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anticipated, but it was an enjoyable experience.

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So my husband was telling me the drive before I hopped on here,

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it's funny because he was like, Oh, you do this. Like it's, you know,

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this is going to be fun for you. And I said, yeah, yes. And he goes, you know,

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you stand up on stages and it's no big deal. I was like, wow,

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that was a six month process to get there.

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And it's not something that I just wake up and like, okay,

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now I'm just going to go and deliver a message. But it was, it was fun.

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It was a great experience. Definitely don't regret it. It was intense,

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but it was fun.

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It was intensely amazing, right? So Tedx, you know,

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and you mentioned there's a big process that goes on behind the scenes that

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people may not be aware of.

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And then there's they provide you with a coach to help you get,

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get on that stage and do well and know the dynamics. That's awesome. Uh,

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and yes, it is very different being in these interviews too,

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because in Tedx you get to see eyeballs,

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you get to see reactions. Um, the interview helps with that process,

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but if I'm doing like a point and shoot my computer at the end of the day,

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I'm staring at this little, uh, like robot thing and trying to figure out,

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all right,

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how do I emotionally interact with an arbitrary object in my room?

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You know, that's,

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that's a very different game than being on stage at Tedx.

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So where did you do your Tedx talk?

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It was in Wisconsin. So actually very far from home.

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I was living in Dallas at the time. And so I had to travel up there to Wisconsin

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to do it, but it was, it was fun.

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That's awesome. Okay.

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And that's the pursuit of happiness in the workplace for those who are listening.

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You can go check that out. And then below, you'll also see for that,

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the happiness formula cheat sheet, um, is available and prepared for you.

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So those are, those are a couple of resources. We'll take some extras. Why not?

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Um, in addition to that, Sharisa, what,

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what three resources do you recommend for entrepreneurs and visionaries out

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there?

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Oh, that's such a great question. I love that question.

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Cause anytime I hear somebody else ask the question, I'm always taking notes.

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Like what is it? And I am an avid learner. So anything I can get my hands on,

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I'm always, you know, I always love to learn.

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So I love that you asked me that question. And so I have a long list,

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but in the interest of time and to keep it concise, um,

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basically anything by Simon Sinek.

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So when it comes to servant leadership and just putting people at the center,

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off leadership in general,

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I think Simon Sinek is by far one of my favorite thought leaders in that space.

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Um, and then also, um,

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the surrender experiment by Michael Singer is one of my favorite books.

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It is incredible. Um,

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and it talks so much about just trusting the process,

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leaning in and taking those steps of faith, even when you don't know the,

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the full picture and being able to just surrender and just, you know,

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show up as the best version of yourself and take those risks that are often

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needed in leadership, uh, without having to worry about, you know,

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exactly how everything is going to play out.

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So definitely the surrender experiment by Michael Singer,

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anything pretty much by Simon Sinek. So he has a couple of really good books.

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It is leaders eat last is one of them. Start with why is another big one.

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So yeah, those are the ones I definitely recommend.

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And then the third recommendation,

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well actually this is just something that I personally use just because servant

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leadership is so much based on like biblical principles, right? So for me,

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it's the Bible. I lean very heavily into, okay,

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what does God say about servant leadership and how do we model that in a way

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that gives us that insight and wisdom? Because at the end of the day,

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all of it comes from

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you nailed it.

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You might be the second person out of 200 to reference the good book.

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Oh, wow. Yeah. Um, and it's a price. I have to be honest.

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I have to be honest. That is, but that is by far my number one.

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Let's just put it that way. I know I didn't say it in that order,

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but by far my number one.

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And you know, I think so many of us take that for granted, right?

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It's we want to give new resources, right?

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So we don't tend to say that how important two plus two is to us for our lives.

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And then we forget though that other people maybe haven't considered reading it

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before. Um, and are looking at it and same thing with something like Simon

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Sinek start with why I mean that book's so, so good. I got it twice.

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So, you know, these are, these are very important books.

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And I'll double down with you on another one that, uh, this guy, um,

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like the Bible, yes, 100%. Um, are there religious faith books, Book of Mormon?

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The, I don't even know how to pronounce it, but I'm reading this one,

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the Bhagavad Gita, um, you know,

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I've always been fascinated with world religions and different perspectives

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around the same truths and how people come to know and understand our greater

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purpose in this life. So thank you. Thank you, Vink. Thank you.

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Thank you for diving into that resource.

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And I hope those who are listening in, um, realize that we make time for what we

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want to make time for just like you made time for this podcast.

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I highly recommend also checking out the good book that Sharissa mentioned.

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So we'll be right back.

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We're going to dive into supporting introverted servant leaders to create

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happiness in the workplace and whether they are the founder or not,

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you know, if you're building a team, you're going to have introverts on your team.

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So how do you, how do you make space for them?

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How do you create a culture and an environment where those people are

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protected, where they're appreciated, where results are also cultivated?

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Um, all of that will be valuable. And we'll also dive into Sharissa's vision.

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So we'll see you guys on the other side.

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All right. Welcome in to Vision Pros Live with Jackson Calame

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I'm your show host.

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We'll be doing interviews for visionary entrepreneurs and guest leaders who are

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building fantastic visions out there.

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Hey, what's up everybody.

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Welcome in to another episode of Vision Pros Live.

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I'm your show host, Jackson Calame, founder and CEO of First Class Business.

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And I am super stoked to have Sharissa Deppen on the show today of Leadership

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Mastery Alliance. You can find that at leadershipmasteryalliance.com.

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Now Sharissa is a CEO.

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She's also a TEDx and award winning international keynote speaker.

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She's in leadership and executive coach for corporate leaders, Forbes,

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and the Huffington Post writer Forbes Coaches Council member, University of

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South Florida advisory board member and professor at Southeastern University.

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She has some depth.

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Um, let me tell you, and a podcast in addition to all of that.

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So, um, she sleeps somewhere in there.

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I'm pretty certain.

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Um, but that said, we're going to be taking advantage of all the time we can to

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find out about her vision and her, uh, best leadership and worst leadership

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experiences.

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Before we do that though, I've got a few more resources for you.

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So today you've been, you've been fed much in terms of value.

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We're going to keep going.

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Melissa Gray of the Law Spot.

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Uh, she was also a guest on the show.

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Somebody who I almost canceled her show because I'm not a big fan of lawyers to

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be honest with you.

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Um, that said, she has this message.

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Law doesn't have to be complicated.

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I found myself talking to a human being who happens to be a lawyer, somebody

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who could relate to me, somebody who understood where my business needs are

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and really where your business needs likely are too.

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And she's bridging the gap between the legal zoom templates that are good and

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helpful for starting to understand a foundation and that really awkward

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relationship with a general counsel that you don't really get along with, but

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you know, you need, um, I've, I've found her to be a breath of fresh air.

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We're now strategic partners, um, as well as our ventures continue to grow and

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thrive.

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And then there's Andrew Sosin of recovery unplugged.

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He is not a strategic partner.

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He's not a client.

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Um, he doesn't pay for this spot.

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I think it's very important for everybody to know.

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I put resources as sponsors that I really believe in.

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I really want to help people with.

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So recovery unplugged is actually an addiction recovery program, and all of us

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are touched by addiction, whether it's ourselves or whether it's our family

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members or friends.

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We know somebody who is struggling to really feel like they belong.

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I really liked the way that Andrew goes about his leadership.

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He's been to Tony Robbins program 22 years in a row.

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In addition to that, he has over 400 employees.

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He talks very highly of his team, uh, his executive team members.

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Several of them have overcome addictions and moved into a position where they

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now are executives and have high functional families.

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And if you knew their background stories, you might be surprised and shocked.

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Um, they were able to pull that transition off.

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Once again, that highlights to me the nature of the leader, as well as the

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nature to create amazing products, services, solutions to help people

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advance with COVID.

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They had five physical locations.

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I might have had four at the time that were shut down and they had to

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figure out how to bring this asset online and do a virtual community.

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That gets me excited because that's how we are going to go about helping

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8 billion people in this world.

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And, and so if you have a chance to use that and you need it, or you know

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somebody who does, you don't know necessarily how to help them use their

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24 seven hotline to get some advice.

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It might change yours or their life.

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Now, I also want to talk about the water project.

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Here I am as a podcast, you're going a little bit chap and my water bottle

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is kind of empty right now.

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I have never been without though.

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And so I refuse to forget about the needs of those who have greater needs

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than myself.

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I can go downstairs and get a new glass of water right now if I want to.

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And there's millions of people who don't have access to that.

