybody was the director of the networking group

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um right so she's in charge and she's causing all these problems so

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she at the end is trying to like dissect why things went wrong and

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you know and and kind of pointing fingers at people and i think most of us were

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uh we were seasoned enough to know that the journey was really the goal yeah

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but she was not catching it at all and we weren't in a position to be able to

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help her catch that she learned something completely different but through the

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facilitation um the the abilities of the doctor who was running this she was

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able to help her see what she was supposed to learn out of the experience

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and none of us had to call her out uh or or ruin our networking experience

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or our position with her in this organization that we had because we

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had an expert there to facilitate that so is that that allude to kind of

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the experience absolutely and you know i can push where others can't too you

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know and um because it is like and one of the things that we i used to do with

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kaiser permanent is actually incredibly risky for many um they had this great

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part of the program where we got to sit where we we had a coach and an improv

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actor who we would build a scenario i i i see other people terrified to do this

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i this is one of my favorite things to do but they built built a scenario that

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they are personally struggling with so i um i am having a lot of conflict with

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the with the nurse i work with i don't feel like the rooms are restocked and

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i'm having to have a coaching conversation with her about it and um i want to try

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it out and so we say okay great so uh give me some of the traits that the nurse

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has and she they say she's defensive she's this she's this and so we'd go out

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with the actor we and we and we'd come back in in a second we'd say go and then

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i would sit on the sidelines and when things started to go awry i would go like

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okay pause how are we doing you know and and and i only and i bring that up not

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because i think i personally think it's brilliant it takes a lot of bravery

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Kaiser Permanente wow i mean like awesome work but the reason i bring it up is

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because in those moments because i created a lot of safety before we stepped

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into those small group rooms i was able to and the actor was able to say

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this is how it felt when you said x when you said i all i want from you Darla is

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to stock my rooms i felt like you were saying i don't ever do a good job ever

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and in the moment because i always say like you know it's very rare you have a

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coaching conversation and then when afterwards you can look at someone go

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like how is that for you right and so and we were able to really do that using

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improv and using a space after we had a lot of fun and laughter to then say okay

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now let's work on something very personal and private and it took it and

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hands down i'll tell you i 100 percent of the time i think i've got a 100

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record maybe i remember one that didn't have fun doing it so maybe 98

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i uh i they would say i don't want to do it i don't want to do it and i would

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just sit there and go like listen we're all going to get in the hot seat every

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single one of you so someone's going to go now so let's go and we would just do

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it and then hands down that was the most valuable thing i've ever learned in my

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career so being able to also be in a space to

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say i'm going to push you a little bit into maybe a space that you're not used

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to being in and we're gonna and i'm gonna hold you through it

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um and we're gonna have fun and we're gonna laugh and we're gonna like to not

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take it too seriously but we're also gonna talk about stuff that really

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matters in our day-to-day so reframe that one more time for me the number one

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thing that you learned and in new words was

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your words on that what you said the number one thing that you learned in

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your career was it was it to push and to get somebody onto

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under that hot seat it's to help people be brave

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sort of for them really i mean that's what i do like i create a bridge between

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like the the thing that you want and where you are

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and i get to be the bravery bridge right go well let's go try it out

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let's go play let's play and it's an invitation still

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right so you're inviting them but you're inviting them to go with you

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um you say let's i think these it's these dynamic word choices that

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sometimes cause all the difference right you know let's make fun of this a

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little bit like let's say there's a romantic comedy um you know and and

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something the the woman says i love you and he goes i like you

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uh like you know what's coming next in that scene

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that's what we say with yes and right it's like yes and is really about

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whether you're saying yeah and or but so i could say to you

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this was a great actually a great example for the doctors

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i could say to you um if i were your doctor and you were struggling with

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diabetes i'd say i could say um jackson it sounds like you want to control your

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diabetes with diet and exercise but it's time for you to consider insulin

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okay and say the same thing we can change one word jackson

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i i understand you want to um control your diabetes through diet and

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exercise and it's time we consider insulin

