WEBVTT 00:00:00.000 --> 00:00:02.279 your goals for it. Those are all very important 00:00:02.279 --> 00:00:05.860 to me. The podcast industry is what I call an 00:00:05.860 --> 00:00:08.640 amateur industry, and that's okay. That's one 00:00:08.640 --> 00:00:10.080 of the reasons why I like it and I choose to 00:00:10.080 --> 00:00:14.699 be in it. Anybody who has a $45 microphone, a 00:00:14.699 --> 00:00:17.420 camera, can go live on Facebook, calls it a podcast, 00:00:17.640 --> 00:00:20.399 and that's great from a positional standpoint 00:00:20.399 --> 00:00:24.100 for the entire world. But from my standpoint, 00:00:24.359 --> 00:00:27.899 I have to be careful as a... as a host that when 00:00:27.899 --> 00:00:30.000 i get if i get a young kid who comes on and talks 00:00:30.000 --> 00:00:32.200 about how he wants to be a doctor phenomenal 00:00:32.200 --> 00:00:34.939 i can do that but if i get a doctor who comes 00:00:34.939 --> 00:00:37.280 on and says he's invented a new non -invasive 00:00:37.280 --> 00:00:41.039 heart surgery i have to do my research and find 00:00:41.039 --> 00:00:44.179 out is he legitimate is this a fraud situation 00:00:44.179 --> 00:00:46.000 is there a ponzi scheme or something going on 00:00:46.000 --> 00:00:48.740 behind it i have to be very aware so that i don't 00:00:48.740 --> 00:00:51.280 end up endorsing something that, uh, that may 00:00:51.280 --> 00:00:53.759 not. And you, you got superpowers. You're, you 00:00:53.759 --> 00:00:55.640 got a couple of decades of wisdom, at least. 00:00:55.659 --> 00:00:59.259 I know you're at least 20. Um, you've got, you 00:00:59.259 --> 00:01:03.000 know, a great sizzle reel. Um, you've got, you're 00:01:03.000 --> 00:01:05.739 on point with your messaging. Um, and we've got 00:01:05.739 --> 00:01:08.239 a business world where 96 % of businesses fell 00:01:08.239 --> 00:01:11.700 within 10 years, 4 % survive. The ones who are 00:01:11.700 --> 00:01:14.340 surviving, most of them have to, they think they 00:01:14.340 --> 00:01:17.299 have to pretend to, to do well in order to get 00:01:17.299 --> 00:01:23.790 business. Um, and Man, they lack vision. They 00:01:23.790 --> 00:01:27.170 don't have clarity. They lack culture. They're 00:01:27.170 --> 00:01:29.549 all transactional. Very few are transformational. 00:01:30.129 --> 00:01:33.790 And they lack leadership because they're so busy 00:01:33.790 --> 00:01:35.849 chasing the next dollar. They're not developing 00:01:35.849 --> 00:01:38.290 their people. So I think we speak the same language. 00:01:38.530 --> 00:01:43.969 Your form talked about awards, which is fantastic. 00:01:44.670 --> 00:01:46.150 But I don't have any context in those awards 00:01:46.150 --> 00:01:48.430 either. So feel free to just enlighten me and 00:01:48.430 --> 00:01:49.989 feel free to ask me any question you'd like as 00:01:49.989 --> 00:01:54.150 well. Yeah, as far as, you know, who am I? What 00:01:54.150 --> 00:01:58.209 is Sola? You know, what is our vision? Our vision 00:01:58.209 --> 00:02:05.489 is to change people's lives for the better. Because 00:02:05.489 --> 00:02:08.289 we've seen over the years, you know, I've been 00:02:08.289 --> 00:02:12.620 on this earth. enough times to see all the pitfalls 00:02:12.620 --> 00:02:16.780 people have made i've seen all the grand ideas 00:02:16.780 --> 00:02:21.479 i've seen theology use or excuse me uh theories 00:02:21.479 --> 00:02:25.740 in terms of okay this is how we need to operate 00:02:25.740 --> 00:02:28.919 and you just see all of the ups and downs over 00:02:28.919 --> 00:02:32.039 the years and you go what is what is wrong you 00:02:32.039 --> 00:02:36.259 know what is needed what's missing I personally 00:02:36.259 --> 00:02:38.419 believe, and my business partner, John Grannis, 00:02:38.460 --> 00:02:42.060 we both believe that it's the lack of investing 00:02:42.060 --> 00:02:46.340 in people. It's the lack of empowering people. 