1 00:00:00,000 --> 00:00:02,840 tech medical device, med tech. 2 00:00:03,420 --> 00:00:04,920 How many have I worked with? 3 00:00:04,920 --> 00:00:06,360 How many do I work with? 4 00:00:06,420 --> 00:00:07,820 How many did I work for? 5 00:00:07,860 --> 00:00:08,700 What was the question? 6 00:00:09,800 --> 00:00:10,460 Any of the three. 7 00:00:11,100 --> 00:00:18,000 Oh, so I've had, since we started about 10 med tech clients that we're on retainer 8 00:00:18,000 --> 00:00:21,980 with and that's just in the last year. 9 00:00:22,020 --> 00:00:24,340 And then I've worked for several. 10 00:00:24,360 --> 00:00:26,940 It was my entire career from 23 to current day. 11 00:00:26,940 --> 00:00:32,480 And my most recent was with intuitive surgical, which is the founder of robotic 12 00:00:32,480 --> 00:00:35,120 surgery and the pioneer of robotic surgery. 13 00:00:35,120 --> 00:00:36,360 And I was there for 12 years. 14 00:00:37,200 --> 00:00:37,960 That's amazing. 15 00:00:38,360 --> 00:00:45,400 And these, uh, these med tech companies, what type of, what type of technologies or 16 00:00:46,080 --> 00:00:49,880 portions of the medical industry do these businesses cover? 17 00:00:49,880 --> 00:00:51,660 And you can feel free to give one or two examples. 18 00:00:51,660 --> 00:00:53,280 I'm just, I'm fascinated by it. 19 00:00:53,280 --> 00:00:56,520 So med tech is just another way of saying like med device. 20 00:00:56,520 --> 00:01:03,000 So if you're a medical manufacturer in any segment of the patient's body or a 21 00:01:03,000 --> 00:01:07,560 service that you provide, then you're considered a med device company or a med 22 00:01:07,560 --> 00:01:10,200 tech company, most of them are technology based companies. 23 00:01:10,200 --> 00:01:12,000 So that's where med tech came from. 24 00:01:12,760 --> 00:01:15,960 It's like FinTech, biotech, you know, all the different texts. 25 00:01:15,960 --> 00:01:19,560 So medical is med tech and it's a medical manufacturer. 26 00:01:19,560 --> 00:01:23,400 Can be a surgical man, manufacturer was out of your 10. 27 00:01:23,760 --> 00:01:25,000 Like what are two examples? 28 00:01:25,000 --> 00:01:25,280 Yeah. 29 00:01:25,280 --> 00:01:26,600 What do they do? 30 00:01:26,600 --> 00:01:28,000 What are their various things? 31 00:01:28,000 --> 00:01:30,840 Is it, is it like a thing to fix an ear? 32 00:01:30,840 --> 00:01:32,160 You don't work with a heart surgeon. 33 00:01:32,760 --> 00:01:33,760 There's a ton. 34 00:01:33,760 --> 00:01:37,560 So, and actually we do have one FinTech customer because it was a personal 35 00:01:37,560 --> 00:01:41,320 friend of mine, so we're kind of in the financial services space, just as a 36 00:01:41,320 --> 00:01:47,720 dotted line, but we do AI, we do AI, we do AI, we do AI, we do AI, we do AI. 37 00:01:47,720 --> 00:01:54,360 But we do AI for blood tests for, um, highly predictive blood tests that can 38 00:01:54,520 --> 00:01:58,200 tell the patient whether they're going to have a stroke or heart attack in the 39 00:01:58,200 --> 00:02:00,920 next 12 months, it's like a 90% certainty. 40 00:02:01,400 --> 00:02:05,360 So that's a really cool, it was one of my first clients after I left corporate. 41 00:02:05,800 --> 00:02:10,600 And another does synthetic tissue models for training so that surgeons no 42 00:02:10,600 --> 00:02:13,640 longer need to train on pigs or cadavers. 43 00:02:13,640 --> 00:02:18,200 And actually the person that created their technology, um, did all of the 44 00:02:18,240 --> 00:02:19,800 costumes for Lord of the Rings. 45 00:02:19,840 --> 00:02:24,680 So he's got this hydrogel technology that's really cool and lifelike. 46 00:02:24,720 --> 00:02:29,160 And so they've been able to recreate all the organs and surgeons and residents 47 00:02:29,200 --> 00:02:34,040 are able to train and get what they need specifically on robotic surgery without 48 00:02:34,040 --> 00:02:40,360 having to kill an animal or, um, use dead bodies for lack of better words. 49 00:02:40,680 --> 00:02:42,200 So that one's really cool. 50 00:02:42,200 --> 00:02:46,920 We've got a couple of new clients this quarter that we're launching ones in 51 00:02:46,920 --> 00:02:52,360 brain health, and actually it's for patients that have drug resistance 52 00:02:52,360 --> 00:02:53,040 epilepsy. 53 00:02:53,080 --> 00:02:57,960 So they've lived their whole life, seizures on demand and they haven't been 54 00:02:57,960 --> 00:02:58,520 able to cure it. 55 00:02:58,520 --> 00:03:02,040 It's a very debilitating disease when you're not able to control with medication. 56 00:03:02,520 --> 00:03:05,960 So they have a technology that they're going to be able to isolate where the 57 00:03:05,960 --> 00:03:09,080 seizures are coming from in the brain and prevent them from happening. 58 00:03:09,640 --> 00:03:11,160 That is going to be really cool. 59 00:03:11,160 --> 00:03:13,000 And I could go on and on and on. 60 00:03:13,000 --> 00:03:18,280 There's other companies that are converting existing low capital assets in 61 00:03:18,280 --> 00:03:23,400 the hospital to a Cadillac, if you will, of imaging, um, by their software that 62 00:03:23,400 --> 00:03:24,440 they're able to convert it. 63 00:03:24,600 --> 00:03:27,480 It's already in the hospital, but they're able to convert it to something that's 64 00:03:27,480 --> 00:03:29,240 over a million dollars in value. 65 00:03:29,800 --> 00:03:31,480 So that one's launching soon. 66 00:03:31,640 --> 00:03:32,600 Lots of cool stuff. 67 00:03:33,400 --> 00:03:34,120 That's amazing. 68 00:03:34,120 --> 00:03:37,240 It spans across all faculties, all solutions. 69 00:03:38,120 --> 00:03:39,080 I'm glad I asked. 70 00:03:39,080 --> 00:03:43,800 So as we get ready to dive into your vision before we do so, creating power 71 00:03:43,800 --> 00:03:47,400 for brands, uh, the showcase there, you know, their leadership. 72 00:03:47,960 --> 00:03:49,960 Um, what would be your first tip? 73 00:03:52,200 --> 00:03:54,360 Um, hold on. 74 00:03:54,360 --> 00:03:55,560 I'm just writing that title down. 75 00:03:55,560 --> 00:03:58,600 So I did have, that was my one question before we go live. 76 00:03:58,760 --> 00:04:02,760 So is this, and I'm happy to know we are. 77 00:04:02,760 --> 00:04:03,560 Oh, yeah. 78 00:04:03,560 --> 00:04:04,520 Yeah, we're live. 79 00:04:04,840 --> 00:04:05,800 So sorry about that. 80 00:04:05,800 --> 00:04:07,240 Yeah, we, we're live. 81 00:04:07,240 --> 00:04:09,880 And I was like, I want to hear about these clients. 82 00:04:09,880 --> 00:04:14,120 So that way they can, you know, we can get a base for the audience of what 83 00:04:14,120 --> 00:04:16,280 type of med tech clients you're working with. 84 00:04:16,600 --> 00:04:20,040 And now that we're diving, like what we'll do is we're actually move 85 00:04:20,040 --> 00:04:21,480 into the intro in just a minute. 86 00:04:21,480 --> 00:04:26,440 But before we skip to the intro, I want to get one small tip on branding 87 00:04:26,440 --> 00:04:32,520 and leadership and why, why branding and showcasing leadership matters for 88 00:04:32,520 --> 00:04:33,640 any brand that's out there. 89 00:04:33,640 --> 00:04:37,240 I feel like branding and leadership are slightly different topics. 90 00:04:37,240 --> 00:04:38,440 And so that's what I was going to ask. 91 00:04:38,440 --> 00:04:39,480 Do you want me to go down? 92 00:04:39,720 --> 00:04:44,840 My entire background is in leadership, but it also kind of went into branding, 93 00:04:44,840 --> 00:04:46,520 both personal and professional branding. 94 00:04:47,560 --> 00:04:52,680 And so for me, leadership is something that's baseline for me. 95 00:04:52,680 --> 00:04:54,680 It's been a majority of my career. 96 00:04:55,240 --> 00:04:56,760 It's a huge passion of mine. 97 00:04:57,160 --> 00:04:58,280 I consider it an art. 98 00:04:59,000 --> 00:05:01,960 And so I think it's important to have a brand that's 99 00:05:01,960 --> 00:05:03,880 really competitive and has a strong brand. 100 00:05:04,360 --> 00:05:07,800 And so I think it's important for everyone to have strong leaders in their 101 00:05:07,800 --> 00:05:12,760 companies, no matter what their brand is and even have really strong brands as 102 00:05:12,760 --> 00:05:13,160 well. 103 00:05:13,160 --> 00:05:16,040 But on the branding side, why that's important. 104 00:05:16,920 --> 00:05:21,400 If you are competing in a very competitive marketplace, you need to stand out. 105 00:05:22,200 --> 00:05:27,240 And if you're a me too product with a lackluster, unique value proposition, 106 00:05:27,720 --> 00:05:29,480 no one's going to buy from you. 107 00:05:29,480 --> 00:05:31,320 And to me is more of a story. 108 00:05:32,040 --> 00:05:40,120 And I think a lot of our clients, their CEOs, their engineers, they're more 109 00:05:40,120 --> 00:05:46,200 focused on top line initiatives, investments, fundraising, making sure 110 00:05:46,200 --> 00:05:49,800 that the product works, getting the clinical research put together. 111 00:05:49,800 --> 00:05:53,320 And they're not so concerned about the foundation work, which I call 112 00:05:53,320 --> 00:05:54,360 foundation for a reason. 