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have a little bit of, you know, therapists,

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AKA counselor, AKA coach, mentor, guide,

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all one in the same, right?

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Versus trying to figure all this crap out by ourselves.

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You know, like no way, not as entrepreneurs.

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So what have been some of those profound chakras

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or realizations, even if they're simple,

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I have some really simple ones where I was like,

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oh my gosh, how does it not know this as a human being?

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Well, then I'm an entrepreneur, I realize it.

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Right, I always knew, okay, learning is failure.

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Failure is uncomfortable, it's hard.

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But, and I thought I was like, I'm good at that.

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No.

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I know.

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I'm good.

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I know that.

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I'm like, it's hard, it's so hard.

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I was like, oh, courageous conversations.

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I thought I was, you know, as an HR person,

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coaching people to have this all the time.

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And I found that, oh, oh, there's so much more

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I need to learn about that.

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Oh, that's a good one.

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That's a great one because your leadership

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and title and authority as, you know,

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oh, I'm the HR director of Nike.

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And so everybody comes to my office knowing that

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versus I'm an entrepreneur and nobody gives a crap.

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You know, it's like that's welcome to your new title.

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Oh yeah, you'll go broke soon.

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Oh yeah, so you mean you don't know what you're doing.

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Oh, you can't get hired.

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Right, you know, that's, yep, nope.

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It's a huge dose of humility and reality.

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Yes.

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Well said.

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What are your three favorite, not three favorite,

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what are three books you recommend for visionaries?

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Hidden Potential of Adam Grant,

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Atlas of the Heart by Brene Brown,

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and Surrender, which is Bono's autobiography.

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Cool, I like the diversity in that selection.

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That's a lot of fun.

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Well, when we come back, we might talk about

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one or two more of those.

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We'll definitely be diving into the workplace ecosystems

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where humans and businesses can both thrive

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win-win situations, opportunities with the wonderful

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Mindy Honkoop, we'll be right back.

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All right, welcome in to Vision Pros Live.

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With Jackson Calame, I'm your show host.

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We will be doing interviews for visionary entrepreneurs

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and guest leaders who are building

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fantastic visions out there.

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Hey, what's up everybody?

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And welcome into another episode of Vision Pros Live.

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I'm your show host, Jackson Calame,

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founder and CEO of First Class Business.

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I'm excited to have Mindy Honkoop on today.

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We're gonna be diving into the wonderful world of HR.

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Why?

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Because it's so overlooked in the visionary entrepreneur

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space and we need more voices helping leaders

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step up as leaders.

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It's not as easy as it looks on the surface.

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And if you're like, well, no crap,

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no, it doesn't look easy on the surface.

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All the more reason to be here and listen to what Mindy's got

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and in terms of her background.

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We'll go into that in just a minute though.

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Before we dive into Mindy,

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we're gonna talk about the sponsors,

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the Wellness Shop 365 by Sean LeChuga.

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He's this holistic health professional

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that sees beyond the muscle building,

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the exercises, the nutrition components of it,

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meaning the supplements and the diets.

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But they've got this 365 wheel of life.

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And on the wheel of life,

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they're taking an assessment of

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what does your joy look like, your spirituality?

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What do your relationships look like, your social life,

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your career, your education?

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I've never seen too many programs,

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again, I don't know of a single program myself

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that has that as an all encompassing approach

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for your health and wellbeing.

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And so when I saw this concept and I was like,

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that's pretty raw looking wheel there.

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Don't get me wrong.

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We're not hiding from the fact that it's 2024

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and that particular element of his needs updated.

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That's exactly why I was attracted to say,

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hey man, this is really cool.

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What can we do with this?

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He's got a wonderful family.

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He's been a wonderful friend through the process.

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He's actually working with me on the podcast now

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and very potentially becoming a business partner

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of first-class business as it is.

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Then win, win, win situations

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and in a life that's abundant,

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you can see opportunities like that.

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So I highly encourage you to pick his brain

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on what he's doing and what he knows

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from a health standpoint, the guy's an absolute genius.

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The last spot, let's go over,

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oh, that's just, we're pulling up.

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If you're looking at the screen,

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you'll see the transformation and simplification

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of his brand taking place

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so that people can understand the value

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of what he's putting out there from an online perspective.

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Guess what?

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All of us as brands are constantly working

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on the improvement of our online assets

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because they all represent our past.

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They were all published in the past.

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We're all moving forward and progressing.

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The last spot, speaking of,

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when Melissa came on our show

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and she shared about her view and vision for legal,

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I was super interested in what she's up to

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because she's a very high nurturer,

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but she also has that ability to be a very diligent

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and forward lawyer as well.

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And she's trying to help small businesses,

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medium businesses capitalize on the opportunity

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to learn and understand how legal is supposed to work,

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to simplify the processes as well,

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and ultimately become kind of a gap in the medium

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of those ultra expensive retainer legal counsel

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that you might find on a dime

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in a last minute crunch when you need it.

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And the automated resources,

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like LegalZoom that are out there,

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there's a happy middle ground where,

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I would say your best solutions exist.

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She is one of those solutions

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that we're very excited to expand with ourselves.

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So I'd highly recommend engaging with her,

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seeing what's up, especially in relation to the,

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what's it called?

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The business ownership information.

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There's some, my CPA is all over it,

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Melissa's all over it right now.

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And it's, we've got to have new paperwork filed

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about our ownership.

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And if we don't, there's gonna be $500 fees per day.

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Like those are things that you might wanna talk to

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Melissa about and others,

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not from the standpoint of, oh my gosh,

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let me move forward with these individuals

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because I'm scared,

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but realize that they're also there to help you

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on all sorts of other realities too.

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You just have to be willing to open your mind and listen,

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what else can you do for me?

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We're gonna be doing that with Mindy Hancoop today.

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HR is often known for people with glasses

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that have dust on them.

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People who are not like very good with humans,

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I run into the irony of most HR realities.

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They're there to enforce the rules.

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If they weren't in HR, they would be in the library,

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running the library.

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I can see Mindy laughing in the background.

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It's like, oh my gosh, this dude's roasting me.

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No, Mindy is the exception to the rules.

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She's one of the amazing human beings in the process

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that really understands people.

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I met her about six months ago.

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We talked about her pre-show

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and she wanted to get more teed up and more ready

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for this experience and process.

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And that's something that I honor and respect

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to help you do too.

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So as we bring her on stage, let me pull up,

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before I bring her on stage, her very pretty bio.

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She's working at Microsoft, working at,

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what was it one of the other kind, Expedia.

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That one was one of the places

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that she worked in HR leadership.

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She's been, it says she's been an HR leader

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for over 20 years, but she doesn't look too much older

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than 20, so maybe she started in child labor

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and maybe that's what got her interested in HR to begin with.

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We'll find out about that a little bit.

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But no, in all reality guys,

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what I saw with her branding,

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and I'm gonna go over to her brand Agile HR,

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I was like, wow, she really understands the power

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of design in the process of elevating her brand as well.

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For a starter brand, I was just really impressed

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with the organization as well.

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So she's planning implementation

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and support organizational effectiveness.

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And again, as I kind of grilled her on HR

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and what that looks like, I was like, yep,

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she knows her stuff.

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I definitely got to get her on my stage.

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And so without further ado,

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Mindy, welcome to Vision Pros Live.

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You are not muted, there you go.

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Thank you so much, it's such a pleasure to be here.

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Absolutely.

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So I know you didn't,

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I don't think you started in child labor,

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but you've been at this for 20 years.

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I would love to know what are the highlights

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that you feel are important for people

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beyond what we can see on your LinkedIn and on the page?

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So I started in college,

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I started, I thought I was gonna be a social worker.

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That was my dream.

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I was passionate about how do we make a positive impact

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for people in our communities.

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And so as a social worker,

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really learning about the ecosystem that they're in

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and really how do we think about where are they at today?

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Where's their current state?

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What's that future desired state?

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And then how do we come along and guide them

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and to create those kind of the,

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what are those right next steps

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move towards that future desired state?

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And I found out very early in the work that I wanted to do

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that my ability to impact was very limited

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as a social worker.

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And I also became exposed to workplaces

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and also saw the benefit that that social work lens

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had within the ecosystem of work

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and being able to take the practices and the frameworks

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and putting that in the place of work

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and how that could really equip making a difference.

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And so that's where I quickly jumped into the world of work

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at Microsoft early in my career.

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I love that.

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Vision Pros, let's listen in.

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Vision is our foundation in my opinion.

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That's my business foundation

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and the next level beyond that is culture.

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And the culture is facilitated, created

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by a clear vision that attracts leaders to the culture.

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So in other words, as you're getting started

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and building a very base foundation of what you're doing,

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you're either attracting or repelling people

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from the process.

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And that's why my conversations with people like Mindy

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are so important to me.

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It's how do we establish that from the get-go

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so that the foundation is strong

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and that we're not putting this off for 10 years

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or five years or five months

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where we've now got a madhouse and a circus

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and it's hard to piece them all back together.

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What are your thoughts on that, Mindy?

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It feels like you're just inside my soul.

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Cause that is the foundation

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and that's often what gets overlooked.

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Cause often as we start companies,

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founders are really excited.

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They have people around them that they've worked with

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for a period of time.

266
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They already know how each other work.

267
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There's like an unspoken way of working,

268
00:11:04,240 --> 00:11:06,320
a culture amongst them.

269
00:11:06,320 --> 00:11:08,400
And then maybe it's five people, right?

270
00:11:08,400 --> 00:11:11,720
And at that time, they may have an idea of a vision

271
00:11:11,720 --> 00:11:14,120
that they have, but as they start to quickly grow

272
00:11:14,120 --> 00:11:16,840
and scale, as you bring in investors that can,

273
00:11:16,840 --> 00:11:18,840
if we haven't codified that,

274
00:11:18,840 --> 00:11:20,240
if we haven't gotten really clear,

275
00:11:20,240 --> 00:11:22,280
and then as we bring in new people,

276
00:11:22,280 --> 00:11:24,400
all of a sudden at a hundred people,

277
00:11:24,400 --> 00:11:27,680
we have these founder who had the best of intent

278
00:11:27,680 --> 00:11:31,400
that realizes, oh my goodness, how did I get here?

279
00:11:31,400 --> 00:11:33,120
And it's because they didn't take the time

280
00:11:33,120 --> 00:11:35,360
to build that foundation with the vision.

281
00:11:35,360 --> 00:11:37,760
And then how do we break that down into the culture?

282
00:11:37,760 --> 00:11:40,360
Cause if we get the culture really clear,

283
00:11:40,360 --> 00:11:43,920
we understand what are those culture competencies

284
00:11:43,920 --> 00:11:46,480
or those skills that tie back to those values

285
00:11:46,480 --> 00:11:50,800
that keep those ways of working that we appreciate here,

286
00:11:50,800 --> 00:11:53,320
that we incentivize, that we encourage,

287
00:11:53,320 --> 00:11:56,080
how do we keep that top of mind?

288
00:11:56,080 --> 00:11:57,840
And that's through those competencies

289
00:11:57,840 --> 00:12:00,960
that come from the culture that tie back to our vision.

290
00:12:00,960 --> 00:12:02,040
Absolutely.