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I love what the water project is up to, to see these kids and how much

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gratitude they have for water, as well as these communities, to know that

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the money that I put into these projects, I literally get to see the

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outcome of what happens.

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It's kind of like crowdfunding.

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You invest in a specific community.

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You get to see how many people you're helping and affecting.

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You get to see what type of project they're building even.

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And if you just contribute a little bit, you get to see the outcome.

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I see these kids celebrating water like my kids, my kids celebrate

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Christmas Day and that simultaneously breaks my heart, but also makes me

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want to do more to help out.

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So if you're in a financial position to help out with this, definitely

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contribute to the water project.

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If you're not in a financial position to help out, maybe just share this

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with somebody that you think might be inspired by the activity itself.

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In addition to that, if there is something near and dear to your heart,

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a cause that you want to see us talk about and promote, then don't hesitate

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to drop it in the comments because we can give abundantly when we are in

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the position to do so.

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I'd be happy to rock the mic about it if it's aligned with our values and

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virtues and possibly even contribute to it myself.

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So thank you for that.

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Let's go serve and help the 8 billion people who need it.

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Without further ado, Sharissa Deppin, welcome to Vision Pros Live.

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Thank you so much for being here.

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Thanks for having me, Jackson.

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I appreciate it.

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Absolutely.

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So diving into our first question, what is the vision you have for those

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that you serve?

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Well, basically, if I could sum it up, and there's so much more to this,

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so it's always a hard for me to answer the vision question because there's

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so many different aspects of it.

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But if I could summarize it, it would be to help as many introverted servant

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leaders in the world thrive in their career, really enjoy their lives even

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outside of work, and this means helping them have the impact and the

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influence that they want to have while functioning in their zone of genius,

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what I call their leadership zone of genius, as an introverted servant

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leader, taking care of themselves in the process and being intentional on their

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personal and professional goals and aspirations.

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So that's really my vision and my hope for the work that I do.

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Awesome. I love it.

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So does the speed and articulation with which you speak with, is that a

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reflection of just the inherent Jordan Peterson within you that can bring

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amazing brilliance to the world super fast, or is there a combination of

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that combined with an introvert?

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Are you an introvert or an extrovert?

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Yes, I consider myself for sure an introvert, and I go based on the

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definition that introverts get their energy from being by themselves and all

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of that.

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So it doesn't mean that I don't love interacting with people.

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This is one of my favorite things to do, just having conversations like this

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with like-minded people, and honestly a lot of the passion and even sometimes

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the speed at which I talk comes from that place of passion.

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I just feel so aligned with the work that I do.

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I'm so blessed to be able to do this and get the message out there to help as

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many people as I possibly can, as many introverted servants.

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I'm all for it.

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I love it 100%.

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I was delivering a training to a real estate team once, and this guy had the

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audacity to step in and go, how much coffee did you drink this morning?

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I was like, brother, I don't need coffee.

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I just need an apple, and I'm good to go.

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Let's hit it.

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He was like, he wasn't expecting it, but I was like, if you want me to slow

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down, I want you to listen faster.

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Let's try to find a happy medium a little bit so we can speed up our

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listening too.

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I love it.

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What's your vision for you?

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For me personally, my goal is always to be able to use the gifts, the

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talents, and the experiences that God has given me to serve my audience

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wherever they might be, these introverted servant leaders, in the

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best way possible.

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Bring all that I can to the table to be able to help as many women

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specifically, because my main, primarily who I serve is women in servant

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leadership, although I do have male clients as well.

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It's just to be able to use those gifts, talents, and experience to be

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able to just have an impact and help them out as much as possible, both

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through my own personal journey as well as through well over hundreds of

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people at this point that I've coached over the last 10 years.

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It's such a privilege and honor for me to be trusted as somebody's coach

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and then to be able to take all of that experience and help even more

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people is just a gift.

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Absolutely.

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What about personal experiences on your vision?

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Not to derail or to dismiss the fact that you 100% are locked in with your

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purpose, but are there any other aspects of life or dynamics you plan on

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going from TEDx to launching a documentary on Netflix, Tony Robbins

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style?

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That's funny.

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It's funny because my prayer is always that whatever message that I have or

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whatever I have to give goes out into whatever platform it is, whatever way

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it's meant to go out there.

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I am open.

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In fact, when I did the TED talk, never in a million years was it my

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ambition or I didn't even have the TEDx talk on my vision board or anything

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like that at all.

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Never expected to do that, but I just felt drawn to it.

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The more I thought about the message that I felt so passionately about how

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I wanted to help people and what I was there to share, and I just basically

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prayed.

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I was like, okay, Lord, you put this on whatever stage, whatever platform,

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however this is meant to go out, and it actually started by writing.

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I started to write out that message on the pursuit of happiness, and then I

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got this idea.

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I got inspired to apply to TEDx, and that's where that happened.

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When you talked about Netflix, I was like, oh, my goodness, who knows?

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Who knows what God has in store?

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But I'm open to however that plays out.

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I love that.

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I appreciate the fact that you started that topic too with my prayer is.

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It shows just how dedicated you are to align your will with his and being

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willing to receive advice that comes from that additional source.

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We're going to shift gears completely though.

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We're going to go into a dark subject.

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What is the worst leadership experience that you've ever had?

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Oh, yeah, this was a really tough one for me.

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Way back when, when I was working in the corporate space, and I was

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leadership in corporate, and I had a manager that I reported to, a leader

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that I reported to, and she was notorious for just not treating people

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with a lot of respect, being really short, and just people just didn't

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like being around her in general.

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And so I was in this position where I was like, okay, I report to her, so

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obviously, you know, I want to do the best that I can to be a good employee

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and a good leader of hers, not leader, but a team member of hers, but I

305
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also need to work with my team and protect them from a lot of what they

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were feeling, you know, feeling from her.

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And so it kind of put me in this place of like, okay, what do I do here?

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And so one of the things I lean into, which honestly did not come naturally

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for me at the time, because I was, as an introverted server leader myself, I

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care a lot about how people are treated.

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So anytime somebody is not treated with what I consider respect, it gets me

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riled up.

313
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Like, I just, I don't like it.

314
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And so I had to really take a step back and be intentional and pray through

315
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that and go, okay, what is my role here?

316
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What is it that I'm supposed to do?

317
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And that actually led me into empathy for her.

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Like, I started to, we actually had a business trip, and so I was working for

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a UK company at the time.

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And so I had a business trip with her, and truth be told, at the time when I

321
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found out about this, I was like, I can't imagine being like sitting next to her

322
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on a plane and then spending all this time with her.

323
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I don't know how this is going to go.

324
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But having said that, though, that was such a beautiful opportunity for me to

325
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lean into empathy, because of course we had many hours outside of, you know,

326
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working hours and things like that that we spent together as we traveled and

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did our work.

328
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And she opened up to me.

329
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She shared about her story.

330
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She shared about her background.

331
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And so much started to make sense.

332
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I was like, oh, my goodness, it makes sense now why she shows up in this way

333
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and she feels like she has to be defensive and things like that.

334
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Just based on little things that she shared about herself made me have so much

335
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more empathy.

336
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So literally when we got back, you know, we got back home, I got back into the

337
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office, and every single day I would go in with the intention of how can I serve

338
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her?

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How can I be there for her, to support her, no matter what, no matter how your

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reaction is?

341
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And so that's kind of my, that's what I went in with.

342
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And over time that relationship started to change, not only that, but even the

343
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way she interacted with my team started to shift and change.

344
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And so it was just like miraculous.

345
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I don't know how any of that happened.

346
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And I definitely don't take credit for it.

347
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But that's another thing that I learned from that experience that I share with,

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you know, with my audience that I talk about on the podcast is how powerful

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empathy can be, how powerful it can be to take a step back to give the other

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person the benefit of the doubt to lead with curiosity rather than assumptions

351
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and interpretations and all of those things.

352
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So that taught me a big lesson that now in hindsight, of course, I can be grateful

353
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for, but in the moment it was really tough going to work because I used to

354
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honestly just sit in my car.

355
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I talk about this in a TED talk.

356
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I used to sit in my car for almost an hour sometimes because I used to dread

357
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going into the office.

358
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I hated it that much.

359
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But it all shifted when I started to learn more about how to have empathy in

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these situations.

361
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And yeah, that changed everything.

362
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And so I'm just blessed now to be able to share that with other people and

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hopefully help, you know, other people through those kinds of situations.

364
00:18:28,940 --> 00:18:31,940
Not that I'm saying that you need to stay with, you know, stay in the

365
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situation if you have a really toxic work environment, but it's just another

366
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perspective to have that could really help in that moment.

