1 00:00:00,000 --> 00:00:01,000 Tennessee. 2 00:00:01,000 --> 00:00:02,000 Tennessee. 3 00:00:02,000 --> 00:00:03,000 Awesome. 4 00:00:03,000 --> 00:00:04,000 Do you know Susan Anderson by chance? 5 00:00:04,000 --> 00:00:05,000 That's a small window. 6 00:00:05,000 --> 00:00:11,080 I've got to get you on Entrepreneurs Going Wild, that podcast. 7 00:00:11,080 --> 00:00:14,360 She's over there in Tennessee and she's got a retreat center for entrepreneurs. 8 00:00:14,360 --> 00:00:15,840 Oh, nice. 9 00:00:15,840 --> 00:00:16,840 Yeah. 10 00:00:16,840 --> 00:00:19,960 It would be, I can see that the vibe would go off. 11 00:00:19,960 --> 00:00:22,480 She's also very, very big into blue collar. 12 00:00:22,480 --> 00:00:23,480 Yeah. 13 00:00:23,480 --> 00:00:24,480 All right. 14 00:00:24,480 --> 00:00:29,360 So we're talking about the next generation of workers for blue collar in a world where 15 00:00:29,360 --> 00:00:34,240 I see a lot of businesses giving up, a lot of businesses worried about the workforce 16 00:00:34,240 --> 00:00:39,440 and saying people don't do their jobs and etching, throwing stones at everybody else 17 00:00:39,440 --> 00:00:41,440 out there and business owners who are hurt. 18 00:00:41,440 --> 00:00:44,040 I mean, there's a lot of stuff going on. 19 00:00:44,040 --> 00:00:46,640 So what's this? 20 00:00:46,640 --> 00:00:52,800 Are we in a doomsday world, Ryan, or is there a reason for great hope related to recruiting 21 00:00:52,800 --> 00:00:56,440 the next generation into skilled labor positions? 22 00:00:56,440 --> 00:01:01,000 Tell me about your expertise too, because I'm assuming the audience knows. 23 00:01:01,000 --> 00:01:02,000 Yeah. 24 00:01:02,000 --> 00:01:03,000 You're crushing it out there. 25 00:01:03,000 --> 00:01:04,000 No. 26 00:01:04,000 --> 00:01:05,800 Thank you for having me on the show. 27 00:01:05,800 --> 00:01:10,440 And oh my gosh, so much to unpack in just that intro right there. 28 00:01:10,440 --> 00:01:11,960 But my name is Ryan England. 29 00:01:11,960 --> 00:01:16,860 I'm the CEO and founder of Core Matters and we are a training and consulting company. 30 00:01:16,860 --> 00:01:22,120 We work primarily with companies in the trades, but we'll work with any small business entrepreneur 31 00:01:22,120 --> 00:01:28,240 to help them solve their people challenges, whether that is I don't have enough people, 32 00:01:28,240 --> 00:01:32,800 my people don't want to work, no one wants to show up to work, I can't keep good people. 33 00:01:32,800 --> 00:01:33,800 You've heard it all, right? 34 00:01:33,800 --> 00:01:38,120 It's the labor crisis that we have as small business owners. 35 00:01:38,120 --> 00:01:42,680 And I think that your reality is whatever you make of it, like whatever your perception 36 00:01:42,680 --> 00:01:46,920 is, if you think the sky is falling, then that's real to you. 37 00:01:46,920 --> 00:01:50,160 If you think no one wants to work, that's real to you. 38 00:01:50,160 --> 00:01:55,520 I will tell you, our experience is that there are plenty of people out there that want to 39 00:01:55,520 --> 00:01:59,080 work and I'm not going to hold back any punches. 40 00:01:59,080 --> 00:02:00,080 I'm not pulling. 41 00:02:00,080 --> 00:02:01,080 Don't hold back, please. 42 00:02:01,080 --> 00:02:02,080 We want those punches. 43 00:02:02,080 --> 00:02:03,080 We really want. 44 00:02:03,080 --> 00:02:08,920 I will tell you what I have found is that if you believe that no one wants to work, you 45 00:02:08,920 --> 00:02:14,360 need to take a step back, look in the mirror and ask yourself, why does no one want to 46 00:02:14,360 --> 00:02:16,940 work for me? 47 00:02:16,940 --> 00:02:19,720 Because that's the real issue. 48 00:02:19,720 --> 00:02:22,800 And we see it happen time and time again in the trades. 49 00:02:22,800 --> 00:02:25,160 Like I said, we've worked with other industries and they deal with the exact same thing. 50 00:02:25,160 --> 00:02:28,160 Let me bridge the gap real quick for the other industries because this is not just unique 51 00:02:28,160 --> 00:02:29,160 to the trades. 52 00:02:29,160 --> 00:02:33,360 I'm glad Ryan's championing the trades cause, but the fastest way for me to see if a business 53 00:02:33,360 --> 00:02:37,280 is actually winning is if they have a careers page or a join our team page. 54 00:02:37,280 --> 00:02:38,280 And none of you have it. 55 00:02:38,280 --> 00:02:39,960 None of you have it. 56 00:02:39,960 --> 00:02:42,960 And so if you don't have a vision for your people and people you're supposed to take 57 00:02:42,960 --> 00:02:47,200 care of on a daily basis, how in the world are people going to trust in you to take care 58 00:02:47,200 --> 00:02:48,200 of them? 59 00:02:48,200 --> 00:02:50,080 How do you take care of our people? 60 00:02:50,080 --> 00:02:51,080 Go ahead, Ryan. 61 00:02:51,080 --> 00:02:55,240 Well, one of my litmus tests for that is beyond the careers page, because we're starting to 62 00:02:55,240 --> 00:02:57,240 see people know they have to have a careers page, right? 63 00:02:57,240 --> 00:03:00,880 Like they check the box and when you click on their careers page, it says we were started 64 00:03:00,880 --> 00:03:05,440 25 years ago and this is our history and this is all about us. 65 00:03:05,440 --> 00:03:10,200 And by the way, click here to email someone for general inquiries if you want a job, right? 66 00:03:10,200 --> 00:03:11,400 Like that's the careers page. 67 00:03:11,400 --> 00:03:13,840 Now, here's what we do. 68 00:03:13,840 --> 00:03:19,720 Every single business that I've ever met that has customers or clients has some sort of 69 00:03:19,720 --> 00:03:24,400 reviews or customer testimonials. 70 00:03:24,400 --> 00:03:28,600 But none of them have ever taken a step back and said, well, getting customers seems to 71 00:03:28,600 --> 00:03:31,020 be a lot easier than getting good people. 72 00:03:31,020 --> 00:03:35,280 Maybe we should have employee testimonials like Glassdoor, right? 73 00:03:35,280 --> 00:03:41,200 Glassdoor, heck, we even got some clients that they'll ask their people and we've got 74 00:03:41,200 --> 00:03:46,040 one, this gal was out in the field and she propped up her phone on a ladder and she took 75 00:03:46,040 --> 00:03:51,000 a step back and she sat on the bumper of her truck and she just talked to the camera for 76 00:03:51,000 --> 00:03:54,840 50, 60 seconds about why it was such a great place to work. 77 00:03:54,840 --> 00:04:00,320 They shared that on social media and it went crazy because no one is thinking about this 78 00:04:00,320 --> 00:04:01,320 stuff. 79 00:04:01,320 --> 00:04:02,320 It's not that hard. 80 00:04:02,320 --> 00:04:05,960 And a lot of people tell me, Ryan, all this stuff you say is common sense, then why the 81 00:04:05,960 --> 00:04:07,840 heck aren't we doing it? 82 00:04:07,840 --> 00:04:08,840 Right. 83 00:04:08,840 --> 00:04:11,120 Because it's not common sense for one. 84 00:04:11,120 --> 00:04:12,880 It's the curse of knowledge. 85 00:04:12,880 --> 00:04:13,880 Right. 86 00:04:13,880 --> 00:04:17,680 We take a water bottle and we assume, well, everybody knows how to twist the top. 87 00:04:17,680 --> 00:04:18,840 No, give it to a caveman. 88 00:04:18,840 --> 00:04:20,960 He's going to stab it and try to get it open. 89 00:04:20,960 --> 00:04:26,120 So we take for granted what we know, but you've unpacked something that is so pivotal for 90 00:04:26,120 --> 00:04:27,820 entrepreneurs to grasp. 91 00:04:27,820 --> 00:04:28,820 And you're right. 92 00:04:28,820 --> 00:04:30,500 I only scratched the surface. 93 00:04:30,500 --> 00:04:33,520 So if you write that surface level answer down, but you really listen to what Ryan's 94 00:04:33,520 --> 00:04:38,920 talking about, he's talking about building systems, nurturing pipelines, procedures, resources, 95 00:04:38,920 --> 00:04:42,240 templates for how do you recruit LeBron James? 96 00:04:42,240 --> 00:04:43,240 Right. 97 00:04:43,240 --> 00:04:45,240 How do you recruit the best of the best? 98 00:04:45,240 --> 00:04:47,960 You have to learn to wine and dine. 99 00:04:47,960 --> 00:04:51,920 If you're not doing it, nobody that's great is going to want to come in and work for you. 100 00:04:51,920 --> 00:04:56,320 You're only going to get the desperate people who are again desperate for an opportunity 101 00:04:56,320 --> 00:04:57,920 and a job grunt style. 102 00:04:57,920 --> 00:04:59,480 K to KW, right. 103 00:04:59,480 --> 00:05:02,320 Keller Williams, phenomenal culture. 104 00:05:02,320 --> 00:05:06,880 You go into their, any of their great headquarters like San Antonio heritage office, they have 105 00:05:06,880 --> 00:05:11,680 murals of their people, the people who work for them and with them. 106 00:05:11,680 --> 00:05:14,600 They have awards everywhere about it because they care. 107 00:05:14,600 --> 00:05:15,680 I'll show grants are real quick. 108 00:05:15,680 --> 00:05:16,680 Keep going, right? 109 00:05:16,680 --> 00:05:18,800 Cause these are, these are critical aspects. 110 00:05:18,800 --> 00:05:24,200 You brought up LeBron, who are the best at recruiting in the entire world? 111 00:05:24,200 --> 00:05:29,760 Like there is a group out there that is better than any other group and it's professional 112 00:05:29,760 --> 00:05:31,760 sports teams. 113 00:05:31,760 --> 00:05:32,760 Think about it. 114 00:05:32,760 --> 00:05:39,880 You have six year old kids playing hoops with dad saying, I want to play for the NBA someday. 115 00:05:39,880 --> 00:05:42,880 I mean, if you want to recruit, you start when they're young. 116 00:05:42,880 --> 00:05:43,880 We know this. 117 00:05:43,880 --> 00:05:44,880 It's that common sense thing. 118 00:05:44,880 --> 00:05:49,800 That's not all that common, but how many kids are out there throwing the football into the 119 00:05:49,800 --> 00:05:54,760 net just to get their passing down because they want to go play for the NFL when they're 120 00:05:54,760 --> 00:05:55,760 older. 121 00:05:55,760 --> 00:06:02,480 We all know that the odds of that are so slim yet these professional sports teams are instilling 122 00:06:02,480 --> 00:06:06,480 it in our youth, getting them excited about this opportunity. 123 00:06:06,480 --> 00:06:07,760 There's travel ball. 124 00:06:07,760 --> 00:06:11,760 There are all these opportunities for kids knowing that they have to be in the top 1% 125 00:06:11,760 --> 00:06:14,840 of the top 1% of the top 1% to get there. 126 00:06:14,840 --> 00:06:17,240 Huge, huge, huge. 127 00:06:17,240 --> 00:06:22,640 But we call this building a combine experience, Ryan, a first class business. 128 00:06:22,640 --> 00:06:27,840 We're big on this concept that you've got to have a combine in place and you got to 129 00:06:27,840 --> 00:06:33,720 get supply and demand in your favor as a business owner when it comes to hiring so that you're 130 00:06:33,720 --> 00:06:37,920 able to hire the best of the best without wasting all of your personal time on it. 131 00:06:37,920 --> 00:06:41,800 You want to be talking to those who have actually made a concert effort to get in. 132 00:06:41,800 --> 00:06:47,000 So dude, you're preaching my language and I'm so grateful for it because when you're 133 00:06:47,000 --> 00:06:51,520 the only one who talks about this stuff, you just look like the nut job. 134 00:06:51,520 --> 00:06:56,040 When you have more companies surrounding you talking about it, then we get more and more 135 00:06:56,040 --> 00:06:58,420 social proof that, oh, you know what? 136 00:06:58,420 --> 00:07:01,200 Maybe we should stop building the get rich quick way. 137 00:07:01,200 --> 00:07:05,560 Maybe we should start building a way where we're actually respecting cultures and respecting 138 00:07:05,560 --> 00:07:06,560 people in the process. 139 00:07:06,560 --> 00:07:10,520 So I got thank you enough for being here and doing what you've already done. 140 00:07:10,520 --> 00:07:12,400 We're going to dive deeper into this visionaries. 141 00:07:12,400 --> 00:07:16,840 Again, know that I, I, I, you guys know I don't fluff this stuff. 142 00:07:16,840 --> 00:07:19,760 If I really like what somebody's up to, I get really excited about. 143 00:07:19,760 --> 00:07:21,640 So core matters, man. 144 00:07:21,640 --> 00:07:23,000 How did you start it? 145 00:07:23,000 --> 00:07:24,000 Yeah. 146 00:07:24,000 --> 00:07:25,620 So I, uh, I grew up in the trades. 147 00:07:25,620 --> 00:07:30,240 My dad was an owner operator and he was one of those Oprah owner operators that gets up 148 00:07:30,240 --> 00:07:34,360 before the sun gets home after the kids go to bed, works on the weekends. 149 00:07:34,360 --> 00:07:35,940 It goes crazy, right? 150 00:07:35,940 --> 00:07:41,740 Like for my entire childhood, if I, if I saw my dad, he was either, I was either helping 151 00:07:41,740 --> 00:07:43,720 him work in the yard, helping him work on the cars. 152 00:07:43,720 --> 00:07:44,960 I was down at the shop helping him. 153 00:07:44,960 --> 00:07:47,240 Like that was my childhood. 154 00:07:47,240 --> 00:07:50,320 And I remember growing up saying, there's gotta be a better way. 155 00:07:50,320 --> 00:07:51,320 Like what's wrong with my dad? 156 00:07:51,320 --> 00:07:57,000 It's like, I'm thinking he's the problem and it wasn't that he was a bad guy or a bad manager 157 00:07:57,000 --> 00:07:58,000 or anything. 158 00:07:58,000 --> 00:08:00,600 It's that no one ever taught him how to do this stuff. 159 00:08:00,600 --> 00:08:03,520 So fast forward to my adult life. 160 00:08:03,520 --> 00:08:06,280 And I did like any good son and said, I'm not going in the family business. 161 00:08:06,280 --> 00:08:07,520 That's crazy. 162 00:08:07,520 --> 00:08:12,400 So I went the corporate route, got my degree, did all that stuff, started my own company 163 00:08:12,400 --> 00:08:17,720 and thought, you know what people like my dad, the support they really need is marketing. 164 00:08:17,720 --> 00:08:21,680 They need better lead gen tools because we all hear cash is king. 165 00:08:21,680 --> 00:08:22,920 Cash solves a lot of problems. 166 00:08:22,920 --> 00:08:25,440 Maybe my dad's problem was he didn't have enough cash. 167 00:08:25,440 --> 00:08:28,400 Well, that's what I thought. 168 00:08:28,400 --> 00:08:32,800 So I started serving these contractors and they start calling me saying, I don't need 169 00:08:32,800 --> 00:08:33,800 leads. 170 00:08:33,800 --> 00:08:34,800 I don't need leads. 171 00:08:34,800 --> 00:08:35,800 I don't need leads. 172 00:08:35,800 --> 00:08:36,800 Turn it off, turn it off. 173 00:08:36,800 --> 00:08:37,800 Like I'm done. 174 00:08:37,800 --> 00:08:38,800 I'm like, what's going on? 175 00:08:38,800 --> 00:08:39,800 Like I got empty trucks. 176 00:08:39,800 --> 00:08:40,800 I got jobs. 177 00:08:40,800 --> 00:08:41,800 I can't get people on. 178 00:08:41,800 --> 00:08:44,040 I've got, I don't, I don't know how to service our customers. 179 00:08:44,040 --> 00:08:46,080 I don't need more customers anymore. 180 00:08:46,080 --> 00:08:47,080 People. 181 00:08:47,080 --> 00:08:51,760 So I don't know if it was a stroke of insanity or genius, but I just said, let me solve that 182 00:08:51,760 --> 00:08:57,840 problem because I knew deep down that recruiting is really a marketing issue. 183 00:08:57,840 --> 00:08:59,320 It's a marketing activity. 184 00:08:59,320 --> 00:09:03,600 If you're not recruiting now, it's the marketing problem, not an HR problem, but we always 185 00:09:03,600 --> 00:09:07,200 throw it to the HR people and then we wonder why it doesn't work. 186 00:09:07,200 --> 00:09:12,080 And so I started doing recruiting for some of these clients and it was so easy for me. 187 00:09:12,080 --> 00:09:13,960 It was just like natural. 188 00:09:13,960 --> 00:09:15,840 And we were solving the problem so fast. 189 00:09:15,840 --> 00:09:17,560 I said, that's it. 190 00:09:17,560 --> 00:09:19,180 That's the problem my dad had. 191 00:09:19,180 --> 00:09:23,200 He never knew how to hire people and build a team of people he could trust because no 192 00:09:23,200 --> 00:09:24,200 one ever taught him that. 193 00:09:24,200 --> 00:09:27,740 He didn't have the mentor or the coach to do that. 194 00:09:27,740 --> 00:09:30,760 We're not putting on people's stages to talk about it. 195 00:09:30,760 --> 00:09:33,040 We don't, we don't want to talk about those things. 196 00:09:33,040 --> 00:09:37,820 We want to talk about what is fast, cheap and easy in the society. 197 00:09:37,820 --> 00:09:42,120 And it's killing businesses over and over versus when's the last time somebody got on 198 00:09:42,120 --> 00:09:47,960 the stage and talked about infrastructure as a main topic. 199 00:09:47,960 --> 00:09:48,960 It doesn't happen. 200 00:09:48,960 --> 00:09:49,960 Right. 201 00:09:49,960 --> 00:09:52,520 And that's a part, a big part of what you're talking about. 202 00:09:52,520 --> 00:09:54,080 The HR stuff. 203 00:09:54,080 --> 00:09:59,360 We love to turn our nose up to it, but it is a marketing opportunity that is absolutely 204 00:09:59,360 --> 00:10:00,360 massive. 205 00:10:00,360 --> 00:10:02,400 It's so cool that you see that. 206 00:10:02,400 --> 00:10:04,840 So you talked about cashflow. 207 00:10:04,840 --> 00:10:09,380 I want to cut to the three resources, but no, I can't, I can never look at this. 208 00:10:09,380 --> 00:10:16,600 So the cashflow problem or opportunity, it's a hard one for me to ignore. 209 00:10:16,600 --> 00:10:20,640 I'm like, all right, cashflow allocation, right? 210 00:10:20,640 --> 00:10:22,320 There's a challenge there. 211 00:10:22,320 --> 00:10:23,320 Right. 212 00:10:23,320 --> 00:10:27,760 So it's, it's a matter of, you know, if your dad, and I'm going to go back to that reference. 213 00:10:27,760 --> 00:10:28,760 Yeah. 214 00:10:28,760 --> 00:10:30,760 I do think cashflow could have helped a lot. 215 00:10:30,760 --> 00:10:35,720 It depends on the amount of cash, but you know, what are we willing to invest in? 216 00:10:35,720 --> 00:10:39,520 Are we going to invest in the same things we've been doing in the past? 217 00:10:39,520 --> 00:10:42,960 Are we going to go for the next cheap, you know, oh my gosh, like thing, or the next 218 00:10:42,960 --> 00:10:47,000 big thing that, that some guru claims is going to solve your problems, even though they've 219 00:10:47,000 --> 00:10:50,960 already got 8 million followers and a whole team and infrastructure that they're also 220 00:10:50,960 --> 00:10:52,560 not mentioning that you don't have. 221 00:10:52,560 --> 00:10:53,560 Right. 222 00:10:53,560 --> 00:10:59,600 So I think the cashflow allocation becomes a big, helpful part of that reality is it 223 00:10:59,600 --> 00:11:06,080 does still take cash to build, but where, where do we put the cash in that case? 224 00:11:06,080 --> 00:11:09,400 Ryan, let's be a little more descriptive on it because you didn't, because I wanted to 225 00:11:09,400 --> 00:11:10,400 have deeper. 226 00:11:10,400 --> 00:11:11,400 Yeah. 227 00:11:11,400 --> 00:11:14,880 I think that what they don't realize, and this is why I'm so passionate about the trades 228 00:11:14,880 --> 00:11:17,960 because there's so much opportunity here for to teach them some basic prints, business 229 00:11:17,960 --> 00:11:20,480 principles and help them with this stuff. 230 00:11:20,480 --> 00:11:27,240 But you know, in the construction world, an eight or a 10% net is, is acceptable. 231 00:11:27,240 --> 00:11:29,400 Like you're used to that. 232 00:11:29,400 --> 00:11:34,480 So if you're a $10 million company and you get a 10% net and you find out that lack of 233 00:11:34,480 --> 00:11:45,000 engagement and turnover are costing you $750,000 a year in lost productivity, in overtime and 234 00:11:45,000 --> 00:11:47,240 burning out existing current employees. 235 00:11:47,240 --> 00:11:51,200 If you were to see that you go, no wonder we have no money left over at the end of the 236 00:11:51,200 --> 00:11:54,040 year because it's costing us way too much. 237 00:11:54,040 --> 00:11:58,120 But the reason most people don't feel that is because they don't write a check for it. 238 00:11:58,120 --> 00:12:03,160 They just pay their people over time because they think that's what we have to do. 239 00:12:03,160 --> 00:12:04,500 We got to get the job done. 240 00:12:04,500 --> 00:12:06,400 We don't have enough people. 241 00:12:06,400 --> 00:12:07,400 Productivity is down. 242 00:12:07,400 --> 00:12:11,160 We just throw more hours at the problem. 243 00:12:11,160 --> 00:12:15,200 Which translates into dollars for most trades companies. 244 00:12:15,200 --> 00:12:16,680 And that's how they solve this problem. 245 00:12:16,680 --> 00:12:20,480 And so they don't see it happening in the digital marketing world too. 246 00:12:20,480 --> 00:12:23,400 I see this happening in the digital marketing world as well. 247 00:12:23,400 --> 00:12:28,560 In the coaching world, all the online people that are launching businesses that aren't 248 00:12:28,560 --> 00:12:30,440 in the trades category. 249 00:12:30,440 --> 00:12:33,960 And I think one of the, I could be wrong on this, so correct me. 250 00:12:33,960 --> 00:12:34,960 Help me out on this. 251 00:12:34,960 --> 00:12:36,360 Help everybody who's listening in. 252 00:12:36,360 --> 00:12:43,600 I think one of the challenges is people are scared to trust other new individuals to come 253 00:12:43,600 --> 00:12:44,600 in. 254 00:12:44,600 --> 00:12:47,320 There's a lot of burn victims in the entrepreneur world. 255 00:12:47,320 --> 00:12:50,760 And I mean that and I'm not going to apologize to all of you listening. 256 00:12:50,760 --> 00:12:54,560 If you have that mindset of like, oh my gosh, I've already tried this before. 257 00:12:54,560 --> 00:12:55,560 You're already failing. 258 00:12:55,560 --> 00:12:56,560 You're already screwed. 259 00:12:56,560 --> 00:12:59,200 If you have the mindset of, well, we tried that in the past. 260 00:12:59,200 --> 00:13:00,200 No, no, no, you didn't. 261 00:13:00,200 --> 00:13:02,880 Just because you got married to somebody who was toxic doesn't mean your next marriage 262 00:13:02,880 --> 00:13:03,920 is going to be right. 263 00:13:03,920 --> 00:13:10,600 We can't carry that baggage into the future and expect to build greater relationships. 264 00:13:10,600 --> 00:13:16,440 And like Ryan said, you can't drown your VA in more and more work and expect them to have 265 00:13:16,440 --> 00:13:20,280 a thousand hats on their head and win. 266 00:13:20,280 --> 00:13:28,440 So how do we bridge the gap of helping the entrepreneur shift from kind of like micromanagement 267 00:13:28,440 --> 00:13:34,560 tyrant that actually nice though, and like pretends they're not a micromanager tyrant 268 00:13:34,560 --> 00:13:42,120 to, oh, maybe I should look at a team and building stuff internally. 269 00:13:42,120 --> 00:13:43,120 Yeah. 270 00:13:43,120 --> 00:13:50,000 Well, what we've found is there's one thing that it impacts whether or not that new employee 271 00:13:50,000 --> 00:13:59,080 is going to work out and it's whether or not your expectations of them and or their expectations 272 00:13:59,080 --> 00:14:02,960 of you are met. 273 00:14:02,960 --> 00:14:09,520 And we spend almost no time as entrepreneurs setting proper expectations with people. 274 00:14:09,520 --> 00:14:12,000 They show up for the interview. 275 00:14:12,000 --> 00:14:13,000 They're a real person. 276 00:14:13,000 --> 00:14:14,000 They've got a heartbeat. 277 00:14:14,000 --> 00:14:15,760 They fog the mirror, right? 278 00:14:15,760 --> 00:14:18,160 They can use a computer or they can use the tools. 279 00:14:18,160 --> 00:14:19,160 They're hired. 280 00:14:19,160 --> 00:14:24,600 And then what we do is we bring them in and they show up day one and we say, hey, we're 281 00:14:24,600 --> 00:14:25,600 super busy. 282 00:14:25,600 --> 00:14:26,600 We're swamped. 283 00:14:26,600 --> 00:14:27,600 That's why we hired you, right? 284 00:14:27,600 --> 00:14:28,900 We're understaffed. 285 00:14:28,900 --> 00:14:31,000 So go ahead and talk to Jimmy over there. 286 00:14:31,000 --> 00:14:32,280 He'll get you started. 287 00:14:32,280 --> 00:14:36,640 Jimmy, on the other hand, is already put in 60 hours this week. 288 00:14:36,640 --> 00:14:37,640 He's tired. 289 00:14:37,640 --> 00:14:38,640 He has no system. 290 00:14:38,640 --> 00:14:39,640 He has no process. 291 00:14:39,640 --> 00:14:40,640 So he says, you know what? 292 00:14:40,640 --> 00:14:44,420 Follow me around until you learn the ropes. 293 00:14:44,420 --> 00:14:47,920 And that new employee sitting there going, I thought you guys had your act together. 294 00:14:47,920 --> 00:14:48,920 Right. 295 00:14:48,920 --> 00:14:50,400 And I'm gone. 296 00:14:50,400 --> 00:14:54,560 And now I feel like I just jumped out of the frying pan into the fryer. 297 00:14:54,560 --> 00:14:55,760 Like why did I do this? 298 00:14:55,760 --> 00:14:59,400 I was better off at my old job that I thought was toxic. 299 00:14:59,400 --> 00:15:01,080 This place is even worse. 300 00:15:01,080 --> 00:15:02,120 Right. 301 00:15:02,120 --> 00:15:07,080 And meanwhile, VP of sales for IBM, Charlie Chamber, who was one of our board directors 302 00:15:07,080 --> 00:15:13,040 at the pivot point, said, Jackson, our sales reps don't have permission to even talk to 303 00:15:13,040 --> 00:15:18,320 a prospect for the entire first year that they work with IBM. 304 00:15:18,320 --> 00:15:19,800 One year of shadowing. 305 00:15:19,800 --> 00:15:25,440 And these are some of the best recruited people who already have incredible accolades and 306 00:15:25,440 --> 00:15:26,440 career track records. 307 00:15:26,440 --> 00:15:32,160 And I was like, wow, I can't afford a year, but how do I process for two weeks for two 308 00:15:32,160 --> 00:15:33,160 weeks? 309 00:15:33,160 --> 00:15:38,480 They are not allowed to turn a wrench, lift a hammer, send an email without someone else 310 00:15:38,480 --> 00:15:43,120 taking a look at it because that first two weeks is not about them doing the work that 311 00:15:43,120 --> 00:15:46,280 first two weeks is how do they belong? 312 00:15:46,280 --> 00:15:49,920 How do they feel like this is the place I was going to be at? 313 00:15:49,920 --> 00:15:50,920 Yeah. 314 00:15:50,920 --> 00:15:52,720 And we don't take any time doing this. 315 00:15:52,720 --> 00:15:53,720 It's huge. 316 00:15:53,720 --> 00:15:54,720 It's huge. 317 00:15:54,720 --> 00:15:55,720 No, we don't. 318 00:15:55,720 --> 00:15:56,720 And you know, it's funny. 319 00:15:56,720 --> 00:16:00,480 We so one, I see a springboard opportunity with you guys, Ryan, by the way, what we're 320 00:16:00,480 --> 00:16:07,160 up to first class because we I actually strive to kill expectations completely. 321 00:16:07,160 --> 00:16:09,120 I don't I believe their vice. 322 00:16:09,120 --> 00:16:14,720 I believe our our our generations of translation. 323 00:16:14,720 --> 00:16:18,360 It's all Webster's dictionary, baloney, mumbo jumbo. 324 00:16:18,360 --> 00:16:24,760 But my point back to it, expectation is a synonym of entitlement. 325 00:16:24,760 --> 00:16:29,760 We've created a generation of over entitled individuals, not our generation, the generation 326 00:16:29,760 --> 00:16:30,920 that invented the microwave. 327 00:16:30,920 --> 00:16:32,520 So let's keep it in check. 328 00:16:32,520 --> 00:16:34,600 We're all accountable for this reality. 329 00:16:34,600 --> 00:16:37,840 It's not Gen Z. It's not Gen X. It's not Jim, whatever. 330 00:16:37,840 --> 00:16:38,840 It's all of us. 331 00:16:38,840 --> 00:16:42,520 We all want to have the results here and now. 332 00:16:42,520 --> 00:16:45,360 But that completely dishonors. 333 00:16:45,360 --> 00:16:48,040 And there's always virtue and vice. 334 00:16:48,040 --> 00:16:51,440 Expectations of vice aspiration is the virtue. 335 00:16:51,440 --> 00:16:53,400 So we work with entrepreneurs. 336 00:16:53,400 --> 00:16:56,040 They often hate to hear that they don't work with very many people. 337 00:16:56,040 --> 00:16:57,040 Why? 338 00:16:57,040 --> 00:16:58,040 Because they won't. 339 00:16:58,040 --> 00:16:59,560 They won't let go of their expectation. 340 00:16:59,560 --> 00:17:04,760 But Shakespeare said expectation is the root of all heartache. 341 00:17:04,760 --> 00:17:07,300 It is going to crush and hurt people. 342 00:17:07,300 --> 00:17:10,280 So we eliminate it completely and say, no, no, no. 343 00:17:10,280 --> 00:17:12,480 What is the true hope? 344 00:17:12,480 --> 00:17:13,480 What is the aspiration? 345 00:17:13,480 --> 00:17:15,760 If we get our expectations, it's a bonus. 346 00:17:15,760 --> 00:17:22,080 But can we build a system that allows us to win even if we don't hit those expectations 347 00:17:22,080 --> 00:17:26,120 that are so often cruel and based on a limiting perspective? 348 00:17:26,120 --> 00:17:30,400 So again, I love that you're building, you said it, setting proper expectations. 349 00:17:30,400 --> 00:17:33,080 If you're going to hang on to them, go work with Ryan. 350 00:17:33,080 --> 00:17:34,080 He's open to that. 351 00:17:34,080 --> 00:17:35,080 Right. 352 00:17:35,080 --> 00:17:37,600 If you want your expectations, like go, go talk to him. 353 00:17:37,600 --> 00:17:38,600 He's a guy. 354 00:17:38,600 --> 00:17:39,600 He'll help you do it. 355 00:17:39,600 --> 00:17:44,840 If you are ready to get out of expectations completely and realize they are a vice that 356 00:17:44,840 --> 00:17:49,160 is going to lead you to misery, then maybe consider talking to us sometime. 357 00:17:49,160 --> 00:17:54,280 But I see the harmony because you're still working on the same mission as I am. 358 00:17:54,280 --> 00:17:59,840 We're still working on the exact same reality as people are so stuck right now. 359 00:17:59,840 --> 00:18:02,800 And we got 96% of business owners losing within 10 years. 360 00:18:02,800 --> 00:18:06,840 4% who are barely surviving, as you know, most of them aren't crushing it. 361 00:18:06,840 --> 00:18:09,320 They're getting crushed in the process. 362 00:18:09,320 --> 00:18:12,520 They can just last a little bit longer under the pressure. 363 00:18:12,520 --> 00:18:13,800 But we can fix that. 364 00:18:13,800 --> 00:18:17,880 So as we keep moving, man, you've already cracked my brain in several ways that's super 365 00:18:17,880 --> 00:18:18,880 helpful. 366 00:18:18,880 --> 00:18:23,360 What are three resources that you would recommend to other visionary leaders out there? 367 00:18:23,360 --> 00:18:27,720 Well, I will tell you a lot of the people that have, well, two people that have really 368 00:18:27,720 --> 00:18:35,120 influenced me when it comes to creating better teams, trusting my team, building better systems. 369 00:18:35,120 --> 00:18:36,120 We've all heard of Simon Sinek. 370 00:18:36,120 --> 00:18:37,120 Simon Sinek. 371 00:18:37,120 --> 00:18:38,120 I saw it. 372 00:18:38,120 --> 00:18:39,120 I saw it coming. 373 00:18:39,120 --> 00:18:40,120 Absolutely. 374 00:18:40,120 --> 00:18:42,240 The guy, the guy is brilliant. 375 00:18:42,240 --> 00:18:46,400 And what I love about him is he's able to take those real world scenarios and just break 376 00:18:46,400 --> 00:18:49,800 them down in such a way that goes, wow, I never thought about it that way. 377 00:18:49,800 --> 00:18:50,800 You know what's awesome about you though? 378 00:18:50,800 --> 00:18:52,080 I'm going to shift this back to you. 379 00:18:52,080 --> 00:18:53,880 I'm gonna bromance you a little bit. 380 00:18:53,880 --> 00:18:57,920 Is that you could have went to the book, right? 381 00:18:57,920 --> 00:19:01,640 You chose to go to the well, the source, right? 382 00:19:01,640 --> 00:19:06,760 So many of us as entrepreneurs limit ourselves to just the resource we hide and we're shy 383 00:19:06,760 --> 00:19:07,760 about. 384 00:19:07,760 --> 00:19:13,120 We're right to the man himself knowing that he's built upon the book that he built. 385 00:19:13,120 --> 00:19:14,120 So thank you for that. 386 00:19:14,120 --> 00:19:15,120 Simon Sinek, who else? 387 00:19:15,120 --> 00:19:16,120 Patrick Lencioni. 388 00:19:16,120 --> 00:19:17,120 Oh, Patrick Lencioni. 389 00:19:17,120 --> 00:19:18,120 That poster right there. 390 00:19:18,120 --> 00:19:19,120 That's five dysfunctions of a team, brother. 391 00:19:19,120 --> 00:19:20,120 There you go. 392 00:19:20,120 --> 00:19:21,120 There you go. 393 00:19:21,120 --> 00:19:26,040 He designed for us with his big old name on it because Patrick Lencioni, man, that guy 394 00:19:26,040 --> 00:19:27,040 crashes. 395 00:19:27,040 --> 00:19:28,040 Okay. 396 00:19:28,040 --> 00:19:29,040 Keep going. 397 00:19:29,040 --> 00:19:30,040 Yeah. 398 00:19:30,040 --> 00:19:31,040 Just talk about that for a minute. 399 00:19:31,040 --> 00:19:34,360 Here's going to be the interesting one because this is not a business book. 400 00:19:34,360 --> 00:19:35,360 Emerson Egrick. 401 00:19:35,360 --> 00:19:36,360 Emerson? 402 00:19:36,360 --> 00:19:37,360 Emerson. 403 00:19:37,360 --> 00:19:38,360 What's the name of the book? 404 00:19:38,360 --> 00:19:39,360 The egg roll? 405 00:19:39,360 --> 00:19:40,360 What? 406 00:19:40,360 --> 00:19:41,360 Egrick? 407 00:19:41,360 --> 00:19:42,360 I don't know how to spell it exactly. 408 00:19:42,360 --> 00:19:45,360 He wrote a book called Love and Respect. 409 00:19:45,360 --> 00:19:47,000 He wrote a book called Love and Respect. 410 00:19:47,000 --> 00:19:49,800 I thought you were going to say the five love images by Gary Chapman. 411 00:19:49,800 --> 00:19:50,800 I thought you were going to say. 412 00:19:50,800 --> 00:19:51,800 That's very true. 413 00:19:51,800 --> 00:19:52,800 Here's what I learned. 414 00:19:52,800 --> 00:19:55,940 Here's what I learned. 415 00:19:55,940 --> 00:20:03,280 We think about the way we handle our personal relationships different than the way we handle 416 00:20:03,280 --> 00:20:05,560 our work relationships. 417 00:20:05,560 --> 00:20:08,720 But the players are exactly the same. 418 00:20:08,720 --> 00:20:12,920 It's people with wants, needs, hopes, goals, desires, just to be loved, just to get their 419 00:20:12,920 --> 00:20:14,760 basic needs met. 420 00:20:14,760 --> 00:20:19,600 And I'm not going to open up some kind of HR debate here because that's not where I'm 421 00:20:19,600 --> 00:20:20,600 going with this. 422 00:20:20,600 --> 00:20:22,960 But here's the reality. 423 00:20:22,960 --> 00:20:23,960 People communicate differently. 424 00:20:23,960 --> 00:20:25,920 And this is what I learned from Emerson Egrick. 425 00:20:25,920 --> 00:20:29,720 And he talks about how men and women communicate differently. 426 00:20:29,720 --> 00:20:35,000 They can use the exact same words, the exact same inflection, the exact same tone and have 427 00:20:35,000 --> 00:20:39,600 a different meaning for what they're saying. 428 00:20:39,600 --> 00:20:42,240 That's so debilitating that somebody who's trying to figure it out. 429 00:20:42,240 --> 00:20:43,240 I'm just kidding. 430 00:20:43,240 --> 00:20:45,240 It's like, okay, what do I need to learn? 431 00:20:45,240 --> 00:20:46,880 I've been with him for almost 30 years now. 432 00:20:46,880 --> 00:20:52,000 And for the first few years, oh man, it was tough. 433 00:20:52,000 --> 00:20:53,540 And I'll be honest, it was tough. 434 00:20:53,540 --> 00:20:55,280 We were committed to working through it. 435 00:20:55,280 --> 00:20:59,500 And so we went and we learned these tools and we put these things in place. 436 00:20:59,500 --> 00:21:02,840 But it's this mindset of entrepreneurs going, well, if that one doesn't work, I'll just 437 00:21:02,840 --> 00:21:04,840 fire him and get another one. 438 00:21:04,840 --> 00:21:10,320 And I know some people do treat personal relationships that way, but that doesn't work in personal 439 00:21:10,320 --> 00:21:12,480 relationships. 440 00:21:12,480 --> 00:21:16,800 We think it can, but then we're left unfulfilled and unhappy. 441 00:21:16,800 --> 00:21:19,600 It doesn't work in business relationships either. 442 00:21:19,600 --> 00:21:23,340 So I've been able to use a lot of the stuff, the communication tools that I've learned 443 00:21:23,340 --> 00:21:28,360 with my wife over the last 30 years and incorporated that into the work that we do at Core Matters 444 00:21:28,360 --> 00:21:31,420 to say, here's how you communicate with someone. 445 00:21:31,420 --> 00:21:35,320 Here's how you get checked for understanding to make sure they really understood what you 446 00:21:35,320 --> 00:21:36,320 said. 447 00:21:36,320 --> 00:21:39,640 Here's how you can make sure that when you do blow up at them and you do freak out and 448 00:21:39,640 --> 00:21:42,280 you go off on them, that they're like, you know what? 449 00:21:42,280 --> 00:21:45,440 He's having a bad day and they don't take it personal. 450 00:21:45,440 --> 00:21:50,960 And when we can create that level of trust back to five dysfunctions, we're going to 451 00:21:50,960 --> 00:21:54,120 get everything else on that pyramid that we wanted. 452 00:21:54,120 --> 00:21:57,840 But we spend almost no time building the trust in the business. 453 00:21:57,840 --> 00:22:02,760 We'll put the effort in our personal relationships, but we won't do it here. 454 00:22:02,760 --> 00:22:09,860 And so Emerson, he's got great, great insights and just little tools and techniques on how 455 00:22:09,860 --> 00:22:13,320 men and women communicate differently and how they get more effectively. 456 00:22:13,320 --> 00:22:19,240 Even though a lot of the trades is predominantly men, that stuff still works. 457 00:22:19,240 --> 00:22:20,360 It's still very helpful. 458 00:22:20,360 --> 00:22:23,600 So those are the three people that have influenced a lot of our teams. 459 00:22:23,600 --> 00:22:24,600 I love that. 460 00:22:24,600 --> 00:22:34,800 I want to dive into this deep because as a leader, right, if I send a message to my team, 461 00:22:34,800 --> 00:22:36,680 I want to know what your perspective is on this. 462 00:22:36,680 --> 00:22:37,680 Okay. 463 00:22:37,680 --> 00:22:38,680 Yeah. 464 00:22:38,680 --> 00:22:39,680 I got a new contract with somebody, right? 465 00:22:39,680 --> 00:22:42,860 And I'm giving them the contract, hiring them. 466 00:22:42,860 --> 00:22:47,080 And I decided to send them a message that says there's been a lot of activity, but no 467 00:22:47,080 --> 00:22:53,600 tangible outcomes yet. 468 00:22:53,600 --> 00:22:58,680 What's happening in that scenario? 469 00:22:58,680 --> 00:22:59,680 How long have they been on your team? 470 00:22:59,680 --> 00:23:00,680 How long have they been there? 471 00:23:00,680 --> 00:23:04,440 How long have you been getting that activity and no tangible outcomes? 472 00:23:04,440 --> 00:23:06,880 A couple of weeks. 473 00:23:06,880 --> 00:23:07,880 Yeah. 474 00:23:07,880 --> 00:23:09,640 See, that's the thing. 475 00:23:09,640 --> 00:23:14,200 We would never go to someone in our personal lives and say, you know what, this is the 476 00:23:14,200 --> 00:23:16,760 third date and I'm just- 477 00:23:16,760 --> 00:23:18,880 No, Ryan, hold on. 478 00:23:18,880 --> 00:23:25,080 Before you go on, I need to know the specific outcomes that directly correlate to success. 479 00:23:25,080 --> 00:23:26,600 Yeah, absolutely. 480 00:23:26,600 --> 00:23:27,800 But that's what I'm saying. 481 00:23:27,800 --> 00:23:32,920 We would never go on these things and expect that our partner or the person we're dating 482 00:23:32,920 --> 00:23:34,320 to read our mind. 483 00:23:34,320 --> 00:23:35,320 We would never do that. 484 00:23:35,320 --> 00:23:36,720 Yeah, we do it all the time. 485 00:23:36,720 --> 00:23:37,720 And I think that's what's happening. 486 00:23:37,720 --> 00:23:39,280 That's the big red flag, Ryan. 487 00:23:39,280 --> 00:23:40,280 Yeah. 488 00:23:40,280 --> 00:23:41,280 That's what it is. 489 00:23:41,280 --> 00:23:42,280 I'm role playing with you a little bit. 490 00:23:42,280 --> 00:23:43,280 Yeah, no, no. 491 00:23:43,280 --> 00:23:44,280 What's a big red flag, Jackson? 492 00:23:44,280 --> 00:23:45,280 There you go. 493 00:23:45,280 --> 00:23:46,280 You are role playing with me. 494 00:23:46,280 --> 00:23:47,280 I am. 495 00:23:47,280 --> 00:23:49,120 I am. 496 00:23:49,120 --> 00:23:52,000 That there's a lot of activity happening. 497 00:23:52,000 --> 00:23:54,000 You already want to raise. 498 00:23:54,000 --> 00:23:56,160 You want to know about raises. 499 00:23:56,160 --> 00:24:00,800 You want to know about what's next, but you haven't delivered any results yet. 500 00:24:00,800 --> 00:24:01,800 Yeah. 501 00:24:01,800 --> 00:24:04,800 Do I know what those results are? 502 00:24:04,800 --> 00:24:06,680 Have we gotten really clear on what you expect of me? 503 00:24:06,680 --> 00:24:08,160 Shouldn't we all know that? 504 00:24:08,160 --> 00:24:09,160 We should. 505 00:24:09,160 --> 00:24:11,320 So, could you remind me what it is? 506 00:24:11,320 --> 00:24:17,480 And see, here's the thing that I've learned is that employees usually don't have the guts 507 00:24:17,480 --> 00:24:21,480 to go to their boss and say, hey, I don't know what you expect of me. 508 00:24:21,480 --> 00:24:24,040 You know what's amazing about this visionary is those of you listening who are just like 509 00:24:24,040 --> 00:24:27,520 completely lost, maybe you're new to the visionary world. 510 00:24:27,520 --> 00:24:32,800 The amount of executive leaders out there that have enough success to know how to do 511 00:24:32,800 --> 00:24:38,880 what Ryan just did with me on the spot, like to jump in and dive, that says everything 512 00:24:38,880 --> 00:24:40,960 about your executive leadership. 513 00:24:40,960 --> 00:24:43,200 And about how well you run your organization. 514 00:24:43,200 --> 00:24:47,920 I cannot say enough about how this little scenario just played out. 515 00:24:47,920 --> 00:24:52,560 Guys, my hair is like going all over the place in this episode because I am like legitimately 516 00:24:52,560 --> 00:24:53,560 jazzed. 517 00:24:53,560 --> 00:24:55,000 Like, oh my gosh. 518 00:24:55,000 --> 00:25:02,920 I hope all of you visionaries take this wonderful show, this episode to heart, because it is 519 00:25:02,920 --> 00:25:06,240 probably the biggest impact we could make on visionaries. 520 00:25:06,240 --> 00:25:09,480 And most of you will not hear it. 521 00:25:09,480 --> 00:25:14,520 But you have the opportunity to dive in and hear this Simon Sinek, Patrick Mancione, 522 00:25:14,520 --> 00:25:15,520 love and respect. 523 00:25:15,520 --> 00:25:18,400 These are all principles that we don't just stand for. 524 00:25:18,400 --> 00:25:22,440 We strive so hard every day to build at first class business. 525 00:25:22,440 --> 00:25:24,040 That is our focal point. 526 00:25:24,040 --> 00:25:29,280 The byproduct of making up the focal point is we get to enjoy our life while the success 527 00:25:29,280 --> 00:25:30,280 gets the flow as well. 528 00:25:30,280 --> 00:25:31,280 We'll be right back. 529 00:25:31,280 --> 00:25:33,280 We're going to come back and dive in even deeper to Ryan's vision. 530 00:25:33,280 --> 00:25:34,280 We'll see you on the other side. 531 00:25:34,280 --> 00:25:35,280 All right. 532 00:25:35,280 --> 00:25:38,280 Welcome in to Vision Pros Live. 533 00:25:38,280 --> 00:25:41,920 With Jackson Callum, I'm your show host. 534 00:25:41,920 --> 00:25:47,080 We'll be doing interviews for visionary entrepreneurs and guest leaders who are building fantastic 535 00:25:47,080 --> 00:25:50,280 visions out there. 536 00:25:50,280 --> 00:25:58,360 Hey, what's up, everybody? 537 00:25:58,360 --> 00:26:00,440 Welcome into another episode of Vision Pros Live. 538 00:26:00,440 --> 00:26:03,800 I'm your show host, Jackson Callum, founder and CEO of First Class Business. 539 00:26:03,800 --> 00:26:05,560 And I mean, I'm stoked. 540 00:26:05,560 --> 00:26:09,640 I am so excited to have Ryan England on the show today of Core Matters. 541 00:26:09,640 --> 00:26:12,720 I highly recommend going and checking out his website. 542 00:26:12,720 --> 00:26:16,240 See what he is building at corematters.com. 543 00:26:16,240 --> 00:26:21,720 We're off to a hot, fast and furious race of how much can we extract out of this experience 544 00:26:21,720 --> 00:26:22,720 with him? 545 00:26:22,720 --> 00:26:23,720 So I'm going to go faster. 546 00:26:23,720 --> 00:26:26,800 Our sponsors, I apologize to my production team right now. 547 00:26:26,800 --> 00:26:30,880 Hard to Kill.org with Dave Marl, 100,000 veterans. 548 00:26:30,880 --> 00:26:36,120 He's helping 100,000 veterans lose 10,000, 2 million pounds collectively, and he's opened 549 00:26:36,120 --> 00:26:39,360 up his group to civilians like myself as well. 550 00:26:39,360 --> 00:26:43,200 If you know somebody who is looking to lose weight, who's looking for community to get 551 00:26:43,200 --> 00:26:45,420 support in, definitely go check that out. 552 00:26:45,420 --> 00:26:49,720 He's the first guru who's helped me lose weight and actually focus on my health in almost 553 00:26:49,720 --> 00:26:50,720 eight years. 554 00:26:50,720 --> 00:26:52,960 I avoided everybody successfully. 555 00:26:52,960 --> 00:26:56,080 Somehow Dave has nurtured me into the process of taking care of my health again. 556 00:26:56,080 --> 00:26:57,840 I'm super grateful for that. 557 00:26:57,840 --> 00:27:00,520 Then there's Operaciones de Trabajo para Latinos. 558 00:27:00,520 --> 00:27:05,480 Opportunities for Work for Latinos, opportunities for Indians, and opportunities for Filipinos. 559 00:27:05,480 --> 00:27:07,500 All three of those are homegrown programs. 560 00:27:07,500 --> 00:27:11,460 This is our digital ambassador virtual assistant program. 561 00:27:11,460 --> 00:27:15,760 We like to find people who've never even heard of LinkedIn, Canva, Upwork, things that we 562 00:27:15,760 --> 00:27:19,960 take for granted and give them job opportunities to be able to learn how to do what they do. 563 00:27:19,960 --> 00:27:24,940 If you're a Latino or you're a Filipino or you're from India and you want to get involved 564 00:27:24,940 --> 00:27:30,600 in these processes and be on our podcasts for those particular opportunities, come and 565 00:27:30,600 --> 00:27:31,600 join us. 566 00:27:31,600 --> 00:27:33,200 These people are always looking for inspiration. 567 00:27:33,200 --> 00:27:37,440 They're the individuals that to me we need to be spending more time and attention on. 568 00:27:37,440 --> 00:27:40,200 I do not believe in VA relationships, by the way. 569 00:27:40,200 --> 00:27:42,240 We call that virtual abuse. 570 00:27:42,240 --> 00:27:43,600 We do not participate in it. 571 00:27:43,600 --> 00:27:47,080 We want our people to work with companies who are truly going to take care of them. 572 00:27:47,080 --> 00:27:49,000 Again, big shout out back to corematters.com. 573 00:27:49,000 --> 00:27:51,040 What Ryan's up to. 574 00:27:51,040 --> 00:27:53,180 We speak the same language in that regard. 575 00:27:53,180 --> 00:27:54,180 Then there's the Water Project. 576 00:27:54,180 --> 00:27:55,180 We are not affiliated with. 577 00:27:55,180 --> 00:28:00,440 In fact, I don't even really have permission to use their logo on this. 578 00:28:00,440 --> 00:28:01,760 I want everybody to know that. 579 00:28:01,760 --> 00:28:05,520 I just love what they do. 580 00:28:05,520 --> 00:28:09,600 The Water Project, when I found out about it, I almost didn't think anything of it because 581 00:28:09,600 --> 00:28:11,480 I've never been thirsty in my life. 582 00:28:11,480 --> 00:28:15,440 I had to stop and think through like, whoa, what would it be like if my kids didn't have 583 00:28:15,440 --> 00:28:16,520 water? 584 00:28:16,520 --> 00:28:20,120 I realized there's millions of people out there who don't have access to clean drinking 585 00:28:20,120 --> 00:28:21,120 water. 586 00:28:21,120 --> 00:28:25,000 If I get to rock the microphone for a living, then I might as well take some time to talk 587 00:28:25,000 --> 00:28:26,360 about projects like this. 588 00:28:26,360 --> 00:28:28,840 What's really cool is the transparency they provide. 589 00:28:28,840 --> 00:28:32,120 You actually get to pick the community that you want to contribute to. 590 00:28:32,120 --> 00:28:36,040 It tells you about what they're doing, whether it's a borehole well or a sand dam, as they 591 00:28:36,040 --> 00:28:37,440 call it. 592 00:28:37,440 --> 00:28:39,440 You get to see that project come to fruition. 593 00:28:39,440 --> 00:28:44,460 These kids celebrate water like my kids celebrate Christmas Day. 594 00:28:44,460 --> 00:28:45,460 How humbling is that? 595 00:28:45,460 --> 00:28:47,560 I also do talk to my kids about this a lot. 596 00:28:47,560 --> 00:28:51,520 I'm hoping next year we can put ourselves in a position to take my oldest daughter to 597 00:28:51,520 --> 00:28:53,000 one of these projects and go see it. 598 00:28:53,000 --> 00:28:57,560 I'm trying to hold myself accountable publicly so that I do make that happen. 599 00:28:57,560 --> 00:29:00,200 We've got eight billion people in the world, my friends, to help out. 600 00:29:00,200 --> 00:29:03,920 If you have another cause that you'd like to see us talk about, do not hesitate to drop 601 00:29:03,920 --> 00:29:05,160 that in the comments. 602 00:29:05,160 --> 00:29:09,160 You never know how far the ripple effect of your good will do. 603 00:29:09,160 --> 00:29:13,020 If you're not in a position financially to help out with one of these projects, talk 604 00:29:13,020 --> 00:29:14,640 about it over dinner with your family. 605 00:29:14,640 --> 00:29:16,200 Take the time to tell people about it. 606 00:29:16,200 --> 00:29:20,400 Again, you never know who's going to contribute thanks to your input. 607 00:29:20,400 --> 00:29:23,920 Without further ado, let's get back to serving all of you and dive into visionaries about 608 00:29:23,920 --> 00:29:25,720 this next generation of workers. 609 00:29:25,720 --> 00:29:28,320 Ryan, welcome to Vision Pros Live. 610 00:29:28,320 --> 00:29:29,320 Thank you. 611 00:29:29,320 --> 00:29:30,320 Oh man. 612 00:29:30,320 --> 00:29:33,520 I just want to get right back into how strong you're doing. 613 00:29:33,520 --> 00:29:34,520 Jump in. 614 00:29:34,520 --> 00:29:35,520 We're on a roll. 615 00:29:35,520 --> 00:29:36,520 All right. 616 00:29:36,520 --> 00:29:37,520 Let's break this down. 617 00:29:37,520 --> 00:29:41,080 I obviously highly believe in what you're doing and you bring a massive amount of hope 618 00:29:41,080 --> 00:29:46,320 about a subject that so many people are negative about, the next generation of workers for 619 00:29:46,320 --> 00:29:47,720 blue collar businesses. 620 00:29:47,720 --> 00:29:49,760 Just tell me all about that, man. 621 00:29:49,760 --> 00:29:51,560 I'm going to try to listen without... 622 00:29:51,560 --> 00:29:53,000 You know, it's interesting. 623 00:29:53,000 --> 00:29:59,240 Our research has shown us that every generation, every generation, we go back to the early 624 00:29:59,240 --> 00:30:07,320 1900s, the people that were leading the businesses at that time felt about that generation the 625 00:30:07,320 --> 00:30:11,360 way we feel about the next generation now. 626 00:30:11,360 --> 00:30:13,360 Nobody's immune. 627 00:30:13,360 --> 00:30:17,680 I was reading an article that talked about how boomers were... People were like, oh, 628 00:30:17,680 --> 00:30:21,720 these boomers, they're never going to amount to anything. 629 00:30:21,720 --> 00:30:22,720 They're just hippies. 630 00:30:22,720 --> 00:30:24,360 They're just doing this and doing that. 631 00:30:24,360 --> 00:30:27,400 We made fun of them when they were coming into the workforce. 632 00:30:27,400 --> 00:30:28,600 Guess what? 633 00:30:28,600 --> 00:30:33,200 Every generation for the last hundred years that we have data on, guess what? 634 00:30:33,200 --> 00:30:37,280 They switched jobs a lot when they first got in the workplace. 635 00:30:37,280 --> 00:30:38,280 Boomers did the same thing. 636 00:30:38,280 --> 00:30:41,400 They're yelling at Gen Z, all these people don't want to work for more than a year or 637 00:30:41,400 --> 00:30:42,400 two, and then they move on. 638 00:30:42,400 --> 00:30:45,280 Yeah, you did the same thing when you were 20. 639 00:30:45,280 --> 00:30:49,120 We forget these things. 640 00:30:49,120 --> 00:30:53,240 No generation is immune, but I love the Gen Z generation. 641 00:30:53,240 --> 00:30:56,120 We're getting a lot of... We're finally getting a lot of data on them. 642 00:30:56,120 --> 00:30:58,800 We're finally getting some track records and we get to see some things. 643 00:30:58,800 --> 00:31:04,440 One of the things I really like about them is where Gen X, which I call the lost generation 644 00:31:04,440 --> 00:31:11,640 because we don't talk about Gen X ever, we've got the millennials, digital generation. 645 00:31:11,640 --> 00:31:13,560 I have friends on Facebook. 646 00:31:13,560 --> 00:31:15,000 I don't need friends in real life. 647 00:31:15,000 --> 00:31:17,600 It was very much a digital world for them. 648 00:31:17,600 --> 00:31:18,600 Absolutely. 649 00:31:18,600 --> 00:31:23,240 Now we go to Gen Z and Gen Z is like, I kind of like the face-to-face. 650 00:31:23,240 --> 00:31:26,920 I kind of like the idea of going to a job site or go into the office. 651 00:31:26,920 --> 00:31:27,920 Interesting. 652 00:31:27,920 --> 00:31:34,280 Yeah, because they saw what happened with their millennial, the older brothers and sisters 653 00:31:34,280 --> 00:31:37,920 right, the aunts and uncles, and they saw the challenges that they dealt with. 654 00:31:37,920 --> 00:31:44,200 In fact, Gen Z has given the biggest jump to apprenticeship programs in the trades than 655 00:31:44,200 --> 00:31:48,460 we've seen in 50 years because all of a sudden they're like, yeah, maybe that college thing 656 00:31:48,460 --> 00:31:51,120 didn't work out so well for my millennial friends. 657 00:31:51,120 --> 00:31:52,120 I'm not going to do the college thing. 658 00:31:52,120 --> 00:31:55,120 I'm going to go get an apprenticeship. 659 00:31:55,120 --> 00:31:58,040 Shout out to you Gen Z people. 660 00:31:58,040 --> 00:32:00,880 I have a 0.33 GPA, just saying. 661 00:32:00,880 --> 00:32:03,680 It's true. 662 00:32:03,680 --> 00:32:07,960 I think that it's easy to make fun of them because we've been making fun of millennials 663 00:32:07,960 --> 00:32:08,960 for so long. 664 00:32:08,960 --> 00:32:10,640 We're just like, well, they're the next ones. 665 00:32:10,640 --> 00:32:15,160 But I'm telling you, these Gen Zs, they are go-getters. 666 00:32:15,160 --> 00:32:20,020 I'll say this too to my millennial friends out there, they're go-getters too. 667 00:32:20,020 --> 00:32:23,560 They just want to go get a different way. 668 00:32:23,560 --> 00:32:26,960 They just are thinking about the world differently than Gen Z. 669 00:32:26,960 --> 00:32:27,960 I'm embarrassed, man. 670 00:32:27,960 --> 00:32:28,960 He opened everybody's eyes. 671 00:32:28,960 --> 00:32:29,960 Yeah. 672 00:32:29,960 --> 00:32:30,960 Four-hour work week, right? 673 00:32:30,960 --> 00:32:31,960 Yeah. 674 00:32:31,960 --> 00:32:34,600 Every day, all I got addicted to is wanting to do that. 675 00:32:34,600 --> 00:32:36,680 Yeah, everybody wants to be an influencer, right? 676 00:32:36,680 --> 00:32:37,680 That too. 677 00:32:37,680 --> 00:32:38,680 Yeah. 678 00:32:38,680 --> 00:32:39,680 Selfie. 679 00:32:39,680 --> 00:32:40,680 Huge. 680 00:32:40,680 --> 00:32:41,680 Yes, absolutely. 681 00:32:41,680 --> 00:32:52,160 The next generation of workers, what are we looking at of opportunities that exist related 682 00:32:52,160 --> 00:32:53,160 to that? 683 00:32:53,160 --> 00:32:55,800 Again, I live in Texas. 684 00:32:55,800 --> 00:32:59,320 It gets hot in the summer. 685 00:32:59,320 --> 00:33:02,560 People don't want to go into addicts and people want to complain about jobs according to what 686 00:33:02,560 --> 00:33:04,400 I hear in the service industry. 687 00:33:04,400 --> 00:33:08,320 There's a lot of negativity about these realities. 688 00:33:08,320 --> 00:33:13,920 Again, what are they overlooking in terms of their hiring opportunities? 689 00:33:13,920 --> 00:33:17,200 We talked about- Yeah, I think the mindset is that people 690 00:33:17,200 --> 00:33:19,640 come to work for a paycheck. 691 00:33:19,640 --> 00:33:20,760 That's the problem we have in the trades. 692 00:33:20,760 --> 00:33:22,880 They come to work for a paycheck. 693 00:33:22,880 --> 00:33:26,720 If my paycheck's not big enough, they're going to go leave me for someone else the next paycheck. 694 00:33:26,720 --> 00:33:31,280 I literally had an entrepreneur tell me one time, he goes, I don't invest in my people 695 00:33:31,280 --> 00:33:32,680 because they're going to leave. 696 00:33:32,680 --> 00:33:33,680 Yeah. 697 00:33:33,680 --> 00:33:36,720 I was like, yeah, that mindset, you got to throw that out. 698 00:33:36,720 --> 00:33:38,920 Your people are leaving because you're not investing in them. 699 00:33:38,920 --> 00:33:40,360 That's why they're leaving. 700 00:33:40,360 --> 00:33:43,280 Nobody comes to work for a paycheck. 701 00:33:43,280 --> 00:33:49,280 Every study out there, every survey ever done says it's not about the money. 702 00:33:49,280 --> 00:33:50,880 You know what this younger generation wants? 703 00:33:50,880 --> 00:33:51,880 They want purpose. 704 00:33:51,880 --> 00:33:54,400 They want to feel like they're making a difference in the world. 705 00:33:54,400 --> 00:33:57,520 They want to be able to go home at the end of the day and be proud of the work that they 706 00:33:57,520 --> 00:33:58,520 did. 707 00:33:58,520 --> 00:34:00,200 They want to go home at the end of the day and say, you know what? 708 00:34:00,200 --> 00:34:01,600 I had a good time at work today. 709 00:34:01,600 --> 00:34:04,760 I enjoyed the people I spent time with. 710 00:34:04,760 --> 00:34:09,440 If you think about it, they're giving up time with their friends, their family, and the 711 00:34:09,440 --> 00:34:11,640 things they do for fun to come work for you. 712 00:34:11,640 --> 00:34:12,640 Correct. 713 00:34:12,640 --> 00:34:16,800 In an environment where, again, the previous generations, you guys didn't have access to 714 00:34:16,800 --> 00:34:17,800 YouTube. 715 00:34:17,800 --> 00:34:21,720 You didn't have access to paradigms from all over the world. 716 00:34:21,720 --> 00:34:27,760 Even for our work week and Tony Hsieh of Zappos saying that money is the lazy motivator. 717 00:34:27,760 --> 00:34:32,360 We have access to memes and quotes and things that make us think so differently than any 718 00:34:32,360 --> 00:34:38,440 previous generation because of all the access and overload of information that it makes 719 00:34:38,440 --> 00:34:44,680 sense that we can't make assumptions that we know how they think. 720 00:34:44,680 --> 00:34:51,680 You can meet somebody in a culture who grows up in a Caucasian home, in a Caucasian community, 721 00:34:51,680 --> 00:34:58,280 and they live there their entire life, but they've been watching Korean anime every day 722 00:34:58,280 --> 00:35:00,480 of their life. 723 00:35:00,480 --> 00:35:06,320 They have almost no association with our local society. 724 00:35:06,320 --> 00:35:08,200 They learn something completely different. 725 00:35:08,200 --> 00:35:13,160 If we're not aware enough to learn how to make space to listen to realities like that 726 00:35:13,160 --> 00:35:17,680 and disrespect the fact that there are multiple perspectives outside of what we think we know, 727 00:35:17,680 --> 00:35:20,440 then we put ourselves in a really strange position. 728 00:35:20,440 --> 00:35:26,080 Ryan, I don't normally do this in the show, but how do you go about working with your 729 00:35:26,080 --> 00:35:31,440 clients to help them move forward the needle, find the right people? 730 00:35:31,440 --> 00:35:33,720 How does that work? 731 00:35:33,720 --> 00:35:37,640 We didn't even get to talk about this, but I believe in the trades, we don't have a labor 732 00:35:37,640 --> 00:35:38,640 shortage. 733 00:35:38,640 --> 00:35:39,640 That's the big thing. 734 00:35:39,640 --> 00:35:40,640 That's what the media runs. 735 00:35:40,640 --> 00:35:41,920 We have a labor shortage. 736 00:35:41,920 --> 00:35:42,920 We don't. 737 00:35:42,920 --> 00:35:46,440 We have a labor crisis because people are leaving the trades faster than they're coming 738 00:35:46,440 --> 00:35:49,200 into it for the first time in history. 739 00:35:49,200 --> 00:35:56,440 They're leaving the trades because they see other industries treating people better. 740 00:35:56,440 --> 00:35:57,760 That's the big issue. 741 00:35:57,760 --> 00:36:02,360 When we work with somebody and we sit down and we really understand what their motivation 742 00:36:02,360 --> 00:36:06,320 is for wanting to solve this problem, because I'm about solving problems. 743 00:36:06,320 --> 00:36:08,760 I'm about teaching them to fish. 744 00:36:08,760 --> 00:36:13,000 I'm not going to come in and say, here's a list of ironworkers, go for it. 745 00:36:13,000 --> 00:36:17,320 I'm like, no, let's talk about how you can become more attractive to good people. 746 00:36:17,320 --> 00:36:20,440 Because if you're not finding good people, it's maybe because you're not attractive 747 00:36:20,440 --> 00:36:21,440 to good people. 748 00:36:21,440 --> 00:36:22,440 Remember that looking in the mirror? 749 00:36:22,440 --> 00:36:23,440 Right? 750 00:36:23,440 --> 00:36:24,440 Yes, absolutely. 751 00:36:24,440 --> 00:36:26,880 Let's talk about you becoming more attractive. 752 00:36:26,880 --> 00:36:30,500 Let's talk about making you an employer of choice in your community. 753 00:36:30,500 --> 00:36:35,360 Let's talk about what you're doing to invest in the community and the lives of these people. 754 00:36:35,360 --> 00:36:39,560 Now, once we've had that conversation, let's put some systems in place so you can make 755 00:36:39,560 --> 00:36:45,000 sure that you guarantee they get the right experience every single time. 756 00:36:45,000 --> 00:36:50,820 We found that you're going to solve a lot of your retention problems if you attract 757 00:36:50,820 --> 00:36:54,240 and hire and onboard better people. 758 00:36:54,240 --> 00:36:55,860 And you've got to have a better system for that. 759 00:36:55,860 --> 00:37:02,820 So we not only work on their mindset and the way they communicate, but we also build those 760 00:37:02,820 --> 00:37:04,400 processes for them, those systems. 761 00:37:04,400 --> 00:37:08,180 We teach them how to use it so that they become better at this. 762 00:37:08,180 --> 00:37:11,620 And it's something that they can sustain in their business over time. 763 00:37:11,620 --> 00:37:13,800 Let's walk through that process together real quick. 764 00:37:13,800 --> 00:37:17,040 I know you got it outlined super well on the website. 765 00:37:17,040 --> 00:37:19,160 It's always great to have the color commentary on it. 766 00:37:19,160 --> 00:37:23,320 So stop the bleeding phase one, right? 767 00:37:23,320 --> 00:37:25,260 People come to me for a whole bunch of different reasons. 768 00:37:25,260 --> 00:37:29,420 Some are like, oh, I'm behind on this job or overtime's killing me or turnover is crushing 769 00:37:29,420 --> 00:37:31,840 me or everybody says no one wants to work. 770 00:37:31,840 --> 00:37:35,960 Whatever that is, we're going to work on that and solve that problem first. 771 00:37:35,960 --> 00:37:40,200 Then once we've solved that problem, we want to talk about your employer brand and make 772 00:37:40,200 --> 00:37:43,160 sure that you're attracting the right kind of people. 773 00:37:43,160 --> 00:37:45,000 That's what better applicants is about. 774 00:37:45,000 --> 00:37:49,320 Can you become attractive to the people you want to attract? 775 00:37:49,320 --> 00:37:52,080 Once we solve that problem, now we got to have a conversation. 776 00:37:52,080 --> 00:37:53,620 We got to sit down and interview them. 777 00:37:53,620 --> 00:37:57,920 We got to make sure that they take off their mask and we get to see who we're really interviewing. 778 00:37:57,920 --> 00:38:02,280 And the way to do that is we teach these interviewers how to take their mask off and say, here's 779 00:38:02,280 --> 00:38:03,600 who we really are. 780 00:38:03,600 --> 00:38:04,600 Yes. 781 00:38:04,600 --> 00:38:09,420 Then the way you get top performers is you onboard them well. 782 00:38:09,420 --> 00:38:14,240 You bring them into a 90 day process that says we're going to walk alongside you for 783 00:38:14,240 --> 00:38:18,040 90 days to make sure you're set up for success. 784 00:38:18,040 --> 00:38:19,620 Then once we've done that, we're going to say, you know what? 785 00:38:19,620 --> 00:38:23,920 We know that what's going to keep you here, what's going to keep you engaged is when you 786 00:38:23,920 --> 00:38:26,240 get to achieve your personal goals. 787 00:38:26,240 --> 00:38:29,520 So we're going to focus on you and what you want to accomplish in your life, whether it's 788 00:38:29,520 --> 00:38:34,560 buying a house or getting out of debt or heck, even being an entrepreneur someday. 789 00:38:34,560 --> 00:38:35,640 That's right. 790 00:38:35,640 --> 00:38:36,840 We're going to coach you on that. 791 00:38:36,840 --> 00:38:37,840 We're going to work with you. 792 00:38:37,840 --> 00:38:40,620 We're going to walk alongside you with that. 793 00:38:40,620 --> 00:38:45,280 And then once we have all of our internal processes done, we start passive recruiting, 794 00:38:45,280 --> 00:38:49,440 which is going out to the marketplace and saying, hey, this is who we are. 795 00:38:49,440 --> 00:38:50,440 This is who we look for. 796 00:38:50,440 --> 00:38:51,440 Applying demand, right? 797 00:38:51,440 --> 00:38:54,520 That's creating a constant generation of individuals knocking on the door. 798 00:38:54,520 --> 00:38:55,520 Is that correct? 799 00:38:55,520 --> 00:38:56,520 Absolutely. 800 00:38:56,520 --> 00:38:58,200 And it's the people that are already employed. 801 00:38:58,200 --> 00:39:01,440 It's the good ones that work for someone else going, wait a minute, that looks better. 802 00:39:01,440 --> 00:39:06,160 It's funny how that happens when these startups take off, like when the ones that truly take 803 00:39:06,160 --> 00:39:11,640 off and find success, it's amazing how they just always randomly, accidentally end up 804 00:39:11,640 --> 00:39:14,840 with the best people that were working at the other places. 805 00:39:14,840 --> 00:39:22,400 Like just how serendipitous, no, as an incredible strength of infrastructure that those people 806 00:39:22,400 --> 00:39:23,680 know to look for. 807 00:39:23,680 --> 00:39:28,880 And it's so funny, man, our digital ambassador program, very small compared to what you're 808 00:39:28,880 --> 00:39:29,880 doing. 809 00:39:29,880 --> 00:39:32,880 You're light years ahead, I think, of what we're doing on our side. 810 00:39:32,880 --> 00:39:35,880 And it's a 90 day program. 811 00:39:35,880 --> 00:39:38,000 It happens to be a 90 day program. 812 00:39:38,000 --> 00:39:41,880 And one of the first things everybody works on when they come through with us is their 813 00:39:41,880 --> 00:39:45,880 passions assessment, is understanding what their passions are, what they want to fulfill, 814 00:39:45,880 --> 00:39:47,120 what they're trying to accomplish in life. 815 00:39:47,120 --> 00:39:51,800 And I tell them, this is a vehicle that you can use and you can be here for as long as 816 00:39:51,800 --> 00:39:53,640 you want to be on this vehicle. 817 00:39:53,640 --> 00:39:57,360 If you have another vehicle that you want later, we want to know so we can help you 818 00:39:57,360 --> 00:40:00,000 get on that vehicle or create that vehicle. 819 00:40:00,000 --> 00:40:04,600 So love that these concepts, man, maybe Patrick Lanchoni talked about that. 820 00:40:04,600 --> 00:40:08,360 But one of the other people is I got a big shout out to my friend, Craig Hanley, one 821 00:40:08,360 --> 00:40:10,280 of the co-founders of Listen Trust. 822 00:40:10,280 --> 00:40:16,840 He wrote a book called Hired to Quit, Inspired to Stay. 823 00:40:16,840 --> 00:40:20,340 He also understands these principles of really taking care of people. 824 00:40:20,340 --> 00:40:24,040 So I'm going to ask you my favorite question before we wrap up. 825 00:40:24,040 --> 00:40:28,980 If this was the last chance you had to just share any wisdom with the world, what powerful 826 00:40:28,980 --> 00:40:32,200 lesson can other visionaries learn from your experience? 827 00:40:32,200 --> 00:40:37,680 You know, you got to surround yourself with better people than you. 828 00:40:37,680 --> 00:40:43,880 And you have to understand that as a visionary entrepreneur, you will never find someone 829 00:40:43,880 --> 00:40:47,720 just like you to replace you. 830 00:40:47,720 --> 00:40:49,760 Because they're your competition. 831 00:40:49,760 --> 00:40:52,040 They're not your employee. 832 00:40:52,040 --> 00:40:56,200 But find people who are better at that piece of the business or this piece of the business 833 00:40:56,200 --> 00:40:59,640 and say, you know what, let's work on building trust. 834 00:40:59,640 --> 00:41:03,320 I'll let you do what you do best and run that part of the business. 835 00:41:03,320 --> 00:41:09,560 And if you can let go and you can just focus on the building trust and building relationship, 836 00:41:09,560 --> 00:41:10,840 you're off to the races. 837 00:41:10,840 --> 00:41:13,480 That's it. 838 00:41:13,480 --> 00:41:20,120 My friends, we're listening to an entrepreneur who talks about concepts that are very foreign 839 00:41:20,120 --> 00:41:24,840 to the general world, but they're very, very, very validated in some of the best business 840 00:41:24,840 --> 00:41:25,840 books of all time. 841 00:41:25,840 --> 00:41:27,960 These are the books people don't want to read. 842 00:41:27,960 --> 00:41:34,000 These are the books that even if people do read, they very rarely implement because it's 843 00:41:34,000 --> 00:41:35,320 just such a different feeling. 844 00:41:35,320 --> 00:41:37,120 It's not any harder. 845 00:41:37,120 --> 00:41:42,560 Life's not harder when you're 400 pounds compared to when you're 180 pounds. 846 00:41:42,560 --> 00:41:45,000 Life's still going to be hard. 847 00:41:45,000 --> 00:41:48,620 And I find more enjoyment in doing the right things. 848 00:41:48,620 --> 00:41:57,600 So this book, Tribal Leadership, I heard what Ryan said about finding people that are better 849 00:41:57,600 --> 00:41:58,920 than what we do. 850 00:41:58,920 --> 00:42:00,480 And there's two sides of that. 851 00:42:00,480 --> 00:42:04,320 One and this book taught me that I had to read 50 pages of this book. 852 00:42:04,320 --> 00:42:08,960 I put it down for a year because I needed to meditate on those 50 pages. 853 00:42:08,960 --> 00:42:11,160 And then I picked it back up and finished it. 854 00:42:11,160 --> 00:42:14,960 And the hardest thing I can share with you right now, all of all the visionaries listening 855 00:42:14,960 --> 00:42:20,880 is if you use the I language, if that's how you communicate, you're not going to allow 856 00:42:20,880 --> 00:42:23,720 yourself to find people who are better than you. 857 00:42:23,720 --> 00:42:29,000 I am great always comes with and you are not. 858 00:42:29,000 --> 00:42:32,800 You have to be willing to graduate to the next level of tribal leadership, which is 859 00:42:32,800 --> 00:42:34,320 we are greats. 860 00:42:34,320 --> 00:42:39,920 The ironic challenge of we are great levels as the although that is a successful place 861 00:42:39,920 --> 00:42:45,440 to make it to is we are great comes with and they are not. 862 00:42:45,440 --> 00:42:51,760 When you can evolve to the level and we can all evolve to life is great level on a full 863 00:42:51,760 --> 00:42:56,040 abundance and appreciation for everybody that's out there, what we are, what everybody else 864 00:42:56,040 --> 00:42:59,040 is we can change this world to even greater heights. 865 00:42:59,040 --> 00:43:03,920 The one factor they found and dismissed in this book, which drives me crazy is they said 866 00:43:03,920 --> 00:43:08,480 the underlying factor that we found in the 2% of companies globally who make it to that 867 00:43:08,480 --> 00:43:14,680 level, the word choice by everybody was miracle, but that can't be it. 868 00:43:14,680 --> 00:43:17,920 And I was like, Oh my gosh, what are you doing? 869 00:43:17,920 --> 00:43:24,840 Face the truth even if it does seem to conflict with what your scientific philosophies are, 870 00:43:24,840 --> 00:43:26,360 science and faith can go hand in hand. 871 00:43:26,360 --> 00:43:32,240 So Brian, thank you again for talking about so many truths that so many of us often overlook. 872 00:43:32,240 --> 00:43:34,640 I got notes that I'm going to be implementing in my business. 873 00:43:34,640 --> 00:43:38,740 I really look forward to catching up with you even further, hopefully planning out another 874 00:43:38,740 --> 00:43:43,300 way we can continue to carry this message forward to the world. 875 00:43:43,300 --> 00:43:46,040 Any final thoughts before we wrap up? 876 00:43:46,040 --> 00:43:50,240 You know what, just it comes down to this. 877 00:43:50,240 --> 00:43:56,840 If you don't know what's important to your people, ask them. 878 00:43:56,840 --> 00:43:58,960 It's as simple as that. 879 00:43:58,960 --> 00:44:03,500 I'll add one framework for those of you who were like me and did not do a good job of 880 00:44:03,500 --> 00:44:06,400 listening to what was said. 881 00:44:06,400 --> 00:44:13,060 Use the phrase, tell me more about that after you ask because they will not likely share 882 00:44:13,060 --> 00:44:17,280 with you the things that you need to hear upon first asking. 883 00:44:17,280 --> 00:44:21,080 And I'm going to say the reason I found that they don't is because they're not used to 884 00:44:21,080 --> 00:44:23,880 answering that question. 885 00:44:23,880 --> 00:44:28,760 So we have to be better coaches, better leaders to support them in that and say, Hey, I know 886 00:44:28,760 --> 00:44:30,040 it's in there. 887 00:44:30,040 --> 00:44:31,600 Let me help you get it out. 888 00:44:31,600 --> 00:44:32,600 Absolutely. 889 00:44:32,600 --> 00:44:35,000 Let's encourage your people to open up and talk to us. 890 00:44:35,000 --> 00:44:39,720 It is amazing what types of results you'll be able to drive as you listen to your people 891 00:44:39,720 --> 00:44:44,520 accept the vulnerable opportunity to build trust and then move towards the objectives 892 00:44:44,520 --> 00:44:47,840 you want to hit with that leadership lesson in place. 893 00:44:47,840 --> 00:44:51,700 Below this video, you will see the action steps you can take to get involved with Ryan 894 00:44:51,700 --> 00:44:52,700 and Core Matters. 895 00:44:52,700 --> 00:44:54,620 You'll also see the resources. 896 00:44:54,620 --> 00:44:56,660 We talked about a lot of resources today. 897 00:44:56,660 --> 00:44:58,720 We'll have those in the show notes as well. 898 00:44:58,720 --> 00:45:00,940 And we look forward to seeing all you guys on the next episode. 899 00:45:00,940 --> 00:45:03,040 Please chime in in the comments. 900 00:45:03,040 --> 00:45:08,060 If you have perspectives related to hiring and what the future looks like or resources, 901 00:45:08,060 --> 00:45:30,800 we'd love to have those as well.