1
00:00:00,000 --> 00:00:04,520
Yeah. Awesome. Good stuff.

2
00:00:04,520 --> 00:00:09,040
I got to ask, so what are you most excited to talk

3
00:00:09,040 --> 00:00:15,680
about in regards to aligning leadership as we go through your vision?

4
00:00:15,680 --> 00:00:18,720
Well, aligning leadership,

5
00:00:18,720 --> 00:00:22,840
what I think is really significant right now is getting

6
00:00:22,840 --> 00:00:30,200
clear about how much work the leaders have to do.

7
00:00:30,200 --> 00:00:34,920
I mean, alignment is significant, and that's a part of it,

8
00:00:34,920 --> 00:00:42,120
but also getting clear about how we can delegate

9
00:00:42,120 --> 00:00:45,880
so many things to people so that we really have time

10
00:00:45,880 --> 00:00:52,760
to do what our unique ability is, what we are best equipped to do.

11
00:00:52,760 --> 00:01:00,240
I love that. I mean, I'm a big fan of the E-Myth and Rocket Fuel,

12
00:01:00,240 --> 00:01:04,720
and so many great books that peak from Chip Conley as well,

13
00:01:04,720 --> 00:01:11,080
that helped me realize how many systems, procedures, resources, etc.

14
00:01:11,080 --> 00:01:14,040
If we take the time to pay attention to them,

15
00:01:14,040 --> 00:01:17,600
we put our team into a better place to be able to

16
00:01:17,600 --> 00:01:21,080
succeed with the things that they're supposed to support us on.

17
00:01:21,080 --> 00:01:23,760
You've been an EOS implementer for how long?

18
00:01:23,760 --> 00:01:25,000
Eight years.

19
00:01:25,000 --> 00:01:28,600
Eight years now. That's fantastic.

20
00:01:28,600 --> 00:01:30,800
We're going to be diving into depths of that with them.

21
00:01:30,800 --> 00:01:33,000
For the visionaries who are listening in,

22
00:01:33,000 --> 00:01:34,480
before we dive into that,

23
00:01:34,480 --> 00:01:37,120
what are three resources or three books,

24
00:01:37,120 --> 00:01:38,520
three videos, documentaries,

25
00:01:38,520 --> 00:01:39,840
it could be any type of resource you want.

26
00:01:39,840 --> 00:01:43,680
What are three that you would recommend visionaries pay attention to?

27
00:01:43,680 --> 00:01:47,920
Well, number one is obviously is traction.

28
00:01:47,920 --> 00:01:49,280
Traction.

29
00:01:49,280 --> 00:01:53,120
I mean, traction is the guidebook.

30
00:01:53,120 --> 00:01:58,280
It's everything you need to know if you wanted to implement it on yourself,

31
00:01:58,280 --> 00:02:00,960
which is a strange thing to do.

32
00:02:00,960 --> 00:02:05,400
But that's the book that tells everything about EOS.

33
00:02:05,400 --> 00:02:11,000
Once you're clear about that in EOS,

34
00:02:11,000 --> 00:02:19,240
one of the big things is this duo of visionary and integrator.

35
00:02:19,240 --> 00:02:23,680
The book that tells you everything about that is Rocket Fuel.

36
00:02:23,680 --> 00:02:30,360
You mentioned it. Rocket Fuel is the place where as a visionary or an owner of a business,

37
00:02:30,360 --> 00:02:33,400
you are going to find the most relief

38
00:02:33,400 --> 00:02:37,560
because the difference between a visionary and integrator is immense.

39
00:02:37,560 --> 00:02:41,040
Visionary is generally at 30,000 feet,

40
00:02:41,040 --> 00:02:42,320
has plenty of ideas,

41
00:02:42,320 --> 00:02:46,920
and always is looking out in the future for where we're going to be.

42
00:02:46,920 --> 00:02:52,240
The integrator is the one who's on the day-to-day is going to get those things done.

43
00:02:52,240 --> 00:02:54,440
You're going to be in looked at,

44
00:02:54,440 --> 00:02:57,920
just locked in with the visionary.

45
00:02:57,920 --> 00:03:02,360
They're both working together and they just have different roles to play.

46
00:03:02,360 --> 00:03:05,000
Rocket Fuel is a book for that.

47
00:03:05,000 --> 00:03:11,400
Then the next one is the book about how managers learn to be a great boss.

48
00:03:11,400 --> 00:03:15,280
Certainly, leaders on the leadership team need to be a great boss,

49
00:03:15,280 --> 00:03:20,480
but also every manager all the way down to the organization needs to

50
00:03:20,480 --> 00:03:23,560
learn how to be a great boss for the people that report to them.

51
00:03:23,560 --> 00:03:25,880
It's a very simple book.

52
00:03:25,880 --> 00:03:29,440
Anybody can take a look at it and learn how to do that,

53
00:03:29,440 --> 00:03:34,960
and then follow it up with applying it every day in their management role.

54
00:03:34,960 --> 00:03:37,400
I love that. Who wrote the last book?

55
00:03:37,400 --> 00:03:40,360
Renee Boer, very good friend of mine.

56
00:03:40,360 --> 00:03:43,160
Boer, awesome. That's super helpful.

57
00:03:43,160 --> 00:03:47,800
Thank you. As a student of Rocket Fuel as well,

58
00:03:47,800 --> 00:03:51,000
I'm having read that book and recorded

59
00:03:51,000 --> 00:03:54,200
certain segments to send to clients to say,

60
00:03:54,200 --> 00:03:56,040
please listen to this.

61
00:03:56,040 --> 00:03:59,720
I do. I highly recommend that book.

62
00:03:59,720 --> 00:04:02,240
The visionary integrator role,

63
00:04:02,240 --> 00:04:07,920
there are people in business who are like a LeBron James,

64
00:04:07,920 --> 00:04:11,240
who can play multiple positions in a business,

65
00:04:11,240 --> 00:04:15,880
one to four, and LeBron James recognizes that it's not in

66
00:04:15,880 --> 00:04:20,160
his best interest to play all of those positions,

67
00:04:20,160 --> 00:04:23,360
especially all at the same time.

68
00:04:23,360 --> 00:04:26,760
That's not what you do to win the game.

69
00:04:26,760 --> 00:04:31,680
So I think we share some concepts in relation to that and inspiring visionaries to say,

70
00:04:31,680 --> 00:04:37,000
you know what, maybe it would be a wise opportunity to attract

71
00:04:37,000 --> 00:04:41,360
a team that can help me bring this vision to fruition.

72
00:04:41,360 --> 00:04:42,800
So we're going to come back in,

73
00:04:42,800 --> 00:04:44,800
we're going to dive into your vision in just a minute.

74
00:04:44,800 --> 00:04:46,560
We're going to hit the break real quick and then we're going to

75
00:04:46,560 --> 00:04:48,600
dive into what's your vision for those that you serve.

76
00:04:48,600 --> 00:04:51,120
So get ready for an extra special episode.

77
00:04:51,120 --> 00:04:55,400
All right. Welcome in to Vision Pros Live with Jackson Calame.

78
00:04:55,400 --> 00:04:56,400
I'm your show host.

79
00:04:56,400 --> 00:04:59,360
We'll be doing interviews for visionary entrepreneurs and

80
00:04:59,360 --> 00:05:02,480
guest leaders who are building fantastic visions out there.

81
00:05:02,480 --> 00:05:12,480
Hey, what's up everybody?

82
00:05:12,480 --> 00:05:15,240
Welcome into another episode of Vision Pros Live.

83
00:05:15,240 --> 00:05:16,800
I'm your show host, Jackson Calame,

84
00:05:16,800 --> 00:05:19,080
founder and CEO of First Class Business.

85
00:05:19,080 --> 00:05:25,360
I am really excited to have Will Crist on stage today because he represents EOS.

86
00:05:25,360 --> 00:05:30,040
EOS Worldwide is a company that was founded by

87
00:05:30,040 --> 00:05:33,720
Gina Wickman and Gina wrote the book Rocket Fuel.

88
00:05:33,720 --> 00:05:36,440
Rocket Fuel built on the backbone of the E-Myth.

89
00:05:36,440 --> 00:05:41,400
The E-Myth is a book that I will tell everybody forever.

90
00:05:41,400 --> 00:05:44,800
I regret not reading that book the moment it came across my desk.

91
00:05:44,800 --> 00:05:48,280
I waited eight years before I read it because of all the book recommendations.

92
00:05:48,280 --> 00:05:49,520
But as soon as I read it, I was like,

93
00:05:49,520 --> 00:05:51,280
wow, this is life-changing.

94
00:05:51,280 --> 00:05:56,920
The Rocket Fuel takes that torch from the E-Myth and starts putting in to place

95
00:05:56,920 --> 00:06:01,320
a very granular plan and idea for how you can go about implementing it,

96
00:06:01,320 --> 00:06:03,720
and did an excellent job of that series.