367
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Choices, right?

368
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Freedom to be able to choose which direction we got is what we're empowered

369
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with on that.

370
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So one, I'm actually going to reflect credit back to you on that as the

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facilitator.

372
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You know, you said you not took credit for it and maybe not solo credit, but

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you did have the opportunity to be the person who got to sit next to her on

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that plane, right, and learn certain things about that reality.

375
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You took certain actions that empowered your faith.

376
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And, you know, that process reminds me of some of the best managers in the

377
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world.

378
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They're often overlooked by society, and that is parents, you know, especially

379
00:19:18,940 --> 00:19:19,940
mothers.

380
00:19:19,940 --> 00:19:24,940
I've heard many times that one of the best things you can do with a child

381
00:19:24,940 --> 00:19:27,940
that you are struggling to relate to who doesn't want to listen.

382
00:19:27,940 --> 00:19:31,940
Think of this child, by the way, like an employee, that employee who just

383
00:19:31,940 --> 00:19:32,940
can't get through to them.

384
00:19:32,940 --> 00:19:35,940
You know, you can't figure out how to talk to them.

385
00:19:35,940 --> 00:19:37,940
The easiest thing to do is to fire them.

386
00:19:37,940 --> 00:19:39,940
It's also one of the most costly things that you can do.

387
00:19:39,940 --> 00:19:41,940
Mothers can't fire their children and don't want to.

388
00:19:41,940 --> 00:19:44,940
So no matter how hard it is, they're going to try.

389
00:19:44,940 --> 00:19:47,940
But a long car ride, right?

390
00:19:47,940 --> 00:19:53,940
Picking an event to do somewhere where you have that time for them to open up

391
00:19:53,940 --> 00:19:58,940
is one of the best ways to get somebody who's not on the same page with you to

392
00:19:58,940 --> 00:20:03,940
open enough and talk enough about how to move that relationship forward.

393
00:20:03,940 --> 00:20:07,940
So that's cool that you guys have that opportunity.

394
00:20:07,940 --> 00:20:10,940
I've seen that work and help in many, many regards.

395
00:20:10,940 --> 00:20:15,940
Let's move into the top end, the top echelon factors of leadership.

396
00:20:15,940 --> 00:20:17,940
What is your best leader?

397
00:20:17,940 --> 00:20:19,940
What's the best leadership experience you've ever had?

398
00:20:19,940 --> 00:20:23,940
You're probably going to laugh because this is so simple, yet it made the

399
00:20:23,940 --> 00:20:27,940
biggest impact as far as a leadership experience that I've had.

400
00:20:27,940 --> 00:20:32,940
So I used to have a leader, a boss, many, many years ago, well over a decade now.

401
00:20:32,940 --> 00:20:35,940
But we used to, we worked together in a team of him.

402
00:20:35,940 --> 00:20:37,940
There were five of us who reported to him.

403
00:20:37,940 --> 00:20:38,940
And it wasn't always easy.

404
00:20:38,940 --> 00:20:41,940
Like, there were a lot of things that were very stressful in that environment

405
00:20:41,940 --> 00:20:42,940
and things like that.

406
00:20:42,940 --> 00:20:45,940
But the one thing that stood out to me about him is he really took the time to

407
00:20:45,940 --> 00:20:48,940
get to know each of his team members, even on a personal level.

408
00:20:48,940 --> 00:20:50,940
He knew what we liked.

409
00:20:50,940 --> 00:20:51,940
He knew about our kids.

410
00:20:51,940 --> 00:20:54,940
He knew what was going on with us and our family because he would always check in.

411
00:20:54,940 --> 00:20:56,940
What did you guys do on the weekend?

412
00:20:56,940 --> 00:20:57,940
How was this?

413
00:20:57,940 --> 00:20:59,940
And if we shared something that was going on in our personal life, he would

414
00:20:59,940 --> 00:21:02,940
remember and then follow up with us on it.

415
00:21:02,940 --> 00:21:04,940
And that just meant so much to me.

416
00:21:04,940 --> 00:21:07,940
And the one thing that I will never forget, and it sounds so silly, but this

417
00:21:07,940 --> 00:21:11,940
one thing that he did for me, actually for my daughter, it wasn't even for me.

418
00:21:11,940 --> 00:21:13,940
And at the time, I was a single mom.

419
00:21:13,940 --> 00:21:16,940
And so I went into work one day and it was around Halloween.

420
00:21:16,940 --> 00:21:18,940
And he just happened to ask me like in passing, oh, what are you guys doing for

421
00:21:18,940 --> 00:21:19,940
Halloween?

422
00:21:19,940 --> 00:21:21,940
And so I told him, you know, what our plans were.

423
00:21:21,940 --> 00:21:23,940
And he's like, oh, what is your daughter's favorite candy?

424
00:21:23,940 --> 00:21:25,940
And I told him, and of course, I'm not thinking anything of it.

425
00:21:25,940 --> 00:21:27,940
And I just kind of let it go.

426
00:21:27,940 --> 00:21:31,940
And a few days later, I have this huge bag of candy sitting at my desk.

427
00:21:31,940 --> 00:21:33,940
I was like, oh, my goodness.

428
00:21:33,940 --> 00:21:35,940
And I mean, this has been well over a decade now.

429
00:21:35,940 --> 00:21:36,940
And that is the one story.

430
00:21:36,940 --> 00:21:39,940
When you ask me what is my best leadership experience, that is the first thing

431
00:21:39,940 --> 00:21:40,940
that came to mind.

432
00:21:40,940 --> 00:21:41,940
It's those little things.

433
00:21:41,940 --> 00:21:44,940
And that's one of the things that I love to share with other people, because

434
00:21:44,940 --> 00:21:48,940
sometimes we have this grand idea of how we need to be perfect in all of these

435
00:21:48,940 --> 00:21:52,940
areas as a leader, when really it's in the little tiny things, right?

436
00:21:52,940 --> 00:21:56,940
It's remembering things about people and treating them as whole people rather

437
00:21:56,940 --> 00:22:00,940
than segmenting out into like, oh, I have to lead them in this workspace.

438
00:22:00,940 --> 00:22:04,940
But really thinking about how can I make a difference in their lives as, you

439
00:22:04,940 --> 00:22:08,940
know, in their lives as whole humans rather than just employees?

440
00:22:08,940 --> 00:22:11,940
And so little things make the biggest difference.

441
00:22:11,940 --> 00:22:12,940
I'm going to give you another little.

442
00:22:12,940 --> 00:22:15,940
I know you asked me for, I think it was three resources at the beginning, but

443
00:22:15,940 --> 00:22:18,940
I'll add another one because I think this really helps to what I was just

444
00:22:18,940 --> 00:22:19,940
saying.

445
00:22:19,940 --> 00:22:23,940
And Gary Chapman, so many people know Gary Chapman from The Five Love

446
00:22:23,940 --> 00:22:24,940
Languages.

447
00:22:24,940 --> 00:22:30,940
And so he wrote the, what is it called, The Five Languages of Appreciation in

448
00:22:30,940 --> 00:22:31,940
the Workplace.

449
00:22:31,940 --> 00:22:36,940
So I highly recommend that book because it helps you like tune in with, like

450
00:22:36,940 --> 00:22:37,940
everyone is different, right?

451
00:22:37,940 --> 00:22:41,940
So some people like to receive appreciation verbally.

452
00:22:41,940 --> 00:22:44,940
Some people provide in private versus in public.

453
00:22:44,940 --> 00:22:46,940
So there's so many different elements to that.

454
00:22:46,940 --> 00:22:50,940
But when you know your team and you know how they like to receive that

455
00:22:50,940 --> 00:22:53,940
appreciation, it can make all the difference because something as small as

456
00:22:53,940 --> 00:22:57,940
a bit of, you know, like a piece of candy or bag of candy on somebody's desk

457
00:22:57,940 --> 00:23:01,940
can really just stay with them for the rest of their lives and inspire them.

458
00:23:01,940 --> 00:23:04,940
And so actually funny, funny end to that story.

459
00:23:04,940 --> 00:23:06,940
He was actually at my wedding two years ago.

460
00:23:06,940 --> 00:23:09,940
I invited him to my wedding and he showed up in South Africa.

461
00:23:09,940 --> 00:23:11,940
He flew all the way to South Africa to be at my wedding.

462
00:23:11,940 --> 00:23:12,940
Whoa.

463
00:23:12,940 --> 00:23:13,940
Yes.

464
00:23:13,940 --> 00:23:14,940
That's awesome.