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yeah my heart feels better that is better because you're saying i heard what

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you just said and i want to add to it as opposed to i heard what you said but

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here's my agenda and it's just one word yes same words one word

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change and and and here's a tip for anyone who's out

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there start it in your email don't even try to start it in your verbal

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just start it in your emails every single time you want to write but

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figure out a different way to say that sentence and and usually like you said

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and and it's with the word and right so um and i love that you

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you put a caveat in the beginning for those who are more on the expert level

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of communications at least with this terminology right some people overuse it

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um you know and you can abuse it just like the words i love you

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you know you can if you as a kid you learn to do that to your parents you

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know to try to get what you want is the more i say i love you or if i give more

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hugs um you know then i'll get out of trouble faster and that that manipulation

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wears off um right it doesn't work the same way because it's not

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authentic um and at the same time if you learn to use yes and in a healthy

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fashion where you really mean it um you know you're trying to bring people up

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then it can have a very positive effect and a lasting effect on your

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relationship so speaking of that and it's a mindset right

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it's a mindset not just the words so when you're in an improv with

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with with say with yes and which is the reason why it was or how it was created

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you know someone could come up and say start as a scene by saying um

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wow uh that storm is that storm that's coming is really bad

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and if you and if you're going to disagree that that storm was bad

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you you can disagree you just have to acknowledge that you both were talking

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about the same thing right so it's not yes and is a mindset of how can i

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acknowledge you and build on to something together as opposed to i'm just

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going to constantly say yes and and then still say bad stuff anyway like you

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know it really is a mindset it's so true it is it's the same and it goes

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parallel with the mindset now you maybe think about this now um with the

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mindset of problem oriented versus solution oriented

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yeah they're very similar glasses half empty glasses half full right

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we once we learn what the glasses half empty glasses half full

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thing means it's no longer a valuable analogy

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right because we know what we're supposed to answer but it doesn't

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necessarily mess with our psyche but this yes and concept or rather and this

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yes and concept helps us understand are we are we focusing on

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the problems of the negativity or are we seeing the solutions

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and when you start your emails you can go delete delete delete delete delete

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which is why it's a great place to start to think about it differently

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because i don't write i usually don't will not tell anybody something i can't

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do any longer i love that i'm going to circle

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back real quick to timothy uh timothy thank you for your

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comment i know this is in relation to will ferrell what we talked about the

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results are from what they don't see of what happens in the dark

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um right so in other words whatever your practicing behind the scenes your

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guitar player um you know if you are acting whatever it is there's

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so many things you have to go through and do in order to win

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it's it's usually not just a natural born

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given talent where you just come out singing like an opera singer

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um so well said timothy thank you for contributing and uh

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ten year and overnight success right exactly ten year overnight success um

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so why is uplifting teams important to you christa um we spend a especially in

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this country i think a vast majority of our time working

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and i think you know when we have this idea or this ideal

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that we should like what we do and that of course is not even if you're in the

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thing that there's i do what i i'm very blessed that i get to do what i love to

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do and there's a ton of the stuff involved in this

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dream job supposedly that i have that stinks so

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like really like the admin chasing things like said you know

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the tech like there's a lot of stuff that's a slog no matter what you're

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doing and so i guess for me i just feel like if we're

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going to spend in some cases more time doing the work with our teams and we

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are in at home at different you know different if

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especially if you're involved in a project or in different times then you

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should figure out how to enjoy it get along and and make things

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faster easier and better um you know so i guess that's why it's not just about

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i mean i want people to be able to have that work life

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balance by being able to have a work life that

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is you know has some fun infused into it i'm gonna go cheesy on this uh because

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i like cheesy but like you basically said you understand the value of

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fulfilling the american dream um you know for for others is what i heard is

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that ideal of wanting to love what you do wanting to have that you want to bring

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that to other people and when you do something like that too

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like it does it does fill you when you get the chance to see

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the results of that but like you said too it's uh there's a lot of hard work

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that goes into it um you know and you don't you're not always putting the

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ball in the hoop for the winning shot to go back to the sports analogy you know a