00:02:46.900 --> 00:02:49.439 Here's an example of the lack of empowerment. 00:02:49.860 --> 00:02:51.840 I don't know the last time, Jackson, you've been 00:02:51.840 --> 00:02:55.819 on a customer service call. You call in. You 00:02:55.819 --> 00:02:59.840 have a problem. And obviously, all you want is 00:02:59.840 --> 00:03:03.500 your problem to be fixed and go away. But you 00:03:03.500 --> 00:03:06.469 get the person. who can't make any decisions, 00:03:06.750 --> 00:03:09.750 then you have to get transferred and then you 00:03:09.750 --> 00:03:12.629 get lost in that whole transfer world. Then you 00:03:12.629 --> 00:03:16.389 get that person and they go, oh, I can't help 00:03:16.389 --> 00:03:19.289 you with that. Yeah. I'll give you a perfect 00:03:19.289 --> 00:03:23.069 example, Bob. And this is something that most 00:03:23.069 --> 00:03:25.030 of you who are in the podcast can relate to. 00:03:25.469 --> 00:03:29.210 I love Go High Level. It is our system of choice. 00:03:29.409 --> 00:03:32.490 It does a lot of great things for us. And I called 00:03:32.490 --> 00:03:35.340 them this morning, jumped onto Zoom. And they 00:03:35.340 --> 00:03:39.520 have a new waiting room type operation. It seems 00:03:39.520 --> 00:03:41.840 like they're trying to make some upgrades. But 00:03:41.840 --> 00:03:44.439 the person right there that's assigning people 00:03:44.439 --> 00:03:48.199 to agents could not assign me, was incapable 00:03:48.199 --> 00:03:51.520 of assigning me without me going onto their website 00:03:51.520 --> 00:03:54.000 and filling out with an AI that's very slow, 00:03:54.139 --> 00:03:56.960 why it is that I needed to talk to somebody. 00:03:57.680 --> 00:04:00.740 And I asked her, will you do me a favor while 00:04:00.740 --> 00:04:03.539 I do this? And can you submit a ticket about 00:04:03.539 --> 00:04:06.539 how this, is interrupting my day and interrupts 00:04:06.539 --> 00:04:08.099 the flow of your clients. And she said, I don't 00:04:08.099 --> 00:04:11.219 have the ability to do that. And there was four 00:04:11.219 --> 00:04:12.860 other agents in there. I said, can any of you 00:04:12.860 --> 00:04:15.000 four agents do that? No, they're all assigned 00:04:15.000 --> 00:04:19.160 to their responsibilities. And I don't mean to 00:04:19.160 --> 00:04:22.839 shame Go High Level as the poster child of this 00:04:22.839 --> 00:04:25.620 experience. My hope is that Go High Level's executives 00:04:25.620 --> 00:04:29.439 will hear this. They will step into action, realize 00:04:29.439 --> 00:04:31.339 that there's an opportunity here that will bless 00:04:31.339 --> 00:04:33.480 the lives of thousands upon thousands of their 00:04:33.480 --> 00:04:36.459 clients. And allow people like myself to speak 00:04:36.459 --> 00:04:39.040 much more positive things about the way that 00:04:39.040 --> 00:04:43.040 they go about disrupting the friction that exists. 00:04:43.079 --> 00:04:44.759 Removing the friction, smoothing it out. It's 00:04:44.759 --> 00:04:47.740 not that hard to do. So, Bob, well said. Very 00:04:47.740 --> 00:04:50.279 important that we all take notes on that. Yeah. 00:04:50.379 --> 00:04:54.839 And when you also think about the lack of empowerment, 00:04:54.959 --> 00:04:59.459 this is another area that I think you see is 00:04:59.459 --> 00:05:03.120 the C -level. you know, organizations being structured 00:05:03.120 --> 00:05:08.100 like this. So we've got the top and it all goes 00:05:08.100 --> 00:05:12.100 downhill to the bottom. And I think the most 00:05:12.100 --> 00:05:17.160 major piece is the top piece does not empower 00:05:17.160 --> 00:05:21.680 management because what they're charged with 00:05:21.680 --> 00:05:25.920 is get our employees to do X, Y, and Z, which 00:05:25.920 --> 00:05:29.180 is all financially related. Market strategies, 00:05:29.800 --> 00:05:31.639 everything. It's always bottom line is the dollar. 