Podcast appearances and mentions of doug hall

Stop the Stupid, Proactive Problem Solving with Doug Hall   Stop the Stupid, Increase Profits: Unlocking the Hidden Power of Proactive Problem Solving with Doug Hall Imagine running a business where your team is fully engaged, dumb processes are eliminated, and profits grow as a byproduct of operational clarity. That's not a fantasy—it's the Profit First future that innovation expert Doug Hall lays out in this episode of The Profit Answer Man. Doug has spent nearly 50 years innovating and coaching at the highest levels—from Procter & Gamble to launching his own distillery. Today, he's here to help you “stop the stupid” and start leading a high-performance, high-profit team. Doug isn't just talking theory. He's lived this transformation, and in this episode, he gives you the blueprint to build a culture of ownership, continuous improvement, and scalable profit. Ready to turn your employees into proactive problem solvers? Read on…   In This Episode, You Will Learn: Why "stop the stupid" is more than a catchphrase—it's a profitability strategy. How Doug created cultural buy-in with frontline distillery workers and turned skeptics into profit generators. The #1 mindset shift leaders must embrace to get their team aligned with business goals.  A real-life system for transforming your business from chaos to clarity—without burning everyone out. The simple opening line that Doug used to flip disengagement into excitement (you'll want to steal this!).   Key Takeaways: Proactive Problem Solving Begins With the Frontline. Doug's strategy starts with fixing what employees already hate. When you solve their problems first—like back pain from poor equipment—you earn the right to solve your business problems next. Broken Systems Are Margin Killers. You're not losing profit because of the market—you're losing it because of inefficiency. Doug shows how identifying daily process friction is the first step to improving cash flow and boosting morale. Innovation Isn't Just Big Ideas—It's Fixing Dumb Stuff. We often chase grand strategies while tripping over small, solvable issues. Doug's framework filters ideas based on feasibility and ROI, turning every team member into a profit multiplier. Employees Don't Want to Be ‘Managed'—They Want to Matter. This episode explores how to lead with clarity, accountability, and trust. Doug shares how to train staff to think, solve, and take ownership—even if they're working the bottling line. Real Innovation Happens When Systems Support People. From Procter & Gamble to his own distillery, Doug explains how scalable growth comes from clear systems, engaged people, and leadership that empowers both.   Meet Doug Hall: Doug Hall, author of PROACTIVE Problem Solving, is the founder of Eureka! Ranch and Brain Brew Distillery. Named one of America's top innovation experts by Inc. and The Wall Street Journal, Doug has helped Fortune 500 companies and gritty entrepreneurs alike find, filter, and fast-track big ideas. A former Master Marketing Inventor at P&G, Doug brings an engineer's precision and a rebel's mindset to the business world. Fun fact: He's been awarded two honorary doctorates—for engineering and laws—for his game-changing work in business innovation.   Conclusion: Innovation Without Profit Is Just Noise If your team is disengaged, if systems are broken, or if profits are inconsistent—stop the stupid. You don't need more revenue to fix this. You need better alignment, smarter problem solving, and the courage to challenge business-as-usual.   Links: http://doughall.com http://eurekaranch.com LinkedIn: https://www.linkedin.com/in/doughallinventor/   Watch the full episode on YouTube: https://www.youtube.com/@profitanswerman Sign up to be notified when the next cohort of the Profit First Experience Course is available! Profit First Toolkit: https://lp.profitcomesfirst.com/landing-page-page  Relay Bank (affiliate link): https://relayfi.com/?referralcode=profitcomesfirst Profit Answer Man Facebook group: https://www.facebook.com/groups/profitanswerman/ My podcast about living a richer more meaningful life: http://richersoul.com/ Music provided by Junan from Junan Podcast Any financial advice is for educational purposes only and you should consult with an expert for your specific needs. #profitfirst

In this episode of the Grownlearn Podcast, Zorina Dimitrova sits down with legendary innovation expert Doug Hall—founder of Eureka! Ranch and Brain Brew Distillery—to talk about what's really broken inside businesses today. Spoiler alert: it's not the people. Doug shares the thinking behind his new book Proactive Problem Solving, and dives into why so much time is wasted on “stupid stuff” that could be fixed with better systems, clearer communication, and a little bit of psychology. From engaging frontline employees to scaling a bourbon brand during COVID, Doug's stories are a masterclass in practical innovation, culture transformation, and process design that actually works. If you've ever felt like you're drowning in problems that shouldn't exist in the first place, this one's for you. You can learn more at www.doughall.com ------------------------------------------------------------------------------------------------------------------------------------------------------------- Want to unlock the secrets of business growth and transformation?

In this episode, Doug Hall, founder of Eureka Ranch and Brain Brew Distillery and a recognized innovation expert, discusses his book, "Proactive Problem Solving." He shares practical strategies for identifying and resolving challenges using systems thinking. Inspired by Dr. W. Edwards Deming, Hall emphasizes engaged leadership and empowering those closest to the work. The conversation focuses on moving beyond simply fixing problems to proactively preventing them.

Doug Hall on Innovation and Employee Engagement: A Modern Leadership FrameworkOn this episode of The Thoughtful Entrepreneur, host Josh Elledge speaks with Doug Hall, founder of Eureka Ranch and co-founder of Dexter Bourbon Company. With nearly four decades of experience guiding innovation for top global brands, Doug shares a powerful perspective on how leaders can drive innovation through a proactive, engaged workforce. From launching disruptive ideas with Nike and Disney to transforming the work culture at his distillery, Doug's approach emphasizes engaging every employee to build a system that thrives on innovation.Personal Growth, Innovation, and the Power of CuriosityDoug shares that every year, he selects a personal learning theme to stretch himself—this year, it's learning the ukulele and perfecting artisan bread baking. These hobbies reflect his belief in continuous learning and expert mentorship, a mindset he also brings into his business ventures. Doug launched Eureka Ranch in his basement to help brands innovate and later developed Innovation Engineering to teach individuals how to invent and implement ideas from within their own organizations.Creating a Culture of Proactive Problem-SolvingDoug emphasizes that most wasted time in business stems from broken systems—not bad employees—and leaders must empower teams to identify and fix inefficiencies. At Dexter Bourbon Company, a frontline worker solved a daily struggle by voicing her challenge, leading to a simple fix and higher productivity. This approach is outlined in Doug's book, Proactive Problem Solving (available on Amazon), which provides a clear framework for building engaged, solution-focused teams.Turning Engagement into Innovation and Competitive AdvantageDoug explains that modern employees crave purpose and clarity, and when leaders communicate the “why” behind tasks, teams become more motivated and committed. Proactive problem-solving creates a culture where employees drive innovation from the ground up, transforming organizations into agile, empowered environments that don't just survive but lead.About Doug HallDoug Hall is the founder of Eureka Ranch and co-founder of Dexter Bourbon Company. He is the creator of Innovation Engineering and author of multiple books, including Proactive Problem Solving. Through his decades of work, Doug helps teams and leaders unlock creative thinking, drive growth, and build thriving innovation systems. Learn more at DougHall.com.About Eureka Ranch & Dexter Bourbon CompanyEureka Ranch trains teams and organizations in systematic innovation through its Innovation Engineering methodology, helping them create, communicate, and commercialize big ideas. Dexter Bourbon Company brings data-driven distilling and a culture of experimentation to the bourbon industry, emphasizing continuous improvement from production line to leadership.Links Mentioned in this Episode

  In this month's episode of Listen Up Landlords presenters NRLA Chief Executive Ben Beadle (@BeadleBen) and Richard Blanco (@richardblanco_) discuss the issue of affordability in the private rented sector – and challenge of finding the right tradesperson when you need them.  Ben and Richard are joined by Doug Hall, director of mortgage brokers 3MC and Freddie Bloor senior director of property investment platform and NRLA partner GetGround.  They talk interest rates, examine the current start of the mortgage market and explore the impact of increased costs on the sector – asking whether these pressures are forcing landlords to reconsider their future in the market.   Hannah Kenyon, representing the NRLA support team, talks about the calls coming into the phone lines this month, focussing on the impact of proposed changes under the Renters' Rights Bill.  The team is also joined by Emma Grant, head of trade experience & commercial partnerships at new NRLA partner Checkatrade.  She shares her tips on getting the right person for the job and – with a 166,000 shortfall in qualified tradespeople across the country – discusses what needs to happen to fill the skills gap, not least with new minimum energy efficiency standards set to increase demand exponentially.  If you enjoy the show, please spread the word on your social media channels using the hashtag #listenuplandlords.   For all podcast enquiries email press@nrla.org.uk    ACCREDITATION: You can now pick up a CPD point to be used towards NRLA accreditation by listening to the podcast. To log your point, visit the accreditation dashboard in the ‘Your Account' section of the NRLA website. Select ‘Other' then ‘NRLA Podcast' from the dropdown menu.   More information   To download a transcript of the podcast click here.  If you would like further details on how to become accredited with the NRLA click here.  For more information on NRLA partner GetGround click here.  For more details on NRLA partner Checkatrade click here. 

Global Product Management Talk is pleased to bring you the next episode of... Product Mastery Now with host Chad McAllister, PhD. Please find future episodes on your podcast player, searching for Product Mastery Now or at https://productmasterynow.com/mastery/. Blog Talk Radio is ending in Jan, 2025. The podcast is all about helping people involved in innovation and managing products become more successful, grow their careers, and STANDOUT from their peers. About the Episode:  In my recent conversation with Doug Hall, master of turning chaos into clarity, we explored how product managers and innovation leaders can break free from reactive problem-solving and create more value through proactive innovation. Doug shared that the average manager wastes 3.5 hours daily fixing problems, with 75% of issues stemming from broken systems rather than employee mistakes. Even more concerning, products typically lose 50% of their innovative value during development as unique ideas get compromised to fit existing systems. Doug offered practical solutions through three powerful frameworks that can transform how teams approach innovation and problem-solving. Key Topics: How to define problems effectively using the Yellow Card method, inspired by military Commander's Intent principleCreating solutions through structured “Create Sessions” that leverage stimulus, diversity of thought, and fear reductionSix types of innovation stimulus, including patent mining and wisdom mining from academic sourcesUsing the Deming Cycle (Plan-Do-Study-Act) to systematically reduce risks in product developmentTransforming organizational culture by focusing on system improvement rather than individual blame

He is internationally known as a top economist. Steve Moore has been a contributor to the Wall Street Journal for years, and is part of the well-known Heritage Foundation. He is also seen on Fox News, and CNN. Steve offers an educated view into what we might expect from the Trump administration. Also, Mike welcomes back Andrew Steier from "Always Going," and also author Doug Hall.

Global Product Management Talk is pleased to bring you the next episode of... Product Mastery Now with host Chad McAllister, PhD. The podcast is all about helping people involved in innovation and managing products become more successful, grow their careers, and STANDOUT from their peers. About the Episode:  Innovation expert Doug Hall reveals why most organizations struggle with innovation despite recognizing its importance. Through his experience running Eureka! Ranch and Dexter Bourbon Distillery, Hall discovered that successful innovation requires a bottom-up transformation focusing first on empowering frontline employees to fix inefficiencies (“stop the stupid”), then enabling middle managers to improve systems, and finally allowing leadership to pursue bigger strategic innovations. This three-level approach has shown to increase innovation value by 28% versus the typical 50% decline seen in traditional top-down approaches. Key Topics: The Innovation Paradox: While 80% of CEOs say innovation is critical, only 20% believe their organizations are good at itEmployee Innovation Barriers: 37% don't see innovation as their job, 29% don't know what to do about itMiddle Management Challenge: Managers waste 3.5 hours daily dealing with mistakes and system flawsSystem vs. People Problems: 78% of issues come from flawed company systems, only 22% from employee mistakesThe “Stop the Stupid” Approach: Start with empowering employees to fix immediate inefficiencies before pursuing larger innovationsThree-Step Framework: 1) Teach innovation fundamentals, 2) Build confidence through early wins, 3) Develop systems thinkingMeasurable Impact: Organizations can achieve 4 improvement actions per employee per monthCultural Transformation: Focus on intrinsic motivation rather than external incentives

We got two episode for you this week! Our second one is with Too T3rpd family again! Doug Hall of The Cannabis Agency Stopped by to talk about what all his company provides, we talk about the state of Missouri cannabis, and much more! You can find more on The Cannabis Agency:@therealrunthc on instagram Follow Too T3rpd on Instagram  Check out our videos on our Too T3rpd YouTube channel  Leave voicemails/text to our Too T3rpd hotline (314) 399-9711Sign up for our Patreon: https://www.patreon.com/TOOT3RPD Follow Donovan @Donovan2408 on all socialsFollow Tyler @tbreakt on instagramSupport the show

March 23, 2022 - Doug Hall

On This episode we speak to Ren Brennan, who is a fitness instructor and personal trainer based in the South Lakes. Ten says "I spent many years teaching sports and ensuring people, particularly children, have fundamental movements (balance, agility and coordination) to be able to live and enjoy an active life. I moved to the Lake District 20 years ago to fulfil my passion of being able to live an active healthy lifestyle in the outdoors.Being active has shaped who I am from an early age. It has made me determined and has given me so many opportunities and a real sense of belonging and identity. While I've always been above average at sport, I was never “brilliant”, and have had to work hard at it to be in the position I am today. This has given me a tremendous amount of empathy which shows in my coaching and training of others.I am a competing GB triathlete and the European Champion for my age group for the off-road triathlon. I was absolutely thrilled to be named in the top 100 women in cycling this year.I'm passionate about helping others to be healthy, happy and to meet their fitness goals. I want to inspire others, of all abilities, to want to lead a healthy, active lifestyle and to be the best version of themselves that they can be. I love helping people, creating personalised plans and sessions and seeing people improve, be it their fitness, mental health or confidence. I like to get to know my clients, and ensure I adapt sessions to suit them, whether that be the level of difficulty or fitting round their busy lifestyle.I love nothing more than being out in nature and the Lake District is truly the most beautiful place to be able to do this. If you'd like to have a chat to see if we'd be a good fit for personal training, you want to join one of my classes or book in for mountain bike tuition or guiding, please don't hesitate to get in touch with me. June 2022ITU 2022 Targu Mures Cross Triathlon World Championships.This race and the result have not sunk in yet . I only ever dreamed of achieving Gold. It's even more meaningful this year as my goal was to just get to start line with no expectations . A foot injury sustained in December and reoccurring in February and  still being managed has meant very little running and only since April.The bike course was pretty hard and brutal with 1000 m climbing in 27 km but this was in my favour . It was a fun physically demanding course . The run course was tough physically so I hoped it was more about who could hang on in as opposed to fastest runner.I couldn't achieve any of this without the help of many folk . Thank you to Doug Hall, Coley Nicole Yvette Walters, Keswick Bikes, GLL sports foundation and Ulverston Tri Club"You can email  ren@southlakesfitness.co.ukHer website is  www.southlakescycling.co.ukHope you find the value in this. You Can Follow us  on Instagram @amp_1967X : agegroupmultisportpodcastFacebook : AMPGBfind all our episodes on our websiteor our YouTube Channel AMP GBWebsite is : https://agegroupmultisportpodcast.buzzsprout.com/email: agegroupmultisportpodcast@gmail.comIf you are an agegroup athlete and would like to come on the pod, get in touch.

Check out our sponsors: Retail Luxury Sustainable Packaging: IDP Direct Packaging Specifications Management: Specright About: Doug Hall is a marketing executive with a unique and non-traditional background encompassing various areas of expertise. Initially an organic and analytical chemist in flavors and fragrances, Doug transitioned into technical sales before completing his MBA. With experience across multiple industries, including food, beauty, and laundry, he has worked with big companies such as Procter & Gamble, where he contributed to brands like Tide and Gain. Doug has also pursued a PhD in organizational psychology, underscoring his commitment to lifelong learning and interdisciplinary approaches. His current role at Raybern's involves leading marketing initiatives, particularly focused on branding and consumer connection, leveraging his R&D background. Episode Summary: In the latest episode of our podcast, we delve into the intricacies of marketing strategy in the context of product redesigns and packaging evolution. Doug Hall, of Raybern's, offers listeners an insider's perspective on navigating the challenges and reasoning behind updating a brand's aesthetic and product formula. Exploring the intersection of consumer psychology and marketing, Doug shares his journey from an organic chemist to a marketing expert, emphasizing the importance of starting with consumer insights and minimizing disruption to customers' shopping experience. The conversation unwraps the complexities and considerations of rebranding, touching upon topics like consumer behavior, the impact of COVID on the food industry, and the experiential details that go into creating the perfect microwavable sandwich. Key insights emerge as Doug discusses the balance of keeping a brand fresh yet familiar, highlighting the risks and rewards of changing packaging. The strategic thinking involved, from the inception to the rollout of new designs, showcases how data-driven decisions can revitalize a brand whilst still catering to loyal customers. Key Takeaways: A packaging redesign should have a substantial reason behind it, rather than just a desire to make one's mark on a brand. Changes to packaging or products must involve cross-functional planning and communication to address the impact on various departments and operations. Budgets for rebranding must account for extensive components including agency work, photography, packaging printing, and old product phase-out. Raybern's leverages insights from consumer trends and QSR standards, ensuring their product reformulations and branding continue to resonate with evolving tastes. Doug emphasizes the critical nature of maintaining brand familiarity, minimizing the risk of losing customers who might reconsider their purchase if they notice significant changes. Notable Quotes: "The general rule of thumb that I have is avoid packaging changes, keep things on autopilot. If you've been buying it, keep buying it. Minimize disruption." "Everything you do in marketing should start with the consumer. What do they like? What are they missing? What are their needs?" "My whole goal here is to understand why you come into work and what we can do to make it a better workplace for you. Same thing with the consumers." "If you were to buy some laundry detergent and you didn't see that sudsing, you'd be like, I'm not buying this again." "Since I don't know what I'm buying anymore, I'm going to pick something new that fits better for my lifestyle now." Resources: Raybern's official website: rayberns.com Doug Hall's professional LinkedIn profile for further inquiries and discussions on branding and consumer marketing: here> Stay tuned and make sure to listen to the full episode for a deeper dive into the dynamic world of branding and consumer insights with Doug Hall. Join us on this fascinating journey through the behind-the-scenes actions that shape your purchasing decisions and the face of your favorite products. --- Send in a voice message: https://podcasters.spotify.com/pod/show/packagingunboxd/message

Episode Resources:Go to TeamSimmer.com and use the coupon code Deviate for 10% off on individual course purchases.Latest from Juliana Jackson:Ecommerce Analytics Course for PiwikPRO - learn how to set up your store for successData Contracts Explained - by Doug Hall and Arman DidandehMastering the Art of Adaptability in Marketing and Analytics - article by Juliana JacksonOutsider Thinking in the Age of AI - article by Jason Packer featuring Juliana JacksonLatest from Simo Ahava and Simmer:Sign up for the Simmer newsletter for industry updates and technical marketing newsHow Do I Assign A Static IP Address To Outgoing Server-side GTM Requests? - article by Simo AhavaJOIN GOOGLE ADS AND GA4 DATA IN GOOGLE BIGQUERY - article by Arben KqikuConnect with Charles Farina on Twitter or LinkedinThe book mentioned in the episode:  Code: The Hidden Language of Computer Hardware and SoftwareTools and vendors mentioned:PiwikProAmplitudeCustomer Journey Analytics (Adobe) This podcast is brought to you by Juliana Jackson and Simo Ahava.

In this episode Justin is bringing along a special guest host to discuss the RPG adventure game Mutants in the Now, and Mutants in the Next! My Guest host is Mr. Doug Hall, the creator of the RPG-EZ system and co host of the "People are my Hyperfocus" podcast on Youtube; and our Guest will be the Creator of the Mutants in the Now game series Mr. Julian Kay! We discuss the Palladium TMNT RPG as the root for his system and the progenitor for Julian's work. So Turtles fans roll for initiative and let's see what crazy time we can have with Julian and Doug ands maybe create some Mutants to fight the Foot along the way! Check Julian out at https://www.j-k.games/ and at https://arbco.itch.io/mutants-in-the-now Check out Doug on Youtube at https://www.youtube.com/@031Productions --- Send in a voice message: https://podcasters.spotify.com/pod/show/epictalesfromthesewers/message

Jason Teasley and Mark Radulich present our White Men Can't Jump 1993/2023 Comparison and Review!White Men Can't Jump is a 1992 American sports comedy film written and directed by Ron Shelton. It stars Woody Harrelson and Wesley Snipes as streetball hustlers. The film was released in the United States on March 27, 1992, by 20th Century Fox.White Men Can't Jump is a 2023 American sports comedy film directed by Calmatic, and written by Kenya Barris and Doug Hall from a story they co-wrote with Ron Shelton. It is a remake of the 1992 film of the same name. It stars Sinqua Walls and Jack Harlow, in his acting debut, in the lead roles, alongside Teyana Taylor, Laura Harrier, Vince Staples, Myles Bullock, and Lance Reddick in one of his final film performances before his death in March 2023.White Men Can't Jump was released on May 19, 2023, on Hulu. The film received generally negative reviews from critics. The film has an accompanying soundtrack.Disclaimer: The following may contain offensive language, adult humor, and/or content that some viewers may find offensive – The views and opinions expressed by any one speaker does not explicitly or necessarily reflect or represent those of Mark Radulich or W2M Network.Mark Radulich and his wacky podcast on all the things:https://linktr.ee/markkind76alsoFB Messenger: Mark Radulich LCSWTiktok: @markradulichtwitter: @MarkRadulich

Doug Hall is a Nashville-based British music publicist representing artists including Yola, Bootsy Collins, Taj Mahal, and more. He started his career in the UK where he worked with The Rolling Stones and in 2014, founded D Digital PR, where he managed successful UK campaigns for high-profile artists and events including Chris Stapleton, Alison Krauss, The Lumineers, and Gregory Porter, alongside publicity for events including showcases at SXSW and The Rio Olympics. In 2018 he moved to the USA and formed his independent PR agency, Big Feat PR, which works with artists and labels from Republic to Verve, supporting emerging and established talent. In 2020 he helped raise $500,000 for tornado relief, leading publicity for the “To Nashville With Love” event, and in 2022 he was awarded a Clio Music Award for his work with Yola on her “Stand For Myself” album publicity campaign. He is a GRAMMY award mentor and SXSW panel host. The PR Podcast is your view inside the public relations business. We talk with great PR people, reporters, and communicators about how the news gets made and strategies for publicity that drive business goals.  Host ⁠⁠Jody Fisher⁠⁠ is the founder of JodyFisherPR and works with clients across the healthcare, higher education, financial services, real estate, entertainment, and non-profit verticals.  Join the conversation on ⁠⁠Facebook⁠⁠, ⁠⁠Twitter⁠⁠, ⁠⁠Instagram⁠⁠, and ⁠⁠TikTok⁠⁠ at @ThePRPodcast. --- Support this podcast: https://podcasters.spotify.com/pod/show/theprpodcast/support

Guest: Ken Gable, who is a music instructor at Belmont Middle School.