291
00:12:02,040 --> 00:12:05,440
I'm gonna say, this feels so out of place for me even to say,

292
00:12:05,440 --> 00:12:08,200
but I'm gonna say women are better at this than men are.

293
00:12:09,800 --> 00:12:12,920
And when I say that, people who are feminine in nature

294
00:12:12,920 --> 00:12:15,280
are better at this reality than men.

295
00:12:16,120 --> 00:12:19,840
And look at it in terms of parties that you've attended.

296
00:12:19,840 --> 00:12:24,520
When a man throws a party, it's often chaotic or boring.

297
00:12:24,520 --> 00:12:25,360
They don't do that.

298
00:12:25,360 --> 00:12:29,440
They do man cave, basement, let's play poker.

299
00:12:29,440 --> 00:12:31,120
When women throw parties,

300
00:12:31,120 --> 00:12:33,560
oh, like you would think that it was catered.

301
00:12:34,680 --> 00:12:36,840
There's all sorts of dynamics and realities.

302
00:12:36,840 --> 00:12:39,120
There's signage and all this stuff too.

303
00:12:40,000 --> 00:12:42,680
I can't stress enough how important that is for

304
00:12:42,680 --> 00:12:45,840
and how much it correlates with building a company.

305
00:12:45,840 --> 00:12:48,920
If your party doesn't start off with a bang,

306
00:12:48,920 --> 00:12:51,960
we've all been there to parties that kind of rise slowly

307
00:12:51,960 --> 00:12:55,120
and organically and get a little bit better if we're lucky

308
00:12:55,120 --> 00:12:58,120
in order they're awkward the whole time and you leave early.

309
00:12:58,120 --> 00:13:00,320
Then there's the party that from the get go,

310
00:13:00,320 --> 00:13:03,400
you get there and you're like, whoa, this is happening.

311
00:13:03,400 --> 00:13:05,840
And you're accepted well, there's a host and all that.

312
00:13:05,840 --> 00:13:08,960
Well, the same is very, very true

313
00:13:08,960 --> 00:13:10,480
with running our company.

314
00:13:10,480 --> 00:13:13,160
So I know I'm kind of diving a little bit too much

315
00:13:13,160 --> 00:13:14,840
to those subjects a bit prematurely,

316
00:13:14,840 --> 00:13:18,400
but again, you get me so excited about this stuff, Mindy.

317
00:13:18,400 --> 00:13:20,600
What's your vision for those that you serve?

318
00:13:23,400 --> 00:13:25,960
I mean, my vision for those that I serve

319
00:13:25,960 --> 00:13:29,920
is that they realize they have dreams.

320
00:13:29,920 --> 00:13:32,640
They want to be somewhere different.

321
00:13:32,640 --> 00:13:34,920
They want a future desired state,

322
00:13:34,920 --> 00:13:37,040
but because of the level of circumstances

323
00:13:37,040 --> 00:13:38,360
or kind of where they're at,

324
00:13:38,360 --> 00:13:40,800
they may feel like that's not possible.

325
00:13:40,800 --> 00:13:43,600
And my hope for the people that I serve

326
00:13:43,600 --> 00:13:47,720
is that they don't just think that this is a dream,

327
00:13:47,720 --> 00:13:49,960
but that it becomes a reality.

328
00:13:49,960 --> 00:13:53,240
And then I just get to be along for the journey

329
00:13:53,240 --> 00:13:56,120
and to be a guide in that.

330
00:13:56,120 --> 00:14:01,840
You have a much harder audience than most people, as do I,

331
00:14:01,840 --> 00:14:06,800
which is the people without the hope.

332
00:14:06,800 --> 00:14:09,440
That's a very hard audience to serve.

333
00:14:09,440 --> 00:14:12,920
You know, the blue ocean of creating something new

334
00:14:12,920 --> 00:14:14,640
that people aren't familiar with.

335
00:14:14,640 --> 00:14:17,040
I know it sounds fun to be the first to,

336
00:14:17,040 --> 00:14:22,960
but you have to first help people catch the reality

337
00:14:22,960 --> 00:14:26,080
that they can hope for it before they're even able to see

338
00:14:26,080 --> 00:14:28,080
what the outcome could look like on the other side.

339
00:14:28,080 --> 00:14:30,600
And that's a big vision.

340
00:14:30,600 --> 00:14:31,880
What's your vision for you?

341
00:14:31,880 --> 00:14:33,320
I'm going to shift gears a little bit.

342
00:14:33,320 --> 00:14:35,360
What do you see for yourself on the horizon?

343
00:14:38,560 --> 00:14:41,760
I love this question.

344
00:14:41,760 --> 00:14:47,480
I mean, my vision is about, through multiple platforms,

345
00:14:47,480 --> 00:14:49,240
yes, the work that I do fractionally,

346
00:14:49,240 --> 00:14:51,240
but also through thought leadership,

347
00:14:51,240 --> 00:14:52,920
because it's exactly what you said.

348
00:14:52,920 --> 00:14:56,160
People don't know what is possible if they've never seen

349
00:14:56,160 --> 00:14:57,880
that or experienced themselves.

350
00:14:57,880 --> 00:15:00,560
And so how do we create that level of awareness?

351
00:15:00,560 --> 00:15:06,280
So my vision is to be able to kind of expand,

352
00:15:06,280 --> 00:15:10,120
to be able to train other people to come and create

353
00:15:10,120 --> 00:15:12,040
a group of Mindies.

354
00:15:12,040 --> 00:15:16,400
And whether that's through certification or training,

355
00:15:16,400 --> 00:15:20,640
I have a dream of maybe one day being a professor,

356
00:15:20,640 --> 00:15:22,240
have a college program.

357
00:15:22,240 --> 00:15:23,400
That sounds really big.

358
00:15:23,400 --> 00:15:27,320
But I so think that it's a different way of thinking.

359
00:15:27,320 --> 00:15:32,720
And it requires some additional scaffolding and framework

360
00:15:32,720 --> 00:15:34,000
that doesn't exist today.

361
00:15:34,000 --> 00:15:36,080
And so creating that and then being

362
00:15:36,080 --> 00:15:39,760
able to deliver that to a wider audience.

363
00:15:39,760 --> 00:15:40,760
Absolutely.

364
00:15:40,760 --> 00:15:42,560
And it does sound really big.

365
00:15:42,560 --> 00:15:44,840
And that's vision pros.

366
00:15:44,840 --> 00:15:46,360
That's the essence of this show.

367
00:15:46,360 --> 00:15:48,640
This is the place where you're welcome to share that.

368
00:15:48,640 --> 00:15:54,000
Of course, some visions are sacred and meant for ourselves.

369
00:15:54,000 --> 00:15:56,440
But I love that you shared that.

370
00:15:56,440 --> 00:15:58,640
I'm looking forward to the day when

371
00:15:58,640 --> 00:16:03,560
I get to speak on a Stanford Harvard stage,

372
00:16:03,560 --> 00:16:07,200
because I have a 0.33 GPA.

373
00:16:07,200 --> 00:16:08,560
I'm not a professor.

374
00:16:08,560 --> 00:16:10,600
I'm not even a student.

375
00:16:10,600 --> 00:16:13,440
And so the day that my actions continue

376
00:16:13,440 --> 00:16:15,720
to take me towards those opportunities

377
00:16:15,720 --> 00:16:19,880
will be a very empowering day for the individuals who

378
00:16:19,880 --> 00:16:23,720
did not know how to maximize their university path.

379
00:16:23,720 --> 00:16:25,840
So it's a matter of time.

380
00:16:25,840 --> 00:16:30,760
And it's a matter of time combined with my actions.

381
00:16:30,760 --> 00:16:34,080
Right now, I'm not really doing anything to attract that,

382
00:16:34,080 --> 00:16:37,760
although we did just host the president of University of Texas

383
00:16:37,760 --> 00:16:38,800
as a student president.

384
00:16:38,800 --> 00:16:41,560
So maybe it's a little closer than I realize.

385
00:16:41,560 --> 00:16:43,920
But again, we choose visionaries.

386
00:16:43,920 --> 00:16:49,440
We choose to manifest and to also put our actions

387
00:16:49,440 --> 00:16:52,960
into place with our beliefs so they can happen.

388
00:16:52,960 --> 00:16:54,200
So I believe in you.

389
00:16:54,200 --> 00:16:55,160
I'm excited for you.

390
00:16:55,160 --> 00:16:55,760
And I caught up.

391
00:16:55,760 --> 00:16:57,440
And I was like, oh my gosh.

392
00:16:57,440 --> 00:17:01,480
I don't think I've actually ever shared that with anyone.

393
00:17:01,480 --> 00:17:04,040
What you did share was the idea of leading

394
00:17:04,040 --> 00:17:06,280
the fractional cell through the process.

395
00:17:06,280 --> 00:17:09,720
You had not talked about the university component of it

396
00:17:09,720 --> 00:17:10,200
beyond it.

397
00:17:10,200 --> 00:17:12,480
But that was, I was excited.

398
00:17:12,480 --> 00:17:13,360
I was like, oh, cool.

399
00:17:13,360 --> 00:17:16,560
She sees this major opportunity to help people

400
00:17:16,560 --> 00:17:17,560
at a much greater level.

401
00:17:17,560 --> 00:17:18,920
And I just align with that.

402
00:17:18,920 --> 00:17:22,760
So let's dive into dark territory.

403
00:17:22,760 --> 00:17:25,440
What's the worst leadership experience that you've ever

404
00:17:25,440 --> 00:17:25,960
had?

405
00:17:28,760 --> 00:17:31,760
And this one, because I've seen, I mean,

406
00:17:31,760 --> 00:17:35,840
I've experienced quite a bit of poor leadership

407
00:17:35,840 --> 00:17:38,400
in my 20 plus years.

408
00:17:38,400 --> 00:17:40,320
And it's-

409
00:17:40,320 --> 00:17:42,040
We all know Microsoft's perfect.

410
00:17:42,040 --> 00:17:44,360
And everybody who works there is named Jesus.

411
00:17:46,960 --> 00:17:48,760
We've got plenty of stories.

412
00:17:48,760 --> 00:17:51,680
All these Apple people are like, oh, I can't wait to hear.

413
00:17:51,680 --> 00:17:55,720
I can't wait to hear all the trash about them.

414
00:17:55,720 --> 00:18:00,320
Well, and just to create an amenity,

415
00:18:00,320 --> 00:18:02,040
I think this speaks to a couple of leaders

416
00:18:02,040 --> 00:18:03,800
that I worked with.

417
00:18:03,800 --> 00:18:06,320
It was kind of, it had become so bad

418
00:18:06,320 --> 00:18:08,880
that no one else wanted to work with these leaders, which

419
00:18:08,880 --> 00:18:09,800
is really sad.

420
00:18:09,800 --> 00:18:14,360
And so they're like, Mindy, you have this knack,

421
00:18:14,360 --> 00:18:17,480
a superpower of just connecting with almost anyone.

422
00:18:17,480 --> 00:18:21,440
And so then I was the person that said,

423
00:18:21,440 --> 00:18:27,000
you go get to be the partner for these leaders that people

424
00:18:27,000 --> 00:18:28,360
have run away from.