00:05:31.939 --> 00:05:35.540 Yeah. Which I totally understand. But what I 00:05:35.540 --> 00:05:38.160 believe happens is when you become so focused 00:05:38.160 --> 00:05:40.519 on just the money, what do you lose sight of? 00:05:40.699 --> 00:05:43.399 Your greatest resource, which is your people. 00:05:43.480 --> 00:05:45.740 Your people. Well, and a big part of that, Bob, 00:05:45.759 --> 00:05:48.240 too, to double down on the mass market. Most 00:05:48.240 --> 00:05:51.420 of the visionaries who listen in are newer, younger, 00:05:51.639 --> 00:05:55.800 getting into it. And, you know, they won. We 00:05:55.800 --> 00:05:57.740 call it a top -down management. You and I both 00:05:57.740 --> 00:05:59.379 know that in order to implement it, you have 00:05:59.379 --> 00:06:01.540 to reverse it, right? And you have to support 00:06:01.540 --> 00:06:03.519 as leaders. You got to support the whole system. 00:06:03.560 --> 00:06:05.560 We read top to bottom, left to right. So nobody 00:06:05.560 --> 00:06:07.459 designed that poorly. It's just a matter of reading. 00:06:07.579 --> 00:06:11.399 But on the flip side, with the small businesses, 00:06:11.759 --> 00:06:15.839 they're so desperate for cash growth that they 00:06:15.839 --> 00:06:18.279 think they have to build fractionally. And so 00:06:18.279 --> 00:06:19.920 the fractional term has gotten big. We have all 00:06:19.920 --> 00:06:22.199 these fractional C -level executives out there. 00:06:22.759 --> 00:06:25.399 And from what I can see, and tell me if I'm wrong, 00:06:25.420 --> 00:06:27.339 but from accountability standpoint, nobody knows 00:06:27.339 --> 00:06:31.360 what the C means. Nobody. Nobody's using the 00:06:31.360 --> 00:06:34.819 actual C. They put somebody in place as a fractional 00:06:34.819 --> 00:06:39.079 so they can have a cheap investment. That fractional 00:06:39.079 --> 00:06:40.959 person's excited because they can have four or 00:06:40.959 --> 00:06:44.319 five clients and sustain themselves. But at the 00:06:44.319 --> 00:06:47.709 end of the day, they're not making chief. level 00:06:47.709 --> 00:06:50.629 of decisions everybody's bottlenecking with whoever 00:06:50.629 --> 00:06:52.970 the the main person is or the main couple people 00:06:52.970 --> 00:06:54.930 on their executive assistant their office but 00:06:54.930 --> 00:06:57.629 they're they're not establishing chief level 00:06:57.629 --> 00:06:59.610 behaviors to your point i can't wait we're gonna 00:06:59.610 --> 00:07:02.050 dive in i gotta dive in deep with you on this 00:07:02.050 --> 00:07:03.410 stuff this is gonna be yeah you might talk to 00:07:03.410 --> 00:07:05.410 me a little bit about the awards that you guys 00:07:05.410 --> 00:07:07.430 have won where'd you win them from what's the 00:07:07.430 --> 00:07:09.829 what's the quantification qualification of those 00:07:09.829 --> 00:07:12.769 yeah these are the tele awards they're kind of 00:07:12.769 --> 00:07:17.480 like our grammy emmy in our world So the telewards, 00:07:17.579 --> 00:07:21.680 they have a specific area for industrial training 00:07:21.680 --> 00:07:27.199 films. So our last one, and this will get into 00:07:27.199 --> 00:07:29.439 our philosophy, the last one that we just submitted 00:07:29.439 --> 00:07:32.720 is the right side of the line. It's all about 00:07:32.720 --> 00:07:35.519 harassment and discrimination and creating respect 00:07:35.519 --> 00:07:39.579 in the workplace. Now, we're not afraid to address 00:07:39.579 --> 00:07:43.620 topics that people don't want to talk about because 00:07:43.620 --> 00:07:48.019 they're afraid. um anti -semitism islamic phobia 00:07:48.019 --> 00:07:54.500 uh asian hate i it's been really interesting 00:07:54.500 --> 00:07:58.000 and the response has been great so if i add one 00:07:58.000 --> 00:08:03.399 to that yeah i'll add one to it um we're we're 00:08:03.399 --> 00:08:06.639 we stand against va relationships we call it 00:08:06.639 --> 00:08:10.699 virtual abuse