Resources for this episode:Go to teamsimmer.com and use the coupon code "DEVIATE" for 10% off of any individual course purchases.Javascript course by Dan Abramov: https://justjavascript.com/Connect with Doug Hall Follow Doug Hall on TwitterDoug Hall's medium (his articles are top-notch)Connect with Julien CoquetFollow Julien Coquet on TwitterJulien Coquet's blog

Doug Hall talks about his unique system for coming up with ideas, why he gets senior people to say dumb things, the blueprint for a winning pitch, how to tap into your subconscious, judging some of the best and worst pitches on TV, and creating custom bourbon in under 5 minutes.   If you enjoy the show, please share it with someone else who might appreciate it, and if you can, leave a review. Follow me on social media for video clips of the episode, or visit the website for more information.  Website: http://pitchguy.co.uk/ Instagram: https://www.instagram.com/dannyfontaine/ TikTok: https://www.tiktok.com/@pitchguy YouTube: https://www.youtube.com/@pitchguy/ Linkedin: https://www.linkedin.com/in/dannyfontaine/  

In this edition of Listen Up Landlords presenters NRLA Chief Executive Ben Beadle (@BeadleBen) and Richard Blanco (@richardblanco_)  examine the recent turmoil in the mortgage market, talking to expert guests Kate Faulkner (@katefaulkner) and Doug Hall about the impact on landlords.  Property commentator and analyst, Kate and Doug, who is director of NRLA mortgage partner 3MC, look back at what's happened over the last few weeks and reflect on the further changes they expect to see in the short and longer term.  Catherine Behdad, of the NRLA advice team, looks at the issues concerning landlords calling our support line this month, with property commentator Russell Quirk (@russellquirk) and Tessa Shepperson (@tessashepperson) of Landlord Law joining the show to talk all things PRS ahead of the NRLA's inaugural landlord conference next month.  They discuss everything from rental reform to energy efficiency, to give listeners a taste of what to expect at what promises to be an interesting and informative event.  If you would like to buy tickets for The Landlord Conference, which will be held at Coventry Building Society Arena on November 15, click here.  If you enjoy the podcast, please spread the word on your social media channels using the hashtag #listenuplandlords.   For all podcast enquiries email press@nrla.org.uk    ACCREDITATION: You can now pick up a CPD point to be used towards NRLA accreditation by listening to the podcast. To log your point, visit the accreditation dashboard in the ‘Your Account' section of the NRLA website. Select ‘Other' then ‘NRLA Podcast' from the dropdown menu.   More information   To download a transcript of the podcast click here.  If you would like further details on how to become accredited with the NRLA click here.  

Are you looking for a job or maybe thinking of changing careers? You're not alone. The U.S. just added more than 260,000 jobs last month. And the Labor Department says average hourly earnings rose 5% from a year ago. So the labor market might look optimistic. But why are companies struggling to keep employees, and what are different industries doing to keep their staffing where they need to be? Today, we're talking to Doug Hall with SK Food Group. It's a national company that prepares and ships sandwiches and wraps. He tell us the ups and downs his industry has gone through hire and retain employees

Let's talk about Accessible Vote by Mail in the second episode of our new series, "Your Voice, Your Vote!" In this episode, we talk with Doug Hall and Marsha Bukala, two Floridians with disabilities who have fought for and now utilize Accessible Vote by Mail. They discuss the history of accessible elections in Florida, how they advocated for accessible voting options, and what insights they have about casting a ballot as a voter with a disability.

About Sterling:Sterling White is a seasoned Real Estate Investor, Philanthropist, & Former World Record Attemptee who was born, raised, in Indianapolis, Indiana. Breathing and living real estate since 2009, Sterling currently is the proud Founder of Sonder Investment Group, Sterling White Enterprises and involved in other business partnerships..Throughout the span of more than a decade, Sterling has contributed to helping others become successful in the real estate industry. In addition, he and his current partner have been directly involved with both buying and selling over 100 single family homes and scaled personal portfolio to just under 500 units.Sterling's primary specialties include Sales, Marketing, Crowdfunding, Buy & Hold Investing, Investment Properties, and many more.When he isn't immersed in the realty world, Sterling White likes reading motivational books, including “Maverick Mindset” by Doug Hall, “As a Man Thinketh” by James Allen, and “Don't Sweat the Small Stuff” by Richard Carlson. As a thrill-seeker with an evident fear of heights, he somehow managed to jump off of a 65-foot cliff into deep water without flinching. (Okay, maybe a little bit…) Sterling is also an avid kale-eating traveler, but nothing is more important to him than his mini me (a.k.a. his beautiful daughter).Links From The Podcasthttps://www.biggerpockets.com/users/sterlingwhttps://www.linkedin.com/company/sterling-white-llc/https://www.instagram.com/sterlingwhiteofficial/https://www.youtube.com/channel/UC6kW76I0YILfHpgP9XS3t-ghttps://sterlingwhiteofficial.com/https://www.peer2peerrealestate.com/@Willliamp2pre (twitter)facebook.com/peer2peerrealestatehttps://www.linkedin.com/in/williemorales/Book(s)RecommendedFrom zero to 400 units - Sterling WhiteThank you Sterling for being on the podcast.What did you think about today's subject?Please go to apple podcasts look for us at peer 2 peer real estate podcast, please subscribe and leave a review.Don't give up on your dreams, fight for it and guard it.Keep the momentum going, Good things will happen.Thanks for listening and be safe Hosted on Acast. See acast.com/privacy for more information.

In this chat…Doug Hall is the founder of Resources for CEO's and coaches business leaders how to build a business machine based on the principles of popular business operating system architects like Patrick Lencioni, Verne Harnish and Jim Collins. He support teams and their leaders in putting in place systems and processes that create equity value for small to mid-sized businesses. He is also a consultant for Connectrat, an IT Managed Service Provider focused coaching company specific to supporting tech leaders in growth and scale. You don't want to miss the pearls of Doug Hall on this podcast. Check out the blog post here. 

Doug tells us some of the best beer and snack pairings.

Doug tells us some of the best beer and snack pairings.

Does your organization have an operating system that links your vision down to your employees' daily and weekly actions? Well, find out how many entrepreneurial companies and ministries are discovering how an effective operative system can lead to improved outcomes and impact. In order to effectively lead an organization, senior leaders need a management framework and practical tools to keep the organization moving forward. Employees are looking to senior leaders to bring them together for a common purpose. Wise leaders have learned how to implement systems that support the growth of their organizations. What steps can you take to increase your effectiveness as a leader and position your organization for growth? We'll address these issues on today's podcast.  I'm delighted to welcome Doug Hall, whose consulting firm, Resources for CEOs, equips leaders to more effectively run their businesses and position themselves for growth.    Find full show notes here: https://bit.ly/s7e18doughall Share the love. If you enjoyed this episode, please rate it on Apple Podcasts and write a brief review. https://podcasts.apple.com/us/podcast/the-flourishing-culture-podcast/id1060724960?mt=2   By doing so, you will help spread our podcast to more listeners, and thereby help more Christian workplaces learn to build flourishing cultures. Follow our Host, Al Lopus, on Twitter https://twitter.com/allopus  Follow our Host, Al Lopus, on LinkedIn https://www.linkedin.com/in/allopus/Email our host at info@bcwinstitute.org 

Sheila Donahue talks about her platform bringing small Italian wineries and olive grower offerings to America.Doug Hall talks about his exciting franchise, custom bourbon for consumers.

Sheila Donahue talks about her platform bringing small Italian wineries and olive grower offerings to America. Doug Hall talks about his exciting franchise, custom bourbon for consumers.

March 23, 2022 - Doug Hall

We're back in the Emerald Isles this week for our fifth annual Leprechaun instalment LEPRECHAUN 5: IN THE HOOD!!! Written by Doug Hall and directed by Rob Spera this time around, Warwick Davis once again carries a movie on his back alongside Anthony Montgomery, Rashaan Nall and Red Grant as a trio of friends with dreams of making it big and decide to rob Ice-T in order to steal his magic flute. It's pretty joyless, Warwick is criminally under-utilized, there's very strange pacing issues and random cuts, transphobia, homophobia and more! A friend with weed, is a friend indeed!

Dexter Bourbon Company's Doug Hall Chats Craft Spirits, Bourbon, Barrel Finishes & More The Birdies & Bourbon team had a blast chatting with Doug Hall about their current lineup of spirits and new releases coming out this year. Dexter Bourbon Company is offering some wonderful spirits. On the show we sample Dexter Bourbon which was outstanding. Be sure to check Doug out online at https://brainbrewwhiskey.com/about-us/ The Neat Glass. Be sure to check out The Neat Glass online at theneatglass.com or on Instagram @theneatglass for an improved experience and use discount code: bb10 to receive your Birdies & Bourbon discount. Thank you for taking the time listen to the Birdies & Bourbon Show for all things PGA Tour, golf, gear, bourbon and mixology. Dan & Cal aim to bring you entertaining and informative episodes weekly. Please help spread the word on the podcast and tell a friend about the show. You can also help by leaving an 5-Star iTunes review. We love to hear the feedback and support! Cheers. Follow on Twitter & Instagram (@birdies_bourbon) --- Support this podcast: https://anchor.fm/birdies-bourbon/support

BalaklavaRacing Doug Hall chats to Andrew Kuuse re Sunday racing in country SA

On this episode of the Bourbon Hunters, Dude, Tyler, and Brett  sit down with Doug Hall, CEO and Co-Founder of Brain Brew Custom Whiskey to talk about his company, while sipping on their Dexter Bourbon and Paddlewheel Whiskey.  Listen in to hear about their inventive custom whiskey platform, and learn about their evolution as a company.  Check them out at https://brainbrewwhiskey.com/ Also, if you are looking for some good glassware and drinkware, check out our new partnership with Greenline Goods.  This 4-year old worldwide company is based in Chicago and creates etched and printed glassware, including whiskey glasses, wine glasses, tumblers, mugs, shot glasses, and they also are launching a line of hand blown crystal drink ware.  Check them out with the link in our Instagram bio and save 15% off using the discount code BOURBONHUNTERS. You can also check them out at greenlinegoods.com Be sure to check out our sponsor, Unicorn Nation Apparel.  Magical Apparel, for Magical People.  Go to their website at www.unicornnationapparel.com OR check out the link in our bio for some awesome Bourbon Hunters Exclusive bourbon shirts provided by Unicorn Nation Apparel. --Tags-- #punkrockandcocktails #thebourbonenthusiast #bourbonhunters #bourbonlover #breakingbourbon #bourbondrinkers #bourbonporn #kentuckystraightbourbon #kentuckybourbon #thebourbonalliance #bourbon #bourbonlife #bourbonlifestyle #bourbonenthusiast #bourbonwhiskey  #bourboncountry #deckpour #bourbongram #instabourbon #yourbourbonyourway #yourbourbonroad #blantons #pappyvanwinkle #vodkasucks #bourbonpodcast #columbuspodcast #bourbonneat #smokewagonbourbon #woodinvillewhiskey   -- Tags -- the bourbon enthusiast  bourbon hunters  bourbon lover  breaking bourbon  bourbon drinkers  bourbon porn  kentucky straight bourbon  kentucky bourbon  the bourbon alliance  bourbon  bourbon life  bourbon lifestyle  bourbon enthusiast

With rumours of interest rate rises, this month's episode of Listen Up Landlords looks at the latest on lending. Presenters NRLA CEO Ben Beadle (@BeadleBen) and Richard Blanco (@richardblanco_)  are joined by NRLA policy director Chris Norris and Doug Hall of mortgage provider 3mc to discuss all things financial. They examine where rates and heading and what the impact could be on existing landlords and those planning to enter the market. Elsewhere Catherine Behdad of the NRLA advice team talks about the hot topics on the phonelines throughout the month, including access when it comes to maintenance and repairs. Later in the show we are joined by Steve Barnes of insurers Hamilton Fraser and Grace Conlon of estate and letting agent Portico to talk about cold weather checks, repairs and maintenance issues as the mercury falls. If you enjoy the show, please spread the word on your social media channels using the hashtag #listenuplandlords.   For all podcast enquiries email press@nrla.org.uk   ACCREDITATION: You can now pick up a CPD point to be used towards NRLA accreditation by listening to the podcast. To log your point, visit the accreditation dashboard in the ‘Your Account' section of the NRLA website. Select ‘Other' then ‘NRLA Podcast' from the dropdown menu.    More information    To read a full transcript of the show click here.

This episode's guests are Jodi and Doug Hall, owners of Bike Therapy in Morgan Hill, CA. Bike Therapy opened its doors in September 2017. Both Doug and Jodi are avid life-long cyclists and are embedded in the Morgan Hill Community.  Bike Therapy is a 2021 Platinum BREA Award winning shop, 1 of 7 across North America, with a goal to help everyone between the ages of 2 and 99 to discover the joys of pedaling, on the trails or on the road.  Listen in as we reflect on this past year, dive into their journey to opening a shop, day to day operations, and how they split, divide, and conquer the day-to-day excellence that is Bike Therapy. Support the show (https://www.nbda.com/donate)

“Why be normal?” Asks this week's Spirited Advocate podcast guest Doug Hall of Brain Brew Custom Whiskey and Eureka! Ranch. Researcher, engineer, innovator, whiskey blender and much more, Doug regales us on how he moved from chemical engineering to the world of whiskey, bridging the pre-prohibition history of distilling in Cincinnati, OH with modern day innovation. Listen now!

July 2, 2021 - Doug Hall

As Father's Day draws near, Doug Hall of Raybern's Sandwiches joins Tim to discuss ways to get kids to not only eat well, but also how to get the young ones to participate in meal prep in the kitchen. See omnystudio.com/listener for privacy information.

Doug Hall with Resources for CEOs is an expert on getting business owner's operating plan out of their head and into a form useful for their team.Doug has come to realize owners' typical frustrations are:Lack of freedom (time)Lack of profitsBoredom, i.e. losing interestLack of an inspiring purposeDrawing on proven techniques, he's created strategic and specific action items to improve success. Obviously passionate about what he does, his enthusiasm about helping owners is contagious.  You can reach Doug at (425) 760-8103 or doug@resourcesforceos.com.

The GDUF business meeting followed by a panel discussion moderated by Doug Hall and featuring Marisa Blanco and Susan Wilburn from Southeastern Guide Dogs, Eric Loori (founder and GDMI) from Freedom Guide Dogs, and Keith McGregor from Leader Dogs. Topics include: Providing training at school facilities or at your home; what skills of a student will best match the traits of specific dogs; and what factors impact this team which may lead to supplemental training for the handler and/or dog, including causes for a dog to be returned to the school.Episode Notes Notes go here Find out more at https://acb-events.pinecast.co This podcast is powered by Pinecast. Try Pinecast for free, forever, no credit card required. If you decide to upgrade, use coupon code r-af0929 for 40% off for 4 months, and support ACB Events.

Doug Hall works with business owners and leadership teams who are unsatisfied with their business status quo.For more info, visit http://www.shrimptankpodcast.com/seattle/Check us out on Facebook: https://www.facebook.com/theshrimptankFollow us on Twitter: https://twitter.com/theshrimptank?lang=enCheck out Seattle on LinkedIn: https://www.linkedin.com/showcase/shrimp-tank-episodes---seattle/

Covid has put a wrench in plenty of businesses across the US, causing people to re-examine their plan and often times make major pivots. Doug Hall is an EOS specialist, coaching business owners to help improve their overall strategy, increasing profits, value, or free time, and if that seems a little confusing, don't worry! He's here to break it down. If you're interested in getting the most out of your Seattle based business, be sure to check out ResourcesForCeos.com.

Episode 126 - Doug Hall & Nicole Walters. We are joined by Doug & Nicole this week to chat about everything off-road triathlon from the elite level, both have raced on the Xterra European circuit and achieved a large amount of success in the sport. Also, we talk about off-road racing in the UK. Alongside being athletes Doug & Nicole are also coaching athletes via https://raceoffroad.co.uk Instagram - @raceoffroad

Doug Hall, Director of Marketing for Raybern's Foods, tells the story of the company that makes millions of sandwiches a year! He says over thirty years ago, two guys named Ray & Bernie had a delicious dream: to share their love of New York style deli sandwiches with the world. In his quest to perfect the recipes, Bernie taste-tested sauces, meats and breads on his family and friends until he got all the ingredients just right. It took years to fully develop their bread recipe that cooks up “Bakery Soft” right from the microwave--as well as our signature Philly Cheesesteak and Pastrami recipes. Doug also talks about the pursuit of his PhD in Philosophy with a focus on Organizational Leadership at the Chicago School of Professional Psychology.

Today We are talking about Ice Cream. what Makes this creamy icy treat so special? Well, we have some cool people in the club to discuss. The Club: Luke Sharkey, Doug Hall, and Olive Mckay. MUB Club is a show where Matt Kennett brings guests on to discuss various topics throughout time and space. Tune in every Thursday night at 9pm CST on our website www.hipdad.cool to join the club live for discussions. Yup, that's right! If you listen live you can call in and chat with Matt and his guest. After the live show airs it will be posted on all podcast apps, our website, and youtube page. Mub Club is just one show on the Hip Dad Radio Network. Go find out why they call us Chicago's Meat and Potatoes on our Website www.Hipdad.cool.

I first learned about Doug Hall's insights on marketing and innovation when I read Jump Start Your Business Brain. His newest book is Driving Eureka. Doug is a pioneer in the field of innovation engineering and the founder of Eureka Ranch. He's our guest on this week's edition of CFO Bookshelf.

Today on The Neil Haley Show's The Provision Brokerage Celebrity Segment, Eric Couch of ProVision Brokerage and The Total Tutor Neil Haley will interview Celebrity David Lawrence. In addition, on The Dr. Christopher Hall Show, Dr. Hall and The Total Tutor Neil Haley will interview Celebrity David Misch. Next, Neil will chat with Doug Hall of Rayberns.

Today on The Total Media Network's End Your Pain Live Again Show. Dr. Mitchell Yass will interview his patient David. In addition, The Total Tutor Neil Haley will interview Elena Piech of The Glimpse Group. Lastly, Neil will interview Doug Hall of Rayberns. He will discuss ways parents can make lunch with their kids.

Join Matt Kennett for another exciting episode of MUB Club. This episode we have Doug Hall joining the Club talking about plants. Go listen to the episode on our youtube page, podcast apps and hipdad.cool You can listen to MUB Club Live every Thursday night at 9pm CST on hipdad.cool. Call in to be on the show!

A sermon preached by guest speaker Doug Hall on 02/16/20 titled "From a Sovereign God"

Today on The Neil Haley Network's Lyrically Lyme Show, Peyton Leonard and The Total Tutor Neil Haley will interview Doug Hall of Rayberns.

"Books train your imagination to Think Big!"  Would you agree? Before we welcome the new decade, I'd like to share with you my personal list of the most influential books that helped shape my mindset. 1. The Four-hour Work Week by Tim Ferris 2.  Sell or Be Sold by Grant Cardone 3. The Maverick Mindset by Doug Hall 4.  The Four Agreements by Don Miguel Ruiz Comment below if you've also read any of these books and share your biggest takeaways from them. Also, I'd love to hear any book recommendations from you that we can add to this list.   