97
00:06:03,720 --> 00:06:07,040
Now, we get to drink from the well of somebody who's worked very closely with

98
00:06:07,040 --> 00:06:11,000
that organization and learn about organizational growth for

99
00:06:11,000 --> 00:06:14,960
our visions and leadership and maximizing growth with these different types of systems.

100
00:06:14,960 --> 00:06:16,680
Now, before I bring Will on stage,

101
00:06:16,680 --> 00:06:18,560
we're going to talk about some of these sponsors.

102
00:06:18,560 --> 00:06:22,280
Some of the great leaders that I've seen implementing these types of systems,

103
00:06:22,280 --> 00:06:25,680
one is Melissa Gray of theLawSpot.com.

104
00:06:25,680 --> 00:06:27,640
Melissa came on this show.

105
00:06:27,640 --> 00:06:30,800
I was apprehensive to bring a lawyer on the show.

106
00:06:30,800 --> 00:06:34,880
I know a lot of lawyers who are fairly condescending.

107
00:06:34,880 --> 00:06:37,400
They don't necessarily have a vision beyond themselves.

108
00:06:37,400 --> 00:06:43,360
Here's this nurturer who does have the legal backbone you need to protect your brands,

109
00:06:43,360 --> 00:06:46,640
but at the same time, she understands entrepreneurs.

110
00:06:46,640 --> 00:06:49,400
She understands small, medium businesses and able to relate.

111
00:06:49,400 --> 00:06:53,040
She's also a mother and she takes that role seriously as well.

112
00:06:53,040 --> 00:06:56,880
This is somebody that I was just like, man, I really want to see her succeed and win.

113
00:06:56,880 --> 00:06:59,680
More importantly for who we serve,

114
00:06:59,680 --> 00:07:02,480
I've worked with thousands of businesses.

115
00:07:02,480 --> 00:07:05,640
Again, this is speculation,

116
00:07:05,640 --> 00:07:10,820
but I would venture to guess that less than five percent of the businesses I've worked with,

117
00:07:10,820 --> 00:07:14,000
had an active legal counsel ready to go,

118
00:07:14,000 --> 00:07:18,160
knew who they would go to in the event of a tragedy or a challenge.

119
00:07:18,160 --> 00:07:21,800
I would bet most of those individuals out of that five percent,

120
00:07:21,800 --> 00:07:24,920
they probably didn't shop around too much because people

121
00:07:24,920 --> 00:07:27,520
don't like to dive into legal matters and financial matters,

122
00:07:27,520 --> 00:07:29,440
especially visionaries, you love to build.

123
00:07:29,440 --> 00:07:33,320
My invitation to you is to include Melissa in

124
00:07:33,320 --> 00:07:38,120
your research so that you put your business in a great position of supply and demand.

125
00:07:38,120 --> 00:07:40,420
When you've researched and you've done

126
00:07:40,420 --> 00:07:43,040
your due diligence in the front to find out who represents you,

127
00:07:43,040 --> 00:07:45,880
then you're much more likely to be in a position where you

128
00:07:45,880 --> 00:07:49,700
don't get hosed by your legal experiences that you might have.

129
00:07:49,700 --> 00:07:53,400
Take it from a guy who went through a $20,000 trademark battle

130
00:07:53,400 --> 00:07:57,360
back when we were running Restaurant Connect and I was there representing that company.

131
00:07:57,360 --> 00:08:01,720
That was something that could have been avoided with the right legal counsel in place.

132
00:08:01,720 --> 00:08:03,840
Now there's directional advisors as well.

133
00:08:03,840 --> 00:08:07,120
Directional advisors is with Franklin Parker and Franklin Parker

134
00:08:07,120 --> 00:08:11,520
has run the family home office for a billionaire.

135
00:08:11,520 --> 00:08:15,520
In addition to that, he's also written some pretty amazing book.

136
00:08:15,520 --> 00:08:16,840
He's written an amazing book,

137
00:08:16,840 --> 00:08:19,920
Goal-Based Investing Portfolios.

138
00:08:19,920 --> 00:08:22,440
In addition to the book that he has,

139
00:08:22,440 --> 00:08:24,960
he's won all sorts of awards for

140
00:08:24,960 --> 00:08:30,080
the types of publications that he's put out there for financial advising.

141
00:08:30,080 --> 00:08:31,360
Now, I don't know about you,

142
00:08:31,360 --> 00:08:35,640
but it's disheartening when there's a world full of financial advisors,

143
00:08:35,640 --> 00:08:39,240
but if you were to venture to ask them how they're doing financially,

144
00:08:39,240 --> 00:08:40,800
it would probably scare you.

145
00:08:40,800 --> 00:08:42,960
Probably wouldn't be a question they want you to ask.

146
00:08:42,960 --> 00:08:47,040
I don't necessarily feel that it's my best interest to work with

147
00:08:47,040 --> 00:08:52,040
financial advisors who don't understand wealth and practice wealth principles for themselves.

148
00:08:52,040 --> 00:08:54,880
I highly recommend again interviewing Franklin Parker,

149
00:08:54,880 --> 00:08:56,880
figuring out who he is.

150
00:08:56,880 --> 00:08:59,320
If you're in that position where you're looking to diversify

151
00:08:59,320 --> 00:09:02,000
your wealth and explore your financial options,

152
00:09:02,000 --> 00:09:04,880
then he's definitely somebody worth having a conversation with.

153
00:09:04,880 --> 00:09:07,680
He's being tapped on the shoulder right now to be

154
00:09:07,680 --> 00:09:10,800
the next podcast host for the CFA Institute.

155
00:09:10,800 --> 00:09:14,040
They have 685,000 followers on LinkedIn.

156
00:09:14,040 --> 00:09:20,040
I don't know many people who want to follow financial advisors or legal people.

157
00:09:20,040 --> 00:09:22,240
It just tells you the power of the Institute.

158
00:09:22,240 --> 00:09:24,280
If you haven't heard of it, look up CFA Institute,

159
00:09:24,280 --> 00:09:30,600
and maybe you will see again one more token of credit to see why I recommend Franklin Parker so highly.

160
00:09:30,600 --> 00:09:33,000
He's been a phenomenal leader to work with as well.

161
00:09:33,000 --> 00:09:34,920
I love him like a brother at this point.

162
00:09:34,920 --> 00:09:36,880
Then there's the water projects.

163
00:09:36,880 --> 00:09:39,880
I will never use this microphone without promoting

164
00:09:39,880 --> 00:09:45,040
some type of cause in the world that helps the 8 billion people who are suffering.

165
00:09:45,040 --> 00:09:48,880
There are millions of people who don't even have access to clean drinking water like I do right now.

166
00:09:48,880 --> 00:09:51,400
I won't allow myself to forget that.

167
00:09:51,400 --> 00:09:55,280
I hope that one of you feels inspired to contribute to this process.

168
00:09:55,280 --> 00:09:57,600
If you're not in a financial position to contribute,

169
00:09:57,600 --> 00:10:00,600
your contribution could be in the form of tagging a friend who might be,

170
00:10:00,600 --> 00:10:03,240
or sharing this message with others is

171
00:10:03,240 --> 00:10:06,160
another great way to help and support those who are out there.

172
00:10:06,160 --> 00:10:09,840
Now, if you have a cause that you'd like to see us support,

173
00:10:09,840 --> 00:10:11,560
that we didn't mention or talk about,

174
00:10:11,560 --> 00:10:12,720
just drop it in the comments.

175
00:10:12,720 --> 00:10:13,920
There's not a competition.

176
00:10:13,920 --> 00:10:16,040
There's 8 billion people out there who need a lot of help,

177
00:10:16,040 --> 00:10:18,840
and we can do a lot of good by sharing those opportunities with

178
00:10:18,840 --> 00:10:21,440
others and inspiring the world to help us give back.

179
00:10:21,440 --> 00:10:23,640
One of the things I love about the water project though,

180
00:10:23,640 --> 00:10:26,320
is that you get to see the project that you're contributing to,

181
00:10:26,320 --> 00:10:28,960
and you get to actually see that project come to fruition.

182
00:10:28,960 --> 00:10:32,000
They do an excellent job of documenting what they're up to.

183
00:10:32,000 --> 00:10:33,960
They also do a great job of,

184
00:10:33,960 --> 00:10:37,480
in my opinion again, of helping the community know how to

185
00:10:37,480 --> 00:10:42,480
sustain those projects throughout time so that it's not just a one-time experience,

186
00:10:42,480 --> 00:10:46,840
but it's something that will have a generational impact on those individuals.

187
00:10:46,840 --> 00:10:50,480
I also recommend going and meditating on that.

188
00:10:50,480 --> 00:10:55,480
Meditating, what could your contribution possibly have

189
00:10:55,480 --> 00:11:00,520
contributed to the lifestyle of these individuals over the years to come?