virtual abuse is rampant right 00:08:10.699 --> 00:08:14.430 now it's modern slavery And we don't, we often, 00:08:14.509 --> 00:08:16.389 most of the people say, well, my VA loves me. 00:08:16.649 --> 00:08:18.750 Why don't you let a third party verify that? 00:08:19.610 --> 00:08:22.509 Yeah. Rather than assuming that just because 00:08:22.509 --> 00:08:23.850 they told you they love you and just because 00:08:23.850 --> 00:08:26.149 you pay them more than whoever last paid them, 00:08:26.269 --> 00:08:28.730 there's a lot of little things that can be done 00:08:28.730 --> 00:08:31.209 to find out. And again, I'm not talking about 00:08:31.209 --> 00:08:35.169 policing it. And if we don't open our eyes as 00:08:35.169 --> 00:08:38.529 leaders to really take into consideration how 00:08:38.529 --> 00:08:40.870 much do our people love working with us? How 00:08:40.870 --> 00:08:43.730 much are we helping them? be empowered? How much 00:08:43.730 --> 00:08:45.809 are we understanding what their life needs are, 00:08:45.909 --> 00:08:48.090 what their wants and desire, where they want 00:08:48.090 --> 00:08:50.789 to go from here? I see very few leaders having 00:08:50.789 --> 00:08:53.830 those conversations with their proclaimed virtual 00:08:53.830 --> 00:08:56.269 assistant, who's actually their proclaimed do 00:08:56.269 --> 00:08:59.230 it everywhere and everything on time faster than 00:08:59.230 --> 00:09:02.230 I can when you don't want to, because you're 00:09:02.230 --> 00:09:04.850 so terrified of losing your job. You're not going 00:09:04.850 --> 00:09:08.710 to say no ever, but that entrepreneur is going 00:09:08.710 --> 00:09:10.889 to live the high life in the meantime. Yeah. 00:09:10.970 --> 00:09:13.669 I'm going to circle back around to the question. 00:09:13.850 --> 00:09:23.029 This is cool because I was just in front of basically 00:09:23.029 --> 00:09:26.090 a team that is responsible. This organization 00:09:26.090 --> 00:09:30.289 is in the healthcare industry. They have, are 00:09:30.289 --> 00:09:35.710 you ready for this? They have over 200 ,000 employees, 00:09:35.990 --> 00:09:39.259 close to 300. They're actually over 300 with 00:09:39.259 --> 00:09:43.580 the part -timers. So they're massive. And we 00:09:43.580 --> 00:09:48.340 got into a conversation and we were telling them 00:09:48.340 --> 00:09:51.039 about the right side of the line and another 00:09:51.039 --> 00:09:54.720 program. But in the conversation, we got into 00:09:54.720 --> 00:09:58.960 management. Okay. Are your managers really in 00:09:58.960 --> 00:10:04.860 touch? And here's an example. Somebody, a female, 00:10:04.960 --> 00:10:07.899 we'll just use a female as an example. has been 00:10:07.899 --> 00:10:12.919 was sexually harassed and abused and the perpetrator 00:10:12.919 --> 00:10:21.000 was duly investigated charged everything now 00:10:21.000 --> 00:10:25.519 problems done now as a manager let's say you 00:10:25.519 --> 00:10:30.519 know I I've got a team of 10. four of them are 00:10:30.519 --> 00:10:34.960 females what are those females potentially thinking 00:10:37.039 --> 00:10:40.519 they just they they didn't have any issues but 00:10:40.519 --> 00:10:44.799 am i next right so what's being done to support 00:10:44.799 --> 00:10:49.120 the person right that got affected i'm sitting 00:10:49.120 --> 00:10:51.419 here i go into my meeting and i got my list and 00:10:51.419 --> 00:10:53.320 hey well let's go boom boom boom boom let's get 00:10:53.320 --> 00:10:57.879 through this stuff never checking in and what 00:10:57.879 --> 00:11:02.740 are your needs what are the your concerns and 00:11:02.740 --> 00:11:05.679 if we're more in tune with those types of things 00:11:06.200 --> 00:11:10.639 You think about if I would ask the women to stay 00:11:10.639 --> 00:11:14.200 behind after the meeting and I would bring up, 00:11:14.259 --> 00:11:18.279 I know you're aware of so -and -so. It was a 00:11:18.279 --> 00:11:21.500 horrible thing. What are your thoughts about 00:11:21.500 --> 00:11:26.679 that? Do you have any concerns? The trust level, 00:11:26.759 --> 00:11:33.240 which is dramatically. And not only that, now 00:11:33.240 --> 00:11:37.669 am I in a position? to redirect them on a performance? 