In our 30th "Deming Lens" episode, host Tripp Babbitt shares his interpretation of wide-ranging aspects and implications of Dr. Deming's theory of management. This week he looks at the problems with goals, targets and quotas. Show Notes [00:00:14] Deming Lens - Episode 30 [00:00:32] The Problems with Goals, Targets and Quotas [00:06:35] System Capability [00:09:28] Arbitrary vs. Rational Goals, Targets and Quotas [00:12:48] Financial Targets     Transcript Tripp: [00:00:14] In episode 30 of the Deming lens, we'll take a look at the problems with goals, targets and quotas, including looking at system capability, arbitrary versus rational goals and financial targets.   Tripp: [00:00:32] Hi, I'm Tripp Babbitt, host of the Deming Lens, and this week I'm going to cover the problems with goals, targets and quotas. Now this goes back to my series that I just completed on Demings, Dr. Demings 14 points, which is point eleven, eliminate numerical goals, numerical quotas and embryo substitute leadership. And the reason I'm bringing it back up is because it's been very well publicized lately with a lot of things that are going on, especially around this time of the year with the delivering of packages and things of this sort. But I want to start with a story that I experienced when I was back in college. And a friend of mine came to me and said, hey, guy found a great summer job. We can go and work at RCA. Now, RCA was unionized and he knew somebody in the union and they were looking for extra workers for the summer. And this particular plant that we were gonna be workers at for RCA did vinyl records. And so are we. We signed up. We were paid a lot more than I would have made anywhere else because of the union types of salaries, which was an interesting experience in itself. Not for this. This podcast episode, though. So we went in, we were trained, but the job was fundamentally what I would have called easy to do. And basically what you did is you had a.   Tripp: [00:02:28] Next to a pile of vinyl stock, and you would take this vinyl stock and you would place it on this machine and your hands would go up and grab a couple handles and you would pull the press down on top of the vinyl stock and it would create a record. And that was the job in essence.   Tripp: [00:02:53] And obviously, you would lift it back up. You take the record out, you put it in place and you go on to the next one. Well, I had a quote. I don't remember what the quota was. This is quite a while ago, probably 40 years ago or more. And I remember doing it and I was putting it out. I knew I was working faster than everybody else because I could just see the volume of things that I was doing. And, you know, it wasn't anything I really had to do because once I put the press down, it was timed. So it would automatically go and press the record. Well, I did this for the first couple of days and I came and got paid attention to by management.   Tripp: [00:03:37] And they said, you are creating a lot of rework. You have defects in your vinyl records, and I was like, okay, I'll try and do better.   Tripp: [00:03:55] I didn't really know what to do better. So I went and I continued to do really what I was already doing. I was trying to pay attention, okay, what did I miss? Something. I watched other people. Is there something in them that I wasn't doing that they were doing? And I went through this process and. Lo and behold, they come back to me a couple of days later and they say, hey, your error rate is still twice as high as everyone else's. And I said, hey, look, you know, watch me do the job. And so they watched. And, you know, basically they had no clue it was that I was doing. So I continued to do it and they finally came back to me. After going back and forth, both basically time me, my error rate was still twice as high. I even slowed down. I mean, I thought, well, maybe I'm getting paid attention because I'm in the union. I'm going too fast or something to that effect. But they just basically said, no, you're your area rates twice as high as everyone else. We're sorry. We're gonna to let you go. So I was let go at that point. I was puzzled. I was it was kind of a demeaning experience. And what I found out later from my friend who had continued to work there was the machine that they had put me on, was responsible for a high error rate in the union, knew this, but they were never able to get it fixed to management.   Tripp: [00:05:26] I don't know whether it was a matter of funds or, you know, you could speculate as to what was going on. And so whoever wound up on that machine would have a higher error rate. Well, it sounds ridiculous, but this is kind of the whole thing around code is it's it wasn't a matter of I could certainly put out the volume, but the defects were there because the machine was broken. And, you know, you see a lot of this today. And so when we're looking at quotas and targets and goals and things of that sort. You know, I first think in terms of several things.   Tripp: [00:06:10] One is we'll cover each one of these is the what is the system system capable of doing? Talk a little bit about arbitrary versus rational goals, targets and quotas. And then the third thing I would talk about is the financial defense. Financial targets are outcomes and we use these as goals and things of that sort.   Tripp: [00:06:35] So let's start with the first one, which is system capability. And we looked at the machine that I was working on and it was capable spitting out quite a few, but it was also vinyl records, but it was also capable of creating high defects.   Tripp: [00:06:50] Now, any today I would have gone with that machine and I would have known what the defect rate was had been able to compare. I would have known not to blame the worker, but the main thing was the system. In this case, the machine and myself were not capable of meeting this quota of the number of things because of the high number of defects that I was producing. And so, you know, we see this and this is why I'm doing this particular Deming lenses in this episode is because right now we're in the Christmas season and people are buying gifts and a lot of them are being bought online. You hear these horror stories, not only of porch pirates, but you also hear about people throwing packages. You hear about wrecks that are happening because they're trying to work at breakneck speeds in order to deliver these packages. And so this is kind of the clue of system capability, even hiring more workers. Did they get trained? Who knows? But in essence, the system, the wheels begin to fall off in your in your organization when it's operating beyond its capability.   Tripp: [00:08:14] Now, it might work. Okay. In the short term. So in other words, I could work, you know, 100 hour weeks for maybe a couple weeks before I start to wear out as a human.   Tripp: [00:08:27] And but but working at some of these speeds, you start to see the people throw the packages onto the porch. You see them operate just to be able to meet whatever quota is that they're trained to to do. And this goes for pickers. This goes for fix repair. This goes for every type of industry, really, that I could think of as when a system is working beyond its capability, that that you start to see defects of some sort. And in this case, it might be, like I said, accidents, throwing packages and things of that sort. And bigger incentives to make these things happen, to meet these unrealistic quotas actually make the system. Worse. So the question becomes, how do we need to work on the system and we'll get back to this when we start talking about financial targets and third segment. Well. That's all I really have to say about that.   Tripp: [00:09:28] Now, the second part I want to cover is the arbitrary, the arbitrary versus rational goals, targets and quotas and rash. By rational, I mean that they are things that are tied to a rational goal would be, hey, if we don't get our defects down to 1 percent, we're gonna go out of business. That's that's a rational thing if it's true. You know, we can't compete if we're at 5 percent and everybody else is at 2 percent or 1 percent.   Tripp: [00:10:01] So we have to have certain goals, targets or quotas based upon keeping, you know, staying in business. So what's differentiate between an arbitrary versus a rational goal, target or quota? So arbitrary just means I come up with a number. It's it's what you see a lot of times in strategic planning processes. Oh, next year we're going to grow by 15 percent and off everybody goes. And they tried to meet this arbitrary goal. And oftentimes these things are tied to things like management by objectives. We still see that. I still see it. It's unbelievable. I still see management by objectives in every company. And it's this very Taylor istick. This is Frederick Taylor back in the early nineteen hundreds where, you know, you're given your target and your goal, your objective. And you go out and you meet it and you get typically it's tied to some reward and that that too is tied to Frederick Taylor scientific management. The MBO concept itself came from Peter Drucker and actually when Deming Dr. Deming started railing against it. It was Dr. Drucker that came back and said, basically, that isn't the way I intended for management by objectives the work, but the whole concept regardless. The whole concept is based off of I have objectives. We break down though, the whole pieces. So in other words, if I'm going to go 15 percent increase in sales, what's your responsibility for the Northeast sales region and what is your responsibility for the western region and so forth? And so they're given these arbitrary goals based on it.   Tripp: [00:12:02] And if everybody meets their goal, supposedly everything gets better. Well, oftentimes you find the system that you work in is not the sum of its parts. It it's beyond. That's exponential. What you get the synergistic effect of being able to operate within a system is missing. And so we try to add up these parts, we break them or in this case, we're taking the 15 percent goal in sales and breaking it out by region. OK. You're going to do 10 percent. You're going to do 20 percent, because that's what we believe. These are arbitrary numbers. What we don't know is what the system's capable of. And this kind of leads us really all I have to say about that.   Tripp: [00:12:48] But is the financial targets that are associated with this. So the financial targets typically are, ah, arbitrary. But they're also outcomes, their outcomes of what we create. So it's a scorecard. And, you know, I, of course, hear about the balance scorecard and all those types of things balancing these things. It's to me, it doesn't make a lot of sense. But from a financial target standpoint being an outcome, the question becomes and it's Dr. Demings famous question, that is my favorite phrase, which is by what method? How are you going to achieve these financial targets? How are you going about getting a 15 percent increase in sales? How are you going to have less defects out of a particular manufacturing operation? And these are the things that are missed in when we're looking at numerical goals, quotas and things like weight management by objectives. So I'm hoping that by virtue of you listening, they should go and take a look at your world own organization. Look take a look at some of the goals that you set out. Are they tailoring stickin in nature? Have you taken a piece and then broken it out and then said, Oh, if everybody hits this now, you can go back and listen to Paul Marshall O'Bama companies. We talked about this to suit to a certain extent, which in the context of performance appraisals. But if everybody's hitting their performance appraisal numbers and the company is still going out of business, there is a problem. It's it's the system that needs to be work on. That needs to be improved. And we start to start asking the questions if we've got targets out there, whether they're financial or whatever, are they arbitrary? Are they rational tart targets? You know, and arbitrary. Still, somebody else is going to say, because I get this all the time when I'm talking to companies, there's always somebody in the organization.   Tripp: [00:15:03] I'll say, well, you know, Mike's not arbitrary because it was given to me by my manager. Well, that isn't what I mean. It's arbitrary by nature of the number itself. And do do you have a method to achieve it that you believe will work? And I think this is where people really miss out, is being able to find methods that will achieve the types of things, the types of increases that they're looking for. And it might be an innovation. It might be through failures, which is part of innovation. And you listen to the Doug Hall episodes where we talk about this to great extent about failing in order to get better and finding better methods. And really, the companies with the best methods are the ones that are going to be who wins the competitive battle that is out there between organizations. So so go out. Take a look at your goals, your numerical quotas, take a look at the embryo system if you have it. And I guess a lot of large companies have it. Amazing. But anyway, ask the question, do we have a method to achieve this? And if we don't, maybe we should be looking like looking at that as an organization.   Tripp: [00:16:28] Thank you for listening to the Deming Institute podcast. Stay updated on the latest blogs, podcasts, programs and other activities at Deming dot org.  

A lot of companies throw the word “innovation” around, but very few actually know how to do it — or do it well. Doug Hall, the best-selling author of seven books – including Driving Eureka! Problem Solving with Data Driven Methods & the Innovation Engineering System and named one of America’s top innovation experts by Inc. magazine, The Wall Street Journal, Dateline NBC, CNBC, CIO magazine, and the CBC, believes that a data-based approach is key. In this CareerCast, Doug shares a method to operationalize innovation throughout an organization and use it in a way that yields higher profit margins than the competition.

In our 29th "Deming Lens" episode, host Tripp Babbitt shares his interpretation of wide-ranging aspects and implications of Dr. Deming's theory of management. Show Notes [00:00:15] Deming Lens - Episode 29 [00:00:32] Point 14 - Take Action to Accomplish the Transformation [00:02:23] Two Takeaways - Top Management Leading the Transformation and Critical Mass [00:03:55] Top Management vs Individual Transformation [00:05:14] Critical Mass [00:08:40] Dr. Ed Baker - The Symphony of Profound Knowledge [00:11:17] Doug Hall - Innovation     Transcript Tripp: [00:00:15] In the twenty ninth episode of the Deming Lens, we go through the last of Dr. Demings 14 points. Point 14, take action to accomplish the transformation.   Tripp: [00:00:32] Hi, I'm Tripp Babbitt, host of the Deming Institute podcast, and I took a bit of a hiatus from Demings 14 points for a while because when I was researching all 14 points probably close to a year ago before I even started this Deming lens, focus on the 14 points of Dr. Deming. I really got sidetracked on what I believe Dr. Demings challenge to people using his philosophy, whether that's people within the Dumain community or from without the Deming community. And it actually helped me to launch a podcast that I'll talk about later because of point 14, which is accomplished the transformation. And I have some thoughts about that and some things that maybe we can all do moving forward. But as usual, I'd like to start with Dr. Deming talking about point 14,.   Dr. Deming: [00:01:43] Number 14. Let's get about it. How do you go about top management? I think we reconstituted that movement will have to come from top management. You must create a critical mass in the company that understands the job of top management is. Otherwise, they cannot do the work. There's critical mass. How do you go about seminars, teaching, providing fit material, classes? Anything. Do it.   Tripp: [00:02:23] Now, there's a few things that Dr. Deming actually two things that Dr. Deming talked about in this segment that we just listened to. He talked about top management and he talked about critical mass. And when you look at top management as the focus to make the transformation that seems to come into conflict with some of the things that the director of the Deming Institute, Dr. Demings grandson, Kevin Cahill, talks in terms of that you have to transform the individual. Now, how can you focus on top management versus the individual? Well, you have to start with somebody in a position within the organization. And top management in order to really begin the transformation. But the transformation does begin with that individual, someone, you know, within the existing hierarchy, because they haven't been enlightened by the Deming philosophy. So there has to be someone that sees some worth within the organization. Now, I'm not going to say that it's just top management, cause certainly I have seen and I am of the belief that you can start from other parts of the organization to begin to get the second item. Other than top management, which is a critical mass.   Tripp: [00:03:55] But going back to this kind of top management versus individual transformation in order to get resources, typically you're going to need to get top management involved to do you know whether it's education or console consulting or just allowing time resources to be able to work on the philosophy itself will involve someone that can.   Tripp: [00:04:22] Give you resources within an organization to do so. Now, that doesn't mean you can't do something on your own. I certainly started that way by reading Dr. Demings books and things of that sort. But it certainly is helpful to have someone in an executive position or a position of influence. Maybe you would be a better word to help get things kicked off. So I don't see Dr. Demings focus on top management and Kevin Cahill's talking about. You have to begin with the transformation by individual. Those two things, I believe, are. They work together. It's part of a part of the system. Now, let's talk about the critical mass.   Tripp: [00:05:14] The second component, which is something that I I had read many times and out of the crisis and the new economics and things of that sort. It wasn't till a conversation with David Langford that I started looking at this critical mass. And David Langford told me that Dr. Deming shared with him when he asked him about, you know, what is the what is a critical mass within an organization? And that Dr. Deming said that it was the square root of the number of people in the organization. So a critical mass for a hundred person organization would be 10 people.   Tripp: [00:05:54] And I thought, OK, so what in essence he's saying is if you can get a critical mass of people within the organization thinking in the ways of the Deming philosophy, then you can begin to make the transformation. And David Langford was a teacher, so he wasn't an administrator of the school, but he was able to get the the resources because he made a compelling argument associated with transforming, transforming a school in the Deming philosophy in Sitka, Alaska, because of.   Tripp: [00:06:35] His ability to work with Dr. Deming and then apply those principles to beginning that transformation. So it is possible. And I again, I've worked with organizations where I've started with people that were more middle management and beginning to see things differently and using different tools that got the interest of executives.   Tripp: [00:07:02] And then we start to pull them in. So there are ways to make the transformation happen. And to begin to get a critical mass of people.   Tripp: [00:07:12] Now, I always focus on people that are open to the message. So if there's someone within an organization that calls me up and they'll say, I'd like to get started in this, then I will give them a series of things to read. We'll have a few conversations and they can begin to not only transform themselves, but then they can also begin to transform other people by sharing what it is that they're learning. And I give them a variety of things to do. And I've done this for many years now, kind of a almost a personal coaching.   Tripp: [00:07:46] So there is a way to transform yourself nowhere where no matter where you sit within an organization with the aim of getting a new perspective, a new way of thinking within the organization, starting with yourself. So this is going to be part of the Deming Institute's focus is how do we transform the individual? Now, here is something that I think is the challenge.   Tripp: [00:08:21] If you go back to the interview I did with Ed Baker, he was asked by Dr. Deming or had a conversation with Dr. Deming, where Dr. Deming said to to Ed Baker that he needed to write a book because he had a different perspective than Dr. Deming had different education.   Tripp: [00:08:40] There are a lot of things that Ed Baker had that Dr. Deming said because of these things, because you have a different perspective that, you know, I'd like to see you write a book. Now, if he didn't do it properly for 30 years later. But but he wrote he you know, he wrote a very good book called The Symphony of Profound Knowledge. So here's the kicker. Basically, as I was going back through Dr. Demings 14 points, it came to mind to me that Dr. Deming was looking for a variety of perspectives on communicating the DMA, the Deming philosophy. Now, none of them are Korac. None of us are Dr. Deming. Some of us have studied Dr. Deming for a long period of time, especially within the Deming community. But we all have a perspective and we all have something to offer in the way of either a model or a blog, podcast or whatever. And so this is one of the reasons that I launched a podcast called Mind Your Noodles. So where I'm taking neuroscience and some of the findings in neuroscience that actually seem to be supporting a lot of what Dr. Demings message was and his philosophy and begin to build a model based on the Deming philosophy. Now, I'm not the only one out there doing this, but I think there ought to be more. I think Dr. Demings philosophy and if you listen to some of the things that he said, it was almost a challenge to all of us that were followers to what was to come up with a way to accomplish the transformation. Now, be the first one to say, I know he would quote, I believe from George Box that there is no perfect model. Some are useful. So we can have to take that. But I I believe there's more to be offered by people doing things to promote the philosophy, not necessarily as the forefront, but as a underlying base to the lot of the things that we're doing. So my attempt was coming up with a podcast and beginning to build, in essence, a model based on the dumbing philosophy. Now, others have done this.   Tripp: [00:11:17] There's Doug Hall, who does and uses the Deming philosophy in his innovation methods. So he's come up with a method for a system for doing. Innovation based in the Deming philosophy, is it flawed? Yeah.   Tripp: [00:11:40] So it was mine, by the way. And is it constantly being scrutinized and upgraded and updated and refined and all of that? Yes, because he has gone through middie iterations as I'm going through as I build my model.   Tripp: [00:11:59] And actually Doug's innovation piece fits into the model that I'm building. So, yeah, we've got this people. We have people out there that have ideas about how to do the Deming philosophy and we can can continue to learn. But I'd like the idea of learning from doing by virtue of a blog. By virtue of our podcast. Speaking of whatever it might be, where you can continue to refine your message as well as get the message out to people.   Tripp: [00:12:40] So my challenge to people that are interested in the dubbing philosophy. People from within the community is to do those things.   Tripp: [00:12:49] Go out and write a start a blog, do a podcast. You'll build a platform, a stage where the Deming philosophy can be communicated moving forward and refine it. Dr. Deming was the first one, in essence to say, you know, I make no apologies for learning and I think advancing the thinking associated with the Deming philosophy. For those of you who think that the Deming philosophy is the static thing, it can't be because Dr. Deming was hardly static. It's constantly adjusting his theories. He was constantly adjusting his philosophy from what he he saw. And things have changed. And I think that in order to keep up with the changes that are happening, we've got to find new platforms, new stages, books, podcasts, whatever it might be to be able to communicate the Deming philosophy in a way that we can continue the learning. So that's the last of the 14 points and my thoughts about some of the things, though, that I believe as a community we need to do moving forward to continue to refine it.   Tripp: [00:14:08] Thank you for listening to the Deming Institute podcast. Stay updated on the latest blogs, podcasts, programs and other activities at Deming dot org.  

Doug Hall is an inventor, researcher, and educator, as well as the founder of the Eureka! Ranch, Innovation Engineering Institute, and Brain Brew Custom Whisk(e)y. Doug has been named one of America’s top innovation experts by Inc. magazine, The Wall Street Journal, Dateline NBC, CNBC, CIO Magazine, and the CBC, and unlike other inventors who decide to keep their methods secret, he is dedicated to teaching innovation through his books and courses. In this episode, Doug shares insight from his latest book, Driving Eureka!: Problem-Solving with Data Driven Methods & the Innovation Engineering System, and what it takes to become a master innovator. Listen in to learn how he went about starting up Brain Brew Custom Whisk(e)y, what he's doing to continue growing his business bigger and better, and what we can all do to become “meaningfully unique.” You can find show notes and more information by clicking here: https://bit.ly/2Xl4nIn  

Doug Hall has an inherent fundamental curiosity within him and he stumbles along the way. He is always pulled to wonder, what if. It comes from within him and he loves it. All of his successes are because he wondered - if he could figure it out.