190
00:11:00,520 --> 00:11:02,280
Without further ado,

191
00:11:02,280 --> 00:11:05,400
I'm going to make this part of the introduction brief because you guys

192
00:11:05,400 --> 00:11:08,200
can all look this stuff up after the fact.

193
00:11:08,200 --> 00:11:14,480
But I think it is important for people to grasp the concept of the EOS implementers.

194
00:11:14,480 --> 00:11:20,160
What will Chris represents beyond the years that he's spent within this company,

195
00:11:20,160 --> 00:11:22,480
the eight years understanding this process.

196
00:11:22,480 --> 00:11:26,480
He also comes from a background of building other organizations,

197
00:11:26,480 --> 00:11:28,560
and for 20 plus years,

198
00:11:28,560 --> 00:11:30,120
20 plus adult years,

199
00:11:30,120 --> 00:11:32,280
I'm not going to age him completely here.

200
00:11:32,280 --> 00:11:35,640
But there's an amazing amount of wisdom that comes from people who are

201
00:11:35,640 --> 00:11:42,640
decades ahead of where we're at and the online assets that they have to

202
00:11:42,640 --> 00:11:46,600
present and help people gain clarity for these concepts allows

203
00:11:46,600 --> 00:11:51,640
people to gravitate towards understanding things that might have felt,

204
00:11:51,640 --> 00:11:54,120
might have put you in a position where it's like,

205
00:11:54,120 --> 00:11:55,440
I don't know how to do that.

206
00:11:55,440 --> 00:11:56,680
I'm out of my comfort zone.

207
00:11:56,680 --> 00:11:58,520
I don't really get the whole systems aspect.

208
00:11:58,520 --> 00:12:02,240
That's the whole point of bringing somebody like Chris into your life.

209
00:12:02,240 --> 00:12:04,640
Well, thank you so much for being here and honoring us with your time.

210
00:12:04,640 --> 00:12:05,640
We're excited to have you.

211
00:12:05,640 --> 00:12:09,160
Sure. It's a privilege to be here. Lots of fun.

212
00:12:09,160 --> 00:12:12,480
Absolutely. Diving in,

213
00:12:12,480 --> 00:12:15,400
I'd love to know what's your vision for those that you serve?

214
00:12:15,400 --> 00:12:18,480
What do you hope they accomplish or see on the horizon?

215
00:12:18,480 --> 00:12:22,280
Well, it seems like lots of businesses that I work with,

216
00:12:22,280 --> 00:12:26,040
almost all of them want to get a lot of money.

217
00:12:26,040 --> 00:12:30,400
They have big goal about money and that's important.

218
00:12:30,400 --> 00:12:33,240
That's what drives a lot of people.

219
00:12:33,240 --> 00:12:38,640
What I want to see by the end of the journey that I take with my clients,

220
00:12:38,640 --> 00:12:44,240
is I want to see everybody doing what they love doing.

221
00:12:44,600 --> 00:12:48,040
Not doing what somebody else told me had to do,

222
00:12:48,040 --> 00:12:49,600
ought to do, should do,

223
00:12:49,600 --> 00:12:53,000
or what they think they have to do or ought to do or should do,

224
00:12:53,000 --> 00:12:55,080
but what they really love doing,

225
00:12:55,080 --> 00:12:59,560
the things that turns them on living in their unique ability,

226
00:12:59,560 --> 00:13:02,440
as Dan Sullivan would say.

227
00:13:02,440 --> 00:13:05,880
Number one, they're doing what they love doing.

228
00:13:05,880 --> 00:13:09,680
Number two, they're doing it with people they love.

229
00:13:09,680 --> 00:13:12,520
People share their core values.

230
00:13:12,520 --> 00:13:14,640
People who are there to support them,

231
00:13:14,640 --> 00:13:16,280
they can support the others,

232
00:13:16,280 --> 00:13:22,120
and they're really enjoying the community that is this business.

233
00:13:22,120 --> 00:13:24,680
They're doing what they love with people that they love.

234
00:13:24,680 --> 00:13:29,280
They know that what they're doing in the business is helping

235
00:13:29,280 --> 00:13:31,960
the organization make the world a better place.

236
00:13:31,960 --> 00:13:36,680
There's a direct connection between what I'm doing and

237
00:13:36,680 --> 00:13:41,080
how the business is making the world a better place.

238
00:13:41,080 --> 00:13:46,080
There's a great fulfillment there and know that I'm making a big contribution.

239
00:13:46,080 --> 00:13:47,480
Yes.

240
00:13:47,480 --> 00:13:49,640
Doing what I love with people I love,

241
00:13:49,640 --> 00:13:53,400
knowing that what I'm doing is helping the business to make a great contribution,

242
00:13:53,400 --> 00:13:55,720
being compensated appropriately.

243
00:13:55,720 --> 00:13:56,760
Yeah.

244
00:13:56,760 --> 00:14:03,760
Then finally, having plenty of time for my other passions and my family.

245
00:14:03,760 --> 00:14:08,560
Now, that's what I want from every company,

246
00:14:08,560 --> 00:14:11,840
everybody in those companies that I work with.

247
00:14:11,840 --> 00:14:15,160
Well said. That's up, down,

248
00:14:15,160 --> 00:14:16,880
top to bottom or left to right.

249
00:14:16,880 --> 00:14:22,160
However, somebody wants to paint the picture for how the organization chart looks like.

250
00:14:22,160 --> 00:14:26,160
I love that you start with the reality too,

251
00:14:26,160 --> 00:14:28,120
that the money is important.

252
00:14:28,120 --> 00:14:31,680
That money is a resource and a vehicle.

253
00:14:31,680 --> 00:14:39,400
I've seen how when money is such a great need in somebody's life,

254
00:14:39,400 --> 00:14:42,360
because they're struggling to get by.

255
00:14:42,360 --> 00:14:46,080
I saw this in Uruguay a lot when I was there for two-year mission.

256
00:14:46,080 --> 00:14:48,160
It's hard to dream.

257
00:14:48,160 --> 00:14:52,480
It's hard to realize that you have things that you want to do.

258
00:14:52,480 --> 00:14:56,640
It's hard to appreciate the family time because you don't have

259
00:14:56,640 --> 00:15:01,080
the core basic resource that Maslow's Hierarchy of Needs reminds us.

260
00:15:01,080 --> 00:15:03,160
So artistically, like, wow,

261
00:15:03,160 --> 00:15:04,920
okay, we've got to get those things met.

262
00:15:04,920 --> 00:15:08,720
Then again, you paint a beautiful picture of what

263
00:15:08,720 --> 00:15:13,160
success for an entrepreneur should ultimately look and feel like.

264
00:15:13,160 --> 00:15:16,360
Thank you for doing that. I got to ask for you,

265
00:15:16,360 --> 00:15:17,880
what's your vision for you?

266
00:15:17,880 --> 00:15:19,400
I imagine it's a similar reflection,

267
00:15:19,400 --> 00:15:21,920
but do you just mind going into a little bit more color for what that looks like?

268
00:15:21,920 --> 00:15:23,440
Because I see your background too and I'm like,

269
00:15:23,440 --> 00:15:25,440
I think you took that video.

270
00:15:25,440 --> 00:15:27,120
I did. I took this video.

271
00:15:27,120 --> 00:15:30,400
This is where I walk every day in Laguna Beach here.

272
00:15:30,400 --> 00:15:35,400
This is one of the rocks right near the coast,

273
00:15:35,400 --> 00:15:38,960
where I walk every day along the ocean.

274
00:15:38,960 --> 00:15:45,600
My vision is I want to serve the companies that I work with because I

275
00:15:45,600 --> 00:15:50,400
see using things like EOS makes such a huge difference,

276
00:15:50,400 --> 00:15:52,880
not only in the company and the company success,

277
00:15:52,880 --> 00:15:55,240
but in the success and the fulfillment,

278
00:15:55,240 --> 00:15:59,880
the wholehearted experience of every person in the organization.

279
00:15:59,880 --> 00:16:06,080
I've gone around and interviewed people all the way from the founder and the leadership team,

280
00:16:06,080 --> 00:16:09,960
all the way deep into the organization and they all say the same thing.

281
00:16:09,960 --> 00:16:12,840
They say, this has changed my life.

282
00:16:12,840 --> 00:16:17,840
This is really helping me to be the person that I want to be.

283
00:16:17,840 --> 00:16:25,200
That's my vision is continuing to help those companies help the people who are in the company,

284
00:16:25,200 --> 00:16:27,640
in the organization, part of the community.

285
00:16:27,640 --> 00:16:33,560
It's huge. It certainly makes sleeping at night far easier.

286
00:16:33,560 --> 00:16:37,720
Those you're striving to provide for.

