WEBVTT 00:00:00.000 --> 00:00:01.540 Hey everybody, welcome back to another episode 00:00:01.540 --> 00:00:03.520 of Vision Pros Live. I'm your host and coach, 00:00:03.700 --> 00:00:05.200 Fletcher Ollingson. I'm so glad you're here. 00:00:05.280 --> 00:00:07.559 I'm so glad that you are in this conversation. 00:00:07.839 --> 00:00:12.019 Why? Because on this show, we talk about things 00:00:12.019 --> 00:00:13.939 that matter. We talk about things that are gonna 00:00:13.939 --> 00:00:17.140 get you curious about yourself, about your life. 00:00:17.879 --> 00:00:21.420 And when we get curious, it's an opportunity 00:00:21.420 --> 00:00:25.469 to expand. And when we get... can expand, we 00:00:25.469 --> 00:00:30.050 can begin to realize new outcomes. So I'm glad 00:00:30.050 --> 00:00:33.929 you're here on the show today. We have Sherry 00:00:33.929 --> 00:00:37.750 Yellen from the Yellen Group, who specializes 00:00:37.750 --> 00:00:41.310 in leadership. And if you've been following the 00:00:41.310 --> 00:00:44.969 episodes that I'm host of, you know that I'm 00:00:44.969 --> 00:00:47.670 passionate about leadership. This is a topic 00:00:47.670 --> 00:00:51.329 that is near and dear to my heart. We need quality 00:00:51.329 --> 00:00:55.189 leaders in our world. in our companies in our 00:00:55.189 --> 00:00:58.509 families so welcome to the show sherry yellen 00:00:58.509 --> 00:01:02.729 thank you thank you love your reference to curiosity 00:01:02.729 --> 00:01:07.930 it really is at the heart of of it all yeah i 00:01:07.930 --> 00:01:09.650 agree we're going to talk more about that too 00:01:09.650 --> 00:01:12.670 but before we dive into what you do and who you 00:01:12.670 --> 00:01:15.430 help i always like to start off with uh this 00:01:15.430 --> 00:01:17.609 question and and the reason i'm asking this question 00:01:17.609 --> 00:01:19.769 is because there's a lot of uncertainty and suffering 00:01:19.769 --> 00:01:22.370 going on all over the world i like to remind 00:01:22.370 --> 00:01:27.140 people that Even despite that, we can still be 00:01:27.140 --> 00:01:31.319 the cause in creating good. And so what I want 00:01:31.319 --> 00:01:33.900 to ask you is what's going well in your life, 00:01:33.980 --> 00:01:39.200 either professionally and or personally? Great 00:01:39.200 --> 00:01:44.060 question and very timely. And I will say I want 00:01:44.060 --> 00:01:46.780 to give myself a little credit first, which sounds 00:01:46.780 --> 00:01:50.760 a little bizarre, but I finished my dedication 00:01:50.760 --> 00:01:55.900 page of my book. literally 15 minutes before 00:01:55.900 --> 00:02:01.480 this call. And you're acknowledging all the people 00:02:01.480 --> 00:02:05.879 that have been so beneficial and contributors 00:02:05.879 --> 00:02:10.740 in your life. But the very last sentence I wrote 00:02:10.740 --> 00:02:17.159 to my past self and I said, I see you and you're 00:02:17.159 --> 00:02:20.719 enough. And one of the things that's going really 00:02:20.719 --> 00:02:26.740 well is that realization that I think it takes 00:02:26.740 --> 00:02:30.319 a lot of us a long journey to get to a point 00:02:30.319 --> 00:02:35.060 where you recognize that the strengths and the 00:02:35.060 --> 00:02:39.919 gifts and the abilities that you have are enough. 00:02:40.280 --> 00:02:45.219 And that you are enough in making the decisions 00:02:45.219 --> 00:02:50.639 and moving forward. And it's taken me a while 00:02:50.639 --> 00:02:55.159 to get there. And it was just a kind of a full 00:02:55.159 --> 00:02:59.919 circle moment earlier today when I needed to 00:02:59.919 --> 00:03:04.240 send that in to the editor. And I think that's 00:03:04.240 --> 00:03:06.780 something that all of us in leadership roles 00:03:06.780 --> 00:03:10.400 or that are aspiring to that should celebrate 00:03:10.400 --> 00:03:16.060 and learn to trust yourself more than you did 00:03:16.060 --> 00:03:22.620 in the past. Wow, that is so beautiful. And I'm 00:03:22.620 --> 00:03:26.080 just going to reaffirm that I don't know you, 00:03:26.180 --> 00:03:31.060 but I do know that you are enough. And I want 00:03:31.060 --> 00:03:33.740 our viewers to hear that, our listeners to hear 00:03:33.740 --> 00:03:36.120 that as well, that if you're listening to us 00:03:36.120 --> 00:03:39.580 right now, I want you to really breathe in. You 00:03:39.580 --> 00:03:43.000 are enough. You are perfect, whole and complete 00:03:43.000 --> 00:03:46.840 just as you are. Now, that does not mean you're 00:03:46.840 --> 00:03:50.740 done evolving. But you are perfect, whole and 00:03:50.740 --> 00:03:53.460 complete. You have all that you need within you. 