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lot of the work that has done is the types of workouts that that i dread

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um you know i i dread 10 000 steps and i dread you know 100 sit-ups but those

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professional athletes you know that's a walk in the park for them at this point

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because they have hours and hours and hours of body maintenance that they're

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up to and mind maintenance that they're up to in order to compete at the highest

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levels uh so i also think too checks in that we i i see at least that a huge

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amount of training um because a lot of it's technical so this is not a knock

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on anybody on trainers or coaches or anything like that because a lot of it

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has to be technical but i think a lot of it is a slog

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like it's not like someone wakes up in the morning goes oh i got this eight hour

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training i get to go to today so you know and i think you know and often when we

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we need to use your analogy about working out finding the time to work out

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feels for many of us like it's just hard to do finding the time to train or to

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improve our communication skills i could look at people all day long and say

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you will feel better your days will go better you will be happier if you can

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take this chunk out of time to spend on yourself because it really is self-care

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at some level um and for leaders it's self-care for their people and yet it

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feels like a slog and that is because we have sat and looked at computer screens

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or power points or you know telling us how we could be for so much time that it

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feels like it's gonna be hard and the thing that is i think a breath of

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fresh air from what we do is we just don't do any of that

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i mean it's just it and in in the same way of wrapping a really beautiful

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thinker into a film and having people later go like

389
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huh that was funny but was also really about you know pay disparity in a

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country you know like you know in the same way of doing that what we do

391
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does that around communication it's fun it's delightful people leave

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energized but they also go i'm more self-aware i understand how i could use

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different tools and i understand that if i have a presumption of positive intent

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that maybe my day will go better that's exciting

395
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that's really exciting so you've you probably work with a lot of executives

396
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um you know these firms that you've worked with i saw sony on the list

397
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um you know you've you mentioned um other big companies

398
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my question for you is what advice do you have for entrepreneurs um you know and

399
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and a lot of the listeners here are newer in the field of entrepreneurship

400
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let's go towards those that are three to five years in business

401
00:30:02,560 --> 00:30:10,160
okay have teams of uh 10 to 50 um you know that are in place or that's their

402
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aspiration is to go to that if you could plant a seed of confidence and value in

403
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an entrepreneur's mind so they can understand the true value of this what

404
00:30:19,360 --> 00:30:21,600
what would that look like what advice would you give them

405
00:30:21,600 --> 00:30:24,960
work doesn't always have to look like work

406
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sometimes i understand especially when you're an entrepreneur because i am one

407
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too you know i have had the full night the all night long

408
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literally pressing a button 500 times trying to figure out what button i miss

409
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to get the thing to show up on the website like we we're and we are going to

410
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reframe what you said a little bit because you said it the positive way i'm

411
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going to go towards a consequence a little bit if work always looks like work

412
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it's not going to work yeah no i know what we get stuck on as

413
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entrepreneurs is we want to drive tasks sometimes too much

414
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and we're drivers exactly right i was gonna say we're drivers and we're also

415
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this is my pitfall i can say it flat out why am i consultant

416
00:31:03,760 --> 00:31:09,840
is that it's hard it like it might is is that you how do i say this there's two

417
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different things i've had to really learn that my work ethic is not the work

418
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ethic of my team and and to really leave space for that and to

419
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take the voice that sits back here that says why aren't you doing what i want

420
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you to do because a lot of it and go like wait a second they have work like

421
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balance you might actually envy them if you look at a moment like i you know so

422
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that so that is a big piece of the puzzle for entrepreneurs but i also think

423
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this you know you will get more from your people if they are

424
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delighting in being there and i may as well happen to me in the

425
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background so i gotta bring him on he's going jackson's like that jackson

426
00:31:52,960 --> 00:31:56,640
no you're muted hi me but it come back when you're not muted

427
00:31:56,640 --> 00:32:00,960
for sure but that is the truth you know we are drivers and there's a great

428
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there's there's an upside to that like we can move mountains but the but once