113 00:05:54,360 --> 00:05:58,680 If you don't have a foundation to build on, and that should be your mission, 114 00:05:58,680 --> 00:06:01,240 your vision, unique value proposition in your brand. 115 00:06:01,240 --> 00:06:03,800 I loop that all in the brand conversation. 116 00:06:03,800 --> 00:06:06,280 You don't know what you stand for and who you stand for with. 117 00:06:06,920 --> 00:06:09,640 And you also don't know what you're trying to accomplish. 118 00:06:10,840 --> 00:06:14,280 A lot of my clients, they say, well, I don't know what my unique value 119 00:06:14,280 --> 00:06:16,520 proposition is, or I don't know what my mission or vision is. 120 00:06:17,240 --> 00:06:21,880 I always ask them, think five years from now, five years after your commercial, 121 00:06:21,880 --> 00:06:25,160 what did you remove from this earth or what did you add to this earth? 122 00:06:25,160 --> 00:06:28,520 Meaning what are you trying to eradicate that's already out there? 123 00:06:28,520 --> 00:06:32,520 That's a problem that you're hoping to eradicate or significantly reduce. 124 00:06:32,920 --> 00:06:36,120 Or what are you trying to add to that's not currently there? 125 00:06:36,600 --> 00:06:39,080 And that kind of helps them understand where they want to take it. 126 00:06:39,640 --> 00:06:41,240 That was a very long answer. 127 00:06:42,600 --> 00:06:45,400 I appreciate you acknowledging it, but your passion comes out. 128 00:06:45,960 --> 00:06:49,960 Leadership and branding, it is kind of, they're two parts of me and I'm very 129 00:06:49,960 --> 00:06:55,480 passionate about both, but they're somewhat mutually exclusive. 130 00:06:55,480 --> 00:06:57,880 We agree to disagree in a good way though. 131 00:06:57,880 --> 00:06:59,800 That's the beauty of leadership. 132 00:06:59,800 --> 00:07:04,280 So we agree almost 100% with everything you said until that, which is for us, 133 00:07:04,760 --> 00:07:06,280 vision comes first. 134 00:07:06,920 --> 00:07:09,080 Culture is incredibly important. 135 00:07:09,080 --> 00:07:10,920 Culture attracts the right leadership. 136 00:07:11,400 --> 00:07:15,480 And now I have something holistic to market because people want to belong 137 00:07:15,480 --> 00:07:16,520 with great leaders. 138 00:07:16,520 --> 00:07:18,760 And so that's why I include the two. 139 00:07:18,760 --> 00:07:25,000 But at the same time, apples and oranges, they're both round, but they're both 140 00:07:25,000 --> 00:07:25,800 different, right? 141 00:07:25,800 --> 00:07:28,120 And so there's a harmony that exists in the reality. 142 00:07:28,120 --> 00:07:32,120 And you have so much experience in branding and in leadership. 143 00:07:32,120 --> 00:07:35,720 I was like, let's try to find a way to at least pull the top together. 144 00:07:35,720 --> 00:07:37,880 I completely agree with you. 145 00:07:37,880 --> 00:07:40,520 Unique value proposition, mission vision, those are all things. 146 00:07:40,520 --> 00:07:41,720 They have to be there. 147 00:07:42,280 --> 00:07:45,640 If I start with a client, which we have many times that either doesn't 148 00:07:45,640 --> 00:07:48,360 understand the voice of their customer, the ones are going to be there. 149 00:07:48,360 --> 00:07:51,240 The ones are going to be speaking to and telling the story to they don't 150 00:07:51,240 --> 00:07:55,080 understand their pain and what the necessary transformation is that they 151 00:07:55,080 --> 00:07:56,920 need in order to buy your product. 152 00:07:57,480 --> 00:07:59,640 Then that's a huge problem. 153 00:07:59,960 --> 00:08:03,480 And if you skip ahead to the fun stuff like marketing and social media, but 154 00:08:03,480 --> 00:08:07,560 you have no substance in what you're saying and you're really not hitting a 155 00:08:07,560 --> 00:08:11,960 mark that resonates with anyone that would buy from you, then that is also a 156 00:08:11,960 --> 00:08:12,360 problem. 157 00:08:12,360 --> 00:08:13,400 And that happens. 158 00:08:13,400 --> 00:08:18,280 It's a painful conversation that I have to have often with CEOs that are 159 00:08:18,280 --> 00:08:20,840 tribes because they want to start at the end point. 160 00:08:20,840 --> 00:08:21,800 They want the brochures. 161 00:08:21,800 --> 00:08:22,840 They want the pitch decks. 162 00:08:22,840 --> 00:08:25,080 They want the social media presence. 163 00:08:25,080 --> 00:08:28,840 They want to flash you website, but they haven't really done the hard work on 164 00:08:28,840 --> 00:08:29,800 what do we stand for? 165 00:08:29,800 --> 00:08:31,480 What are our cultural tenants? 166 00:08:31,480 --> 00:08:32,440 Who do we believe in? 167 00:08:32,440 --> 00:08:33,080 What do we believe? 168 00:08:33,800 --> 00:08:35,800 What do we believe in that? 169 00:08:35,800 --> 00:08:36,760 It's all meaningful. 170 00:08:36,760 --> 00:08:38,760 It's what I call the foundation work. 171 00:08:38,760 --> 00:08:42,760 And actually, we have something called a brand blueprint that we provide 172 00:08:42,760 --> 00:08:44,200 every client of ours. 173 00:08:44,200 --> 00:08:48,840 And the first three slides are mission, vision, and UVP. 174 00:08:48,840 --> 00:08:52,920 And if they don't have those as the setup for the brand, then the brand is 175 00:08:52,920 --> 00:08:53,400 baseless. 176 00:08:54,040 --> 00:08:54,600 It is. 177 00:08:54,600 --> 00:08:58,680 And then you create the material without that as I did as a rookie, right? 178 00:08:59,400 --> 00:09:00,520 I think everyone's been there. 179 00:09:00,520 --> 00:09:01,880 I did it with Tribe. 180 00:09:01,880 --> 00:09:03,240 I hate my website right now. 181 00:09:03,240 --> 00:09:07,720 And it was only a year old, but it's nothing close to what we talk about or 182 00:09:07,720 --> 00:09:09,160 what we do on a daily basis. 183 00:09:09,160 --> 00:09:12,200 And so we're actually in the midst of completely overhauling it. 184 00:09:12,200 --> 00:09:15,160 So we definitely need to be by example, step by step, right? 185 00:09:15,160 --> 00:09:17,400 We grow as a process. 186 00:09:17,400 --> 00:09:22,520 And one of the things I loved about what you said about these doctors or 187 00:09:22,520 --> 00:09:27,880 these visionaries, these leaders is that for a doctor, a lot of times 188 00:09:27,880 --> 00:09:30,840 their focus is on the here and now patient, right? 189 00:09:30,840 --> 00:09:34,680 They're there to care about that individual and make sure they're good. 190 00:09:34,680 --> 00:09:38,280 So they're not necessarily thinking about how do I go find 10,000 other 191 00:09:38,280 --> 00:09:38,760 patients? 192 00:09:39,720 --> 00:09:41,400 How do I attract those to come to me? 193 00:09:41,400 --> 00:09:43,640 And so it does get lost in the shuffle. 194 00:09:43,640 --> 00:09:46,040 It's not designed to be their skill set. 195 00:09:46,040 --> 00:09:47,480 So thank you for sharing that. 196 00:09:47,480 --> 00:09:49,960 We're going to cut to the intro real quick. 197 00:09:49,960 --> 00:09:53,320 We'll bring it back on and we'll keep going from there. 198 00:09:53,320 --> 00:09:54,440 This was awesome so far. 199 00:09:54,440 --> 00:09:55,000 All right. 200 00:09:55,000 --> 00:09:58,520 Welcome in to Vision Pros Live with Jackson Calame. 201 00:09:58,520 --> 00:09:59,640 I'm your show host. 202 00:09:59,640 --> 00:10:03,960 We'll be doing interviews for visionary entrepreneurs and guest leaders who are 203 00:10:03,960 --> 00:10:13,960 building fantastic visions out there. 204 00:10:13,960 --> 00:10:14,760 Hey there. 205 00:10:14,760 --> 00:10:16,520 Welcome in to Vision Pros Live. 206 00:10:16,520 --> 00:10:20,280 I'm your show host, Jackson Calame, founder and CEO of First Class Business. 207 00:10:20,280 --> 00:10:23,240 I'm excited to have Stephanie Plia here with me today. 208 00:10:23,240 --> 00:10:27,960 She's a branding expert with over 20 years of experience in leadership and 209 00:10:27,960 --> 00:10:31,960 she's going to be here to help us specifically with when we get to it. 210 00:10:31,960 --> 00:10:36,520 We're going to talk a little bit about how this applies to med tech, her core 211 00:10:36,520 --> 00:10:37,800 audience that she services. 212 00:10:39,080 --> 00:10:43,320 One of the things I'm most excited to hear about though is, of course, her vision. 213 00:10:44,120 --> 00:10:47,480 What have been some of her worst and best leadership experiences? 214 00:10:47,480 --> 00:10:50,760 What powerful lessons has she learned along the way that will help other visionaries? 215 00:10:50,760 --> 00:10:53,720 We'll dive into that very, very soon as we bring her on stage. 216 00:10:53,720 --> 00:10:57,640 In terms of sponsorships, we've got the wellness shop up here. 217 00:10:57,640 --> 00:11:04,120 The wellness shop is owned by and founded by Sean and Juliana Lechuga. 218 00:11:04,120 --> 00:11:08,920 They believe in integrative nutrition and ultimately, I'm going to skip ahead on this. 219 00:11:08,920 --> 00:11:11,640 This is a holistic approach to nutrition. 220 00:11:11,640 --> 00:11:18,680 They've got this really cool wheel about spirituality and joy and all these elements of life 221 00:11:18,680 --> 00:11:25,640 that so many other doctors and naturopaths and health people I know don't dive into enough. 