425
00:18:28,360 --> 00:18:34,000
And I think why I pause and why I'm sad

426
00:18:34,000 --> 00:18:40,440
is because often it's a lack of curiosity,

427
00:18:40,440 --> 00:18:44,240
of listening, of understanding where that person's at,

428
00:18:44,240 --> 00:18:46,720
of not just saying this.

429
00:18:46,720 --> 00:18:49,600
It's about remembering everyone's humanity.

430
00:18:49,600 --> 00:18:53,120
And there's something that led that person

431
00:18:53,120 --> 00:18:57,520
to be acting out in a way that they are today.

432
00:18:57,520 --> 00:19:01,800
And so sitting down with these leaders that have just

433
00:19:01,800 --> 00:19:04,200
become so often, this shows up.

434
00:19:04,200 --> 00:19:08,040
Their behaviors were showing up in, they were just shut down.

435
00:19:08,040 --> 00:19:10,120
They had scarcity of mindset.

436
00:19:10,120 --> 00:19:12,720
They no longer had trust.

437
00:19:12,720 --> 00:19:17,000
And so were really leaning into command control,

438
00:19:17,000 --> 00:19:20,040
really weren't absorbing and utilizing the talent

439
00:19:20,040 --> 00:19:24,960
around them, and really felt alone.

440
00:19:24,960 --> 00:19:26,120
They felt alone.

441
00:19:26,120 --> 00:19:28,000
And because they didn't have trust,

442
00:19:28,000 --> 00:19:30,960
they weren't trusting the team members around them.

443
00:19:30,960 --> 00:19:33,840
And they weren't seeing their gaps and their blind spots

444
00:19:33,840 --> 00:19:36,360
because they had stopped listening and leaning

445
00:19:36,360 --> 00:19:37,680
into team.

446
00:19:37,680 --> 00:19:42,920
And so it was about sitting with them and listening

447
00:19:42,920 --> 00:19:45,200
and getting the emotion out.

448
00:19:45,200 --> 00:19:48,280
Because a lot of times when you're at that point as a leader,

449
00:19:48,280 --> 00:19:50,920
you've lost the ability to see the difference

450
00:19:50,920 --> 00:19:53,120
between fact and emotion.

451
00:19:53,120 --> 00:19:56,160
And it's about sitting with them and then

452
00:19:56,160 --> 00:19:59,160
being able to ask the questions that

453
00:19:59,160 --> 00:20:05,120
help create the self-awareness to start to try and get them

454
00:20:05,120 --> 00:20:09,920
to open up and try to think about what is this current state

455
00:20:09,920 --> 00:20:10,800
that we're in.

456
00:20:10,800 --> 00:20:14,800
What would it look like to be different?

457
00:20:14,800 --> 00:20:18,800
And what would it look like to feel different?

458
00:20:18,800 --> 00:20:23,160
And what do we need to make that happen?

459
00:20:23,160 --> 00:20:25,360
I'm kind of giving a full picture here

460
00:20:25,360 --> 00:20:29,000
of because usually when I have a bad leader,

461
00:20:29,000 --> 00:20:31,640
it's not that they're bad.

462
00:20:31,640 --> 00:20:33,200
There's stuff behind it.

463
00:20:33,200 --> 00:20:38,200
And it takes time to sit with them and to understand that.

464
00:20:38,200 --> 00:20:43,600
My hope is always being able to find that seed within them.

465
00:20:43,600 --> 00:20:47,800
And are we able to get them to access that to then feel

466
00:20:47,800 --> 00:20:50,640
change?

467
00:20:50,640 --> 00:20:56,520
That is one of the most champion level answers we've ever had.

468
00:20:56,520 --> 00:20:59,320
And I can't emphasize that enough.

469
00:20:59,320 --> 00:21:01,680
A minute ago, if anybody saw me when

470
00:21:01,680 --> 00:21:06,680
you said that you went into that situation, I went like this.

471
00:21:06,680 --> 00:21:09,600
I went, oh my gosh.

472
00:21:09,600 --> 00:21:13,040
I have a hard time going into those situations with leaders

473
00:21:13,040 --> 00:21:14,600
who are supposed to lead.

474
00:21:14,600 --> 00:21:17,040
And then I go in with this expectation that's

475
00:21:17,040 --> 00:21:21,120
unfair like most people and have a sense of judgment.

476
00:21:21,120 --> 00:21:23,480
I'm still learning to overcome that.

477
00:21:23,480 --> 00:21:25,640
My absolute favorite leader of all time

478
00:21:25,640 --> 00:21:27,720
is who you remind me of.

479
00:21:27,720 --> 00:21:30,600
And his name is Ben Ashby.

480
00:21:30,600 --> 00:21:31,600
Benjamin Ashby.

481
00:21:31,600 --> 00:21:33,800
I hope he someday hears this actually.

482
00:21:33,800 --> 00:21:38,840
But he was the son of our mission president in Uruguay.

483
00:21:38,840 --> 00:21:41,920
And there were missionaries who were specifically

484
00:21:41,920 --> 00:21:44,400
designed to babysit certain companions.

485
00:21:44,400 --> 00:21:45,720
That's what we called it.

486
00:21:45,720 --> 00:21:47,640
And the ones who didn't want to be in the field.

487
00:21:47,640 --> 00:21:51,400
And oh, no, I was a destroyer.

488
00:21:51,400 --> 00:21:54,640
You did not waste my time as a missionary.

489
00:21:54,640 --> 00:21:55,480
Absolutely not.

490
00:21:55,480 --> 00:21:56,800
And I could not tolerate it.

491
00:21:56,800 --> 00:21:58,480
I was like, why don't you just go home?

492
00:21:58,480 --> 00:21:59,240
I'm sick of this.

493
00:21:59,240 --> 00:22:01,400
I want to go out and help people.

494
00:22:01,400 --> 00:22:03,480
And Ben was a babysitter.

495
00:22:03,480 --> 00:22:06,680
And he turned those guys around almost every time.

496
00:22:06,680 --> 00:22:11,120
And it just drove me passionately to look at,

497
00:22:11,120 --> 00:22:13,600
how the heck does he do this?

498
00:22:13,600 --> 00:22:15,480
How does he have the energy to do this?

499
00:22:15,480 --> 00:22:18,120
How does he have the strength of character to do this?

500
00:22:18,120 --> 00:22:20,640
We were 19 years old too.

501
00:22:20,640 --> 00:22:23,960
And he had this capability to do this.

502
00:22:23,960 --> 00:22:27,160
And again, I didn't see it that way at first.

503
00:22:27,160 --> 00:22:31,560
It took me 18 months to realize, wow, I really

504
00:22:31,560 --> 00:22:34,240
don't love other leaders.

505
00:22:34,240 --> 00:22:36,440
I love those I serve, but get out of my way

506
00:22:36,440 --> 00:22:38,440
so I can serve or come and help.

507
00:22:38,440 --> 00:22:41,160
But don't slow me down.

508
00:22:41,160 --> 00:22:43,760
That took me years of cultivation

509
00:22:43,760 --> 00:22:46,640
to start to bury that fully.

510
00:22:46,640 --> 00:22:48,880
So I love that you've been able to tap into that,

511
00:22:48,880 --> 00:22:51,720
hone that gift, work with it for so long.

512
00:22:51,720 --> 00:22:53,840
Because I believe you're 100% right.

513
00:22:53,840 --> 00:22:56,840
We don't have bad people that we need to crucify.

514
00:22:56,840 --> 00:22:59,640
We have people who have strange habits or processes,

515
00:22:59,640 --> 00:23:01,760
need to be understood, can be opened up.

516
00:23:01,760 --> 00:23:03,880
And what's cool is oftentimes, they

517
00:23:03,880 --> 00:23:06,400
end up becoming the best leaders because they

518
00:23:06,400 --> 00:23:09,280
want to move from exactly what they were as fast

519
00:23:09,280 --> 00:23:12,200
and as far away from that as possible.

520
00:23:12,200 --> 00:23:13,800
So way to go.

521
00:23:13,800 --> 00:23:15,720
That's also a best leadership experience.

522
00:23:15,720 --> 00:23:17,880
But for the sake of letting you share again,

523
00:23:17,880 --> 00:23:19,880
what's your best leadership experience?

524
00:23:19,880 --> 00:23:21,520
Best.

525
00:23:21,520 --> 00:23:25,280
OK, so the best leadership are the ones that I love.

526
00:23:25,280 --> 00:23:28,160
Actually, Adam Grant talks about this in The Hidden Potential

527
00:23:28,160 --> 00:23:29,800
that I was talking about earlier.

528
00:23:29,800 --> 00:23:32,800
He just crystallizes it so well.

529
00:23:32,800 --> 00:23:35,640
For me, it's the leader that recognizes

530
00:23:35,640 --> 00:23:39,040
the difference between coaching, critiquing, and cheerleading.

531
00:23:39,040 --> 00:23:46,040
And it's that coach that truly is not just cheering you on,

532
00:23:46,040 --> 00:23:53,240
but is advising and allowing you the room safely to fail

533
00:23:53,240 --> 00:23:57,240
and to come back and really self-reflect on what happened

534
00:23:57,240 --> 00:24:00,680
and to then, OK, what are we going to do different?

535
00:24:00,680 --> 00:24:03,200
And think through that.

536
00:24:03,200 --> 00:24:07,240
Or when you have the safe person you go to, and I need help.

537
00:24:07,240 --> 00:24:11,760
And they're going to take the time with you to do that.

538
00:24:11,760 --> 00:24:15,120
And there's a couple of leaders.

539
00:24:15,120 --> 00:24:19,480
One of those is Kristen Graham at Expedia

540
00:24:19,480 --> 00:24:23,000
very early on in my career that really modeled that for me

541
00:24:23,000 --> 00:24:27,360
and the difference and really what do courageous conversations

542
00:24:27,360 --> 00:24:28,320
look like.

543
00:24:28,320 --> 00:24:31,720
And I learned so much within such a short amount of time

544
00:24:31,720 --> 00:24:34,240
because of the advice.

545
00:24:34,240 --> 00:24:37,200
Prior to that, I had a lot of cheerleading managers

546
00:24:37,200 --> 00:24:39,160
who were lovely and great.

547
00:24:39,160 --> 00:24:43,400
But the level of growth that I had underneath Kristen

548
00:24:43,400 --> 00:24:47,000
was because of that coaching mentality and the time

549
00:24:47,000 --> 00:24:49,760
that she took, the care that she had.

550
00:24:49,760 --> 00:24:50,840
That's awesome.

551
00:24:50,840 --> 00:24:54,800
Visionaries, that's one of the greatest secrets

552
00:24:54,800 --> 00:24:56,760
and gifts of learning too is your ability

553
00:24:56,760 --> 00:24:59,280
to meditate on the relationships that

554
00:24:59,280 --> 00:25:02,320
emulate the ones that you're learning from.

555
00:25:02,320 --> 00:25:03,840
So she's reading this book.

556
00:25:03,840 --> 00:25:05,560
She thinks of the leaders she has in her life.

557
00:25:05,560 --> 00:25:07,040
And now she's learning simultaneously

558
00:25:07,040 --> 00:25:09,520
from the book itself and the practical experiences

559
00:25:09,520 --> 00:25:10,440
that she's seen.