429
00:32:04,480 --> 00:32:07,200
you the mountain needs to be moved with a team

430
00:32:07,200 --> 00:32:12,880
yeah you you have to adjust on how the and how the health of the team

431
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um like taking a pause to allow to ask yourself what is the best way to have

432
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that my team healthy and strong which is not always the work sometimes it is in

433
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the play the be they will do anything for you it's sort of you know they always

434
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teach you as a you know when you're parenting or in leadership like how many

435
00:32:30,560 --> 00:32:35,680
coins can you put into the bank in order to ask the favor later but you have to

436
00:32:35,680 --> 00:32:39,600
be putting the coins into the bank you have to be saying go home there's the

437
00:32:39,600 --> 00:32:43,200
project doesn't need you right now you've got a kid who needs you or you've

438
00:32:43,200 --> 00:32:46,240
got to be able to say let's laugh together let's all have lunch and just

439
00:32:46,240 --> 00:32:52,000
and for no reason no one's not no there's not any like hey we're gonna like try to

440
00:32:52,000 --> 00:32:57,040
we're gonna like try to talk about goals in the middle of lunch

441
00:32:57,040 --> 00:33:00,560
but and i know that's hard as an entrepreneur because

442
00:33:00,560 --> 00:33:03,520
we usually this is our idea it's our thing we're

443
00:33:03,520 --> 00:33:07,360
passionate about it i i have friends who look at me and go you know i just

444
00:33:07,360 --> 00:33:10,640
don't want to talk about work and i'm like what

445
00:33:10,640 --> 00:33:15,920
i don't know it's what you live for but your team isn't like that so we have to

446
00:33:15,920 --> 00:33:21,440
meet them where they are yes yes so so well said and

447
00:33:21,440 --> 00:33:24,960
and i i always hoped that my team calls me out on it when i'm not

448
00:33:24,960 --> 00:33:29,680
right that's like the ultimate aspiration that i have is because it can be

449
00:33:29,680 --> 00:33:34,960
very hard when you love what you do right and if you love what you do and

450
00:33:34,960 --> 00:33:39,600
this is like your your everything um then it can be very hard to

451
00:33:39,600 --> 00:33:43,360
remember there's other sides but if you take the opportunity and i'm really

452
00:33:43,360 --> 00:33:46,960
bad at this yes and thing i'm realizing that more and more on this call

453
00:33:46,960 --> 00:33:54,080
um so it snakes up on you right it really does um so i'll own that

454
00:33:54,080 --> 00:33:59,360
the the opportunity that i have to turn to my team and realize like okay there

455
00:33:59,360 --> 00:34:02,480
are other areas of balance that i need to be gravitating towards so i've i've

456
00:34:02,480 --> 00:34:05,920
kind of opened my eyes to that i found my team

457
00:34:05,920 --> 00:34:11,040
driving more balance into me which ends up in turn driving more value for

458
00:34:11,040 --> 00:34:14,640
everybody and i love the analogy from the bible

459
00:34:14,640 --> 00:34:18,160
you know that that basically i don't know the exact scripture but it says

460
00:34:18,160 --> 00:34:21,600
you know like the head can't tell the hand that it's not important

461
00:34:21,600 --> 00:34:24,560
um you know that same thing with the eye and the foot like

462
00:34:24,560 --> 00:34:28,880
every part of the body has a very different role in what they do

463
00:34:28,880 --> 00:34:31,840
um you know and so if you've got somebody who's operating

464
00:34:31,840 --> 00:34:35,120
as the pinky um you know they're not gonna do

465
00:34:35,120 --> 00:34:39,280
the same weight of of tasks as the shoulders

466
00:34:39,280 --> 00:34:43,360
will but it doesn't mean they're not valuable right it's just different and

467
00:34:43,360 --> 00:34:47,120
until you can learn to make space for those realities uh i call our design

468
00:34:47,120 --> 00:34:50,720
team the hardened stole a first-class business they

469
00:34:50,720 --> 00:34:56,640
are their their work comes out and every time you see it you're just like

470
00:34:56,640 --> 00:35:00,400
like that picture says a thousand words um you know there's but that's your

