1 00:00:00,000 --> 00:00:06,500 open-ended question. So, we'll have you do that. So, I'll probably put Amonwell or 2 00:00:06,500 --> 00:00:10,460 Jaime on the spot for what is leadership. We'll see which one. I'm sure 3 00:00:10,460 --> 00:00:13,060 y'all will come up with a beautiful answer and dialogue. Hopefully the 4 00:00:13,060 --> 00:00:18,140 audience does too because we're gonna dive into a bunch of books. 5 00:00:18,140 --> 00:00:24,500 Alright, welcome in to Vision Pros Live. I'm Jackson Callum. I'm your show host. 6 00:00:24,500 --> 00:00:30,040 We'll be doing interviews for visionary entrepreneurs and guests, guest leaders 7 00:00:30,040 --> 00:00:34,040 who are building fantastic visions out there. Ultimately, I just want to go 8 00:00:34,040 --> 00:00:38,000 through some of the things that might help you with your vision. If you have a 9 00:00:38,000 --> 00:00:41,660 vision that you're pursuing, drop a link in the comments and let us know what that 10 00:00:41,660 --> 00:00:48,400 is. If that's a business or a brand, if it's a non-profit that you run, be happy 11 00:00:48,400 --> 00:00:51,520 to promote it, be happy to talk to you about it, and if you'd like to apply to 12 00:00:51,520 --> 00:00:55,040 be on Vision Pros and be interviewed about that vision, then by all means, feel 13 00:00:55,040 --> 00:00:57,680 free to reach out. 14 00:00:57,680 --> 00:01:25,760 Alright, hey! Welcome to Vision Pros Live. We're happy to be here, obviously. 15 00:01:25,760 --> 00:01:30,160 We are gonna be talking about leadership and becoming what we call 16 00:01:30,160 --> 00:01:35,200 lighthouse, right? Shining your light to help others make it to the safety of the 17 00:01:35,200 --> 00:01:40,320 shore and being that light on a hilltop. Whatever analogy you want to use, we've 18 00:01:40,320 --> 00:01:44,600 got an awesome opportunity in life to be leaders from the very start in our 19 00:01:44,600 --> 00:01:50,560 lives often. As we grow, we need to learn principles of leadership that guide 20 00:01:50,560 --> 00:01:57,000 people more purposefully towards whatever we're inspired to guide them 21 00:01:57,000 --> 00:02:01,120 towards. That's kind of my take on it, but I'm gonna put Jaime and Amonwell on 22 00:02:01,120 --> 00:02:04,920 the spot. Both of them are leaders here at First Class Business, leaders in life. 23 00:02:04,920 --> 00:02:09,840 We were attracted to work with them because of their leadership prowess. You 24 00:02:09,840 --> 00:02:13,400 guys got to meet Jaime yesterday, so we'll hear a little bit about Amonwell is, 25 00:02:13,400 --> 00:02:18,280 then we'll put them on the spot to talk about what is leadership. So, Amonwell, 26 00:02:18,280 --> 00:02:22,680 first off, thanks for being here, man, and tell us about yourself. Let's hear 27 00:02:22,680 --> 00:02:28,000 about you for two to three minutes. All right, well, my name is Amonwell as 28 00:02:28,000 --> 00:02:34,160 Jackson mentioned. Thank you, Jackson, for bringing me here today. So, I had the 29 00:02:34,160 --> 00:02:39,040 opportunity to grow here in Colombia. I'm from Colombia. I also had the 30 00:02:39,040 --> 00:02:45,440 opportunity to study English and an academy, right? For around two years. After 31 00:02:45,440 --> 00:02:52,440 that, I become a social media agent in a company here in Colombia. After three 32 00:02:52,440 --> 00:02:57,320 years, I become a team leader and I've been in this amazing role as a leader 33 00:02:57,320 --> 00:03:03,920 the last four years now. So, I'm being really excited and thinking about a lot 34 00:03:03,920 --> 00:03:08,160 of possibilities and the things that I can contribute to the company and to 35 00:03:08,160 --> 00:03:14,240 people as well. So, here I am. And you've been with us for how long? I've been in 36 00:03:14,240 --> 00:03:22,000 first class business for around five months now. That's right. So, I've been in 37 00:03:22,000 --> 00:03:24,840 leadership for several years now. I've been in first class business for five 38 00:03:24,840 --> 00:03:31,280 months officially and it's also Amonwell who, unbeknownst to me and some of our 39 00:03:31,280 --> 00:03:35,120 team members, he actually recruited people to our business before he joined 40 00:03:35,120 --> 00:03:40,480 our business. He was working with, Sebastian and him have been friends. 41 00:03:40,480 --> 00:03:44,840 Sebastian's worked with me for well over a year and they were mentoring, ultimately 42 00:03:44,840 --> 00:03:49,040 masterminding. And we're going to be talking about the value of masterminds 43 00:03:49,040 --> 00:03:53,840 and the value of mentors and as it pertains to leadership. Where do you 44 00:03:53,840 --> 00:03:58,240 get your advice from in order to lead? One of the things that I learned super 45 00:03:58,240 --> 00:04:03,760 late, right? And I was a pretty terrible leader for years, to be honest 46 00:04:03,760 --> 00:04:07,040 with you. I may still be, that's not mind to judge. That's more high main 47 00:04:07,040 --> 00:04:11,160 Amonwell and other team members to judge. I need to go to this side actually. But 48 00:04:11,160 --> 00:04:16,400 it's, you know, in all reality, I've worked very, very hard on my leadership 49 00:04:16,400 --> 00:04:21,600 skills the last, I would say four to five years. And in the process, I learned 50 00:04:21,600 --> 00:04:26,560 that the best leaders, I learned this quote, the best leaders are the best 51 00:04:26,560 --> 00:04:32,440 followers. And I was like, what? You know, that seems like a paradox. 52 00:04:32,440 --> 00:04:38,280 You know, it seems like a oxymoron. I mean, how could that be? You know, that's 53 00:04:38,280 --> 00:04:43,400 well, obviously, you know, great leaders are learning from other great leaders, 54 00:04:43,400 --> 00:04:47,600 right? They have somebody that's teaching them where they want to go or what 55 00:04:47,600 --> 00:04:51,800 they should be like in order to inspire other individuals. So I was really glad 56 00:04:51,800 --> 00:04:56,080 when I finally learned that principle. I was glad, I followed it in some areas of 57 00:04:56,080 --> 00:04:59,480 life, but I could be more diligent in that regard. But let's digress a little bit. 58 00:04:59,480 --> 00:05:07,720 Amanoel, what is leadership? How do you define it? Well, you got a comment, comment 59 00:05:07,720 --> 00:05:10,720 on it. Let us know what does that look like? Let's take me off screen too. All 60 00:05:10,720 --> 00:05:15,880 right. Well, for me, leadership is something really big, you know, because 61 00:05:15,880 --> 00:05:21,320 all leadership is the ability to inspire people when you have some influence and 62 00:05:21,320 --> 00:05:27,800 you guide others towards a common goal or vision, right? So I will see that's like 63 00:05:27,800 --> 00:05:33,960 how I can define leadership right now. So I also want to ask Jaime, he can also. 64 00:05:33,960 --> 00:05:40,520 So leadership can require or can benefit from having a common goal with those who 65 00:05:40,520 --> 00:05:44,640 are following, right? Good. I like that. Yeah, Jaime, go ahead, man. Let's put you on the spot. 66 00:05:44,640 --> 00:05:51,080 Yeah, well, leadership to me, because leadership has so many meanings also for me, 67 00:05:51,080 --> 00:05:57,640 and I like that word lighthouse. To me is that person that is always shining the 68 00:05:57,640 --> 00:06:05,320 light on people and also guiding them towards like moving forward. And I also 69 00:06:05,320 --> 00:06:10,400 greatly believe that followers can also be leaders at the same time. Like you can 70 00:06:10,400 --> 00:06:16,720 obviously always exchange that role with other people, but it's basically pulling 71 00:06:16,720 --> 00:06:22,760 someone forward, pulling forward. And then also at that moment when you have to 72 00:06:22,760 --> 00:06:26,640 follow, continuing to follow in that person, you're also being a great leader 73 00:06:26,640 --> 00:06:33,960 by following. So it's basically striving to move forward either people, a goal, or 74 00:06:33,960 --> 00:06:39,720 anything that you have set for either your life, for your business, or 75 00:06:39,720 --> 00:06:45,760 whatever. To me that is love that. I love that. You know, it's really unfair. For 76 00:06:45,760 --> 00:06:51,920 those of you who are Lord of the Rings fans, Sam gets the credit for this, for 77 00:06:51,920 --> 00:06:55,120 