560
00:25:10,440 --> 00:25:13,720
Same thing with what I did with Ashby there.

561
00:25:13,720 --> 00:25:16,360
So when we can draw on our existing experiences

562
00:25:16,360 --> 00:25:20,200
and how they correlate with intense purpose,

563
00:25:20,200 --> 00:25:24,040
we can typically progress our results that much faster.

564
00:25:24,040 --> 00:25:25,960
If you were to share though, if this

565
00:25:25,960 --> 00:25:27,960
was your last opportunity to share a powerful lesson

566
00:25:27,960 --> 00:25:29,880
with Visionaries from your experience,

567
00:25:29,880 --> 00:25:31,600
what would that lesson be?

568
00:25:34,440 --> 00:25:36,040
Last chance, no other lesson.

569
00:25:36,040 --> 00:25:38,120
The one.

570
00:25:38,120 --> 00:25:39,280
The one.

571
00:25:39,280 --> 00:25:40,720
The one.

572
00:25:40,720 --> 00:25:42,680
Oh man.

573
00:25:42,680 --> 00:25:45,520
Oh, that's tough to pick.

574
00:25:45,520 --> 00:25:47,120
Pick one.

575
00:25:47,120 --> 00:25:54,560
Maybe it's also something that I'm always continuing to learn

576
00:25:54,560 --> 00:25:59,560
is no matter how, even at 20 plus years in your experience,

577
00:25:59,560 --> 00:26:04,720
that we're still learning and it's not to continue to listen.

578
00:26:04,720 --> 00:26:07,880
And maybe you need to be listening even more.

579
00:26:07,880 --> 00:26:12,680
Pausing in order to create that space for curiosity.

580
00:26:12,680 --> 00:26:16,840
I think later in our careers and our experience, we may think,

581
00:26:16,840 --> 00:26:17,880
oh, we got it.

582
00:26:17,880 --> 00:26:19,360
We've done this before.

583
00:26:19,360 --> 00:26:21,040
Just kind of jump in.

584
00:26:21,040 --> 00:26:25,960
And I think that as I started Agile in HR a year ago,

585
00:26:25,960 --> 00:26:29,800
that's something that I've been learning

586
00:26:29,800 --> 00:26:32,320
is to slow down even more.

587
00:26:32,320 --> 00:26:37,920
That is something that people like myself, old people,

588
00:26:37,920 --> 00:26:38,920
talk about.

589
00:26:38,920 --> 00:26:44,720
It's something that it's, there's this really cool book

590
00:26:44,720 --> 00:26:47,040
that Andy Churchill talked about the other day.

591
00:26:47,040 --> 00:26:50,400
It's called Escaping the Ivory Tower.

592
00:26:50,400 --> 00:26:52,440
And in that case, it's about research.

593
00:26:52,440 --> 00:26:56,680
But going to every, not just staying in your silo,

594
00:26:56,680 --> 00:26:59,520
but going to everyday people and asking them about,

595
00:26:59,520 --> 00:27:02,440
what are their opinions and thoughts on matters?

596
00:27:02,440 --> 00:27:06,240
And that process of slowing down,

597
00:27:06,240 --> 00:27:10,120
even though my grandparents, they

598
00:27:10,120 --> 00:27:12,880
have a depth of wisdom about them because of all the years

599
00:27:12,880 --> 00:27:15,640
that they've spent, they're quiet.

600
00:27:15,640 --> 00:27:18,560
And people say, oh, it's because they're tired.

601
00:27:18,560 --> 00:27:19,400
Not a lot of times.

602
00:27:19,400 --> 00:27:22,720
A lot of times, they're very active people.

603
00:27:22,720 --> 00:27:25,800
But they observe and listen and watch.

604
00:27:25,800 --> 00:27:29,640
And there's this great power in depth to that.

605
00:27:29,640 --> 00:27:32,040
So visionaries, I hope you apply it.

606
00:27:32,040 --> 00:27:35,400
Let's dive into defining workplace,

607
00:27:35,400 --> 00:27:37,400
defining ecosystems.

608
00:27:37,400 --> 00:27:38,920
Let's start with ecosystems first.

609
00:27:38,920 --> 00:27:42,400
What does that mean to you in terms of a workplace?

610
00:27:42,400 --> 00:27:44,920
So in the terms of a workplace, first of all,

611
00:27:44,920 --> 00:27:47,160
each one is uniquely different.

612
00:27:47,160 --> 00:27:51,520
The ecosystem is the, it's first of all,

613
00:27:51,520 --> 00:27:52,800
it's the organization.

614
00:27:52,800 --> 00:27:54,720
It's the organization.

615
00:27:54,720 --> 00:27:57,320
It's the people that have been brought together.

616
00:27:57,320 --> 00:27:59,400
It's how do we work together?

617
00:27:59,400 --> 00:28:03,160
It's the people process and the systems.

618
00:28:03,160 --> 00:28:05,160
And that's not just technology.

619
00:28:05,160 --> 00:28:07,880
It's the unspoken things.

620
00:28:07,880 --> 00:28:13,520
That, to me, is the high level definition of the ecosystem.

621
00:28:13,520 --> 00:28:14,040
Awesome.

622
00:28:14,040 --> 00:28:18,120
I mean, feel free to hammer away on the accepts of that, too,

623
00:28:18,120 --> 00:28:21,480
of, OK, so we got that definition of ecosystem,

624
00:28:21,480 --> 00:28:25,200
the fact that they're all different.

625
00:28:25,200 --> 00:28:28,080
That's a huge reality to understand

626
00:28:28,080 --> 00:28:29,400
is that your organization is going

627
00:28:29,400 --> 00:28:31,360
to be different than somebody else's organization,

628
00:28:31,360 --> 00:28:32,880
even if you're both dentists.

629
00:28:32,880 --> 00:28:33,400
Yes.

630
00:28:33,400 --> 00:28:35,000
Especially if you're trying to model a dentist

631
00:28:35,000 --> 00:28:36,000
and you have a restaurant.

632
00:28:36,000 --> 00:28:38,040
You're not going to have a chef, most likely,

633
00:28:38,040 --> 00:28:40,440
at your dental office or somebody cleaning teeth

634
00:28:40,440 --> 00:28:41,040
at a restaurant.

635
00:28:41,040 --> 00:28:42,680
That would be awkward.

636
00:28:42,680 --> 00:28:44,600
But maybe we should.

637
00:28:44,600 --> 00:28:46,560
Maybe that's a unique differentiator

638
00:28:46,560 --> 00:28:49,280
that our restaurant needs to succeed.

639
00:28:49,280 --> 00:28:50,120
Mindy, go ahead.

640
00:28:50,120 --> 00:28:51,960
So talk to me further about that.

641
00:28:51,960 --> 00:28:54,080
And then also, how does this relate

642
00:28:54,080 --> 00:28:58,360
to creating one where both the humans and the businesses

643
00:28:58,360 --> 00:28:58,880
thrive?

644
00:29:01,040 --> 00:29:07,440
So I love that question because it's everything that I do.

645
00:29:07,440 --> 00:29:09,920
So yes, so I think often, I think

646
00:29:09,920 --> 00:29:12,760
it's important to remember that your organization is uniquely

647
00:29:12,760 --> 00:29:13,280
different.

648
00:29:13,280 --> 00:29:18,160
Because if it's not, then you're just like everyone else.

649
00:29:18,160 --> 00:29:20,920
And there's a lot of choices out there.

650
00:29:20,920 --> 00:29:24,120
And it's really understanding why are we existing,

651
00:29:24,120 --> 00:29:28,880
who are we serving, and then who are the people that

652
00:29:28,880 --> 00:29:32,200
are then working together to build that product

653
00:29:32,200 --> 00:29:37,400
or that service or whatever, what your why is.

654
00:29:37,400 --> 00:29:40,520
And that then ties us where you were talking about

655
00:29:40,520 --> 00:29:42,000
with the vision, right?

656
00:29:42,000 --> 00:29:42,960
And that helps it.

657
00:29:42,960 --> 00:29:45,440
That speaks to your vision and then your culture.

658
00:29:45,440 --> 00:29:49,920
And then what is that strategic?

659
00:29:49,920 --> 00:29:51,360
How do we make that happen?

660
00:29:51,360 --> 00:29:52,880
How do we make that a reality?

661
00:29:52,880 --> 00:29:57,600
And so how do we then create that vision, that alignment

662
00:29:57,600 --> 00:29:59,360
to be able to execute?

663
00:29:59,360 --> 00:30:01,960
And that's where we think about the people in that.

664
00:30:01,960 --> 00:30:06,160
Often within workplaces, we think about HR.

665
00:30:06,160 --> 00:30:10,360
And it often feels, at least in the old way of working,

666
00:30:10,360 --> 00:30:13,360
that HR was often, not for everyone,

667
00:30:13,360 --> 00:30:16,360
but often on the island of misfit toys, I say.

668
00:30:16,360 --> 00:30:20,200
They were often divorced from the organizational planning.

669
00:30:20,200 --> 00:30:23,880
If we were doing that, if we were doing strategic planning,

670
00:30:23,880 --> 00:30:24,840
it was separate from.

671
00:30:24,840 --> 00:30:27,360
It was keeping the wheels on the bus.

672
00:30:27,360 --> 00:30:29,760
It was the benefits, the payroll, the mitigation,

673
00:30:29,760 --> 00:30:31,560
the compliance.

674
00:30:31,560 --> 00:30:35,760
And it was often not tied to that strategic vision

675
00:30:35,760 --> 00:30:37,360
or the strategy.

676
00:30:37,360 --> 00:30:41,080
They were devoid of, which is where we get that breakdown,

677
00:30:41,080 --> 00:30:43,400
when it gets to that founder we were talking about,

678
00:30:43,400 --> 00:30:44,000
at 100 people.

679
00:30:44,000 --> 00:30:47,200
Like, oh my goodness, how did we get here?

680
00:30:47,200 --> 00:30:49,480
It's because we hadn't, how do we

681
00:30:49,480 --> 00:30:53,480
start to articulate as we grow what our expectations are

682
00:30:53,480 --> 00:30:57,600
of teams, of managers, of individuals?

683
00:30:57,600 --> 00:31:01,160
And how do we speak to not just the financial KPIs,

684
00:31:01,160 --> 00:31:06,600
but what are those human KPIs, how we are doing our work?

685
00:31:06,600 --> 00:31:09,800
How are we getting to our results?

686
00:31:09,800 --> 00:31:12,640
And once we have the employees here, they're smart.

687
00:31:12,640 --> 00:31:16,200
How are we being able to create the space for their voice

688
00:31:16,200 --> 00:31:19,200
to be within the decision making,

689
00:31:19,200 --> 00:31:22,520
within the designing of the standard operating procedures,

690
00:31:22,520 --> 00:31:24,680
of the tools that we're using, of how

691
00:31:24,680 --> 00:31:26,840
we're working with our customers?

692
00:31:26,840 --> 00:31:29,120
And then really that agile aspect

693
00:31:29,120 --> 00:31:32,440
of if we are listening to our people,

694
00:31:32,440 --> 00:31:35,520
if they're clear on what's expected of on them,

695
00:31:35,520 --> 00:31:38,120
if we're all in the same boat rowing together

696
00:31:38,120 --> 00:31:42,680
towards a common target, towards a common North Star,

697
00:31:42,680 --> 00:31:44,480
how are we getting better at doing that?