471
00:35:00,400 --> 00:35:04,160
creative team right yes see and that's the thing i think

472
00:35:04,160 --> 00:35:07,120
people don't understand often when they're working with creative teams and

473
00:35:07,120 --> 00:35:09,680
more and more and more now that you have to have content now that you've got you

474
00:35:09,680 --> 00:35:13,520
know people are have the admin is having to work with creative

475
00:35:13,520 --> 00:35:17,360
and there are lots of times where creative looks like they're not doing a

476
00:35:17,360 --> 00:35:24,640
darn thing and because the creative good creative comes

477
00:35:24,640 --> 00:35:29,680
from space it comes from often you know there who was it there's a famous

478
00:35:29,680 --> 00:35:35,280
screenwriter who takes like 13 showers a day because that's where he gets there's

479
00:35:35,280 --> 00:35:39,120
actually a lot of science around the ideas you get in a shower

480
00:35:39,120 --> 00:35:43,600
really i had some visions in the shower yeah because there's and guess why

481
00:35:43,600 --> 00:35:47,520
because you're naked and vulnerable under warm water and it allows your brain

482
00:35:47,520 --> 00:35:50,880
to open up a different passage than someplace else so they're creative the

483
00:35:50,880 --> 00:35:55,200
cold shower thing that helps people talk about yes you can do that but it's

484
00:35:55,200 --> 00:35:58,560
going to shut that vision down now but it is there i mean there are people who

485
00:35:58,560 --> 00:36:02,080
will take multiple showers or they need to take a bike ride or they need to do

486
00:36:02,080 --> 00:36:08,560
creative the success and creativity looks different than a linear

487
00:36:08,560 --> 00:36:15,200
nine to five drive to a result for admin and so to get those two sides of the

488
00:36:15,200 --> 00:36:19,360
you know of the struggle to understand each other to understand that admin

489
00:36:19,360 --> 00:36:23,760
does need things so that they can actually take your vision and put it into

490
00:36:23,760 --> 00:36:28,400
reality based on goals and also for for admin to

491
00:36:28,400 --> 00:36:32,080
understand that creatives might need to go take the bike ride in the middle of

492
00:36:32,080 --> 00:36:35,040
the day and if they watch them struggling up against a wall they might want to

493
00:36:35,040 --> 00:36:38,800
suggest it those are things that are very important when you're when you're

494
00:36:38,800 --> 00:36:43,040
starting to work with teams in those different in those different ways of

495
00:36:43,040 --> 00:36:47,120
processing information i love that and i love that and you bring

496
00:36:47,120 --> 00:36:51,760
up such a great point like also helping the departments understand

497
00:36:51,760 --> 00:36:55,680
the different styles of work right and create a level of empathy

498
00:36:55,680 --> 00:37:00,000
okay this is task oriented and therefore it needs to be done

499
00:37:00,000 --> 00:37:03,440
you know as a as a documented registered process of

500
00:37:03,440 --> 00:37:06,880
of like over and over and over routine type thing whereas again helping them

501
00:37:06,880 --> 00:37:09,600
understand the difference in the art side but also creating a

502
00:37:09,600 --> 00:37:13,920
we also have an opportunity to create space in a company for

503
00:37:13,920 --> 00:37:18,080
people who may be misplaced you know right somebody who's

504
00:37:18,080 --> 00:37:22,960
who applied for and started as an admin and they've got the unique

505
00:37:22,960 --> 00:37:27,520
capability of also doing design and if you're not communicating with them

506
00:37:27,520 --> 00:37:32,240
you know about what they want to do that can build up a sentiment

507
00:37:32,240 --> 00:37:35,920
of resentment you know and like feeling left out or

508
00:37:35,920 --> 00:37:39,200
or feeling misplaced not everybody's blessed with

509
00:37:39,200 --> 00:37:44,160
you know those candid communication skills of hey i really want to be over

510
00:37:44,160 --> 00:37:47,120
there you know can i apply for it so

511
00:37:47,120 --> 00:37:50,400
whoo a lot a lot to learn for entrepreneurs right and i think yeah