00:03:53.560 --> 00:03:58.539 You are resourceful, capable and flexible. You 00:03:58.539 --> 00:04:02.620 have what it takes. And it does not mean you're 00:04:02.620 --> 00:04:07.419 done evolving. But you are enough. What a wonderful 00:04:07.419 --> 00:04:12.659 message to start the day with. Thank you. There's 00:04:12.659 --> 00:04:16.939 a story. it's in the old testament but it's a 00:04:16.939 --> 00:04:21.600 great story of a widow who is left her husband 00:04:21.600 --> 00:04:25.720 dies and she's left with her sons and in that 00:04:25.720 --> 00:04:29.019 day and age her husband left her in debt and 00:04:29.019 --> 00:04:31.540 they were going to take her sons away from her 00:04:31.540 --> 00:04:36.379 as payment for his debt which would have left 00:04:36.379 --> 00:04:40.000 her in a really tough situation as a woman you 00:04:40.000 --> 00:04:43.620 know at that time because she goes to the prophet 00:04:43.620 --> 00:04:47.000 and she says i'm in debt uh now and they're going 00:04:47.000 --> 00:04:49.819 to take my sons and i don't know what to do and 00:04:49.819 --> 00:04:52.019 i just think it's such a great moment because 00:04:52.019 --> 00:04:55.540 the prophet looks at her and asks her what do 00:04:55.540 --> 00:05:00.360 you have in the house and you know the story 00:05:00.360 --> 00:05:05.720 she says a jar of oil but that's exactly what 00:05:05.720 --> 00:05:09.160 she needed and even though she definitely needed 00:05:09.160 --> 00:05:13.660 help. And she still had a lot to learn. She had 00:05:13.660 --> 00:05:17.860 what it was going to take to move her through 00:05:17.860 --> 00:05:22.319 that very dark time and really become wildly 00:05:22.319 --> 00:05:25.480 successful because the oil just keeps multiplying. 00:05:26.019 --> 00:05:28.639 And I think sometimes, especially as entrepreneurs, 00:05:29.079 --> 00:05:35.379 when the gremlins start into our heads, we start 00:05:35.379 --> 00:05:39.970 to devalue. Yeah. the oil and that's the thing 00:05:39.970 --> 00:05:45.149 that's why you're enough can hang on to that 00:05:45.149 --> 00:05:49.290 that's that's the message that really resonates 00:05:49.290 --> 00:05:53.610 with me yeah great reminder good reminder um 00:05:53.610 --> 00:05:58.250 so the show is called vision pros so i want to 00:05:58.250 --> 00:06:04.970 know what's your vision my vision is to equip 00:06:05.920 --> 00:06:11.459 A world of leaders worth following. Oh, yeah. 00:06:11.980 --> 00:06:18.120 Yeah. To equip a world of leaders worth following. 00:06:19.519 --> 00:06:24.120 This is a good topic. Because there are many 00:06:24.120 --> 00:06:29.899 people in leadership positions today that may 00:06:29.899 --> 00:06:32.879 not be worth following. I mean, each of us has 00:06:32.879 --> 00:06:37.699 to ask ourselves that. And there are many people, 00:06:37.720 --> 00:06:39.800 we were just talking before the show, there are 00:06:39.800 --> 00:06:42.660 many people in those leadership roles that were 00:06:42.660 --> 00:06:45.560 placed there, not because they were leaders, 00:06:45.660 --> 00:06:49.079 but perhaps just because we needed a body to 00:06:49.079 --> 00:06:54.230 fill that role, right? They were next in line 00:06:54.230 --> 00:06:57.050 or there was no one else. Or they were the best 00:06:57.050 --> 00:07:02.250 of a not so good list of candidates. You know, 00:07:02.250 --> 00:07:04.970 there's a million reasons why people get put 00:07:04.970 --> 00:07:08.329 into leadership positions. And that's not to 00:07:08.329 --> 00:07:11.449 disparage anybody, but not everybody is ready 00:07:11.449 --> 00:07:18.129 to be a leader. So what does it take to be a 00:07:18.129 --> 00:07:22.120 leader worth following? I started asking that 00:07:22.120 --> 00:07:27.720 question a couple of years ago, and we literally 00:07:27.720 --> 00:07:31.660 have a one question survey. What makes a leader 00:07:31.660 --> 00:07:35.240 worth following that we have now asked thousands 00:07:35.240 --> 00:07:41.379 of people? And definitely themes rise to the 00:07:41.379 --> 00:07:46.439 top. So some of the overarching themes, trust. 