222 00:11:25,640 --> 00:11:28,840 Their brand is under construction as we speak. 223 00:11:28,840 --> 00:11:30,840 They're in the process of rebranding. 224 00:11:30,840 --> 00:11:34,840 I'm sure Stephanie is looking at the screen right now and going, oh, there's so much room 225 00:11:34,840 --> 00:11:35,640 to improve this. 226 00:11:37,320 --> 00:11:38,440 Of course, there is. 227 00:11:38,440 --> 00:11:43,000 But as Stephanie mentioned with her own brand, as you guys have seen with the unfolding of 228 00:11:43,000 --> 00:11:46,840 our show, progress is far better than perfect. 229 00:11:46,840 --> 00:11:49,000 Sean and Juliana are phenomenal people. 230 00:11:49,640 --> 00:11:51,480 I love and honor their marriage. 231 00:11:51,480 --> 00:11:53,160 They're fun to talk to. 232 00:11:53,160 --> 00:11:55,720 I love how much they care about the audience they serve. 233 00:11:55,720 --> 00:11:57,480 That comes through the moment that you talk to them. 234 00:11:58,200 --> 00:12:00,840 That's why we honor and put them on as sponsors of our show. 235 00:12:01,400 --> 00:12:05,560 Those of you who are on our show or who decide to come on and work with us on the show, you 236 00:12:05,560 --> 00:12:08,840 want to share your visions, you would meet Sean in the process. 237 00:12:08,840 --> 00:12:12,600 You have a 30% chance of meeting him because he works with me on the development of the 238 00:12:12,600 --> 00:12:13,800 show as well now. 239 00:12:13,800 --> 00:12:15,320 Then there's the law spot. 240 00:12:15,320 --> 00:12:17,160 The law spot is with Melissa Gray. 241 00:12:17,160 --> 00:12:22,200 Melissa Gray launched this because she sees that she's an attorney and she knows that 242 00:12:22,200 --> 00:12:26,840 there are so many brands out there that do not have legal counsel and representation. 243 00:12:26,840 --> 00:12:31,960 She came on the show too and I was like, wow, I love her nurturing nature and how much 244 00:12:31,960 --> 00:12:37,800 patience she has for explaining really difficult topics to entrepreneurs. 245 00:12:38,920 --> 00:12:42,440 There's no pressure since when I was talking to her, I was like, wow, this is the type 246 00:12:42,440 --> 00:12:46,760 of attorney that I would want to not only represent my brand, but represent my clients 247 00:12:46,760 --> 00:12:47,240 and others. 248 00:12:47,240 --> 00:12:51,880 She's on this mission to provide that type of a solution for people that goes beyond 249 00:12:52,680 --> 00:12:57,800 the traditional SaaS programs that exist out there for this, the Law Depots, the hands 250 00:12:57,800 --> 00:13:03,720 off approaches, but also bridges the gap where I see a lot of entrepreneurs, they end up 251 00:13:03,720 --> 00:13:08,360 going to an attorney when they're desperate for help, they end up on a $600 an hour retainer 252 00:13:08,360 --> 00:13:12,840 or something similar and they don't necessarily even receive the type of counsel or the type 253 00:13:12,840 --> 00:13:18,360 of help that they should when they're facing a trademark lawsuit or a demand letter or 254 00:13:18,360 --> 00:13:18,920 something else. 255 00:13:18,920 --> 00:13:21,960 So again, very impressed with Melissa and what she's up to. 256 00:13:21,960 --> 00:13:24,280 You can find her at the lawspot.com. 257 00:13:24,280 --> 00:13:25,800 Then there's the water project. 258 00:13:25,800 --> 00:13:28,120 The water project near and dear to my heart. 259 00:13:28,120 --> 00:13:34,440 I am so grateful that all of us listening in, most of us listening in have access to 260 00:13:34,440 --> 00:13:35,320 clean drinking water. 261 00:13:35,320 --> 00:13:39,400 I can go right over to my kitchen and get it within 10 seconds and not even think about 262 00:13:39,400 --> 00:13:39,720 it. 263 00:13:39,720 --> 00:13:44,120 So I try to remind myself every time I do one of these shows that there's millions of 264 00:13:44,120 --> 00:13:46,520 people in the world who do not have access to that. 265 00:13:46,520 --> 00:13:48,280 And we have the opportunity to help out. 266 00:13:48,280 --> 00:13:53,640 The water projects created kind of a crowdfunding style platform to be able to fund specific 267 00:13:53,640 --> 00:13:53,960 projects. 268 00:13:53,960 --> 00:13:58,760 And then you get an update about what's going on with that project, what they're building, 269 00:13:59,240 --> 00:14:00,680 how you were able to help. 270 00:14:00,680 --> 00:14:03,880 And so if you're able to give a dollar, give 10,000, awesome. 271 00:14:03,880 --> 00:14:07,720 If you're not in a position to give financially, my request would be that you share that with 272 00:14:07,720 --> 00:14:10,280 others. We got 8 billion people to help in this world. 273 00:14:10,280 --> 00:14:11,400 That's one way to do so. 274 00:14:11,400 --> 00:14:15,320 And if you know of a cause that you would love to see a support and absolutely drop 275 00:14:15,320 --> 00:14:19,240 that cause in the comments and we'll take a look and see what we can do to spread the 276 00:14:19,240 --> 00:14:21,800 word or possibly contribute ourselves as well. 277 00:14:21,800 --> 00:14:26,200 Without further ado, Stephanie Playa, thank you for being on Vision Pros Life. 278 00:14:26,200 --> 00:14:29,320 I am so impressed that you know how to say my last name. 279 00:14:29,320 --> 00:14:35,720 Well, you know, I got a little bit of a good memory sometimes. 280 00:14:35,720 --> 00:14:39,080 And I don't think I'll ever forget you. 281 00:14:39,080 --> 00:14:41,240 Yeah, I can blame my husband on that one. 282 00:14:41,240 --> 00:14:46,200 It's not my actual last name, but good job. 283 00:14:46,200 --> 00:14:46,440 Yes. 284 00:14:46,440 --> 00:14:47,080 I wasn't fun. 285 00:14:47,080 --> 00:14:47,880 Please. 286 00:14:47,880 --> 00:14:49,720 And we'll call me Calamay for today. 287 00:14:50,600 --> 00:14:51,080 Just kidding. 288 00:14:51,080 --> 00:14:51,320 All right. 289 00:14:51,320 --> 00:14:53,080 Anyway, going into your vision. 290 00:14:53,080 --> 00:14:57,320 So what is your vision for those that you serve, Stephanie? 291 00:14:57,320 --> 00:14:57,560 Yeah. 292 00:14:58,600 --> 00:15:01,480 So can I answer that in two parts? 293 00:15:01,480 --> 00:15:02,120 Yes, you can. 294 00:15:02,120 --> 00:15:02,440 Okay. 295 00:15:02,440 --> 00:15:10,040 So if I'm just looking at people that work with me as employees, I think my vision is 296 00:15:10,040 --> 00:15:15,640 hopefully the same as I treat my clients, but it's always been a principle of servant 297 00:15:15,640 --> 00:15:16,200 leadership. 298 00:15:16,200 --> 00:15:21,320 I've always approached my leadership roles with anyone on my team is I'm there to serve 299 00:15:21,320 --> 00:15:21,880 them. 300 00:15:21,880 --> 00:15:23,480 They're not there to serve me. 301 00:15:23,480 --> 00:15:27,240 And so I've always identified strengths that maybe they don't even know. 302 00:15:27,240 --> 00:15:32,040 I've said to many of my reps in the past or even my current employees, God put a light 303 00:15:32,040 --> 00:15:33,800 on you and it's not yours to put out. 304 00:15:34,200 --> 00:15:39,480 And so if they're not bringing that out, I see that as my job is to help them identify 305 00:15:39,480 --> 00:15:44,680 what that is, create something that's masterful or that they're master level at, find their 306 00:15:44,680 --> 00:15:46,280 niche and get them to stand out. 307 00:15:46,280 --> 00:15:50,520 And so I think that's where this whole branding passion of mine comes from is I've been 308 00:15:50,520 --> 00:15:53,960 branding my reps for years because that's how you get promoted. 309 00:15:53,960 --> 00:15:58,280 And that's how you stand out from everyone else that looks just like you and maybe doing 310 00:15:58,280 --> 00:15:59,000 the same thing. 311 00:15:59,000 --> 00:16:08,040 But on the other side, when it comes to business, the vision I have is to do the right thing 312 00:16:08,040 --> 00:16:12,440 for every client we have and to do something extra special. 313 00:16:12,440 --> 00:16:18,200 So Tribe for us, when we founded it and built it out, some of our tenants is to be concierge 314 00:16:18,200 --> 00:16:19,800 focus and client based. 315 00:16:19,800 --> 00:16:25,800 And we meet everyone where they are, whether they have a unique value proposition or a 316 00:16:25,800 --> 00:16:30,120 mission and vision already scripted out or they're starting from scratch. 317 00:16:30,120 --> 00:16:33,560 And either way, we're going to help them get to the promised land. 318 00:16:33,560 --> 00:16:36,120 We want them to be the best in class. 319 00:16:36,840 --> 00:16:40,680 And I heard this from someone else's podcast and I've just continued to steal it. 320 00:16:41,800 --> 00:16:45,400 But it's better to be best known than to be best. 321 00:16:45,400 --> 00:16:49,480 And if you can be both great, but right out of the gate, as you're starting a business, 322 00:16:49,480 --> 00:16:51,400 you strive for being best known. 