512
00:37:50,400 --> 00:37:52,640
and that's the challenge right i mean i think it's really important as an

513
00:37:52,640 --> 00:37:55,600
entrepreneur to probably understand that nobody else in the room is going to

514
00:37:55,600 --> 00:37:58,480
want is going to want to succeed as much as you

515
00:37:58,480 --> 00:38:01,360
and they and it's not their job too you've hired them to do a job and it's

516
00:38:01,360 --> 00:38:05,040
not their job to hold your vision in the same way you're holding your vision

517
00:38:05,040 --> 00:38:08,800
however at some point you probably if this is not your

518
00:38:08,800 --> 00:38:12,320
it's also recognizing where you're where your gifts are because if your gift is

519
00:38:12,320 --> 00:38:15,840
not in what you said seeing someone else's gifts and maybe helping them

520
00:38:15,840 --> 00:38:19,760
transition then you should find someone to bring to your team to be the eyes and

521
00:38:19,760 --> 00:38:23,760
ears in that space if you are not able to do that and work with them

522
00:38:23,760 --> 00:38:26,400
because i mean i think being an entrepreneur is often like being a

523
00:38:26,400 --> 00:38:30,400
film director it's about building a team and then making sure that the team is

524
00:38:30,400 --> 00:38:35,280
healthy and safe to do the best work they possibly can on behalf of your vision

525
00:38:35,280 --> 00:38:40,400
and that is and and in inciting you know exciting them about that vision so

526
00:38:40,400 --> 00:38:45,200
that they do come to work excited to do their to put their best artistry forward

527
00:38:45,200 --> 00:38:51,200
um that's really uh so you know when people go like how's your how are your

528
00:38:51,200 --> 00:38:54,080
two balances and i'm like well i'm a film you know my film producer and director

529
00:38:54,080 --> 00:38:58,640
and then i also do this they're really in many ways the same thing just a

530
00:38:58,640 --> 00:39:03,440
different location i love it yeah absolutely so i want to

531
00:39:03,440 --> 00:39:08,560
ask you about the program itself for innovative improv solutions um if a

532
00:39:08,560 --> 00:39:12,720
company wants to go to the process of understanding this is for them you know

533
00:39:12,720 --> 00:39:16,000
what what types of aspirations can they have

534
00:39:16,000 --> 00:39:19,760
um and about what what that looks like how does the onboarding work uh do you

535
00:39:19,760 --> 00:39:23,680
do like an analysis upfront tell us as much as you can about

536
00:39:23,680 --> 00:39:26,560
uh what that would look like if somebody were to reach out to you

537
00:39:26,560 --> 00:39:31,200
so we will often work with um a learning and development team at our larger

538
00:39:31,200 --> 00:39:35,040
companies for for our smaller companies some will just give us a call

539
00:39:35,040 --> 00:39:41,760
and not surprising jackson we're an improv company so we will uh we will work

540
00:39:41,760 --> 00:39:44,800
with you we will sit down with you and say what are your goals what is the

541
00:39:44,800 --> 00:39:48,400
demographic of your company what are you hoping to get to what are the

542
00:39:48,400 --> 00:39:51,920
what are the things that you think might be coming up over and over again that

543
00:39:51,920 --> 00:39:55,840
you're that you don't know how to address what is what do what does all

544
00:39:55,840 --> 00:40:00,960
of that look like and then um we will uh so we'll just

545
00:40:00,960 --> 00:40:04,800
talk through and then we will david and i will go and for the most part sit down

546
00:40:04,800 --> 00:40:08,400
and say and come up with a program that we would suggest for you

547
00:40:08,400 --> 00:40:12,400
and or or several different programs and then we'll bring it back to you and

548
00:40:12,400 --> 00:40:14,800
say let's talk it through and see what works and give the client the

549
00:40:14,800 --> 00:40:18,080
opportunity to say i love this i hate this is there something for this

550
00:40:18,080 --> 00:40:22,800
and and oftentimes there have been lots of lots of uh programs that we have