00:07:47.319 --> 00:07:51.279 is definitely at the top of the list, both in 00:07:51.279 --> 00:07:59.079 they extend trust and they earn trust. Integrity 00:07:59.079 --> 00:08:03.399 is kind of synonymous in a way with trust. That's 00:08:03.399 --> 00:08:09.560 a good one. But I think bigger than that is that 00:08:09.560 --> 00:08:14.480 they are people that recognize that results come 00:08:14.480 --> 00:08:17.720 through relationships. They are relationship 00:08:17.720 --> 00:08:24.860 builders. And it is a very unique skill set that 00:08:24.860 --> 00:08:29.579 is going to come easier for some and going to 00:08:29.579 --> 00:08:33.460 be more challenging for others. And I wouldn't 00:08:33.460 --> 00:08:37.740 even venture to say that for some people, it 00:08:37.740 --> 00:08:44.389 may not ever be a skill set that they can. They 00:08:44.389 --> 00:08:47.090 can certainly improve, but it may not ever be 00:08:47.090 --> 00:08:50.950 a skill set that puts them in a position where 00:08:50.950 --> 00:08:54.289 they need to have that kind of influence over 00:08:54.289 --> 00:08:58.110 other people. If you do the math, most of us 00:08:58.110 --> 00:09:03.490 will spend 90 ,000 hours or more. If you're an 00:09:03.490 --> 00:09:07.629 entrepreneur, probably a lot more of that time 00:09:07.629 --> 00:09:14.539 at work. Your leaders can make that time meaningful 00:09:14.539 --> 00:09:19.419 or they can make it miserable. They can lead 00:09:19.419 --> 00:09:24.399 that company into the future and create a great 00:09:24.399 --> 00:09:28.000 culture that just continues to have impact. Or 00:09:28.000 --> 00:09:32.799 they can kill the very vision that started that 00:09:32.799 --> 00:09:35.539 organization, which actually may be their vision. 00:09:36.240 --> 00:09:39.980 There are times where you may be the visionary, 00:09:40.019 --> 00:09:43.879 you may be the founder, the creator, but you're 00:09:43.879 --> 00:09:46.860 not able to build the relationships around you 00:09:46.860 --> 00:09:51.000 to get results. And it's knowing when I may need 00:09:51.000 --> 00:09:55.080 to step aside and I can still be the visionary. 00:09:55.139 --> 00:09:58.240 I can still be the founder, but maybe I'm not 00:09:58.240 --> 00:10:01.159 the best person to be in that leadership role 00:10:01.159 --> 00:10:07.059 that is conducting myself. in such a way that 00:10:07.059 --> 00:10:11.039 I can also build the relationships that we need 00:10:11.039 --> 00:10:14.539 for the results that we're going for. That's 00:10:14.539 --> 00:10:18.700 extreme self -awareness and it requires humility 00:10:18.700 --> 00:10:26.019 to be able to recognize that. But it is, to me, 00:10:26.100 --> 00:10:30.259 a leader worth following is someone who can manage 00:10:30.259 --> 00:10:33.720 themselves and then build the people around them. 00:10:34.159 --> 00:10:40.000 So that ultimately they step aside. Yeah. Yeah. 00:10:40.620 --> 00:10:43.679 Yeah. I like so many good things you're saying 00:10:43.679 --> 00:10:45.600 here. And I just want to bring a spotlight to 00:10:45.600 --> 00:10:47.340 some of them because I really want our viewers 00:10:47.340 --> 00:10:50.860 and listeners to hear this. Yeah. One of the 00:10:50.860 --> 00:10:53.679 strengths of a leader is the ability to assemble 00:10:53.679 --> 00:10:58.539 a team. And so because the leader, just because 00:10:58.539 --> 00:11:01.000 you're a leader doesn't mean you have to do it 00:11:01.000 --> 00:11:05.460 all. In fact. We do not want our leaders attempting 00:11:05.460 --> 00:11:09.299 to do it all. You know, I talk a lot about leadership 00:11:09.299 --> 00:11:13.259 on podcasts and with my clients. And the two 00:11:13.259 --> 00:11:16.360 most important things in my book are a leader 00:11:16.360 --> 00:11:19.940 influences the thinking of the people that they 00:11:19.940 --> 00:11:23.659 are leading. And number two, enrolls them into 00:11:23.659 --> 00:11:29.580 a vision of what is possible. Then assemble the 00:11:29.580 --> 00:11:33.870 team, right? Assemble the team and enroll all 00:11:33.870 --> 00:11:36.470 the people into the vision of what's possible. 00:11:37.009 --> 00:11:39.730 But that team is going to have different skill 00:11:39.730 --> 00:11:44.190 sets than I have, right? I'm not meant to be 00:11:44.190 --> 00:11:47.470 the CEO. I'm definitely not meant to be the chief 00:11:47.470 --> 00:11:53.389 IT person. That's not my skill set, right? I'm 00:11:53.389 --> 00:11:55.429 a great communicator and I can enroll people 00:11:55.429 --> 00:11:59.659 into a vision, but I need a team around me. yes 00:11:59.659 --> 00:12:03.740 to to begin to execute implement and and create 00:12:03.740 --> 00:12:09.620 out the impact that i want to make so what and 00:12:09.620 --> 00:12:12.519 and so you tell me a little bit about what the 00:12:12.519 --> 00:12:18.480 yellen group does for um companies well at the 00:12:18.480 --> 00:12:22.740 heart we help whether we're working with individuals 00:12:22.740 --> 00:12:28.000 or entire intact teams help them better understand 00:12:28.639 --> 00:12:31.820 how the brain learns best because that's the 00:12:31.820 --> 00:12:35.179 equipment that they're working with first and 00:12:35.179 --> 00:12:38.759 foremost for themselves so that they have a better 00:12:38.759 --> 00:12:41.620 understanding a greater self -awareness can better 00:12:41.620 --> 00:12:45.539 regulate and all the things that we need for 00:12:45.539 --> 00:12:49.360 self -managing but then also helping them understand 00:12:49.360 --> 00:12:53.419 how the brain learns best in how they lead and 00:12:53.419 --> 00:12:58.759 develop their team And so at the heart of it 00:12:58.759 --> 00:13:03.519 are seven brain -based strategies. And we really 00:13:03.519 --> 00:13:07.460 do blend the science of learning with the art 00:13:07.460 --> 00:13:12.440 of leadership. And it's powerful when leaders 00:13:12.440 --> 00:13:16.200 can understand why you would approach that conversation 00:13:16.200 --> 00:13:22.379 that way or why it's important to delegate and 00:13:22.379 --> 00:13:27.960 delegate effectively. And actually showing them 00:13:27.960 --> 00:13:31.879 images, brain scans of this is what your brain 00:13:31.879 --> 00:13:35.740 looks like when it feels safe and it feels like 00:13:35.740 --> 00:13:38.440 it belongs. And this is what it looks like when 00:13:38.440 --> 00:13:41.299 it's under threat. And so just giving some of 00:13:41.299 --> 00:13:43.700 that science behind it can go a long way. And 00:13:43.700 --> 00:13:46.220 we do that through one on one coaching. We do 00:13:46.220 --> 00:13:49.759 that through workshops. And then we do that through 00:13:49.759 --> 00:13:52.080 a really blended approach where we'll work with 00:13:52.080 --> 00:13:55.759 a team. for maybe up to a year. And it's a blend 00:13:55.759 --> 00:13:58.580 of the workshops and the one -on -one coaching 00:13:58.580 --> 00:14:04.039 to help them maybe redirect the culture, but 00:14:04.039 --> 00:14:07.940 even better when we get to step into a great 00:14:07.940 --> 00:14:11.720 culture that wants to be sure it's still great 00:14:11.720 --> 00:14:17.840 five, 10, 15, 20 years from now. Yeah. Yeah. 00:14:18.820 --> 00:14:24.899 The, the, the, The quality of a company's culture 00:14:24.899 --> 00:14:27.820 is going to massively impact the outcomes it 00:14:27.820 --> 00:14:31.860 produces. And now some company owners don't want 00:14:31.860 --> 00:14:34.379 to hear that because they would just assume that, 00:14:34.460 --> 00:14:36.700 look, I hired you, now just get to work and do 00:14:36.700 --> 00:14:39.700 what I hired you to do. But unfortunately, this 00:14:39.700 --> 00:14:42.860 species does not work that way. Oh, if only it 00:14:42.860 --> 00:14:47.740 would. How much easier life would be if we could 00:14:47.740 --> 00:14:53.080 just remove the human element. Exactly. If you 00:14:53.080 --> 00:14:56.419 are a company owner and you're like, oh, really, 00:14:56.559 --> 00:14:58.639 do we have to have the culture conversation again? 00:14:59.039 --> 00:15:04.080 Yeah. Always. Yes. Right. Yes. You're never done. 00:15:04.200 --> 00:15:07.039 There is no done. There's no graduation date. 00:15:07.679 --> 00:15:10.700 Exactly. You know, if you think about personal 00:15:10.700 --> 00:15:14.379 transformation, let's say you had a resolution 00:15:14.379 --> 00:15:17.659 to lose weight or get healthy. It's not a one 00:15:17.659 --> 00:15:22.330 and done. Let's say you hit every goal. The rest 00:15:22.330 --> 00:15:26.509 of your life is maintenance. Yes. You don't stop 00:15:26.509 --> 00:15:29.549 working out when you hit the goal and expect 00:15:29.549 --> 00:15:35.570 sustainable results. Exactly. And I was just 00:15:35.570 --> 00:15:38.210 talking with a client this morning about committing. 00:15:38.730 --> 00:15:43.590 And I reminded her that I said, look, I understand 00:15:43.590 --> 00:15:48.250 you've made this commitment now. And in an hour 00:15:48.250 --> 00:15:53.649 from now, you may need to recommit. Right. Yes. 00:15:55.269 --> 00:15:58.850 It's not a one and done because I mean, and I, 00:15:58.909 --> 00:16:02.090 and to me that's good news because I think a 00:16:02.090 --> 00:16:05.409 lot of us, we make commitments and then we, you 00:16:05.409 --> 00:16:07.629 know, quote unquote fail and we feel like a failure. 00:16:08.029 --> 00:16:10.450 But what I want people to hear is like, no, no, 00:16:10.490 --> 00:16:13.309 no. Just because you committed in this moment, 00:16:13.370 --> 00:16:16.289 it doesn't mean that that commitment has incredible 00:16:16.289 --> 00:16:20.990 staying power. You have to recommit. Again and 00:16:20.990 --> 00:16:24.190 again and again, because until it's a habitual 00:16:24.190 --> 00:16:28.850 practice. Right. So for me, it's not like, oh, 00:16:28.850 --> 00:16:31.230 a failure. No, it's like understand this is how 00:16:31.230 --> 00:16:34.809 the machinery works. Yes. Right. You need to 00:16:34.809 --> 00:16:38.649 recommit. You do. And the default setting of 00:16:38.649 --> 00:16:42.809 this amazing piece of equipment. For whatever 00:16:42.809 --> 00:16:48.909 reason, the default setting is moving into flame. 