Doug Hall believes in entrepreneurship… he believes in entrepreneurs. And with his business, Resources for CEOs, he strives to help them overcome the challenges that are holding them back from getting everything they want out of their business. It's not just money. But the freedom to live their life. We talk about how to get there, including a unique “operating system” for companies that has nothing to do with software… but is so necessary when a business gets more complex as it grows. Listen in to discover… The value of looking back to where you started The only real reason you'll actually make significant change  The self-imposed limits in processes and mindset you don't realize you have Creating a shared language for your team And more

Innovation is not something that should be limited to one team or department in an organization. Innovation is also not something that should be a risky gamble that cannot be evaluated or reproduced. That’s why we need innovation that’s driven by science and data, and operating systems that allow for constant, continual innovation. And Doug Hall is just the expert to speak on this topic.   Doug Hall is one of the founders of Eureka Ranch Innovation Engineering Institute and Brain Brew Whiskey. He has been named one of America’s top innovation experts, and his latest book, Driving Eureka! Problem Solving with Data Driven Methods & the Innovation Engineering System dives deep into data-driven innovation and how to get everyone in the organization innovating all the time.   We discuss why the current systems most organizations have in place aren’t helping innovation — because they’re designed to control rather than to enable. Doug speaks to the importance of data-driven innovation, and why addressing variation in data through experimentation leads to successful innovation. We also dive Doug’s concept of meaningfully unique innovation, the importance of language and framing when discussing ideas, and how to bridge the gap between what the data tells you and what you can do with that information. So, are you being bold or are you being risky in your innovation?   If you are ready to: get buy-in from key decision makers on your next big idea be a high-impact, high-value member that ignites change foster a culture of innovation where everyone on your team is bringing innovative ideas that tackle challenges and seize opportunities… Join us on LaunchStreet — gotolaunchstreet.com   Mentioned in This Episode: Sponsor: Brillity Digital — Digital Presence Assessment Offer Doug Hall Driving Eureka! Podcast Drive Eureka 1hr Audio Summary Agile Project Management Software Eureka Ranch Innovation Engineering Institute Brain Brew Whiskey Driving Eureka! Problem Solving with Data Driven Methods & the Innovation Engineering System, by Doug Hall How the Cadillac Got Its Fins, by Jack Mingo Monte Carlo Simulation Can't Mess It Up Dollar Shave Club Free IQE Assessment  