551
00:40:22,800 --> 00:40:26,960
created exercises specifically for the needs of a certain

552
00:40:26,960 --> 00:40:32,000
client and um just pulling from other exercises that we know we have and how we

553
00:40:32,000 --> 00:40:36,000
can shift it and change it so it worked in an applied improv

554
00:40:36,000 --> 00:40:40,000
space and then we go from there so it's actually

555
00:40:40,000 --> 00:40:43,040
even though there are parts of the programs that we offer that are not

556
00:40:43,040 --> 00:40:47,360
customized because they are the parts that get us into the space of safety

557
00:40:47,360 --> 00:40:50,720
we have said like the beginning of each one of our courses is very similar

558
00:40:50,720 --> 00:40:54,000
it's sort of like a warm-up like we just got to get people feeling like well

559
00:40:54,000 --> 00:40:58,400
i'm not going to die everything's okay and then and then after that we can

560
00:40:58,400 --> 00:41:02,640
really customize it to um to do a lot of different

561
00:41:02,640 --> 00:41:06,560
things talk about empathy in the workplace talk about presentation skills

562
00:41:06,560 --> 00:41:14,640
talk about um how to uh connect how to um how to change our tone of voice from

563
00:41:14,640 --> 00:41:18,160
you know aggressive to assertive what people are seeing like we can do all

564
00:41:18,160 --> 00:41:22,080
kinds of things once we get you know into that space of safety

565
00:41:22,080 --> 00:41:26,880
i love that and and to remind everybody uh it's not about the activities

566
00:41:26,880 --> 00:41:31,120
that are done and you can find the activities on Pinterest or Google

567
00:41:31,120 --> 00:41:34,080
you can do those things but you won't have that facilitator

568
00:41:34,080 --> 00:41:39,200
who can manage appropriately the bads and the ugliest the the types of conflict

569
00:41:39,200 --> 00:41:41,920
that can come out of that you really do need somebody to help facilitate that

570
00:41:41,920 --> 00:41:45,680
from the outside i'm a very firm believer in that i love

571
00:41:45,680 --> 00:41:48,560
that that we brought that up today and that that you recognize that as a

572
00:41:48,560 --> 00:41:53,040
company and that we didn't accidentally overlook the the power of that for

573
00:41:53,040 --> 00:41:56,560
for the audience who's listening in so if you want to get in touch with

574
00:41:56,560 --> 00:41:59,680
christa i imagine you can reach out to her on linkedin

575
00:41:59,680 --> 00:42:03,120
Facebook all the traditional social media platforms that exist you can also go

576
00:42:03,120 --> 00:42:07,920
to her website and read through more about um what it is they do and see some

577
00:42:07,920 --> 00:42:10,880
pictures of of the experience but at the end of the day

578
00:42:10,880 --> 00:42:15,280
it's going to come down to your ability to jump on the phone and talk to her

579
00:42:15,280 --> 00:42:19,440
vulnerably i imagine about what's going on in your workplace and what results do

580
00:42:19,440 --> 00:42:22,160
you want to have and the more vulnerable and transparent you are about the

581
00:42:22,160 --> 00:42:25,280
reality of your situation the more you're going to empower her and

582
00:42:25,280 --> 00:42:30,000
david to know what to do to help you move forward faster um you know

583
00:42:30,000 --> 00:42:33,280
strip yourself down to that point of being able to be open and honest about

584
00:42:33,280 --> 00:42:36,320
it is there anything else you'd like to add today christa i want to say that for

585
00:42:36,320 --> 00:42:39,600
entrepreneurs who are out there who are in maybe some of those smaller teams

586
00:42:39,600 --> 00:42:43,520
that you're talking about um often they're skewing younger and this is

587
00:42:43,520 --> 00:42:47,840
this is how millennials and gen z love to learn they love to learn

588
00:42:47,840 --> 00:42:51,280
experientially with laughter they love to learn through entertainment they love

589
00:42:51,280 --> 00:42:55,840
to this is so for for so don't you know really think about