doing exactly what you're talking about. That's usually where they gravitate 78 00:06:55,120 --> 00:07:00,400 towards talking about Sam helping Frodo, you know, make it to whatever he's doing 79 00:07:00,400 --> 00:07:05,920 with the ring, right? And Sam's helping support him. But in reality, who's Frodo 80 00:07:05,920 --> 00:07:10,280 helping with this? He's helping this Gandalf, right? That's his name. Like so 81 00:07:10,280 --> 00:07:14,800 Frodo gets peed on by people and they're like, yeah, no, he needed all the help. 82 00:07:14,800 --> 00:07:18,760 No, no, no, he's helping somebody too, right? There's a leader beyond him as well. 83 00:07:18,760 --> 00:07:25,000 So you're absolutely right. I mean, the followers, it's oftentimes to lead in 84 00:07:25,000 --> 00:07:31,280 sometimes it's their job to support and build up and to even guide the person 85 00:07:31,280 --> 00:07:36,360 who's got the leadership hat on, so to speak, if you will. So very well said. And 86 00:07:36,360 --> 00:07:40,800 this all ties back to being a Vision Pro because as a visionary, right? If you've 87 00:07:40,800 --> 00:07:44,320 got a vision that you want to get out there, you've got to be able to inspire 88 00:07:44,320 --> 00:07:48,440 people to move forward. And one of your greatest secret weapons, right? We call 89 00:07:48,440 --> 00:07:51,000 it a secret because most people just don't know it, but it shouldn't be a 90 00:07:51,000 --> 00:07:56,560 secret is having a common goal, sharing that goal with those who you're hoping 91 00:07:56,560 --> 00:07:59,920 will follow you and you've got to be willing to accept the fact that not 92 00:07:59,920 --> 00:08:05,200 everybody's going to want to follow you on that goal. So there's also a big 93 00:08:05,200 --> 00:08:12,920 difference between a leader and a boss, right? So pulling that up, leader versus 94 00:08:12,920 --> 00:08:17,680 bosses. What's the difference? How would you define them? Feel free to again 95 00:08:17,680 --> 00:08:21,720 contribute your own comments. You know, we're gonna talk about the good, the bad, 96 00:08:21,720 --> 00:08:25,720 and the ugly of this scenario. So what is the difference, guys? What do you 97 00:08:25,720 --> 00:08:32,320 guys think? Well, I would say that a leader is a person who guide people and 98 00:08:32,320 --> 00:08:40,760 who knows how to share his vision, right? Because a boss is a person who only is 99 00:08:40,760 --> 00:08:46,680 just giving instructions. It doesn't matter how they are going to do or how 100 00:08:46,680 --> 00:08:53,360 they are going to fulfill or able to complete the instruction. That's what I 101 00:08:53,360 --> 00:09:00,480 think. I like that. So the leader guides, right? 102 00:09:00,480 --> 00:09:07,760 And boss, boss utilizes force. Oh, go ahead. 103 00:09:07,760 --> 00:09:14,480 Jaime, you were cutting out. Yeah, I was saying like to me and the way I can imagine it and I can 104 00:09:14,480 --> 00:09:20,440 like stress what Emanuel said is basically the leader is that person that is 105 00:09:20,440 --> 00:09:26,960 down in the trenches also with his team and in the mud and then trying to get 106 00:09:26,960 --> 00:09:32,360 them out and trying to get them to a better scenario. While the boss is the 107 00:09:32,360 --> 00:09:37,160 guy out there just simply saying, come on, you got to get out of the mud and not 108 00:09:37,160 --> 00:09:42,840 getting dirty and getting people out. That's kind of a definition that I 109 00:09:42,840 --> 00:09:48,000 would see for what Emanuel is saying. Yeah, it's like basically enforcing rules and 110 00:09:48,000 --> 00:09:54,080 just going to the authority. I think that's a shared paradigm in the world. 111 00:09:58,240 --> 00:10:00,960 No, go ahead. 112 00:10:01,960 --> 00:10:07,080 Okay, all right. So what I was saying is that it's just going through 113 00:10:07,080 --> 00:10:12,640 authority and control instead of just focusing on leader, the people guiding 114 00:10:12,640 --> 00:10:19,440 them with respect, encourage creativity and innovation things, right? What a boss 115 00:10:19,440 --> 00:10:24,720 is doing is enforcing rules and maintaining maybe discipline and 116 00:10:24,720 --> 00:10:31,040 inspiring or motivating your team. I'm going to play devil's advocate on this 117 00:10:31,040 --> 00:10:37,440 one. I agree wholeheartedly that that's how most people view a leader versus a 118 00:10:37,440 --> 00:10:43,960 boss in the market. And I think that we do each other, we do them a disservice by 119 00:10:43,960 --> 00:10:50,240 allowing that to continue to be the mindset related to both. I personally, I 120 00:10:50,240 --> 00:10:56,720 don't like being called boss, right? Nobody in today's culture that has a 121 00:10:56,720 --> 00:11:02,760 heart really wants to be called boss because you know the negative connotation 122 00:11:02,760 --> 00:11:09,040 that exists with it. However, there is a healthy paradigm where it's very 123 00:11:09,040 --> 00:11:15,520 important to be a boss. And again, anybody that's into like the no 124 00:11:15,520 --> 00:11:20,840 consequence parenting stuff is probably going to hate me for saying that. But 125 00:11:20,840 --> 00:11:26,920 if my child is running towards the road and there's oncoming traffic, 126 00:11:26,920 --> 00:11:32,360 it's my job to control what they're doing and to pull them out of harm's way 127 00:11:32,360 --> 00:11:37,120 and boss them, right? And obviously I should lead them and guide them and 128 00:11:37,120 --> 00:11:41,760 teach them on a regular basis too, but sometimes we as human beings are more 129 00:11:41,760 --> 00:11:48,400 obstinate than that. We need somebody to prevent us from doing things that can 130 00:11:48,400 --> 00:11:55,000 hurt us. A lot of times the boss is a person who's actually most in the trench, 131 00:11:55,000 --> 00:12:00,040 right? Again, we think of the commander who's just lazy and fat and sends his 132 00:12:00,040 --> 00:12:04,960 soldiers to war and doesn't go with him, right? When we think of the boss. But what 133 00:12:04,960 --> 00:12:11,200 I think of is I think of Doc Rivers, the Celtics basketball coach, you know, and 134 00:12:11,200 --> 00:12:16,080 some of the other coaches and soccer and elsewhere, their job is to command their 135 00:12:16,080 --> 00:12:22,160 team. Their job is not to go out on the field. Their job is to of course earn the 136 00:12:22,160 --> 00:12:27,000 respect of their soldiers. So their soldiers will do the behaviors necessary 137 00:12:27,000 --> 00:12:33,920 to win, but you don't necessarily benefit from these older, less capable 138 00:12:33,920 --> 00:12:38,000 coaches going out on the soccer field and trying to show you how it's done 139 00:12:38,000 --> 00:12:42,400 because their time has passed with that. But even if their time hasn't passed with 140 00:12:42,400 --> 00:12:49,960 that, there's still a mix that goes on there. It's very important for a 141 00:12:49,960 --> 00:12:55,240 healthy culture, a healthy championship culture to recognize that there's a time 142 00:12:55,240 --> 00:13:02,120 and a place for a boss to take action and to boss. There's also a time and a 143 00:13:02,120 --> 00:13:07,200 place for both parties, just like a leader. Sometimes the leader themselves is 144 00:13:07,200 --> 00:13:11,280 leading the way. Sometimes the follower is the one who leads. Sometimes it's the 145 00:13:11,280 --> 00:13:18,920 boss, right? Who's got the title of a boss level that's bossing. Sometimes it's the 146 00:13:18,920 --> 00:13:24,960 follower who needs to step up and boss. Let's talk about that. What does being a 147 00:13:24,960 --> 00:13:30,120 healthy boss then, a healthy enforcer, let's call it, what does that look like? 148 00:13:30,120 --> 00:13:36,840 Can that exist? I believe it can. And actually, you brought up an excellent 149 00:13:36,840 --> 00:13:42,520 point. Boss is always related to a negative term, but it isn't. You can 150 00:13:42,520 --> 00:13:46,760 be a boss. You could be an example of a boss. You could be a person that drives 151 00:13:46,760 --> 00:13:51,360 people forward. And you can continue being that boss because it's necessary in 152 00:13:51,360 --> 00:13:55,440 some positions. There's people that simply don't have enough experience and 153 00:13:55,440 --> 00:14:00,280 they need that person to even push them that way. And it may be at sometimes 154 00:14:00,280 --> 00:14:05,640 against what they are feeling at a certain moment, but it's necessary for 155 00:14:05,640 --> 00:14:10,200 them to go that way so that they're able to open their eyes and see things from 156 00:14:10,200 --> 00:14:15,960 a different perspective. So I do believe there is a healthy way of saying boss and 157 00:14:15,960 --> 00:14:20,840 it is related to also having that boss that is a leader at the same time and 158 00:14:20,840 --> 00:14:27,080 that is able to transition from one role to the other and move people forward. A 159 00:14:27,080 --> 00:14:32,920 great example of this guys is Cynthia, our director of operations, or as we call 160 00:14:32,920 --> 00:14:37,240 our director of the operation is right. She only speaks Spanish. She's our chief 161 00:14:37,240 --> 00:14:44,360 operating officer. And we were talking one day about some helpful guidance. We 162 00:14:44,360 --> 00:14:49,600 were trying to figure out how to help Camila specifically with her internet. And 163 00:14:49,600 --> 00:14:54,920 what we can do to help her become more proactive. And I'm talking about sending 164 00:14:54,920 --> 00:14:59,120 teammates over to help her with the process. And you know, and I'm going the 165 00:14:59,120 --> 00:15:04,240 nurture route. And Cynthia, on the other hand, you know, who's again following me 166 00:15:04,240 --> 00:15:07,960 in this process, she's like, no, Jackson, you know, she doesn't like challenge me in 167 00:15:07,960 --> 00:15:11,640 a mean way. But to get to the point, you know, no, Jackson, like we need to teach 168 00:15:11,640 --> 00:15:15,280 her how to solve her own problems with this and how to think through the 169 00:15:15,280 --> 00:15:19,720 scenario and how to do this. And she was coming at it from a more, more 170 00:15:19,720 --> 00:15:25,400 forceful angle, you know, and more proactive angle of making sure that 171 00:15:25,400 --> 00:15:32,280 Camila is empowered, not enabled by us and, you know, not relying on us to 172 00:15:32,280 --> 00:15:37,160 resolve the issue without her learning in the process. And so we had a good 173 00:15:37,160 --> 00:15:39,920 discussion. It was a good 15 minute discussion. I was like, well, I can see 174 00:15:39,920 --> 00:15:43,200 that, but I can see this too. And she's like, no, Jackson, this is how it needs 175 00:15:43,200 --> 00:15:46,320 to be. And he needs to go like this or that was like, okay, well, I can see that. 176 00:15:46,320 --> 00:15:51,120 And, you know, maybe we can nurture here and there. And she's like, no, Jackson. 177 00:15:51,120 --> 00:15:55,080 You know, she really needs this and that. And I was like, you know what? Why have 178 00:15:55,080 --> 00:15:59,280 you not applied for the director of operations position yet? Similarly? It's 179 00:15:59,280 --> 00:16:04,320 like, you've got it. You know it. And you're here. You're ready. That's what 180 00:16:04,320 --> 00:16:10,400 led her becoming chief operator. What she stepped up and showed me, she does 181 00:16:10,400 --> 00:16:17,600 have the capabilities to not only lead, but to also direct, which is more of 182 00:16:17,600 --> 00:16:22,240 that, that boss authority level objective of, okay, here's the direction 183 00:16:22,240 --> 00:16:26,160 we're going team. We must move in this direction. That's a very important 184 00:16:26,160 --> 00:16:30,600 skill set to have. So let's move on to leadership versus management. It's kind 185 00:16:30,600 --> 00:16:33,920 of a very similar category. So we'll spend only a little bit of time on it. 186 00:16:33,920 --> 00:16:40,040 But then, so if that's, if there's options and opportunities for leaders 187 00:16:40,040 --> 00:16:44,160 versus bosses to coexist, with leadership versus management, what's the 188 00:16:44,160 --> 00:16:47,520 difference between leadership and management? What do you guys think? 189 00:16:47,520 --> 00:16:52,520 Okay, I will say that the difference between leadership and management. 190 00:16:52,520 --> 00:16:59,080 Leadership, as its name mentioned it, is to lead their people, right? 191 00:16:59,080 --> 00:17:04,480 It's certain. And management is when you have everything like under control. You 192 00:17:04,480 --> 00:17:10,000 have your agenda, you have your checklist, you have everything that you're 193 00:17:10,000 --> 00:17:16,040 going to discuss with your team in the first thing in the morning. Yeah, I will 194 00:17:16,040 --> 00:17:19,840 say that for me leadership versus management. 195 00:17:19,840 --> 00:17:22,760 Great elements of that. Jaime, what would you add? 196 00:17:22,760 --> 00:17:30,640 This is the same scenario for like the boss, in my perspective, because you are 197 00:17:30,640 --> 00:17:34,880 managing, it means that you're also like on top of things. You're organizing, 198 00:17:34,880 --> 00:17:40,160 you're setting everything in order. But you can also do that from a leadership 199 00:17:40,160 --> 00:17:47,480 standpoint. So that same conflict comes in into how of a good manager are you 200 00:17:47,480 --> 00:17:52,640 being? I mean, how are you using leadership in your favor to manage your 201 00:17:52,640 --> 00:17:57,960 teams, your time, or whatever you need to manage at the level of business that 202 00:17:57,960 --> 00:18:04,080 you're doing? I love it. Gentlemen, something important to recognize in 203 00:18:04,080 --> 00:18:07,800 this scenario for all of us and everybody listening, this is so powerful. 204 00:18:07,800 --> 00:18:11,600 Had I answered this question before hearing their answers, my answer would 205 00:18:11,600 --> 00:18:15,000 have been a thousand percent different than what their answers guided me 206 00:18:15,000 --> 00:18:18,480 towards. But let's hear it. Let's bring it out. 207 00:18:18,480 --> 00:18:23,760 What would you have said? I will. And I want you all to recognize too, 208 00:18:23,760 --> 00:18:28,720 though, right? We're not as human beings, we don't just have one answer. 209 00:18:28,720 --> 00:18:32,520 We don't just have one angle. We have lots of perspectives. And so when we get 210 00:18:32,520 --> 00:18:37,440 to hear the perspectives of others, that enriches our own perspective. 211 00:18:37,440 --> 00:18:43,400 It becomes more, we become more capable of diving into the depths of what the 212 00:18:43,400 --> 00:18:47,280 answer can be. So you guys helped inspire me to think of one of my favorite 213 00:18:47,280 --> 00:18:52,320 books, The E-Meth by Michael Gerber. As it applies to this concept, I never 214 00:18:52,320 --> 00:18:55,240 thought about it this way, but hearing you all talk and then thinking through 215 00:18:55,240 --> 00:19:01,160 that book, I realized, wait a second, Michael Gerber defines more or less that 216 00:19:01,160 --> 00:19:07,320 management and the idea of being a manager is based on managing the past. 217 00:19:07,320 --> 00:19:12,040 What has already happened? You're organizing. What has already happened in a 218 00:19:12,040 --> 00:19:17,600 management role or in relation to the management's day-to-day operations? 219 00:19:17,600 --> 00:19:21,160 You're looking at reports. You're dissecting what has happened. 220 00:19:21,160 --> 00:19:24,720 Leadership, on the other hand, I'm going to steal this back. 221 00:19:24,720 --> 00:19:28,560 Leadership, on the other hand, to me is more about, yes, assessing the past, 222 00:19:28,560 --> 00:19:34,840 but moving forward, right? Leading. Leading is the process of going to 223 00:19:34,840 --> 00:19:40,920 a new direction. So it's almost future versus past, right? Oh, cool. 224 00:19:40,920 --> 00:19:45,240 That was just me. So your leadership is what you're going to be doing in the 225 00:19:45,240 --> 00:19:49,400 future to guide your team or the plans you're making now to guide them in the 226 00:19:49,400 --> 00:19:54,240 here and now through tomorrow towards that victory march. Management is looking 227 00:19:54,240 --> 00:19:58,680 at, okay, what has happened? Did that work out in our favor or did it not? 228 00:19:58,680 --> 00:20:04,400 What opportunities can we move towards and what threats exist or 229 00:20:04,400 --> 00:20:08,240 weaknesses exist that we need to build strengths around? So that's just another 230 00:20:08,240 --> 00:20:13,920 style of angle to look at these different terms from. And my goal 231 00:20:13,920 --> 00:20:18,560 and my hope for everybody who's listening to this is to take notes about 232 00:20:18,560 --> 00:20:22,040 what's important, what strikes you, right? What does your intuition tell you? 233 00:20:22,040 --> 00:20:25,200 What's your heart and your mind tell you about what it is we're putting out there 234 00:20:25,200 --> 00:20:29,920 as we explore, you know, growing our capacity to be visionaries and leaders 235 00:20:29,920 --> 00:20:35,760 in the world. So let's see here. What are the bases for creating a leadership team? 236 00:20:35,760 --> 00:20:39,920 I didn't write this question. I'm all for it. I have my answer to, in fact, I'll go 237 00:20:39,920 --> 00:20:41,040 first on this one. 238 00:20:41,040 --> 00:20:42,040 Yep. 239 00:20:42,040 --> 00:20:46,520 That was a question for you. That was a question for you actually. 240 00:20:46,520 --> 00:20:51,640 Look at my team bossing me. Good job, guys. You're doing this. So my 241 00:20:51,640 --> 00:20:56,360 leadership foundation, we have this mapped out, by the way, on the About Us page 242 00:20:56,360 --> 00:20:59,960 of First Class Business. It's very important to me. You don't have to bring it up. 243 00:20:59,960 --> 00:21:03,600 We're going to do this from my memory. Then you can bring it up after if you want to. 244 00:21:03,600 --> 00:21:07,440 But ultimately, we build a foundation of love. It's very, very important. Our 245 00:21:07,440 --> 00:21:11,960 foundation is love. Then we have four pillars that are interchangeable in order. 246 00:21:11,960 --> 00:21:19,200 I like to go in the order of patience, persistence, consistency, and reliability. 247 00:21:19,200 --> 00:21:23,240 Yes, our structure on our website is backwards. But when it comes to the 248 00:21:23,240 --> 00:21:28,280 staircase, if I imagine it as a staircase of developing attributes, that's really 249 00:21:28,280 --> 00:21:33,760 the order that I try to assess scenarios in. Because to me, it's easier to assess 250 00:21:33,760 --> 00:21:40,440 somebody's patience than it is to assess their reliability. Reliability is something 251 00:21:40,440 --> 00:21:45,440 that unfolds over a longer period of time, in my opinion, versus patience is something 252 00:21:45,440 --> 00:21:52,920 that I can test somebody's patience by making them wait for five minutes for a 253 00:21:52,920 --> 00:21:57,520 meeting. For instance, not that I'm per se doing that on purpose. I actually used to, 254 00:21:57,520 --> 00:22:03,240 though. I used to miss our first interviews with people on purpose. The reason why, 255 00:22:03,240 --> 00:22:09,160 particularly with sales teams, I would miss the meeting the first one on purpose. 256 00:22:09,160 --> 00:22:13,600 Why? Because one of the most important skill sets that a sales team member needs 257 00:22:13,600 --> 00:22:19,520 to have is the ability to follow up. If we missed the meeting and didn't show up, 258 00:22:19,520 --> 00:22:25,560 I wanted to see if the salesperson reacted. I don't know if there's company left. 259 00:22:25,560 --> 00:22:30,920 Well, I don't want them to contact me my leads. Or I wanted to see if they would 260 00:22:30,920 --> 00:22:35,120 respond. Like, where were you guys? I was on this call. They don't show 261 00:22:35,120 --> 00:22:43,040 patience. They feel elite in nature. Or if they listen to understand by asking a 262 00:22:43,040 --> 00:22:47,200 good question, like, hey, it was an honor to have the interview today. I'm sorry, 263 00:22:47,200 --> 00:22:51,840 didn't work out. Is everything okay on y'all's end? All right, that person. That's the 264 00:22:51,840 --> 00:22:55,680 person I want representing my brand. You know, at least that attribute. We still have 265 00:22:55,680 --> 00:23:01,600 other attributes to test, right? That also showcases their persistence too, right? Can 266 00:23:01,600 --> 00:23:06,640 they do that consistently over time? Can they be reliable? Again, we have to have 267 00:23:06,640 --> 00:23:11,080 other mechanisms to test in place. But when it comes to the basis for creating a 268 00:23:11,080 --> 00:23:15,440 leadership team, to me, it begins with attracting people of virtue and people who 269 00:23:15,440 --> 00:23:21,400 are going to practice virtues, the art of foundation being love. Well, guess what? 270 00:23:21,400 --> 00:23:26,480 We all fail at that almost every day in some aspect. We're not perfectly loving, 271 00:23:26,480 --> 00:23:31,720 but we do strive to be. And part of the love process to me is also balancing 272 00:23:31,720 --> 00:23:36,880 love with forgiveness, right? They go hand in hand to me. Forgiveness and mercy, 273 00:23:36,880 --> 00:23:41,600 right? Being able to recognize that, okay, while I'm imperfect and my team's gonna 274 00:23:41,600 --> 00:23:46,840 be imperfect, are we going to continue to recover as we are imperfect? Are we 275 00:23:46,840 --> 00:23:50,080 going to work together to understand that, you know what? We're not perfect. 276 00:23:50,080 --> 00:23:54,640 There's gonna be conflict that exists. Do we make space, create space to be able 277 00:23:54,640 --> 00:23:59,280 to overcome it with each other? So those are what I would say for me on the 278 00:23:59,280 --> 00:24:04,160 basis for creating a leadership team that has a lot to do with, you know, 279 00:24:04,160 --> 00:24:07,800 forecasting as well. What are the elements you want? There's a lot of stuff 280 00:24:07,800 --> 00:24:10,720 there's no out there. Feel free to drop them in the comments. There's a lot to it. 281 00:24:10,720 --> 00:24:17,760 But let's shift gears and let's go to based on who has glasses. All right, 282 00:24:17,760 --> 00:24:25,600 your turn. I want to go. Oh, great. I have glasses now. Oh my gosh. 283 00:24:27,760 --> 00:24:33,360 So guys, I have something really cool right here. And for me, this is one of the 284 00:24:33,360 --> 00:24:38,000 basis to create a leadership team because right here we have the one-minute 285 00:24:38,000 --> 00:24:43,520 manager and we're gonna speak about that later as well. But I would just want to 286 00:24:43,520 --> 00:24:47,920 do a quick introduction about it. That's our design. Go, Cynthia. 287 00:24:50,480 --> 00:24:56,800 Cynthia is the master of this design. So guys, accountability is something really 288 00:24:56,800 --> 00:25:01,840 important. Accountability not only means to have a bad conversation or a strong 289 00:25:01,840 --> 00:25:06,240 conversation with a person, right? When you speak about accountability, you need to 290 00:25:06,240 --> 00:25:12,080 make sure that you set proper goals that you also have the resources for the 291 00:25:12,080 --> 00:25:17,360 person to follow up. And you need to also make sure to continuously follow 292 00:25:17,360 --> 00:25:21,920 up with your team so they can achieve your goals. What happens when they don't 293 00:25:21,920 --> 00:25:26,640 achieve your goals? You need to go back and re-evaluate what it's going on. 294 00:25:26,640 --> 00:25:31,440 You need to ask insightful questions to determine whether to move forward. If you 295 00:25:31,440 --> 00:25:36,880 need to set proper expectations about what it's going to happen next because 296 00:25:36,880 --> 00:25:42,880 after your answer or you're going to restructure and explain once again how 297 00:25:42,880 --> 00:25:46,880 is the process going to be? So I think that accountability is something 298 00:25:46,880 --> 00:25:51,360 beautiful when we talk about basis for leadership. So go ahead, Jaime. 299 00:25:52,240 --> 00:25:55,360 Yeah, well, you want to say something, Jackson? 300 00:25:55,920 --> 00:25:57,280 Love it. That's it. 301 00:25:57,280 --> 00:26:03,040 All right. Yeah, so I strongly believe that the base of everything has to be love as well. 302 00:26:03,040 --> 00:26:11,680 So that is something that has to be always laid down and you have to be open and 303 00:26:11,680 --> 00:26:18,080 you have to be transparent. You have to be authentic whenever you are in a team. 304 00:26:18,080 --> 00:26:23,200 So in order to build that team, you've got to create the basis for you to have that 305 00:26:23,200 --> 00:26:30,640 same trust where you're able to tell people things that may be hurtful, but knowing that 306 00:26:30,640 --> 00:26:36,320 you're coming from a good place, you're not meaning to hurt them, you're meaning for them to move forward. 307 00:26:36,960 --> 00:26:42,400 So I think that's one of the also strong bases that you have to have when you're creating 308 00:26:42,400 --> 00:26:46,560 a leadership team and a team that is set for great results. 309 00:26:46,560 --> 00:26:55,360 Woo! I'm so happy. I love that you have that printed in Monwell. Absolutely love it. I'm 310 00:26:55,360 --> 00:27:00,880 honored and I'm going to throw this question out there for you entrepreneurs because it is, 311 00:27:00,880 --> 00:27:05,680 it's so empowering. You know that they have a team that's as dedicated as you guys to 312 00:27:05,680 --> 00:27:08,720 what it is we're up to and you're bought into the vision. It validates the vision, 313 00:27:08,720 --> 00:27:15,760 but it also validates our relationships and I can't wait till we're sending this printout. 314 00:27:15,760 --> 00:27:20,080 We're going to be doing this soon by the way for our clients where they hit certain milestones. 315 00:27:20,080 --> 00:27:26,240 We're going to be sending them copies of these posters, you know, that we abide by. I've got one 316 00:27:26,240 --> 00:27:31,280 on my wall back here for the five dysfunctions of the team as well as well. I can't wait to talk 317 00:27:31,280 --> 00:27:36,800 about that. You know, and then there's, you got that one too. That's right. And then we got our 318 00:27:36,800 --> 00:27:40,400 marketing funnel. I don't know if you have that one yet because and it needs to be done. So I'm 319 00:27:40,400 --> 00:27:45,440 glad you don't yet because that one had just got some updates to it that are going to make it even 320 00:27:45,440 --> 00:27:52,240 more powerful to understand. So it's so cool. It's so rewarding to have a team that's really bought 321 00:27:52,240 --> 00:27:58,000 into the vision, you know, and you can't, we could fake that. Yes. I could tell I'm on well, 322 00:27:58,000 --> 00:28:06,320 go print this for the show. You know, you can do things like that, but then you're missing the essence, 323 00:28:06,320 --> 00:28:10,240 right? Within the culture of like, all right, well, the byproduct of having people that bought in 324 00:28:10,880 --> 00:28:14,480 is that we're constantly challenging each other and helping each other live by these 325 00:28:14,480 --> 00:28:19,040 principles and making sure that we are aligned with it. So that's why also we don't have Leo 326 00:28:19,040 --> 00:28:26,400 and Ardo here right now. Why not guys? Why is he not here? He's enjoying life. He's enjoying life. 327 00:28:26,400 --> 00:28:36,400 How much? Probably a lot. Leo's on what, a two week vacation? Two weeks. Two weeks. Awesome. Yep. 328 00:28:36,400 --> 00:28:40,480 And he was like, Jackson, can you send me my paycheck early? And I was like, sure. 329 00:28:40,480 --> 00:28:49,920 I was like, all right, but be careful. Don't go crazy. So, you know, but he has, he doesn't have 330 00:28:50,720 --> 00:28:56,720 a sense of fear to ask for that. And I love that. I really, really appreciate that. We want to make 331 00:28:56,720 --> 00:29:02,800 sure that we build an environment where we can honestly and boldly make requests of each other 332 00:29:02,800 --> 00:29:07,440 that are authentic and that help us move forward the things that are most important in life. 333 00:29:07,440 --> 00:29:13,440 Sometimes that's the purpose and vision of Vision Pros Live. Sometimes it's first class business. 334 00:29:13,440 --> 00:29:18,160 Sometimes it's passion pros. Sometimes it's table health. Sometimes it's our clients, 335 00:29:18,960 --> 00:29:24,160 but sometimes it's our home life as well. And, you know, being a leader means, to me, 336 00:29:24,160 --> 00:29:30,320 it means recognizing that, you know, and honoring that. One of the best leadership books, and we'd 337 00:29:30,320 --> 00:29:34,560 love to know if you have a leadership book that you'd like to recommend or that means something to 338 00:29:34,560 --> 00:29:42,560 you, please add to the depths of our library. Because I can't learn enough about how I'm supposed 339 00:29:42,560 --> 00:29:48,160 to show up and be my best self to guide the world. That's just my personal feeling on the matter. 340 00:29:48,160 --> 00:29:54,160 So, I'm constantly looking and evaluating other books that I could add to the list. But one, 341 00:29:54,160 --> 00:29:59,840 I didn't add to our written list that you guys can add. Good luck adding it, because it's got a 342 00:29:59,840 --> 00:30:07,840 because it's got a very long title is, You Can't Teach a Kid to Ride a Bike at a Seminar 343 00:30:09,120 --> 00:30:15,920 by David Sandler, who has since passed away. You can't teach a kid to ride a bike at a seminar. 344 00:30:15,920 --> 00:30:20,320 It's one of the best sales books that's on the market. Always will be because it's built on 345 00:30:20,320 --> 00:30:29,680 principles. Chapter one has the ability to save many salespeople's lives. I'm not exaggerating on 346 00:30:29,680 --> 00:30:36,640 that. It does. When it's helping you understand the value of your identity versus your role, 347 00:30:36,640 --> 00:30:41,360 that is critical. There are far too many people in this world who get caught up in their role, 348 00:30:41,360 --> 00:30:47,280 feel like they're doing bad, and, you know, that it can lead, it can even lead to suicide, 349 00:30:48,000 --> 00:30:52,720 you know, and eliminating yourself because you don't understand your own intrinsic value. 350 00:30:52,720 --> 00:30:58,320 That book does an excellent job of chapter one of helping you understand your own intrinsic value 351 00:30:58,320 --> 00:31:04,800 and understanding that your value goes far beyond any role that you have in this life, 352 00:31:04,800 --> 00:31:09,120 whether that is father, whether that is husband, whether that is brother, whether that is sales rep, 353 00:31:09,120 --> 00:31:14,000 whether that is customer service, janitor, it does not matter. Your value goes far beyond 354 00:31:14,000 --> 00:31:20,640 those roles. And sometimes in your role, you will struggle. You will have a hard time. And if your 355 00:31:20,640 --> 00:31:27,360 identity is associated with a hard time you're having in that role, it can carry your emotions to 356 00:31:27,360 --> 00:31:32,720 a state of depression that ultimately inhibits your life and causes a vicious cycle to make you 357 00:31:32,720 --> 00:31:38,640 spiral out of control. So I absolutely love that book, even though it's a sales book, it is very 358 00:31:38,640 --> 00:31:44,560 much a leadership book. When you're considering that chapter one can unlock a key for your people 359 00:31:44,560 --> 00:31:50,320 to understand their own value beyond the role itself. The role is just the role. The value 360 00:31:50,320 --> 00:31:56,640 goes way beyond it. So best leadership books. That's the first one that I'll mention. I'm going to go 361 00:31:56,640 --> 00:32:02,880 into another couple books and just kind of give a highlight on them. And then when we get to, 362 00:32:04,480 --> 00:32:08,960 in fact, I'll pull one up to the top. I put them in the order of which I've read. So I'll name them 363 00:32:09,520 --> 00:32:13,200 real quick. And there's other books too that I did not put on this. We did this kind of fast today. 364 00:32:13,840 --> 00:32:19,600 One Minute Manager by Ken Blanchard, Raving Fans by Ken Blanchard, Peak by Chip Conley. 365 00:32:20,160 --> 00:32:25,280 It's like Raving Fans on steroids, by the way. Relationships 101 by John Maxwell, 366 00:32:25,280 --> 00:32:30,080 the E-Meth by Michael Gerber, and the five dysfunctions of a team by Patrick Lincione. So 367 00:32:30,800 --> 00:32:36,320 I'm going to for a minute pull up the five dysfunctions of a team to the top. And 368 00:32:37,600 --> 00:32:43,120 we're going to expound on that first chapter of the R versus the I, the role versus the identity, 369 00:32:43,120 --> 00:32:48,000 because as part of the basic training process for joining our team at First Class Business, 370 00:32:48,880 --> 00:32:53,440 our team members learn that lesson from my perspective. We don't necessarily get the book, 371 00:32:53,440 --> 00:32:58,000 but they learn it from my perspective of teaching it. And then they go and they teach it to others. 372 00:32:58,000 --> 00:33:02,560 That's a big part. They learn it, then they apply it and go and teach it. And if they don't pass it, 373 00:33:02,560 --> 00:33:06,560 they go back and they do it again. You know, and sometimes they go back and do it again multiple 374 00:33:06,560 --> 00:33:13,040 times. But you guys have been to that process with that. Was it that valuable? Was it not? 375 00:33:13,040 --> 00:33:18,240 I mean, am I over hyping this? And it's okay if I am. What do you guys feel about that particular 376 00:33:18,240 --> 00:33:26,240 lesson? I got, well, actually Jackson, that was a pretty cool part of training. Because 377 00:33:27,840 --> 00:33:33,440 it's really interesting interest how you ask yourself, like, all right, I know what's my 378 00:33:33,440 --> 00:33:39,120 identity, but I need to make sure I know how to explain this to people. And I need to make sure 379 00:33:39,120 --> 00:33:45,440 that I'm pretty sure exactly what's my identity. And also, when you talk about role, 380 00:33:45,440 --> 00:33:53,280 you put yourself in your life or in your job, you say, like, all right, what's my role? And it needs 381 00:33:53,280 --> 00:33:59,920 to be linked to my personal life as well. So for example, in my case, I want to share today as well, 382 00:33:59,920 --> 00:34:08,400 what's my identity and my role right here. So my role in life is to serve other people. It doesn't 383 00:34:08,400 --> 00:34:16,000 matter how can I help. But that's my role. And my identity is to be a good person. That's it, right? 384 00:34:16,000 --> 00:34:23,920 But when we talk about my job and my principles as well, I will say that my identity here in 385 00:34:23,920 --> 00:34:31,680 first class business is to be a leader, grow up continuously as a leader, teach my team how to 386 00:34:31,680 --> 00:34:40,080 be a leader, and continue growing the business as well. That's my role in my identity. So yeah. 387 00:34:40,080 --> 00:34:47,200 You mind if I provide some feedback for you? Absolutely. You're so close to understanding 388 00:34:47,200 --> 00:34:53,440 the principle. You're close. But the way you framed it showed me that you're still, you still have 389 00:34:53,440 --> 00:34:57,280 some to learn. And it would be helpful perhaps to get the book and read that first chapter. 390 00:34:57,280 --> 00:35:07,280 The goal of the book is to separate your identity from your role. They're no longer attached and 391 00:35:07,280 --> 00:35:16,880 intertwined. Because your identity is an intrinsic value. You are priceless just for existing. 392 00:35:18,080 --> 00:35:24,720 You don't have to do anything to be valuable. Nothing. You just are valuable because you're a 393 00:35:24,720 --> 00:35:30,800 human being. You have love within you. You have a light within you. Nobody can ever take that away 394 00:35:30,800 --> 00:35:36,960 from you. No matter how bad you are at a role, right? I don't know. Have you ever played basketball 395 00:35:36,960 --> 00:35:47,200 in your life? I'm too short for that. So probably, you probably not, so you'd probably be terrible, 396 00:35:47,840 --> 00:35:52,640 right? At basketball, if we were to put you in a professional environment, right, to play with a 397 00:35:52,640 --> 00:35:59,600 professional team, you'd probably get crushed. But that's your role. That's not your identity, 398 00:36:00,400 --> 00:36:06,320 right? And when we learn to completely separate the two, right, it doesn't matter how bad we do 399 00:36:06,320 --> 00:36:13,040 it our role anymore. It doesn't matter. It matters from the sake of our role. But it does not affect 400 00:36:13,040 --> 00:36:21,120 our identity as being valuable because we're valuable in spite of however our role is going. 401 00:36:21,120 --> 00:36:26,240 And that's really what the book tries to convey, what I'll continue to try to convey, 402 00:36:26,240 --> 00:36:33,280 is that your role as a father, in your ear case, your role as a fiancé, 403 00:36:35,120 --> 00:36:39,200 that while, yes, of course, it's important to be the best fiancé that you can, 404 00:36:39,760 --> 00:36:45,920 in the days where you're not and you're tired or hungry and selfish, because we all get there, 405 00:36:45,920 --> 00:36:53,040 your identity is still pure and it's not affected. So hold your head high, get back on your horse, 406 00:36:53,920 --> 00:36:59,120 and make sure that you maximize your role based on having that firm belief in yourself that you 407 00:36:59,920 --> 00:37:06,640 are valuable. What about you, Jaime? You got the cheat codes. I'd like to add, 408 00:37:07,680 --> 00:37:12,640 for example, roles may change, like they're constantly changing, constantly changing different 409 00:37:12,640 --> 00:37:19,120 types of roles. And you have to be aware of that. And your identity is always going to be that 410 00:37:19,840 --> 00:37:26,080 sweetness that will make you unique and that will make you valuable. And that is really important, 411 00:37:26,080 --> 00:37:32,640 understanding that you are also in a position where it's constantly evolving and you're not going to 412 00:37:32,640 --> 00:37:40,000 always be or always have that specific identity. Although it is valuable, it may change and it 413 00:37:40,000 --> 00:37:47,520 may morph as you continue to grow, as you continue to learn things, as you definitely learn more 414 00:37:47,520 --> 00:37:54,560 about yourself, that identity will continue to be even more valuable, not just to you, but to those 415 00:37:54,560 --> 00:38:01,280 that surround you. But your role at some points may be fixed or maybe ever changing, because you may 416 00:38:01,280 --> 00:38:08,080 be a dad in the morning, and then you have to go into that role of a sales manager or go into that 417 00:38:08,080 --> 00:38:17,280 role of a project manager or be the salesperson. So it's definitely forever changing that role, 418 00:38:17,280 --> 00:38:22,800 but as long as you are able to distinguish both of them and give them the value that they're supposed 419 00:38:22,800 --> 00:38:31,200 to have, that you're definitely winning in life. So I consider that to be an always evolving 420 00:38:31,200 --> 00:38:40,640 aspect and it's important for you first of all to identify yourself, find that identity, 421 00:38:41,360 --> 00:38:47,360 and then also manage your roles as you're supposed to. Don't bring those roles into other 422 00:38:47,360 --> 00:38:54,320 spheres of your life where it won't be of value. I love it. Beautiful quote. I quoted you on it. 423 00:38:54,320 --> 00:39:04,080 I spelt more from it is what it is. Find it. But yes, your identity may change. I think this is 424 00:39:04,080 --> 00:39:13,520 one of those instances where hyperbole may serve well here. Our identity does change. I would venture 425 00:39:13,520 --> 00:39:18,720 to say there's a non-scientist, non-perfect human being. I would say it's a pretty constant 426 00:39:18,720 --> 00:39:30,320 reality. This is also based on the concept of the yoga word namaste. It has the same meaning. 427 00:39:31,680 --> 00:39:34,480 According to the book, feelings buried alive never die. 428 00:39:35,520 --> 00:39:44,000 Banned transformation, overcoming trauma. That book teaches that aloha and namaste 429 00:39:44,000 --> 00:39:53,600 mean the same thing. It means my soul honors your soul. I honor you for who you are and I honor myself 430 00:39:54,240 --> 00:40:02,160 and I honor change. Even though I'm perfect the way I am, you're perfect the way you are 431 00:40:03,360 --> 00:40:10,720 and change is perfect. Change for the better. We've got the opportunity to constantly be 432 00:40:10,720 --> 00:40:15,920 upgrading who we are, how we are showing up in the world, forgiving ourselves again of what we 433 00:40:15,920 --> 00:40:21,680 may do wrong, recognizing there's this beautiful opportunity that is holistic in life to continue 434 00:40:21,680 --> 00:40:27,840 to transform who we are. Namaste, aloha, similar concepts to what you said. I'm really glad you 435 00:40:27,840 --> 00:40:34,880 added that. Moving to the next book, Five Dysfunctions of a Team by Patrick Lincione. He got 436 00:40:34,880 --> 00:40:42,000 some massive airtime on that by the way. I'm glad because I absolutely love this book. This is a 437 00:40:42,000 --> 00:40:48,160 required mandatory reading for every single person who joins first-class business. It is so important 438 00:40:48,160 --> 00:40:55,360 because it's life-altering. It will shift the way that you see corporate interactions and 439 00:40:55,360 --> 00:41:00,000 business interactions and how to work with a team because it's built based on championship-level 440 00:41:00,000 --> 00:41:05,360 principles. There's very few people in the world who've actually been on and actually participated 441 00:41:05,360 --> 00:41:11,680 in a championship-level team. Therefore, you're not going to have most people abiding by these 442 00:41:11,680 --> 00:41:17,920 concepts and how this type of infrastructure and this type of collaboration works. You really have 443 00:41:17,920 --> 00:41:23,680 to learn those principles in order to become that. This book does an excellent job of articulating 444 00:41:23,680 --> 00:41:30,160 how you can transform an organization from a dysfunctional team to a high-performance championship 445 00:41:30,160 --> 00:41:34,640 level team. Gentlemen, I'll let you lead on this one. Now that I've described the book, go ahead. 446 00:41:36,320 --> 00:41:43,440 So this book is amazing. I hadn't read it before I came here. I think it was during my interview 447 00:41:43,440 --> 00:41:47,760 that you actually told me about the effective executive and you also told me about the Five 448 00:41:47,760 --> 00:41:52,640 Dysfunctions of a Team. When you told me that, I started reading First of Five Dysfunctions then 449 00:41:52,640 --> 00:42:00,320 and it's such a great book. I mean, if you're building teams, you have to read this book because 450 00:42:00,960 --> 00:42:09,440 it will allow you to have what I said before a transparent team that has the clarity to speak 451 00:42:09,440 --> 00:42:18,480 at the tough moments and say things without any fear. So you're able to move your teams forward 452 00:42:18,480 --> 00:42:25,520 and you're able to share in full transparency everything that may be going on and that will 453 00:42:25,520 --> 00:42:32,320 help you build a really, really strong team that is able to move mountains basically because you 454 00:42:32,320 --> 00:42:41,440 have that certainty within you and that confidence to be able to be just say whatever you think and 455 00:42:41,440 --> 00:42:48,880 and just knowing that everything is coming from a good place that wants to move your company forward 456 00:42:48,880 --> 00:42:55,760 or your business forward. So that's my main take. I don't know if Emmanuel wants to add 457 00:42:56,560 --> 00:43:04,080 to that as well. Well, I wanted to add like the five the five points that are just mentioned in 458 00:43:04,080 --> 00:43:13,680 the book. So first point will be the absent of trust. The second will be fear of conflict. 459 00:43:14,480 --> 00:43:20,720 Tier one will be lack of commitment. Four one will be avoidance of accountability and find 460 00:43:20,720 --> 00:43:27,600 an annotation of the results. How do you pronounce that? Inattention to results. Yeah. 461 00:43:27,600 --> 00:43:35,280 Yeah. So they are really inattentive to that word apparently. No, I'm just kidding. Go ahead. 462 00:43:36,240 --> 00:43:47,200 I'm teasing you. I know. So there you go. We have also the the images. So absent of trust. 463 00:43:47,200 --> 00:43:52,480 When team members are not comfortable being vulnerable with one other and you know trust is 464 00:43:52,480 --> 00:43:59,760 other's intentions, it becomes difficult to build healthy relationship. That's something that we 465 00:43:59,760 --> 00:44:05,200 have in common situations in companies, right? The absent of trust and we need to make sure we are 466 00:44:05,200 --> 00:44:13,920 just working on build strong relationships where we are able to manage and speak. As Jackson mentioned 467 00:44:13,920 --> 00:44:19,120 some minutes ago about what Leonardo did, that's something that we need to do and that we're 468 00:44:19,120 --> 00:44:25,840 creating in our company and we currently have. Fear of conflict, we have teams that are afraid to 469 00:44:25,840 --> 00:44:32,400 engage in productive, healthy or conflict. They are unable to reach creative solutions 470 00:44:32,400 --> 00:44:40,000 to the problems that we may have. So that may stack us in a product pattern of behaviors. 471 00:44:40,000 --> 00:44:49,840 So what it means guys is that we are just. We are we have fear to speak about what it's going on. 472 00:44:49,840 --> 00:44:56,720 We have any difficult with someone with the leader with the partner. We need to be able to speak 473 00:44:56,720 --> 00:45:04,160 clear and loud so we are able to solve any any problem and that's something that we need to 474 00:45:04,160 --> 00:45:10,240 make sure we do. The lack of commitment, it's the we need to make sure. I'm going to pause you a 475 00:45:10,240 --> 00:45:15,200 little bit, Manuel, but this is great because it shows your dedication to the book. It shows how 476 00:45:15,200 --> 00:45:20,320 much this book means to you and we're going to let people take the book on themselves and learn 477 00:45:20,320 --> 00:45:24,160 about it. I want to make sure that people are clear like we are giving credit to Patrick 478 00:45:24,160 --> 00:45:28,560 Quincyoni on this. This is one of the best ways we could possibly honor him is to actually design 479 00:45:28,560 --> 00:45:33,600 our own version around it and instill in our culture so much that we absolutely revere the 480 00:45:33,600 --> 00:45:38,400 author and what he's been able to unlock for us. He's got other books too that I'm excited to be 481 00:45:38,400 --> 00:45:43,520 diving into and read one that my business partner Dean has read. I could see us contacting Patrick 482 00:45:43,520 --> 00:45:47,440 Quincyoni in the near future and be like, Hey, we want to show Envision Pros live. I can also see 483 00:45:47,440 --> 00:45:52,000 us contacting him and saying, Hey, we want to work together on things. We just know that these 484 00:45:52,000 --> 00:45:59,280 concepts are so amazing. That's why I was willing to dedicate financial resources and time to building 485 00:45:59,280 --> 00:46:04,960 this out. And also why I wanted to showcase what you see on your screen. I'm going to zoom back out 486 00:46:04,960 --> 00:46:11,600 to the beginning of it. Notice all the comments over on the right hand side in Spanish. That's 487 00:46:11,600 --> 00:46:18,000 me saying we need to take this design to an entirely new level and saying we're going to change this. 488 00:46:18,000 --> 00:46:20,640 We're going to change this. We're going to change this. We're going to change this. These are the 489 00:46:20,640 --> 00:46:25,760 posters for the hallways of first class business. These are what we're going to help our team 490 00:46:25,760 --> 00:46:32,080 understand. We lock in on these principles. This is how we will become the championship level 491 00:46:32,080 --> 00:46:36,720 organization that we know we can build at a very large level and how we will inspire our team 492 00:46:36,720 --> 00:46:43,600 members that join us to participate. Now we are over time a little bit and we could keep going. 493 00:46:43,600 --> 00:46:48,880 Again, I'll just really quickly rattle through those other books. Again, I'm on already showed you 494 00:46:48,880 --> 00:46:53,680 though I'm going to stop sharing my screen now. The one minute manager poster that we created 495 00:46:53,680 --> 00:47:00,320 based on the one minute game plan. Absolutely. I love it. It's one of the first things that helped 496 00:47:00,320 --> 00:47:06,080 propel me towards becoming a better manager and a better team member for knowing how to deal with 497 00:47:06,080 --> 00:47:12,640 conflict when necessary. Also how to define when conflict should be addressed and how to praise 498 00:47:12,640 --> 00:47:20,640 people when they won. Raving fans helped me learn how to lead my prospects, lead my clients, create 499 00:47:20,640 --> 00:47:27,040 a culture of absolute loyalty from those who are buying from us. Peak by Chip Connolly put that on 500 00:47:27,040 --> 00:47:31,280 steroids. He's got a much more sophisticated version. I highly recommend reading one minute 501 00:47:31,280 --> 00:47:36,320 manager raving fans first and then if you feel the need or desire for operational sake, go into 502 00:47:36,320 --> 00:47:43,520 peak. Chip Connolly is masterful at breaking down how to create a great environment for your 503 00:47:43,520 --> 00:47:49,520 employees, your customers, your investors based on Mausoleum's hierarchy of needs. It is a brilliant 504 00:47:49,520 --> 00:47:54,640 masterpiece of a book. Then there's Relationships 101 by John Maxwell and it goes back to the basics. 505 00:47:54,640 --> 00:48:01,520 It's an easy short read. It's super powerful. Reminds you to be a very good human in very eloquent 506 00:48:01,520 --> 00:48:06,480 terms and you read it and you're almost like, oh my gosh, how did I not know all of this already? 507 00:48:07,200 --> 00:48:12,000 You know, it's like, wow, this really can inspire you. The EMeth is one of my absolute favorite books. 508 00:48:12,720 --> 00:48:17,120 Not that all these aren't, but this is possibly the top of the list these days. 509 00:48:17,120 --> 00:48:22,720 Rocket Fuel builds quite well on the EMeth. I'm a big fan of what Gina Wickman has put out there in 510 00:48:22,720 --> 00:48:27,840 Rocket Fuel and helping define the visionary versus the integrator and how they work together. 511 00:48:28,480 --> 00:48:33,920 Then the effective executive, as Jaime pointed out, for a long time I called this the Bible of 512 00:48:33,920 --> 00:48:41,760 business for me as an executive. Now, reaching the levels that I have, I would say it's a very good 513 00:48:41,760 --> 00:48:49,520 section of that, but the EMeth is my favorite book out of these books that we're listing here. 514 00:48:49,520 --> 00:48:53,920 Of course, there is the literal Bible and then religious works like the Book of Mormon, the 515 00:48:53,920 --> 00:49:00,400 Koran and others that have every right to have masterful impact in our lives. 516 00:49:00,400 --> 00:49:07,600 Thanks for joining us for Vision Pros today. Jaime and Amonwell, do you have anything else 517 00:49:07,600 --> 00:49:15,520 you want to share within 30 seconds as we wrap up? I do. Jackson, I think that this question 518 00:49:15,520 --> 00:49:22,240 is going to inspire a lot of people. If you can just help us out with this. When did you realize 519 00:49:22,240 --> 00:49:28,560 you wanted to be a leader? Absolutely. You grew up becoming a leader, learning things, 520 00:49:28,560 --> 00:49:34,880 but when did you realize about that? Oh, for me? Are you asking for me? Yes. Of course. 521 00:49:34,880 --> 00:49:41,120 Oh man, you're going to love this answer. I think everybody will. I realized I wanted to be a leader 522 00:49:41,120 --> 00:49:46,000 long before I was ever ready or qualified to be a leader, and that's probably one of the things 523 00:49:46,000 --> 00:49:52,160 that hurt me most. I was put into leadership positions too because I was very talented with a 524 00:49:52,160 --> 00:49:57,040 lot of things, and I was a horrible leader. I was leading the way because I was the best, 525 00:49:57,040 --> 00:50:01,120 but nobody could relate to me because I was the best, and I was like, well, if you're not the best, 526 00:50:01,120 --> 00:50:06,960 you need to pick it up. Dang it. It's like your fault. We're struggling. That's not good leadership. 527 00:50:06,960 --> 00:50:11,520 That's awful leadership. I had to learn a very painful process. It wasn't until 528 00:50:12,640 --> 00:50:17,920 the end of my mission in Uruguay where I hadn't been selected to be a leader, even though my 529 00:50:17,920 --> 00:50:22,960 mission president called me one of the top five, is starting five out of the hundreds of mission 530 00:50:22,960 --> 00:50:27,200 areas that he had. I was excited about that because that's what I was dedicated towards, 531 00:50:27,200 --> 00:50:32,480 but I began to realize at the end of my mission that he hadn't made me a leader, and I had been a 532 00:50:32,480 --> 00:50:39,440 trainer a number of times, but I started to think, you know what? I don't really care about the other 533 00:50:39,440 --> 00:50:44,800 missionaries. I just cared about the people. If you don't want to be on a mission, I don't want to 534 00:50:44,800 --> 00:50:51,680 babysit you. I had to learn to let my youth realize, you know what? It would be great to be a leader, 535 00:50:51,680 --> 00:50:55,920 and maybe I would be more effective as a missionary too if I took the time to train other 536 00:50:55,920 --> 00:51:01,040 missionaries how to be better missionaries. That started the process, but it wasn't until 537 00:51:02,320 --> 00:51:08,000 going through my first divorce where as I was going through that process, I realized I hadn't 538 00:51:08,000 --> 00:51:13,600 ever tried to be the best husband in the world. I had always tried to be the best dad, and I had 539 00:51:13,600 --> 00:51:19,440 been a good husband, but I had not tried to be the best as a husband. I was watching Tony Robbins, 540 00:51:19,440 --> 00:51:24,400 I'm not your guru when I realized that, and I realized, you know what? From today, moving forward, 541 00:51:24,400 --> 00:51:30,160 I need to dedicate myself to that. Then I was running around the track, and I was on my last 542 00:51:30,160 --> 00:51:33,920 lap, and normally I would slow it down to the last lap, and I thought of LeBron James, 543 00:51:34,720 --> 00:51:40,960 and I was like, what would LeBron James do? He'd book it. He'd crush his own record, even though 544 00:51:40,960 --> 00:51:47,360 nobody's watching, he'd go all out. I went all out on that last lap and just crushed it. 545 00:51:47,360 --> 00:51:55,120 I crushed it. I ran through the finish line in another 20, 30 yards as fast as I could, 546 00:51:55,120 --> 00:52:00,720 just to make sure, but I did not have any ounce of slowing down, and I had this feeling like, whoa, 547 00:52:01,840 --> 00:52:08,000 that's what it feels like to be LeBron James. That's what it feels like to be Leigh and El Messi, 548 00:52:08,000 --> 00:52:14,320 and Cristiano Ronaldo, and all these world-class athletes and leaders who absolutely want to 549 00:52:14,320 --> 00:52:18,640 give their best effort, regardless of who else is out there. That was one of my greatest transformations. 550 00:52:18,640 --> 00:52:24,960 It wasn't when I realized I wanted to be a leader. It was when I realized I needed to change myself. 551 00:52:24,960 --> 00:52:30,880 I needed to work on myself to become a truly great leader, be the best leader that I could be, 552 00:52:30,880 --> 00:52:37,040 where I started to unlock the realities that would shape my ability to maximize my life. 553 00:52:37,040 --> 00:52:40,720 That's ultimately when I found a very strong, sincere sense of peace 554 00:52:40,720 --> 00:52:46,160 and prosperity in the process. I'll always be happy with my life as long as I stay true to those 555 00:52:46,160 --> 00:52:51,440 principles. So, Amman, well, thanks for adding to that. We are quite a bit over now. Jaime, 556 00:52:51,440 --> 00:52:53,600 do you have any final thoughts, though, to respect the fact that you're here? 557 00:52:53,600 --> 00:53:00,400 I don't. I hope people out there are all good, and as always, just inviting visionary leaders 558 00:53:01,520 --> 00:53:03,840 and people to come on and share their stories. 559 00:53:04,720 --> 00:53:10,000 Absolutely. If you're a visionary leader, and you want to come on to this podcast with us and 560 00:53:10,000 --> 00:53:14,320 collaborate, feel free to drop a comment, let us know, or reach out to us. We're happy to help you 561 00:53:14,320 --> 00:53:18,240 at First Class Business. We're happy to help you on Health at Able Health. We're happy to help you 562 00:53:19,040 --> 00:53:23,680 explore your vision further as Vision Pros as well. And passionpro.org, if you're looking for 563 00:53:23,680 --> 00:53:29,200 your passions, you're trying to figure out in life how to live harmoniously and find your purpose. 564 00:53:29,200 --> 00:53:32,960 We're here for you on all those accounts. We look forward to seeing you in the next episode. 565 00:53:32,960 --> 00:53:36,800 Everybody have a great day, and thank you, Vision Pros, for tuning in. Everybody take care. 566 00:53:36,800 --> 00:53:42,480 All right. Bye, guys. Thank you for being here today. I'm really happy that you tuned in to 567 00:53:42,480 --> 00:53:49,840 Vision Pros Live. I'm looking forward to seeing your reactions as these episodes continue to move 568 00:53:49,840 --> 00:53:54,160 forward. We optimize them as the months go by. This is going to get more and more fun. We'll 569 00:53:54,160 --> 00:53:58,720 have more and more engagement as well. We'll invite people to participate in the show. And 570 00:53:58,720 --> 00:54:08,720 thank you for giving us your time and attention.