Neuroscience experts, practitioners, research and methods for making brain-friendly organizations and healthy individuals. Subscribe to Mind Your Noodles! This is the third episode of the Mind Your Noodles podcast. In this episode our guest Storyteller, Park Howell. Tripp: He discusses the massive disruption in advertising/marketing that got him into storytelling. How stories have been coached out of us and how to craft a great story. Show Notes [00:00:06] Mind Your Noodles Podcast [00:00:53] Par Howell: Storytelling [00:03:00] A Student of Storytelling [00:03:50] Advertising and Branding as Disrupted [00:05:16] What Does Hollywood Know that Park Didn't [00:05:55] Hero's Journey and How It Plays [00:07:17] Park Helps Reveal Our Story [00:08:19] Education Has Beaten the Creativity and Storytelling Out of Us [00:08:57] The Gordon MacKenzie Story [00:09:26] Orbiting the Giant Hairball [00:14:37] How to Build Story - Applied Science and Bewitchery of Story [00:15:39] How Not to Be an MBA Zombie [00:16:24] The Story/Narrative Structure [00:18:54] Dr. Randy Olson and South Park [00:20:33] ABT - And But and Therefore Structure [00:22:22] Example of ABT in Action [00:24:47] Gettysburg Address  is ABT [00:26:47] Modern ABT Orator is Donald Trump [00:27:41] Dr. Olson Saw Trump's Message and Knew He would Win [00:28:42] Dr. Randy Olson Podcast the Day After 2016 Presidential Election [00:32:45] Jonathon Haidt - Stories for Good or Evil [00:37:39] 5 Things Affect People at Work Mentally [00:40:15] Breaking Down Fairness [00:42:18] Belonging and Relatedness [00:45:12] Freedom.Autoonomy [00:47:18] My Deming Takeaways [00:50:59] The 5 Skills that Storytelling Helps Improve [00:57:04] What Park is Reading Today     Transcript Tripp: [00:00:06] Take care of the brains that take care of you. with the Mind Your Noodles podcast will keep you up to date on the latest neuroscience research and practices to keep your brain healthy. And strategies to help your organization be brain friendly. In the third episode of Mind Your Noodles Park Howell. a story teller is our guest. He discusses the massive disruption in advertising/marketing that got him into storytelling. How stories have been coached out of us and how to craft a great story.   Tripp: [00:00:53] Hi I'm Tripp Babbitt and our guest today is Park Howell of Park and company who has a business in storytelling but more importantly has a podcast on storytelling and I found his podcast really captivating because he's so interested and so dedicated to storytelling. He's had many people on that have basically shined a light on how to do storytelling and I just thought well here's a guy with a vast amount of knowledge just not only from interviewing people but but being a practitioner of storytelling that I had to have him on.   Tripp: [00:01:34] It just made sense and from a neuroscience standpoint other people that I've talked to or in class who read a book called pitch anything talks about the narrative versus the analytical if you're pitching somebody if somebody is in the analytical state that they're only using two regions of their brain and if they're in a narrative state that that they're using seven regions so there's many neuroscience things.   Tripp: [00:02:00] Normally I do more of an introduction Park but since storytelling is your thing I thought maybe we'd start with you telling your story about how you got into storytelling your background of Tripp.   Park: [00:02:14] Thank you so much for having me here. I'd always love to talk about storytelling because I am so curious about it myself and every time I'm on one of these programs I learn something new. I was just training the last two days in New Orleans I'm back here in rainy Phoenix Believe it or not and I was working with the supply association out there and 60 of their member companies and I went took them through a day and a half masterclass on how to use storytelling to engage and motivate their people as well as to sell in a very very commoditized left brain business of industrial supply and I pulled three or four nuggets away from them on how their minds work around story and not the neuroscience of it but their actual experience doing it.   Park: [00:03:00] So now I'm just I'm just I'm a student of storytelling as much as anybody. And then I like to share what I find when I find that it works really really well. My back story starts with you introduce me as part how will the founder president of parking company and you're right about that that was my ad agency that I started in nineteen ninety five and I ran for 20 years and I still have a parking company as my overall corporation but what I am really doing now is I pivoted away from that traditional slash digital ad agency world and now I can consult teach coach and speak on the power of story to help leaders of purpose driven brands clarify their stories to amplify their impact and simplify their life.   Park: [00:03:50] So that's my brochure headline what really happened. Tripp is advertising and branding as I knew it as I experienced and as I practiced it stopped working in 2006. It just wasn't nearly as effective as it had been when all we had to worry about was doing advertising and branding on radio TV billboards print your newspaper public relations events direct mail and we didn't have to deal with Yelp what happened of course is the inter webs were really starting to blossom about this time everybody was getting a Web site some of them working someone not so much in social media was starting to come around and we had experienced and saw this paradigm shift happening where brands used to own the influence of mass media those mass media vehicles I just mentioned and now it was all changing technology was changing it to where the masses the people had become the media and even more so now than ever. You know 13 years later they own the brand story they own your brand story and it has impacted how we communicate internally externally and everything about our world. Well when that happened and I didn't realize what was going on at the time I just knew we weren't as effective as we had used.   Park: [00:05:16] Had been before I started studying storytelling primarily you know precisely Hollywood storytelling. What did screenwriters in Hollywood and Hollywood executives know about knitting together a narrative in very high stakes world of Hollywood where they're spending tens and sometimes hundreds of millions of dollars on a story. So you're thinking that total commerce play here. What did they know that I could learn from so that I could help our brands and our customers and clients be more persuasive using. These same types of tools.   Park: [00:05:55] And that's really when I started studying story screenwriting and saw the pattern the universal pattern of the hero's journey and how it played out throughout our lives throughout pop culture throughout politics throughout religion and realize that this framework to story was embedded in our psyche and we didn't even realize it. And that's when I just tapped into it and thought well what if we could be intentional about it. And I could teach business leaders and owners how to use this proven framework that's been around since literally the beginning of time that is embedded like software in the hardware or the webware if you will of our brain to help people do a better job of connecting and moving people to action. And that's how it all began. You know the rest of it is kind of history and it's completely changed the arc in the narrative and the story of my life now that I literally could still teach coach and speak on the power story around the world. I'm leaving on Sunday for New Zealand to work with a bunch of social media gurus down there and some companies and then up to Melbourne and back to Phoenix in two and a half weeks and I got to tell you I am just having a blast because I see how powerful this is and how people can really connect with it and use it in that.   Park: [00:07:17] It's not something that I invented. It's something that lies dormant or latent in all of us. And my job purely is to reveal it to people and give them the frameworks that they can become intentional storytellers to as I say somewhat theoretical theatrically or theoretically to help them nudge the world in any direction they choose.   Tripp: [00:07:43] Fascinating. I mean when I when I listen to you talk and even some of the interviews that you've done obviously reinforce this type of thinking that everybody has a story within them to share and tell kind of the world if you will about what they're about their purpose you know why they're here. How do people then draw on that. What are they missing. Maybe it would be a good place to start. Why. Why isn't everybody just doing this. I mean it sounds simple enough. I mean it's you know it's just stories. You know what you get.   Park: [00:08:19] It's coached out of us. It's coached out of us at a very young age. Think about a Tripp we were all at the tops of our storytelling games in kindergarten and we lived them. We made them up and then we got to the first grade and then the second grade and we get educated and most of us grew up in the old industrial complex of education be quiet sit in your chair draw between the lines and I can't even tell you how many times I was told Park stop telling stories when I was growing up.   Park: [00:08:57] There's a fascinating guy by the name of Gordon McKenzie and he was an illustrator creative for Hallmark cards back in the day when it was just that really family feel good. Hallmark Cards organization. He was brilliant always pushing the envelope and they were afraid and he was afraid that they were kind of holding him back and they didn't want to lose him and his team around him. So they allowed him to begin Shoe Box greetings.   Park: [00:09:26] You know that little bit more irreverent sub brand of Hallmark cards because they knew what a brilliant mind this guy had. Well he did something that he talks about in his book called circling the giant hairball which is a fabulous read about for lunch today. It's about how corporations suck you know the creative daylights out of us if you let them. Well what he does or did is he would go back into grammar schools and try to encourage these kids to hold on to their artistic abilities no matter what they were taught. And he tells the story of going into the first grade walking into the better the classroom looking around and seeing all this wonderful artwork on the wall and he would ask the class who is the artist that did all of this beautiful artwork. And every kid that room's hand would shoot up every single kid he said then he could walk two doors down on the same floor in the same school and walk into the second grade classroom look up see all the artwork on the wall and he would ask the same question who's the artist here. They did all this beautiful artwork and only half the hands of the room would go up by the third grade a third of them would go up you would see where this is going Oh yeah I got to the fifth and sixth grade he was lucky to get one two or three hands to raise to say yeah I'm an artist and here's my expression of what I do. Well I believe the exact same thing has happened to us with our storyteller.   Park: [00:10:52] We are homo sapiens. Stories are unique to us. No other organism as we know it. Tell stories in the way that we can create these fictional imagined realities to get people to live into them. But in school all the way through college heaven forbid MBA world and PHD world our education systems and then our subsequent organizations do not recognize the storyteller in us. They do not teach us how to use those storytelling tools that are innate in our bodies and they don't encourage us to do so. But I'm saying that that is starting to change and more and more organizations are realizing you know we got to bring more creativity and persuasive abilities out of people and these core elements are all based in storytelling so I can tell you from a guy that got two degrees I got a bachelors in music composition and theory where you are actually looking at the storytelling parameters of creating a piece of music. I didn't realize that at the time when I got that degree. But in hindsight I see what that's all about. It's essentially the applied science of music creation and then I also got a degree in journalism and public relations and I can tell you that the closest I got to anybody teaching me about storytelling was in the journalism side was learning the inverted pyramid which is a way to tell a story in a very structured newspaper way but not really how people sit across from each other and share anecdotes and oral stories that connect their two worlds and bring people together to move them for a more powerful future.   Tripp: [00:12:39] You know it's interesting I see a lot of parallels. I do another podcasts I do it's called Driving Eureka! and it's with a gentleman named Doug Hall and now he doesn't focus necessarily on the narrative. He he he. It's very because of my background might my listeners know that I do the Deming Institute podcasts and I'm in to the work of W. Edwards Deming that you have to have an aim you have to have a purpose associated with your business and then Doug brought in kind of the narrative that you have to have this compelling narrative in order to have innovation for people to kind of get excited about participating you know because making more money for shareholders and or for the executives doesn't or isn't always a compelling story for people to to buy into. So He came along first one that I ran into started talking about narrative and and being able to come up with a story but that's not his focus per say uses more the focus on the narrative his is more on coming up with big ideas for innovation. The parallel there is this this creativeness that seems to be how he talks about in essence the same things that it's all been beaten out of us over a period of time because of the schools that we went to and and just the way that business and education are structured in such a way that it doesn't allow for us to be very creative. So in getting to the a better narrative a better way of going about and building a narrative. What are the elements of things that need to be contained within it as you found from your interviews and and your consulting work.   Park: [00:14:37] Yeah great question. You know I call it at the business of story the applied science and bewitchery of story because you have to have both. You have to understand the magic at the applied science to cast the spell to actually be effective at it.   Park: [00:14:54] Now coming through the school and the higher level degrees we get in the bigger organizations we go into and the more we climb that chain what are we taught. We're taught to look smart sound smart lead with logic make rational arguments about changes and things you want to have to do. And yet that flies in the face of everything that we know about humanity that we are not rational creatures.   Park: [00:15:21] We are first and foremost irrational emotional creatures and I'd say if you don't even need brain science and neuroscience to look at this just ask yourself when was the last time you were bored into buying anything.   Tripp: [00:15:36] Never.   Park: [00:15:39] So I didn't need a test tube for that just test your experiences. So we are taught though from again this industrial complex approach to education is to be cogs in the industrial wheel. Wherever they plug us in I've got a program called How Not to become an MBA zombie where they can turn that data and their logical left brain that they've been working so hard with into right brain emotion because we all buy with our hearts and we justify that purchases with those purchases with our heads with the logic but where we make the mistake in business as we always lead with logic when we should lead with emotion and back up the context of that with logic and here's how you do it.   Park: [00:16:24] Here's how you hook the primal brain of any and every homo sapiens and that is think in narrative structure narrative intuition of setup problem resolution.   Park: [00:16:38] Now we're already taught this as MBA is stand up comics call about setup complication punch line Hegel the famously famous theorist said in every argument the dialectic is based on thesis someone states a claim makes a thesis the debater has antithesis. They they state the exact opposite of that. And then you have synthesis through the arguments through the debate. You come to a common ground somehow somewhere.   Park: [00:17:08] Where does this stand from you outcomes. Aristotle talked about every story has to have a beginning a middle and an end. I mentioned earlier my background in music composition and theory. I was told when I was studying this in the early 80s that Mozart's a lot of sonnet Sonata Allegro form is totally based on three act story structure of exposition development and resolution setup problem resolution. It didn't mean anything to me at the time but when I started studying story that all came back in my mind and so you even look at the power of thirds and photography our brain for whatever reason is set up in these thirds give me a setup to something then make it a complication to intrigue me and to give me a problem that I have to solve or a conflict I have to overcome and then show me what the resolution is and what we've learned by looking at anthropology and looking at some of this brain science that you talked about and believe me I'm no neuroscientist but I know enough that I read and I can kind of connect the dots in some of the stuff just totally makes sense to me is that we use this setup problem resolution mode as simply problem solving monkeys because that's what we are is problem solving monkeys. I want to know what you're going through Tripp and what hole you tripped into. Pardon my pun and how you got out of it simply so that I can live vicariously through you to learn what I would do in case it ever happens to me and I get to do it from the safety of my recliner if I'm reading your story or watching you on TV or the safety of Skype if you're sharing that with me.   Park: [00:18:54] So the basic function I want your listeners to think about the applied science to begin with the literal DNA of story is setup problem resolution and a Dr. Randy Olson Harvard trained evolutionary biologist is the one that introduced this to me. this idea of and but and therefore. And he got it from the most surprising place especially from a Harvard trained evolutionary biologist. Randy also went on to become a filmmaker. Graduating from USC film school in his mid to late thirties he produced three documentaries on climate change global warming but more importantly he wrote three books to teach scientists how to do a better job of using narrative and story to communicate their big thinking ideas to get more money in their grant proposals. And it just makes sense to the rest of us. And he's the one that taught me the end but therefore and he got it. But the most surprising place of all for this guy and it was from Southpark the TV show. The animated TV series and there's a video online on YouTube called Six Days to Air where Trey Parker and Matt Stone talk about what they do when they produce each show within six days starting with concepts and scripting and they say they do this thing called Rule replacement. They take out ads in the script and replace them with butts in their fours to keep the momentum to keep the story going forward.   Park: [00:20:33] Well when Dr. Olsen saw this he realized this whole constructive set of problem resolution has been called lots of different things but it was really plainly laid out to him when he watched this particular video. And now I teach it everywhere. It's the first step to understanding how to start. Using the structure of narrative in everything you do and the greatest place to use it is in your emails. And it's this make a statement of agreement then use an "and" to increase its importance. Then throw in a "but" to introduce conflict or contradiction that flies in the face of what you said or is out to thwart its progress and then "therefore" to resolve the situation. And you can use this in anything it is it gets you singularly focused on the theme of your narrative and the theme of your story that you can then expand on. So it's clarifying your own story. It amplifies the impact with your audiences because you're not making them work for this theme. They see it front and center and they thank you for that. And then it totally simplifies your life because it makes your communication easier. You move people faster and it like it is like the single most powerful tool in my complete story business of story tool box that I have found that anybody can apply because it's basically how our brains are wired to make sense out of the madness of being human beings.   Tripp: [00:22:01] Well let me ask you this. I mean and it seems simple. I mean we as you as you articulate it. I in my brain it's saying okay. I could do that could get. Can you give me a just a real simple example of how that plays out other than maybe watching South Park. That's you ask.   Park: [00:22:22] Sure. All right. I used it on you at the beginning of the show when you asked me about my backstory. So let me unpack it for you and how I use it. So you had asked me what is your backstory. I can tell you I've been the advertising marketing branding world for 35 years and I've helped a lot of purpose driven brands grow through the power of mass media. But in 2006 we saw a paradigm shift as a tech now technology completely leveled the playing field and now the masses are the media and they own your story. Therefore we have to communicate completely differently than we were taught. And now I consult teach coach and speak on the power of stories to help people clarify their stories amplify their impact and simplify their life. There is my total narrative moving forward caught in an and but and therefore and it can be told in a one floor elevator pitch. I don't need to go any further than the second floor to be able to explain that and everybody in the room knows exactly what I'm talking about. I have at least set the context. So again what you want to do is a statement of agreement. You don't want to come off as the experts on my case.   Park: [00:23:38] I just said I've been around for thirty five years nobody can argue with that. It's just what it is. And you want to raise the stakes to that and it helped a lot. I've been successful at it. I've helped a lot of businesses achieve using the influence of mass media so that's act 1. I don't got to tell anything anymore but in business what we then do is typically is and and and and and are our people to death. And that's when they just get this guy out of here is a bore. So you do a rule of replacement take out your next stand and get to your problem that you're solving for. But technology has changed how we communicate and therefore I teach the primal power of story to help you rise above the cacophony of communication that we all compete in today so you can see how that and but and therefore it gets you thinking in a very focused way. For example when I first saw it and I've been accused as Randy has that it's reductive and insulting it can't possibly be that easy but I can tell you it is the most powerful form and it's not easy it's something that you have to practice.   Park: [00:24:47] When I first heard about it I did some research and I I looked at the Gettysburg Address the Gettysburg Address is a perfect and but therefore "ABT" as we call it. Three I struck it absolutely is when you look at it. You know fourscore and seven years ago which is another way of saying you know once upon a time because President Lincoln was such a fantastic narrator or orator storyteller and he you know he says this this great continent this great country was formed and then he moves into the next part of however which is another way of saying but here we gather on this great battlefield with all this mass destruction that is tearing this country apart. Therefore we can't consecrate this ground we know because we ourselves have not died here. But we need to pull together as a as a country to make sure that we keep all of our rights and the Constitution together. Now I'm totally paraphrasing here but look at the. And button therefore the Gettysburg Address and you'll see that it is perfect and button therefore perfect three act structure. Now here's the question. Tripp. Who spoke before Lincoln at the Gettysburg Address. Because Lincoln believed that.   Tripp: [00:25:58] He was the second speaker Yeah. And he spoke I all I remember as he spoke for like two hours or something hours. Yeah I don't know who it was.   Park: [00:26:07] The President wasn't even the keynote. It was Edward Everett. He was the former secretary of state self-proclaimed order. He spoke for two hours and yet nobody knows who that is. Lincoln spoke for just two minutes. Two hundred and seventy words is all he. All he needed to use and think about it is probably one of the most if not the most iconic speech ever given by a leader or a president for that matter. And there is great perfect story structure and he didn't know about the ABT because he didn't watch South Park back then. But he was a natural storyteller.   Park: [00:26:47] Now who else among us of our presidents use the ABT unwittingly but had tremendous narrative intuition to get elected to the highest post in the free world.   Tripp: [00:27:02] 0h I would guess Reagan.   Park: [00:27:04] Reagan was pretty good at it but someone even more unsuspecting. And yet when you think about it very obvious is Donald Trump. OK. Well what was Donald Trump's narrative platform.   Tripp: [00:27:18] I mean immigration. Yeah. None of his support. I wonder why when one day he talked about for a long time was a  I remember even being on Oprah was about trade. Was it was it was a very bad thing. Yeah. Those are two that stick out in my mind. Anyway.   Park: [00:27:37] I'm going to build a wall in Mexico.   Tripp: [00:27:40] OK yeah.   Park: [00:27:41] No that's that's all we're going to give a big tax cut to the rich. We're gonna have Reagan trickle down theory and all that but those are just support points. What he got elected on the ABT. He got elected on you go back to all of his speeches was America was once a great and mighty nation. But America is no longer great. Therefore I'm going to make America great again setup problem resolution he hammered it home over and over and over again and I can tell you I had Dr. Randy Olson on my podcast The day after the election and the reason being is he had worked with the Democrats and the Hillary group and he had worked along with you know James Carville and he told them he said You guys are going to lose to Trump if you don't get a more refined defined and compelling narrative and tried to teach them this ABT and they sort of pooh poohed him and sort of laughed him out of the room.   Park: [00:28:42] So when I called him up the day after the election we were both rather stunned. He was actually down I believe he was at NASA working with some of their scientists down there through the ABT and I said Randy I got to put you on my podcast and he said I'm just good god damn upset I am too mad to be on your show I said exactly. That's why I need to have you on air. I want that emotion to come through.   Park: [00:29:02] So I had him on the show that afternoon and we talked about it and you can sell your listeners I don't have the show number in front of me. They can go and look back the day after the allows put it in. I put on my shirt. And he talked about Trump's narrative intuition of where you know where he gets this and of course his reality TV show he's a brander that doesn't look good for the rest of us brands. He's a bit of a charlatan a bit of a P.T. Barnum but he has tremendous narrative intuition of knowing how to do a setup then you're putting the dagger into the problem and always placing himself as the resolution the narcissist he is. Here's here's why this works. But there is a great example of how narrative works on the population even though he didn't win the popular vote. He won a lot of Americans over and still has them today because of that. Now we did that show and I can tell you of all the shows I've done almost four years worth of them now. That is the only show that I got hate mail on. Oh I got hate mail from friends. They were calling me out saying why are you glorifying this guy. I'm not all Dr. Olsen I did. We're just want to reveal what's going on. And the thought to me at that time and one of my answers to them was you have to understand the magic if you're going to combat the spell. You gotta know what he's doing to you and how he does it through the stories he tells you. If you're going to combat it over you can have arguments again it gets it.   Park: [00:30:33] And now I've turned that to a more positive outlook. And I say folks if you're a leader of a purpose driven brand you have to understand the magic to cast the spell in the first place. And that's what I find. That's why I call it the applied science knowing these frameworks and The Bewitchery of story because you can literally hook the subconscious the limbic system of your audiences get them to lean into you to tell them more share an anecdote. And I can give you the next framework that I use in sharing an anecdote and then asking them to do something having a call to action or if you've hooked them so much at that point their hearts are totally into it their emotions totally into it and then finally they go whoa whoa wait a minute this just sounds too good to be true. Proof it out for me. Then you roll out your stats and your facts and your numbers and to demonstrate that now you can actually measure this stuff it works. And that's why I have found and moved away purely from being a branding guy and helping people in all walks of life how to do a better job of understanding narrative in their lives building them because my whole goal now is to bring this completely divided world that we all live in together to try to bring it together through the understanding and the empathy of being really good and just reigniting that one true superpower that we all have in our minds and our brains and our bodies. And that's the power of storytelling.   Tripp: [00:31:58] Well that's you know it's interesting that you use the analogy I usually try to stay out of the politics of things but. It's such a fascinating thing that you're talking about here because a lot of people will say that Obama was the great orator or Reagan was the great orator know know much.   Tripp: [00:32:17] But what you're saying is the messaging and the storytelling format in essence that that Trump used was more effective than than what the other two or. Or do they use the same format. In other words did Reagan and Obama use the same format but they didn't run against each other obviously. But but you know it's used in a different way. How would you assess that.   Park: [00:32:45] Yeah that is a great question. And the person the brilliant mind I would point you to to this who I just literally had on my show two weeks ago I was so honored to have him was Jonathan Haidt OK. He's one of America's foremost moral psychologists. He's written three terrific books. The Happiness Hypothesis where they looked at the ancient wisdom of everything from Buddhism to stoicism and they all related into what we know about the brain in this day and age and so this kind of intersection of today's science over what did the ancients know about this and how it comes together so that an interesting person for you if you haven't had him on the show or followed to look into. That's a great first book but a book that I'm referring to now that came out a few years ago is called that he wrote The Righteous Mind Why Good People Are Divided by Politics and Religion and in it he talks about these six moral foundations like safety care sanctity loyalty that we all as human beings tend to lean towards to make sense out of being human and not running around killing each other.   Park: [00:33:57] But in the book he talks about how we approach these same morals from completely different perspectives where the far right will approach say for instance what's the term I'm thinking oh I don't have them right in front of me equality they will approach equality from a completely different standpoint than the left liberal leaning will approach Equality Now the left will say look at we're all human beings and we're all equal so we should all have an equal stab at everything but the right mind says there are equalities based around proportionality. It's gosh is that equality. I'm not sure I've got that exactly right. Jonathan will kill me for it but it will trigger this is it going to.   Tripp: [00:34:47] Be good reason for people listen to that podcast episode and again I put that in the show notes it's about put it link to it.   Park: [00:34:52] Proportionality you know where they look at I've done my fair share fairness that's what it's not equality it's fairness My my apologies fairness the left comes from an equality standpoint look at we're all equal to be fair everybody should have a free shot at everything no matter what the Republicans the far right come at it as fairness as proportionality you earn what you work for. So to be fair why should I give someone a handout when this other person is working their tail off so you can see the tax cut for the upper income earners doesn't fit doesn't sit well on the left because they're like look at everybody should have that tax cut on the far right they're like why should you you know penalize these people just simply because they worked hard and got ahead so they're both coming at fairness for their own reasons they're just coming at them from a completely different polar opposite way it's the stories they tell themselves the stories they grown up in nurtured in a little bit of nature is involved in this but the true expert on this is Jonathan Haidt and I have learned so much. His most recent book he came out with last. Last year I think that last spring is called the Coddling of the American Mind - Why Good ideas and bad intent or bad ideas and good intentions are setting up a generation for failure. And again it comes back to this concept of what we know about the brain and how we tell ourselves stories and in some cases we're telling ourselves the wrong stories and we're setting up people for some really potentially poor outcomes.   Tripp: [00:36:27] You know this is an issue and actually it's actually a good segue here and kind of into my next conversation conversations can be a little more forward looking but as I've studied some of the neuroscience stuff that's out there and we look at organizations and you brought up fairness and that's what kind of triggered in my head. This might be a good time to enter it in. There are five things that if you're an employee of a company that really affect kind of your mental state if you will. And this is one of the things that. I'm trying to get out in this kind of building. How do I build up brain friendly organization. But the five things are basically good faith or fairness as you would say a sense of belonging. You know you have your best friends at work that you work with on a daily basis. Those things get threatened. Layoffs have a tendency to that you have freedom the autonomy associated with the work that you do do it. Do I have a say or is everything kind of dictated to me on a daily basis here.   Tripp: [00:37:39] Here. Here's your process. Just follow the process and then if you get out of order we got a manager is going to come beat you over the head. The other is predictability. You know that there's a certain certainty about what's going on in other words no layoffs are coming. You know don't hide it. You know we're we're in a financial dire straits here associated with it. And actually that kind of feeds back into the fear fairness component because leaders these days don't do well I should. In the US especially where in Japan. If they were gonna have to take cut the first things you cut would be executive salaries you know manager salaries and then they would go to the dividend and then they would go to the employee. We don't quite follow that that that prescription. And then the fifth thing beyond the predictability is is the standing within the organization if you're standing gets compromised in an organization these are all things that can affect your daily output. And so when I'm the question I'm going to ask you Park is how can we utilize you know communication obviously is a big issue with an organization. And I see the storytelling as you know potential fix or certainly part of a fix associated with trying take to keep people and a brain friendly type of an environment.   Tripp: [00:39:12] How might we be able to communicate to employees using storytelling to keep that kind of brain friendly atmosphere with some of the things not only that I just told you which probably are going to be new to you. I expect a you know a detailed answer but but associate with the things that you've learned so far from your interviews and your own consulting work and and so forth. How might we utilize storytelling to help you know in that environment.   Park: [00:39:43] Sure. Great great question. Just think of me right now as that war torn veteran. Just come back from the front of corporate America of teaching and battling and trying to get everybody on the same page moving forward through the use of story. And I'll just share with you what I've experienced so let's just take a quickly in order. What was your very first one belonging.   Tripp: [00:40:10] Well I think though the first when we I started kind of at the bottom of my list doesn't really matter the orders.   Park: [00:40:15] OK.   Tripp: [00:40:15] Is not significant but you mentioned fairness as as part of our conversation. And so fairness is certainly one of them or good faith.   Park: [00:40:24] OK.   Tripp: [00:40:24] And that gets compromised and that's that's you know people they think that they're being underpaid or that you did something unfair to them within an organization. Boom you know that's not that's got to come back.   Park: [00:40:36] Yeah well let's start right there with fairness. OK all right. So what do stories ultimately deliver well told truthful stories deliver trust they've got to be truthful they have been well told. So even if it's bad news if you are hiding behind a fictitious story because you don't want to share the bad news your audience your employees your customers know it. They just sense it innately. So the thing that worked with a story a story delivers the trust truth that creates the trust. So all fairness is going to come out of trusting you and whether it's a positive story or a negative story as long as it's a truthful story. You've got to lead with that. So what do a lot of managers you know hide behind as my good friend Kathy Clossguess says jargon monoxide. They will come in and they'll try to buy a funeral row you know dodging questions and not answering and throwing out numbers and trying to confuse the mind versus sitting down and saying honestly folks this is what's happening. Here's the setup here's where we were. But then this does happen. Therefore we now have to have to do this. And the outcome looks like this and here's how you can be a part of that. So it goes back to basic basic narrative structure and the function of a story a story. Delivers the truth that creates the trust you are not going to develop trust any other way than to develop as a leader using your narrative instincts. All right. The one thing that I've seen out there.   Tripp: [00:42:16] Okay.   Park: [00:42:17] So what's a what was another one.   Tripp: [00:42:18] I'll give you the other ones and you just pick even don't go through it all of them. But OK you bet. There's a there's related ness or belonging within the organization. There is freedom you know autonomy associated with making your own decisions about your work. Predictability about knowing kind of what's up and coming and then they're standing your social standing associated with it.   Park: [00:42:41] Let's just take belonging for a second OK an organization and I hear this a lot from companies that I work with that are mid-market companies that have grown. They've got a terrific business model but they don't have their business or brand story pulled together. One of the angst I get from them is like geez Park we are growing so fast we're adding five or 10 or 15 new people do bodies every month and we don't have a consistent story for them to buy into to align with and to pull in all the same direction. So if a company is missing that narrative and that narrative is basically based off of their origin story why did we start this in the first place. Here's what we make. But more importantly here's what we make happen in the people and the communities we serve. If they don't have that narrative in place how is an employee going to attach their own personal story and their own narrative to the brand's narrative to create that belonging. So what happens quite often is when companies do this and they get their narrative straight and say this is truly and honestly what we're all about and we now evolve from a origin story into a quest journey story here's where we're moving into the future.   Park: [00:43:58] And here's how you can help. Sometimes they get their own employees to vote themselves off the island because they go Wow I guess I guess I'd never thought of it that way. You know what. I'm not really sure I'm the right person to be here. Nor does it really serve my narrative. I think I'm gonna go and do something else which is totally fine because you're doing them and yourself a favor. But more often not you know what happens and not are the people that go Oh my God. This is why I came here in the first place I intuitively knew this was the right place. Now you showed it to me and my own personal story my own personal narrative does meld and weave into the narrative of the greater organization and therefore I feel like I belong stories create that belonging but without a story you just have people out kind of like you know sailing in the night not in a cloudy night at that. Not really sure where they're going they know they're heading in some direction but they have not a clear picture as to where they're going. That's not the case.   Tripp: [00:44:59] That's that was such a fantastic response. Now I'm going to make you go through the other three.   Park: [00:45:04] Alright.   Tripp: [00:45:05] I'm going to put the pressure on you.   Park: [00:45:06] I don't know if you think least least relates to story.   Tripp: [00:45:12] Least that relates the story is I would say probably freedom the personal autonomy associated with your work. I mean nobody really cares about that right.   Park: [00:45:26] Right. OK. And so why. Let's look at that why don't people really care bosses really care about personal autonomy generally because they're operating from fear fear that they've got to make the numbers fear that they don't look like their leader if you're not kowtowing to them fear that they're inept if they don't have a system that you are playing in and they can absolutely measure. So that fear is is simply a story they're telling themselves.   Park: [00:45:54] Autonomy then comes from having a crystal clear vision of what the overall again the brand narrative is is where this organization is going and creating that shared imagined reality. Literally a fiction that you can get your people to buy into through the stories you tell them. But then as the leader having the courage to allow your people to be on that journey on their terms and not your terms and what has been proven out more and more is when you give them that autonomy and then you reward them for their successes through not necessarily even money recognition. It's basically a way of justifying who they are. The journey that they're on and the contribution that their journey and their story is making to the greater whole and being the social animals we are as these storytelling monkeys there is nothing more powerful than commanding and recognizing somebody who's living into their true story but that takes tremendous courage from a leadership standpoint. And that's the kind of thinking that they just simply aren't trained to do. There's been no MBA program that teaches them how to do this. Even a lot of the leadership training is all based on numbers facts stats charts and graphs. When reality more of it should be based on emotion and how do you get people emotionally connected to your story.   Tripp: [00:47:18] That's that's that's interesting. I mean there's there's so much of a parallel I know we we exchange a few e-mails before we got on for this this particular call and this episode and I told you about you know I probably ask you about Deming but there's there's so many things that you have said today and and you admittedly said you know you know you know the name Deming and but not deeply and you know involved in what his philosophy is. But the more I read about neuroscience the more even in psychology and more than even I. You've you've taught me today about storytelling feeds back into this philosophy associated a lot of things you said were very Deming you know as associated with how rewards are looked at even performance appraisals. That was one of the things that Deming railed against was because if it gets rid of the sense of fairness everybody already has a pretty high opinion of themselves and the performance appraisal appraisals have a tendency to lower their opinion and the and the associated neuroscience with that. I think a lot of the neuroscience that are trying to practice with in business are missing the point they're all trying to improve the performance appraisal as opposed to get rid of it.   Tripp: [00:48:41] And I think that that's that's associated too. I find it very fascinating. It's really a deep thinker like yourself has kind of shown me a new light associated with not only Dr. Deming work but your own you know associated with it and I you know I always like to think that things are moving towards some some truths you know that there are certain things that that certainly organizations are not doing that they should be doing and psychology said it to storytelling and emotion has said it.   Tripp: [00:49:16] The neuroscience is now saying it and they still don't do it. And you know it's fascinating to me especially when you're brought up as we were talking about you know the freedom and autonomy that went when a thing obviously Dr. Deming railed against to was was the was the fixture on the dividend you know the quarterly dividend and achieving that target and you know and then everybody has their own targets and it's all about hitting that target and nobody asks about you know how do we get it done and you know it's not about method and Deming was more about you know by what method or you can accomplish that goal but you go out there goal without a method as a wish.   Tripp: [00:49:56] So so it is all associated with this and somehow all of this fits together and getting now bigger stronger pieces especially with the story telling component which I find completely fascinating. Shines a light on how we might be able to get organizations to move where we have people that want to come to work every day you know and enjoy it. And we've all seen the Gallup polls and things about you know people are checked out you know and working within organizations because we're not tapping into them. And I certainly see storytelling as a way of doing that. Well one final question for you Park and I always ask this question Is there anything that you've talked about that maybe you want to give a clarification of. Or is there anything I didn't ask that you wish I would have.   Park: [00:50:46] Oh gosh it's such it's such a big expansive topic and I want to thank you for saying I'm a deep thinker because nobody ever has really suggested that of me I'm a I'm a dot connector to a lot of reading and stuff.   Park: [00:50:59] The one other thing I would look at. Have you or your audiences think about this just as it was a poll that came out that linked Dan promoted about three weeks ago something like that the top five soft skills companies need most in 2019 and this was from a worldwide survey they did. I was really amazed at this was done based on research from LinkedIn learning it said here are the top five things are looking for usually it was the hard skills the engineering skills and the very measurable hard skills but surprisingly enough that's changed to the quote unquote soft skills of creativity persuasion collaboration adaptability and time management.   Park: [00:51:43] And the reason why that is is with A.I. and algorithms and big data and that sort of thing is the hard skills of pulling that together they got like a lot of those folks already. But what they're finding now is this disconnect with connecting with people and getting people back in on this human approach to running businesses. So if you just break down these five very quickly creativity how many times do executives and maybe your listeners are saying well I'm not a very creative person and I would never bring creativity to the office because it's not really wanted there. I'm not a good designer or whatever. Well storytelling is the greatest creativity hack because everybody's a storyteller. You can learn to become a compelling storyteller in your own way. You might not win a moth contest but you could own a room doing it by getting people to lean in. And when you tell a well told truthful story people will automatically see you as being creative. So number one number two persuasion there is no more persuasive tool in the power of a story. Again when was the last time you were bored into buying anything. As Jonathan Haidt said our brain is a story process. It's a story processor not a logic processor. So regardless you will not find any interpersonal skill more powerful at persuasion than being able to tell a story that connects two worlds together.   Park: [00:53:14] Collaboration All stories start with empathy. You first have to have understanding and empathy for your audience that you are trying to connect with. Why are you trying to connect with you want to collaborate with them to do something better something big or metaphorically you bring your two worlds together to make a greater third world well story is the only thing that does that. Understanding and thinking and narrative and story and bringing two stories together for a stronger more powerful third narrative is what storytelling is all about adaptability. From that same understanding and empathy of knowing and appreciating your audience even if they are diametrically opposed to your position creates a more adaptable mind a more nuanced mind.   Park: [00:54:02] I say data proffers knowledge but stories convey wisdom and that's what you're looking for an adaptability knowledge just helps you kind of understand the context but it's wisdom that you can use and exercise that creates that demonstrates your adaptability makes you more adaptable and you only get wisdom through those stories you've experienced and the journeys you're on.   Park: [00:54:26] Finally time management starting with the end button therefore start using this applied science of the And But and Therefore in your emails you cut your email writing by two thirds you will have readers that will actually hug you in the hallway saying thanks. I actually understand what you're talking about now and it took me one fourth of the time to get there and everybody's happy. That's just one little example of how you become better with time management by becoming a better storytelling Teller and using these frameworks. That's why I say with the business of story I'm all about helping you clarify your stories to amplify your impact and ultimately simplify your life.   Tripp: [00:55:08] Very good. And I will put a link in the show notes to. Your Web site and some of the things that that you offer through not only workshops that you do speaking so that's great. What I really.   Park: [00:55:23] So much for having me man I'm glad you reached out this has been a really really fascinating conversation.   Tripp: [00:55:29] Yeah I know. And you know one other thing I have to say is I do the first. Excuse me podcaster that I've interviewed before everybody else has written a book or done something like that and I actually found it a little bit easier to talk to you one I think you're empathetic to doing the podcast since you have to do it on your own. But the second thing I found very useful as as you mentioned things I'm able to then linked back to your podcast to be able to say here listen to this episode and you can tell you'll get more you know volume and I'm all about you know making a bigger pie as opposed to fighting over the one that exists.   Park: [00:56:11] So I appreciate that you know Tripp from doing your own shows that are our shows are really self-indulgent because we get to talk to such amazing people like yourself like the Jonathan Haidt of the world the Dr. Randy Olsen's or the absolute. I have learned so much in the process that now that's all I do is try to share what I've learned and what I've seen work in action in the real world now.   Tripp: [00:56:37] But I bet you're right. I mean and I think that we have a similar personality or whatever. As far as being dot connectors I mean because I read a lot too. I like to to kind of put things together. But it's this person saying how did they get there what's the research on it. You know those types of things that build it so that. Well one last question. I know I said that my last question but what do you what are you reading right now.   Park: [00:57:04] I am literally reading a book my son our son sent me called, The Algorithms to Live By the computer science of human decisions by Brian Christian and Tom Griffiths. Now our son Parker is in Hollywood. He's graduated from Chapman University. A lot of the study that I did at my own story work when I said I went to Hollywood yes he was at it. Chapman from 2006 graduated in 2010 and has been in Hollywood ever since as a motion designer and doing a lot more directing now in the virtual reality world. So I asked him I said when you're done with your textbooks at Chapman send them to me since I'm paying for them because I'd like to learn what are they teaching you to be a competitive storyteller and all that can you know the most competitive storytelling land in the world and being L.A. so that's where I started learning this well. He also has this mathematical mind always has been very very good at numbers and algorithms and so he sent me this book for my birthday said here Dad read this book I'm reading it then we can compare notes. So I have had to slowly read through it. But it's really fascinating and I find it's another interesting look at how our mind really represents or reflective of a computer apparatus or maybe I should just flip that the computer apparatuses that we have developed are simply a reflection of the mind that we have been blessed with. And this is a book that explores how those two worlds work very similarly.   Tripp: [00:58:33] Funny thing I read it over Christmas.   Park: [00:58:36] Oh you did.   Tripp: [00:58:37] Yeah I know. I was if my wife got it out of the blue and I thought it was you know it was fascinate but you will get a lot out of it. It is it is a slow read especially as you get into some of the later chapters know how far you're into it but there's a lot to digest there.   Park: [00:58:55] The Copernican Principle just coming up on the OK so that makes me very good.   Tripp: [00:59:01] All right well we thank you for being part of the mind your noodles podcast.   Park: [00:59:08] Well thanks for having me Tripp. The one last thing I leave with all of you to remember is that the most important story you will ever tell is the story you tell yourself so make it a great one. And thanks for having me.   Tripp: [00:59:23] Thank you for being a listener of the mine your noodles podcast. If you'd like to learn more or sign up for our newsletter or upcoming podcasts go to. MindYournoodles.com.  