590
00:42:55,840 --> 00:42:59,360
this type of thing this is right up the alley of a young team

591
00:42:59,360 --> 00:43:02,800
um and it's a great way to start things off

592
00:43:02,800 --> 00:43:07,360
um you stay young team and us millennials we're now like 37 ish

593
00:43:07,360 --> 00:43:11,760
um you know i'm 35 but i'm 50 so you know you're still young to me i appreciate

594
00:43:11,760 --> 00:43:17,360
it um and so and and yes that i would agree whole heartedly from what i've

595
00:43:17,360 --> 00:43:20,960
seen from what i'd like as well the experiential learning

596
00:43:20,960 --> 00:43:24,080
means so much um you know and being able to belong

597
00:43:24,080 --> 00:43:27,360
you know and feel like you're part of a team that cares about you those aspects

598
00:43:27,360 --> 00:43:32,480
are super important uh yes the salary is nice yes the benefits are nice

599
00:43:32,480 --> 00:43:36,000
um you know the type of perks that can exist a nice desk and things like that

600
00:43:36,000 --> 00:43:40,080
but when it comes down to it we want to belong we want to connect with those

601
00:43:40,080 --> 00:43:42,800
around us and we want to know that we made a difference in their lives

602
00:43:42,800 --> 00:43:46,480
um and that they're enjoying being connected to us as well so christa thank

603
00:43:46,480 --> 00:43:49,280
you so much for being here today this was awesome

604
00:43:49,280 --> 00:43:52,720
vision pros if you have any questions don't hesitate to ask them in the

605
00:43:52,720 --> 00:43:56,720
comments if you have any resources you'd like to add don't hesitate to do so as

606
00:43:56,720 --> 00:43:59,360
well um we would love to to continue the

607
00:43:59,360 --> 00:44:02,640
conversation offline feel free to reach out to any one of us

608
00:44:02,640 --> 00:44:06,800
shout out to the water project didn't dive into that too much today but i know

609
00:44:06,800 --> 00:44:09,520
christa's on the same page we always want to be giving back we always want to

610
00:44:09,520 --> 00:44:13,760
be looking to do more for others there's people out there who don't have water

611
00:44:13,760 --> 00:44:16,640
right now not healthy filtered water it's an awesome

612
00:44:16,640 --> 00:44:19,840
opportunity to contribute contribute one dollar five dollars whatever you have

613
00:44:19,840 --> 00:44:23,200
to be able to do that shout out to our sponsors epiphany and abel health as

614
00:44:23,200 --> 00:44:26,320
well feel free to go check out their websites and see what they can offer

615
00:44:26,320 --> 00:44:30,800
you abel health in terms of improving your health and if you're

616
00:44:30,800 --> 00:44:34,240
female and you're looking to improve your ability to uh have children the

617
00:44:34,240 --> 00:44:37,360
fertility program is fantastic on epiphany side if you're looking for

618
00:44:37,360 --> 00:44:41,360
operational support um and connecting your systems and you're you're

619
00:44:41,360 --> 00:44:44,320
struggling with a team of tech engineers that really can't grasp the vision of

620
00:44:44,320 --> 00:44:47,680
what you do i highly recommend reaching out to rick there

621
00:44:47,680 --> 00:44:51,360
it's been awesome to have everybody today all these links will be in the

622
00:44:51,360 --> 00:44:54,240
comments as well as we release the official episodes

623
00:44:54,240 --> 00:44:57,600
everybody have a fantastic rest of your week and christa again thank you so

624
00:44:57,600 --> 00:45:00,960
much for being here today thank you bye everybody

625
00:45:00,960 --> 00:45:04,640
thank you for being here today i'm really happy that you tuned into vision pros

626
00:45:04,640 --> 00:45:09,120
live i'm looking forward to seeing your reactions

627
00:45:09,120 --> 00:45:13,040
as these episodes continue to move forward we optimize them as the months go

628
00:45:13,040 --> 00:45:19,280
by this is going to get more and more fun we'll have more and more engagement as well