465
00:23:14,940 --> 00:23:15,940
That's amazing.

466
00:23:15,940 --> 00:23:17,940
Those are the kind of leaders that I will never forget.

467
00:23:17,940 --> 00:23:18,940
He made such a big impression on me.

468
00:23:18,940 --> 00:23:19,940
Yes.

469
00:23:19,940 --> 00:23:24,940
Well, it's the dedication to the relationship, you know, beyond the means

470
00:23:24,940 --> 00:23:25,940
to an end.

471
00:23:25,940 --> 00:23:26,940
Right.

472
00:23:26,940 --> 00:23:27,940
I absolutely love that.

473
00:23:27,940 --> 00:23:29,940
Matt Lytle, I got to give big credit to him.

474
00:23:29,940 --> 00:23:34,940
He worked as part of my team and he recently came to visit me from Canada.

475
00:23:34,940 --> 00:23:39,940
He came to Texas and he went to San Antonio and him is is he invited me to go out to

476
00:23:39,940 --> 00:23:41,940
the Riverwalk with them.

477
00:23:41,940 --> 00:23:47,940
And I got there and Matt had cookies for me.

478
00:23:47,940 --> 00:23:49,940
One about local cookies were like massive.

479
00:23:49,940 --> 00:23:50,940
You remember that I like cookies.

480
00:23:50,940 --> 00:23:51,940
Right.

481
00:23:51,940 --> 00:23:52,940
It's two big old things.

482
00:23:52,940 --> 00:23:53,940
These cookies.

483
00:23:53,940 --> 00:23:56,940
And then he had a bag to a gift bag.

484
00:23:56,940 --> 00:23:57,940
I'm like, what?

485
00:23:57,940 --> 00:23:58,940
Like something else.

486
00:23:58,940 --> 00:23:59,940
And I opened up and it's got a mug.

487
00:23:59,940 --> 00:24:01,940
And on one side of it, it's got first class business.

488
00:24:01,940 --> 00:24:04,940
And the other side, it's got vision.

489
00:24:04,940 --> 00:24:11,940
You know, I'm like, just like how like the extreme nature of the thoughtfulness

490
00:24:11,940 --> 00:24:13,940
will always be a brother to me.

491
00:24:13,940 --> 00:24:16,940
I'll always be a mentor, even though he worked for me.

492
00:24:16,940 --> 00:24:19,940
He has taught me so much about leadership.

493
00:24:19,940 --> 00:24:23,940
It's yeah, it's awesome to have people like that in your life and who

494
00:24:23,940 --> 00:24:28,940
intentionally it's not hard to do that.

495
00:24:28,940 --> 00:24:32,940
You just have to care enough about the other person to think through what can

496
00:24:32,940 --> 00:24:36,940
I do to be there for this person in a simple way.

497
00:24:36,940 --> 00:24:40,940
So moving into the next question, this is, I would say, the hardest question

498
00:24:40,940 --> 00:24:41,940
that we ask.

499
00:24:41,940 --> 00:24:47,940
It should be, which is if this were the last chance you had to share, you

500
00:24:47,940 --> 00:24:51,940
know, a lesson with visionaries and entrepreneurs, leaders, what powerful

501
00:24:51,940 --> 00:24:55,940
lesson kind of visionaries learn from your experience?

502
00:24:55,940 --> 00:25:00,940
I think I would go back, my first instinct is to go back to the book of

503
00:25:00,940 --> 00:25:03,940
Simon Sennett, start with why, but really just the concept of that.

504
00:25:03,940 --> 00:25:05,940
Really know your why.

505
00:25:05,940 --> 00:25:09,940
Know the purpose behind what you're doing, why you have that position that

506
00:25:09,940 --> 00:25:12,940
you have, why you're in that industry that you are, whatever the case may be.

507
00:25:12,940 --> 00:25:16,940
But know your, like what is your, I guess another way to put that is your

508
00:25:16,940 --> 00:25:17,940
intrinsic motivation, right?

509
00:25:17,940 --> 00:25:20,940
What's going to keep you going and help you to serve and help you to have that

510
00:25:20,940 --> 00:25:23,940
impact and influence that you want to have no matter what, no matter what the

511
00:25:23,940 --> 00:25:28,940
circumstance, no matter how tough things get, really understand your why behind

512
00:25:28,940 --> 00:25:29,940
why you do what you do.

513
00:25:29,940 --> 00:25:31,940
Because with that, you're unstoppable.

514
00:25:31,940 --> 00:25:36,940
Like once you can align with that and really get, not even, it's just a

515
00:25:36,940 --> 00:25:37,940
clarity, right?

516
00:25:37,940 --> 00:25:41,940
So get clarity on the direction that you need to go that aligns with that why,

517
00:25:41,940 --> 00:25:43,940
you become absolutely unstoppable.

518
00:25:43,940 --> 00:25:47,940
Because then at the other side of that, at the other side of fear is really you

519
00:25:47,940 --> 00:25:48,940
fulfilling that purpose.

520
00:25:48,940 --> 00:25:51,940
So I think clarity on your why and just having that reason.

521
00:25:51,940 --> 00:25:54,940
And for me, I'll tell you about it just from my own experience.

522
00:25:54,940 --> 00:25:56,940
And this goes back to the TED talk.

523
00:25:56,940 --> 00:26:00,940
I was absolutely petrified to get on that stage, no matter how much, you know, I

524
00:26:00,940 --> 00:26:03,940
did so much preparation leading up to that, but still like, you know, it's live.

525
00:26:03,940 --> 00:26:04,940
You have one shot.

526
00:26:04,940 --> 00:26:05,940
I'd be terrified.

527
00:26:05,940 --> 00:26:07,940
I haven't done it.

528
00:26:07,940 --> 00:26:11,940
I'm going to at some point, but I am, I'm terrified.

529
00:26:11,940 --> 00:26:12,940
That's incredible.

530
00:26:12,940 --> 00:26:13,940
That's incredible.

531
00:26:13,940 --> 00:26:14,940
I love it.

532
00:26:14,940 --> 00:26:17,940
But yeah, so I was extremely nervous and extremely, you know, like just, I was

533
00:26:17,940 --> 00:26:19,940
frozen, like honestly standing backstage.

534
00:26:19,940 --> 00:26:22,940
It was funny because it was a guy standing at the door to the entrance of the

535
00:26:22,940 --> 00:26:26,940
stage and probably on purpose because I don't know whether they thought somebody

536
00:26:26,940 --> 00:26:29,940
was going to be a flight dress can just like run off the stage.

537
00:26:29,940 --> 00:26:33,940
And he was standing, standing on at the door and I'm sitting there, absolutely

538
00:26:33,940 --> 00:26:34,940
standing there frozen.

539
00:26:34,940 --> 00:26:35,940
And I was about to go on next.

540
00:26:35,940 --> 00:26:37,940
And he, I just remember he made eye contact with me.

541
00:26:37,940 --> 00:26:40,940
We locked eyes and he goes that way.

542
00:26:40,940 --> 00:26:41,940
That way.

543
00:26:41,940 --> 00:26:43,940
Don't even.

544
00:26:43,940 --> 00:26:47,940
And so as I was walking up on the stage, you know, I was praying about it, but

545
00:26:47,940 --> 00:26:52,940
also I just kept focused on this message helps me to reach one person, one person,

546
00:26:52,940 --> 00:26:55,940
you know, in this audience or later on or whatever it is, it's worth it.

547
00:26:55,940 --> 00:26:57,940
I'm going to get over my fear and I'm going to stand up there.

548
00:26:57,940 --> 00:26:58,940
I'm going to focus on the message.

549
00:26:58,940 --> 00:27:02,940
I'm going to focus on doing the very best I can to add value and the rest is

550
00:27:02,940 --> 00:27:03,940
going to be up to God.

551
00:27:03,940 --> 00:27:05,940
So that's where that why came in for me.

552
00:27:05,940 --> 00:27:09,940
My reasoning was if it can help just one person, I'm going to get up and I'm

553
00:27:09,940 --> 00:27:10,940
going to fight no matter what.

554
00:27:10,940 --> 00:27:13,940
I'm going to get over myself and my own fears and insecurities.

555
00:27:13,940 --> 00:27:14,940
I'm going to go and do it.

556
00:27:14,940 --> 00:27:18,940
And that's very much in line with even just the work that I do today, because

557
00:27:18,940 --> 00:27:21,940
this is as an introvert, I'd be, you know, sitting here just typing up and

558
00:27:21,940 --> 00:27:23,940
writing articles and doing those kinds of things.