When Jeff Kirschner’s daughter saw a plastic tub of cat litter in the woods, little did he realize that it would be the spark for creating Litterati, a global community working to create a litter-free planet. Jeff is the founder and CEO of Litterati. He talks about crowdsource-cleaning the planet one piece of litter at a time and goes through the process of creating the app and how it has empowered communities to take action. Dubbed as one of America’s top innovation experts by Inc. magazine, The Wall Street Journal, Dateline NBC, CNBC, CIO Magazine, and the CBC, is Doug Hall – an inventor, researcher, educator, and craft whiskey maker. Doug is the founder of the Eureka! Ranch, Innovation Engineering Institute, and Brain Brew Custom Whiskey. He talks about innovation and why it should be approached at as a system, as well as the key things that make people come up with meaningful, unique ideas. Love the show? Subscribe, rate, review, and share!Here’s How »Join the Take The Lead community today:DrDianeHamilton.comDr. Diane Hamilton FacebookDr. Diane Hamilton TwitterDr. Diane Hamilton LinkedInDr. Diane Hamilton YouTubeDr. Diane Hamilton Instagram

This is the second episode of the Mind Your Noodles podcast. In this episode our guest is investment banker, keynote speaker and author of Pitch Anything, Oren Klaff. We discuss how to use neuroscience when interacting with others, the importance of narrative and emotion in communications and ways to build trust. Show Notes [00:00:05] Mind Your Noodles Podcast [00:00:20] Episode Two - Oren Klaff [00:01:01] Transparency - I'm a Student of Oren's Work [00:01:53] Pitchanything.com [00:02:42] New Book Coming - Flip the Script [00:06:10] Time Passes Differently for Speaker and Audience [00:07:56] How Do You Get Information Out of Your Brain and Over to Someone Else? [00:08:25] Oren Breaks Down the Brain [00:09:03] The Crocodile Brain [00:10:54] Mid-Brain  Function - Social [00:11:32] The Neo-Cortex Role [00:13:00] Does this Thinking Apply to the Masses? [00:15:00] Adjustments When Addressing the Audience [00:15:20] Emotional Needs of the Audience [00:16:39] Collateral Damage and Narrative [00:17:35] Narrative Arc [00:18:50] The Pre-wired Brain [00:20:08] Programmed Narratives [00:21:15] Conflict and Trust [00:22:12] Trust as Too High a Bar at the Beginning - and What to Do to Get There [00:26:32] Conflict Raises the Stake [00:28:53] Conflict = Stakes [00:29:55] The Big Idea and it's Role [00:31:45] Role of the Big Idea [00:36:19] Big Idea Applies to All - Even the Furniture Business [00:40:00] You are Valuable - Use It or Make It [00:43:51] How Might We Engage Employees [00:47:13] Closing Thoughts     Transcript Tripp: [00:00:05] Welcome to the Mind Your Noodles podcasts take care of the brains that take care of you using neuroscience research and methods for a brain friendly organization and healthy you.   Tripp: [00:00:20] In the second episode of Mind Your Noodles My guest is Oren Klaff. Investment banker, keynote speaker and author of Pitch Anything. We discuss how to use neuroscience when interacting with others, the importance of narrative and emotion in communication and ways to get trust quickly.   Tripp: [00:00:46] Hi I'm Tripp Babbitt host of The Mind Your Noodles podcast.   Tripp: [00:00:51] My guest today is investment banker speaker and author Oren Klaff. Welcome Oren.   Oren Klaff: [00:00:57] Hey thanks. TRIPP I appreciate it. Good to connect with you. Glad we could get on the same schedule.   Tripp: [00:01:01] Very good. Full disclosure to my audience I am a huge fan of what Oren does and I'm also a student of his Pitch Mastery online class that that he has and workshops and call ins and also Oren you probably won't meet with us but you are the inspiration actually for this podcast. So no pressure.   Oren Klaff: [00:01:25] Great. And I can't wait to get the checks.   Tripp: [00:01:28] There you go. And one of the things I do a little bit differently especially for folks like you is instead of talking about all your stuff that you do at the end. Kind of like to just where people can go so they can get back right to the beginning of the podcast episode and just know kind of a little bit about. So I knew they'd go to like pitchanything.com I would assume if they're going to learn about you.   Oren Klaff: [00:01:53] If you want to get started here you go to pitchanything.com. Putting your name and we will flood you with really information on that will transform the way you get in front of people the way you talk to people in the way that you close deals. That's what you care about. That's the right place to be pitchanything.com   Tripp: [00:02:11] Okay. And do you want to say a couple words because I know you're kind of doing preorders for your new book Flip the Script. I'm sure we'll talk about as we get into it. But.   Oren Klaff: [00:02:22] So I wrote a book. Second Book because they said you have to write a book. Another one. Your first book is like everyone on Earth bought it. There's no one else to sell it to. I didn't read the book so I wrote another book. I said Yeah I'll do it in a year. and then two years later I finished it because apparently I put everything I knew in the first row.   Oren Klaff: [00:02:42] But the book the new book is Flip the Script. It is. I love it like I'm reading it myself. Oh my God this is so good. I should write this down. Wait a second. I just wrote this. It's like this infinite loop of the Flip the Script is full of scripts of how to make somebody chase you instead of you chasing them out to put your ideas. In the mind of somebody else so they think it's their idea. It is it. It's completely next level. There's nothing like it in sales. It's just revised what sales is about. So Flip the Script is the new book. It's out of control. Now that I've said that you can't get it.   Tripp: [00:03:21] Well you can preorder it though.   Oren Klaff: [00:03:25] You can preorder it. That's OK. Because.   Tripp: [00:03:27] I see it here on Amazon right now.   Oren Klaff: [00:03:30] I'm looking at it and I'm going to get two hundred galleys. So you know if you're in the media a galley is you know the copy that the editors send you that isn't really a copy. It's sort of the secret copy print on cardboard and toilet paper. But if you want that copy I have 200 of them.   Tripp: [00:03:48] Oh OK. OK. All right. So. So where would they contact you to get that.   Oren Klaff: [00:03:52] E-mail you if you want that copy. Go to Tripp's house.   Tripp: [00:03:55] OK.   Oren Klaff: [00:03:56] Talk to his dog.   Tripp: [00:03:59] My dog will kill them. They don't want to do that. All right.   Tripp: [00:04:02] So where I'd like to start Oren is because you were the inspiration for my my podcast that I'm putting together here. I do a couple of other podcasts I'd do one for the Deming Institute. We have about 45-50000 listeners every every month.   Tripp: [00:04:18] And also do one with a gentleman by the name of Doug Hall does innovation types of things. But the the thing that struck me you know I love sales from way back. So you know did the Carnegie stuff I did the Ziglar and I did Tracey and I did the Sandler sales Institute and then on a fluke I I ran into a copy of Pitch Anything actually from another book that was actually meh not very good. But but but in their bibliography your book was mentioned in there and as I started to read it. The thing that that really stood out. I know this is part of your your pitch process and I would certainly want to talk about that is this whole concept of people whether it's neuroscience or brain science or ever you want to say it it's this concept of people are not communicating between a sales situation or a pitch situation because they're on really two different planes in the brain level.   Tripp: [00:05:24] And so I kind of like to start there and I know I've listened to some of your interviews that you've done over the past year on the Life of Charm I think it was one of them and and some other ones that you've done with like the Project Management Institute.   Tripp: [00:05:42] Yeah. And so there's going to be some some it's going to be boring for you. But for the audience I think level setting kind of that component and especially because it really fits in well with the purpose of this podcast kind of walk us through how you. First of all arrive there and then kind of the basics associated with the crocodile brain and the mid brain and all that.   Oren Klaff: [00:06:10] Yeah. So I think you know one way you can get there they've never talked about but we'll do some fresh stuff here. If you think about how differently time passes in different situations so if you're a speaker presenter write to an audience and nearly everybody listening here you know whether it was in grade school, high school, college or in a professional you know sits up and had to present something longer than five minutes when you pass five minutes time begins to pass differently for the speaker and the audience.   Oren Klaff: [00:06:45] You the speaker. Are talking you're all the sound that you get warmed up. Think about five six seven minutes to get warmed up. You got the sound of my voice is pretty good right.   Oren Klaff: [00:06:55] And now you're sort of getting going in your juices are flowing and you feel warmed up and now you're ready to say the things you have to say in explaining the features and the benefits and the ideas that you have and the business of it. And. At eight nine 10 12 minutes your just getting going and the audience is just about cooked right. And so now as you get into when this happens to me you know I a half an hour into a speech. I feel like wow I could do this for three or four hours and the audience is thinking I want you to do this for another minute maybe. OK. So so things happen differently. Experiences that are in the same room happen very differently to different people especially when you're you're teaching or giving information or selling. So. So there's different parts of the mind that are engaged when you're the seller and you're the buyer. And then we follow that through and we sort of think of it like this that where. Do you. What part of the brain do you disgorge information from.   Oren Klaff: [00:07:56] How do you get information out of your brain over to someone else. And what part of the brain do they receive then when you start to look at that from a neuro standpoint you and you ask. Cognitive psychologists. You know what's happening in the brain by the way if you never hire cognitive psychologists to help you out with your relationship. Right. You don't give a fuck about relationships.   Oren Klaff: [00:08:18] They care about your feelings they care about how information moves in and out of the brain and up and down and how you react to things and why.   Oren Klaff: [00:08:25] But if you think about where you receive information into the human mind well it's received as you alluded to do something. Call we call the crocodile brain. And it's the most ancient part of the brain the least sophisticated the most unable to handle nuance, detail, emotion. Right. It really just trims things down to the absolute basics.   Oren Klaff: [00:08:50] Right now the part of the brain that I'm using that you're reading now listen to the part of bringing you you used to get to work and get a buy a laptop and get a job and think that of course is the neocortex smart thinking linguistic capable math problem solving.   Oren Klaff: [00:09:03] Also relatively emotionless but but that part of the brain thinks about complex ideas and talks about them uses the language communicates them and it's sending all this information over to the other person who's just receiving that information through their crocodile brain. We call that because it acts like a crocodile. Huh. What is this. Something is moving. Noise is coming from it. I gotta deal with it because anything that's moving that creates noise in an animatronic way right. That isn't a rock a tree or an insect. Anything is moving and making noise I gotta pay attention to and decide how to process it. And so the other person is. You're coming up with all your great ideas and that person thinking you know as I wrote is it's just something I should eat. There's something I should mate with. Is this a danger. Should I kill it. There's sort of some of the base angry hungry and horny. Right. That's so nature. That part of the brain is trying to process the thing you're saying. So unless you give that part of the brain the information it needs at the beginning to get it calm down and end to allow it to move information up higher into the brain. You never get past. Really the initial. Interest you don't get the attention because you go hey this is not something I should eat. There's not something I should mate with. This isn't something I should kill am I. I'll just ignore it and worry about other problems. So. So that part of the brain is very concerned about survival and self interest and if you don't placate it give it the information it need. Truncate you know your story so it calms down and is willing to pass information up to the higher order of the brain. You can't get anywhere. And that's why you go there eyes roll back in the head. We never got their attention you know and all these things. So. So you got.   Oren Klaff: [00:10:54] So that's a first part of the brain its gotta deal with then it moves up to the mid brain and the mid brain doesn't care about ROI IOR and you know these things that you know you've heard me talk about before you know with the benefits of the SAS software or how the insurance is going to know save you money or this car's better than that I didn't care about and sort of cares about social situations.   Oren Klaff: [00:11:15] So until it's safe. And it sounds and there's some things to be intrigued by by the crocodile brain. And then there is a sense of social order that you're a high status individual that can provide some valuable information.   Oren Klaff: [00:11:32] The neocortex won't engage so I really just start talking to neocortex with the details data story and the neocortex is not easy to access. So that's how I think about human-human communication. You got to give him the right information for the part of the brain that is actually paying attention. At that point in time you got it. If I could just simplify this by a million times when you go to merge on the freeway right.   Oren Klaff: [00:12:00] They give you an on ramp so you can build up speed to get up to you know by the time you get a freeway you're doing seventy five miles an hour. If you've ever been in a situation where somebody build a shitty road system somewhere in New Jersey or Pennsylvania.   Tripp: [00:12:13] The jug handles. Yeah.   Oren Klaff: [00:12:16] Yeah yeah what you sort of take aRight there's this right turn onto a five lane road where people are going 80 miles an hour and you go Damn how do I get up to that speed from a dead stop. Right. That's what most people are facing. How do we take a right turn onto this freeway and get up to speed without getting murdered. And most people's presentations get murdered on by by trying to do that incorrectly. You need to have an on ramp.   Tripp: [00:12:45] Okay. And so one of the things as far as this particular podcast you know my whole aim is applying neuroscience to organizations kind of how do I build a better system.   Tripp: [00:13:00] In that particular company now ours obviously you know a sales component to it. There's a pitch component to it when you're reaching out to even the masses. These things hold true right.   Oren Klaff: [00:13:13] When you're sending this devout to the masses it's even more true and I'll give you an example if you've ever gone to see a can a comedian right in a club.   Tripp: [00:13:22] Yes.   Oren Klaff: [00:13:24] They don't actually have to be that funny right cause you face to face people are having a couple of drinks you want them to do well you don't want them to fail you know the joke. If you're watching that same comedian on TV they have to be you know three 4 times funnier the jokes have to be amazing the content has to be you know that's why that's why people you know when they do these HBO comedy specials you know they can practice for a year to do that because when you're watching it on TV in an in-person way that the jokes have to be incredibly on point and funny versus being there in a club that you know just everyone's having a good time and and almost anything is funny. The comedians on stage you know these high status with your friends you want to have a good time. So it's the same thing right. When you go into the masses you're not there.   Oren Klaff: [00:14:14] To affect them in a emotional way. One to one or one to a few. And so the structure of the information has to be incredibly well organized and precise and feed these parts and respect neuroscience and feed these parts of the brain in the way that the brain is willing to accept information right. We're not talking about feelings or emotions or or wants and desires.   Oren Klaff: [00:14:40] We're talking about how the brain is actually willing to accept information from you. Another human in what order they need the information and what amount of detail at what speed and what level of emotional color and depth those things have to be pre-programmed. If you want to meet the masses.   Tripp: [00:15:00] Okay. And I know you do a lot of public speaking and keynotes and things of that sort. Is there are there adjustments that you're making as you're doing a keynote versus doing a a pitch for capital. Or is it still pretty much the same blueprint. How do you approach that.   Oren Klaff: [00:15:20] Yeah my sense of it is that. It. If you're making midstream adjustments something is going wrong right. Because what you're doing is you're tuning yourself to the emotional needs of the audience at that moment. OK then they're not.   Oren Klaff: [00:15:43] Now you're on this slippery slope or going down to the circling the drain because their emotional needs will change. You know in a few minutes from now. Now you need to feed those emotional needs to keep them happy. The emotional needs of the audience aren't the same as their information needs so in my experience it is incredibly important not to have every word written but you've got to have the structure of a your narrative laid out. I mean think about a movie right halfway through the movie. They know all the actors tired well let's give them some easier lines and you know fuck it let's just having fall in love now instead of 20 minutes from now because the actors are tired right. So. So in no way do and those scripts go through infinite rewrites until the story is right and then you deliver the story. And yes do the actors have some variant variants you know during the turn the screenplay.   Oren Klaff: [00:16:39] I give a perfect example. Good friend of mine wrote a movie called Collateral Damage starring starring Arnold Schwarzenegger and this guy is a brilliant writer. You know he was a partner at Goldman Sachs and a very good friend of mine an excellent writer. You just just Mensa genius level guy.   Oren Klaff: [00:16:55] Love him David and I said you know the collateral damage not the greatest movie the plot. No no no no. The script is amazing. Right. Best script ever. The problem is Arnold Schwarzenegger goes I would not say my lines in this way. You know when he changes the lines change the lines and changing the narrative really affects the grand scheme so whenever we see somebody changing on the fly there tend to be feeding reacting to the emotional needs of the audience in that moment. And that usually leads to circling the drain.   Tripp: [00:17:35] Okay. And so you know it's interesting it's some of the people that I have lined up to talk to are on what you call the the narrative arc I believe is the words that you use. I just interviewed a gentleman by the name of Dr. Paul Zak and I know if no Paul at all but he does the dramatic arc and he wrote a book a book called The Trust Factor and where you do neuro finance. Zach does neuro economics which is basically measuring brain activity while people make decisions and one of the things that they found apparently is this in this whole narrative component that you guys talk about is that only are two areas of the brain are activated when you're talking about facts and figures and details and things of that sort and seven parts of the brain are activated when you're doing a narrative of some sort. And so how are you using that in your pitch in your whether it's a pitch to you know again for capital or whether you're pitching to a group of of you know employees in a company about the direction that the organization is going to go.   Oren Klaff: [00:18:50] Yeah. So I wrote about this a lot in my new book and I think you know I certainly had that same layer of thinking but I simplified it in this. That there are these pre wired pathways through the brain that are just acceptable narratives that people you know. Then there's you know seven or eight of them that that you know when they're getting that narrative all the parts of the brain are paying attention and somebody is riveted. Right. So man against man right you wants to snap somebodies attention you go. John and Mark are outside fighting over Susan. Boom. Everybody in the office drops what they're doing. Run to the fire exit to watch this parking lot incident you want to get so much attention you say two people are fighting. That is a pre wired part of the brain that has to pay attention to conflict. Right. And so we pay. We have to pay attention to movement right. Every single book on script writing or story writing or ply writing should drop people into rapidly unfolding action. Do not start. It was a dark and stormy night.   Oren Klaff: [00:20:08] Ok. You have a job even or under so. So man against nature man against himself man against man. Right. Ah ah are these ancient narratives that are pre-programmed the mind that you know people accept and follow and will pay attention to. So. So my my sense is in order to fully engage the brain it is not to find what engages the neocortex what engages the amygdala what engages the you know the mid brain what gauges the left temporal lobe. Trying in some complicated format. Get all of those fired up. Instead I say what. Pathways. Are available in the mind of this buyer that I can just feed into. What are they looking for. In what order and in what amount of detail. And then I just follow those pathways instead of trying to do something new and creative.   Tripp: [00:21:15] And I've heard you talk about this on numerous occasions as well as in your book. As far as conflict and things moving away and things moving. Are you manufacturing conflict. And if so. I know you also kind of go into this trust factor where you can't get to trust especially when you're doing a pitch real real quickly. Obviously if you're dealing with some employees that are out there a large group of employees you might have more time because they're employees but but as far as the conflict and getting to the autonomy associated with that can you can you kind of help me with the and help the audience too with the how you deal with bringing up conflict. How how are you gonna get that. You know Sally and Joe are out fighting in the parking lot type of type of situation.   Oren Klaff: [00:22:12] So. So a couple of things I think I'm less concerned about trust right. Because trust takes time to build and trust comes at the trust is not something you build upfront. It comes towards the end. Once you've done everything else correctly. Right. So I think it's a really high bar to try and build trust right. I think what is easier to accomplish is to build expertise and to build status and to provide information in the way that somebody can is interested. Continues to be intrigued and provides insight to move them past the information age when you can help somebody understand their business better than they currently know it. You've provided them insight when you establish your self as an expert.   Oren Klaff: [00:23:11] Then you've provided them the confidence to spend time with you. And believe in you when you've provided them that the enough sense that you're not going to beg for their business you're not going to chase them. Right. That you have got the status as a peer. Then all those things lead to trust. Right. So again I just want to put trust in its proper place and it is very hard to say as a marker hey we're going to try and develop trust. Trust comes automatically if you do everything else.   Tripp: [00:23:45] Okay. So. So. So what you're saying is there's kind of an on ramp to trust if you will. There are certain things that you need to have in place in order to build that. And certainly cycles of time that you talked about one of your friends in an interview recently you know that the trust has been developed over a longer period of time when you're trying to say if you're a new CEO walking into an organization you aren't going to have trust at the very beginning. But doing these other things you know the fact he has status he's been named the CEO of the company. You should be an expert in something you know before he even became CEO. But developing that intrigue and insight then would kind of be the the on ramp to getting to that trust component. Do I have that right?   Oren Klaff: [00:24:37] Yeah. So I think all those things are a proxy for trust or a replacement for trust. So what happened is somebody come to you and says hey listen trust me right. This is the best solution. This is the best water heater for your house that there is right there. That is sort of pressing to "do not trust me" Button. Right. When you ask for trust or go after it initially it has the exact opposite effect.   Oren Klaff: [00:25:04] Right. So what can we replace trust with that has the same impact expertise status insight. Social proof. The the just quality of presentation. Right. What I try and you may have heard me say Well but what would I try and develop very early on instead of trust with somebody you go Oh crap. This is awesome I'm in the hands of an expert. This guy knows how to pitch I can relax. This is not stressful. I don't got to be on alert that you know this information is true I don't have to you know think about every statement this guy seems to know what he's doing. I'm going to relax. Listen to this pitch 15 20 minutes whatever it is I'm in the hands of a professional. For me I try to achieve that feeling in a buyer rather than hey you should trust me.   Tripp: [00:25:59] OK.   Oren Klaff: [00:26:00] And we can circle back around the conflict right. The job of conflict is really to manage attention. Right. People pay attention to human conflict. So. So there's no movies about rocks interacting with each other. Right. Nobody. But there's lots of movies with rocks in them. But they have to you know whatever the word is anthropomorphize them. Right. If I maybe put too few or too many syllables in the word.   Oren Klaff: [00:26:32] But you know they have to make inanimate objects animate in order to get kids or anybody to pay attention to it. OK. SpongeBob Square Pants or whatever. Right. So so everything has got to be put in human terms and we're only interested in humans. Interacting with each other in a way to solve a problem and that generally means conflict. Right. And so if you want to raise attention raise awareness raise the stakes. It always has got to lead with conflict. And then you can move on to. And so how would you do that right. I mean if you get on a conference call with me about a deal you know and be the CEO of 3M of Xerox of you know I don't care what it is you know I'll get on the call. And typically you know this always happened if the CEO of a large company they'll come three or four minutes late and I go Hey John you here for the 3 0 3 meeting you know writes Funny and boring we laughed at it I just doing it for so long and I'm sorry. So I got the CEO of a Fortune 500 company apologizing to me because I'm in conflict with him but in a fun. So. So it's not that you can't challenge him or accuse him or you're all that there's lots of wrong ways to do conflict right.   Oren Klaff: [00:27:48] But if it's if it's social and socially aware and fun but it makes the point you know makes the point you know sometimes they'll bring six or seven people to the call and we'll have two you know which is always a bad sign socially anyway and we'll say OK you know here we are and you know tribal council. Right and there's trouble of us here and only nine of us will advance the next phase or a boost in the three people to kick off this island call here in the next few minutes. And you know that's it's fun. But you know it's also true is like hey you brought too many people to the call and you know you're making them aware of it. So you've got to find your own forms of this. But if you want people to pay attention there's got to be some sense of conflict if you you know if you're uncomfortable with that it's just like when I go to speak in Texas. Yes conflicts. Right. Like you mean bring a gun great Crudup Hey man I'll bring it in. Go to that meeting right. And so. So that's what they think of.   Oren Klaff: [00:28:53] You know conflict in Texas when I go to Silicon Valley they're really uncomfortable with in Palo Alto. You know invariably some women will stand up and say you know this is and this feels very male centric. No you're just you're hearing my voice. Right. But but you know women can and should do this as well. And so I wouldn't feel comfortable but so. So a word you can replace conflict with IS stakes. Mm hmm. Is the stakes. That's good. It's an other way to do and say hey glad we could get together today. On this call notes introductory call. All right but there's something going to be decided and as much as you're evaluating us. I'm evaluating you.   Tripp: [00:29:41] And we're going to figure out A if our product and services are right for you. But we're also going to figure out on this call if I'd the interest in working for you and if you're right for us because we only work with the best.   Tripp: [00:29:55] Right now you're talking. You're lucky you've hit on several things associate with this one is your talking. And we haven't talked about it as the frame that you're coming in to a situation with or it's coming to you and then you kind of hit each of the pieces but just kind of bring it together and then I'd like to go back to frame is the narrative arc that you talk about. So you said the the thing that you talk about all the time is the big idea. You know a problem that something that's difficult to solve and then what our solution is. And so you've touch upon some components of the big idea. Can you kind of rather than me just kind of hitting around what the big idea is can you tell me how that fits into the broader narrative.   Oren Klaff: [00:30:44] When you start working with someone talking to someone get on a Skype meeting phone call you know sending out an email there minding their own business.   Oren Klaff: [00:30:54] Oh my god is my wife going to see this email from this woman I met at the conference. It's not really like that but if she's attractive and all the kids are graduating from grade school and you know we can send her private high school and you know I really want the promotion. I love the team I'm working with. And should we go on vacation here locally and grandma is sick but the kids got here before she dies. My diet is not going well. I can't believe I didn't get to the gym the last two days. I promised my trainer and is on and on and on. Right. And then you're like hey our SAS software can deliver three times more throughput you know on your Amazon S three server side compared to your current on prem systems and we do it at a you know per whatever. And those thoughts dreams are just incompatible.   Oren Klaff: [00:31:45] And so for me the big idea. Is about getting someone's internal dialogue. Whatever happened their last meeting wherever they were. It was going on for them over the last 50 minutes last hour the last day getting that thought string. Tamped down and tempered and getting your ideas stream introduced and sort of switching the amount of attention they're paying to their own thoughts from you know being internally and so focused to being focused on you. And for me there might be other ways to do it. So I know for example like you know the state police use a taser that gets people real focused away from what they were doing under what they want to you to focus on. And so other professions you do things in a different way. But for me I don't can't use Tasers in the conference rooms that I go to. So I used a big idea.   Tripp: [00:32:39] And that's your way of getting them to now.   Oren Klaff: [00:32:42] And yeah. And so the big idea. Right. And most people get this wrong. They hear me talk about the big idea and they think oh the big idea is our software can make you money. That's not a fucking idea. Right.   Oren Klaff: [00:32:53] That is about you. The big idea has nothing to do with you it's about them. And the greater world around all of you. Right. The big idea is all software has now moved to the cloud and is being rented. OK. And so if in fact you want to have a customer for software in today's world. Right. You need to you rent them the software everything's in the cloud. That's an idea right. We have software that's in the cloud that can make you money is a value proposition. There's a solution that come to way down the line. So ideas truly are ideas right. And so you know and typically as you know there to me there are a lot of things that are changing right.   Oren Klaff: [00:33:44] So fundamentally the the you know obviously politics we don't want to get into here because I just say the word politics and a divisive political discussion in the country and you know red versus blue and you know support of a Republican Party and sort of non Republican way. Yeah I was going to light up.   Tripp: [00:34:05] Right.   Oren Klaff: [00:34:06] Right. And pay attention because that is changing and those are those are important issues but you know what else is changing. I mean if you think about Samsung you know if you saw the release of this folding tablet thing right.   Tripp: [00:34:18] Oh yes.   Oren Klaff: [00:34:18] I mean I had you know in my company we might have 700 Apple devices. You know I mean maybe maybe 15 hundred I don't know. You know I've I've owned 60 iPhones and 20. You know i pads and 15 iMacs and you know just myself and I see that device and I'm like Oh man I'm I get a Samsung Android whatever that stuff is right so.   Oren Klaff: [00:34:41] So even you know technology is constantly changing the relationship with North Korea is confusing, the terrorists, with China. I mean everything's changing. You know all the time and so big ideas are around change.   Tripp: [00:34:55] You know it's interesting you know one of the things that that I really struggled with that that you helped me through coming up with with the big idea for for my consulting practice was you know I'm a long time follower of of a man by the name of W. Edwards Deming who you know went over to Japan and helped turn them around and do all that type of thing. But you know.   Oren Klaff: [00:35:18] Sure.   Tripp: [00:35:19] He died in the early 90s. But I mean and and I think the difficulty associated with his teachings it's more of a philosophy as opposed to a method per se. And one of the difficulties I have and I think it's important to kind of bring this out because I think people are gonna have a hard time going oh but I'm not in the investment banking business or not in this. But but what you do extrapolates a method for helping people even if they know you're talking about Samsung and all the new and exciting things associated with that. But I might be in an h vac business. You know what I mean. And and I. How do I you know get a big idea or make shots here or you know right.   Oren Klaff: [00:36:07] Yeah.   Tripp: [00:36:08] And I think it's an important thing right. Yeah.   Oren Klaff: [00:36:10] You have to take you know or even worse you're in the furniture business.   Tripp: [00:36:16] Yes. Yeah I.   Oren Klaff: [00:36:19] So if you're in the furniture business. You're fucked. That's we can't know.   Tripp: [00:36:26] If you're a furniture business skip this. No. Yeah.   Oren Klaff: [00:36:29] Okay listen on the phone for business. You know what I would tie that to without knowing too much about it is logistics right. Something about logistics. There's 18000 too few truck drivers in the United States right. And so what's hot and what's driving that. It's Amazon and these package delivery you order a toothbrush you know some dental floss and some throat lozenges. It comes in a box. You know the size of a small desk right. And so all these empty boxes moving everywhere back and forth to deliver a toothbrush is causing a huge Oh you know over demand on logistics. And so if you're in furniture logistics are are becoming a huge problem and you know a big cost of the you know of your final delivery product. And so that industry is changing a lot and it's tied directly to Amazon which everybody can relate to. So again I might say hey so you know if I'm a furniture company and I'm looking for example for an investor right or a partner I would say hey look today if you think about furniture the business has basically been the same for two hundred years you make the furniture you know you put it in a box you take a picture of it you put in a catalog it's shipped to the store.   Oren Klaff: [00:37:53] People browse the store. They they pick a model and they go to the warehouse and they deliver one to your house. Couple days later is basically how furniture has worked today. It's quite different because because of the difficulty with logistics there's there's 18000 truck drivers that need to be hired that aren't currently available and you cannot get the inventory to where the purchases are happening so the salespeople. Have to tell the buyer the furniture you're not going to get your delivery for three to six weeks. People want to finish that home tomorrow. So the salespeople. Are the key to revenue today in the furniture business. It never was that way that you had to hire you know for 50 60 70 thousand dollars base and get real salespeople used to be able to pay commission because the furniture sold itself. So I don't know. Right. A big idea in of your business. I know nothing about.   Tripp: [00:38:53] Yeah. No. And I think that's good I just want to point out especially to the audience that you know one of the things I found I find fascinating well know it took me six months to build up the courage to to to actually talk to you about my pitch.   Tripp: [00:39:07] But but as I listened to you talk to people in different businesses I mean everything from pharma of pharmaceuticals to health care to you know furniture you know that you have this mindset that that is associated with being able to come up with a big idea in whatever situation it is by kind of looking more broadly at the industry and what's going on or or trends of things that are happening within an industry. And I saw you more than once. Certainly probably 20 times where you pulled somebody out that hadn't thought in that particular you know with that particular mindset it's one of it's one of your redeeming qualities that you have associated with what you do is is there any hints that you might be able to give folks as how did they get that mindset.   Oren Klaff: [00:40:00] So for me then the number one thing to drive the mindset for all this stuff is you know you and you know I talked about it before it is. Internal understanding of our own value. Write that in the relationship. With a potential buyer investor partner whatever it is we don't have the product and the service or the company or the investment that's valuable. It's the relationship with us right. I know things about how to buy this product how to invest in this kind of company that will help you avoid losing your money or making them or making the wrong choice. I can help you if you go somewhere else. You're not going to get me you're gonna get some other very likely less connected less experienced less caring individual. So if your priority is to get a low price. Or some other value for yourself and you're willing to work with somebody who has less experience less value less caring than I do. You should go do that because I'm a unique person. I have experience and I'm only going to share that with people I'm connected with. So that has got to be your an internal set point until you feel that believe that and let somebody actually walk away that you could have sold. Otherwise because of that issue it'll be difficult to adopt the other mindsets that help you sell and clothes. So. So that's your entree point into this world is understanding your own importance to the deal not just the product or the service.   Tripp: [00:42:05] Ok. All right. I have two more questions. The first one is one of the things that when when I when I joined Pitch Mastery you had in there a bunch of articles under what you called Psychology in it. And this is one of the things that set me down the path of doing this podcast is there is something in there it was an acronym. It was called SCARF which is stands for Stand our status certainty autonomy relatedness fairness and it just because I respect your opinion so much. Well it's a good ticket a little bit out of your realm here but I know you have this kind of perspective that I am very curious about and that is when you look at organizations and the way that organizations are run today and you've heard all the numbers about you know to two thirds of people are not engaged in their work. Those types of things. What do you see as what needs to what needs to be happening within organizations in order to get people engaged and how you know from all the things you've learned about neuroscience all the things you learned about pitching you know those types of things. What would be your perspective on that. I know again I'm thinking a little bit out of your your comfort zone here but you are so you know you have a broad thinker.   Oren Klaff: [00:43:28] Yeah yeah. So when you say engage. Yeah just chased that down. Sure. And unpack that a bit.   Tripp: [00:43:36] Yeah. So peep peep. There was a Gallup survey in essence that was done publicly about five years ago. Now we're something like two thirds of all people are not engaged in their work.   Tripp: [00:43:51] They're checked out basically. Yeah. You know they're they're just you know I've got I need a pay check and you know I have obligations I'm there but I'm not innovating. I'm not excited about coming to work every day. Well what would be what's your perspective on all the stuff that you've learned about neuroscience everything you've learned about pitching. How do we move these people way. How do we in essence my business is designing organizations that are basically brain friendly if you will where people look forward to coming to work every day. What needs to change in these corporate cultures from your perspective that they need to be doing in order to do it. I think you've hit upon some of this. Bye bye by just talking about what you know coming up with an a narrative that in essence engages people you know making more money for the guys at the top is not always that exciting. So. Right. So so so what what what what's your view.   Oren Klaff: [00:44:46] I mean my view for an organization is is you know very much the same as yours. It's you know micro goals or Gamify. Right. So it's funny we ran the cabin this last weekend up in Big Bear and they had a Galaga machine right. The videogame Galaga.   Tripp: [00:45:04] Ok.   Oren Klaff: [00:45:06] And. The you know in essence your goal is to get on the leaderboard right so they've got the top 20 people and you only their initials. But that is a huge reward you know to play the game well get the points and get on the leaderboard right. And so for me engagement is about you know my organizations is these goals that are doable that are tangible. And I think a lot of organizations have that. But you know you move up the leaderboard you know for accomplishing something as you know as close to you know as close to the blueprint as possible. So that's my experience in the organizations we run is is you know hard to connect people to our goals which is to grow revenue you know sell the company make 20 million bucks distributed to three guys and buy another plane. You know people don't come into work to help you do that. They come into work to you know write a blog post put it up get the most amount of clicks on it you know log that and move up the leaderboard. So maybe over simplistic but you know I'm not a management you know expert as you are but that's what I feel. It drives our organization forward is these micro goals and the gamification or the moving up the leaderboard. I mean you look if you watch the show.   Oren Klaff: [00:46:31] Darn, the British car show or come to me as soon as we hang up right where they race cars on the track and if the celebrities in the car and then and then the celebrity gets on the leaderboard right to see what their time was and that's very exciting for them. And it's hard to get except you know celebrities excited about much.   Oren Klaff: [00:46:49] And so getting on the leaderboard to me for accomplishing something that is manageable but challenging I think is really drives organizations.   Tripp: [00:46:59] Ok. And then my last question is when I typically ask which is there anything that maybe we talked about that you'd like to provide more clarification on. Or is there any question that you wish I would've asked that that I didn't.   Oren Klaff: [00:47:13] Well yeah I think for me you know the clarification is if you really want to give a great pitch a great presentation captures people's attention have them listen. It's really about raising your status to one as a peer. And then so I think most of understand that. But then I think it's important to go further as being more than appear as an expert. So those to me are the goals raise the standards a peer and they go further. Be seen as an expert. Now somebody will listen to you for an hour.   Tripp: [00:47:50] Mm hmm. Look at that. That's good. So that's kind of you again you're on ramp. The trust that we get that we kind of talked about earlier to.   Oren Klaff: [00:47:59] Yeah absolutely. OK. So. So I think yeah all somebody has to do is do all of these things we've talked about here today and do'em by tomorrow morning and be way way ahead of the game.   Tripp: [00:48:12] Okay. All right. And just just for my audience as I said I. Full disclosure and transparency I am part of Oren's Pitch Mastery of a huge advocate of the program and not only that but as far as the personal time that Oren spends going through pitches and giving suggestions those types of things it's well worth the investment in joining the Pitch Mastery piece and think it's it's you know for what the value you get out of it it's it's of great value.   Oren Klaff: [00:48:48] So thank you Tripp. OK well great connecting with you today. You know again love to meet people over at pitchanything.com we're pretty accessible there and we'll take it from there. I can't wait for this to come out. I want to listen to it again. The I mean these these these topics are. You know as you know part of my experience but also we've research them heavily and even more so we've deployed them in thousands and thousands of business and those businesses come back and said that works. Right. And so that's why I'm talking about them here. because they really work.   Tripp: [00:49:19] Absolutely. All right. Thank you Oren.   Oren Klaff: [00:49:21] Thanks Tripp. I'll talk to you soon.   Tripp: [00:49:27] Thank you for being a listener. of the Mind Your Noodles podcast if you'd like to learn more or sign up for our newsletter or upcoming podcasts go to MindYourNoodles.com    