00:16:49.720 --> 00:16:54.620 defensiveness if left to its own device right 00:16:54.620 --> 00:16:57.720 if it's left without that constant reinforcement 00:16:57.720 --> 00:17:03.240 it will default to us against them it will default 00:17:03.240 --> 00:17:08.640 to being overly committed to being right it'll 00:17:08.640 --> 00:17:13.660 default to protection yes exactly And, you know, 00:17:13.740 --> 00:17:16.460 I'm really appreciating this conversation, Sherry. 00:17:16.480 --> 00:17:18.140 And the other thing that I want our leaders to 00:17:18.140 --> 00:17:20.839 hear, too, particularly around this idea of culture. 00:17:22.960 --> 00:17:25.779 Culture, I'm not when we when we say culture, 00:17:25.900 --> 00:17:28.319 at least I'm not talking about just like, you 00:17:28.319 --> 00:17:31.559 know, having a nice lounge and the latest coffee 00:17:31.559 --> 00:17:34.920 espresso machine. And that's that's that can 00:17:34.920 --> 00:17:36.359 be part of culture, too. That's not what I'm 00:17:36.359 --> 00:17:38.759 referring to. Talking about like, what's your 00:17:38.759 --> 00:17:41.970 mindset culture? Is it is there a culture of 00:17:41.970 --> 00:17:44.450 safety? Is there a culture of resourcefulness? 00:17:44.529 --> 00:17:47.529 Is there a culture of collaboration? Right. Is 00:17:47.529 --> 00:17:52.210 there a culture of of trust? That's what I'm 00:17:52.210 --> 00:17:54.589 talking about. And that's what always needs to 00:17:54.589 --> 00:17:58.789 be, again, recommitting to and having that fostered 00:17:58.789 --> 00:18:01.730 and cultivated. Is that are we on the same page 00:18:01.730 --> 00:18:04.789 about that? We are. And I'll go one step further 00:18:04.789 --> 00:18:09.880 and say it is your defined values. or beliefs, 00:18:09.900 --> 00:18:13.259 whatever your organization calls, you know, some 00:18:13.259 --> 00:18:17.000 people call it your manifesto, but that you have 00:18:17.000 --> 00:18:21.359 spent the time to define what are the values 00:18:21.359 --> 00:18:24.359 that are going to guide this organization. You 00:18:24.359 --> 00:18:27.119 know, we've got a lot of great literature now 00:18:27.119 --> 00:18:30.960 and research around the power of wine, what's 00:18:30.960 --> 00:18:34.299 your wine and all the, and that's great. But 00:18:34.299 --> 00:18:40.579 if we have a wine without the how, then how do 00:18:40.579 --> 00:18:43.339 you find the who? You know, how do you define 00:18:43.339 --> 00:18:45.420 how you're going to make decisions, how you're 00:18:45.420 --> 00:18:47.680 going to hire? How are you going to hold people 00:18:47.680 --> 00:18:50.259 accountable? How are you going to let that high 00:18:50.259 --> 00:18:54.339 performer go just because they delivered great 00:18:54.339 --> 00:18:57.980 results? but they didn't do it in a way that's 00:18:57.980 --> 00:19:02.000 aligned. So one of the most, to me, one of the 00:19:02.000 --> 00:19:05.400 starting points is making sure that you have 00:19:05.400 --> 00:19:09.000 clearly defined values. And that's more than 00:19:09.000 --> 00:19:13.339 just an exercise and a poster on the wall, but 00:19:13.339 --> 00:19:18.059 that I know that we are in an amazing place with 00:19:18.059 --> 00:19:22.099 a company when I can go in and I could within. 00:19:22.720 --> 00:19:25.640 you know maybe an hour or two in a meeting i 00:19:25.640 --> 00:19:28.460 could probably guess what their defining values 00:19:28.460 --> 00:19:32.259 are like they're living it out but they've done 00:19:32.259 --> 00:19:34.480 that because they first and foremost clearly 00:19:34.480 --> 00:19:39.259 defined this is it's like it's like the ruler 00:19:39.259 --> 00:19:42.880 we're not going to guess how long 12 inches is 00:19:42.880 --> 00:19:46.779 like you have a standard and your values have 00:19:46.779 --> 00:19:50.240 to be defined and the biggest train wrecks that 00:19:50.240 --> 00:19:55.109 we've encountered over 24 years are those organizations 00:19:55.109 --> 00:19:59.210 that have not taken the time to do that and then 00:19:59.210 --> 00:20:05.250 step two is integrated it into their every day 00:20:05.250 --> 00:20:11.130 whether that is how we hire how we fire you know 00:20:11.130 --> 00:20:15.430 how we treat our clients how we make financial 00:20:15.430 --> 00:20:21.119 decisions it should permeate