559
00:27:23,940 --> 00:27:24,940
I wouldn't necessarily.

560
00:27:24,940 --> 00:27:27,940
This is not my first inclination to just go and speak out there, but it's my

561
00:27:27,940 --> 00:27:28,940
passion that drives me.

562
00:27:28,940 --> 00:27:30,940
It's my why that drives me.

563
00:27:30,940 --> 00:27:31,940
And now I just love it.

564
00:27:31,940 --> 00:27:34,940
I mean, the more I do this, the more I really enjoy it.

565
00:27:34,940 --> 00:27:35,940
Thank you for asking.

566
00:27:35,940 --> 00:27:36,940
That's a great question.

567
00:27:36,940 --> 00:27:37,940
Absolutely.

568
00:27:37,940 --> 00:27:41,940
And I love that you unapologetically talk about prayer as a part of the process

569
00:27:41,940 --> 00:27:42,940
so much.

570
00:27:42,940 --> 00:27:45,940
It is, you know, meditation.

571
00:27:45,940 --> 00:27:46,940
There's nothing wrong with it.

572
00:27:46,940 --> 00:27:49,940
You know, in fact, they're very similar superpowers.

573
00:27:49,940 --> 00:27:53,940
And sometimes we get we get lost in the semantics.

574
00:27:53,940 --> 00:27:56,940
We gravitate away from things that we don't like.

575
00:27:56,940 --> 00:28:01,940
But at the end of the day, meditation, prayer, intentional thinking, pondering,

576
00:28:01,940 --> 00:28:03,940
there's lots of ways it can be put.

577
00:28:03,940 --> 00:28:08,940
But it's so clear that that's one of your superpowers for making sure that

578
00:28:08,940 --> 00:28:12,940
you're ready to deliver those experiences at your best.

579
00:28:12,940 --> 00:28:17,940
And you mentioned this idea of intrinsic motivation.

580
00:28:17,940 --> 00:28:18,940
What does that what does that mean?

581
00:28:18,940 --> 00:28:21,940
I know it means to begin with your why and to recognize your why.

582
00:28:21,940 --> 00:28:26,940
But how do you define intrinsic motivation?

583
00:28:26,940 --> 00:28:28,940
Oh, great. I love that you asked that.

584
00:28:28,940 --> 00:28:32,940
So one way to think about it, I guess the simplest way I could describe it is if

585
00:28:32,940 --> 00:28:36,940
you think about external motivation, that can be things like a promotion or a

586
00:28:36,940 --> 00:28:40,940
raise or benefits or things like that, things that you're going to you know,

587
00:28:40,940 --> 00:28:42,940
that you're going to receive for whatever the work that you know,

588
00:28:42,940 --> 00:28:46,940
the work that you're doing with intrinsic motivation is more about your internal

589
00:28:46,940 --> 00:28:48,940
drive. So it's that why, right?

590
00:28:48,940 --> 00:28:50,940
It's your your passion. What is fueling that passion?

591
00:28:50,940 --> 00:28:54,940
What is it that is internally motivating you to go out there and to do the work

592
00:28:54,940 --> 00:28:55,940
that you're doing every single day?

593
00:28:55,940 --> 00:29:00,940
So it's that internal motivation versus like external motivation of like things

594
00:29:00,940 --> 00:29:02,940
that are and there's nothing wrong with that.

595
00:29:02,940 --> 00:29:04,940
I'm not saying that there's anything wrong with external motivation.

596
00:29:04,940 --> 00:29:09,940
But to me, that's that's one of the you know, the main differences between

597
00:29:09,940 --> 00:29:11,940
intrinsic versus extrinsic.

598
00:29:11,940 --> 00:29:16,940
And they both are adding horsepower, you know, to very much when you you

599
00:29:16,940 --> 00:29:19,940
leverage both. There's an opportunity to appreciate both.

600
00:29:19,940 --> 00:29:21,940
And and you just highlighted that for us.

601
00:29:21,940 --> 00:29:23,940
So once again, I appreciate that.

602
00:29:23,940 --> 00:29:27,940
All right. So supporting introverted servant leaders to create happiness in the

603
00:29:27,940 --> 00:29:29,940
workplace. Let's dive into that.

604
00:29:29,940 --> 00:29:32,940
We've got plenty of extra time to dive into it.

605
00:29:32,940 --> 00:29:36,940
I don't want to ask you any leading questions because my leading questions come

606
00:29:36,940 --> 00:29:40,940
from a position of not knowing your depth.

607
00:29:40,940 --> 00:29:46,940
Considering your depth, what's the best question we can we can go towards

608
00:29:46,940 --> 00:29:51,940
relating to help people unpack this as much as possible right now or as

609
00:29:51,940 --> 00:29:52,940
profoundly as possible.

610
00:29:52,940 --> 00:29:55,940
Introverted leaders creating happiness.

611
00:29:55,940 --> 00:29:57,940
Why does it matter?

612
00:29:57,940 --> 00:29:59,940
Who would be impacted by this?

613
00:29:59,940 --> 00:30:04,940
I'm going to stop brainstorming for a second. Turn the mic over and just let you go.

614
00:30:04,940 --> 00:30:06,940
And you can talk for however you want, however long you want.

615
00:30:06,940 --> 00:30:07,940
OK, fantastic.

616
00:30:07,940 --> 00:30:11,940
We'll stop at any point if you have any questions or if you want to steer the

617
00:30:11,940 --> 00:30:13,940
conversation in a different direction.

618
00:30:13,940 --> 00:30:16,940
But one of the things I actually want to go back to Jackson is you mentioned

619
00:30:16,940 --> 00:30:18,940
this word a couple of times as you were speaking.

620
00:30:18,940 --> 00:30:19,940
And I really just I love this word.

621
00:30:19,940 --> 00:30:21,940
And you talked about intentionality.

622
00:30:21,940 --> 00:30:24,940
And I think that also goes to kind of touching on some of the areas that you

623
00:30:24,940 --> 00:30:28,940
just mentioned, because no matter what type of leader you are, it's so

624
00:30:28,940 --> 00:30:31,940
important to be intentional about how you want to show up.

625
00:30:31,940 --> 00:30:33,940
Be intentional about the person, the leader that you want to be.

626
00:30:33,940 --> 00:30:35,940
And that's how with many of my clients.

627
00:30:35,940 --> 00:30:36,940
That's usually the point that I start.

628
00:30:36,940 --> 00:30:38,940
Like, who do you want to be as a leader?

629
00:30:38,940 --> 00:30:41,940
Because they talk a lot about, you know, like professional branding and that

630
00:30:41,940 --> 00:30:42,940
kind of stuff.

631
00:30:42,940 --> 00:30:45,940
And it's like, OK, so who are you and who do you want to be as a leader?

632
00:30:45,940 --> 00:30:48,940
And then we kind of work into, OK, so based on what you describe, even

633
00:30:48,940 --> 00:30:51,940
thinking about leaders that you admire and things like that, based on what you

634
00:30:51,940 --> 00:30:54,940
describe, where are you in that in that process?

635
00:30:54,940 --> 00:30:58,940
Right. Where do you feel like you need a little bit extra help or support?

636
00:30:58,940 --> 00:31:00,940
And where do you feel like you do this really well?

637
00:31:00,940 --> 00:31:03,940
And then building in strengths to that and what I call your leadership zone of

638
00:31:03,940 --> 00:31:04,940
genius.

639
00:31:04,940 --> 00:31:08,940
So within like my coaching program, what I do is I walk my clients to what I

640
00:31:08,940 --> 00:31:12,940
call your leadership zone of genius so they really can understand who they are,

641
00:31:12,940 --> 00:31:15,940
how they were wired, like how God made them and created them to be and what are

642
00:31:15,940 --> 00:31:18,940
their strengths and what are the things they're passionate about?

643
00:31:18,940 --> 00:31:19,940
What are they interested about?

644
00:31:19,940 --> 00:31:22,940
You know, what big challenges do they feel really strongly that they want to

645
00:31:22,940 --> 00:31:25,940
contribute to and help to solve and different things like that?

646
00:31:25,940 --> 00:31:27,940
There's a whole process behind that.

647
00:31:27,940 --> 00:31:30,940
But that gets them really, really aligned, including their values.

648
00:31:30,940 --> 00:31:33,940
What are the things that they really believe in and how do they make decisions

649
00:31:33,940 --> 00:31:37,940
even from that place, from that place of being just completely who they are and

650
00:31:37,940 --> 00:31:40,940
who are, you know, completely authentic, completely and integrity.