287
00:16:37,720 --> 00:16:41,040
You're striving to make sure that of course clients are taken care of,

288
00:16:41,040 --> 00:16:45,680
but when your team's not happy and there's internal conflict and drama,

289
00:16:45,680 --> 00:16:50,480
or there's people who aren't fully bought into the cause,

290
00:16:50,480 --> 00:16:55,280
they say the heavy is the head that wears the crown.

291
00:16:55,280 --> 00:16:59,760
Now, as an entrepreneur, you worry about those people.

292
00:16:59,760 --> 00:17:01,360
If you're not worried about them,

293
00:17:01,360 --> 00:17:03,560
you're still feeling the pain of that too,

294
00:17:03,560 --> 00:17:05,160
of what's going on with it.

295
00:17:05,160 --> 00:17:13,680
But it's hard. How do you inspire entrepreneurs who are really struggling right now?

296
00:17:13,680 --> 00:17:16,960
To believe in and have hope that that's possible.

297
00:17:16,960 --> 00:17:19,000
Through questions.

298
00:17:19,000 --> 00:17:24,040
Through questions. It starts off with, where do you want?

299
00:17:24,040 --> 00:17:27,440
Where do you want to be? What's this about?

300
00:17:27,440 --> 00:17:30,000
What are you trying to accomplish?

301
00:17:30,000 --> 00:17:35,520
Out of that comes a number of ambiguities,

302
00:17:35,520 --> 00:17:39,400
a number of false hopes and dreams,

303
00:17:39,400 --> 00:17:43,040
things that they're not really connected to.

304
00:17:43,040 --> 00:17:44,840
But I don't tell them,

305
00:17:44,840 --> 00:17:46,640
I ask them questions about it.

306
00:17:46,640 --> 00:17:47,880
Help me to understand this.

307
00:17:47,880 --> 00:17:49,240
Tell me more about this.

308
00:17:49,240 --> 00:17:50,600
How do you want to do this?

309
00:17:50,600 --> 00:17:53,320
Here's how. Whenever I share with them,

310
00:17:53,320 --> 00:17:56,560
I can share with them the experiences that I've had with other people,

311
00:17:56,560 --> 00:18:01,920
but it always comes back to, and what do you want to do?

312
00:18:01,920 --> 00:18:04,280
Yeah, I like that.

313
00:18:04,280 --> 00:18:10,560
Questions are, they're a superpower for opening people's hearts and minds.

314
00:18:10,560 --> 00:18:16,640
They can be used to coerce and manipulate people into submission,

315
00:18:16,640 --> 00:18:20,480
and they can be used to empower people with answers.

316
00:18:20,480 --> 00:18:24,200
How do you recognize the difference as an entrepreneur between somebody

317
00:18:24,200 --> 00:18:29,720
who's after your wallet, after your money,

318
00:18:29,720 --> 00:18:33,920
trying to, again, will you into submission,

319
00:18:33,920 --> 00:18:40,160
and somebody who is genuinely assessing as a true consultant,

320
00:18:40,160 --> 00:18:45,640
how you can best help a company with growth?

321
00:18:45,640 --> 00:18:57,040
Well, one of the things that we say as implementers to each other a lot is,

322
00:18:57,040 --> 00:19:00,440
if you have to drag a company in,

323
00:19:00,440 --> 00:19:02,800
you're going to be dragging them around.

324
00:19:02,800 --> 00:19:08,680
If you have to manipulate a company to become part of your practice,

325
00:19:08,680 --> 00:19:13,200
then you're going to have to manipulate them over and over again to keep them there.

326
00:19:13,200 --> 00:19:18,280
And so we don't drag people around, we don't drag people in.

327
00:19:18,280 --> 00:19:25,400
We let people convince us that EOS is going to be a help

328
00:19:25,400 --> 00:19:28,840
to getting them to where they want to be.

329
00:19:28,840 --> 00:19:38,080
And it's, you know, we often recognize that we don't ever sell anything.

330
00:19:38,080 --> 00:19:38,720
Yeah.

331
00:19:38,720 --> 00:19:43,040
What we're really doing is asking enough questions to find out

332
00:19:43,040 --> 00:19:48,320
if this particular company, this owner, this member of the leadership team,

333
00:19:48,320 --> 00:19:54,800
if there's something that they are not getting right now that they want,

334
00:19:54,800 --> 00:19:59,160
asking them, do you think that EOS could help you get there?

335
00:19:59,160 --> 00:20:01,320
And that's where the engagement begins.

336
00:20:01,320 --> 00:20:05,680
When they say, yes, I believe this, I believe you can help us,

337
00:20:05,680 --> 00:20:07,920
what do we do next?

338
00:20:07,920 --> 00:20:09,000
Yeah, I love that.

339
00:20:09,000 --> 00:20:13,680
That's the difference between somebody who sells, right?

340
00:20:13,680 --> 00:20:17,720
Selling at somebody and somebody who wants to buy.

341
00:20:17,720 --> 00:20:19,560
Those are two different realities.

342
00:20:19,560 --> 00:20:22,880
So I'll also promote US Implementer on this.

343
00:20:22,880 --> 00:20:26,000
For those visionaries who are considering who to consult with,

344
00:20:26,000 --> 00:20:30,160
one of the brilliance and values of working with a company that's well established,

345
00:20:30,160 --> 00:20:34,400
right, like US Implementer is they don't have a need for your business.

346
00:20:34,400 --> 00:20:36,840
That doesn't mean they don't want your business.

347
00:20:36,840 --> 00:20:39,320
That doesn't mean that they won't work hard,

348
00:20:39,320 --> 00:20:44,840
but it means that they're not so desperate that they'll take on anybody

349
00:20:44,840 --> 00:20:47,520
as long as they can just coerce and convince you to do business.

350
00:20:47,520 --> 00:20:52,720
Like they know that that's not in their best interest.

351
00:20:52,720 --> 00:20:57,400
So I know a lot of business owners or visionaries who want to gravitate

352
00:20:57,400 --> 00:21:05,320
towards the provider who needs the job so badly they'll do anything

353
00:21:05,320 --> 00:21:07,640
to get the deal done.

354
00:21:07,640 --> 00:21:15,120
And there's a level of toxicity in that relationship that transpires, hopefully fast.

355
00:21:15,120 --> 00:21:21,680
Sometimes it takes a few years before they realize how deep of a hole they dug.

356
00:21:21,680 --> 00:21:26,160
So really sticking on that theme, kind of diving into a dark subject,

357
00:21:26,160 --> 00:21:32,240
well, what's the worst leadership experience you've ever had or seen?

358
00:21:32,240 --> 00:21:34,800
That I've had personally or that I've seen.

359
00:21:34,800 --> 00:21:37,200
It can be either one.

360
00:21:37,200 --> 00:21:40,680
Whatever is going to help the audience most is really what we're going for here.

361
00:21:40,680 --> 00:21:50,600
Well, I think the leadership examples that I have seen that are not helpful

362
00:21:50,600 --> 00:21:55,760
are people who are afraid of their employees.

363
00:21:55,760 --> 00:21:58,800
They don't want to share the vision with them

364
00:21:58,800 --> 00:22:03,920
because they don't know what's going to happen if they share that.

365
00:22:03,920 --> 00:22:09,240
Maybe they'll go tell somebody else and that'll hurt the owner.

366
00:22:09,240 --> 00:22:12,480
They don't want to share their finances with them because, well,

367
00:22:12,480 --> 00:22:15,360
if they know that we're making a profit, they'll want to come in

368
00:22:15,360 --> 00:22:19,000
and ask for more compensation.

369
00:22:19,000 --> 00:22:24,240
The reality is when you get the right people in the right seats

370
00:22:24,240 --> 00:22:29,840
and you help them to understand how the business works,

371
00:22:29,840 --> 00:22:32,080
you can be open and honest with them.

372
00:22:32,080 --> 00:22:34,760
You can share your goals with them.

373
00:22:34,760 --> 00:22:42,120
That's what I find so remarkable when people get beyond that scarcity model

374
00:22:42,120 --> 00:22:46,760
and begin to live in abundance and find people that they can trust,

375
00:22:46,760 --> 00:22:50,400
people who get what that position is that they're going to occupy.

376
00:22:50,400 --> 00:22:52,320
They want it.

377
00:22:52,320 --> 00:22:54,120
They're bouncing out of the bed in the morning

378
00:22:54,120 --> 00:22:58,720
and they have the capacity, the God-given skills to do that job.

379
00:22:58,720 --> 00:23:01,160
When you have those kind of people in the organization,

380
00:23:01,160 --> 00:23:05,320
then you can begin to share with them where you want to go

381
00:23:05,320 --> 00:23:07,400
and how you want to get there.

382
00:23:07,400 --> 00:23:10,720
And you can share with them the results on a regular basis.

383
00:23:10,720 --> 00:23:11,840
That's what...