every every inch 00:20:21.119 --> 00:20:25.339 of the organization and that sets the direction 00:20:25.339 --> 00:20:31.339 for the culture yes um yeah great point and um 00:20:31.339 --> 00:20:35.720 i i like this conversation um it reminds me it 00:20:35.720 --> 00:20:38.099 reminds me of a chapter in the book i wrote called 00:20:38.099 --> 00:20:40.880 the practice of feeling good uh one of the chapters 00:20:40.880 --> 00:20:42.700 i wrote is called your values don't mean jack 00:20:42.700 --> 00:20:46.880 and what you can do about it um you see that 00:20:47.640 --> 00:20:51.140 Yeah, because there's something key about what 00:20:51.140 --> 00:20:54.180 you said. Companies spend a lot of time and money 00:20:54.180 --> 00:20:58.940 defining their values. They'll go on expensive 00:20:58.940 --> 00:21:02.200 retreats. Hey, let's get our core values, right? 00:21:02.359 --> 00:21:04.160 We'll list them out. We'll put a poster on the 00:21:04.160 --> 00:21:06.519 board, blah, blah, blah. And a year goes by and 00:21:06.519 --> 00:21:11.359 they're like, not much has changed. Defining 00:21:11.359 --> 00:21:13.420 our values didn't really move the needle, but 00:21:13.420 --> 00:21:17.660 it's something what you said. And the point that 00:21:17.660 --> 00:21:19.519 I make in my book, you see, we all basically 00:21:19.519 --> 00:21:22.519 have the same values. You and I both value health. 00:21:23.259 --> 00:21:26.799 You and I both value financial freedom or stability, 00:21:27.099 --> 00:21:31.619 freedom of speech. We value health, wealth, relationships, 00:21:31.900 --> 00:21:38.299 right? Work, work integrity. And even people 00:21:38.299 --> 00:21:43.690 who are in ill health. Value health. If you would 00:21:43.690 --> 00:21:45.869 have asked me many years ago, like, hey, Fletcher, 00:21:45.890 --> 00:21:48.769 do you value financial stability? I'd be like, 00:21:48.869 --> 00:21:50.529 of course I do. But if you would have looked 00:21:50.529 --> 00:21:52.490 in my checking and savings account, you would 00:21:52.490 --> 00:21:56.190 have saw a big fat zero in both of them. Yes. 00:21:57.349 --> 00:22:00.309 What moves the needle is what you hinted at. 00:22:00.950 --> 00:22:04.369 And that's the standards around the values. That's 00:22:04.369 --> 00:22:08.380 our standards. that breathe life into the values. 00:22:08.619 --> 00:22:10.640 Values, in my opinion, are simply indicators 00:22:10.640 --> 00:22:14.279 of preference. I prefer health. I prefer financial 00:22:14.279 --> 00:22:17.359 stability. I prefer integrity in the workplace. 00:22:18.599 --> 00:22:22.140 But without the standards, the measurements, 00:22:22.579 --> 00:22:26.579 how can we know if we're living into those values? 00:22:26.799 --> 00:22:29.279 And so what I heard you say was, yeah, we don't 00:22:29.279 --> 00:22:32.720 just assume we know what 12 inches is. We have 00:22:32.720 --> 00:22:34.960 a ruler that tells us exactly. And we're going 00:22:34.960 --> 00:22:39.839 to measure that, you know. So, yeah, so I love 00:22:39.839 --> 00:22:43.500 asking leaders this question, like, well, what 00:22:43.500 --> 00:22:46.920 is your standard around communication? Can you 00:22:46.920 --> 00:22:52.579 articulate your standard around how you communicate 00:22:52.579 --> 00:22:56.839 with your team? What is your standard in your 00:22:56.839 --> 00:23:01.000 company checking and savings account? Correct. 00:23:01.019 --> 00:23:07.119 For me personally, I always have a bumper of 00:23:07.119 --> 00:23:09.299 a minimum of $2 ,000 in my checking account. 00:23:09.680 --> 00:23:14.960 That's my standard, right? Why? Because in my 00:23:14.960 --> 00:23:20.819 old life, I used to get overdraft fees. So I 00:23:20.819 --> 00:23:23.079 was like, oh, I need to have a standard around 00:23:23.079 --> 00:23:25.779 this. How we learn. And you know that standard 00:23:25.779 --> 00:23:31.029 is so important, especially... When it gets hard, 00:23:31.170 --> 00:23:36.109 especially when you have to hold people accountable. 00:23:36.549 --> 00:23:40.509 But values provide clarity. So, you know, great 00:23:40.509 --> 00:23:42.569 question. If you've got somebody on your team 00:23:42.569 --> 00:23:46.509 right now and you think, well, they have this, 00:23:46.529 --> 00:23:50.789 not so much this. It's so easy to rationalize 00:23:50.789 --> 00:23:52.789 sometimes because when you're in it, it's hard 00:23:52.789 --> 00:23:56.470 to step back. But a great question sometimes 00:23:56.470 --> 00:24:00.200 is if you hold that behavior up. against your 00:24:00.200 --> 00:24:04.839 values does it match does it fit and the answer 00:24:04.839 --> 00:24:08.920 usually is either a hell yes or hell no thank 00:24:08.920 --> 00:24:13.240 you for the clarity because but you're right 00:24:13.240 --> 00:24:16.220 it's an absolute standard and whether however 00:24:16.220 --> 00:24:20.079 it is showing up and how we make decisions or 00:24:20.079 --> 00:24:23.019 how we you know hire how we hold people accountable 00:24:23.819 --> 00:24:26.700 If you have not agreed upon that and if you've 00:24:26.700 --> 00:24:29.980 not made it really clear and talk about another 00:24:29.980 --> 00:24:34.079 thing that there is no done in reinforcing the 00:24:34.079 --> 00:24:37.559 values. If you have not done that, then we're 00:24:37.559 --> 00:24:40.380 all operating off of the different standards. 00:24:41.079 --> 00:24:47.420 Exactly. Exactly. Yeah. We value a clean, common 00:24:47.420 --> 00:24:51.740 kitchen space, a break room. what does that look 00:24:51.740 --> 00:24:54.960 like exactly what's the standard around that 00:24:54.960 --> 00:24:57.539 then right yeah so another way of thinking about 00:24:57.539 --> 00:25:00.039 it is like we value a good bowling game okay 00:25:00.039 --> 00:25:02.640 great well the let's put up the bumpers because 00:25:02.640 --> 00:25:04.900 like those are the standards that are going to 00:25:04.900 --> 00:25:06.759 ensure that we are at least hitting the pins 00:25:06.759 --> 00:25:10.680 right yeah so yeah standards standards help us 00:25:10.680 --> 00:25:15.490 breathe life into those critical values so We 00:25:15.490 --> 00:25:18.750 have a fun exercise with that that we'll do sometimes. 00:25:19.009 --> 00:25:23.269 And when we are bringing in people for a workshop, 00:25:23.589 --> 00:25:26.690 we'll have them on a piece of paper that we'll 00:25:26.690 --> 00:25:28.910 have them draw out. We'll make a measurement, 00:25:28.990 --> 00:25:31.289 let's say eight and three quarter inches. So 00:25:31.289 --> 00:25:34.289 you just have to draw that out. And so everybody 00:25:34.289 --> 00:25:37.009 has theirs. But then when they start stacking 00:25:37.009 --> 00:25:41.190 them up, you know, like that. And, you know, 00:25:41.190 --> 00:25:43.779 the question is what. what would have made sure 00:25:43.779 --> 00:25:47.940 that we all had the same uh perception of eight 00:25:47.940 --> 00:25:51.299 and three quarter inches well if we had a ruler 00:25:51.299 --> 00:25:56.220 values and you know it's just an easy way for 00:25:56.220 --> 00:25:59.839 people to understand otherwise what i believe 00:25:59.839 --> 00:26:02.920 and what you believe may be very different oh 00:26:02.920 --> 00:26:08.319 that is so brilliant it's fun Can I use that? 00:26:08.480 --> 00:26:11.619 That is so good. And it's really fun when you're 00:26:11.619 --> 00:26:16.819 working with people that are in professions like 00:26:16.819 --> 00:26:20.900 construction or where they feel like they're 00:26:20.900 --> 00:26:24.640 experts in that already. It's really a lot of 00:26:24.640 --> 00:26:30.660 fun. Yes, you can use that exercise. I am absolutely 00:26:30.660 --> 00:26:33.740 going to. That is so fun and illustrates what 00:26:33.740 --> 00:26:37.109 we were just talking about perfectly. Yeah. So 00:26:37.109 --> 00:26:43.829 good. So, Sherry, if people are digging what 00:26:43.829 --> 00:26:46.990 you're saying and want to connect or learn more 00:26:46.990 --> 00:26:52.390 or order your new book that's coming out, which 00:26:52.390 --> 00:26:55.769 is called, hold on, my tablet just closed, which 00:26:55.769 --> 00:26:59.289 is called The Science of High Performance Leadership. 00:26:59.730 --> 00:27:03.250 Yes. Tell us how we can connect with you. Well, 00:27:03.289 --> 00:27:06.839 it's easy. We're at YellingGroup .com. and right 00:27:06.839 --> 00:27:10.220 now you can get on the first to know list it 00:27:10.220 --> 00:27:15.259 should fingers crossed uh be out uh mid early 00:27:15.259 --> 00:27:18.640 to mid october so we're just right there at the 00:27:18.640 --> 00:27:22.460 deadline for it we're so excited about the book 00:27:22.460 --> 00:27:27.079 because in it is packed with practical actions 00:27:27.079 --> 00:27:30.819 leaders can take that was very important to me 00:27:30.819 --> 00:27:33.599 that we understand the science behind it but 00:27:34.279 --> 00:27:36.720 even better that they're practical applications. 00:27:37.079 --> 00:27:41.299 And then there's a link to a portal that has 00:27:41.299 --> 00:27:46.799 almost 40 additional templates and videos and 00:27:46.799 --> 00:27:50.500 tools that leaders can take and use immediately. 00:27:51.319 --> 00:27:54.240 So, yes, it's the science of high performance 00:27:54.240 --> 00:27:58.440 leadership and then a very long subtitle. But 00:27:58.440 --> 00:28:02.140 it's important to me. And that is that it's seven 00:28:02.140 --> 00:28:05.359 brain based strategies to become a leader worth 00:28:05.359 --> 00:28:11.799 following. And it really does. It really is a 00:28:11.799 --> 00:28:15.880 map, a map to how do you build those relationships 00:28:15.880 --> 00:28:19.720 and how do you build a culture? Yes. So that 00:28:19.720 --> 00:28:24.039 you gain. true commitment from really talented 00:28:24.039 --> 00:28:28.019 people. It sounds like a wonderful and, and much 00:28:28.019 --> 00:28:33.119 needed book. And so you can visit Sherry at the 00:28:33.119 --> 00:28:36.420 Yellen group .com. Is that accurate? No, the 00:28:36.420 --> 00:28:41.500 just Yellen group. And there's no G on Yellen. 00:28:43.559 --> 00:28:48.160 It's just YellenGroup .com. Yeah. And Yellen 00:28:48.160 --> 00:28:53.319 is Y -E -L -L -I -N. Yes. So YellenGroup .com. 00:28:53.779 --> 00:28:57.099 Connect with Sherry. Check out some of her resources 00:28:57.099 --> 00:29:01.539 there. Grab a copy of her new book that is soon 00:29:01.539 --> 00:29:04.819 to be released. And I also just want to say to 00:29:04.819 --> 00:29:07.019 those leaders out there, the people in leadership 00:29:07.019 --> 00:29:11.460 positions, thank you for stepping up. We need 00:29:11.460 --> 00:29:16.250 leaders. We do. Now more than ever. And it's 00:29:16.250 --> 00:29:23.309 vulnerable to lead. So educate yourself. Stay 00:29:23.309 --> 00:29:26.130 in the conversation about leadership. Become 00:29:26.130 --> 00:29:29.869 the best leader you can. Become a leader worth 00:29:29.869 --> 00:29:33.329 following. Any last words that you'd like to 00:29:33.329 --> 00:29:37.009 say before we wrap up here, Sherry? Well, I think, 00:29:37.009 --> 00:29:40.230 you know, just my final thoughts is we are in 00:29:40.230 --> 00:29:46.079 a... in a season of our world where it does matter 00:29:46.079 --> 00:29:49.099 it matters maybe more than ever because with 00:29:49.099 --> 00:29:52.880 all the ways that we have to connect we may be 00:29:52.880 --> 00:29:57.240 the most disconnected our society has ever been 00:29:57.240 --> 00:30:02.799 and my other my other thought is that if you 00:30:02.799 --> 00:30:05.700 don't want to do the work if you don't want to 00:30:05.700 --> 00:30:09.220 do the work on yourself learning how to lead 00:30:09.220 --> 00:30:13.180 others more effectively please step aside it's 00:30:13.180 --> 00:30:16.059 okay we were doing an emerging leaders program 00:30:16.059 --> 00:30:20.400 one one year and about midpoint we had someone 00:30:20.400 --> 00:30:25.900 say to us I've taken away that I don't want to 00:30:25.900 --> 00:30:29.460 be in a leadership role I want to be a great 00:30:29.460 --> 00:30:32.769 engineer And we need great engineers and we need 00:30:32.769 --> 00:30:35.849 great nurses and we need great educators. And 00:30:35.849 --> 00:30:40.430 it's it is perfectly OK to to acknowledge this 00:30:40.430 --> 00:30:44.170 is not something I'm called to do. And I don't 00:30:44.170 --> 00:30:46.509 necessarily want to put the effort into it. I 00:30:46.509 --> 00:30:48.990 want to put my efforts into something else. And 00:30:48.990 --> 00:30:54.049 that is completely OK. Yeah. Wise words. Thank 00:30:54.049 --> 00:30:57.410 you for that. Hey, our guest today has been Sherry 00:30:57.410 --> 00:31:00.650 Yellen from the Yellen Group. And you can visit 00:31:00.650 --> 00:31:03.990 her at YellenGroup .com. All about leadership, 00:31:04.170 --> 00:31:08.369 an important topic. And so connect with her, 00:31:08.410 --> 00:31:10.750 get her a copy of her book. And now it's time 00:31:10.750 --> 00:31:13.309 for you all to get out there. Be a source of 00:31:13.309 --> 00:31:16.089 kindness. Be a source of contribution. You do 00:31:16.089 --> 00:31:19.390 have something to offer this world. And I believe 00:31:19.390 --> 00:31:21.809 in you. Thank you for being here today. I'm really 00:31:21.809 --> 00:31:23.789 happy that you tuned in to Vision Pros Live. 00:31:23.990 --> 00:31:26.390 I'm looking forward to seeing your reactions 00:31:26.390 --> 00:31:29.029 as these episodes continue to move forward. This 00:31:29.029 --> 00:31:30.930 is going to get more and more fun. We'll have 00:31:30.930 --> 00:31:32.730 more and more engagement as well. We'll invite 00:31:32.730 --> 00:31:35.150 people to participate in the show. And thank 00:31:35.150 --> 00:31:37.109 you for giving us your time and attention. Have 00:31:37.109 --> 00:31:39.809 an excellent time building out your vision and 00:31:39.809 --> 00:31:40.829 becoming a vision pro yourself.