323 00:16:52,200 --> 00:16:57,400 And so for our clients, that's the number one motivation behind the brand is we want 324 00:16:57,400 --> 00:16:59,800 to make sure it's not a cookie cutter brand. 325 00:17:00,440 --> 00:17:05,560 It's going to reach a very large audience and it's going to speak to them and convert 326 00:17:05,560 --> 00:17:06,120 into sales. 327 00:17:07,320 --> 00:17:07,820 Nice. 328 00:17:09,080 --> 00:17:10,840 Who is the podcast you heard the quote from? 329 00:17:12,280 --> 00:17:14,760 I think it was Grant Cardone, to be honest. 330 00:17:14,760 --> 00:17:15,480 Oh, there you go. 331 00:17:15,480 --> 00:17:16,040 Okay. 332 00:17:16,040 --> 00:17:18,120 So we give Grant credits, no longer stolen. 333 00:17:18,120 --> 00:17:21,080 I'm giving him credit. It was like one of the 10 X things. 334 00:17:21,080 --> 00:17:22,520 It was one of the 10 X things. 335 00:17:23,480 --> 00:17:23,960 That's cool. 336 00:17:23,960 --> 00:17:29,320 I think I modified it slightly, but I totally aligned with that because good marketing gets 337 00:17:29,320 --> 00:17:34,280 you best known and not all the best people are best known. 338 00:17:34,280 --> 00:17:35,160 And that's sad. 339 00:17:35,160 --> 00:17:38,280 That's a disservice to the community you're serving. 340 00:17:38,280 --> 00:17:42,520 If you're the best in your space and no one knows about you, shame on you. 341 00:17:44,040 --> 00:17:46,440 That's rough, but I feel for it. 342 00:17:46,440 --> 00:17:55,320 I like to say that the best pill rarely wins and that's the travesty, the market. 343 00:17:55,320 --> 00:17:56,840 Marketing typically wins. 344 00:17:56,840 --> 00:18:03,000 And so if we had the cure for cancer, we probably wouldn't hear about it the first time around 345 00:18:03,000 --> 00:18:07,160 when it comes out because it probably won't get marketed the right way. 346 00:18:07,160 --> 00:18:08,920 And there is a travesty there. 347 00:18:09,880 --> 00:18:13,400 And hopefully we grow into honoring that. 348 00:18:13,400 --> 00:18:17,320 Also, I love that you mentioned that it comes from Grant Cardone because people know that 349 00:18:18,120 --> 00:18:18,920 I tend to... 350 00:18:21,320 --> 00:18:22,040 How do I say this? 351 00:18:22,040 --> 00:18:25,560 I love Grant Cardone and I do not love his methods. 352 00:18:25,560 --> 00:18:27,400 I do not love his methods. 353 00:18:27,400 --> 00:18:28,040 No, no. 354 00:18:28,600 --> 00:18:33,880 A lot of his frameworks are very manipulative, but as a human being and as a person, I love him. 355 00:18:33,880 --> 00:18:35,640 And he's learning just like me. 356 00:18:35,640 --> 00:18:37,560 I got things to learn and work on myself. 357 00:18:37,560 --> 00:18:41,080 So I'm glad you honored us with that quote because I do fill the quote. 358 00:18:41,080 --> 00:18:42,840 You mentioned branding your reps. 359 00:18:43,400 --> 00:18:45,400 Do you see your team members as leaders? 360 00:18:45,400 --> 00:18:46,760 Absolutely. 361 00:18:46,760 --> 00:18:51,560 100% of anyone I hire, I believed in from the interview. 362 00:18:51,560 --> 00:18:55,320 I wouldn't hire anyone that I didn't think had chops to be the next leader. 363 00:18:55,960 --> 00:18:59,960 And I think a strong leader, someone that feels confident in what they bring to the 364 00:18:59,960 --> 00:19:01,640 table is not in it for power. 365 00:19:02,280 --> 00:19:04,120 They're in it to enable others. 366 00:19:04,120 --> 00:19:06,920 And so that's always been my principle in leadership. 367 00:19:06,920 --> 00:19:11,320 I had great mentors that had that same approach with me when I was very young 368 00:19:11,320 --> 00:19:14,680 and they took a chance on me and really molded me into who I am today. 369 00:19:14,680 --> 00:19:16,760 And so I pay that forward. 370 00:19:16,760 --> 00:19:19,000 I hire great people. 371 00:19:19,000 --> 00:19:21,800 I try to, and I have a pretty good track record about it. 372 00:19:21,800 --> 00:19:23,800 I focus on what's raw to them. 373 00:19:23,800 --> 00:19:25,000 I look at the raw talent. 374 00:19:25,000 --> 00:19:29,160 I look if there's a light within, meaning are they innerly lit? 375 00:19:29,160 --> 00:19:34,440 Do they have a pilot light or do I have to go and charge it every single day when they're in the field? 376 00:19:34,440 --> 00:19:39,560 I'm looking for people that had success in the past because that's honestly going to repeat itself in the future. 377 00:19:40,200 --> 00:19:41,160 So, yeah. 378 00:19:41,160 --> 00:19:41,880 Cool. 379 00:19:41,880 --> 00:19:42,040 Yeah. 380 00:19:42,040 --> 00:19:43,800 I mean, to me, it's funny. 381 00:19:43,800 --> 00:19:48,680 It pulls it full circle for that creating power for your brand to showcase your leadership. 382 00:19:48,680 --> 00:19:51,240 You just said you brand your reps. 383 00:19:51,240 --> 00:19:52,120 Absolutely. 384 00:19:52,120 --> 00:19:55,400 And that does showcase the leadership of your brand. 385 00:19:55,400 --> 00:20:03,240 And so moving into your personal vision, what's your vision for yourself over the next 5, 10, 20 years, 400 years? 386 00:20:03,240 --> 00:20:04,600 How do you want to look at that? 387 00:20:04,600 --> 00:20:05,800 Take over the world. 388 00:20:05,800 --> 00:20:07,080 No, I'm just kidding. 389 00:20:07,080 --> 00:20:07,800 All right, Pinky. 390 00:20:10,440 --> 00:20:13,720 No, I want to be the best person I can be. 391 00:20:13,720 --> 00:20:15,400 And I want to be my best self. 392 00:20:16,280 --> 00:20:21,240 Whatever God intended me to be and do is what I want for myself. 393 00:20:21,240 --> 00:20:24,120 And that's why I decided to leave corporate. 394 00:20:24,120 --> 00:20:28,520 And after a very long and successful career in corporate, no regrets. 395 00:20:28,520 --> 00:20:29,640 That was my journey. 396 00:20:29,640 --> 00:20:32,520 But I felt like I had so much more to do. 397 00:20:32,520 --> 00:20:34,520 And so much more to give. 398 00:20:34,520 --> 00:20:40,120 And so for me, my personal vision is to see out what my purpose is here. 399 00:20:40,120 --> 00:20:43,000 And to also inspire others to do the same. 400 00:20:43,000 --> 00:20:45,880 And that sounds really grandiose. 401 00:20:46,520 --> 00:20:50,120 But anyone who knows me or anyone who's listening knows that that's how I live my life. 402 00:20:50,680 --> 00:20:51,960 I just really do. 403 00:20:51,960 --> 00:20:57,960 And so I've always had this saying on my former sales teams that you've just joined a high performance team. 404 00:20:57,960 --> 00:21:02,440 And if you're looking to kick your feet up on your desk and just mail it in, this is not the team for you. 405 00:21:02,440 --> 00:21:05,960 It's not going to work out between you and I. 406 00:21:05,960 --> 00:21:12,040 And it's not going to work for the team because the team only wants people that are better than them to join the team. 407 00:21:12,760 --> 00:21:14,760 And so that's just been a principle of mine. 408 00:21:14,760 --> 00:21:18,520 And I, you know, I'm super competitive. 409 00:21:18,520 --> 00:21:21,640 So I want to win, obviously, but with purpose. 410 00:21:21,640 --> 00:21:28,280 I want to do something meaningful, make a lasting impression through my work. 411 00:21:28,280 --> 00:21:35,000 And my goal is to hit my revenue goal for this year, just to get really personal. 412 00:21:35,000 --> 00:21:42,680 If I hit my revenue goal, I'm going to contribute a very large sum to the human trafficking project that Tim Tebow leads. 413 00:21:43,400 --> 00:21:53,640 And so I feel like I work hard, one, to reward my family, which I have a big family, but also to allow myself the ability to give back. 414 00:21:54,280 --> 00:21:55,960 So that's my personal vision. 415 00:21:55,960 --> 00:21:57,480 I love that. 416 00:21:57,480 --> 00:22:00,280 You are on a show called Vision Pros. 417 00:22:00,280 --> 00:22:03,560 So we are all about grandiose visions. 418 00:22:03,560 --> 00:22:09,720 That is our standard, mine being to bridge the economic gap between North America and South America. 419 00:22:11,400 --> 00:22:13,880 And so we've we're all about that here. 420 00:22:13,880 --> 00:22:15,320 Feel free to bring that fully. 421 00:22:15,320 --> 00:22:26,040 I'm also a big supporter of Operation Underground Railroad Hour, which is also a leader in the space of preventing and stopping human trafficking. 422 00:22:26,920 --> 00:22:27,880 So I love that. 423 00:22:27,880 --> 00:22:28,760 Appreciate you for that. 424 00:22:29,320 --> 00:22:33,080 What's your what's your worst leadership experience ever look like? 425 00:22:34,200 --> 00:22:38,040 I laugh at this question because it said, don't say you don't have one. 426 00:22:38,040 --> 00:22:43,800 It's not that I don't have one, and I'm happy to give you some because you're asking, but I don't live my life like that. 427 00:22:43,800 --> 00:22:46,600 That's the part that was funny to me about this question. 428 00:22:46,600 --> 00:22:54,520 I don't I don't really fixate on things that didn't work, and I don't consider things that didn't work. 429 00:22:55,080 --> 00:22:55,640 Worst. 430 00:22:55,640 --> 00:22:58,920 I look at them all as lessons, whether they worked for me or not. 431 00:22:58,920 --> 00:22:59,640 They were all lessons. 