Legendary inventor Doug Hall shares how to generate and implement great ideas with scientific precision.   You'll Learn: An equation that predicts the quantity of ideas generated How fear impedes the creation of ideas How to fast-track ideas through a learning mindset   About Doug: Doug Hall is an inventor, researcher, educator, and craft whiskey maker. He is the founder of the Eureka! Ranch, Innovation Engineering Institute, and Brain Brew Custom Whisk(e)y. He has been named one of America’s top innovation experts by Inc. magazine, The Wall Street Journal, Dateline NBC, CNBC, CIO magazine, and the CBC. His book Jump Start Your Business Brain was named one of the 100 Best Business Books of All Time by 800-CEO-Read.   View transcript, show notes, and links at http://AwesomeAtYourJob.com/ep410

Legendary inventor Doug Hall shares how to generate and implement great ideas with scientific precision. — YOU'LL LEARN —An equation that predicts the quantity of ideas generatedHow fear impedes the creation of ideasHow to fast-track ideas through a learning mindsetSubscribe or visit AwesomeAtYourJob.com/ep410 for clickable versions of the links below. — ABOUT DOUG —Doug Hall is an inventor, researcher, educator, and craft whiskey maker. He is the founder of the Eureka! Ranch, Innovation Engineering Institute, and Brain Brew Custom Whisk(e)y. He has been named one of America's top innovation experts by Inc. magazine, The Wall Street Journal, Dateline NBC, CNBC, CIO magazine, and the CBC. His book Jump Start Your Business Brain was named one of the 100 Best Business Books of All Time by 800-CEO-Read. — RESOURCES MENTIONED IN THE SHOW —Sponsored Message: The University of California, Irvine is a leader in Continuing EducationSponsored Message: Take your maintenance to the max with the MaintMax appDoug's website: www.DougHall.comDoug's Assessment: www.DougHall.com/VIPDoug's business: www.EurekaRanch.comDoug's books: North Pole Tenderfoot: A Rookie Goes on a North Pole Expedition Following in Admiral Peary's Footsteps, Driving Eureka!: Problem-Solving with Data-Driven Methods & the Innovation Engineering System, Jump Start Your Brain, Jump Start Your Business Brain: The Scientific Way To Make More MoneyBook: Toward Wisdom by Copthorne MacdonaldView transcript, show notes, and links at AwesomeAtYourJob.com/ep410.See Privacy Policy at https://art19.com/privacy and California Privacy Notice at https://art19.com/privacy#do-not-sell-my-info.

Doug Hall is Founder of the Eureka! Ranch, the Innovation Engineering Institute, and Brain Brew Custom Whisk(e)y. He is the author of the bestselling book Jump Start Your Business Brain: Scientific Ideas and Advice That Will Immediately Double Your Business Success Rate and the new book Driving Eureka! Problem Solving with Data Driven Methods & the Innovation Engineering System. Hall has been named one of America’s top innovation experts by Inc.magazine, The Wall Street Journal, Dateline NBC, CNBC, CIO Magazine and the CBC. His Innovation Engineering system is responsible for over $16 billion in growth and system improvements projects in active development. He is an inventor, researcher, educator and craft whiskey maker.   Podcast Highlights Who is Doug Hall? Doug is a compulsive experimenter, he measures the results and then innovates based on the results. Doug is just a curious guy. He started his first business at the age of 12 just to see if he could do it. Everything he has done is driven by genuine curiosity. When he tried something to make money, it always failed, but when he approached things from a point of curiosity it always worked much better. Creativity Systems Doug has measured over 9000 teams in an effort to learn what allows people to create more meaningful ideas. The first thing is stimulus, people think that to get good ideas they need to sit in an empty room and the ideas will come, but that’s the last thing you should do. You create a system of gathering stimulus together to get your mind to react off of and create new ideas. The second thing is diversity in view points. When you combine people with diverse perspectives that trust each other, you get an exponential effect on the creativity of the group. The third thing is fear. Fear is the creativity killer so trust is very important, the key to driving out fear is to use data to build your confidence. Big corporations are usually more interested in getting a big idea given to them than having their team taught how to generate big ideas. We don’t believe in our people and we have to believe in our people to create great things. A team can’t win with just one all star. People are typically hired because they are innovative and creative but then they are told to just do what they are told. As a leader, it’s your job to set the vision and then give your team the training and tools to do the job. Innovation Engineering and Inventing New Things Doug made the conscious decision to become an inventor. He ended up working a Proctor and Gamble for ten years in an inventing centered role and set a lot of records at the company. Doug’s rule is simple, every six months ask yourself the question “am I smarter now than I was before?” If not, it’s time to move on. After getting fed up seeing ideas get killed by the corporate bureaucracy, Doug went into academia and created Innovative Engineering programs that have gone on to teach 35,000 people how to create better ideas. When ideas go into the development system in most organizations they will lose half their value because people will compromise. Ideas get killed as they go through the bureaucracy because the teams are fighting each other instead of working together. Being data driven is the solution to driving out fear. So much of our society teaches kids that they aren’t or can’t be creative. There are a lot of habits that need to be unlearned if you want to innovate. Reference: Driving Eureka! Problem Solving with Data Driven Methods & the Innovation Engineering System, Doug Hall Doug’s Takeaway The first truth is your idea stinks, but if you have the mindset of never ending continuous improvement of that idea you are guaranteed suc

Too many entrepreneurs have some level of success but then struggle to take it to the next level, says Doug Hall. Doug specializes in helping those folks get out of their own way to find the personal income and time freedom they desire. But his approach to taking control of business is different from that of other coaches. He uses a technique only practiced by a few hundred experts around the world.