00:11:38.649 --> 00:11:40.970 Absolutely, because they trust me. They know 00:11:40.970 --> 00:11:45.629 that I care about them. And it's not a game we 00:11:45.629 --> 00:11:49.389 play. It's people, when they're taught that they 00:11:49.389 --> 00:11:54.090 can be empathetic, we really are. As people, 00:11:54.149 --> 00:11:57.809 we can be very empathetic when you allow somebody 00:11:57.809 --> 00:12:02.149 to tell their story. And so I asked them, I said, 00:12:02.289 --> 00:12:07.240 are your managers? That in tune with all the 00:12:07.240 --> 00:12:08.840 things that's going on, and especially in the 00:12:08.840 --> 00:12:12.620 healthcare. Patients, man, there's a lot of patients 00:12:12.620 --> 00:12:16.799 that get abused. There's a lot of nurses that 00:12:16.799 --> 00:12:20.240 get abused from doctors and other types of clinical 00:12:20.240 --> 00:12:25.559 physicians. It's crazy what goes on out there. 00:12:25.919 --> 00:12:31.500 So we said, all right, what can we do to help 00:12:31.500 --> 00:12:34.590 you? and i said here's what we do this is why 00:12:34.590 --> 00:12:40.230 we do what we do we create training films that 00:12:40.230 --> 00:12:44.570 have three things they're realistic they're relatable 00:12:44.570 --> 00:12:49.450 and they're relevant because if you have those 00:12:49.450 --> 00:12:53.629 three you can actually engage the person to actually 00:12:53.629 --> 00:12:56.549 pay attention they put themselves in that situation 00:12:56.549 --> 00:13:01.429 or they relate to oh i just saw this happen And 00:13:01.429 --> 00:13:04.230 they have a greater understanding of the content 00:13:04.230 --> 00:13:07.809 and why it's so important for them to not just 00:13:07.809 --> 00:13:11.470 take it here, but to place it in here. And we've 00:13:11.470 --> 00:13:13.330 always heard of it. And that's why I'm excited. 00:13:13.509 --> 00:13:16.350 So I'm excited. So I'll take a look at the materials, 00:13:16.409 --> 00:13:18.850 too. I'm very fortunate. I was part of the team 00:13:18.850 --> 00:13:20.750 at Video Power Marketing. It's Jake Larson's 00:13:20.750 --> 00:13:24.250 right hand man. And at Video Power, we did we 00:13:24.250 --> 00:13:26.309 launched some of the most viral video ad campaigns 00:13:26.309 --> 00:13:30.120 of all time. And our video ad producer produced 00:13:30.120 --> 00:13:31.960 the number one YouTube ad of the decade with 00:13:31.960 --> 00:13:33.860 Kobe Bryant and Lionel Messi on Turkish Airlines. 00:13:34.659 --> 00:13:38.259 And so each one of these ads, those were three 00:13:38.259 --> 00:13:41.240 of many elements that were needed in order to 00:13:41.240 --> 00:13:43.240 really gain traction. You know, if we just had 00:13:43.240 --> 00:13:45.500 those three elements, the content still would 00:13:45.500 --> 00:13:48.279 have fallen flat. The gamification is missing, 00:13:48.419 --> 00:13:51.340 the intrigue, what I call the intrigue, the attract 00:13:51.340 --> 00:13:53.870 and the inspire. Um, as well, those are three 00:13:53.870 --> 00:13:55.590 critical components for people who are at the 00:13:55.590 --> 00:13:57.509 unaware level, moving towards awareness, looking 00:13:57.509 --> 00:13:59.750 for safety, um, right. And healthy boundaries. 00:13:59.950 --> 00:14:02.929 So there's so many things, vision pros that we'll 00:14:02.929 --> 00:14:04.750 want to take a look at with this, but I can tell 00:14:04.750 --> 00:14:08.309 you just from the nature of Bob, how he shows 00:14:08.309 --> 00:14:10.250 up as a leader, um, to get to know some is our 00:14:10.250 --> 00:14:12.610 first time meeting my friends. Um, you know, 00:14:12.610 --> 00:14:15.509 and, and the, the nature of this conversation, 00:14:15.730 --> 00:14:18.889 it has been extremely transformational, very 00:14:18.889 --> 00:14:22.009 little transactional. dialogue has taken place 00:14:22.009 --> 00:14:24.289 between the two of us. And then the examples 00:14:24.289 --> 00:14:27.090 that he's given tells you about how he's walked 00:14:27.090 --> 00:14:29.570 in this experience of talking to leaders, empowering 00:14:29.570 --> 00:14:32.169 individuals, working with tons of, it doesn't 00:14:32.169 --> 00:14:34.450 matter if it's 200 ,000 in the hospital, 20 ,000 00:14:34.450 --> 00:14:37.409 or 2000, you can see there's a level of depth 00:14:37.409 --> 00:14:39.850 here. So I do look forward to diving in deeper 00:14:39.850 --> 00:14:42.950 on those dynamics. One thing I'd like to add 00:14:42.950 --> 00:14:45.149 or circle back to is a quote that came to mind 00:14:45.149 --> 00:14:48.190 as you spoke, Bob. My favorite quote is people 00:14:48.190 --> 00:14:51.279 don't care how much we know. until they know 00:14:51.279 --> 00:14:54.960 how much we care. And once people know how much 00:14:54.960 --> 00:14:58.340 we care, they're going to care about implementing 00:14:58.340 --> 00:15:00.639 what it is that we know. They will go to bat 00:15:00.639 --> 00:15:03.440 for us beyond belief. So there's the negative 00:15:03.440 --> 00:15:06.309 side. People won't care if we don't care. But 00:15:06.309 --> 00:15:08.990 the positive side, if we really care about people, 00:15:09.110 --> 00:15:11.450 we can move mountains very fast with great people 00:15:11.450 --> 00:15:13.409 by our side, and it can be a lot of fun. So Bob's 00:15:13.409 --> 00:15:17.129 a living example of that. Let's use some of this, 00:15:17.210 --> 00:15:19.610 Bob, as the first introduction segment. Are you 00:15:19.610 --> 00:15:22.470 okay with that? Sure. Yeah. I mean, I just kind 00:15:22.470 --> 00:15:23.789 of went into podcast mode. I was like, let's 00:15:23.789 --> 00:15:25.269 do this. I was like, I like Bob. We're going 00:15:25.269 --> 00:15:26.990 to make this happen. And I'd love to have you 00:15:26.990 --> 00:15:29.070 come back. I'd love to dive deeper into the program 00:15:29.070 --> 00:15:31.990 as well and see what you have there. And I'd 00:15:31.990 --> 00:15:34.679 love to dive, you know, figure out too. Which 00:15:34.679 --> 00:15:36.899 of the markets that are listening to this do 00:15:36.899 --> 00:15:38.720 we really want to focus in on serving? Because 00:15:38.720 --> 00:15:41.480 they're different. Just like mathematics, right? 00:15:41.620 --> 00:15:44.360 If I'm teaching basic math today, that's okay. 00:15:44.639 --> 00:15:46.419 But anybody who's in algebra is going to leave 00:15:46.419 --> 00:15:50.100 within seconds. But if I'm teaching calculus, 00:15:50.399 --> 00:15:53.009 that's totally cool. But I need to make sure 00:15:53.009 --> 00:15:55.789 to be, you know, tied into that. So we'll be 00:15:55.789 --> 00:15:57.889 we'll be coming back with Bob as soon as I can. 00:15:57.909 --> 00:16:00.909 I can reign his schedule back in or bring it 00:16:00.909 --> 00:16:03.470 back to live. Bob, any final words of wisdom? 00:16:03.509 --> 00:16:05.409 This is a last chance you had to meet with me 00:16:05.409 --> 00:16:08.629 and talk to our people about what they can do 00:16:08.629 --> 00:16:10.250 to support their vision or move their vision 00:16:10.250 --> 00:16:14.269 forward. What would your advice be? I would say 00:16:14.269 --> 00:16:19.090 seek to understand your people. Seek to find 00:16:19.090 --> 00:16:23.200 out what they need. What you can do to help them 00:16:23.200 --> 00:16:26.980 succeed, to help them have a balanced life, to 00:16:26.980 --> 00:16:30.340 give them the opportunities that every person 00:16:30.340 --> 00:16:34.000 deserves. So to have the mindset to go all the 00:16:34.000 --> 00:16:37.039 way down, as you were talking about