384
00:23:11,840 --> 00:23:16,760
It's the leaders who are not confident about that,

385
00:23:16,760 --> 00:23:20,160
who live in scarcity, think they have to make it all...

386
00:23:20,160 --> 00:23:23,360
They have to make it by themselves.

387
00:23:23,360 --> 00:23:26,120
Those are examples of poor leadership.

388
00:23:26,120 --> 00:23:28,400
Yeah. You know, I love that.

389
00:23:28,400 --> 00:23:34,720
But I also love that one of the things that your company taught in Rocket Fuel

390
00:23:34,720 --> 00:23:39,000
was it changed my perspective on the ownership.

391
00:23:39,000 --> 00:23:43,920
And it changed my ability to articulate and teach my team members

392
00:23:43,920 --> 00:23:46,720
about my role as an owner in a way that allowed them

393
00:23:46,720 --> 00:23:48,400
to start holding me accountable better.

394
00:23:48,400 --> 00:23:53,400
And they talked about the two business partners dividing the hats

395
00:23:53,400 --> 00:23:55,920
that people wear or the responsibilities

396
00:23:55,920 --> 00:24:00,840
so that you can then be accountable as an employee for the role, right?

397
00:24:00,840 --> 00:24:05,160
Fireable for the role, you know, or trainable in the role.

398
00:24:05,160 --> 00:24:08,040
And it really removes the ego of ownership.

399
00:24:08,040 --> 00:24:12,000
And I was like, man, that is brilliant in and of itself.

400
00:24:12,000 --> 00:24:16,520
And it allowed our communication as a team to shift dramatically.

401
00:24:16,520 --> 00:24:19,200
Again, more people were able to buy into that concept of,

402
00:24:19,200 --> 00:24:22,360
oh, cool, I can hold Jackson accountable for doing this.

403
00:24:22,360 --> 00:24:24,760
And we really do need to replace Jackson in this role.

404
00:24:24,760 --> 00:24:26,840
He is awful at this role.

405
00:24:26,840 --> 00:24:28,960
I'm like, thank you. You guys get it now.

406
00:24:28,960 --> 00:24:32,920
And I don't think I could have unlocked that without that book.

407
00:24:32,920 --> 00:24:36,880
So the fear comes from multiple sides.

408
00:24:36,880 --> 00:24:39,560
One, there's that greed aspect.

409
00:24:39,560 --> 00:24:40,640
That's one side of it.

410
00:24:40,640 --> 00:24:44,840
The other one is the man, we're not doing so well as a company, you know,

411
00:24:44,840 --> 00:24:48,640
or people are going to leave if they if they worry about the instability

412
00:24:48,640 --> 00:24:52,080
that we have as a company and how do we inspire them to stay and beyond.

413
00:24:52,080 --> 00:24:53,760
But we're going to segment from that.

414
00:24:53,760 --> 00:24:55,600
We're going to leave that with you, visionaries.

415
00:24:55,600 --> 00:24:58,360
And we're going to segment right into the opposite question.

416
00:24:58,360 --> 00:25:02,480
What is your best leadership experience or the best leadership experience

417
00:25:02,480 --> 00:25:04,400
visionaries can learn from?

418
00:25:05,640 --> 00:25:08,000
I have a number of them

419
00:25:08,000 --> 00:25:14,840
because every client who we complete the journey with has made a huge

420
00:25:14,840 --> 00:25:21,240
trans transformation, not only in their business, but also in their personal life.

421
00:25:21,240 --> 00:25:24,240
I can tell you the story of one of my clients.

422
00:25:25,320 --> 00:25:28,880
His father, his grandfather started the business.

423
00:25:29,240 --> 00:25:31,200
His father wound up being the CEO.

424
00:25:31,200 --> 00:25:34,040
And at one point he had to leave

425
00:25:34,040 --> 00:25:39,400
and the son who had been running the manufacturing part of the of the organization

426
00:25:40,160 --> 00:25:42,800
was asked to be the new CEO.

427
00:25:43,960 --> 00:25:50,040
Now, when he met with me and a good friend of mine had had suggested

428
00:25:50,040 --> 00:25:55,120
that looking at at what this new CEO was doing, that he might want to talk to me.

429
00:25:55,120 --> 00:25:58,200
It took him about six months before he decided to pick up the phone and call me.

430
00:25:58,200 --> 00:26:03,320
When he did, we got together and he said to me, you know, you know, well,

431
00:26:04,680 --> 00:26:10,280
my watching my father run this company, he said every morning

432
00:26:10,920 --> 00:26:16,600
there were the same 11 people lined up in the chairs outside of his office.

433
00:26:16,600 --> 00:26:20,280
And one by one, they would go in and they would speak to him,

434
00:26:20,840 --> 00:26:26,160
tell him what they did the day before and ask, what am I supposed to do today?

435
00:26:27,920 --> 00:26:31,960
He said, I saw him do that over and over again.

436
00:26:33,400 --> 00:26:36,720
And he said, you know, I know a lot about manufacturing,

437
00:26:37,720 --> 00:26:40,400
but I don't know anything about accounting.

438
00:26:40,400 --> 00:26:43,040
I don't know anything about HR.

439
00:26:44,240 --> 00:26:46,080
I don't know anything about sales.

440
00:26:46,080 --> 00:26:48,320
And, you know, I don't want to.

441
00:26:49,920 --> 00:26:51,520
Can you help me?

442
00:26:52,320 --> 00:26:58,680
Now, this was a guy who was was looking at having to work 60, 70 hours a week

443
00:26:59,040 --> 00:27:04,200
just to learn about all of the things that people are going to be asking him for decisions.

444
00:27:04,640 --> 00:27:10,640
Yeah. And we immediately when we started working, we usually do it.

445
00:27:10,680 --> 00:27:12,080
We always do it.

446
00:27:12,080 --> 00:27:16,200
Every implementation of EOS, we built an accountability chart.

447
00:27:17,120 --> 00:27:19,760
Who is going to be on the leadership team?

448
00:27:19,760 --> 00:27:23,640
Who are the three to seven people going to be on the leadership team

449
00:27:23,840 --> 00:27:28,440
to make decisions about how to move forward based upon their expertise?

450
00:27:29,240 --> 00:27:32,360
People who get that seat, they know what's going on.

451
00:27:33,480 --> 00:27:38,280
The people who want to be there and people who have the capacity for it.

452
00:27:38,280 --> 00:27:42,960
And as we begin to fill those seats with the right people in the right seats,

453
00:27:43,880 --> 00:27:49,200
then he could begin to let go of all the anxiety he had about

454
00:27:49,200 --> 00:27:53,000
what's going on in the accounting department, what's going on in HR,

455
00:27:53,000 --> 00:27:57,760
what's going on in sales, because he began to put the not him,

456
00:27:57,760 --> 00:28:02,640
but the leadership team working together began to put the right people in the right seats.

457
00:28:03,240 --> 00:28:07,280
He could then delegate all the responsibility for

458
00:28:07,280 --> 00:28:09,360
those particular areas.

459
00:28:09,920 --> 00:28:14,120
And he wound up having plenty of time for his family,

460
00:28:15,440 --> 00:28:21,640
took time off because he had a team there that was running the business with him and for him.

461
00:28:22,600 --> 00:28:29,360
I love that. And that stacks on the E-Myth in a beautiful and different way

462
00:28:29,840 --> 00:28:31,920
than what the E-Myth talks about.

463
00:28:31,920 --> 00:28:34,280
And it reminds me of Richard Branson.

464
00:28:34,280 --> 00:28:39,320
Somebody who, and now granted, he's been around long enough that I bet he has studied

465
00:28:39,320 --> 00:28:42,520
all of his different departments and has a pretty good idea of what's going on.

466
00:28:43,240 --> 00:28:49,560
Nonetheless, when the business owner delegates business ownership,

467
00:28:50,360 --> 00:28:55,640
mindsets to leaders and spends some time training those leaders up on it,

468
00:28:55,640 --> 00:29:00,040
or inherits a rockstar team of people who are integrators in the making,

469
00:29:00,040 --> 00:29:04,440
like incubating, waiting to dive in and take full ownership,

470
00:29:04,440 --> 00:29:06,600
they just need somebody who empowers them to do that.

471
00:29:07,480 --> 00:29:13,880
Like you said, the pressure now no longer falls solely and squarely on that owner.

472
00:29:13,880 --> 00:29:20,680
There's wisdom in both knowing what to do and in having the power and leadership to delegate it.

473
00:29:21,400 --> 00:29:22,840
That's what I hear you talking about.

474
00:29:24,280 --> 00:29:28,360
Good. And if you were to share, this was your last opportunity,

475
00:29:28,360 --> 00:29:31,000
on earth to share a powerful lesson with visionaries.

476
00:29:31,640 --> 00:29:33,880
What can other visionaries learn from your experience, Will?