432 00:22:59,640 --> 00:23:03,640 They were all part of the journey, and they usually all led to something that was much more fruitful. 433 00:23:03,640 --> 00:23:07,960 So that's just kind of reframing it. It's not like the worst experience. 434 00:23:08,680 --> 00:23:15,960 I don't use that terminology, but to answer your question, two things that are a bummer for me from a leadership perspective. 435 00:23:16,760 --> 00:23:27,800 One, if my culture and the way that I run teams, which I have had multiple teams at multiple companies, so I have a very distinct craft and culture that I try to create, which is a very tight knit group. 436 00:23:28,120 --> 00:23:29,560 We spend a lot of time together. 437 00:23:29,560 --> 00:23:31,960 We have a ton of fun that we work together. 438 00:23:31,960 --> 00:23:34,520 We have a ton of fun that we work our butts off. 439 00:23:35,000 --> 00:23:41,960 And if that culture is not aligned with the parent company that I'm working for at that time, that can be a real bummer. 440 00:23:42,200 --> 00:23:49,400 And I have had an experience twice where I jumped from one leadership team to another company. 441 00:23:49,400 --> 00:23:52,680 And when I got there, I was hoping I could just take my same playbook and apply it. 442 00:23:52,680 --> 00:23:56,840 And it didn't fit in their leadership culture. 443 00:23:56,840 --> 00:24:03,240 They weren't as close to their people as I was, and they weren't as indulgent to their people. 444 00:24:03,240 --> 00:24:12,680 So that is one bad experience because you have to find a way to then create a microculture and not let the parent culture overwhelm your team. 445 00:24:12,680 --> 00:24:16,360 So you have to really insulate them if you're wanting to keep the culture alive. 446 00:24:16,360 --> 00:24:25,800 And then the other worst experience would be if someone is forced on me, if I'm forced to hire someone. 447 00:24:25,800 --> 00:24:27,320 I've had that experience as well. 448 00:24:28,120 --> 00:24:30,360 I take hiring very seriously. 449 00:24:30,360 --> 00:24:32,680 I believe in hiring tough and managing easy. 450 00:24:33,240 --> 00:24:41,000 So if you take your time in the hiring process, you really vet out who that person is and how they're going to show up, then you can manage them really easily. 451 00:24:41,000 --> 00:24:47,880 But if you are quick to make decisions and just bring someone on as a head, it's going to be a miserable existence for you as a leader. 452 00:24:48,440 --> 00:24:51,640 And these days, it's really hard to get someone out once you've brought them on. 453 00:24:51,640 --> 00:24:58,600 So those are kind of the two areas that give me a little bit of heartburn with respect to leadership. 454 00:24:58,600 --> 00:25:01,960 But again, those are learning opportunities. 455 00:25:01,960 --> 00:25:03,320 So I don't think of them as worse. 456 00:25:04,120 --> 00:25:04,620 Yeah. 457 00:25:05,320 --> 00:25:06,760 Well said. 458 00:25:06,760 --> 00:25:08,600 On the examples, thank you for that. 459 00:25:08,600 --> 00:25:11,000 I'm going to share my screen a little bit for everybody. 460 00:25:11,560 --> 00:25:16,840 And this is just, again, for paradigm's sake, you said that we said don't share. 461 00:25:16,840 --> 00:25:22,120 And for everybody who's watching, you get the chance to see behind the scenes of how we prepare for these opportunities. 462 00:25:23,000 --> 00:25:28,280 And one of my principles is I try really hard never to tell anybody what to do. 463 00:25:29,160 --> 00:25:30,680 I invite people to take action. 464 00:25:30,680 --> 00:25:40,200 So for this context, if you say that I don't have a bad experience, the audience may assume that you either have no experience or that you're lying. 465 00:25:40,200 --> 00:25:41,640 Now, you didn't do that at all. 466 00:25:41,640 --> 00:25:47,560 You came in and shared a great example and story of how there's a situation that could be optimized. 467 00:25:47,560 --> 00:25:48,360 Right. 468 00:25:48,360 --> 00:26:00,120 And so we're certainly, in fact, another episode, the chief of staff of the United States Department of Defense, Kevin Wayne Johnson came on. 469 00:26:00,120 --> 00:26:11,000 And he had one of my favorite answers for worst leadership experiences and how that worked out and how he views most of his opportunities. 470 00:26:11,000 --> 00:26:21,080 Very similar to yours in terms of I look for the growth opportunities and the experience while making space for different people's word choices. 471 00:26:21,880 --> 00:26:25,160 So what's your best leadership experience? 472 00:26:25,160 --> 00:26:28,120 Or if you want to call it something else, it's totally fine, too. 473 00:26:28,600 --> 00:26:34,280 But for the sake of I'm not going to read your vernacular, the entire podcast. 474 00:26:35,560 --> 00:26:37,720 No, those are easy. 475 00:26:37,720 --> 00:26:46,680 There's so many I could count on, but the two that are like pivotal in my career and just highlights of my leadership is getting getting my team promoted. 476 00:26:46,680 --> 00:26:51,080 That's the number one lot in life for a leader or at least a non self-serving leader. 477 00:26:51,080 --> 00:26:51,400 Right. 478 00:26:51,400 --> 00:26:56,520 So I've had a large amount of people I've hired and groomed get promoted. 479 00:26:56,520 --> 00:27:02,360 In fact, one of my former employees is now backfilling my position when I left my last position. 480 00:27:02,360 --> 00:27:09,640 And that brings me so much joy getting to see these people where maybe they came in with one or two years of experience. 481 00:27:09,640 --> 00:27:13,160 We got an opportunity to work together and help them on their blind spots. 482 00:27:13,720 --> 00:27:16,680 And they take the feedback and run with it. 483 00:27:16,680 --> 00:27:26,280 And they're all now most of my former team from my job that I just left a year ago are now managers on the same management team I left, which I love. 484 00:27:26,280 --> 00:27:31,560 That's a great, great testament to just what I tried to do in the work. 485 00:27:31,560 --> 00:27:34,200 It's like the fruit from the labor. 486 00:27:34,200 --> 00:27:35,080 That's one. 487 00:27:35,080 --> 00:27:45,640 And then number two that I personally am a fan of is a workshop I do with every team called Who Am I? 488 00:27:45,640 --> 00:27:49,640 And it was inspired by a book I read called Authentic Leadership by Bill George. 489 00:27:50,200 --> 00:27:52,520 And he was a former Medtronic CEO. 490 00:27:52,520 --> 00:27:57,080 And he wrote this book and it really spoke to me that people follow authentic people. 491 00:27:57,080 --> 00:28:06,440 And so if you're not yourself, if you're not the same person you are at home, at work, you know, within reason, obviously, you're not going to be silly all the time if you're silly at home. 492 00:28:06,440 --> 00:28:16,920 But core to your being, like what you stand for, who you are, your moral fiber, if that's not coming through, then you're not going to succeed. 493 00:28:16,920 --> 00:28:19,400 And so I've imparted that on my teams. 494 00:28:19,400 --> 00:28:25,800 When we have a new team or even if we're just doing a whiteboard activity with our team, we do this Who Am I? exercise. 495 00:28:25,800 --> 00:28:30,840 It has been profound how many people have found themselves through that. 496 00:28:30,840 --> 00:28:33,800 And at some point, I'm going to market that. 497 00:28:33,800 --> 00:28:40,760 I'm going to package it and sell it because it's been such a great way to break down barriers on teams. 498 00:28:40,760 --> 00:28:46,120 But also, I think it's the opportunity for everyone to get to really know each other at a deep level. 499 00:28:46,120 --> 00:28:47,880 There's a lot of tears usually. 500 00:28:47,880 --> 00:28:51,400 First timers to this get really uncomfortable. 501 00:28:51,400 --> 00:28:54,120 But anyone that's done it in the past with me, we do it every year. 502 00:28:54,120 --> 00:28:56,040 They're like, oh, yeah, I know this now. 503 00:28:56,040 --> 00:28:57,160 And now they've got it down. 504 00:28:57,160 --> 00:29:02,440 But basically, they have to answer the Who Am I? question without saying what they do for a living. 505 00:29:02,440 --> 00:29:05,640 So that's like the one thing you carve out. 506 00:29:05,640 --> 00:29:17,560 And you'd be surprised how much people break down and not like in a sappy way, but break down barriers with their team members and really just get more understood. 507 00:29:17,560 --> 00:29:24,520 And then also, I give an opportunity for their peers blindly to say, who is that person? 508 00:29:24,520 --> 00:29:26,840 And then we merge the two lanes. 509 00:29:26,840 --> 00:29:29,320 So they reveal who they are to their core. 510 00:29:29,320 --> 00:29:34,520 And then the team members, we put it in a wordle so that it's anonymized. 511 00:29:34,520 --> 00:29:41,240 But it basically is all the adjectives that people describe that person before they got to hear their Who Am I? pitch. 512 00:29:41,240 --> 00:29:48,760 And the goal of this exercise is to have what people see you as is identical to how you see yourself. 