the pyramid, 00:16:37.259 --> 00:16:40.019 go all the way down to the janitor that is kind 00:16:40.019 --> 00:16:43.360 of traditionally seen as the lowest person on 00:16:43.360 --> 00:16:46.899 the totem pole. Have the mindset that every person 00:16:46.899 --> 00:16:50.639 matters. And I want to know, what do you need? 00:16:50.919 --> 00:16:53.080 What are your concerns? What questions? What 00:16:53.080 --> 00:16:56.539 can I provide for you? I want you to come here 00:16:56.539 --> 00:17:01.919 and be thrilled. Not just, I got a job. No, you're 00:17:01.919 --> 00:17:08.539 thrilled to be there. And to be a part of something 00:17:08.539 --> 00:17:12.240 that's bigger than yourself. It's in us. We want 00:17:12.240 --> 00:17:15.740 to be part of something. We always do. And if 00:17:15.740 --> 00:17:18.599 you give that understanding for people. That's 00:17:18.599 --> 00:17:21.880 what they will grab onto it. And people I think 00:17:21.880 --> 00:17:25.579 are amazing when they are given those opportunities. 00:17:26.440 --> 00:17:30.920 Huge. Absolutely. Vision pros. Yeah. Side note. 00:17:30.960 --> 00:17:34.240 Do you want John Grannis, my business partner 00:17:34.240 --> 00:17:36.640 to be on the call too? I'd love to meet him. 00:17:36.700 --> 00:17:38.380 I'd absolutely love to have you guys. We can 00:17:38.380 --> 00:17:40.400 do group. We can do separate. We'll definitely 00:17:40.400 --> 00:17:42.000 let's talk about that right after we wrap this 00:17:42.000 --> 00:17:47.369 up. If I was in a moment where. This was one 00:17:47.369 --> 00:17:51.069 -on -one with Bob. My next line in order to seek 00:17:51.069 --> 00:17:52.869 to understand, in order to listen to understand, 00:17:52.950 --> 00:17:55.069 would have been, Bob, tell me more about that. 00:17:55.690 --> 00:17:57.609 One of your secret tools that you guys can use 00:17:57.609 --> 00:17:59.609 as vision pros is making sure that you don't 00:17:59.609 --> 00:18:01.269 just listen for the sake of listening, but you 00:18:01.269 --> 00:18:03.690 listen to really understand, as Bob said, and 00:18:03.690 --> 00:18:05.369 it can dramatically transform your relationships. 00:18:05.809 --> 00:18:08.029 If you guys want to reach out to us and meet 00:18:08.029 --> 00:18:10.509 us, by all means, contact either one of us. I'm 00:18:10.509 --> 00:18:12.630 sure Bob loves to mentor just as much as I do. 00:18:12.910 --> 00:18:14.930 You can find us on social media platforms, and 00:18:14.930 --> 00:18:16.529 there's a little button in the top right corner 00:18:16.529 --> 00:18:18.890 of the screen that says, Be Our Guest. If you 00:18:18.890 --> 00:18:20.549 want to come on and share your vision, you don't 00:18:20.549 --> 00:18:24.380 have to be a world -class. hr leadership director 00:18:24.380 --> 00:18:26.500 like bob you can be just starting your vision 00:18:26.500 --> 00:18:28.119 out we'd be happy to have you on here and talk 00:18:28.119 --> 00:18:29.799 about what you have to we got eight billion people 00:18:29.799 --> 00:18:32.079 to help in the world bob and i cannot do it alone 00:18:32.079 --> 00:18:34.319 let's all do it together i'll talk to you as 00:18:34.319 --> 00:18:36.430 soon see on the next episode bye everybody Thank 00:18:36.430 --> 00:18:38.390 you for being here today. I'm really happy that 00:18:38.390 --> 00:18:40.410 you tuned in to Vision Pros Live. I'm looking 00:18:40.410 --> 00:18:43.670 forward to seeing your reactions as these episodes 00:18:43.670 --> 00:18:45.470 continue to move forward. This is going to get 00:18:45.470 --> 00:18:48.049 more and more fun. We'll have more and more engagement 00:18:48.049 --> 00:18:50.170 as well. We'll invite people to participate in 00:18:50.170 --> 00:18:52.349 the show and thank you for giving us your time 00:18:52.349 --> 00:18:54.650 and attention. Have an excellent time building 00:18:54.650 --> 00:18:56.970 out your vision and becoming a vision pro yourself.