698
00:31:44,480 --> 00:31:47,440
How are we refining and iterating and taking each

699
00:31:47,440 --> 00:31:51,440
other's feedback in order to continue to move forward

700
00:31:51,440 --> 00:31:53,400
and to be able to innovate and be

701
00:31:53,400 --> 00:31:56,040
able to continue to serve our customers

702
00:31:56,040 --> 00:31:58,240
and really tie that employee experience

703
00:31:58,240 --> 00:31:59,960
to our customer experience?

704
00:31:59,960 --> 00:32:01,680
I mean, I think about thriving.

705
00:32:01,680 --> 00:32:05,520
I think about that human care experience.

706
00:32:05,520 --> 00:32:09,240
Our humans in our workplaces want to be valued.

707
00:32:09,240 --> 00:32:11,200
They want to be seen and heard.

708
00:32:11,200 --> 00:32:14,960
And so all the ways in which our ecosystem, in which we

709
00:32:14,960 --> 00:32:17,240
kind of build that into our organizational capability,

710
00:32:17,240 --> 00:32:19,440
that's why I think it's so important to balance people,

711
00:32:19,440 --> 00:32:21,040
process, and systems.

712
00:32:21,040 --> 00:32:25,680
One without the other, you start to see things fall apart.

713
00:32:25,680 --> 00:32:29,040
And all that kind of ties into the recipe of thriving.

714
00:32:29,040 --> 00:32:31,240
I could talk on and on, but I won't stop there.

715
00:32:31,240 --> 00:32:32,040
Go, Mindy, go!

716
00:32:32,040 --> 00:32:32,880
Go, Mindy, go!

717
00:32:32,880 --> 00:32:33,880
You've got this!

718
00:32:33,880 --> 00:32:36,640
You've got this, like I'm off to the races with you!

719
00:32:36,640 --> 00:32:37,160
Right?

720
00:32:37,160 --> 00:32:42,320
People, processes.

721
00:32:42,320 --> 00:32:43,280
And the third one?

722
00:32:43,280 --> 00:32:43,960
Systems.

723
00:32:43,960 --> 00:32:45,320
Systems, right?

724
00:32:45,320 --> 00:32:46,360
So there's your three-legged stool.

725
00:32:46,360 --> 00:32:47,200
Organizational capability.

726
00:32:47,200 --> 00:32:47,560
Yeah.

727
00:32:47,560 --> 00:32:47,880
Right.

728
00:32:47,880 --> 00:32:49,520
There's that three-legged stool, which

729
00:32:49,520 --> 00:32:52,400
doesn't stand unless you're super acrobatic on two legs

730
00:32:52,400 --> 00:32:54,160
or one legs.

731
00:32:54,160 --> 00:32:56,560
Then you can defy our logic.

732
00:32:56,560 --> 00:32:58,160
But I'm with you on that.

733
00:32:58,160 --> 00:32:59,000
Super important.

734
00:32:59,000 --> 00:33:04,280
So the elephant, the herd of elephants that you just

735
00:33:04,280 --> 00:33:06,680
described that we're supposed to eat, right?

736
00:33:06,680 --> 00:33:10,440
Where do you start with that, with the people

737
00:33:10,440 --> 00:33:12,080
that you're going to work with?

738
00:33:12,080 --> 00:33:13,040
Where do they begin?

739
00:33:13,040 --> 00:33:16,520
Because that's a drink from the ocean.

740
00:33:16,520 --> 00:33:18,000
Yeah.

741
00:33:18,000 --> 00:33:19,560
It's a lot.

742
00:33:19,560 --> 00:33:24,960
What I start with is really understanding current,

743
00:33:24,960 --> 00:33:29,280
what's currently going on in the organization.

744
00:33:29,280 --> 00:33:31,320
Also, with whoever reaches out to me.

745
00:33:31,320 --> 00:33:32,360
I don't want to look at that.

746
00:33:32,360 --> 00:33:33,440
I'm just kidding.

747
00:33:33,440 --> 00:33:34,280
They don't.

748
00:33:34,280 --> 00:33:37,040
Or they don't know what questions to ask.

749
00:33:37,040 --> 00:33:40,960
So it's first about, for me, it's about,

750
00:33:40,960 --> 00:33:43,040
I'm asking a lot of questions.

751
00:33:43,040 --> 00:33:46,840
And people want a magic pill, but there is no magic pill.

752
00:33:46,840 --> 00:33:50,840
And unfortunately, the one thing that often HR people say

753
00:33:50,840 --> 00:33:51,600
is, it depends.

754
00:33:51,600 --> 00:33:52,760
But that's a true answer.

755
00:33:52,760 --> 00:33:53,680
It depends.

756
00:33:53,680 --> 00:33:57,920
It depends on the workplace, the situation, the people involved.

757
00:33:57,920 --> 00:34:00,360
Like, we need to be asking questions.

758
00:34:00,360 --> 00:34:03,080
So I often come in, and they're like, hey, Mindy,

759
00:34:03,080 --> 00:34:04,160
what do you do?

760
00:34:04,160 --> 00:34:06,840
And I have a very high level answer.

761
00:34:06,840 --> 00:34:10,160
But then it is followed with a question.

762
00:34:10,160 --> 00:34:13,920
And by then, I've kind of gotten a sense of,

763
00:34:13,920 --> 00:34:15,440
what is their frustration?

764
00:34:15,440 --> 00:34:18,720
Or what's keeping them up at night?

765
00:34:18,720 --> 00:34:20,240
Or what are they dreaming about?

766
00:34:20,240 --> 00:34:22,400
Sometimes, if the person's in a negative place,

767
00:34:22,400 --> 00:34:23,760
they start in a positive.

768
00:34:23,760 --> 00:34:26,280
Like, where do you want to be?

769
00:34:26,280 --> 00:34:28,280
What are you hopeful for?

770
00:34:28,280 --> 00:34:30,000
And what's keeping that?

771
00:34:30,000 --> 00:34:31,680
What's getting in the way of that?

772
00:34:31,680 --> 00:34:34,000
And it often is one of those three things.

773
00:34:34,000 --> 00:34:36,880
It's the people process or the systems.

774
00:34:36,880 --> 00:34:39,640
Or if they start with the process,

775
00:34:39,640 --> 00:34:42,920
and we dig a little bit deeper, and we find out

776
00:34:42,920 --> 00:34:46,800
what that root cause is, it could be people.

777
00:34:46,800 --> 00:34:49,000
But it's really about the presenting problem.

778
00:34:49,000 --> 00:34:51,720
When someone comes with a presenting problem,

779
00:34:51,720 --> 00:34:54,400
it often isn't the problem.

780
00:34:54,400 --> 00:34:58,560
And so it's really kind of in that discovery phase,

781
00:34:58,560 --> 00:35:01,880
it's about getting to that deeper problem

782
00:35:01,880 --> 00:35:04,240
and then working through a heat map.

783
00:35:04,240 --> 00:35:07,120
So you have to start from that point of,

784
00:35:07,120 --> 00:35:09,160
where is that pain point?

785
00:35:09,160 --> 00:35:13,120
I don't want to just walk them through the whole thing.

786
00:35:13,120 --> 00:35:14,760
We got to start somewhere.

787
00:35:14,760 --> 00:35:16,720
And we need a baby step into it,

788
00:35:16,720 --> 00:35:18,440
because they maybe never have seen.

789
00:35:18,440 --> 00:35:20,520
It may be employee handbook.

790
00:35:20,520 --> 00:35:22,040
Now, I don't do employee handbooks.

791
00:35:22,040 --> 00:35:23,360
That's not my superpower,

792
00:35:23,360 --> 00:35:25,760
but I'll find someone for you that can.

793
00:35:25,760 --> 00:35:26,960
But let's talk a little bit,

794
00:35:26,960 --> 00:35:29,800
what are you hoping to accomplish with that?

795
00:35:29,800 --> 00:35:32,040
Because it's not often just that handbook,

796
00:35:32,040 --> 00:35:32,880
or how do we actually-

797
00:35:32,880 --> 00:35:34,960
We have a handbook, Mindy, come on.

798
00:35:34,960 --> 00:35:36,960
Everybody's supposed to have a handbook.

799
00:35:36,960 --> 00:35:38,840
But usually when you get deeper,

800
00:35:38,840 --> 00:35:41,520
they're like, oh, I hadn't thought about it that way.

801
00:35:41,520 --> 00:35:44,800
What would it look like to have a second conversation

802
00:35:44,800 --> 00:35:46,840
with you, a third conversation?

803
00:35:47,800 --> 00:35:50,000
And usually the leaders that you're able

804
00:35:50,000 --> 00:35:55,000
to start to move from more of the traditional HR,

805
00:35:56,400 --> 00:35:58,240
where they just saw it as payroll and benefits.

806
00:35:58,240 --> 00:35:59,320
And they really start to see,

807
00:35:59,320 --> 00:36:01,040
especially with the small medium businesses

808
00:36:01,040 --> 00:36:02,160
I'm working with,

809
00:36:02,160 --> 00:36:04,120
where it's really that business acumen,

810
00:36:04,120 --> 00:36:08,160
the China chief of staff being able to understand,

811
00:36:08,160 --> 00:36:10,240
how do we understand the outcomes

812
00:36:10,240 --> 00:36:11,440
that you're trying to achieve,

813
00:36:11,440 --> 00:36:14,800
and how do we align the people initiatives with that?

814
00:36:14,800 --> 00:36:15,760
Absolutely.

815
00:36:16,640 --> 00:36:19,920
When I was a young entrepreneur,

816
00:36:19,920 --> 00:36:23,240
getting ready to launch my own organization and such,

817
00:36:24,880 --> 00:36:27,480
I found out about org boards and how we needed org charts.

818
00:36:27,480 --> 00:36:28,840
And so I was building that,

819
00:36:28,840 --> 00:36:30,160
I believe it was at Restaurant Connect,

820
00:36:30,160 --> 00:36:33,400
where I started the process of trying to find our org board.

821
00:36:33,400 --> 00:36:34,520
But then I was like,

822
00:36:34,520 --> 00:36:36,720
what if I designed the Universal org board

823
00:36:36,720 --> 00:36:38,400
to solve all problems for everybody?

824
00:36:38,400 --> 00:36:41,080
And I spent like four hours on that.

825
00:36:41,080 --> 00:36:42,280
Coming to realize again,

826
00:36:42,280 --> 00:36:45,440
the difference between restaurants and dentists and how,

827
00:36:45,440 --> 00:36:49,080
oh man, that sucks, this is impossible.

828
00:36:49,080 --> 00:36:52,400
It literally is impossible for you to create

829
00:36:52,400 --> 00:36:55,040
the perfect org board for an organization,

830
00:36:55,040 --> 00:36:58,640
meaning who's gonna be doing what in your company?

831
00:36:58,640 --> 00:36:59,840
And then later learning like,

832
00:36:59,840 --> 00:37:02,000
oh, and not just who's gonna be doing what,

833
00:37:02,000 --> 00:37:04,040
but what is what?