513 00:29:48,760 --> 00:29:54,360 And if there's really big gaps, that's some self-work that needs to happen. 514 00:29:54,360 --> 00:29:55,400 And that's fine. 515 00:29:55,400 --> 00:29:58,360 Identifying it as a majority of the problem, right? 516 00:29:58,360 --> 00:30:00,040 Or a majority of the opportunity. 517 00:30:00,040 --> 00:30:00,760 Yeah. 518 00:30:00,760 --> 00:30:04,200 So that's just been such a fun thing to lead. 519 00:30:04,200 --> 00:30:08,920 And I've done it for years, probably 5 to 10 years of my leadership experience. 520 00:30:08,920 --> 00:30:12,680 I ran that, and I would highlight that as a peak of my leadership experience. 521 00:30:12,680 --> 00:30:13,800 I love that. 522 00:30:13,800 --> 00:30:15,400 It actually doesn't surprise me at all. 523 00:30:16,120 --> 00:30:19,480 Because one of my favorite chapters of any book out there, 524 00:30:19,480 --> 00:30:23,240 that's one of the most impactful chapters that any visionary can read, 525 00:30:23,240 --> 00:30:29,400 is chapter one of You Can't Teach a Kid to Ride a Bike at a Seminar by David Sandler. 526 00:30:29,400 --> 00:30:32,440 And in chapter one, he describes your R versus your I. 527 00:30:32,440 --> 00:30:38,920 And how when we define ourselves based on our role, we have ups and downs in life. 528 00:30:38,920 --> 00:30:41,080 Because we have ups and downs in all of our roles. 529 00:30:41,640 --> 00:30:46,440 Yet, if we define ourselves based on our true identity, our intrinsic value, 530 00:30:47,240 --> 00:30:50,680 then we can be stabilized no matter what's happening in our role. 531 00:30:50,680 --> 00:30:54,600 No matter how well we did on stage or if we fell trying to climb onto it, et cetera. 532 00:30:54,600 --> 00:30:56,840 There's all sorts of opportunity there. 533 00:30:56,840 --> 00:31:01,400 And we double down on that as well with a passions assessment for everybody who comes into our company. 534 00:31:01,400 --> 00:31:07,240 Whether it's client or team member, we explore what our true passions are 535 00:31:07,240 --> 00:31:11,800 so that we can then empower each other to live by those passions. 536 00:31:11,800 --> 00:31:15,880 One thing you also mentioned was, and I love that you dictated this, 537 00:31:15,880 --> 00:31:18,120 most people may not catch it with a book like that, 538 00:31:18,840 --> 00:31:23,640 that just because you change in your role, so to speak, 539 00:31:23,640 --> 00:31:27,000 or when I hold a baby who's four days old, 540 00:31:27,000 --> 00:31:30,200 compared to how I talk to my 18 year old child, 541 00:31:30,200 --> 00:31:31,720 I don't have, I have a 12 year old child, 542 00:31:31,720 --> 00:31:34,920 so compared to how I talk to the two, it's a different experience. 543 00:31:34,920 --> 00:31:37,960 Or when I speak Spanish compared to when I speak English, 544 00:31:37,960 --> 00:31:42,360 there's cultural nuances, there's cadence and tone differences. 545 00:31:42,360 --> 00:31:46,440 Some people would see that as a change in who you are. 546 00:31:47,000 --> 00:31:50,680 In reality, it's a respect, it's learning to respect 547 00:31:50,680 --> 00:31:55,400 and bring forth different virtues in different ways at different times 548 00:31:55,400 --> 00:31:57,720 based on to honor the relationship at hand. 549 00:31:57,720 --> 00:31:58,840 That's what I would say. 550 00:31:58,840 --> 00:32:00,600 So I'm glad you highlighted that. 551 00:32:00,600 --> 00:32:03,560 If this were your last opportunity, Stephanie, 552 00:32:03,560 --> 00:32:07,400 to share one powerful lesson with visionaries 553 00:32:07,400 --> 00:32:10,680 that they can learn from your experience, what would that lesson be? 554 00:32:12,680 --> 00:32:15,800 Again, I have so many, but I would crystallize it down to one 555 00:32:15,800 --> 00:32:17,640 that would be the most return. 556 00:32:17,640 --> 00:32:22,280 So if you're a leader or you're a future leader or an aspiring leader 557 00:32:24,600 --> 00:32:27,160 and you don't have emotional intelligence, 558 00:32:27,160 --> 00:32:27,960 get the book. 559 00:32:27,960 --> 00:32:29,560 It's written by Travis Bradbury. 560 00:32:29,560 --> 00:32:33,160 I'm constantly touting this book, but it had the biggest impact on me. 561 00:32:33,880 --> 00:32:36,280 And I took it a step further because I had a team at the time 562 00:32:36,280 --> 00:32:39,720 that was struggling with emotional intelligence, especially generationally, 563 00:32:39,720 --> 00:32:46,360 that doesn't really seem to be translating in the Gen Z and beyond 564 00:32:47,000 --> 00:32:51,240 because a lot of their communication styles were in text and written form. 565 00:32:51,240 --> 00:32:55,320 And so they're not great on managing emotions. 566 00:32:55,320 --> 00:32:59,240 Everything's so, you know, microwave society right now. 567 00:32:59,240 --> 00:33:01,720 Everything's immediate impact, immediate gratification. 568 00:33:01,720 --> 00:33:07,480 And sometimes it's best to take a pause from whatever is coming your way. 569 00:33:07,480 --> 00:33:11,240 And emotional intelligence is the space between stimulus and response. 570 00:33:11,240 --> 00:33:12,840 That's the best way to put it. 571 00:33:13,640 --> 00:33:17,080 So if you have stimulus coming at you, either it's a triggering text, 572 00:33:17,080 --> 00:33:22,920 a triggering email, a barking coworker, a parent, a child, whatever, 573 00:33:22,920 --> 00:33:26,920 and you're not allowing that appropriate space for your brain 574 00:33:26,920 --> 00:33:30,120 to have the blood in your extremities go back to logic, 575 00:33:30,680 --> 00:33:32,600 then you're doing yourself a disservice. 576 00:33:32,600 --> 00:33:38,440 And so I really made a switch on how I led and managed my teams 577 00:33:38,440 --> 00:33:40,920 with really maintaining emotional intelligence. 578 00:33:40,920 --> 00:33:44,920 And the nice thing about emotional intelligence versus intellectual intelligence, 579 00:33:44,920 --> 00:33:50,520 IQ you're born with, EQ you can foster, and it's a learned behavior. 580 00:33:50,520 --> 00:33:54,440 You have to learn what triggers you and then you have to give yourself that space. 581 00:33:54,440 --> 00:33:57,880 Whether it's 24 hours before you respond to the email or text, 582 00:33:57,880 --> 00:33:59,640 or maybe you need two weeks. 583 00:33:59,640 --> 00:34:04,680 It's when you're feeling logical and you have a logical ability to respond. 584 00:34:04,680 --> 00:34:09,720 And so I actually had this book be part of our team's book club. 585 00:34:09,720 --> 00:34:14,360 And each week, one of the reps on our team took a chapter, read it, 586 00:34:14,360 --> 00:34:18,040 and then would present it back to our team just to keep the book going. 587 00:34:18,040 --> 00:34:23,160 But I know from so many of my former reps that that was really impactful for them. 588 00:34:23,160 --> 00:34:27,160 And they've kind of kept that in their arsenal for the future. 589 00:34:27,720 --> 00:34:31,560 But I feel like that is honestly, even in politics, it's missing. 590 00:34:32,120 --> 00:34:36,200 If everyone could just dust off the book, I'm sure there are several books now 591 00:34:36,200 --> 00:34:38,920 written about emotional intelligence, but the one that I read, 592 00:34:38,920 --> 00:34:42,840 and actually just came out with a second one because I was just messaging back and forth with him. 593 00:34:44,040 --> 00:34:45,640 I don't know the name of it. Sorry, Travis. 594 00:34:45,640 --> 00:34:50,040 But basically the first one I read, emotional intelligence 2.0. 595 00:34:50,760 --> 00:34:56,760 I have a ton of other books that I'd recommend, but if I had to give one, that's it. 596 00:34:56,760 --> 00:34:59,960 That was the one. That's awesome. 597 00:34:59,960 --> 00:35:03,640 And I appreciate the idea and the book reference too, 598 00:35:03,640 --> 00:35:05,240 because it helps us dig further into it. 599 00:35:05,240 --> 00:35:11,400 Myself, I don't know which comes first, but I know that I'm a healer at my core 600 00:35:11,400 --> 00:35:14,760 and I'm a protector of my core. 601 00:35:14,760 --> 00:35:19,000 And sometimes those two things don't coincide super well. 602 00:35:20,200 --> 00:35:24,040 I will say for all you Gen Z people listening, I think it's bull crap 603 00:35:24,040 --> 00:35:26,040 that the generation is the problem. 604 00:35:26,840 --> 00:35:29,000 And I just got to say that strong for them. 605 00:35:29,000 --> 00:35:31,400 I love you too though, Stephanie, as a leader. 606 00:35:31,400 --> 00:35:34,760 What I will say though is Gen Z has certain, 607 00:35:34,760 --> 00:35:37,400 and I love that Simon Sinek talked about this too recently. 608 00:35:37,960 --> 00:35:42,200 They have certain access to emotional intelligence that our generations 609 00:35:42,200 --> 00:35:44,440 can't comprehend and haven't tackled through yet. 610 00:35:44,440 --> 00:35:49,400 And the other generations too, there's no better generation than any other, 611 00:35:49,400 --> 00:35:53,640 as much as there's opportunity for all of us to learn from each other's strengths on that. 612 00:35:54,200 --> 00:35:58,680 And I love to pick on one of the older generations, it's beyond yours and mine. 613 00:35:58,680 --> 00:36:02,200 And that who invented the microwave? 