651
00:31:40,940 --> 00:31:44,940
And once you're there, like once they understand who they are and how they're

652
00:31:44,940 --> 00:31:47,940
wired, oh, my goodness, it's like light bulbs just start going up.

653
00:31:47,940 --> 00:31:50,940
It's like, oh, that's why I do this in a certain way or that's why I tend to be

654
00:31:50,940 --> 00:31:53,940
drawn to this certain group of people or this cause or things like that.

655
00:31:53,940 --> 00:31:55,940
It just makes the picture so much clearer.

656
00:31:55,940 --> 00:31:58,940
And then it also makes it clear as far as like, OK, now where do you go?

657
00:31:58,940 --> 00:32:01,940
How do you take this and take this into the world as like your gifts to the

658
00:32:01,940 --> 00:32:05,940
world and what you want to bring to your team, bring to the business, bring to

659
00:32:05,940 --> 00:32:08,940
other people even outside of that and in your personal life.

660
00:32:08,940 --> 00:32:12,940
So that's kind of the if I could describe that whole process of like supporting

661
00:32:12,940 --> 00:32:16,940
and helping these introverted leaders really shine, it does start with that.

662
00:32:16,940 --> 00:32:18,940
It starts with their why, their passion, how they're wired.

663
00:32:18,940 --> 00:32:20,940
And then everything just comes from their right.

664
00:32:20,940 --> 00:32:23,940
Their decisions, how they make decisions, how they interact with people from

665
00:32:23,940 --> 00:32:27,940
that pace of just being so grounded in who they are and also who they want to

666
00:32:27,940 --> 00:32:28,940
be as a leader.

667
00:32:28,940 --> 00:32:30,940
I don't know that answers your question.

668
00:32:30,940 --> 00:32:31,940
Oh, it does.

669
00:32:31,940 --> 00:32:32,940
It's huge.

670
00:32:32,940 --> 00:32:35,940
Now, those are I would say to say that it's probably more than 90 percent,

671
00:32:35,940 --> 00:32:41,940
maybe more than 99 percent of people who need to slow down and who need the

672
00:32:41,940 --> 00:32:44,940
space to be able to think through those dynamics.

673
00:32:44,940 --> 00:32:48,940
You know, it's like values, everybody has values and it's like, oh, my, we have

674
00:32:48,940 --> 00:32:49,940
a long way to go with you.

675
00:32:49,940 --> 00:32:53,940
You know, like the person who doesn't even understand the value of having that

676
00:32:53,940 --> 00:32:54,940
conversation.

677
00:32:54,940 --> 00:32:55,940
It's like, whoa.

678
00:32:55,940 --> 00:32:57,940
So that's there.

679
00:32:57,940 --> 00:33:00,940
And you have those superpowers to do that.

680
00:33:00,940 --> 00:33:06,940
I want to open the door for the one to 10 percent to go down that rabbit hole

681
00:33:06,940 --> 00:33:07,940
even further.

682
00:33:07,940 --> 00:33:09,940
So we know our why.

683
00:33:09,940 --> 00:33:10,940
We know our value.

684
00:33:10,940 --> 00:33:17,940
You know, we know the we know the values we want to build around.

685
00:33:17,940 --> 00:33:20,940
We have our healthy boundaries in place and set up.

686
00:33:20,940 --> 00:33:23,940
What what do we help?

687
00:33:23,940 --> 00:33:28,940
How do we help those introverted leaders create happiness in the workplace?

688
00:33:28,940 --> 00:33:30,940
That's a really great question.

689
00:33:30,940 --> 00:33:31,940
They're ready.

690
00:33:31,940 --> 00:33:32,940
They're ready to do it.

691
00:33:32,940 --> 00:33:33,940
Yes.

692
00:33:33,940 --> 00:33:38,940
In this case, I'm also speaking to extroverted leaders, both introverted and

693
00:33:38,940 --> 00:33:41,940
extroverted, because if we're thinking about how do we help our introverts, it's

694
00:33:41,940 --> 00:33:44,940
not just what one or the other is both.

695
00:33:44,940 --> 00:33:45,940
Right.

696
00:33:45,940 --> 00:33:49,940
We need to come together and really understand who our introverted leaders are,

697
00:33:49,940 --> 00:33:52,940
how to identify them, how to meet them, where they are and how to give them

698
00:33:52,940 --> 00:33:53,940
those opportunities to truly shine.

699
00:33:53,940 --> 00:33:57,940
And a big part of that is just understanding introverts and how we function

700
00:33:57,940 --> 00:34:01,940
and also how to and we don't ever want to put I want to caveat this by saying we

701
00:34:01,940 --> 00:34:02,940
don't ever want to put anyone in the box either.

702
00:34:02,940 --> 00:34:03,940
Right.

703
00:34:03,940 --> 00:34:05,940
And kind of call them out and things like that.

704
00:34:05,940 --> 00:34:10,940
We want to give them an opportunity to really describe to us what it is that they

705
00:34:10,940 --> 00:34:13,940
need and how they see themselves, what works for them, what doesn't.

706
00:34:13,940 --> 00:34:16,940
But I will say there's a couple of things that I've noticed when it comes to

707
00:34:16,940 --> 00:34:18,940
introverts that really make a difference.

708
00:34:18,940 --> 00:34:21,940
So typically, and again, I'm going to generalize here, so bear with me.

709
00:34:21,940 --> 00:34:25,940
But typically speaking, introverts tend to like to plan and to think.

710
00:34:25,940 --> 00:34:26,940
Right.

711
00:34:26,940 --> 00:34:29,940
They like to really internally process whatever it is that's going on, whether

712
00:34:29,940 --> 00:34:31,940
it's a decision that they need to make, whether it's a presentation that they're

713
00:34:31,940 --> 00:34:33,940
going to do or whatever the case may be.

714
00:34:33,940 --> 00:34:34,940
So they like to be prepared for that.

715
00:34:34,940 --> 00:34:38,940
They like to have the input that they feel like they need in order to show up at

716
00:34:38,940 --> 00:34:42,940
their best, be prepared and be able to answer questions or do whatever it is

717
00:34:42,940 --> 00:34:44,940
that they're being called to do.

718
00:34:44,940 --> 00:34:47,940
And so I would say for introverted and extroverted leaders, if you have

719
00:34:47,940 --> 00:34:50,940
introverts in your team, just be very mindful of that so that when you invite

720
00:34:50,940 --> 00:34:53,940
them to a meeting or when you're expecting something of them, you're very

721
00:34:53,940 --> 00:34:54,940
clear on the expectation.

722
00:34:54,940 --> 00:34:56,940
You're supporting them in the best way possible.

723
00:34:56,940 --> 00:34:59,940
You're giving them what they need to be successful and you're giving them enough

724
00:34:59,940 --> 00:35:02,940
time to be able to internally process whatever it is that they need to be able

725
00:35:02,940 --> 00:35:06,940
to actually do the work to the standard that they believe they need in order to

726
00:35:06,940 --> 00:35:07,940
move forward.

727
00:35:07,940 --> 00:35:09,940
So that's the one thing.

728
00:35:09,940 --> 00:35:11,940
So do you have any questions on that?

729
00:35:11,940 --> 00:35:13,940
Because I could keep going.

730
00:35:13,940 --> 00:35:19,940
I think the biggest question I have, you've nailed some aspects of self-identification

731
00:35:19,940 --> 00:35:20,940
that are super helpful.

732
00:35:20,940 --> 00:35:22,940
You haven't said anything that's not helpful.

733
00:35:22,940 --> 00:35:24,940
I'm writing notes too, by the way.

734
00:35:24,940 --> 00:35:27,940
So that makes it a little harder to keep up sometimes.

735
00:35:27,940 --> 00:35:31,940
But the big thing I just circled and put a question mark next to right now was

736
00:35:31,940 --> 00:35:34,940
kind of the happiness factor.

737
00:35:34,940 --> 00:35:35,940
Right?

738
00:35:35,940 --> 00:35:41,940
So how do you go about intentionally guiding them towards happiness?

739
00:35:41,940 --> 00:35:48,940
And what do we want to go down the path of exploring why that's important?

740
00:35:48,940 --> 00:35:52,940
You know, and who that's important to?

741
00:35:52,940 --> 00:35:59,940
Or do we want to go towards the application of here's the steps to creating

742
00:35:59,940 --> 00:36:01,940
happiness in the workplace?

743
00:36:01,940 --> 00:36:02,940
Your call.

744
00:36:02,940 --> 00:36:04,940
Yeah, I can totally touch on both.

745
00:36:04,940 --> 00:36:07,940
So we'll start with the why because that's a little bit more straightforward.

746
00:36:07,940 --> 00:36:08,940
So there's so many studies.

747
00:36:08,940 --> 00:36:13,940
And we have so many benefits in this day and age because there's been so much

748
00:36:13,940 --> 00:36:17,940
research done, right, as far as happiness in the workplace and how that impacts

749
00:36:17,940 --> 00:36:21,940
not just how people feel, their well-being, their longevity, but also productivity.

750
00:36:21,940 --> 00:36:22,940
Right?

751
00:36:22,940 --> 00:36:26,940
There's a huge benefit to companies, to paying attention, to creating an

752
00:36:26,940 --> 00:36:29,940
environment where people can thrive and they're really happy and they have what

753
00:36:29,940 --> 00:36:31,940
they need and they feel supported.

754
00:36:31,940 --> 00:36:34,940
They feel psychologically safe and all of those things to show up as, you know,

755
00:36:34,940 --> 00:36:35,940
as themselves.

756
00:36:35,940 --> 00:36:36,940
And so there's already a ton of research.

757
00:36:36,940 --> 00:36:39,940
So I won't go into all of that, but there's a ton of research as far as why

758
00:36:39,940 --> 00:36:40,940
that is helpful.

759
00:36:40,940 --> 00:36:42,940
And if anyone wants to reach out to me and, you know, to learn more about that,

760
00:36:42,940 --> 00:36:45,940
please feel free because I did a ton of research on this for the TED Talk as

761
00:36:45,940 --> 00:36:46,940
well.

762
00:36:46,940 --> 00:36:47,940
So let me know.

763
00:36:47,940 --> 00:36:48,940
And but I will say just one thing.

764
00:36:48,940 --> 00:36:51,940
Like we spend over 90,000 hours of our life at work.

765
00:36:51,940 --> 00:36:52,940
Right?

766
00:36:52,940 --> 00:36:53,940
So it obviously impacts how we feel.

767
00:36:53,940 --> 00:36:57,940
So if we're in a situation where it's just kind of sucking the life out of us,

768
00:36:57,940 --> 00:37:00,940
then we're probably, you know, we're probably not going to be that happy

769
00:37:00,940 --> 00:37:03,940
because we're spending the majority of our time in an environment that might

770
00:37:03,940 --> 00:37:04,940
not be right for us.

771
00:37:04,940 --> 00:37:07,940
So I would definitely just suggest, you know, getting some help and support to

772
00:37:07,940 --> 00:37:08,940
navigate that.

773
00:37:08,940 --> 00:37:10,940
But outside of that, going back to like practical steps.

774
00:37:10,940 --> 00:37:15,940
So what I would suggest when it comes to happiness in the workplace is having a

775
00:37:15,940 --> 00:37:18,940
conversation with, you know, because introverts like that one-on-one

776
00:37:18,940 --> 00:37:19,940
interaction as well.

777
00:37:19,940 --> 00:37:22,940
They will typically open up a lot more when it comes to a one-on-one

778
00:37:22,940 --> 00:37:26,940
interaction versus in a team setting unless you have created a really

779
00:37:26,940 --> 00:37:30,940
psychologically safe team environment where they feel comfortable, you know,

780
00:37:30,940 --> 00:37:32,940
to express themselves and to open up.

781
00:37:32,940 --> 00:37:35,940
Or they've been working with the team maybe for a next in a period of time and

782
00:37:35,940 --> 00:37:39,940
they have that comfortable to let you know what matters to them, right?

783
00:37:39,940 --> 00:37:40,940
What's important to them.

784
00:37:40,940 --> 00:37:43,940
Otherwise, I would suggest starting off in a one-on-one setting and asking some

785
00:37:43,940 --> 00:37:45,940
really impactful questions.

786
00:37:45,940 --> 00:37:47,940
So asking, you know, what motivates you?

787
00:37:47,940 --> 00:37:48,940
Why do you show up at work every day?

788
00:37:48,940 --> 00:37:51,940
You know, what is something that you really love about what you do versus

789
00:37:51,940 --> 00:37:53,940
things that you don't?

790
00:37:53,940 --> 00:37:56,940
What do we not offer right now, right, as a company, as a group?

791
00:37:56,940 --> 00:37:59,940
What do we not offer that you think would really make you happy, that would

792
00:37:59,940 --> 00:38:01,940
really make you feel fulfilled at your work?

793
00:38:01,940 --> 00:38:04,940
So there's so many different ways, and I work with my clients a lot on this, to

794
00:38:04,940 --> 00:38:09,940
help them to create that environment and atmosphere where people feel safe,

795
00:38:09,940 --> 00:38:12,940
where they feel like they can thrive, where they feel really happy and

796
00:38:12,940 --> 00:38:15,940
connected with not just their team members but with the work they're doing

797
00:38:15,940 --> 00:38:17,940
and in terms of how they're being led.

798
00:38:17,940 --> 00:38:21,940
The other thing I would suggest is there's so many different tools out there

799
00:38:21,940 --> 00:38:25,940
that you can use to kind of tap into this and to ask them some really good

800
00:38:25,940 --> 00:38:29,940
questions about what is it that drives them in their work and what could create

801
00:38:29,940 --> 00:38:31,940
a really good workspace.

802
00:38:31,940 --> 00:38:34,940
Another exercise that just comes to mind as well is in terms of the team

803
00:38:34,940 --> 00:38:38,940
dynamic, it's so important for the team at that level to be aligned on their

804
00:38:38,940 --> 00:38:42,940
values and what they stand for because that helps a lot with, you know, like

805
00:38:42,940 --> 00:38:45,940
minimizing conflict and conflict resolution and all that because when the

806
00:38:45,940 --> 00:38:49,940
team knows, okay, these are the things that we stand for, here's how we act out

807
00:38:49,940 --> 00:38:53,940
what our values are and our vision is and all of that, it just makes it so much

808
00:38:53,940 --> 00:38:57,940
they feel like they're on the same page, they feel like they're empowered to

809
00:38:57,940 --> 00:39:01,940
work together as a cohesive team, but it also helps in the tough times, right,

810
00:39:01,940 --> 00:39:03,940
when there's conflict, when there's struggles to say, okay, what are our

811
00:39:03,940 --> 00:39:07,940
values, how do we act in line with that so that your introverts especially know

812
00:39:07,940 --> 00:39:09,940
what to expect because they're the type of people that want to know what to

813
00:39:09,940 --> 00:39:12,940
expect, right, they don't like to be blindsided, they don't like to be put on

814
00:39:12,940 --> 00:39:15,940
the spot typically, again, I'm generalizing here, but generally speaking,

815
00:39:15,940 --> 00:39:18,940
they like to have that north star, they like to know, okay, what are we moving

816
00:39:18,940 --> 00:39:22,940
towards, what is this vision, what is the purpose and how does my work add value,

817
00:39:22,940 --> 00:39:25,940
you know, how does what I do and that's for everyone, we all want our work to

818
00:39:25,940 --> 00:39:29,940
matter, right, so finding ways that your work matters can really make a

819
00:39:29,940 --> 00:39:32,940
difference and then just tapping into what would make a perfect work

820
00:39:32,940 --> 00:39:35,940
environment for you, what would make a perfect team environment for you, what

821
00:39:35,940 --> 00:39:38,940
would, you know, tell me about your favorite, you know, your favorite leader

822
00:39:38,940 --> 00:39:41,940
that you've had in the past or your favorite leader that you've seen, you

823
00:39:41,940 --> 00:39:46,940
know, in that capacity and so the questions like that can really help open

824
00:39:46,940 --> 00:39:50,940
people up and help them to, and also to know, like, for them to know that their

825
00:39:50,940 --> 00:39:54,940
leader cares enough to ask them these questions makes a big difference and

826
00:39:54,940 --> 00:39:57,940
also going back to the book, right, so what are your, how do you like to be

827
00:39:57,940 --> 00:40:01,940
appreciated, things like that, so, and it's an ongoing conversation, it's not a

828
00:40:01,940 --> 00:40:04,940
one-off, but it's also observing, as a leader, you definitely have to be able to

829
00:40:04,940 --> 00:40:08,940
observe and be intentional about how you engage with your team because they're

830
00:40:08,940 --> 00:40:13,940
going to show you so much just how and how they interact versus they weren't.

831
00:40:13,940 --> 00:40:15,940
So that was a lot.

832
00:40:15,940 --> 00:40:16,940
That was a lot.

833
00:40:16,940 --> 00:40:21,940
But it gave me plenty of things to work on in a great way.