477
00:29:34,600 --> 00:29:41,000
Well, I think for visionaries and entrepreneur, the things that entrepreneurs do is they find

478
00:29:41,000 --> 00:29:44,840
problems and they come up with ways to solve them.

479
00:29:46,280 --> 00:29:56,760
So what I find so helpful as visionaries move out of that startup phase where their hair's on the

480
00:29:56,760 --> 00:30:01,080
startup phase, where their hair's on fire all the time and everybody's got to do everything to make

481
00:30:01,080 --> 00:30:05,800
it all happen, when they get to the place where they're ready, they can begin to breathe,

482
00:30:06,360 --> 00:30:11,160
breathe financially, breathe emotionally, breathe in terms of the organization,

483
00:30:12,200 --> 00:30:19,640
then begin to find people who really love doing what you want to be doing.

484
00:30:19,640 --> 00:30:25,880
And the place that I find most excitement is companies that have a clear purpose

485
00:30:25,880 --> 00:30:28,440
about how they're going to make the world a better place.

486
00:30:29,480 --> 00:30:37,560
And so often, what happens is in trying to focus on that, that the dysfunction in their organization

487
00:30:38,040 --> 00:30:42,280
makes so much noise that they get distracted from their purpose.

488
00:30:42,280 --> 00:30:50,200
And it's really finding, EOS is one of a number of different organizational systems,

489
00:30:51,080 --> 00:30:55,800
but it's finding an organizational system that will help you take that noise and turn it into

490
00:30:55,800 --> 00:31:02,920
a whisper so that you and your organization can laser focus all of your resources, your time,

491
00:31:02,920 --> 00:31:05,640
your energy on the purpose that you had.

492
00:31:05,640 --> 00:31:14,040
That's what I see as really a very effective way of taking the entrepreneurial, visionary

493
00:31:15,400 --> 00:31:20,280
activity and turning it into something that's going to really make a difference in the world.

494
00:31:21,640 --> 00:31:25,320
Wow. That is profound wisdom.

495
00:31:26,920 --> 00:31:31,880
You actually got me thinking in my heart and mind about the reality of me being a parent of four

496
00:31:31,880 --> 00:31:40,120
children and how when we again, attempt to quiet the noise by addressing the noise itself,

497
00:31:41,160 --> 00:31:43,560
the greater failures of parenthood come out.

498
00:31:44,760 --> 00:31:52,360
Why? If I had just focused on the purpose of where we were going, what we were doing,

499
00:31:52,360 --> 00:31:54,680
and hey, we're going to go and see that movie or we're going to go out to dinner,

500
00:31:54,680 --> 00:31:57,560
we're going to go celebrate somebody's birthday, we're going to go to the ballgame or whatever,

501
00:31:57,560 --> 00:32:07,640
then the quieting down could occur. It was far more effective to do that than when as a dad,

502
00:32:07,640 --> 00:32:11,160
you're like, stop yelling, and then somebody cries, and then they're like, I didn't mean to

503
00:32:11,160 --> 00:32:15,800
make her cry, but now you're arguing, and now it's like, oh no, everything's spinning out of

504
00:32:15,800 --> 00:32:22,280
control because you've addressed the chaos. You've ultimately empowered the chaos to thrive.

505
00:32:22,280 --> 00:32:30,440
And that same thing transpires in our businesses. And rather than diving into the drama of that

506
00:32:31,400 --> 00:32:35,800
reminding people of what we're up to, what are we striving to accomplish as a team?

507
00:32:35,800 --> 00:32:38,600
That's kind of what I hear you saying. Is that accurate or is there more to that?

508
00:32:38,600 --> 00:32:45,640
Oh yeah. What we do in EOS is we ask people when you have an issue, which is the kind of chaos,

509
00:32:45,640 --> 00:32:49,320
the kind of drama that you're talking about, when you have an issue, you're not going to be

510
00:32:49,320 --> 00:32:52,280
in a chaos, the kind of drama that you're talking about. When you have an issue,

511
00:32:52,920 --> 00:33:01,720
don't just come up with a solution. Don't just try to stop the problem. Stop before you do anything,

512
00:33:01,720 --> 00:33:10,200
ask and use people with you to ask the question, what's the root cause here? What is causing this

513
00:33:10,200 --> 00:33:16,360
chaos? What's causing the problem? And sometimes you have to dig, dig, dig down deep into the

514
00:33:16,360 --> 00:33:24,680
organization to find out what is really going to happen here. Once we can agree on what the root

515
00:33:24,680 --> 00:33:32,840
cause is, then we can brainstorm. We can bring up all the possible solutions to that root cause.

516
00:33:33,480 --> 00:33:39,560
How can we change our organization? How can we change the resources? How can we change what's

517
00:33:39,560 --> 00:33:48,200
causing this chaos? And one of the rules that we use in that is nobody gets to repeat themselves

518
00:33:49,080 --> 00:33:53,960
about the solution they propose. Because if they do that, they begin politicking and it's like,

519
00:33:53,960 --> 00:33:59,640
well, I'm the owner. Well, I've been here longest. I'm the most experienced. It doesn't matter.

520
00:33:59,640 --> 00:34:05,880
Put all the possible solutions onto the table and we got them all out there. Then as a team,

521
00:34:05,880 --> 00:34:12,280
pick one that you think will solve that root issue, the root problem to that issue,

522
00:34:12,280 --> 00:34:22,600
and then go out and see if it works. Yeah. Nice. Those are all helpful systems.

523
00:34:23,640 --> 00:34:31,160
What's causing the chaos? A large part of this is, again, learning to ask questions the way that you

524
00:34:31,160 --> 00:34:40,520
talked about asking your clients questions. I know a couple of formulas for that. One of them,

525
00:34:40,520 --> 00:34:46,200
tell me more about that formula. It's not the question. It's actually a statement, but it

526
00:34:46,200 --> 00:34:53,240
reflects the question. What are some other ways that entrepreneurs can be inspired to dive deeper

527
00:34:53,800 --> 00:34:59,080
where they may shy away from being scared of their employees and not talk?

528
00:34:59,080 --> 00:35:06,680
Well, being open and honest is what we commit to in the process. Being open and honest with each

529
00:35:06,680 --> 00:35:10,120
other, and that's not something that happens overnight. That's something you begin to work on.

530
00:35:11,400 --> 00:35:18,600
Finding that trust with people. I think that begins with a shift from a scarcity model

531
00:35:19,160 --> 00:35:27,400
to an abundance model. Believing that there's more out there than we can ever possibly use

532
00:35:27,400 --> 00:35:34,840
that it's all out there. We have to tightly hold onto it and control everything.

533
00:35:34,840 --> 00:35:40,840
This abundance is really important in helping people to find out, recognizing that everybody

534
00:35:40,840 --> 00:35:46,360
simply wants to be heard and understood. Those are the two most important things in any personal

535
00:35:46,360 --> 00:35:50,920
relationship. When you can actually do that, you're going to find out what people want.

536
00:35:50,920 --> 00:35:56,440
When you're looking to place somebody in the organization, one of the three most important

537
00:35:56,440 --> 00:36:01,960
things is finding out what they want and then helping them get that. It may not be in this

538
00:36:01,960 --> 00:36:07,560
organization. It may be in a different seat, but when they get to the place where they can do what

539
00:36:07,560 --> 00:36:13,080
they want, they're going to be so productive. Absolutely. Now, I'm going to project here.

540
00:36:13,080 --> 00:36:20,280
Feel free to steer me. When it comes to maximizing growth, you talked about moving people

541
00:36:20,280 --> 00:36:26,680
from the scarcity model to the abundance model. I connected that with, well, that's the area that

542
00:36:26,680 --> 00:36:32,840
I want to go in and talk about then. Is that going to serve our audience best right now to dive into

543
00:36:34,200 --> 00:36:39,560
how to recognize the scarcity model symptoms we might be facing and moving towards the abundance

544
00:36:39,560 --> 00:36:44,360
model? Or is there something else regarding maximizing growth that you want to gravitate

545
00:36:44,360 --> 00:36:51,560
towards, Will? Well, maximizing growth. Are you meaning maximizing the amount of money that we

546
00:36:51,560 --> 00:36:58,520
get as resources and that we keep as profits? That's a good question. It could be. That's

547
00:36:58,520 --> 00:37:05,240
one angle of that. To your point, there's lots of different angles on this that we could go down.

548
00:37:05,240 --> 00:37:13,240
I'm not actually sure I would navigate exactly what our audience wants for that. I'm actually

549
00:37:13,240 --> 00:37:23,000
steering back towards your phraseology of what... There's something that you said that inspired

550
00:37:23,000 --> 00:37:28,600
me to go this direction about from the standpoint of first getting our leaders 100% on the same

551
00:37:28,600 --> 00:37:35,960
page and where our organization is going. That's what it is and how it's going to get them there.

552
00:37:36,920 --> 00:37:41,960
When I said aligning leadership, it was about, again, how do we get those leaders on the same page?

553
00:37:42,920 --> 00:37:50,920
I figured that would lead to maximizing growth in all aspects of business. What are your thoughts

554
00:37:50,920 --> 00:37:56,520
on that? Well, it begins with knowing what we want. Okay. Right?

555
00:37:56,520 --> 00:38:02,520
It begins with knowing what we want. There's eight questions that we want to get answers to.

556
00:38:02,520 --> 00:38:10,760
Everybody on the leadership team has to agree to the answers that the team makes. Eight questions

557
00:38:10,760 --> 00:38:17,320
are pretty simple. What's our core values? What do we stand for? Who are we here? What is it that

558
00:38:17,320 --> 00:38:23,400
causes us to want to get together regularly? What's our core value? This is not something

559
00:38:23,400 --> 00:38:28,120
that comes in from the outside. It doesn't come from a book. It doesn't come from a great leader.

560
00:38:28,120 --> 00:38:33,480
It's something we already are. We're going to discover what that is. What's our core values?

561
00:38:34,280 --> 00:38:40,920
What's our core focus? What is it that we do that we can be the best in the world at? What do we do?

562
00:38:40,920 --> 00:38:46,040
What do we actually do here? Define what that is. This is going to be the focus that we have,

563
00:38:46,040 --> 00:38:51,400
and that's going to help us to eliminate all the shiny objects that come across, request

564
00:38:51,400 --> 00:39:00,600
our resources. What is it we actually do? And who do we do it for? Get very clear about what's the

565
00:39:00,600 --> 00:39:06,920
niche that we're working in. So what's our core values? What's our core focus? What's our 10-year

566
00:39:06,920 --> 00:39:14,120
target? What's that one big thing out there that we're all aiming for? And when we can agree upon

567
00:39:14,120 --> 00:39:19,000
that, then all of a sudden, there's a lot of things that don't have to be said anymore.

568
00:39:19,000 --> 00:39:25,560
It reduces the kind of confusion or the political struggles that go on trying to get the company

569
00:39:25,560 --> 00:39:32,440
to go here or there. We all agree on the leadership team, this is where we're going in the long term.

570
00:39:33,880 --> 00:39:37,880
What's our core values? What's our core focus? What's our 10-year target? Then,

571
00:39:40,120 --> 00:39:44,920
how are we going to get there? What's our marketing strategy? Who are the ideal clients for us?

572
00:39:44,920 --> 00:39:51,720
What makes us different from our competition? What are the three things that totally separate us from

573
00:39:51,720 --> 00:39:59,320
our competition? And what's our proven process? How do we take a prospect or somebody who's new

574
00:39:59,320 --> 00:40:04,600
thinking about working with us, how do we take them all the way through to where they're a raving fan?

575
00:40:05,880 --> 00:40:12,040
That's our vision. And when we can all agree on our core values, our core focus, our 10-year

576
00:40:12,040 --> 00:40:21,160
target and our marketing strategy, we're in alignment. Now, I got to admit, every 90 days,

577
00:40:21,160 --> 00:40:28,360
that alignment phrase, people get distracted. That's why we get together every 90 days and we take a

578
00:40:28,360 --> 00:40:34,440
look at these eight questions again. And we make sure we're still in agreement. What's our core

579
00:40:34,440 --> 00:40:40,600
values? What are examples? Are we using these core values to hire, fire, and then we can get

580
00:40:40,600 --> 00:40:48,040
more values to hire, fire, celebrate, review people? What's our core focus? Are we staying on target

581
00:40:48,040 --> 00:40:53,240
with what our core focus is? Are we getting distracted? What's our 10-year target? What's

582
00:40:53,240 --> 00:40:58,680
our marketing strategy? Are we using these three things that separate us from our competition?

583
00:40:59,320 --> 00:41:05,000
Now, that's the vision. And the other questions that we're going to be asking are,

584
00:41:05,000 --> 00:41:11,720
what's our three-year picture on that way to the 10-year target? What's it going to look like?

585
00:41:11,720 --> 00:41:16,520
What's our revenue going to be? What's our profit going to be? What are we measuring for this three-year

586
00:41:16,520 --> 00:41:23,080
picture? And give me five to 15 things that actually going to look like, smell like, feel like,

587
00:41:23,720 --> 00:41:28,840
paint that picture in technicolor. Because when we all agree on that, the chances we're going to

588
00:41:28,840 --> 00:41:38,040
get there are hugely more possible for us. And once we have that three-year picture, that helps us

589
00:41:38,040 --> 00:41:44,040
not only know our path, but it also helps us with one-year planning. So the next question is,

590
00:41:44,040 --> 00:41:49,800
what is our one-year plan? What's our profit going to be? What's our revenue going to be?

591
00:41:49,800 --> 00:41:58,120
What are the measurables going to be? And give me seven, not 23, 46, 58, just three to seven goals

592
00:41:58,120 --> 00:42:06,200
for the year, because we know less is more. That also makes it possible for us to ask,

593
00:42:06,200 --> 00:42:12,520
what are we going to accomplish in the next 90 days? By the time we get back together 90 days

594
00:42:12,520 --> 00:42:16,440
from now, what's going to be our revenue for this quarter? What's going to be our profit?

595
00:42:16,440 --> 00:42:21,880
What are the measurables that we're looking at? And what are the three to seven most important

596
00:42:21,880 --> 00:42:28,840
things for the company to get done? And finally, what's our issues list? What are the things that

597
00:42:28,840 --> 00:42:33,640
we know we are struggling with, that are obstacles, that are getting in the way, or possibilities that

598
00:42:33,640 --> 00:42:39,320
are out there? Those are the eight questions that we ask. We call it the vision traction

599
00:42:39,320 --> 00:42:47,880
organizer. It's a great strategic planning, but it's only two pages. Yeah, two extremely

600
00:42:47,880 --> 00:42:53,400
powerful pages. I will add that is absolutely awesome. I appreciate you diving into that.

601
00:42:53,400 --> 00:43:00,280
Well, and once we do that, then we share it with everybody, the entire organization.

602
00:43:01,880 --> 00:43:06,840
Every 90 days, they hear about it again. And ultimately, everybody in the organization is

603
00:43:06,840 --> 00:43:15,800
going to share in wanting to make that happen. Yep. Love that. Honors, I heard raving fans in there.

604
00:43:15,800 --> 00:43:21,640
I'm a big fan of Ken Blanchard's book on that. And sharing this with everybody in the organization,

605
00:43:21,640 --> 00:43:27,080
wanting to work towards those primary objectives, five dysfunctions of a team. And I agree with that

606
00:43:27,080 --> 00:43:34,520
in there too. Great minds think alike. Great minds build from each other as well. Like two mathematicians

607
00:43:34,520 --> 00:43:43,240
on a board who are so excited to see each other's formulas. And that's where Gino helped put this

608
00:43:43,240 --> 00:43:50,360
together. Because what he was looking at, what he recognized, and I think a lot of us recognize,

609
00:43:50,360 --> 00:43:58,200
that many of the books out there on great management and organizations for businesses,

610
00:43:58,200 --> 00:44:06,920
they're really aimed at Fortune 500 companies or companies on the S&P list. But when you take a

611
00:44:06,920 --> 00:44:14,920
10 to 250 employee company with a founder who's got a great vision for what's happening,

612
00:44:17,240 --> 00:44:26,200
trying to do what a Fortune 500 company does is difficult. Yes. Not every company has a training

613
00:44:26,200 --> 00:44:30,920
department. Not every company that size is going to be able to put the kind of resources or bring

614
00:44:30,920 --> 00:44:37,240
in the consultants to do training. And so that's what caused Gino to look at every one of the

615
00:44:37,240 --> 00:44:47,400
companies like Patrick Lencioni. You mentioned the, oh, what's your book, the E-Myth.

616
00:44:49,000 --> 00:44:55,560
Looking around at good to great, taking all of these and helping to put them into a program

617
00:44:55,560 --> 00:45:01,960
that's going to help a 10 to 250 employee entrepreneurial company succeed. That's what

618
00:45:01,960 --> 00:45:09,320
EOS is about. That's awesome. And it's easy to see. It's awesome that you all know your target

619
00:45:09,320 --> 00:45:16,520
demographic on that. First class business is striving to bridge the gap as well for the 1 to 10

620
00:45:16,520 --> 00:45:24,520
employee range as well. It's a grueling process of pulling systems together, trying to simplify them,

621
00:45:24,520 --> 00:45:29,080
while also helping people recognize the hard work that goes into these processes. No matter what

622
00:45:29,080 --> 00:45:36,440
level you're at, life requires hard work. It's hard to be 400 pounds. It's also hard to be 180

623
00:45:36,440 --> 00:45:44,520
pounds and 2% body fat. Both lives are going to be hard, but what do you want? To go back to your

624
00:45:44,520 --> 00:45:49,240
principle, what do we want at the end of this? What do we want to achieve? Who do we want to spend

625
00:45:49,240 --> 00:45:55,640
time with, et cetera? Our decisions ultimately compound, thank you, Darren Hardy, and guide us

626
00:45:55,640 --> 00:46:02,200
to the outcomes that we have the opportunity and privilege to achieve, at least as first world

627
00:46:02,200 --> 00:46:08,600
individuals. Well, I heard something the other day. I was talking with a friend of mine. He

628
00:46:08,600 --> 00:46:14,600
mentioned EOS, and he said, you know, one of the things that gets in the way is a lot of people

629
00:46:14,600 --> 00:46:22,840
look at EOS and say, I don't have time to add one more thing to my day. Right. That just looks like

630
00:46:22,840 --> 00:46:32,520
one more thing to add. And I began to think about that. EOS is not something you add. EOS allows you

631
00:46:32,520 --> 00:46:41,720
to subtract. It allows you to get really clear on what are the five things that your seat, your box,

632
00:46:41,720 --> 00:46:48,920
your position in the company is responsible for, and letting the other things that are getting in

633
00:46:48,920 --> 00:46:57,320
your way be delegated to people who have it in their box to get it done. Well said. We need that

634
00:46:57,320 --> 00:47:05,880
reminder often. Go ahead. And it's not just one more thing. It is a thing that takes away so much

635
00:47:05,880 --> 00:47:13,080
that you were confused about and thinking you had to do. So let's get out of 10 meetings a day,

636
00:47:13,080 --> 00:47:20,600
10 meetings a week to get down to one or two meetings a week. Right. We, you know, ego is when

637
00:47:20,600 --> 00:47:28,520
we feel we know best, right? What we need to do with our time and how we need to do it. And as a

638
00:47:28,520 --> 00:47:34,520
business owner, right, who does know your business, you know your passion and what you're great at,

639
00:47:34,520 --> 00:47:40,760
but as visionaries, if we're not spending our entire day on implementing systems, it might be

640
00:47:40,760 --> 00:47:47,240
wise to hear what somebody who spends their entire day implementing systems recommends we do and what

641
00:47:47,240 --> 00:47:54,200
we recommend that we let go of. And you mentioned the open and honesty. My mouse pad is this book.

642
00:47:54,200 --> 00:48:03,160
The Effective Executive. And Dr. Peter Drucker in chapter two, Know Thy Time, gives an example of

643
00:48:03,160 --> 00:48:08,920
how you can take your executive secretary, promise me first that you won't fire her, and then allow

644
00:48:08,920 --> 00:48:14,200
her to document every minute of your day what you did and you will see how unproductive you are.

645
00:48:14,200 --> 00:48:19,800
And I didn't have an executive secretary. That works for the president or whatever. But, you

646
00:48:19,800 --> 00:48:25,080
know, I was like, I better, I guess I have to just learn to be super honest and open myself on this.

647
00:48:25,080 --> 00:48:29,960
And I did. Well, let me take you one step further. One of the tools that we use is called

648
00:48:29,960 --> 00:48:37,560
Delegate and Elevate. And so if you can imagine, just imagine a rectangle with four squares in it.

649
00:48:37,560 --> 00:48:44,680
Right. And if you had a secretary or somebody who had recorded everything, sometimes it comes out

650
00:48:44,680 --> 00:48:52,120
of your calendar, everything that you've done in the last month. Then everything is going to go

651
00:48:52,120 --> 00:49:00,760
in one of those four boxes. One box is the things that I don't know how to do, I'm not good at, and

652
00:49:00,760 --> 00:49:06,920
I don't want to do. That's the lower right hand side. The lower left hand side is things that I'm

653
00:49:06,920 --> 00:49:17,640
good at, but I don't want to do. Up above is on the right is the things that I'm good at, and I like

654
00:49:17,640 --> 00:49:25,560
doing. I want to do these things. And on the upper left is things I'm great at, and I love doing.

655
00:49:25,560 --> 00:49:34,280
That's my unique ability. Most people spend most of their time in the lower left hand corner.

656
00:49:35,000 --> 00:49:43,160
Things they're good at, but don't want to do. Like featuring you as a podcast guest, dang it. I hate

657
00:49:43,160 --> 00:49:54,920
doing it. I'm just kidding. It is a very, very valid exercise. We take the time to evaluate these

658
00:49:54,920 --> 00:50:02,120
opportunities. Some people call this sharpening the axe. You've delivered so much value to us

659
00:50:02,120 --> 00:50:06,840
today. Well, I really appreciate it. Anybody who's listening right now, if you've got questions for

660
00:50:06,840 --> 00:50:10,760
Will, you can of course connect with them on LinkedIn and elsewhere. You can also

661
00:50:10,760 --> 00:50:15,000
comment those questions. We'll be happy to be proactive in responding to those. And on the

662
00:50:15,000 --> 00:50:21,960
landing page, we'll leave for you the action steps that Will recommends taking in order to move even

663
00:50:21,960 --> 00:50:27,080
closer towards implementing these systems and ultimately becoming the type of entrepreneur you

664
00:50:27,080 --> 00:50:32,040
want to be. Solidifying clarity for those who are following you and then being able to maximize your

665
00:50:32,040 --> 00:50:37,960
time with them. If you have a vision yourself, not to derail that too much, but if you have a vision

666
00:50:37,960 --> 00:50:42,920
and you want to be on stage, you want to talk about how your vision helps people in their lives,

667
00:50:42,920 --> 00:50:47,560
there's a button in the top right-hand corner that says be our guest. Don't hesitate to apply. We

668
00:50:47,560 --> 00:50:52,360
want to feature you. You've got a holistic vision. You've got a great attitude as a leader. We want

669
00:50:52,360 --> 00:50:57,480
you on this stage. We want to support you and get that message out to the world. Will, any final

670
00:50:57,480 --> 00:51:04,760
thoughts you want to share before we wrap up? Well, people ask when's the best time to start EOS?

671
00:51:04,760 --> 00:51:11,320
What's the answer? Oh, right now. Yeah, right now. Not yesterday. Right now and the present.

672
00:51:11,320 --> 00:51:20,040
And not two years from now. And, you know, anybody can talk to any one of these 800 EOS implementers

673
00:51:20,040 --> 00:51:26,600
out there and get a free 90-minute meeting where the implementer will show you everything that we

674
00:51:26,600 --> 00:51:33,320
do in EOS. And you can use that on your own. You can use it on your own. You can use it on your own.

675
00:51:33,320 --> 00:51:39,720
You can take it and implement on your own. Or you can see that this can help you in your business

676
00:51:39,720 --> 00:51:46,600
with a professional implementer. But it's 90 minutes of time that you will learn a lot. You

677
00:51:46,600 --> 00:51:52,680
and your leadership team together will learn lots. Yeah. We'll learn lots. Great value. I love that.

678
00:51:52,680 --> 00:51:58,520
And you're going to have a hard time digging in deep enough with a consultant within 20 to 45

679
00:51:58,520 --> 00:52:04,680
minutes to make any movement. Two, never waste your time with somebody, you know, whether it's 20

680
00:52:04,680 --> 00:52:09,560
minutes, five minutes or 90 minutes. I mean, I'll be cognizant of who you're using that time with.

681
00:52:09,560 --> 00:52:15,000
But going into a system where all the questions we just heard, being able to address that with a

682
00:52:15,000 --> 00:52:21,560
professional, also critical. Because sometimes we make assumptions based on our own limiting beliefs,

683
00:52:21,560 --> 00:52:26,680
on our own mindsets. And it's helpful to have a person who's practiced that and heard hundreds of

684
00:52:26,680 --> 00:52:31,560
people go through this before as well. Recognize the patterns and help you see what patterns exist

685
00:52:31,560 --> 00:52:38,040
there. Again, I'm done promoting Will for the day, but I am a big fan of you, Will. I'm a big fan of

686
00:52:38,040 --> 00:52:42,040
Rocket Fuel and Gino and all the things you're building and business owners, entrepreneurs out

687
00:52:42,040 --> 00:52:49,000
there. Take active steps. Take faith-based steps towards building what you need to build.

688
00:52:49,000 --> 00:52:53,080
Have an excellent time building your vision and we will see you on the next episode. Take care,

689
00:52:53,080 --> 00:52:56,920
everybody. Thank you for being here today. I'm really happy that you tuned in to Vision Pros Live.

690
00:52:56,920 --> 00:53:02,040
I'm looking forward to seeing your reactions as these episodes continue to move forward. This is

691
00:53:02,040 --> 00:53:06,120
going to get more and more fun. We'll have more and more engagement as well. We'll invite people

692
00:53:06,120 --> 00:53:10,600
to participate in the show and thank you for giving us your time and attention. Have an excellent

693
00:53:10,600 --> 00:53:26,600
time building out your vision.