834
00:37:04,040 --> 00:37:06,960
How do you define that versus how they define it?

835
00:37:06,960 --> 00:37:08,640
At a company I was working with,

836
00:37:08,640 --> 00:37:10,520
they brought in a COO before me.

837
00:37:11,360 --> 00:37:12,880
He was in over his head,

838
00:37:14,240 --> 00:37:15,440
you wouldn't know that.

839
00:37:15,440 --> 00:37:16,840
It wasn't until getting to know me

840
00:37:16,840 --> 00:37:18,160
and some of the gross stuff I was doing,

841
00:37:18,160 --> 00:37:20,080
where he came to me, he was like, Jackson.

842
00:37:20,080 --> 00:37:22,000
He's like, I don't know what I'm doing.

843
00:37:22,880 --> 00:37:24,960
So I've been a COO,

844
00:37:24,960 --> 00:37:27,840
but I was given the reins by a 20 year COO.

845
00:37:27,840 --> 00:37:29,640
He had been there for 20 years

846
00:37:29,640 --> 00:37:31,080
and everything was already established.

847
00:37:31,080 --> 00:37:32,520
This is a startup.

848
00:37:32,520 --> 00:37:37,440
And so we moved him into the manager of the call center

849
00:37:37,440 --> 00:37:40,120
where he'd also have the potential to make more money.

850
00:37:40,120 --> 00:37:43,680
In addition to knowing how to do that,

851
00:37:43,680 --> 00:37:47,280
because he started that department for that company

852
00:37:47,280 --> 00:37:48,320
that he was COO at.

853
00:37:48,320 --> 00:37:53,320
So the idea of sharing hats and defining who's doing what,

854
00:37:53,960 --> 00:37:57,240
and knowing that there's so much fluidity in that,

855
00:37:57,240 --> 00:37:59,320
working with somebody in HR who gets that,

856
00:37:59,320 --> 00:38:01,000
who's agile enough to understand that

857
00:38:01,000 --> 00:38:03,200
is not just worried about the disciplines

858
00:38:03,200 --> 00:38:05,840
or the performance improvement plans,

859
00:38:05,840 --> 00:38:10,840
or the liabilities, all this scary stuff is a game changer.

860
00:38:10,960 --> 00:38:12,160
I've seen that in you, Mindy.

861
00:38:12,160 --> 00:38:13,000
Go ahead.

862
00:38:13,000 --> 00:38:13,840
Thank you.

863
00:38:13,840 --> 00:38:15,120
I was just loving what you're saying

864
00:38:15,120 --> 00:38:18,520
because it's such a great example of where you under,

865
00:38:18,520 --> 00:38:19,680
it is fluid.

866
00:38:19,680 --> 00:38:21,520
And as a company is growing,

867
00:38:21,520 --> 00:38:24,200
especially in that kind of startup,

868
00:38:24,200 --> 00:38:26,160
when you're series A through C,

869
00:38:26,160 --> 00:38:29,200
when you even like hire someone for a job,

870
00:38:29,200 --> 00:38:32,040
that job, the skills required, what's needed,

871
00:38:32,040 --> 00:38:35,160
probably are going to evolve in six to nine months.

872
00:38:35,160 --> 00:38:39,320
And that person may or may not have the ability to do that

873
00:38:39,320 --> 00:38:43,320
or want to be able to do that or have the desire to.

874
00:38:43,320 --> 00:38:45,480
So I love how you worked with someone,

875
00:38:45,480 --> 00:38:47,640
you didn't just say, this is a performance problem,

876
00:38:47,640 --> 00:38:50,200
you actually spent the time to really understand

877
00:38:50,200 --> 00:38:52,320
what are those person's skill sets?

878
00:38:52,320 --> 00:38:54,120
What are they desiring to do?

879
00:38:54,120 --> 00:38:56,360
Where are the needs in the organization?

880
00:38:56,360 --> 00:39:00,840
And then finding a place to put them into

881
00:39:00,840 --> 00:39:04,640
where they would be able to thrive

882
00:39:04,640 --> 00:39:07,440
and hopefully do well.

883
00:39:07,440 --> 00:39:10,000
I think often we just do the pip

884
00:39:10,000 --> 00:39:15,000
and unfortunately lose someone great.

885
00:39:15,280 --> 00:39:17,080
I think the opposite is true too right now,

886
00:39:17,080 --> 00:39:18,960
we're in a world of burnout

887
00:39:18,960 --> 00:39:21,200
and where expectations are unclear

888
00:39:21,200 --> 00:39:24,800
and people's jobs are becoming so bloated.

889
00:39:24,800 --> 00:39:26,520
And then you have an individual in that job

890
00:39:26,520 --> 00:39:27,800
doing the best that they can,

891
00:39:27,800 --> 00:39:29,400
but it's up to a certain point

892
00:39:29,400 --> 00:39:31,880
where they're no longer enjoying the tasks,

893
00:39:31,880 --> 00:39:34,400
the job has gotten to be too much.

894
00:39:34,400 --> 00:39:37,680
And maybe there's some stuff going on personally

895
00:39:37,680 --> 00:39:40,640
and they wanna opt into a lesser job.

896
00:39:40,640 --> 00:39:44,400
And I've seen companies say, no, you can't take,

897
00:39:44,400 --> 00:39:47,000
well, why can't they take the lesser job?

898
00:39:47,000 --> 00:39:47,960
Why not?

899
00:39:47,960 --> 00:39:52,440
And so that is where I really want to challenge us

900
00:39:52,440 --> 00:39:55,200
as leaders in organizations

901
00:39:55,200 --> 00:39:58,120
to really think through some of our standard

902
00:39:58,120 --> 00:40:00,400
operating procedures, some of these checklists

903
00:40:00,400 --> 00:40:04,760
and really ask ourselves, is this still serving us?

904
00:40:04,760 --> 00:40:06,800
And why are we doing this?

905
00:40:06,800 --> 00:40:08,440
What are we missing out?

906
00:40:08,440 --> 00:40:09,960
You're the person for me to ask.

907
00:40:09,960 --> 00:40:13,800
I've contributed this reference to Bill Gates

908
00:40:13,800 --> 00:40:15,080
for many, many, many years.

909
00:40:15,080 --> 00:40:17,000
I don't even know if it's his, I've forgotten,

910
00:40:17,000 --> 00:40:18,160
whether it was actually him or not,

911
00:40:18,160 --> 00:40:22,280
but about if somebody wants to give 1%,

912
00:40:22,280 --> 00:40:23,640
that's what they're willing to give,

913
00:40:23,640 --> 00:40:26,360
don't make them give 100%.

914
00:40:26,360 --> 00:40:29,280
Allow them to give their 1% and appreciate it.

915
00:40:29,280 --> 00:40:31,960
Does that sound like a Microsoft thing or?

916
00:40:31,960 --> 00:40:33,720
Yes, it does.

917
00:40:33,720 --> 00:40:35,520
Okay, I hear it, it's gotten clear.

918
00:40:35,520 --> 00:40:39,680
I don't remember him saying that.

919
00:40:39,680 --> 00:40:42,880
Somebody said it and I love it.

920
00:40:42,880 --> 00:40:45,040
I do too, because then, okay,

921
00:40:45,040 --> 00:40:48,520
do we have the ability to have someone part-time

922
00:40:48,520 --> 00:40:53,520
and then align the pay to that 1% or that part-time?

923
00:40:53,560 --> 00:40:55,600
What would that look like?

924
00:40:55,600 --> 00:40:58,480
Yeah, and it creates a healthy correlation

925
00:40:58,480 --> 00:41:01,360
between the two versus depleting somebody

926
00:41:02,520 --> 00:41:05,400
of their resources or their efforts or abilities

927
00:41:05,400 --> 00:41:09,520
and also it's a reference point of ingratitude.

928
00:41:09,520 --> 00:41:11,320
We're showing ingratitude for people

929
00:41:11,320 --> 00:41:13,360
when we demand more out of them

930
00:41:13,360 --> 00:41:16,480
than they feel able to give.

931
00:41:16,480 --> 00:41:18,280
That's gonna break at some point.

932
00:41:18,280 --> 00:41:21,440
You're gonna find a breaking point that won't be pretty.

933
00:41:21,440 --> 00:41:24,280
So the other thing, visionary, is that,

934
00:41:24,280 --> 00:41:26,080
and there are, there's a lot of things going on.

935
00:41:26,080 --> 00:41:28,400
That's why it's so helpful to get somebody's help

936
00:41:28,400 --> 00:41:33,040
like Mindy who can expand, multiply your efforts.

937
00:41:33,040 --> 00:41:34,520
You get four hands.

938
00:41:34,520 --> 00:41:35,400
You have two.

939
00:41:35,400 --> 00:41:36,240
She's got two.

940
00:41:36,240 --> 00:41:38,600
Now you got four and four, two bodies,

941
00:41:38,600 --> 00:41:40,200
not four bodies, two bodies.

942
00:41:40,200 --> 00:41:42,720
Go to different places at different times and do things.

943
00:41:42,720 --> 00:41:47,080
And so back to the org board,

944
00:41:47,080 --> 00:41:48,840
so many entrepreneurs I've worked with

945
00:41:48,840 --> 00:41:52,080
are so excited when they're done with the org board.

946
00:41:52,080 --> 00:41:54,640
Oh my gosh, now let's put that in a drawer.

947
00:41:54,640 --> 00:41:59,360
And 96% of businesses fail within 10 years.

948
00:41:59,360 --> 00:42:03,920
And 4% survive and have all sorts of struggles surviving.

949
00:42:03,920 --> 00:42:05,360
Most of them are not on the list

950
00:42:05,360 --> 00:42:07,800
of the top 100 places to work.

951
00:42:07,800 --> 00:42:09,360
Most of them aren't even close.

952
00:42:09,360 --> 00:42:11,320
Some of those are top 100 places to work

953
00:42:11,320 --> 00:42:13,440
based on cultures that I don't necessarily appreciate

954
00:42:13,440 --> 00:42:14,880
or like too.

955
00:42:14,880 --> 00:42:18,120
So the idea of abundance and the companies

956
00:42:18,120 --> 00:42:20,600
that are abundant, the ones that follow principles

957
00:42:20,600 --> 00:42:22,760
of abundance, it's sad to me how few

958
00:42:22,760 --> 00:42:24,240
pick up the pieces to that.

959
00:42:24,240 --> 00:42:26,560
So what I would encourage you to do as a visionary

960
00:42:26,560 --> 00:42:29,200
is write out your org board as you see it.

961
00:42:29,200 --> 00:42:31,000
And I don't care if you make it like a tree

962
00:42:31,000 --> 00:42:32,600
where the leader's at the bottom,

963
00:42:32,600 --> 00:42:35,960
or if you make it to where the leader's at the top,

964
00:42:37,840 --> 00:42:40,680
it's not a competition, it's just a map.

965
00:42:40,680 --> 00:42:42,240
And we as human beings, I will tell you

966
00:42:42,240 --> 00:42:44,080
why I don't do the tree concept.

967
00:42:44,080 --> 00:42:48,360
I read from top to bottom, left to right.

968
00:42:48,360 --> 00:42:51,040
That's why I don't do a tree for my org board.