834
00:40:21,940 --> 00:40:26,940
I noticed, as you talked about that 90% of the time is spent at work, I was

835
00:40:26,940 --> 00:40:31,940
realizing and thinking through, like, man, that makes it my responsibility as a

836
00:40:31,940 --> 00:40:37,940
founder to make sure that we're paying attention to that environment, you know,

837
00:40:37,940 --> 00:40:41,940
that we're making sure that the people who are here have the opportunity to

838
00:40:41,940 --> 00:40:47,940
exercise that time in a way where they know they're appreciated, they know

839
00:40:47,940 --> 00:40:52,940
that, you know, we want to know they're contributing and doing things that are

840
00:40:52,940 --> 00:40:56,940
important, and as I mentioned, that appreciation factor of, like, okay, if

841
00:40:56,940 --> 00:41:01,940
you're going to spend that much time of your life under my roof, then I should

842
00:41:01,940 --> 00:41:04,940
probably take interest to figure out, and you nailed the questions, what

843
00:41:04,940 --> 00:41:10,940
motivates you, what do you like doing, you know, what do we not offer and what

844
00:41:10,940 --> 00:41:11,940
drives you in the work.

845
00:41:11,940 --> 00:41:16,940
I'm like, okay, I can ask chat GPT as well for other examples of questions I

846
00:41:16,940 --> 00:41:18,940
can ask to gauge happiness in the workplace.

847
00:41:18,940 --> 00:41:24,940
There's so many tools at our disposal to take that application and then

848
00:41:24,940 --> 00:41:29,940
implement it with the team, right, at an individual level as well as at a group

849
00:41:29,940 --> 00:41:30,940
level to discuss it.

850
00:41:30,940 --> 00:41:32,940
That can be dangerous in a toxic environment.

851
00:41:32,940 --> 00:41:34,940
I'll leave that where it's at.

852
00:41:34,940 --> 00:41:38,940
That's why it's so helpful to bring somebody like Sharissa in to make sure

853
00:41:38,940 --> 00:41:43,940
that you're not trying to mediate a situation where you may have created a

854
00:41:43,940 --> 00:41:45,940
hellhole of a work environment.

855
00:41:45,940 --> 00:41:51,940
That takes some serious strategy to figure out how do we dig ourselves out

856
00:41:51,940 --> 00:41:53,940
of that pit.

857
00:41:53,940 --> 00:41:56,940
But as leaders, we can always be doing more.

858
00:41:56,940 --> 00:42:01,940
In terms of the podcast, do you bring guests on your show or is it a solo

859
00:42:01,940 --> 00:42:02,940
show?

860
00:42:02,940 --> 00:42:03,940
I do.

861
00:42:03,940 --> 00:42:07,940
The podcast just started, I think we're in episode 20, somewhere in there.

862
00:42:07,940 --> 00:42:11,940
My goal was to go through the first 100 episodes.

863
00:42:11,940 --> 00:42:13,940
It's a fairly new podcast.

864
00:42:13,940 --> 00:42:15,940
I started this a few months ago.

865
00:42:15,940 --> 00:42:20,940
My goal was to do solo episodes for the first 100 episodes and then introduce

866
00:42:20,940 --> 00:42:21,940
guests.

867
00:42:21,940 --> 00:42:24,940
I've already informally had guest interviews in the past that I'm going to

868
00:42:24,940 --> 00:42:25,940
incorporate in.

869
00:42:25,940 --> 00:42:27,940
What's the name?

870
00:42:27,940 --> 00:42:29,940
It's the introverted servant leader.

871
00:42:29,940 --> 00:42:35,940
We want to put that in the action steps as well, the show notes as well.

872
00:42:35,940 --> 00:42:37,940
This has been fantastic.

873
00:42:37,940 --> 00:42:43,940
The thing that both of us obviously recommend based on the resources we've

874
00:42:43,940 --> 00:42:47,940
given, the theme that I've seen so many great leaders gravitate towards is

875
00:42:47,940 --> 00:42:52,940
they don't gravitate towards the book or as much as they gravitate towards the

876
00:42:52,940 --> 00:42:54,940
source of the book.

877
00:42:54,940 --> 00:42:59,940
If I want to learn about being an effective executive, then talking to Peter

878
00:42:59,940 --> 00:43:06,940
Drucker or somebody who works directly with him, talking to Simon Sinek and

879
00:43:06,940 --> 00:43:12,940
going into his programs versus just the resource is really where the depth is.

880
00:43:12,940 --> 00:43:16,940
We hope you have the opportunity, if you're listening and this resonated with

881
00:43:16,940 --> 00:43:20,940
you, to reach out to Sharissa and find out what it's like to work with her,

882
00:43:20,940 --> 00:43:24,940
what it's like to be part of leadership master reliance and what more can you

883
00:43:24,940 --> 00:43:28,940
get out of it if you're in these situations where it makes sense to level

884
00:43:28,940 --> 00:43:34,940
up the culture or escape a bad culture that you may or may not be at fault of

885
00:43:34,940 --> 00:43:39,940
creating, then definitely reach out and we'll have those in the action notes.

886
00:43:39,940 --> 00:43:41,940
We'll also have one more call to action on that page.

887
00:43:41,940 --> 00:43:44,940
In the top right corner it says be our guest.

888
00:43:44,940 --> 00:43:48,940
If you have a vision and you're a leader and you're trying to make a difference

889
00:43:48,940 --> 00:43:50,940
in people's lives, then apply for the show.

890
00:43:50,940 --> 00:43:51,940
Come in and get to know us.

891
00:43:51,940 --> 00:43:53,940
Share what your vision is with us.

892
00:43:53,940 --> 00:43:55,940
We'll be happy to put you on stage.

893
00:43:55,940 --> 00:43:59,940
We want to help you get noticed out there for those who are looking for leaders

894
00:43:59,940 --> 00:44:01,940
just like you as well.

895
00:44:01,940 --> 00:44:05,940
Before we wrap up, Sharissa, is there any final thoughts that you'd like to share?

896
00:44:05,940 --> 00:44:08,940
Well, first of all, I just wanted to say thank you so much for speaking about my

897
00:44:08,940 --> 00:44:12,940
podcast and, yeah, if there's any, you know, anyone who's listening has any

898
00:44:12,940 --> 00:44:13,940
questions, please reach out.

899
00:44:13,940 --> 00:44:16,940
Even if I'm not, you know, if you're looking for a coach and I'm not the right

900
00:44:16,940 --> 00:44:18,940
fit, I will absolutely point you in the right direction.

901
00:44:18,940 --> 00:44:21,940
So anything I can do to help, I'm more than happy to do so.

902
00:44:21,940 --> 00:44:24,940
And I'm also going to be recommending people to your podcast as well and your

903
00:44:24,940 --> 00:44:25,940
community.

904
00:44:25,940 --> 00:44:27,940
Jax, this has been an absolute pleasure.

905
00:44:27,940 --> 00:44:31,940
And I just love the work that you're doing and your heart for what you do.

906
00:44:31,940 --> 00:44:33,940
So thank you so much.

907
00:44:33,940 --> 00:44:34,940
Thank you.

908
00:44:34,940 --> 00:44:35,940
Absolutely.

909
00:44:35,940 --> 00:44:38,940
And for those who are listening in, if you can like, subscribe, comment, send us

910
00:44:38,940 --> 00:44:42,940
your questions, all of that really helps us produce results for those that we're

911
00:44:42,940 --> 00:44:43,940
serving.

912
00:44:43,940 --> 00:44:45,940
And we'd love to know how we can serve you better.

913
00:44:45,940 --> 00:44:48,940
So we have a fantastic rest of your day and we'll see you on the next episode of

914
00:44:48,940 --> 00:44:49,940
Vision Pros Live.

915
00:44:49,940 --> 00:44:50,940
Bye bye.

916
00:44:50,940 --> 00:44:51,940
Thank you for being here today.

917
00:44:51,940 --> 00:44:53,940
I'm really happy that you tuned in to Vision Pros Live.

918
00:44:53,940 --> 00:44:58,940
I'm looking forward to seeing your reactions as these episodes continue to move

919
00:44:58,940 --> 00:44:59,940
forward.

920
00:44:59,940 --> 00:45:00,940
This is going to get more and more fun.

921
00:45:00,940 --> 00:45:02,940
We'll have more and more engagement as well.

922
00:45:02,940 --> 00:45:04,940
We'll invite people to participate in the show.

923
00:45:04,940 --> 00:45:06,940
And thank you for giving us your time and attention.

924
00:45:06,940 --> 00:45:16,940
Have an excellent time building out your vision.