614 00:36:02,200 --> 00:36:03,240 It's beyond ours. 615 00:36:03,240 --> 00:36:06,680 The person who invented the microwave, right? 616 00:36:06,680 --> 00:36:09,480 And the generation who established that, 617 00:36:09,480 --> 00:36:14,760 has taught the younger generation how to live by the law of the microwave 618 00:36:14,760 --> 00:36:16,280 and the law of entitlement. 619 00:36:17,080 --> 00:36:20,040 And so we do have an opportunity there to look at and say, okay, 620 00:36:20,600 --> 00:36:24,440 what can my generation learn from said younger generation? 621 00:36:25,160 --> 00:36:30,600 As I also strive to help invite them to make room for some of the wisdom 622 00:36:30,600 --> 00:36:33,720 that comes from the experience of those years past. 623 00:36:33,720 --> 00:36:37,640 And when we look at it from my perspective, again, this is a very important point. 624 00:36:37,640 --> 00:36:40,840 When we look at it from my perspective, again, this is for the whole audience. 625 00:36:40,840 --> 00:36:44,600 When we look at life with this win, win, win opportunity of, 626 00:36:44,600 --> 00:36:48,120 well, there's a lot of abundance and we can all come together 627 00:36:48,120 --> 00:36:50,920 and learn from each other's harmonies and there's no shame. 628 00:36:50,920 --> 00:36:54,520 And what you do, there's no shame in what I do. 629 00:36:54,520 --> 00:36:56,520 We're constantly changing and shifting. 630 00:36:56,520 --> 00:37:01,640 And that's what namaste is all about in yoga, is my soul where I'm at, 631 00:37:01,640 --> 00:37:04,120 I honor your soul where you're at. 632 00:37:04,120 --> 00:37:07,720 So when you said I have so many powerful lessons, 633 00:37:07,720 --> 00:37:10,760 my thought process was no, duh, you're a human being. 634 00:37:11,320 --> 00:37:15,560 But it was also, wait a second, she's trying to isolate on her most powerful. 635 00:37:16,120 --> 00:37:20,040 And, you know, I'm not sure what causes you to feel the need to say it, 636 00:37:20,600 --> 00:37:23,560 but I just want you to know you were divine. 637 00:37:24,600 --> 00:37:27,560 You have so much wisdom within you to give. 638 00:37:27,560 --> 00:37:31,640 And so it's naturally going to take some time to grab that one powerful lesson. 639 00:37:31,640 --> 00:37:33,000 And I hope that the audience too, 640 00:37:33,000 --> 00:37:35,640 those who are gravitating toward this recognize like, wow, 641 00:37:35,640 --> 00:37:40,200 there's a whole depth of opportunities beyond this that I can learn from Stephanie 642 00:37:40,200 --> 00:37:44,520 based on all the many experiences that she's had in med tech, that she's had in life, et cetera. 643 00:37:44,520 --> 00:37:46,120 And I see that clearly. 644 00:37:47,480 --> 00:37:51,640 If we can, we've got about eight minutes left. 645 00:37:51,640 --> 00:37:57,960 I'd love to shift into branding or leadership, whichever one you want to go into. 646 00:37:57,960 --> 00:37:59,480 What would you prefer? 647 00:37:59,480 --> 00:38:03,160 Which one's going to be most helpful for the visionaries listening in? 648 00:38:04,600 --> 00:38:08,680 Well, I cover branding quite a bit and most of my social media, 649 00:38:08,680 --> 00:38:11,160 because obviously I'm the founder of Tribe Agency, 650 00:38:11,160 --> 00:38:15,080 which is a brand strategist and digital marketing agency. 651 00:38:15,080 --> 00:38:16,520 And we're a consulting firm. 652 00:38:16,520 --> 00:38:20,280 So I would probably leave that alone if I had eight minutes 653 00:38:20,280 --> 00:38:25,320 and I would focus on kind of going back to what we were just talking about. 654 00:38:25,320 --> 00:38:31,320 One, I also love Gen Z years because I have 20 year old twins. 655 00:38:32,600 --> 00:38:34,440 You're deep in the thick of it. 656 00:38:34,440 --> 00:38:34,940 Yes. 657 00:38:36,040 --> 00:38:38,680 And I have a ton of nieces and nephews that are millennials. 658 00:38:38,680 --> 00:38:44,840 And so going back to emotional intelligence, and I mean, I just can't impart this on people. 659 00:38:44,840 --> 00:38:48,840 If your primary audience is leaders or people that want to be leaders, 660 00:38:48,840 --> 00:38:50,920 I cannot impart it on you enough. 661 00:38:50,920 --> 00:38:53,320 This is independent of generation. 662 00:38:53,320 --> 00:38:56,600 This knowledge, whether you came out of the womb with it, 663 00:38:56,600 --> 00:38:59,560 you were taught by your parents or you've never heard of it, 664 00:38:59,560 --> 00:39:03,400 can be acquired by any generation, including boomers. 665 00:39:03,400 --> 00:39:07,640 Because I think boomers actually lack emotional intelligence, i.e. Donald Trump. 666 00:39:07,640 --> 00:39:08,140 Times. 667 00:39:11,320 --> 00:39:12,840 They all have things to learn. 668 00:39:12,840 --> 00:39:17,960 And I think they'd be so more powerful because the sign of a strong person 669 00:39:17,960 --> 00:39:21,880 is a maintained temperament. 670 00:39:21,880 --> 00:39:26,360 And when you get too high or too low and you're not just steady, 671 00:39:27,000 --> 00:39:28,120 it's a sign of weakness. 672 00:39:28,680 --> 00:39:31,240 And so I think so. 673 00:39:31,240 --> 00:39:35,080 And I think especially in business, and I'm only coming from a business perspective. 674 00:39:35,080 --> 00:39:38,120 I'm not speaking to the emotional and personal life. 675 00:39:38,120 --> 00:39:39,400 I mean, people have feelings. 676 00:39:39,400 --> 00:39:40,040 And I always think that. 677 00:39:40,040 --> 00:39:40,920 It sounds general. 678 00:39:40,920 --> 00:39:43,000 So you're speaking in generality. 679 00:39:43,000 --> 00:39:45,160 So that's why I interject a little bit. 680 00:39:45,160 --> 00:39:47,720 Yeah. So I tell my kids, feel your feelings. 681 00:39:47,720 --> 00:39:52,280 I think we're also as a society trying to shut people's feelings down. 682 00:39:52,280 --> 00:39:54,840 And that is the worst possible thing you can do 683 00:39:55,480 --> 00:39:58,120 because they're going to find a way to self-pacify. 684 00:39:58,680 --> 00:40:01,800 And so I think feelings are there for a reason. 685 00:40:01,800 --> 00:40:03,480 Don't pacify them. 686 00:40:03,480 --> 00:40:06,600 Don't self-medicate to get rid of them. 687 00:40:06,600 --> 00:40:07,400 I'm a big fan. 688 00:40:07,400 --> 00:40:09,880 If you have a feeling of anxiety, are you feeling an oppression? 689 00:40:09,880 --> 00:40:12,840 Are you feeling sad or lonely or whatever the feeling is? 690 00:40:12,840 --> 00:40:13,640 Feel the feeling. 691 00:40:13,640 --> 00:40:14,600 It's there for a reason. 692 00:40:15,320 --> 00:40:17,240 But with respect to emotional intelligence, 693 00:40:17,240 --> 00:40:19,240 I just am such a poster child for it. 694 00:40:19,240 --> 00:40:22,520 I am a strong believer it can make you more powerful, 695 00:40:22,520 --> 00:40:25,080 both in your personal life and in your professional life, 696 00:40:25,080 --> 00:40:26,280 if you allow that space. 697 00:40:27,160 --> 00:40:31,640 And then secondly, when you identified as a healer, 698 00:40:31,640 --> 00:40:32,520 I'm like 100%. 699 00:40:33,400 --> 00:40:36,920 You have a very healing, calming energy. 700 00:40:36,920 --> 00:40:38,040 And that comes through. 701 00:40:38,040 --> 00:40:39,880 So you're clearly in the right place. 702 00:40:40,680 --> 00:40:42,360 So kudos to you on that. 703 00:40:42,360 --> 00:40:45,160 And then something that you had mentioned earlier, 704 00:40:45,160 --> 00:40:47,640 and it was funny because it's one of my favorite quotes, 705 00:40:47,640 --> 00:40:50,520 and it's probably going to be a social media post at some point. 706 00:40:50,520 --> 00:40:52,440 But you had said an iteration of this, 707 00:40:52,440 --> 00:40:54,280 but I'll just tell you my iteration of it is, 708 00:40:54,920 --> 00:40:57,400 perfection is the poison of progress. 709 00:40:58,440 --> 00:41:01,880 And it's coming from a former perfectionist. 710 00:41:01,880 --> 00:41:04,680 And so when you get into becoming an entrepreneur, 711 00:41:05,480 --> 00:41:06,680 you cannot be a perfectionist. 712 00:41:07,240 --> 00:41:08,120 It's gone. 713 00:41:08,120 --> 00:41:10,200 There's no chance of those corner. 714 00:41:10,200 --> 00:41:15,080 And I will check myself because I have split hair 715 00:41:15,080 --> 00:41:18,040 or I have three courses that I wrote literally January 716 00:41:18,040 --> 00:41:21,000 of last year, and they just launched at the end of this year 717 00:41:21,000 --> 00:41:24,680 because I was analyzing and paralyzed 718 00:41:24,680 --> 00:41:27,720 on the perfection of it, and the launch needed to be perfect, 719 00:41:27,720 --> 00:41:29,800 and everything needed to be spot on, 720 00:41:29,800 --> 00:41:31,240 and the social media had to be there. 721 00:41:31,960 --> 00:41:35,240 And that just completely will circumvent progress. 722 00:41:35,240 --> 00:41:38,520 And so I really learned good is good enough 723 00:41:38,520 --> 00:41:40,040 in many of the cases. 724 00:41:40,040 --> 00:41:43,320 And I think it also shows a little authenticity. 725 00:41:43,320 --> 00:41:47,960 If everything's so produced and so perfect and so scripted, 726 00:41:47,960 --> 00:41:52,280 it lacks human touch and it doesn't feel authentic. 727 00:41:52,920 --> 00:41:54,680 So that's another thing that you had said 728 00:41:54,680 --> 00:41:56,280 that kind of sat with me is, 729 00:41:56,280 --> 00:42:00,600 I too believe it's the, in my opinion, poison of progress. 730 00:42:02,600 --> 00:42:05,400 There's so much genius in that last segment too 731 00:42:05,400 --> 00:42:08,680 of what you said that if people go back, take notes, 732 00:42:08,680 --> 00:42:11,000 and look at it from different angles, perspectives, 733 00:42:11,000 --> 00:42:14,520 you just covered a wealth of knowledge and what you shared. 734 00:42:17,480 --> 00:42:19,960 So the authenticity aspect is a big component of that. 735 00:42:19,960 --> 00:42:22,840 One of the books that I also recommend on EQ, 736 00:42:23,880 --> 00:42:25,720 it's the best book I've read on the subject 737 00:42:25,720 --> 00:42:26,680 is Tribal Leadership. 738 00:42:27,720 --> 00:42:28,920 I didn't say read. 739 00:42:28,920 --> 00:42:31,800 I've read the first 50 pages of that book. 740 00:42:31,800 --> 00:42:34,200 And the profound impact the book has had, 741 00:42:35,240 --> 00:42:38,840 I've been marinating on those 50 pages for about six months 742 00:42:38,840 --> 00:42:41,880 while reading other books and diving into other materials. 743 00:42:41,880 --> 00:42:46,440 But the ability to recognize the different tribes that exist 744 00:42:46,440 --> 00:42:50,040 and then the ability to transform language of levels 745 00:42:50,040 --> 00:42:52,760 from one to another, helping people go from, 746 00:42:53,800 --> 00:42:55,240 I'm great, but you are not, 747 00:42:56,040 --> 00:42:59,880 to a feeling of we're great, but they are not. 748 00:42:59,880 --> 00:43:03,560 And then to another level of life is great, 749 00:43:04,360 --> 00:43:07,000 which if you're in the life is great, 750 00:43:07,000 --> 00:43:10,040 you have a harder time correlating and relating to 751 00:43:10,040 --> 00:43:13,640 the tribes that feel that life sucks, for instance, 752 00:43:13,640 --> 00:43:15,560 or the office environments, 753 00:43:15,560 --> 00:43:17,560 the show, the office that people love. 754 00:43:17,560 --> 00:43:21,560 I've learned to tolerate the office. 755 00:43:21,560 --> 00:43:22,600 I can't watch it. 756 00:43:22,600 --> 00:43:23,400 I can't either. 757 00:43:23,400 --> 00:43:25,400 It's not my style. 758 00:43:25,400 --> 00:43:28,040 Other than the meme with the guy with the red stapler, 759 00:43:28,040 --> 00:43:30,040 that's about the funniest part I can watch. 760 00:43:30,040 --> 00:43:32,520 The rest of it, I don't have any time for. 761 00:43:32,520 --> 00:43:33,880 I don't watch time. 762 00:43:33,880 --> 00:43:35,800 And our opportunities as leaders, 763 00:43:35,800 --> 00:43:37,880 and those listening in, is to figure out, 764 00:43:37,880 --> 00:43:39,560 okay, if we wanna have an influence, 765 00:43:39,560 --> 00:43:42,440 a greater impact on the sphere of influence in the world, 766 00:43:42,440 --> 00:43:44,360 then there's a dialect. 767 00:43:44,920 --> 00:43:46,680 There's an opportunity to learn, all right, 768 00:43:46,680 --> 00:43:52,200 how do we shift these mentalities from life sucks to 769 00:43:53,400 --> 00:43:54,440 life is great? 770 00:43:55,160 --> 00:43:58,040 And they break down a process for doing so. 771 00:43:58,040 --> 00:44:00,920 And it's built on decades of wisdom. 772 00:44:01,560 --> 00:44:04,600 So again, I would absolutely 100% agree 773 00:44:04,600 --> 00:44:07,640 the more opportunity we spend to learn 774 00:44:07,640 --> 00:44:10,440 for the sake of serving others 775 00:44:10,440 --> 00:44:12,760 and improving our own lives as well, 776 00:44:12,760 --> 00:44:14,840 the more influence we will have. 777 00:44:14,840 --> 00:44:16,520 And that's emotional intelligence, 778 00:44:16,520 --> 00:44:18,520 that's intellectual intelligence, 779 00:44:18,520 --> 00:44:21,400 spiritual intelligence, physical intelligence. 780 00:44:21,400 --> 00:44:23,080 There's a whole lot of opportunities 781 00:44:23,080 --> 00:44:25,080 when we improve our intelligence. 782 00:44:25,080 --> 00:44:26,040 Well, very good. 783 00:44:26,040 --> 00:44:27,080 This was awesome. 784 00:44:27,080 --> 00:44:29,080 Those of you who are listening in, 785 00:44:29,080 --> 00:44:31,800 if you wanna follow Stephanie Pliya, 786 00:44:31,800 --> 00:44:33,640 you can find her on Facebook, 787 00:44:33,640 --> 00:44:35,640 you can find her on Instagram. 788 00:44:35,640 --> 00:44:37,480 We didn't show that one today, 789 00:44:37,480 --> 00:44:38,840 but she's got a great following, 790 00:44:38,840 --> 00:44:40,680 10,000 followers on Instagram. 791 00:44:40,680 --> 00:44:42,360 She's got a great following on LinkedIn. 792 00:44:42,360 --> 00:44:44,520 She's obviously got a huge depth of knowledge 793 00:44:44,520 --> 00:44:46,920 in terms of leadership, med tech and beyond. 794 00:44:46,920 --> 00:44:50,840 I can't put a constraint on the amount of study 795 00:44:50,840 --> 00:44:53,400 and diligence that she's put into her career. 796 00:44:53,400 --> 00:44:55,640 It comes through very clearly, Stephanie. 797 00:44:55,640 --> 00:44:57,080 And so if you wanna follow it, 798 00:44:57,080 --> 00:44:59,640 we'll have these links on the landing page 799 00:44:59,640 --> 00:45:02,440 so that you can go and easily access those. 800 00:45:02,440 --> 00:45:03,960 If you have a question for her though, 801 00:45:03,960 --> 00:45:05,800 and you're busy and you just wanna get it in, 802 00:45:05,800 --> 00:45:06,840 drop it in the comments. 803 00:45:06,840 --> 00:45:08,120 We'll be happy to forward it to her 804 00:45:08,120 --> 00:45:09,720 and make sure that she receives that. 805 00:45:09,720 --> 00:45:11,400 And if you'd like to be on our show, 806 00:45:11,400 --> 00:45:14,440 then definitely don't hesitate to apply. 807 00:45:14,440 --> 00:45:16,520 There's a guest button and an application 808 00:45:16,520 --> 00:45:17,480 that you fill out 809 00:45:17,480 --> 00:45:19,080 and we would love to hear your vision. 810 00:45:19,080 --> 00:45:21,000 Stephanie, thank you so much for being here today. 811 00:45:21,000 --> 00:45:22,280 This was fantastic. 812 00:45:22,280 --> 00:45:23,080 Absolutely. 813 00:45:23,080 --> 00:45:25,480 This is the first live podcast I've done. 814 00:45:25,480 --> 00:45:27,160 I've done a couple, but they were recorded. 815 00:45:27,720 --> 00:45:28,200 So- 816 00:45:28,200 --> 00:45:29,880 Woo, well done. 817 00:45:29,880 --> 00:45:30,520 That's awesome. 818 00:45:30,520 --> 00:45:31,800 Progressing every day. 819 00:45:31,800 --> 00:45:34,040 Not nearly as painful as it sounds. 820 00:45:34,040 --> 00:45:35,080 Well, good. 821 00:45:35,080 --> 00:45:35,880 I appreciate you. 822 00:45:35,880 --> 00:45:37,880 And again, my audience is gonna appreciate that 823 00:45:37,880 --> 00:45:39,640 because there are many people. 824 00:45:39,640 --> 00:45:41,560 I've had guests in the pre-showing, 825 00:45:41,560 --> 00:45:42,600 they'll be back later and say, 826 00:45:42,600 --> 00:45:45,240 Jackson, I can't do it. 827 00:45:45,240 --> 00:45:48,840 I can't bring myself to put myself out there in that way. 828 00:45:48,840 --> 00:45:50,360 And I get it. 829 00:45:50,360 --> 00:45:51,160 I respect that. 830 00:45:51,160 --> 00:45:53,160 It's not easy to do. 831 00:45:53,880 --> 00:45:57,640 And there's plenty of times where my ears turn red. 832 00:45:57,640 --> 00:45:59,000 Thank goodness I'm growing my ears. 833 00:45:59,000 --> 00:46:00,840 Turn red, thank goodness I'm growing my hair out. 834 00:46:00,840 --> 00:46:01,640 You can't see that. 835 00:46:02,440 --> 00:46:05,640 That's my sign of, oh my gosh, Jackson's embarrassed 836 00:46:05,640 --> 00:46:08,520 or whatever, but again, Vision Pros who are out there, 837 00:46:08,520 --> 00:46:10,120 it's not about perfection, is it? 838 00:46:10,120 --> 00:46:11,960 Perfection will be poisonous. 839 00:46:11,960 --> 00:46:13,160 Bring your imperfect self. 840 00:46:13,160 --> 00:46:14,280 Let's explore your vision. 841 00:46:14,280 --> 00:46:15,640 Let's move it to the next level. 842 00:46:15,640 --> 00:46:17,320 And we will see you on the next episode. 843 00:46:17,320 --> 00:46:17,960 Take care, everybody. 844 00:46:18,600 --> 00:46:19,960 Thank you for being here today. 845 00:46:19,960 --> 00:46:22,440 I'm really happy that you tuned in to Vision Pros Live. 846 00:46:22,440 --> 00:46:25,160 I'm looking forward to seeing your reactions 847 00:46:25,160 --> 00:46:27,320 as these episodes continue to move forward. 848 00:46:27,320 --> 00:46:29,080 This is gonna get more and more fun. 849 00:46:29,080 --> 00:46:30,840 We'll have more and more engagement as well. 850 00:46:30,840 --> 00:46:33,000 We'll invite people to participate in the show. 851 00:46:33,000 --> 00:46:35,320 And thank you for giving us your time and attention. 852 00:46:35,320 --> 00:47:04,600 Have an...