969
00:42:51,040 --> 00:42:53,280
Sorry to burst your bubble, all you angry people

970
00:42:53,280 --> 00:42:56,240
that think that we should design them like a tree.

971
00:42:56,240 --> 00:42:58,880
And so the leader, and then you wanna put,

972
00:42:58,880 --> 00:43:01,640
what are the positions that are needed to be filled?

973
00:43:01,640 --> 00:43:03,600
The responsibilities and duties

974
00:43:03,600 --> 00:43:06,600
that have to be accomplished and put your name there

975
00:43:06,600 --> 00:43:08,160
if you're the one doing it right now.

976
00:43:08,160 --> 00:43:10,200
And maybe put a question mark next to that

977
00:43:10,200 --> 00:43:13,280
or circle it if it's one that you don't wanna fulfill,

978
00:43:13,280 --> 00:43:16,000
you want somebody else to fulfill at some point.

979
00:43:16,000 --> 00:43:18,040
But without mapping that out,

980
00:43:18,040 --> 00:43:21,120
and I would say at least on a quarterly basis,

981
00:43:21,120 --> 00:43:24,040
every time you bring somebody new into your company too,

982
00:43:24,040 --> 00:43:26,080
I know I'm eating it, I can just see that-

983
00:43:26,080 --> 00:43:27,800
No, you're just, you're in my head.

984
00:43:27,800 --> 00:43:31,240
You're in my head, I'm like, yeah, that's what to do.

985
00:43:31,240 --> 00:43:33,440
You know, we just brought a designer on on Sunday

986
00:43:33,440 --> 00:43:36,960
and she is so excited to learn new things though.

987
00:43:36,960 --> 00:43:40,320
And I just been like, okay, design, go to Canva, play,

988
00:43:40,320 --> 00:43:42,520
get it done, you need these 20 designs done

989
00:43:42,520 --> 00:43:44,520
every single day, it's like, oh my gosh,

990
00:43:44,520 --> 00:43:48,120
like what a, I've been that guy, I've done that before.

991
00:43:48,120 --> 00:43:49,840
But no, it's like, okay, what do you want?

992
00:43:49,840 --> 00:43:51,080
Oh, I wanna learn this, that and the other.

993
00:43:51,080 --> 00:43:51,920
I'm like, this is perfect.

994
00:43:51,920 --> 00:43:54,040
Oh, you got all sorts of opportunities here.

995
00:43:54,040 --> 00:43:56,120
Don't worry about fitting into one box,

996
00:43:56,120 --> 00:43:58,600
gravitate towards what you love, you know?

997
00:43:58,600 --> 00:44:00,960
And sometimes we do have to take the trash out.

998
00:44:00,960 --> 00:44:02,760
You know, as a team and help each other out

999
00:44:02,760 --> 00:44:04,760
with the responsibilities we don't wanna do.

1000
00:44:04,760 --> 00:44:08,080
But our goal is to get you into the absolute best place

1001
00:44:08,080 --> 00:44:09,280
that you love.

1002
00:44:09,280 --> 00:44:10,880
And so now that she's in the company

1003
00:44:10,880 --> 00:44:12,840
and I'm seeing all the talents come out of her,

1004
00:44:12,840 --> 00:44:14,480
I'm like, oh cool.

1005
00:44:14,480 --> 00:44:17,320
And we're already evolving the process

1006
00:44:17,320 --> 00:44:19,520
of moving our org board.

1007
00:44:19,520 --> 00:44:22,320
So to show you guys what that looks like too real quick,

1008
00:44:23,440 --> 00:44:25,400
we have our static org board

1009
00:44:25,400 --> 00:44:27,080
that we teach our clients about

1010
00:44:27,080 --> 00:44:29,000
for what we call the power launch.

1011
00:44:29,000 --> 00:44:31,040
And this is oversimplified.

1012
00:44:31,040 --> 00:44:32,040
I'm gonna burst the bubble.

1013
00:44:32,040 --> 00:44:36,080
This is not the real, this is just a fit on one screen.

1014
00:44:36,080 --> 00:44:39,880
And you'll notice CEO, CMO, CTO, there's no CFO.

1015
00:44:39,880 --> 00:44:42,000
There's no COO.

1016
00:44:42,000 --> 00:44:45,360
There's all sorts of other levels that could exist in this.

1017
00:44:45,360 --> 00:44:48,280
For us, you know, we use Whimsical,

1018
00:44:48,280 --> 00:44:49,600
cause it's free.

1019
00:44:49,600 --> 00:44:51,360
That's the main reason why I like to use Whimsical.

1020
00:44:51,360 --> 00:44:54,040
I like to pay for things I don't use very often

1021
00:44:54,040 --> 00:44:57,560
or use all the necessary tools, whether whatever.

1022
00:44:57,560 --> 00:45:00,320
But you'll notice that I got my picture

1023
00:45:00,320 --> 00:45:03,640
on a lot of these different hats.

1024
00:45:03,640 --> 00:45:07,080
And sometimes we've had Cynthia in the COO position

1025
00:45:07,080 --> 00:45:07,920
and running that.

1026
00:45:07,920 --> 00:45:10,840
Sometimes we've had Jaime in that position.

1027
00:45:10,840 --> 00:45:13,600
And we're constantly moving and adjusting,

1028
00:45:13,600 --> 00:45:16,000
discussing as executive team,

1029
00:45:16,000 --> 00:45:17,640
not with new people on the team,

1030
00:45:17,640 --> 00:45:20,200
but with executive team members that belong,

1031
00:45:20,200 --> 00:45:21,520
that are part of the culture,

1032
00:45:21,520 --> 00:45:22,640
that are part of the structure

1033
00:45:22,640 --> 00:45:24,520
of what we're building long-term.

1034
00:45:24,520 --> 00:45:28,360
We discuss who's gonna be on the basketball court right now

1035
00:45:28,360 --> 00:45:30,320
for these types of programs.

1036
00:45:30,320 --> 00:45:31,320
What are your thoughts on that?

1037
00:45:31,320 --> 00:45:32,600
Where would you take us with that, Mindy?

1038
00:45:32,600 --> 00:45:34,440
And feel free, what would you correct

1039
00:45:34,440 --> 00:45:37,280
about what I'm, if I'm pushing people off a cliff,

1040
00:45:37,280 --> 00:45:39,360
like go ahead, like, it's beautiful.

1041
00:45:39,360 --> 00:45:40,560
Well, first of all,

1042
00:45:40,560 --> 00:45:42,880
and I'm not just trying to be a cheerleader,

1043
00:45:42,880 --> 00:45:45,320
like I wish more people did something like this,

1044
00:45:45,320 --> 00:45:47,600
because often as companies are growing,

1045
00:45:47,600 --> 00:45:51,960
leaders forget what it is they're actually spending time on.

1046
00:45:51,960 --> 00:45:54,480
And this forces them to really see.

1047
00:45:54,480 --> 00:45:57,440
And as you grow, you just take on more and more,

1048
00:45:57,440 --> 00:46:00,600
and then you forget about the word delegation.

1049
00:46:00,600 --> 00:46:04,240
And where, for you to move the company forward,

1050
00:46:04,240 --> 00:46:06,600
you need to let some of those things go.

1051
00:46:06,600 --> 00:46:09,080
And it's like the 80, 20% rule, right?

1052
00:46:09,080 --> 00:46:12,160
And so I love here, what I would add to this

1053
00:46:12,160 --> 00:46:17,080
is at what point is Jackson no longer servicing the company

1054
00:46:17,080 --> 00:46:20,160
to be its best by being in these other roles.

1055
00:46:20,160 --> 00:46:23,520
And that to me then ties into a workforce hiring plan.

1056
00:46:23,520 --> 00:46:25,480
So you're like at this target,

1057
00:46:25,480 --> 00:46:28,600
when Jackson's spending this much time on this thing,

1058
00:46:28,600 --> 00:46:31,960
then we're actually keeping him from really in it,

1059
00:46:31,960 --> 00:46:35,080
being in his, in the company's best interest.

1060
00:46:35,080 --> 00:46:38,480
And so we need to hire for someone at this time.

1061
00:46:38,480 --> 00:46:39,320
Or you would-

1062
00:46:39,320 --> 00:46:40,160
It's today by the way.

1063
00:46:40,160 --> 00:46:42,280
It has been.

1064
00:46:42,280 --> 00:46:44,520
So that's the only thing I would add on there, right?

1065
00:46:44,520 --> 00:46:47,240
Like is like, is there a view to be able to,

1066
00:46:47,240 --> 00:46:49,280
and to show the priority of,

1067
00:46:49,280 --> 00:46:51,720
or other people like, okay, which roles-

1068
00:46:51,720 --> 00:46:53,720
It's one of the ways that I love what you're saying,

1069
00:46:53,720 --> 00:46:54,560
cause it's huge.

1070
00:46:54,560 --> 00:46:57,000
And it's rocket fuel and the E-Myth.

1071
00:46:57,000 --> 00:46:57,840
Yeah.

1072
00:46:57,840 --> 00:46:58,920
Far better book by the way.

1073
00:46:58,920 --> 00:46:59,760
Yeah.

1074
00:46:59,760 --> 00:47:00,600
It was a good book.

1075
00:47:00,600 --> 00:47:01,420
Yeah.

1076
00:47:01,420 --> 00:47:02,260
I'd recommend it.

1077
00:47:02,260 --> 00:47:05,300
But they do a good job of explaining the realities

1078
00:47:05,300 --> 00:47:08,080
of handling that process and what Minnie's talking about.

1079
00:47:08,080 --> 00:47:09,520
I'm all about, we did that.

1080
00:47:09,520 --> 00:47:13,080
And we adopted that until the evolution occurred

1081
00:47:13,080 --> 00:47:15,160
where with us, we have our opportunity

1082
00:47:15,160 --> 00:47:16,420
and that is the Trabajo Para Latinos.

1083
00:47:16,420 --> 00:47:19,520
We have our opportunities for work for Latinos group

1084
00:47:19,520 --> 00:47:22,360
that's expanding and that my team are running and leading.

1085
00:47:22,360 --> 00:47:25,840
And this week we're launching our ambassador program.

1086
00:47:25,840 --> 00:47:30,080
And our ambassador program is a 90 day internship program

1087
00:47:30,080 --> 00:47:33,200
where they get trained on all things social media.

1088
00:47:33,200 --> 00:47:36,640
But we can also pick the cream of the crop out of that.

1089
00:47:36,640 --> 00:47:39,080
The ones who are moving in seven days and say,

1090
00:47:39,080 --> 00:47:39,920
Hey, we're good to go.

1091
00:47:39,920 --> 00:47:42,240
Like let's make this happen and move them in.

1092
00:47:42,240 --> 00:47:45,040
So we've got a different style

1093
00:47:45,040 --> 00:47:48,680
for how we go about implementing the exact same reality.

1094
00:47:48,680 --> 00:47:49,720
Thank you, Cynthia.

1095
00:47:49,720 --> 00:47:53,320
Reality because of the depth of like Cynthia,

1096
00:47:53,320 --> 00:47:55,400
doing all the dynamic stuff here.

1097
00:47:55,400 --> 00:47:56,520
Like it's so helpful.

1098
00:47:56,520 --> 00:47:57,360
It's awesome.

1099
00:47:57,360 --> 00:47:59,320
To not have to, she didn't even speak English

1100
00:47:59,320 --> 00:48:00,320
and she caught that.

1101
00:48:01,600 --> 00:48:05,680
She's able to understand that she's supported by me

1102
00:48:05,680 --> 00:48:09,260
and how she supports me on the system and process.

1103
00:48:10,440 --> 00:48:13,640
So I see you as the same type of leader Mindy.

1104
00:48:13,640 --> 00:48:15,360
I'm very excited for people that get to know

1105
00:48:15,360 --> 00:48:16,200
what you're up to.

1106
00:48:16,200 --> 00:48:18,040
Glad to see your vision come to fruition.

1107
00:48:18,040 --> 00:48:19,840
I love this.

1108
00:48:19,840 --> 00:48:21,000
I guess this is so powerful

1109
00:48:21,000 --> 00:48:22,640
because most podcasts are just talking.

1110
00:48:22,640 --> 00:48:24,720
And what I love is you're just kind of reinforcing

1111
00:48:24,720 --> 00:48:26,160
through real life example,

1112
00:48:26,160 --> 00:48:28,120
kind of like all the things I'm saying.

1113
00:48:28,120 --> 00:48:29,640
Because most people probably leave and be like,

1114
00:48:29,640 --> 00:48:31,760
well, what does that look like practically?

1115
00:48:31,760 --> 00:48:33,820
I mean, we can hear her talking about it,

1116
00:48:33,820 --> 00:48:36,280
but you just see an actual founder

1117
00:48:36,280 --> 00:48:38,080
like show how they're doing in their work.

1118
00:48:38,080 --> 00:48:40,160
So I'm just like, I'm just kind of

1119
00:48:40,160 --> 00:48:42,240
in my little happy place right now.

1120
00:48:42,240 --> 00:48:46,360
I am, I, but I love what you're picking up on

1121
00:48:46,360 --> 00:48:48,160
is because I was speaking about hiring plans

1122
00:48:48,160 --> 00:48:51,240
and often you're, I just wanted to dig into that

1123
00:48:51,240 --> 00:48:52,080
a little bit deeper.

1124
00:48:52,080 --> 00:48:53,480
Because people often just think about external,

1125
00:48:53,480 --> 00:48:55,640
but what you're actually challenging people to think of

1126
00:48:55,640 --> 00:48:57,600
is about internal mobility

1127
00:48:57,600 --> 00:48:59,840
and not just looking to external hiring,

1128
00:48:59,840 --> 00:49:02,440
but how are you putting in the right process,

1129
00:49:02,440 --> 00:49:05,720
the right mechanisms or flywheels in place

1130
00:49:05,720 --> 00:49:10,000
to actually upscale your talent as a succession plan

1131
00:49:10,000 --> 00:49:12,440
to be able to move them in different spaces

1132
00:49:12,440 --> 00:49:15,200
and not just think about and to challenge ourselves,

1133
00:49:15,200 --> 00:49:18,440
not to think it's just about a job as one person.

1134
00:49:18,440 --> 00:49:21,160
It's also about how can we be fluid in that?

1135
00:49:21,160 --> 00:49:25,480
How can we truly use agile concepts to,

1136
00:49:25,480 --> 00:49:27,280
okay, yeah, we may have a title,

1137
00:49:27,280 --> 00:49:29,880
but how do we not get locked into that?

1138
00:49:29,880 --> 00:49:34,880
Yeah, vision pros, revealing some real power here.

1139
00:49:35,040 --> 00:49:37,240
I fully intend to recruit you Mindy.

1140
00:49:37,240 --> 00:49:42,240
So there's these realities that people feel,

1141
00:49:43,280 --> 00:49:46,640
oh, it's either this or that, internal or external.

1142
00:49:46,640 --> 00:49:49,640
And I've always been a, I can have my cake

1143
00:49:49,640 --> 00:49:51,680
and I can eat it too, right?

1144
00:49:51,680 --> 00:49:53,320
I really always have been.

1145
00:49:53,320 --> 00:49:54,880
And I used to look at Richard Branson like,

1146
00:49:54,880 --> 00:49:55,720
man, that guy's cool.

1147
00:49:55,720 --> 00:49:57,440
He's got like 200 companies, that's impossible.

1148
00:49:57,440 --> 00:50:00,600
And I didn't even think someday.

1149
00:50:00,600 --> 00:50:02,680
And then one of these days, when I got divorced

1150
00:50:02,680 --> 00:50:04,840
and I had nothing but time to build my companies,

1151
00:50:04,840 --> 00:50:08,800
I was like, huh, maybe I will go that route.

1152
00:50:08,800 --> 00:50:10,800
Now I'm like, hey, Richard, I'm coming.

1153
00:50:10,800 --> 00:50:13,640
I'm like, let's do this, let's make this happen.

1154
00:50:13,640 --> 00:50:18,000
But it's when we put our fears aside

1155
00:50:18,000 --> 00:50:20,440
and when we put ourselves in an environment

1156
00:50:20,440 --> 00:50:21,640
with people that we trust

1157
00:50:21,640 --> 00:50:24,320
and people who are willing to build this up,

1158
00:50:24,320 --> 00:50:26,000
we've got that safety net.

1159
00:50:26,000 --> 00:50:28,280
And then we set our fears aside

1160
00:50:28,280 --> 00:50:31,040
and look at, well, how can we work together?

1161
00:50:31,040 --> 00:50:32,640
How can we pull these assets?

1162
00:50:32,640 --> 00:50:35,560
It's amazing what can happen for your visions.

1163
00:50:35,560 --> 00:50:38,080
So if you're inspired by anything that we said

1164
00:50:38,080 --> 00:50:40,680
or you're pissed off and you think we're wrong,

1165
00:50:40,680 --> 00:50:42,200
leave a comment, let us know.

1166
00:50:42,200 --> 00:50:43,040
That stuff really helps.

1167
00:50:43,040 --> 00:50:44,320
We really do want your feedback.

1168
00:50:44,320 --> 00:50:47,360
And if you've got a question for Mindy or myself,

1169
00:50:47,360 --> 00:50:49,000
don't hesitate to drop it in.

1170
00:50:49,000 --> 00:50:50,760
And if you know somebody,

1171
00:50:50,760 --> 00:50:52,520
maybe you're the spouse of an entrepreneur

1172
00:50:52,520 --> 00:50:55,120
who's listening to this like, oh, I'm so sick of,

1173
00:50:55,120 --> 00:50:58,960
we know, we know that's fair territory of a spouse.

1174
00:50:58,960 --> 00:51:02,200
Maybe tag your spouse on this episode

1175
00:51:02,200 --> 00:51:03,920
and give them a chance to listen.

1176
00:51:03,920 --> 00:51:07,240
Maybe not now that I said that, but that said,

1177
00:51:07,240 --> 00:51:09,760
if there's somebody that you know would benefit,

1178
00:51:09,760 --> 00:51:12,160
you really have no idea what type of impact

1179
00:51:12,160 --> 00:51:13,880
you'll make on their life.

1180
00:51:13,880 --> 00:51:16,120
And they probably won't tell you,

1181
00:51:16,120 --> 00:51:17,880
but if you're thinking of somebody,

1182
00:51:18,800 --> 00:51:21,120
they're likely gonna be extremely grateful for it,

1183
00:51:21,120 --> 00:51:22,960
especially entrepreneurs.

1184
00:51:22,960 --> 00:51:25,360
The Rocket Fuel, one of my least favorite concepts

1185
00:51:25,360 --> 00:51:29,240
of the book, and again, it's a book that I honor and love.

1186
00:51:29,240 --> 00:51:31,320
In the very final chapters,

1187
00:51:31,320 --> 00:51:35,840
they say that they highlight and glorify an entrepreneur

1188
00:51:35,840 --> 00:51:39,080
who says after a year of working with his integrator,

1189
00:51:39,080 --> 00:51:40,840
the person who has come in,

1190
00:51:40,840 --> 00:51:43,520
completely overhauled the business and freed them,

1191
00:51:43,520 --> 00:51:46,840
he said he could hardly even admit still

1192
00:51:46,840 --> 00:51:51,280
that the guy had been helpful,

1193
00:51:51,280 --> 00:51:54,120
and what it was, even though he knew that.

1194
00:51:54,120 --> 00:51:56,520
And so, and they say, and it's okay,

1195
00:51:56,520 --> 00:51:57,920
if that's how you feel about your integrator.

1196
00:51:57,920 --> 00:52:00,720
And I'm here to say, that's not okay, how you feel.

1197
00:52:00,720 --> 00:52:02,400
If you live like that, and that's like,

1198
00:52:02,400 --> 00:52:05,320
you're gonna eventually ruin your relationship

1199
00:52:05,320 --> 00:52:06,200
with the integrators,

1200
00:52:06,200 --> 00:52:08,040
with the people who are building with you.

1201
00:52:08,040 --> 00:52:11,480
But if you can switch to a mindset of compassion

1202
00:52:11,480 --> 00:52:14,960
and gratitude and honor for those who are helping you build,

1203
00:52:14,960 --> 00:52:18,160
and you can honor their passions and visions,

1204
00:52:18,160 --> 00:52:19,840
it's amazing how they'll come to bat

1205
00:52:19,840 --> 00:52:21,280
to help you build what you're up to.

1206
00:52:21,280 --> 00:52:24,960
So Mindy, thank you so much for joining us on this.

1207
00:52:24,960 --> 00:52:26,680
It's been an absolute honor to have you on the show.

1208
00:52:26,680 --> 00:52:28,960
Any final thought you wanna share?

1209
00:52:28,960 --> 00:52:31,440
It was just a joy to be here, and everything

1210
00:52:31,440 --> 00:52:34,400
we've talked about can feel really overwhelming,

1211
00:52:34,400 --> 00:52:36,800
but it's just taking that one step.

1212
00:52:36,800 --> 00:52:39,200
And even if it is to say, I need help,

1213
00:52:39,200 --> 00:52:42,320
that is the best first step you can take.

1214
00:52:43,200 --> 00:52:44,320
Absolutely.

1215
00:52:44,320 --> 00:52:47,000
Vision Pro, feel free to apply to be a guest as well,

1216
00:52:47,000 --> 00:52:48,280
and we'll see you on the next episode.

1217
00:52:48,280 --> 00:52:49,120
Take care, everybody.

1218
00:52:49,120 --> 00:52:50,240
Thank you for being here today.

1219
00:52:50,240 --> 00:52:52,720
I'm really happy that you tuned in to Vision Pro's live.

1220
00:52:52,720 --> 00:52:55,360
I'm looking forward to seeing your reactions

1221
00:52:55,360 --> 00:52:57,640
as these episodes continue to move forward.

1222
00:52:57,640 --> 00:52:59,360
This is gonna get more and more fun.

1223
00:52:59,360 --> 00:53:01,160
We'll have more and more engagement as well.

1224
00:53:01,160 --> 00:53:03,280
We'll invite people to participate in the show,

1225
00:53:03,280 --> 00:53:05,640
and thank you for giving us your time and attention.

1226
00:53:05,640 --> 00:53:28,480
Have an excellent night.