In this #plantchat episode, Doug Hall, former editor of Organic Gardening Magazine shares his 8 -step program for successfully growing an organic garden without chemicals. This is another installment from the Growers Success Summit, a how-to series of gardening and landscaping topics. Doug is an accomplished freelance writer and organic gardener, shares his insights on what organic gardening means, and how to achieve better produce, healthier plants and soil in your garden. While some of these principles may seem basic in nature, Doug presents tips and insights that every gardener can use. Connect with Chris at Corona Tools on Twitter, Facebook and Instagram.

Innovation is No Longer Optional Doug Hall has been in the innovation space for more than 30 years. His new book, Driving Eureka!, is about finding, filtering and fast-tracking to market and includes an update on what is continuously being learned about creating, communicating, and commercializing ideas. In 1986, Doug started Eureka Ranch, an early "accelerator" program focused on commercializing products. He took a system-driven approach to innovation to enable businesses to increase speed and decrease risk. In 2008, Doug created Innovation Engineering, a field of study that will be on over 100 campuses by 2019. Innovation Engineering focuses on how to find, filter and fast-track​ ideas. He backs it with software that helps users find data through tools like rapid cycles, sales forecasts, writing patterns, and project management designed for innovation. Doug’s seen many ideas get compromised through development. His software captures data and helps businesses use the data as they go through the process. It’s designed to deal with uncertainty and helps companies document, creating quantitative information. Doug uses a Deming approach. Innovation has to be in everyone. May need a culture shift in companies, but have to change the person before you can change the organization. Culture change two ways: led by the top or enable the workers. Train to work smarter in their job.  It’s all about cycles: run experiment, study what you learned, do it again. How does a cycle work? An idea faces three death threats: market risks, tech risks, and organizational risks. Then you get a meaningful uniqueness score. Then put the idea through a 4-step Deming Cycle: Plan (what are you trying to do), Do (what experiment are you running), Study (why did it work), and Act (What are you going to do. Go around again or change, adapt). SPECIAL BONUS: To find out more, go to Doughall.com/VIP and you’ll find a one-hour audio Book with a prescription for success and to help you understand your strengths and abilities to innovate.  If you liked this episode, you might also enjoy Ep. 109- Greg Larkin, Author of This Might Get Me Fired, Ep. 95- Steve Glaveski with Collective Campus and Ep. 94- Andy Cars with Lean Ventures GET THE LATEST RESOURCES: Get the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HERE For information regarding your data privacy, visit acast.com/privacy

Innovation is No Longer Optional Doug Hall has been in the innovation space for more than 30 years. His new book, Driving Eureka!, is about finding, filtering and fast-tracking to market and includes an update on what is continuously being learned about creating, communicating, and commercializing ideas. In 1986, Doug started Eureka Ranch, an early "accelerator" program focused on commercializing products. He took a system-driven approach to innovation to enable businesses to increase speed and decrease risk. In 2008, Doug created Innovation Engineering, a field of study that will be on over 100 campuses by 2019. Innovation Engineering focuses on how to find, filter and fast-track ideas. He backs it with software that helps users find data through tools like rapid cycles, sales forecasts, writing patterns, and project management designed for innovation. Doug’s seen many ideas get compromised through development. His software captures data and helps businesses use the data as they go through the process. It’s designed to deal with uncertainty and helps companies document, creating quantitative information. Doug uses a Deming approach. Innovation has to be in everyone. May need a culture shift in companies, but have to change the person before you can change the organization. Culture change two ways: led by the top or enable the workers. Train to work smarter in their job.  It’s all about cycles: run experiment, study what you learned, do it again. How does a cycle work? An idea faces three death threats: market risks, tech risks, and organizational risks. Then you get a meaningful uniqueness score. Then put the idea through a 4-step Deming Cycle: Plan (what are you trying to do), Do (what experiment are you running), Study (why did it work), and Act (What are you going to do. Go around again or change, adapt). SPECIAL BONUS: To find out more, go to Doughall.com/VIP and you’ll find a one-hour audio Book with a prescription for success and to help you understand your strengths and abilities to innovate.  If you liked this episode, you might also enjoy Ep. 109- Greg Larkin, Author of This Might Get Me Fired, Ep. 95- Steve Glaveski with Collective Campus and Ep. 94- Andy Cars with Lean Ventures GET THE LATEST RESOURCES: Get the latest episodes of the Inside Outside Innovation podcast, in addition to thought leadership in the form of blogs, innovation resources, videos, and invitations to exclusive events. SUBSCRIBE HERE For information regarding your data privacy, visit acast.com/privacy

In our second interview podcast of November 2018, Doug Hall provides an overview of his latest book, “Driving Eureka!: Problem-Solving with Data-Driven Methods & the Innovation Engineering System” (This is Tripp's third interview with Doug.  Link here for the first interview and here for the second.) Highlights include: Inventing “big ideas” for clients, as they entered the “Killing Zone” Applied innovation, using the Deming Philosophy How to “Find, Filter, and Fast-Track” big ideas Happy clients, paying big money, but the ideas did not happen Half the potential value of the big ideas is lost in internal development efforts The independent parts of organizations work to promote their own silo The average new product idea has a 95% failure rate in the market place What's wrong with project management? Innovation projects have uncertainty Problem solving with data-driven methods Big ideas are easy – making them real is hard A major obstacle is a reliance on opinions vs data Shifting innovation from an art to a science What to take away from this book? All products follow a life cycle, from birth to death Innovation for extending product life How to create an innovation culture Innovate or die Obstacles to innovation – Lack of Leadership and Lack of a Process Brain Brew Whiskeys for mass customization Don't feel you need to do "all" of the Deming Philosophy Just get started! How to receive a special gift from Doug - go to gift

Doug Hall is an inventor, researcher, educator and craft whiskey maker. He is founder of the Eureka! Ranch, Innovation Engineering Institute and Brain Brew Custom Whisk(e)y. He’s been named one of America’s top innovation experts by Inc. magazine, The Wall Street Journal, Dateline NBC, CNBC, CIO Magazine and the CBC. His new book, Driving Eureka! Problem Solving with Data Driven Methods & the Innovation Engineering System (Clerisy Press, Oct. 16, 2018) describes how to transform innovation from random acts to a reliable science. Learn more at doughall.com. Why are so many businesses missing the mark on innovation? What does Innovation Engineering do to create a culture of innovation in an organization?  What propels the discovery of innovative ideas?  How does Innovation Engineering accelerate the time by which new ideas are developed or put into practice? How do you deal with fear? You must have a mission that matters. What’s a personal self-talk, mantra, affirmation or self-belief that contributes to your success?   Parting a word of advice?  How can my listener find out about you? doughall.com.

I would guess that when you first launched your business you felt isolated, lost, and on your own. It’s okay, I did too. Deciding how to advertise, what to charge, and how to get on your feet is new and uncertain ground. You might have felt pressured to be the best out there and stand out among all the competition right out of the gate. I bet that was exhausting! Today, Jeff Pickett is going to share some great lessons he learned when he got started to help you navigate your own journey. Jeff is the founder of Media by JP in Sioux Falls, South Dakota where he does video production for commercial social media content and weddings. Before recently reinventing his professional life as a video producer, Jeff worked in healthcare marketing and restaurants. Now Jeff makes videos that get right to the emotional heart of his subjects. In this interview, Jeff talks about how he transitioned to video production after working for years in other fields. Jeff wasn’t too afraid to ask other video producers for advice about getting his business up and running. He talks about what it’s like to stand out from the crowd while also learning from it and building a business that is true to his own entrepreneurial values. What did you struggle the most with when starting your business? How did you overcome those challenges? Let me know in the comments on the episode page!   In this episode: Transitioning into a new career in video Deciding that you can’t do it all on your own and getting help from the experts Why you shouldn’t be scared to ask your “competitors” for advice Ways you can give back and help other entrepreneurs, even if you don’t have much money Setting financial goals and celebrating the wins The importance of being patient when making sales and following up with something valuable to offer The value of sharing ideas within a community and learning from each other   Quotes: “Confidence is just a pain in the butt. Why do we struggle with that so much? But that’s really the big piece that I needed. I needed to know that I was valued.” [17:06] “I think that there is something really tangible to providing emotional branding versus just ‘buy, buy, buy.’” [29:55] “You gotta take time out to celebrate, but then you gotta get your head back in the game and you just have to keep thinking about how can I get better and better.” [37:17] “When you hit a struggle, brainstorm all the different ways you can get around that and over that. Talk to other people, marinate on it, sleep on it, and then come back to it. The solution, often times will come.”  [54:25]   Links: Build A Better Video Business With Our Exclusive Studio Sherpa Community Jeff’s Website Follow Jeff on Facebook | Instagram | Youtube | Vimeo Watch Jeff’s viral video Schoppert’s Piano Gallery Relentless by Tim S. Grover Jumpstart Your Brain by Doug Hall   Help us make our 100th Episode Spectacular super special by sharing how Studio Sherpas has helped you in your business! Check out the full show notes page Stay up to date with everything we're doing at Studio Sherpas Tune into our weekly Facebook Lives Follow Studio Sherpas on Facebook | Twitter | Instagram   If you haven't already, we'd love it if you would take 1 minute to leave us a review on iTunes!  

Glenn Davis kicks off the show talking about Matias Alaymada becoming the new the Head Coach of the San Jose Earthquakes. He also gives a short recap on the Houston Dynamo vs. Seattle Sounders. ESPN FC Tom Marshall joins the show giving his opinion about player situations. Doug Hall of the Harris County Houston Sports Authority joins the show. They converse about hosting international soccer games.

Soccer Matters kicks off live from Los Angeles, on the eve of the World Cup! Glenn starts the show off talking about Spanish manager, Julen Lopetegui, who got sacked right before the tournament starts. Glenn talks about the tournament as a whole. Glenn brings the show back with an interview with Doug Hall, Harris County Sports staff member. Glenn gets insight from Doug about the exciting news of the U.S. joining Canada and Mexico to host the 2026 World Cup. Doug gives his insight on the chances of Houston hosting a World Cup game. Chris Canetti, President of the Houston Dynamo, joins the show. Obviously, the talks start with the World Cup, not only this year’s tournament but the 2026 tournament as well. The interview transitions to the Dynamo and how to engage the fans as well as media about the team.

At the top of the hour, Glenn airs his interview with former NASL player Bobby Moffat, who talks about his experiences playing for the Dallas Tornados and compares the style of play he faced with today’s. Later, Glenn has Real Salt Lake game commentator Brian Dunseth on the phone to recap the Champions League final and Zidane’s legacy thus far at Real Madrid, before discussing the developing youth players at Real Salt Lake. In the next segment, Doug Hall joins the show to talk the US’s part in trying to bring the 2026 World Cup to USA, Mexico, and Canada. Hall then explains what it would take to have Houston as a host city in the tournament.

Doug Hall is in the right role. He is passionate, smart, funny, and driven. His MISSION is to connect people using live video. As the SVP of Sales & Content for GenieCast, Doug brings passion and dedication to an important role, and he works closely with people to build a technology company that... in our opinion, has HUGE upside.  Listen to Doug discuss managing, inspiring, and leading people from a unique, human, and common-sense perspective. AND...hear how he thinks we can use his service to kae the world a better place. 

Doug Hall is one of the leading innovation pioneers of the last few decades. He has made major contributions that have helped to significantly increase innovation successes. Learn what Doug is up to now with Innovation Engineering.

A little behind the scenes on the Artist Series. If you haven’t seen the Artist Series on Graciela Iturbide check it out! This has been an amazing project and it was a complete honor to work with Graciela Iturbide on this short film. Extra special thanks to Doug Hall, Ruth Alegria, Oswaldo Ruiz, Patricia Conde and of course to Graciela. Music from Epidemic Sound: https://goo.gl/v5wWKr

Tom McMakin believes that selling expert services is different than selling a product. I'm convinced he's right. Marketers of products are generally able to rely on what Doug Hall calls "kitchen logic" to tie features to benefits. Marketers of expert services, on the other hand, must bolster their value propositions by offering opportunities for personal experience and through testimonials. Failing to recognize the differences could be catastrophic in an environment where general brand pedigree may be diminishing in relative importance. The post How Selling Expert Services is Different appeared first on How Clients Buy.

In our first podcast in April 2017, Doug Hall, Eureka! Ranch CEO and Founder, shares ruminations on leadership from his wide-ranging conversations with business leaders, as he stretches his imagination to ask "What is the new talk track to engage a leadership person who is feeling chaotic?" With a 30+ year background in Deming management, Doug well appreciates the potential for "joy in work," yet asks "Where's the joy (to be found today)?.   In his meetings with senior executives, he finds tell-tale signs of broken interactions, systems likely to fail slow and expensively rather than "fast and cheap."   Upon probing them, he learned "they have no idea" what to do when the existing platforms (systems) are not working.   Worse yet, he finds executives overwhelmed by the speed of change in the world today, often consumed by chaos. On the bright side, he hears of a need for systems that enable workers, not control them, as executives ponder "What the new type of leadership needs to be?" and the need, now more than ever, for openness to change, with women leading the way, per Doug's experience.    For those having similar thoughts on helping leadership and change in a rapidly changing world, with ample opportunities for infusing Deming management, Tripp's latest podcast offers serious food for thought from a master innovator.

In this episode, we discuss the importance and process of developing Unusual Creativity with Don The Idea Guy. This one is a little longer than some of our previous episodes, but trust me, you will not be disappointed. Who is Don The Idea Guy you ask? "The most creative person I know" - Jeff Bajorek Don has sold, shared, or traded ideas with the likes Sears-Kenmore, Ford Motor Company, Palm, American Airlines, Coca-Cola, Kelloggs, The American Marketing Association, Doug Hall, Seth Godin, Daniel Pink, Jeffrey Gitomer, and The Tom Peters Company who described Don The Idea Guy as “the perfect example of a strong and successful brand“. In this episode, Don discusses: Connecting with customers in new and exciting ways Idea creation vs idea execution How to guarantee a win on your next pitch The appeal of chocolate scented shirts "I guarantee you, that one or two of those worst ideas, the worst solution possible, is going to be the seed from which the ideal solution grows." - Don The Idea Guy

Jason invites his mother, Sara, Fernando, and Brad to do a mini recap on the Memphis property tour they just had. Fernando shares his property performance statistics to the audience and Brad talks about the Mississippi real estate market. Our guest today is Doug Hall of the National Priorities Project. He talks to Jason on the federal discretionary budget and how his company is trying to make the federal budget more transparent to taxpayers.    Key Takeaways: [1:50] Sara shares her thoughts on the Memphis property event.  [3:30] Jason's mother shares her thoughts about the properties in Memphis.  [6:00] Fernando showed clients charts and graphs on how his properties have preformed over the years. [9:50] Fernando has a annual 23% return from his real estate investments versus 13% annual return from his Apple stock.  [14:10] Brad talks about what Jason and the team can expect to see in the Jackson, Mississippi market.  [18:50] Jason introduces Doug Hall.  [21:05] Doug looks at both the federal discretionary budget as well as the overall budget.  [27:14] Should there even be unions in the public sector?  [29:50] What is the impact of federal spending at both the state and local level?  [34:40] Doug points out that the Pentagon is essentially unauditable.  [38:45] If you reduced the military spending by 2 billion dollars, you could increase other areas of the discretionary budget like education, medicare, etc by 50%.    Mentioned In This Episode:   https://www.nationalpriorities.org/

This week's podcast features Doug Hall, CEO and Founder of Innovation Engineering and Eureka! Ranch as he shares his approach for taking the systems thinking of Dr. Deming and applying it to the world of strategy, innovation, and growth. Doug shares the story of how his father introduced him to Dr. Deming and systems thinking in the late 70's. Doug's father worked at Nashua Corporation, which was one of the early corporate adopters of Dr. Deming's philosophies. Later Doug took that systems mindset to the Proctor and Gamble brand management department taking nine innovations to market in 12 months, which is still a record today. After 10 years he retired from corporate life and established Eureka! Ranch. He soon found that corporate executives were not interested in a systemic approach to innovation. Doug pivoted and repackaged himself as a innovation Guru who in truth was powered by systems thinking. He was soon named one of America's top idea gurus by A&E To 10, Inc. Magazine and the Wall Street Journal. Doug went on to do dozens of projects for such top innovators as Nike, Walt Disney, and AT&T. His fame lead to network radio and television roles, writing of books and to the role of "Truth Teller" judge on the first season of ABC TV's American Inventor.  As he was getting ready to retire from consulting he returned to his roots and founded the new field of academic study known as Innovation Engineering at the University of Maine. Their mission is to change the world by enabling innovation by everyone, everywhere, everyday resulting in increased speed to market and decreased risk. Their method for accomplishing this is to apply the systems thinking of Dr. Deming.  The rise of the internet and the 2008 recession created the opportunity to transfer the system approach to innovation from universities to the commercial world. It worked-companies found that when they enabled their employees they could increase speed to market by up to 6x and decrease innovation risk by 30 to 80%.  Listen as Doug explains why he feels today's younger generation are the greatest generation for workers. And why starting with the "what, why and how" is such an important first step in innovation.  

In today's episode, Doug Hall and Michele Welch dive deep and answer some of our customers' and prospective customers', most frequently asked questions about working with a commercial kitchen repair company. 

A Re-broadcast with Doug Hall, the deputy editor of Organic Gardening magazine, who discusses some of the things we can still do during the dog days of August.

Doug Hall, the deputy editor of Organic Gardening magazine, discusses some of the things we can still do during the dog days of August.

Alan Dayley interviews Doug Hall after the October 2011 Phoenix Scrum User's Group.

We're repeating a show with Doug Hall from Organic Gardening magazine -- we talk about some year-old complaints (weather, etc), and Doug defines "Organic."

Carmen DeVito and Alice Marcus Krieg are joined by Doug Hall, Senior Editor @ Organic Gardening Magazine. Doug talks about the best varieties of vegetables and flowers to grow this year, from “Bean-anza” to “Dakota Tears”. Tune in to find out which plants make the most sense for your home garden in 2011 and learn more about Doug’s experience with test gardening. This episode was sponsored by Whole Foods Market

Doug Hall, senior editor of Organic Gardening, on the April/May issue's article about growing potatoes trying seven different methods.

A great way to get to know fellow sangha participants, a "Dharma Duo" features two members of GBF sharing their background, what brought them to Buddhism, and how their practice and experience with the dharma has impacted their lives. Support the show______________ To participate live and be notified of upcoming speakers in advance, please Like us on Facebook (https://www.facebook.com/gaybuddhistfellowship) or visit https://gaybuddhist.org/calendar/ To support our efforts to share these talks with LGBTQIA audiences worldwide, please visit www.GayBuddhist.org.There you can: Donate Learn how to participate live Find our schedule of upcoming speakers Join our mailing list or discussion forum Enjoy many hundreds of these recorded talks dating back to 1996 CREDITSAudio Engineer: George HubbardProducer: Tom BrueinMusic/Logo/Artwork: Derek Lassiter

James and Jonathan are joined by Andrew Dismukes (SNL) to discuss the 2023 White Men Can't Jump remake, directed by Calmatic from a script by Kenya Barris, Doug Hall, and Ron Shelton. The film reworks Shelton's 1992 Wesley Snipes, Woody Harrelson, and Rosie Perez vehicle of the same name. Calmatic's version stars Sinqua Walls, Jack Harlow, and Lance Reddick. James, Jon, and Andrew explore the comedy beats that land, the comedy beats that don't, and what such a major remake skipping a theatrical release to go to Hulu says about the state of movies.Produced by Skyler HanrathSUBSCRIBE TO EXCLUSIVE CONTENT AND OUR BACK CATALOG OF 400+ EPISODES: https://app.redcircle.com/shows/7655b7ec-dc57-47c9-ab96-1a8fa02f6573/exclusive-content JOIN OUR PATREON:https://www.patreon.com/BMCJFOLLOW BLACK MEN CAN'T JUMP [IN HOLLYWOOD]:https://twitter.com/blackmenpodcasthttps://www.instagram.com/blackmenpodcastBUY BLACK MEN CAN'T JUMP [IN HOLLYWOOD] MERCH:https://www.teepublic.com/stores/black-men-can-t-jump-in-hollywoodSupport this podcast at — https://redcircle.com/black-men-cant-jump-in-hollywood/exclusive-contentAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy