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This episode kicks off our theme for the month, Abundance, with a book by the same name, Abundance, The Inner Path to Wealth, by Deepak Chopra, MD. Dr. Chopra is a clinical professor of family medicine and public health at the University of CA, San Diego, and serves as a senior scientist with Gallup Organization. He is the author of more than ninety books. Here the topics we covered: Unfolding the inner path External and internal perspectives The “money will come” Yoga with a capital “Y” Gifts that come with generosity of spirit Self-awareness, the missing ingredient Card Match to Episode: “Lotus Heart” with this sentiment from e.e. cummings: “I carry your heart with me – I carry it in my heart.” https://girltaketheleadpod.com/shop#!/lotus-heart/p/680566980/category=0 Here are three takeaways from the episode: 1. We can look at Abundance from both an external and internal view point. 2. We can transcend self-generated feelings of limitation and fear by taking responsibility of our own selves. 3. When we add consciousness and awareness to mix we can as Rumi said: “see the perfect sweetness blossoming in the depths of our hearts”. Mentioned in the Episode: Deepak Chopra's book: Abundance, The Inner Path to Wealth Ep. 56, Love, Kindness & Leadership: Checking with Brené Brown & Jay Shetty https://spotifyanchor-web.app.link/e/cRqhGhKHnMb Ep. 108, Unlocking Happiness: Arthur Brooks and Oprah's ‘Build the Life You Want' https://spotifyanchor-web.app.link/e/OqL7j4HHnMb Ep. 136, From Junk to Genius: Nurturing Your Creative Flow and Brilliance https://spotifyanchor-web.app.link/e/bvRkr9FHnMb Ep 166, Edgar Mitchell's Universe: Insights from IONS & Dyadic theory on Intuitive Leadership https://spotifyanchor-web.app.link/e/rrHeGhCHnMb Ep. 168, Women, Love & Kindness – The History, Science & Strategy of Giving https://spotifyanchor-web.app.link/e/vDEa8gCHnMb Ep. 181, Embracing Vulnerability and Courage: Drafting New Identities with Creativity and Care https://spotifyanchor-web.app.link/e/V70jMbYHnMb How to reach Yo Canny: Our website: www.girltaketheleadpod.com You can send a message or voicemail there. We'd love to hear from you! email: yo@yocanny.com FB group: Girl, Take the Lead https://www.facebook.com/groups/272025931481748/?ref=share IG: yocanny (Yo) YouTube LinkedIn: https://www.linkedin.com/in/yocanny/
In this episode, Deepak Chopra, a renowned figure in the fields of holistic health and spiritual wellness, discusses how AI can elevate spiritual intelligence and personal well-being His expertise in integrating Eastern philosophy with Western medicine has made him a leading voice in the dialogue surrounding the impact of AI on spiritual intelligence, suicide prevention, and mental health awareness. Through his insights and initiatives, Dr. Chopra continues to inspire holistic well-being and enhanced spiritual awareness among individuals seeking personal growth and fulfillment. In this episode, you will be able to: Discover how to unlock the power of Dharma in your life Explore the profound impact of AI on expanding your spiritual intelligence Learn effective strategies to address mental health challenges in young people Uncover powerful techniques for overcoming depression and reclaiming your joy Embrace the role of technology as a tool for enhancing your overall well-being Deepak Chopra is the founder of the Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global, a modern-day health company at the intersection of science and spirituality. He is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is also an Honorary Fellow in Medicine at the Royal College of Physicians and Surgeons of Glasgow. He is the author of over 95 books translated into over forty-three languages, including numerous New York Times bestsellers. For the last thirty years, Chopra has been at the forefront of the meditation revolution, and in his latest book, is Digital Dharma. TIME magazine has described Dr. Chopra as “one of their top 100 most influential people.” To learn more, click here!See omnystudio.com/listener for privacy information.
To be a strong leader and a brave woman at work, I am confident that we need to know what our strengths are and how to harness them. I don't know about you, but for the longest time I thought I needed to shore up my weaknesses to be “right” for a particular role. On top of that, I was convinced I had to know everything about the role too, all the ins and outs.Wrong. After over 20 years in corporate, I have learned that we all have a balance sheet of strengths and weaknesses. I need to double-down on my strengths, not waste time trying to shore up my weaknesses. In place of doing that, I need to find people in my team that complement my strengths. Maybe these team members are strong in my areas of weakness. And no, I cannot know everything about a job.My guest today, Dr. Cheryl Lovell, helps me further understand the CliftonStrengths Assessment by the Gallup Organization. This was an awesome conversation, and one I am sure you will enjoy.During our conversation, Dr. Cheryl and I chatted about:What the CliftonStrengths assessment is and why knowing our strengths is importantIf we need to take the assessment again after taking it the first timeWhat we do next with our results to improve our personal and professional livesHow leaders and teams can use CliftonStrengths to their advantageThe ROI of the CliftonStrengths assessmentHow the assessment can help you navigate challenging personal and professional relationships
An interview with Rebecca AhmedThe most recent State of the Global Workforce Report from the Gallup Organization says that less than one-quarter of the U.S. workforce is engaged at work, and traditional methods to engage workers clearly aren't working, especially when it comes to attracting and retaining Gen Z workers. Some might say it has always been that way, but it doesn't need to be, and Rebecca Ahmed is leading the charge to restore energy into work culture.Visit Rebecca at: energeticimpact.comHer book, The Energy of Success, is available everywhere books are sold. A full listing and descriptions of our episodes is available at CoolTimeLife.com If you're interested in supporting the CoolTimeLife podcast series, visit https://www.patreon.com/steveprentice
View the Show Notes For This EpisodeGet Free Weekly Health Tips from Dr. HymanSign Up for Dr. Hyman's Weekly Longevity JournalGet Ad-free Episodes & Dr. Hyman+ Audio ExclusivesDeepak Chopra is a world-renowned pioneer in integrative medicine and personal transformation and the founder of the Chopra Foundation and Chopra Global. Deepak is a clinical professor of family medicine and public health at the University of California, San Diego, and serves as a senior scientist with the Gallup Organization. He is the author of more than ninety books translated into forty-three languages, including numerous New York Times bestsellers. This episode is brought to you by Rupa Health, BiOptimizers, Levels, and Armra.Streamline your lab orders with Rupa Health. Access more than 3,000 specialty lab tests and register for a FREE live demo at RupaHealth.com.Tackle an overlooked root cause of stress with Magnesium Breakthrough. Visit MagBreakthrough.com/Hyman and use code HYMAN10 to save 10%.Right now, Levels is offering an additional two free months when you sign up for an annual membership. Learn more at Levels.link/Hyman.Save 15% on your first order of ARMRA Colostrum and unlock the power of 400+ functional nutrients. Just visit TryARMRA.com/Mark or use code MARK.In this episode, we discuss (audio version / Apple Subscriber version):The quantum field (6:13 / 4:30)What is the quantum body and how is it different from your physical body? (13:06 / 11:23)How our perception of time affects health and aging (15:52 / 14:09)The qualia field and where our experiences come from (20:17 / 18:34)The parasympathetic nervous system and the healing response activated by stimulating the vagus nerve (26:25 / 24:42)Why disease can become optional (33:08 / 31:25)Quantum metabolism and how information changes your metabolism (40:21 / 36:15)How to shift the aging process (46:04 / 43:58)How Deepak has overcome the fear of death (50:20 / 46:14)The four intentions Deepak starts his day with (54:53 / 50:48)Get a copy of Quantum Body: The New Science of Living a Longer, Healthier, More Vital Life.Connect with Dr. Mark Hyman on Twitter, Instagram, Facebook, and YouTube Hosted on Acast. See acast.com/privacy for more information.
The Gallup Organization conducts an annual poll to determine which institutions are esteemed most by the American people. Year after year, the number one esteemed institution is small business. Even though confidence has dropped to 65% of the population, small business by far still surpasses every other institution's ranking, even the military. Hebrews 13:17 teaches, ... The post Small Business Confidence appeared first on Unconventional Business Network.
Nothing creates team buy-in more effectively than the “ownership mindset” espoused by our guest on this episode of Gratitude Through Hard Times. What's the secret sauce? Kerry Siggins, CEO at StoneAge Inc., shares with Host Chris Schembra her powerful building blocks for cultivating workplace cultures rooted in accountability. It's about caring – for colleagues, customers and ourselves – and ensuring that everyone feels seen and heard as well as empowered to act. She explains how StoneAge, an employee-owned manufacturer of waterjet tools and equipment for industrial cleaning based in Colorado, instills a sense of community and the safety to fail among its 250 employees (all of whom Kerry hopes to see become millionaires one day, thanks to their Employee-Owned Stock Plan, or ESOP). You'll also hear all about Kerry's latest passion project, her recently released book, "The Ownership Mindset: A Handbook for Transforming Your Life and Leadership." In it, she highlights her personal “hero's journey” as well as hard-won lessons about how to conceive and execute corporate strategy. The formula includes several ingredients, the most important of which is learning how to formulate the right questions. Then ask, ask, ask again! Says Kerry: “You learn so much and quickly get to the root of what's really going on if you're curious. So that's my superpower: Questions!” Find out how to find and foster an “ownership mindset” in your workplace by prioritizing gratitude, empathy, agency and curiosity. The show wraps up with a reminder from Chris that in today's business global environment, these aren't just soft skills, “they're the hard skills needed to instill an ownership mindset within your team!”Click here if you'd like to grab a copy of Kerry's just-released book, "The Ownership Mindset: A Handbook for Transforming Your Life and Leadership."Or check out her podcast, Reflect Forward: Conversations on Leadership, at this link.If you'd like to learn more about Chris and his 7:47 Virtual Gratitude Experience or subscribe to our newsletter, please visit this link.Click here to hear more fascinating conversations with Fortune 500 CEOs, professional athletes and entertainerswho have shared their human stories on Gratitude Through Hard Times. KEY TOPICS:If you could give credit or thanks to one person in your life that you don't give enough credit or enough thanks to – that you've never thought to thank – who would that be? So many people, but above all her first boss out of college, whom she “did wrong” and disappointed but who taught her so much nonetheless.It's Never too Late: About the power of bringing shame out of the shadows.Why Now and Why This Book?For starters, Kerry loves to write!It provided a creative outlet and alternative to her day-to-day tasks as CEO.A compelling need to give back by sharing her personal story. Changing One World at a Time: How Kerry's journey – both personally and professionally – is a reflection of the “ownership mindset” she exemplifies.Defining “Ownership”: Why taking full responsibility for everything that happens in your life is transformational, empowering and foundational to leadership. Leaning In: About what it looks like to take full accountability, even when the future is unclear and outcomes unpredictable.Building an Ownership Mindset Culture:Ensure everyone feels like part of something bigger than themselves.Cultivate engagement and self-motivation.Encourage an ethos of caring – for co-workers, customers and ourselves.How StoneAge Team Members Learn to Take Full Agency:Training in both how to give and receive feedback.Teaching strategies for collaborating with people who hold differing viewpoints.Making it easy for people to admit mistakes and learn from them.Infusing the workplace culture with a communal sense of purpose, commitment and accountability.Modeling behaviors that reinforce an “ownership mindset” across the enterprise.You Must Act: Why all the best intentions in the world will not make things happen.Three Key Components to an Ownership Mindset:Take ownership: Lead yourself: Lead others.Curiosity is Key: How a growth mindset depends on asking questions.Kerry's Superpower: Giving people the space to open up and brainstorm valuable ideas!Best Advice for Leaders: Learn how to ask good questions!Then ask, ask, ask!Research Shows: Managers who demonstrate empathy by asking their direct reports questions are viewed by bosses as better performers in their jobs.Gratitude & Recognition: Why people excel and businesses thrive when leaders foster workplace cultures in which everyone feels seen, honored and empowered.Look Inward: How problem-solvers and champions can (and must!) come from up, down and across the corporate structure.Two Questions to Check Imposter Syndrome and Quiet Self-Doubt: What's the best things that can happen?What's the worst thing that can happen?The Power of Reframing: What it looks like to move from a place of fear to a “posture of otherness” that focuses on bringing tools like empathy and gratitude to others.What's Next for Kerry?She can't wait to get started on her next book, about transformational change and the power of purpose in the workplace of today – tomorrow!Leveraging a culture of ownership, growth and innovation to create a thousand millionaires through StoneAge's employee stock ownership plan.Speaking about and inspiring others to build an “ownership mindset.” QUOTABLE “When you feel shame, regret or guilt, the action urge is usually to hide, avoid, withdraw, shy away, be meek and small and that doesn't help. Then we just ruminate on the guilt and shame.” (Chris) “It was really important for me to get back in touch with the creative, free spirit that is within me. And writing is a way to do that!” (Kerry) “If (my story) inspires even one person to overcome their own shame around choices they've made in life or show up differently as a leader and be the very best version of themselves … then I've done my job.” (Kerry) “(The ownership mindset) is the idea that things don't happen to me, they happen because of me and I'm willing to lean into the responsibility of my choices, attitude and the way I show up.” (Kerry) “(The ownership mindset) is really a tool to help people feel like they're more in control of their work, that they have autonomy and are trusted, that they're cared about.” (Kerry) “The only way to own it is to act, but you have to create the safe space for people to act.” (Chris) “People want to share their stories, their opinions and ideas. So, if you ask really good questions, you can find out all kinds of information and get all kinds of new ideas.” (Kerry) “You learn so much and quickly get to the root of what's really going on if you're curious. So that's my superpower: Questions.” (Kerry) “The economic potential of any successful team or organization lies not in the strength of individuals on your team but in your ability to help them connect, collaborate and champion a shared vision.” (Chris) “When we're feeling Imposter Syndrome and fear, we're really focused on ourselves ... (but) you can make it about somebody else and turn that negative self-doubt into a positive impact on someone else's life.” (Kerry) “The power of questions, empathizing with those around you, giving gratitude around you – these are not just the soft skills that were once avoided in the boardroom. They're the hard skills needed to instill an ownership mindset within your team.” (Chris) LINKS/FURTHER RESOURCES:Learn more about “Oh, the Places You'll Go!” by Dr. Seuss, at this link.Click here to find out about “the hero's journey” and work of Joseph Campbell.More about the Gallup Organization's survey work and CliftonStrengths here. ABOUT OUR GUEST:Kerry Siggins is the CEO of StoneAge, Inc., a global leader in designing and manufacturing high-pressure waterblasting and sewer cleaning tools and equipment used in the industrial cleaning industry. StoneAge sells and supports its products throughout the world and has over 170 dealers in 45 countries. She is also the Vice President of the Waterjet Technology Association (WJTA). Kerry joined StoneAge in January of 2007 as the Director of Operations. In 2009, she was named CEO by StoneAge's Board of Directors and has since led the company in building a robust global presence resulting in double-digit growth year over year. She recently acquired Breadware, an Internet of Things (IoT) product development firm based in Reno, NV. FOLLOW KERRY:WEBSITE | LINKEDIN | BLOG ABOUT OUR HOST:Chris Schembra is a philosopher, question asker and facilitator. He's a columnist at Rolling Stone magazine, USA Today calls him their "Gratitude Guru" and he's spent the last six years traveling around the world helping people connect in meaningful ways. As the offshoot of his #1 Wall Street Journal bestselling book, "Gratitude Through Hard Times: Finding Positive Benefits Through Our Darkest Hours,"he uses this podcast to blend ancient stoic philosophy and modern-day science to teach how the principles of gratitude can be used to help people get through their hard times. FOLLOW CHRIS:WEBSITE | INSTAGRAM | LINKEDIN | BOOKS
Research from Gallup Organization has shown for decades that employee engagement is minimal. Gallup defines employee engagement as the involvement and enthusiasm of employees in both their work and workplace. Yet, only 23% of the workforce is actively engaged in their job, while 25% is actively disengaged. This bottom quartile has been shown to have 81% more absenteeism, 43% higher turnover, 28% more shrinkage, and 64% more accidents. COVID did not help these dynamics. So how do we create more employee engagement? How do we effectively increase employee motivation? How can we inspire purpose & meaning in our employees?Topics covered in this one:What is the biggest challenge today's organizations are seeking to solve concerning employee and workforce success?How does employee happiness lead to high performance in organizations?How do you solve these challenges?What's the science behind how happiness leads to greater performance?About Dr. John's Guest:Dr. Pelè is an educator, musician, bestselling author, and the Founder of Profitable Happiness®. Through books, software, training, and music, he seeks to change the world by helping organizations build cultures of high employee engagement, experience, and performance.To find out more, visit www.drpele.com.If you like what you've heard at The Evolved Caveman podcast, support us by subscribing, leaving reviews on Apple podcasts. Every review helps to get the message out! Please share the podcast with friends and colleagues.Follow Dr. John Schinnerer on| Instagram | Instagram.com/@TheEvolvedCaveman| Facebook | Facebook.com/Anger.Management.Expert| Twitter | Twitter.com/@JohnSchin| LinkedIn | Linkedin.com/in/DrJohnSchinnererOr join the email list by visiting: GuideToSelf.comPlease visit our YouTube channel and remember to Like & Subscribe!https://www.youtube.com/user/jschinnererEditing/Mixing/Mastering by: Brian Donat of B/Line Studios www.BLineStudios.com Tune in to find out more in this episode of The Evolved Caveman Podcast with Dr. John Schinnerer. Please be sure to like, rate, review and share! Thank you in advance for helping to spread the word!
Scott Simmons is the CEO of Ariel Group, an organization offering leadership training, relationship-building skills, and business consultation. He has experience leading teams of subject matter experts, analysts, and consultants. Scott has worked extensively with Fortune 500 clients, including a 13-year term as a Partner at The Gallup Organization. He believes in experiential learning and specializes in helping executives solve complex problems. In this episode… There seems to be a limitless quantity of software and processes to help businesses improve. Data, science, and metrics are all powerful tools, but they tell an incomplete story. Many companies focus on this form of success and still suffer long-term issues or plateaus. Focusing on the human element as a leader can be both personally and professionally rewarding. Yet, how do you implement such a broad concept? Scott Simmons, a consultant who specializes in this area, focuses on soft skills and experiential learning to help leaders connect to others. While some lessons are generally applicable, concrete advice can still be applied to those looking to grow. In this episode of Next Wave Leadership, Dov Pollack sits down with Scott Simmons, the CEO of Ariel Group, to discuss human-centric consulting and improving as a leader. They touch on lessons from Scott's own life, including his time in healthcare and Montreal. They also break down AI, how consulting has changed over the years, and how to apply essential soft skills.
Delve into the heart of leadership as Lesley and Brad interviews Adrian Koehler. Urging leaders to confront their resentments and complaints, Adrian offers a roadmap to a more empowered leadership style. Listen in to explore personal and professional growth with intention and clarity.If you have any questions about this episode or want to get some of the resources we mentioned, head over to LesleyLogan.co/podcast. If you have any comments or questions about the Be It pod shoot us a message at beit@lesleylogan.co . And as always, if you're enjoying the show please share it with someone who you think would enjoy it as well. It is your continued support that will help us continue to help others. Thank you so much! Never miss another show by subscribing at LesleyLogan.co/subscribe.In this episode you will learn about:Why Adrian Koehler passionately advocates for people.The importance of clear principles and values in guiding leadership.Understand being essential versus making a unique contribution.Dive into aligning with your dark side to confront internal challenges.Embrace the power of self-reflection and genuine introspection.Learn the value of seeking guidance and external support.Episode References/Links:Follow Adrian on IGFollow Adrian Keohler's on LinkedInTake New GroundIntrepid Leadership AcademyThe Art of Negotiation QuizThe Naked Leadership PodcastModern Wisdom PodcastThe Revenant ProcessGuest Bio:Adrian Koehler is a senior partner and founder of Take New Ground, a Los Angeles-based leadership coaching firm. He specializes in guiding executives and entrepreneurs to achieve unprecedented results and work fulfillment. Additionally, he co-hosts The Naked Leadership Podcast with TNG's Sr Partner, Dan Tocchini. If you enjoyed this episode, make sure and give us a five star rating and leave us a review on iTunes, Podcast Addict, Podchaser or Castbox.Get your 15% discount for Toe Sox – use coupon code LESLEY15Be It Till You See It Podcast SurveyBe in the know with all the workshops at OPCBe a part of Lesley's Pilates Mentorship Join us at Agency Mini - Sept. 10-16, 2023Join us at our Cambodia Retreat - Oct. 8-13, 2023FREE Ditching Busy WebinarAmy Ledin - Episode 5: "How to take fast action against limiting beliefs" ResourcesWatch the Be It Till You See It podcast on YouTube!Lesley Logan websiteBe It Till You See It PodcastOnline Pilates Classes by Lesley LoganOnline Pilates Classes by Lesley Logan on YouTubeProfitable PilatesSocial MediaInstagramFacebookLinkedInEpisode Transcript:Adrian Koehler 0:00 Failure might be being miserable for the next five years and losing another whole senior leadership team. That might be failure. Success might be quitting now. It's not quitting. It's transitioning.Lesley Logan 0:04 Welcome to the Be It Till You See It podcast where we talk about taking messy action, knowing that perfect is boring. I'm Lesley Logan, Pilates instructor and fitness business coach. I've trained thousands of people around the world and the number one thing I see stopping people from achieving anything is self-doubt. My friends, action brings clarity and it's the antidote to fear. Each week, my guest will bring bold, executable, intrinsic and targeted steps that you can use to put yourself first and Be It Till You See It. It's a practice, not a perfect. Let's get started. Lesley Logan 0:20 All right, Be It babes. We got some action for you today.Brad Crowell 0:24 Yeah, mixing it up. Lesley Logan 0:25 Well, there's the action, 1/3 of it. So Brad and I are so freakin stoked to mention this next guest to you.Brad Crowell 0:34 Yeah, my executive coach that I worked with for 18 months I think. His name is Adrian Koehler and just buckle up because he's about to blow your mind. He goes, so deep, deep, so deep that you're like, oh, my gosh, I can't believe the conversation going. I think I need to make all these amazing adjustments in my life.Lesley Logan 0:57 I know. I already feel like we have some good things that can make from what we heard today. Brad Crowell 1:01 Yes, save this episode.Brad Crowell 1:03 Save this episode. You're gonna hear an amazing story about how Adrian got started. What he does, he's incredibly observant. And then oh my gosh, first guest, first guest to go bold, executable, intrinsic and targeted in all the steps so he gave you all of them. Typically, people give us one, right? And he goes, here's all of them. So just generous as fuck, and just a beautiful human being and really going to help you find that leadership within you and help you evaluate why you do what you do.Lesley Logan 1:31 All right, Be It, babes. Welcome back to the Be It Till You See It Podcast. I am so excited. We've got an amazing guest for you. Which of course, we always have an amazing guest. But we truly have one that it has been part of our lives for a really long time. And we also have Brad here because this amazing guest has Brad going oh, wait, I want to be there for this. So that's how amazing this guest is. Adrian Koehler, thank you so much for being here today. Can you tell everyone who you are and what you rock at?Adrian Koehler 2:26 Well. For number one, just awesome. It's so good to be with you guys love you both. And so Adrian Koehler and what I rock at. Wow, that's fun. Already fun prompts for a conversation. Who the hell am I? Be It Till You See It what a great conversation. So who the hell am I? I'm a dad, I'm a husband. I live in Los Angeles, I've got a full life full of chaos and beauty and all things in between. I professionally have a coaching leadership coaching and training company called Take New Ground. We do all sorts of work, which I'm sure we'll get into at some level. And I love it. I love fighting for people fighting for them, like fighting and sometimes I have to fight with them to fight for them. But like being a fierce advocate for people is my jam. I love it. I wake up in the morning for whatever reason. I'm wired to like, be in the foxhole. I just texted a guy I'll be I'll be in any foxhole with you, man. And that's just true for me. Like, let's go life's about living. So and death is abundance. So let's go You better get you know, anyway, that's my vibe. And I think I'm great at that. That really supporting people and advocating for them. At least results say that night as I'm alive in that. Brad Crowell 3:39 I can vouch for that. (Lesley: Yeah.) Yeah, man.Lesley Logan 3:42 Yeah. Well, we met you because I heard you on a podcast. And you're like. Brad Crowell 3:47 And then she quoted you. Lesley Logan 3:48 Yes, I did. And then you.Brad Crowell 3:50 She told me. You just got to hug the cactus. (Lelsey: Yeah.) So I was like, what the fuck are you talking about? (Lesley: I know.)Adrian Koehler 3:58 Outside. A lot of beautiful varieties.Lesley Logan 4:01 And I was like, I signed up for his lead magnet. And I just kept forwarding the emails to him because I was like, why am I I'm not the CEO here. Why am I? And then I DM-ed you. (Adrian: Yes, that's awesome.) Yeah. And you're like, oh, I'll talk to him. And I was like, that is the coolest dude. He's just gonna talk to him. And so I was like, Babe, you got to talk to this guy. And he's like, yeah, yeah, when I'm ready. And I was like, okay, so we're on Brad time. So I just kept like, sending him more pics. And then he finally did. And so that's how we can absolutely vouch for how amazing you are and that you're in the foxhole.Brad Crowell 4:35 Yeah. So for all everyone listening. Actually, Adrian worked with me for like a year and a half actually, as an executive coach. And we would have calls multiple times a month and, you know, texting and meeting up and all the things and really helped shape how I operate as a CEO transitioning into the actual role from the office. I never had experience with that before, where before I was doing all the operations, and I was still leading a team and stuff, but it wasn't, I had no, I just didn't have any experience. So working with you was really enlightening because you get the opportunity to work with people in leadership and the CEO role all the time.Lesley Logan 5:17 So I have a question, though. How did you get started? It was like, how do you like, how do you get started in coaching leaders? Yeah.Adrian Koehler 5:26 I'll just share how I did. You know, there's lots of ways I think other people did, and I didn't ever remember, just remember, you know, when I got into this work, I was always like, scared that people are going to ask how I got into it, only because like, I have a very odd, eclectic background. And it took me a while to kind of hug that cactus, if you will, like befriend the oddity that I am, and the eclecticness that I am and all that, and then finally own it. So how did I get into this? Let me tell the shortest version of the story, then you can double-click on any stuff you're interested. So I have always been a leader. And I think that's a choice. I felt leadership, I was modeled leadership, my parents are leaders in the community, small town in southern Illinois. And a lot of opportunities to lead I ended up leading a lot I'm just thinking like as a kid. And part of that, you know, a lot of that choice, like stepping up, I got into leadership because the world felt really uncertain to me. And I felt really uncertain to me in the adolescent years, which I think we all do, one of the solutions to that was, oh, I can choose my own adventure. Okay, I'll do that. And people seem to want somebody to lead might as well be me that kind of thing. So anyway, was a leader, early athlete, like lots of opportunities to lead in athletics and quarterback of the high school team and all that kind of stuff, played, played football in college involved in student student stuff. And I just liked it. I liked being involved in stuff. I'm like, not a good guy in the stands. I'm a good guy on the field. Like, I like myself in the action, like, you know, my own experience of myself, I actually feel like I can influence something I'm much more engaged, and not a great spectator, which most people will attest to, or make jokes about. So even just the assistant coach on my son's baseball team, I'm an assistant coach. I'm an assistant coach on my son's baseball team. One of the other coaches said, Hey, Adrian is going to run practice on Wednesday, which was last night, he was gonna run practice on on Wednesday, but he runs it anyway. So anyway, Adrian is actually going to run practice on Wednesday, I was like, is that feedback like there's kids here. What are you trying to say? I tend to have an opinion about things tend to really want things to work and anyway I'II either jumps into if you decide to take it on, that's leadership, like jumping into effect something with other people. So in college, you know, I was a pre-med guy didn't want to do didn't want to become a doctor after I got into it didn't want to do the rigmarole and the whole thing. And I'm not that data driven. Just as a person, I'm like, human-driven, I started the ground and work my way up to meaning not start at the 30,000 foot level strategic and just like observational and make decisions down, I'm just better in the trenches kind of guy. So became a nursing major did that for a little bit, out of college, loved it, and was good at it worked intensive care. So mostly pediatric intensive care. So like being with families, when they were in the worst day of their entire life, most of them. (Brad: And advocating for people.) And advocating for people. And I'm like all the science part worked in my head really quick. I remember a bunch of stuff, and I'm quick on my feet. And but the relational dynamic was always most interesting to me. And actually, where I found myself making the biggest difference. So I'd like go to the leadership and say, hey, give me the hardest family, like who's crazy, essentially, I'd say like, who's the crazy mom on the floor? Because like moms would go, usually would feel big emotions, and express all those. Dads would usually go silent, and go internal, and get angry around some generals, and it's not always that way. But anyway, I liked helping people find a way through, harness themselves in order to like focus on the kid, focus on the plan, focus on what's needed, express all that in a way that works so that they don't, you know, people don't start, you know, avoiding them, because that's what happens. (Lesley: Right.) So anyway, I loved all that. I very faith, life is a big deal for me come from a spiritual background. It's spiritual, more than just any religious stuff's boring to me and people that want to argue religion I just don't have time for. But the idea of making the world a better place was always very captivating for me. And anyway, so I was involved in a spiritual community moved out to LA to join a church, essentially. And I was, I was an activist guy, so like, like befriending the poor, the marginalized, all that like world suffering, I'm into that and ended up being a part of once again, advocating for some solutions and helping everyday people that are out there have their jobs and their kids and the blah, blah, blah, inviting them into and a life-changing experience when they go serve. You know, so I dug that. And so I did that for like six or seven years, and got to speak a lot. And the church I worked at was very entrepreneurial, and very leadership driven. So it learned a lot about leadership got to teach leadership partner with Gallup Organization to teach the StrengthsFinder, like the pilot program for that. Then got to travel the world speaking on stages, it's centered around entrepreneurial leadership in that world. It's church planting, which is a lot harder than starting a business, where it's like, you start nothing with nothing, and we have no people and how do you, you know, build a community of altruistic people in the community. That's, that's anyway, there's five hours there, we can talk about that. But anyway, I've dug all that, through that I met a guy that had a lot of money because his dad had a lot of money. He was like a trust fund kid. And he, he had his own spiritual epiphany, wanted to start giving money away, which he'd never done before. And he came to me and I just happen to be the guy that meet him happen to be the guy that had all those spiritual conversations. And in that world, you baptize people and then make a big leap. And anyway, the significant I was just a friend of his mentor of his, and he said, would you help me do this? And sure, well, what do you want to do? Anyway, that meant leaving the church called Mosaic and starting a foundation with him and help taking him around the world to figure out what he cared about first, and then finding ways to build a structure to implement cash and resources and people to go make a difference whatever that looked like? They ended up looking like standing with people who had really blown it, like giving people a second chance. was started with Homeboy Industries in downtown LA, which is pretty well known I think to a lot of people, Father Greg Boyle. He's kind of the Mother Teresa of East LA, and started as an incubator for companies and the companies are all run by ex-gang members. So long story short, moving forward, got connected to some followed some Catholics into prison Catholics love restorative justice stuff, met a couple nuns going into prison, I get connected with this group of lifers, you know, all the guys that had murdered somebody, most of them and murdered someone, you know, 20 years before. And simultaneously, I met a guy named Dan Dakini. Dan, do you guys have met Dan? Dan had been in the leadership consulting management consulting world for about 30 years at that time. And then it also been doing leadership transformation work and a lot in oddly a lot with juvenile in the juvenile justice system. So he was really great. Crossover, yeah, really great at helping kids. He'd worked with a group out of Boston, and helping kids change their mindset so they could change their life. And essentially jumping from a victim mindset to responsible mindset. And his work is impeccable. Like recidivism rate, that's the word in that world like how likely are you to go back to prison? Average 86% of people leave prison and come back. If you go through dance program, it goes down, I think south of 12% I think it might even be eight. (Lesley: That's amazing.) Crazy. They follow them throughout their lives. So if you do this work well and help people become new between their ears, they've helped people be it until they see it, if you know what I mean. If they, if they can make that shifts, then their whole world changes. And then they shift, the world changes, and they get out and they don't want to go back. So anyway, did that work for a good while loved it, built a team, worked in prison. So my first kind of coaching clients as a without even any real training, besides all the leadership stuff I've done was in prison with murderers. And so we train the murderers to be trainers. So we did this apostolic kind of model, if you will, like train these guys to go out and be able to do the work themselves. So it's not like we're the white hope coming in from the outside. Because honestly, guys, we're from different backgrounds, and whatever. It's better if they because they're, they're all the leaders. They're all the shock colors in the prison anyway. Yeah. So we did that work, which was impeccable and awesome. The vision for that foundation became very focused. And I'm a let's make a huge flash kind of guy. So I said, I love you and adios. So through that I've been through all this training, I promise, I'm almost done, been through all this training, and this coaches Academy, and I thought, What do I want to do now? And I could easily do medical stuff, I could easily go back and do that. And I don't wanna do that. I could go back to pastoral type stuff. That's boring for a handful reasons. Philanthropic stuff is usually pretty stodgy and administrative and paperwork driven, which is not me. Or I could do this, which is kind of like, you know, all the leadership stuff, but full licence to kind of be exactly who I am. And it's just the right environment that like I get to be fully expressed, and keep growing, keep changing, keep learning all that kind of stuff. Like it's an it's an endless game. So that's how I got into the work.Lesley Logan 14:32 Okay, so I hope everyone just heard how not linear any of that was like, no, no, and I love that so much. Because I think I know people listening to this right now are thinking, oh my gosh, who am I to do this? Because my resume is kind of like all over the place. But that's actually what makes you the best at this because you have, you've led in so many different ways. You've experienced all the different sides of a coin. So then when you're working with leaders now, you can actually help them find the path that works for them without having like, this is the formula that everyone does. And it just we rinse and repeat. This is so cool.Brad Crowell 15:05 Yeah, I love that, like there's, you know, a lot of unplanned shifts and changes that were actually big time changes, you know, like, meeting happened to happening to meet a wealthy philanthropic guy who didn't know what to do with his money. What and then bumping into Dan, who was the cross over there. I love that, you know, my buddy, you know, told me one time when I was really because I'm also like, I struggle with control. And I also like to be the guy on the field. The guy on the field, calling the shots, and he told me one time he's like, Dude, you just got to ride the wave. You don't control the wave, you just ride it.Adrian Koehler 15:50 Or get crashed, one of the two.Brad Crowell 15:53 And I was like, oh, that's crazy. How come I've never thought about before? And that's cool to see like how it shifts and changes. And you know, you roll with it?Adrian Koehler 16:03 Yeah, yeah, even just it hit me, you know, life, want to say that's meaningful. The if I follow the script I just listened to this morning and the guy big podcasts are huge podcasts. I don't know if you guys know Chris Williamson from Modern Wisdom. He was he's on the rise. He's probably the next Rogan. He's what was the point, he was talking about how he's just not a five-year plan guy. And he came out of the productivity world. And so there's a lot of pressure to kind of have a plan have a very systematized blah, blah, blah, everything ratchets up to the - and I'm just like I'm not that guy. And in some ways, the same for me. Like, if I would have done a five-year plan, I wouldn't be getting to do this. I wouldn't, because I would have been like my own vision would have been my restriction. So because a lot of times when people talk about vision, they actually talk about an agenda. Meaning yes, here's what it is. And it must be this. And if I've talked about it, now I gotta stick with the plan. And it's supposed to suck, and they get out of they, they have all these signs and symptoms that what they thought was true a year ago is no longer true today. But it feels like failure, if they get off that and do something new, which I felt like, you know, it's like what I was saying at the beginning, like, I don't know, are people gonna respect me? If I show that I've had, like, I don't know, four or five major transitions that don't make any sense at all linearly? Are they gonna judge me for that? You know, it's like, do I need to build something like, you know, and I've just never been this five-year plan guy, I want to show up fully, and see what happens. Not that I'm not clear, because you know, you've been around me, I'm, like, pretty clear about what I'm up to. And but I'm really open to what I don't see. And all the possibility not all, but a lot of the possibilities in the periphery. And if I'm not looking left and right and checking things out, it's not like threats are out there. I mean, sometimes there are, but opportunities are out there too. And so it'd be willing to try something on and seeing if it's true for me, because I want to build a whole I get now I now I get it in hindsight led like the through line is fierce advocacy. That's what I love doing. So however I do that, and whatever environment I'm doing that that's great. And I might only do this for another year or two. I don't know, I have a plan to be here. I think I'll be doing this for a long time. I haven't found yet another thing that gives me the freedom for impact, like I have now. But who knows what's gonna happen.Lesley Logan 18:28 I like that you actually call that like the most people's visions and agenda. Because I think there's a big difference between like, how you picture the life, you want to live around feelings, you know, and like, what is a priority to you and your life, and allowing the steps that you take to be filtered through almost like a value vision system. Versus like, this date because I went to a Christian college so y'all, it was on this date I'll get married and on this date, I'll have a child and there'll be like this. It was like...Brad Crowell 18:58 Me too. I just wanted to get engaged so we get to hold hands.Lesley Logan 19:10 Well, you didn't go to my Christian college there are some very creative people there. But like I remember seeing all of that going that is a really like restrictive like, there's not a lot of room for surprise. Or like you're just going to be super disappointed.Adrian Koehler 19:25 When it doesn't go by ironically it's a Christian school. Ironically, that way of living has very little faith in it you know, like, who the hell's God? Who cares? I got my plan, man. I don't need serendipity. I don't need orchestration. I don't need providence. I don't need that shit. I am Providence. Look, here's the plan. Anyway.Lesley Logan 19:49 I wish I was that smart back then. So I but I do I do like that. Like there's a lot of freedom in this and I think some people the vision is like helpful for them because otherwise they like live in their stuckness. And for some people, no vision at all. It's also like very difficult. So like, how, how are you using like your drive this like, like your goal of like helping as many people as possible as how you make decisions? Like how are you making decisions on what you say yes to?Adrian Koehler 20:19 That's a great question. Let me see what the real answer to that is. So first off, it's not that I don't have a vision, I don't think you were saying that to me. You know, some people go out without a vision, not having a vision is a vision, like confusions of vision. There's lots of reasons for that. The principles scale, that'd be more my point, like, I'm really clear about what I'm about as a person, and the gift that I am not arrogantly saying that I just own it, like, I own what I'm really good at. And even just yesterday, a buddy, close friend of mine texted me saying, Hey, can we talk and he wanted to talk through all of his business stuff. And I like being the guy that like, when, when things are sideways, I'm the call you make, and I dig it as my like, gift, you know? So, but to your question, like, how do I make decisions, I've got to, I know where I want to go currently in my business. And that's, it's not just me, it's we like, we've got a team, and we're declared about that we're clear, we've got like, numbers we're gonna hit and types of events we're going to have and all that's like, lined out a business plan. I just really want to be open to being surprised. So quite often, I will, quote unquote, waste time. If you look at it, maybe even on the back end, and it looks like a waste of time, but I'm exploring, I don't know what's possible, about like, this person or this opportunity, I don't know. I mean, then if it doesn't fit, I could discard it. And, you know, a lot of like, focus culture, like that would be like, good for you. Like, you know, let your you know, it'd be a strong No, and I understand all that. But I, I just get much more joy out of like testing and seeing and, and seeing, seeing if something is possible there. And I love connecting. I'm not like a connector by habit for sure. Like, I love connecting great people just did it twice already this morning, connecting great people so that they can talk and maybe something beautiful happen. So I'm typically really trying stuff on. So, but to your question, how do I do that? I've got my values really clear, I do have my long-term interests at heart, I do have the interest of my team at heart. You know, we're talking about an idea right now, that's got a lot of trepidation in it with for me and for us as a, as a team and my business partner. And, essentially, I want to let him loose to go express what he wants to express. And I've got lots of some trepidation around that around because we have some differences and how we see things and how we operate in the world, but I'm gonna go see it, and we're going to talk about it a lot, and vet out the possibilities, and then run it and then go see if it works or not. And it's probably going to polarize a lot of our clientele, you know, we're just going to go deep, we're gonna go, we're gonna double down on the stand that we're taking in culture. So I want to go look, you know, I've got explorer's mindset, if I find bullet-pointed for your audience, my principles are really clear. My long term goals are really clear. And I'm as committed to be an explorer as I am to being an executive, which is really, especially in my context, my job because I've got kind of the most robust network of my team. And I'm in Hollywood, blah, blah, blah. And I'm really good at meeting people and generating possibility with them. (Lesley: Yeah.) relational possibility, business possibility. So my job is to go out there. And you know, my son's name is Scout, for example, like, that's what I'm up to like, let me go out, I'll come back to camp later. Let me go see what's over that mountain. Then I'll come back and report like, I love that lifestyle.Lesley Logan 23:47 I love that. Thank you for explaining that. Because I think I think that that's so helpful. One, your strengths are all involved in what you're doing. And then again, you're clear on your principles and your values and what your long-term interests are. So that takes a lot of knowing yourself. You're sure.Brad Crowell 24:02 That's what I was just gonna say. Yeah, but not only that, I think that you have intentionally built a business that allows you to enjoy the things that you enjoy.Adrian Koehler 24:23 Right on. Yes. Yeah.Brad Crowell 24:24 How about that? That's an interesting idea. I feel like a lot of people are just trapped you know, and you know, like, I have often felt trapped and sometimes even in our own business where we call the shots, I still feel trapped. But the the flexibility of the lifestyle that you know, you want to live have it like building a business that allows you to do that. Yeah, going in scouting or being able to just pick up and go work at a coffee shop like for Lesley and I when we first started I'm conceptualizing what a life could look like, together, we asked what, what are the things that are important, and we love to travel. And so when we first started dating, it was like, well, how could we build a life where we could work from anywhere? And we didn't have the answer? You know, and yeah, but it slowly started to happen over, took years, you know. But yeah, being able to build a build something or create a business in that way. That's very free.Adrian Koehler 25:33 It is freeing, you know, and freedom requires a whole bunch of risk. You know, I mean, it's what you guys are doing, like, when you decide to bet on yourselves. There's lots of upside to that. There's lots of downside meaning, like, there's like, yeah, so at some point, you'll have to suffer. And like, you know, be confined. I mean, most of our work now is working with founders of companies, I like founder-driven organizations. And almost all of them build a company, they do not want to run.Lesley Logan 26:05 How is that happening, though? Because of fear? Is it happening because they don't have, they don't have the, the, their values and vision and principles or the like, it just happened because they were kind of just following the money? Like, how do you have an idea what happened? Adrian Koehler 26:18 Well, for most of them, for most of them, you know, they're not CEOs. They're entrepreneurs, they're founders. And, you know, running something, maintaining something over time, and like managing people, like, that's just not of their interest. I mean, they will resist the shit out of it, and complain about them all the time. Usually, when I meet them, they're full of complaints about their team. And, you know, they like to be there in the startup. And then they, you know, naturally, they're psychologically very attached to the thing, because it's them. And it's their brand, it's their full expression, they're known for that, let's say for three, four years, five years, however long it takes to get into a successful place. And then they're at this place, and nobody's given them permission, really, to say, hey, it's actually probably best for everybody, if we create a process in which you can step out, or step up, usually up and out, like, go to the board, run the thing, be or whatever, you know, and then hire somebody to do all the shit you don't want to do. And so you could quit, like, you know, abusing people on a daily basis, like you don't like it, you know, and you, you know, you've had so much turnover, and you don't trust anybody, and because you don't play that well in the sandbox, and you can, I can help them if they want to, like, become a leader in that way. But most of them really don't when they're honest. Like, if you could leave, and go start the next thing, and this thing would stay successful. Would you want that? That answer is 99% of the answer, yes. But they're so trapped by it in their own mind, that they can't leave. And they've created a whole world in which they're very essential, most of them, and which is really natural for us, as people I think. And yeah, ego and, and, you know, they're, they, for lots of reasons, I don't want to go on too long. But like, for lots of reasons, they've set the whole world up to be really essential. Instead of being like, they are unique contribution. And but the, that's very different than being essential. And so trusting other people, that's not a small feat, like communicating what you really think and feel is not a small feat. Slowing down is not a small feat. Investing, taking a risk on somebody, like bringing in somebody that's at their level, that would cost them more money. And that's a you know, that's a big deal. We've talked about that. They you know, and like, that's not a small feat, you know, usually what's needed, either you gotta want to train people, or like, you know, it takes somebody that's full of raw talent, and really invested in them, which takes time, and they're all very short, they don't have time. So, don't do that, or spend a lot of money. Those are kind of your two options. Or you could do what you're doing now, which is hire cheaper people and not invest in them and then get the shitty returns of that is so, you know, that's why I mean, I think people don't give themselves a lot of permission to to step up and step out. Yeah. And I think they're, they're tied, right? They're tied to, like, I gotta walk this thing all the way out until we raise a bunch of money or until we sell the thing, and it feels like failure. And so I give them a lot of room to hey, you might want to recalculate around this. Failure might be being miserable for the next five years and losing another whole senior leadership team. That might be failure. Success might be quitting now. It's not quitting. It's transitioning.Brad Crowell 29:32 Yeah, I was gonna ask you about like, like, it's like when you were describing the predicament that a lot of founders find themselves in or entrepreneurs find themselves in. The word bottleneck came into my head of like, they inadvertently become it. And they don't even realize it. You know, because they need that because they're, because it was their thing. They built the thing. I know I'm speaking from literal personal experience that because I had my hands involved in everything because I built it all, you know, then letting go of that. How how do you? How do you help someone realize that they are the problem? Adrian Koehler 30:15 Yeah. So many things. Let's see, how do I help somebody realize they're the problem? Well, in my first conversation with them, I want to really hear all their complaints. Because that helps gets it builds vulnerability, builds rapport, like the say stuff to me, they haven't said anybody else I really want to dig. So when they complain about something in a general way, I want to get them specific about it. Because there's a lot there. And human beings are just resentment machines. So it's good to like, get all that out now. And then I'll ask how long has it been that way? And for most of those answers, it's not like, oh, is it started yesterday? No, it wasn't last week wasn't last month, it's been for a couple years. Okay. So let's then entertain the idea. Why do you like the things you say you don't want? Because that's what I say is that, especially everybody, I'm talking to like you guys, like brilliant, hard-charging full of initiative. If there's pretty much anything you don't want in your life, you get rid of it. You can get rid of it. So if you keep it around, here's that the counterintuitive question is like, if you've kept it around, or if it's still been happening as a pattern for two years, there must be some hidden benefit to keeping it so. And they say, oh, no, it's not I'm like I get it. Of course, it's not, let's entertain the idea as if it is, let's just play a game. If it was a winning strategy to be this upset on a constant basis with your senior leadership team, what's the winning strategy? Like if there's benefit, and there's lots of answers to that, right, superiority, control, look good in my own eyes, you know, manipulate people license, blah, blah, blah, blah, blah, long list of payoffs to it. And then what are the prices to it? Because there's a shit ton of prices, as many are probably more prices that they're paying. But even when you look out from themselves, which they're usually most concerned about, look out, what's the impact on other people? What's the impact on your future to keeping this thing going? Okay, good. Now, you, whatever you have, either you created it, or you allowed it, that's the idea I've got and the thing I live with, for myself. Like if whatever's going on in my life, I either created it, or I've allowed it, no other room. Not like it happened. Not like it happened to me. Not like it's my wife, not like it's my business partner. Not like it's the market, not like it's anything else I've either created or I've allowed it. So I'm weird in that way. But the purpose of that is to generate a bed of personal responsibility is if I own all the shit that I've got in my life that I typically complain about, I own it, like I want it to be here, then I've got up then I've got some, I've got choice, that if I didn't choose this, I can't choose something new. If it happened to me, and I gotta wait for it to change, which is like if they if the market if the blah, blah, blah, and I'm now subject to everything else, which feels powerless. And people react crazy. And they're maniacs and very justified in their mania, if they are in that disempowered, victim-me stance, just like all the murderers in prison.Brad Crowell 33:27 So basically on your ship.Adrian Koehler 33:29 Yeah, yeah, well, you know, and show yourself a lot of grace, because most of them have been the top of class in everything they've done, right. And there's a when you're successful, there's a lot of pressure to like, keep it up and live this persona like to look like you've got it all together. And we call that the imposter syndrome now, because we don't want to deal with the fact that we're all imposters, at least my view. We're all imposters, if we're venturing after something I've never done before I am deciding to be an imposter. I'm writing checks, I don't know if I can cash and I'm gonna throw myself at it. And if I fail, I'm gonna get back up and go again. But of course, I feel insecure because I'm venturing I'm doing something it's full of fear. Of course it is. And, you know, I need to go have a tough conversation with my senior leader, my VP of Marketing and have a tough conversation. I never took a class on how to have tough conversations. So this is gonna be rocky Yes, it is gonna be bad. It's okay. This is like the thing. They've throw yourself at it with a vision and your commitment to the person and your own sense of honesty, and your sense of like, wanting oneness to be together. If you want to work with this person, then that's great. That's all you need. And you're gonna figure out how to do it and I train people how to talk about stuff, but like, that's my point, I guess final point is that own it and then let yourself be real like you're a mixed bag like you're both sinner and saint that's all we got anyway, so if you can befriend welcome to hugging the cactus if we see the stuff in our lives, like the dark side of our lives, our own criminal illness our own like and I talk about it like this, like the sides of me that I want to hide. I want to chicken out, I want to be self-righteous, I want to be arrogant. I want to grandstand I want to go to, you know, I got a long list of things I do to deal with uncertainty. And that's all my dark side. And if I can see that stuff and own it and befriend it and hug that puppy, then it doesn't run my life. Now, it's an ally of mine, because when those responses or defense mechanisms show up, they're telling me, I'm off, not it. I, I'm off, so I can befriend that it's a cue to me that hold on, let me slow myself down. Let me get connected. Let me get myself grounded. Let me you know, so if I can do that, with some grace, like, some I don't know, forgiveness for myself, understanding that I'm not perfect. I don't need to be perfect. It seems like ideal is a good deal. But it's always a bad deal. Because it's not, life's not like that. So giving themself that space. Usually they don't live in a gracious environment. They haven't created it for themselves. So that's why they end up being really rough on other people. Lesley Logan 35:59 Yeah. Ah, so good. Adrian, I would keep going. But yeah, we'll have to have you back. We're going to take a brief break. And we're gonna find out where we can find you, follow you, stalk you, work with you and then your Be It Action Items. Lesley Logan 36:17 All right, Adrian, where do you hang out in the world? Where can people connect with you learn how to hug a cactus with you? What's the next steps?Adrian Koehler 36:26 Socially, Instagram is on there just like everybody else. It's Adrian.K on Instagram. I post stuff all the time. Love to have a dialogue with anybody. Love to argue with anybody. You got, you know, contrarian views. That's great. Bring it up. (Brad: He's really good at getting out there.) Really? Watch out.Adrian Koehler 36:48 Yeah, get my wife in there and she's like, you are not fun. I'm like, I know. I don't think I'm that funny either.Adrian Koehler 36:57 But yeah, so I think on Instagram love to engage with folks there. We've got as far as like, ways to engage. That's a great place to start. Takenewground.com is our thing, is our website, which is fairly simple. And just going to let you know our ethics and how we operate. The word bullshit is on there, I think it's the most popular phrase or word on the on the website, just because we say most coaching is bullshit. Most training is bullshit assessments are measured, which I think is most people's experience. Ours too. So we stand to stand out from that. And the way we do that is we get real, you know, let's get really strategic, very effective. Let's do all those best business practices in the context of honesty, like relational honesty, so people that love working with us are folks that are really ready to get to the heart of the matter, which is human beings are unendingly complex. I'm on anything like complex and I got to jump into a deep conversation about self-mastery before I go looking at anybody else's backyard. So anyway, people can connect us that way, we've got a handful of kind of, if people want to dip their toe in the water, three things coming up, I'll be quick about it. One is like we've got to we've generated a negotiation training. (Lesley: That's cool.) It's not Life's not Fair. It's what you negotiate. We're gonna do it out in LA end of July. So if you go to takenewground.com/nlab or negotiation lab, nlab you'll learn about that. And we love it. And it's just really, it's a it's around a lot of things like a lot of like how to work with conflict, how to do some strategic negotiations, which is what some of us need to be doing that. But all of us need to be negotiating in life like and how we approach life, you know, even it's like, what's going on for dinner tonight? That's a negotiation might sound extreme to say it that way. But like, you know, you know what I mean, it is. So how do you want? How do they help other people? Yeah, how do they help other people get what they want. So we have a like a negotiation quiz, if they're interested in that. So that's negotiation.takenewground.com you're gonna take a quiz, we made it for you guys. So you have a view into we've got like five negotiation styles, it's good to know your own. And the upsides to it in the blind spots in it. And if you want to up your game, come to the training. Which is great, which is great and fun. We do like a deep deep dive Leadership Academy. That's, it's called the Intrepid Leadership Academy. That's going to start in August as well. It's out here in LA as well. And it's like three weekends over three months, and it's a cohort of around 20 people, it's already filling up as we speak, then it's awesome if you definitely if you run a company, it would help you if you are a senior leader in a company, it would help you if you're an aspiring future senior leader, it's going to help you it's really around the art and style of self leadership and then making a difference with other people. So it's really sees leadership through the coaching paradigm like the conversational nature of reality and leadership. Everything happens in language. So that's for folks that are really interested in a deep dive. That's the Intrepid Leadership Academy. And then the last thing is like the easiest first step, probably. And it's, it's called The Revenant Process, which is a four day deep dive personal leadership academy. There's a, we just had 41 people in the room and Boise two weeks ago, we're going to be in Hawaii. Hello, in October. (Lesley: Sounds fun.) And it's gonna be awesome. I mean, you guys are coming. So that's great. I'm just kidding.Lesley Logan 40:31 That's maybe on the way home from Cambodia.Adrian Koehler 40:33 I hear you love travel. (Lesley: We do.) Anyway, so the Revenant Process, and that's wearerevenant.com for those that are looking for. For specific next steps, you go check that out. It is it is mind-bending, heartbreaking, reconstituting it's awesome. (Lesley: I love it.) I went through that training, like 12 years ago, when I was running the foundation, and I thought, holy shit, I've never been in a room to talk like this. And it's really about the stand that you take in the world. So it's around your vision and make and living your commitment, living your word, and getting a ton of feedback around how that's doing how, like how that's working with other people. So it's much about community. So that's awesome. And if you just want to, like, explore if you got a team, and you want to like if you're having issues, now you want to scale your team, you want to clean some stuff up, you can just reach out to me and I can connect you, I'll either talk to you or there's there's a perfect person on my team to connect you with. We have a growing team of consultants that are amazing that we've all trained. So we've got somebody that can help you for sure.Lesley Logan 41:31 Love it. Well, you've given us so many amazing things. And by the way, guys, all those will be in the shownotes. All those links are just easy. Click the button. Bold, executable, intrinsic targeted steps that people can take to be it till you see it? What do you have for us?Adrian Koehler 41:45 Yeah. Well, bold. That's actually one of our core values of our company.Adrian Koehler 41:55 To be bold, I know for me to be bold is to and I'm a pretty strong personality. So I can, I can look bold, often. The boldness for me is to give myself the space to get real about what I really want. Now, it might sound weird, but I'm a really service-oriented guy. And I'm guessing most of the leaders that listen to this are really service-oriented, you guys are all about helping other people. The challenge with that is you can spend your life serving other people and you become really dry, which I've got lots of stories about how that doesn't work out in your life for me. So I think the boldest thing is to slow down, get clear about any kind of complaints I've got get clear about any kind of resentments I've got any kind of muck that I know that I've been carrying around for a while. And the bold action is to get that shit on paper and ask myself the question, do I want to live with this? Or is there some kind of new future that I'm, I least want to, you know, go create, then you're probably you're probably need to go. The next one is executable. The next thing you probably need to do is to find somebody to go talk to about that. Now you might not be around people that you trust, or the people that you quote unquote trust. Maybe can't handle that seem to go find somebody. Some people go hire a coach for this kind of stuff.Brad Crowell 43:22 Get some bullshit coaching. Adrian Koehler 43:24 Yes, yes. Get some bullshit coaching. They'll pat you on the back if you want some no-bullshit coaching. Yeah, that is, right. But the next spot is to like, take action on that, like, the life is short. Life is really short. We we don't know. Right? How long we got on this planet. So I just get after it. So I think the next thing is like go, I mean, I'd say the word confess, which might sound weird. Go speak that out loud. Like let it be so that your any like the figure, I've got this quote that's always impactful to me. Like people find a level of despair that's tolerable and call that happiness. Like, if you don't have hope that something could get better. It makes the heart sick, says the old rabbi. And if you if you've got that, then I wouldn't settle for that anymore. And part of this solution especially for hard driving type A get shit done, perfectionistic people is we feel that nobody can handle me. Most people I think, at least I know that's part of my shtick that I'll run on myself is like if I was really honest, they'd run for the hills. Or if I was really honest, I'd be too much for them. That's one of my lies I tell myself and for them that might be true. I just gotta find a new them you know, like, is that all Paul Simon line I will not be convicted by a jury of my peers. I just gotta get some new peers man that's that's what hit me is like just you'll be convicted by some people that don't can't handle it. Go find somebody to talk to, you know, whether that's somebody close to you, or some kind of coach go find somebody to go be yourself with be messy. Stop being the icon of a leader and go be the mixed up messy leader that you were actually are like get out of the persona and get into who you are.Lesley Logan 45:08 Oh my gosh, you're phenomenal. These are so amazing. Adrian.Adrian Koehler 45:13 What's the third one?Lesley Logan 45:14 Oh, you can well I feel like you got intrinsic in there right because, like you got to like confess and then the targeted was like a real like get real specific with these things. So you nailed it.Brad Crowell 45:26 I love the part about the good at finding people who you could be messy with because I think that's that's as much a part of the trap as anything else. Yeah. Is that is the people that we surround ourselves with. And so man, just wisdom, wisdom, man, dude, I miss you. (Lesley: Yeah.)Adrian Koehler 45:49 I know. We may find myself in such a journey so much fun here.Lesley Logan 45:53 Well, we are gonna do this again. We're also going to get ourselves to LA, Hawaii or something and then hug you and see your beautiful family and y'all how are you gonna use these tips in your life? Let us know tag Adrian, tag Be It in the pod. Share this with a friend who needs to learn how to hug the cactus. And Adrian, thank you for being your awesome self. Until next time everyone, Be It Till You See It. Lesley Logan 46:11 That's all I got for this episode of the Be It Till You See It Podcast. One thing that would help both myself and future listeners is for you to rate the show and leave a review and follow or subscribe for free wherever you listen to your podcast. Also, make sure to introduce yourself over at the Be It Pod on Instagram. I would love to know more about you. Share this episode with whoever you think needs to hear it. Help us and others Be It Till You See It. Have an awesome day. Be It Till You See It is a production of The Bloom Podcast Network.Brad Crowell 46:11 It's written, filmed, and recorded by your host, Lesley Logan and me, Brad Crowell. Lesley Logan 46:11 It is produced, edited by the epic team at Disenyo. Brad Crowell 46:11 Theme music is by Ali at Apex Production Music, and our branding by designer and artist Gianfranco Cioffi. Lesley Logan 46:11 Special thanks to Melissa Solomon for creating our visuals and Ximena Velazquez for our transcriptions. Brad Crowell 46:11 Also to Angelina Herico for adding all the content to our website. And finally to Meridith Crowell for keeping us all on point and on time. Support this podcast at — https://redcircle.com/be-it-till-you-see-it/donationsAdvertising Inquiries: https://redcircle.com/brandsPrivacy & Opt-Out: https://redcircle.com/privacy
This week our host Brandi Starr is joined by Stosh D. Walsh, Founder and Managing Principal at Constant Organizational Development. Stosh D. Walsh serves leaders and their organizations as a consultant, coach, facilitator, speaker, and writer. His direct, insightful, and encouraging style invites individuals and organizations to live with greater courage and create the best world they can envision. He began his career in traditional education settings, honing his leadership as a classroom teacher for middle school through college, and as a university residence life director and athletics coach. After those experiences, he spent nearly a decade with The Gallup Organization as part of their executive leadership practice, where he contributed to the best-selling Strengths Based Leadership, won several awards as Gallup's top presenter in his practice category, and published 2 articles: Five Questions You Must Ask Your Team". Gallup Business Journal, May 2013-subsequently named top read article of 2013, and "Leadership is More Than the C-Suite". Gallup Business Journal, September 2013. Stosh is an expert in strengths-based organizational development, including leadership and executive coaching, employee engagement, and talent management, having spent thousands of hours consulting, coaching, and training on each. He has also been a TEDx speaker and is the author of Along the Way: Leadership Stories from Everyday Life (2012). Over the course of his career, Stosh has delivered keynotes, facilitated workshops, and coached leaders in both non-profit and for-profit organizations, including many Fortune 500 companies. His experience spans a wide variety of industries, including healthcare, financial services, automotive, government, retail and manufacturing, a partial client list of which includes GE, HP, Boeing, Microsoft, Cardinal Health, Johnson & Johnson, State Farm, Caterpillar, Northrup Grumman, Alcoa, Johnson Controls, US Bank, Old Navy, Banana Republic, Waste Management, Kiewit, Stryker, Eastman Chemical, Harley Davidson, Charles Schwab, McKinsey, Federal Aviation Administration and Kohler. Stosh's formal education includes a BA in Education and an MA in Leadership. His other interests include photography, hiking, tattoos, good whisky, and spending time with his wife and 2 children. On the couch in this weeks' episode, Brandi and Stosh will tackle: The Heart of Success: A Leader's Guide to Highly Engaged Teams. Links: Get in touch with Stosh Walsh on: LinkedIn Instagram Facebook Constant Organizational Development YouTube Podcast: Insubordinate Subscribe, listen, and rate/review Revenue Rehab Podcast on Apple Podcasts, Spotify, Google Podcasts , Amazon Music, or iHeart Radio and find more episodes on our website RevenueRehab.live
Hello friends, and welcome to a very special episode of Regarding Consciousness. I have the pleasure today of interviewing Deepak Chopra and Donald D. Hoffman around the idea of consciousness in an ongoing series that Deepak and Don and I have been engaging in for the past three years entitled "Conversations at the Intersection of Cutting Edge Science and Spirituality."We hope you enjoy this.In this interview with, you'll discover:-Don defines what is fundamental reality and why our view of "space time" is changing...02:01-Deepak gets us up to speed with his recent and current work and research...06:25-Markovian chains and dynamics: what they are and how they affect our perception of time and space...13:50-We are not in space-time; we are the creators of space-time...20:00-Infinite universes come and go in the vast mode of consciousness...26:45-We can never approach even the known universe because of the space-time continuum...33:43-Is it possible that dark matter is all the conscious agents that can't be measured outside of space-time?...39:30-How does love factor into all of this?...42:50-Will artificial intelligence ever achieve what we know as consciousness?...45:10-And much more...Resources mentioned:deepakchopra.comConscious Agents and the Subatomic World co-authored by Don HoffmanDeepak's Facebook pageDon Hoffman's TwitterAbout the guests:Donald David Hoffman is an American cognitive psychologist and popular science author. He is a professor in the Department of Cognitive Sciences at the University of California, Irvine, with joint appointments in the Department of Philosophy, the Department of Logic and Philosophy of Science, and the School of Computer Science.Hoffman studies consciousness, visual perception and evolutionary psychology using mathematical models and psychophysical experiments. His research subjects include facial attractiveness, the recognition of shape, the perception of motion and color, the evolution of perception, and the mind–body problem. He has co-authored two technical books; Observer Mechanics: A Formal Theory of Perception (1989) offers a theory of consciousness and its relationship to physics; Automotive Lighting and Human Vision (2005) applies vision science to vehicle lighting. His book Visual Intelligence: How We Create What We See (1998) presents the modern science of visual perception to a broad audience. His 2015 TED Talk, "Do we see reality as it is?" argues that our perceptions have evolved to hide reality from us._____DEEPAK CHOPRA MD, FACP, FRCP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global, a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 91st book, Total Meditation: Practices in Living the Awakened Life explores and reinterprets the physical, mental, emotional, relational, and spiritual benefits that the practice of meditation can...
My guest today needs absolutely no introduction - Deepak Chopra. If you've ever followed this work, my podcast here you would know I normally am not the type of person that would get excited by a rockstar or a top athlete but, when I meet one of my teachers I am so humbled in his presence, and I am so grateful for the opportunity. We met a couple of times. The first time was around the time I published my first book, I had no idea what I was doing. Deepak's always been Deepak, and we spoke together on a panel in New York City, where obviously he knew a million times more than I did but, he was so kind and so generous. For every question that came to the panel, Deepak would look at me and say “I think Mo would answer this better.” No, I would not answer it better, but the confidence and kindness of his encouraging me to do what I was doing, is probably the reason I am here today speaking to you, and probably the reason you've heard of my work. I have learned so much from Deepak that I honestly feel I spent a retreat with him because I followed all of his work, and I always found nuggets of wisdom that are summarized in such a precise and articulate way that it would blow me away. It's such a joy because today is the second time I meet my teacher. Deepak Chopra is a world-renowned speaker and author. He is the founder of The Chopra Foundation, a non-profit entity researching well-being and humanitarianism, and Chopra Global, a health company at the intersection of science and spirituality. He is also a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. Deepak has written over 90 books, including numerous New York Times bestsellers. Chopra has been at the forefront of the meditation revolution and his 93rd book, Living in the Light (Harmony Books) taps into the ancient Indian practice of Royal Yoga. TIME magazine has described Dr. Chopra as “one of their top 100 most influential people.” Listen as we discuss:03:00 - Figuring out our identity05:00 - ‘I' is a constant and infinite07:30: Artificial Intelligence, Digital Deepak and consciousness11:30 - How awareness unites us15:00 - There is no universe17:30 - ‘Our life is a dream'19:30 - Perplexity and entropy23:30 - What is happening right now28:00 - Space is awareness30:00 - The Multiverse and The Singularity34:00 - Sensations, Images, Feelings and Thoughts36:00 - You are not the roles you play - You are the awareness37:30 - Superintelligence40:00 - Love is the ultimate truth42:30 - The more you know, the less you know44:00 - ‘God's language is silence'47:00 - Resist or FlowConnect with Deepak Chopra on Instagram @deepakchopra and on Twitter @DeepakChopra. Find out more about his work here.YouTube: @mogawdatofficialInstagram: @mo_gawdatFacebook: @mo.gawdat.officialTwitter: @mgawdatLinkedIn: /in/mogawdatWebsite: mogawdat.comDon't forget to subscribe to Slo Mo for new episodes every Saturday. Only with your help can we reach One Billion Happy #onebillionhappy
The Book Leads – Episode 47: Andrew Beamon & From Promises To Progress: A Leadership Guide To Help Organizations Avoid Common Mishaps And Bring Their Racial Equity Aspirations To Life I recently sat down with Andrew, a Corporate Social Responsibility Professional, Author, and fellow University of Hartford Alum, to discuss his career and experiences leading up to his new book. Beyond continuing the conversation that seems to fade back into discomfort between major racist tragedies and murders, he's pushing it further so ompanies understand what they can do beyond instinctively grabbing for the low-hanging fruit of launching surface-level campaigns and reworking public perceptions. He wants them to dive deeper. These open, honest, and learning conversations are what I would love to see more of – where each person is sharing their experience and understanding. We're not always going to get it perfect, but the conversations should be equal parts honesty and patience. As for companies operating in today's society: No more lip service and facades. Do right by your people and community. Episode Highlights Examples of companies called out for racist practices and missteps; How companies can take their anti-racist responsibility seriously; His experience going to an HBCU; The difficulty he found in expressing what he was feeling after various senseless high-profile murders of black men; and The difficulty that exists in having these conversations in society. The MAIN QUESTION underlying my conversation with Andrew is, What steps are you and/or your company taking in the fight against racism? Andrew's Bio Andrew Beamon is an experienced professional in Corporate Social Responsibility, Racial Equity, Human Resource Strategy, and Economic Development. Prior to joining a global financial institution to lead the U.S. Corporate Citizenship Colleague Engagement Programs, he worked as the Director of Field Operations for the SCORE Association, and as a Human Capital Consultant with The Gallup Organization. Andrew earned his bachelor's degree in business with a concentration in hospitality and tourism administration from North Carolina Central University in Durham, North Carolina, and his master's degree in organizational psychology from the University of Hartford in Hartford, Connecticut. He completed Georgetown's Strategic Diversity & Inclusion Management Executive Certification and Boston College's Certification in Strategic Corporate Citizenship Management. Currently resides back in his hometown, Waterbury, Connecticut. Learn more about Andrew Beamon: Website: www.andrewbeamon.com Book: https://www.amazon.com/Promises-Progress-leadership-organizations-aspirations-ebook/dp/B0BSSQDGML/ref=sr_1_1?crid=187C5PLQO81SW&keywords=from+promises+to+progress&qid=1681229599&s=digital-text&sprefix=from+promi%2Cdigital-text%2C2330&sr=1-1 Watch the episode on YouTube: https://lnkd.in/ey_KTZe Learn more about The Book Leads: https://lnkd.in/eFb76ck
Special Guest: Kevin Campbell: Founder of Lifted Leadership Kevin G. Campbell is an Employee Experience Scientist with Qualtrics and the founder of Lifted Leadership, a strengths-based executive coaching practice. In this episode, he's going to talk about the power of answering the question: What can you contribute to the world that 10,000 others would struggle to bring? Kevin's spent the last fifteen years helping thousands of people do what they do best every day, and he wants to share the discoveries he's made along the way. Kevin is an Employee Experience Scientist at Qualtrics and also a Founder of Lifted Leadership, LLC where he coaches Fortune 500 executives on how to acquire, develop and retain their most valuable asset: their people. He's spent the last decade of his career building leaders and teams for companies like Stryker, PF Chang's, Amazon, etc, and has worked for Deloitte and Gallup as a consultant. Kevin also served as a Workplace Consultant and Executive Strengths Coach for Deloitte Human Capital and the Gallup Organization where he helped coach leaders from companies like P.F. Chang's, US Bank, Amazon, CH2M (now Jacob's), and PayPal leverage their unique individual talents into greater performance. As a certified coach, Kevin has logged over 1,000 hours of paid executive coaching and workshop facilitation sessions. As a coach, he makes use of a variety of psychometric assessment tools and feedback techniques to identify and coach high-potential, high-performance next-generation leaders. Join us as we discuss what you can contribute to the world that 10,000 others would struggle to bring. Listen Live (Archive Available) Host: Jo Moffatt
Kevin G. Campbell, M.A. is an Employee Experience Scientist at Qualtrics and also a Founder of Lifted Leadership, LLC where he coaches Fortune 500 executives on how to acquire, develop and retain their most valuable asset: their people. In this week's episode, we talk about the science behind employee experience. He's spent the last decade of his career building leaders and teams for companies like Stryker, PF Chang's, Amazon, etc, and has worked for Deloitte and Gallup as a consultant. Before founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. Kevin also served as a Workplace Consultant and Executive Strengths Coach for Deloitte Human Capital and the Gallup Organization where he helped coach leaders from companies like Stryker, P.F. Chang's, US Bank, Amazon, CH2M (now Jacob's), and PayPal leverage their unique individual talents into greater performance. As a certified coach, Kevin has logged over 1,000 hours of paid executive coaching and workshop facilitation sessions. As a coach, he makes use of a variety of psychometric assessment tools and feedback techniques to identify and coach high-potential, high-performance next-generation leaders. Prior to his career in the industry, Kevin received a Master's in Organizational Psychology where he studied under Mihaly Csikszentmihalyi, co-founder of Positive Psychology and the first researcher to recognize and name the mental state of flow—the optimal experience of total engagement. This episode is sponsored by Mystery. Try Mystery today: trymystery.com/hr-podcast Connect with Kevin here: https://www.linkedin.com/in/kevingeorgecampbell/ https://www.qualtrics.com/xm-institute/ Checkout Qualtrics' XM Institute: https://www.qualtrics.com/xm-institute/ Connect with Traci here: https://linktr.ee/HRTraci Don't forget to rate, review, and subscribe! Disclaimer: Thoughts, opinions, and statements made on this podcast are not a reflection of the thoughts, opinions, and statements of the Company by whom Traci Chernoff is actively employed. --- Send in a voice message: https://anchor.fm/hrtraci/message Support this podcast: https://anchor.fm/hrtraci/support
Catch up with ALLISON INTERVIEWS Host, Allison Kugel: Follow on Instagram - @theallisonkugel Allison Interviews Blog - allisoninterviews.com Allison's Memoir, Journaling Fame: A memoir of a life unhinged and on the record DEEPAK CHOPRA, MD, FACP, founder of the Chopra Foundation and Chopra Global, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a clinical professor of family medicine and public health at the University of California, San Diego, and serves as a senior scientist with Gallup Organization. He is the author of more than ninety books translated into over forty-three languages, including multiple bestsellers. Time magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Follow on Instagram @deepakchopra and @chopra Deepak's 93rd book, Living in the Light - https://www.deepakchopra.com/book/living-in-the-light/ Learn about the Never Alone movement. Visit: neveralone.love Subscribe to the audio podcast of Allison Interviews on Apple Podcasts and Spotify, and subscribe to the video podcast on YouTube. :-) Learn more about your ad choices. Visit megaphone.fm/adchoices
That which haunts us will always find a way out. The wound will not heal unless given witness. The shadow that follows us is the way in. – RumiDeepak Chopra is a veritable one-man institution, with over ninety books to his credit, several of them making the New York Times bestsellers list. He is also fonder of The Chopra Foundation and Chopra Global. We at “Dawn of an Era of Well-Being: The PODCAST” are proud to count Dr. Chopra among the contributors to the book, Dawn of an Era of Wellbeing: New Paths to a Better World by Ervin Laszlo and Frederick Tsao (SelectBooks, ISBN 978-1-59079-515-6) for which he penned both the Foreword and the article, “Human Well-Being and the Pathless Path”. As you will hear, Dr. Laszlo and Dr. Chopra have a long history of collaboration, and similar aims of elevating human consciousness through the vectors of science and spirituality—as does our co-host, Frederick Tsao, from a markedly East-Asian point of view. Our discussion with Deepak will continue an overarching theme across this podcast, of harmonizing such supposed dichotomies—science and spirituality, East and West, etc.—and demonstrating how their very existence is more a matter of perception than of reality. And how a stronger awareness of the perception is part of the path to higher consciousness and the condition of Well-Being. To quote Dr. Chopra from his chapter in Dawn of an Era of Well-Being: Morality and spirituality add meaning to human existence, and the one thing human beings cannot tolerate for long isn't poverty—but a meaningless life. If we cut to the quick, all models for achieving well-being are fatally flawed by using the reducing valve. When infinite possibilities are squeezed down into a few possibilities, advocated for our own good, the price is too high. Instinctively, children rebel when a parent says, “It's for your own good,” and the same is true when we are faced with formulas for well-being.Join us today for a very special episode of our podcast as Frederick Tsao, Ervin Laszlo, and our moderator, Alison Goldwyn take a close look at the human condition with the extraordinary Deepak Chopra. Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global, a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller, Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Books, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” www.deepakchopra.com
Check out podcast episodes a week early here! - https://www.peopleonplanes.com/ Find all you need to know about Deepak Chopra here! - http://www.deepakchopra.com/ DEEPAK CHOPRA MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global, a modern-day health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his 92nd book, Abundance (Harmony Books) provides an enlightening guide to success, fulfillment, wholeness, and plenty, offering practical advice on how to cultivate a sense of abundance in times of fear and insecurity. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” _ If you're ready to learn a possible path to ending suffering, this is the episode for you.
The Gallup Organization says asking less time of employees isn't the best way to increase their wellbeing at work. On this week's Thoughtful Thursday, we discuss how leaders can actually do this for their people.Text us your leadership questions! +1 (213) 444-5381YouTube Channel: https://www.youtube.com/c/HackingYourLeadershipPodcast/featuredPatreon Account: https://www.patreon.com/user?u=22174142#Leadership #HackingYourLeadership #StarkEngagementConsulting #LifeOfLozolozo@lifeoflozo.comchris@starkengagement.comhttps://link.chtbl.com/workcheck?sid=podcast.hackingyourleadership
Deepak is founder of The Chopra Foundation and Chopra Global, as well as Professor of Family Medicine and Public Health at UCSD and senior scientist with Gallup Organization. He is author of over 90 books translated into 43 languages, including New York Times bestsellers. Chopra has been at the forefront of the meditation and personal transformation revolution. TIME magazine has described him as “one of the top 100 heroes and icons of the century.” Larry King has described his work as “some of the most important of the decade.” The Wall Street Journal has declared his books “must reads for your career”.His books have been awarded the prestigious Nautilus Award and Quill Award. Two of his books have been recognized on “The Books of The Century Bestsellers List”. He is a columnist for the San Francisco Chronicle and contributes to Oprah.com, Intent.com, and Huffington Post. He has been recognized as one of “The 100 Most Influential People in Health and Fitness “, the #17 “most influential thinker in the world” and #1 in Medicine. As background, Dr. Chopra is Board Certified in Internal Medicine, Endocrinology, and Metabolism. He is a Fellow of the American College of Physicians and a member of the American Association of Clinical Endocrinologists.
Kevin G. Campbell, M.A. is an Employee Experience Scientist at Qualtrics and also a Founder of Lifted Leadership, LLC where he coaches Fortune 500 executives on how to acquire, develop and retain their most valuable asset: their people.He's spent the last decade of his career building leaders and teams for companies like Stryker, PF Chang's, Amazon, etc, and has worked for Deloitte and Gallup as a consultant. Before founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives.Kevin also served as a Workplace Consultant and Executive Strengths Coach for Deloitte Human Capital and the Gallup Organization where he helped coach leaders from companies like Stryker, P.F. Chang's, US Bank, Amazon, CH2M (now Jacob's), and PayPal leverage their unique individual talents into greater performance.As a certified coach, Kevin has logged over 1,000 hours of paid executive coaching and workshop facilitation sessions. As a coach, he makes use of a variety of psychometric assessment tools and feedback techniques to identify and coach high-potential, high-performance next generation leaders.Prior to his career in industry, Kevin received a Master's in Organizational Psychology where he studied under Mihaly Csikszentmihalyi, co-founder of Positive Psychology and the first researcher to recognize and name the mental state of flow—the optimal experience of total engagement.Rebel HR is a podcast for HR professionals and leaders of people who are ready to make some disruption in the world of work.We'll be discussing topics that are disruptive to the world of work and talk about new and different ways to approach solving those problems.Follow Rebel HR Podcast at:www.rebelhumanresources.comhttps://twitter.com/rebelhrguyhttps://www.facebook.com/rebelhrpodcastwww.kyleroed.comhttps://www.linkedin.com/in/kyle-roed/Buzzsprout - Let's get your podcast launched! Start for FREEDisclaimer: This post contains affiliate links. If you make a purchase, I may receive a commission at no extra cost to you.Support the show
Marcus Buckingham is a global researcher and New York Times best-selling author focused on unlocking strengths, increasing performance, and pioneering the future of how people work. He is the author of two of the best-selling business books of all time, First, Break All the Rules, and Now, Discover Your Strengths, and his tenth book, Love + Work (Harvard Business Review Press) is a WSJ bestseller and has been heralded by Forbes as one of the ten must-reads for career and leadership in 2022. Marcus' 2019 Harvard Business Review cover article, "The Feedback Fallacy," was selected by HBR as one of the most influential articles of the last 100 years, and Marcus' strengths assessments have been taken by over 10 million people worldwide. Building on two decades of experience as a Senior Researcher at The Gallup Organization, Marcus leveraged his data-based discoveries to build a $100 million tech company focused on helping people find and contribute their strengths at work. He currently guides the research agenda of the ADP Research Institute as Head of People + Performance.
#4. On this episode we are interviewing Vaishali Jadhav. Vaishali has spent over 20 years building purpose-driven leaders for purpose-driven companies. She started her career as a Consultant with the Gallup Organization where she used its powerful Q12™ and StrengthsFinder™ assessments to help clients cultivate engaged leaders and cultures. After receiving her M.B.A., and a successful career in Washington, D.C., she accepted a role at Whole Foods Market where she supported Whole Food Market's Academy for Conscious Leadership. Since leaving Whole Foods Market, she has been working at the intersection of leadership and tech. She has scaled programs and facilitated global senior leadership development programs at Indeed and Procore Technologies. She is currently the Leadership Development Instructor for the Kendra Scott Women's Entrepreneurial Leadership Institute where she works with an amazing team to build the next generation of future leaders. CONNECT WITH VAISHALI Vaishali Jadhav vaishalijadhav@utexas.edu CONNECT WITH THE KS WELI @kswelinstitute foundingfearless@kswelinstitute.org kswelinstitute.utexas.edu "Empowering women to lead and encouraging the world to follow while increasing the number of women-owned and women-led businesses" This podcast is empowered by the Student Board of the Kendra Scott Women's Entrepreneurial Leadership Institute at The University of Texas at Austin. Co-hosts: Kamryn Crossley & Ingrid Villarreal
Hey, have you subscribed to the bookmark newsletter? If you liked this, you might like my twice-monthly email with book reviews and ideas of what you should be reading, and listening to, next. Click here to subscribe. About the author Marcus Buckingham is the author of two of the best-selling business books of all time, has two of Harvard Business Review's most circulated, industry-changing cover articles, and has been the subject of in-depth profiles in The New York Times, Wall Street Journal, USA Today, Forbes, Fortune, Fast Company, The Today Show, and The Oprah Winfrey Show. After spending two decades studying excellence at the Gallup Organization and co-creating the StrengthsFinder tool, he built his own Coaching + Education firm, The Marcus Buckingham Company. As CEO, he quickly turned it into a Human Capital Management company working with some of the world's largest organizations. He is known as the world's most prominent researcher on strengths and leadership at work, and today leads research at the ADP Research Institute. Challenging entrenched preconceptions about achievement to get to the core of what drives success, Marcus's strengths- based approach is defining the future of work as we know it. Source: https://www.marcusbuckingham.com/about/ About the book You've long been told to “Do what you love.” Sounds simple, but the real challenge is how to do this in a world not set up to help you. Most of us actually don't know the real truth of what we love — what engages us and makes us thrive — and our workplaces, jobs, schools, even our parents, are focused instead on making us conform. Sadly, no person or system is dedicated to discovering the crucial intersection between what you love to do and how you contribute it to others. In this eye-opening, uplifting book, Buckingham shows you how to break free from this conformity — how to decode your own loves, turn them into their most powerful expression, and do the same for those you lead and those you love. How can you use love to reveal your unique gifts? How can you pinpoint what makes you stand out from anyone else? How can you choose roles in which you'll excel? Love + Work unlocks answers to these questions and others, so you can: Choose the right role on the team. Describe yourself compellingly in job interviews. Mold your existing role so that it calls upon the very best of you. Position yourself as a leader in such a way that your followers quickly come to trust in you. Make lasting change for your team, your company, your family, or your students. Love, the most powerful of human emotions, the source of all creativity, collaboration, insight, and excellence, has been systematically drained from our lives — our work, teams, and classrooms. It's time we brought love back in. Love + Work shows you how. Source: https://loveandwork.org/about-the-book/ Further listening: I enjoyed this episode of Marcus Buckingham on the Diary of a CEO podcast, talking about some of the ideas from the book. Big idea #1 — You are wyrd (but nobody cares) From an early age, we're pushed in certain directions. And often those directions have little to do with our unique strengths, preferences, loves, or desires. More often than not we are constantly pushed to work on our weaknesses or our ‘development areas' rather than actually focusing on what we love and what we're good at. When you get to work, you're given goals from above, a performance review that ranks you soullessly against your peers, and pushed towards a fixed career path. Our education and work systems aren't designed this way through malice, but through this relentless search for efficiency or standardisation, but at the cost of people's unique contributions. The idea of wyrd is not ‘weird', it's wyrd; an ancient Norse term which means “the idea that each person is born with a distinct spirit, a spirit unique to you that guides you to love some things and loathe others.” Your wyrd can be found in your ‘red threads'; the situations where you lose track of time, you're in that flow state, times where you're the only one to notice something, or the only one who can come up with a new way of doing things and improving things. Big idea #2 — A little bit of love, every day Love belongs at work, without it work would be pretty miserable. But we don't have to love all of it,all of the time. We know this because when we survey a group of people who are highly successful, resilient, and engaged, and a contrast group of people who are less so, the two best questions that separate these groups are these;- do you have a chance to play to your strengths every day? - were you excited to go to work every day, last week?The people who are thriving the most answer ‘strongly agree' to both of those questions. So do you have a chance to play to your strengths every day? It shows that frequency trumps intensity when it comes to loving what you do. They reckon that you need to love what you're doing around 20% of the time in order to thrive. It means that you, you don't need ‘a whole quilt of red threads' to thrive and be resilient, just enough of them every day. You can write a love note to dig a bit deeper. If you say you love helping people, ask if it matters who you're helping, when you're helping them, why you're helping them, what you're helping them with, and how you're helping them? Your why matters, but your what matters so much more because that's really what you think about when you answer the questions around enjoying what you did that day / if you're excited to go to work. It's important to note that your strength is not something that you're good at but you hate doing. You might be good at it, but it doesn't count as a strength. Big idea #3 — Love and leadership If you think that love has no place at work, and that work is to be endured, then listen up. You don't just need to ‘suckitup', and love can be found in all kinds of jobs for different people. What one person loves, another will loathe, and vice versa. Love and work leaders prioritise their people as people. They push against some of the formulated systems and processes that exist in most workplaces and instead focus on the individuals, their loves, and what helps them contribute. Leaders who check in regularly with their team members get better results. There's a particular check in formula that he suggests; a weekly 15 minute conversation held each week about the upcoming week. The conversation is built on four short questions (two about last week and two about the next coming week). What activities did I love last week? What activities did I loathe last week? What am I priorities this coming week? What help do I need from my team leader? Team leaders who had this conversation every single week with their team members had engagement scores 77% higher than the control groups and attrition at 67% less than the control groups. This checking can be done in any manner of ways; email, text, voice, face-to-face… it doesn't matter, as long as it happens. Marcus says that if you don't want to do this, or the idea of this bores, you really need to consider your role as a leader. If you've got too many people reporting to you to make this possible, focus on fixing that. Marcus also presents some bold things that love and work organisations don't do. They don't cascade goals down from up high, because that interferes with people thinking about how they can bring what they love to do and bring it into contribution. They don't use performance rating because no one trusts them and therefore it causes undesirable behaviours and outcomes. They don't use performance feedback tools. They don't do cascading talent reviews because it degrades trust across the entire organisation, nobody feels comfortable with them, and it drives this idea of completeness, or that you tick all of the different skills off the skills matrix in order to be a valued employee. They don't conduct centralised employee opinion surveys because again it removes trust and the conversation should focus in teams instead. Read the book? Tell me what you thought: LinkedIn Instagram See omnystudio.com/listener for privacy information.
How many times have you been told to improve on your weaknesses? Annual reviews, feedback, and constructive criticism tell us that our weaknesses are what require our attention, but Marcus Buckingham, the world's most prominent researcher on strengths and leadership at work, disagrees. Marcus believes that strengths are your areas of development. Companies that focus on cultivating employees' strengths rather than improving their weaknesses can dramatically increase efficiency and promote maximum personal growth and success. In this episode, Hala and Marcus talk about the difference between strengths and weaknesses, facts about the 360 degree feedback technique, how teams can work on their strengths, identifying leaders, and finding the red threads in work and life. Topics Include: - Difference between strengths and weaknesses - How to measure and evaluate strengths and weaknesses - How to build up your strengths - Are weaknesses related to strengths - Understanding feedback and reactions - Facts about the 360 Feedback technique - The uniqueness of each person - How a team can work on their strengths - Best qualities of managers - How to identify leaders - COVID engagement research - The future of work - Marcus's secret to profiting in life - And other topics… Marcus Buckingham is known as the world's most prominent researcher on strengths and leadership at work. He is the founder of the coaching and education firm, The Marcus Buckingham Company, and he leads research at the ADP Research Institute. Marcus spent two decades studying excellence at the Gallup Organization and co-creating the StrengthsFinder tool. Marcus is the author of two of the best-selling business books of all time, First, Break All the Rules and Now, Discover Your Strengths. He has authored nine total books, including his latest release: Love and Work: How to Find What You Love, Love What You Do, and Do It for the Rest of Your Life. He has been profiled in The New York Times, Wall Street Journal, USA Today, Forbes, Fortune, Fast Company, The Today Show, and The Oprah Winfrey Show. Sponsored By: Jordan Harbinger - Check out jordanharbinger.com/start for some episode recommendations Zapier - Try Zapier for free today at zapier.com/YAP Shopify - Go to shopify.com/profiting, for a FREE fourteen-day trial and get full access to Shopify's entire suite of features Wise - Join 13 million people and businesses who are already saving, and try Wise for free at Wise.com/yap First Person - Go to getfirstperson.com and use code YAP to get 15% off your first order Resources Mentioned: YAP Episode #1: First Impressions feat. Dorie Clark: https://www.youngandprofiting.com/1-first-impressions-be-more-likable-nail-your-first-impressions/ YAP Episode #101: Greenlights with Matthew McConaughey: https://www.youngandprofiting.com/101-greenlights-with-matthew-mcconaughey/ ADP Research Institute: https://www.adpri.org/ Marcus's Website: https://www.marcusbuckingham.com/ Marcus's Books: https://www.marcusbuckingham.com/books/ Marcus's LinkedIn: https://www.linkedin.com/in/marcus-buckingham-86516414/ Marcus's Instagram: https://www.instagram.com/marcusbuckingham/ Marcus's Twitter: https://twitter.com/mwbuckingham Marcus's Facebook: https://www.facebook.com/marcuswbuckingham Marcus's YouTube: https://www.youtube.com/user/strengthsmovement Connect with Young and Profiting: Hala's LinkedIn: https://www.linkedin.com/in/htaha/ Hala's Instagram:https://www.instagram.com/yapwithhala/ Hala's Twitter: https://twitter.com/yapwithhala Clubhouse: https://www.clubhouse.com/@halataha Website: https://www.youngandprofiting.com/ Text Hala: https://youngandprofiting.co/TextHala or text “YAP” to 28046 Learn more about your ad choices. Visit megaphone.fm/adchoices
Human beings are constantly striving for more. We measure success through money and material possessions, which ultimately leave us unfulfilled and empty. International bestselling author and a world-renowned authority on integrative medicine and personal transformation, Deepak Chopra, MD, FACP believes that there is an inner path to prosperity and abundance where humans can transcend feelings of fear, possession, and self-imposed limitations. In this episode, Hala and Deepak yap about how to achieve abundance in all aspects of life, the life-changing power of meditation, the history of money, misconceptions surrounding karma, good money and bad money karma, and the Law of Attention and The Law of Intention. Topics Include: - How meditation changed his life - Deepak's contribution to alternative medication - Deepak's philosophy on evolution - Defining the dark night of the soul - The history of money - Defining abundance - How to find out what our soul's purpose is - Abundance life models - The eight limbs of yoga - What is Ikigai? - Misconceptions surrounding karma - Good vs bad money karma - The Law of Attention and The Law of Intention - Entropy and creative intelligence - The seven Chakras and Tantra, Yantra, and Mantra - Deepak's actionable advice - Deepak's secret to profiting in life - Deepak's advice for immigrants - And other topics… Deepak Chopra, MD, FACP is a world-renowned pioneer in integrative medicine and personal transformation, the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers, including his most recent book, Abundance: The Inner Path to Wealth. He is the founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global, a modern-day health company at the intersection of science and spirituality. Deepak is also an Adjunct Professor of Urology at Mount Sinai, Professor of Internal Medicine at the University of Central Florida, Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. Deepak has also hosted several podcasts including Now for Tomorrow, Infinite Potential, and Daily Breath. His new podcast, Deepak Chopra's Mind-Body Zone: Living Outside the Box will launch in Fall 2022. TIME magazine has described Deepak as “one of the top 100 heroes and icons of the century.” Sponsored By: Constant Contact - To start your free digital marketing trial today, visit constantcontact.com iTrust Capital - Sign up today and receive a $100 funding bonus when you open and fund an account. Visit iTrustCapital.com to start investing today. Jordan Harbinger - Check out jordanharbinger.com/start for some episode recommendations Wise - Join 13 million people and businesses who are already saving, and try Wise for free at Wise.com/yap Castbox - Listen and Subscribe to Young and Profiting on Castbox - https://youngandprofiting.co/castbox Resources Mentioned: Deepak's Website: https://www.deepakchopra.com/ Deepak's Books: https://www.amazon.com/Deepak-Chopra/e/B004KNMPSI/ The Never Alone Foundation: https://neveralone.love/ Deepak's Facebook: https://www.facebook.com/DeepakChopra Deepak's Twitter: https://twitter.com/DeepakChopra Deepak's YouTube: https://www.youtube.com/thechoprawell Deepak's Instagram: https://www.instagram.com/deepakchopra/ Deepak's LinkedIn: https://www.linkedin.com/in/deepak-chopra-md-official-04017621/ Connect with Young and Profiting: YAP's Instagram: https://www.instagram.com/youngandprofiting/ Hala's LinkedIn: https://www.linkedin.com/in/htaha/ Hala's Instagram:https://www.instagram.com/yapwithhala/ Hala's Twitter: https://twitter.com/yapwithhala Clubhouse: https://www.clubhouse.com/@halataha Website: https://www.youngandprofiting.com/ Text Hala: https://youngandprofiting.co/TextHala or text “YAP” to 28046 Learn more about your ad choices. Visit megaphone.fm/adchoices
Doing HR Like a Boss is as easy as ABC according to our guest, Kevin Campbell. In this episode, Kevin explains why doing amazingly awesome HR is about being action-oriented, business-relevant, and conversation-based. He also goes in-depth about how HR should go about giving and receiving constructive feedback, and how we should look at doing HR through the lens of customer experience. About Kevin Kevin G. Campbell, M.A. is an Employee Experience Scientist at Qualtrics and also a Founder of Lifted Leadership, LLC where he coaches Fortune 500 executives on how to acquire, develop and retain their most valuable asset: their people. He's spent the last decade of his career building leaders and teams for companies like Stryker, PF Chang's, Amazon, etc, and has worked for Deloitte and Gallup as a consultant. Before founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. Kevin also served as a Workplace Consultant and Executive Strengths Coach for Deloitte Human Capital and the Gallup Organization where he helped coach leaders from companies like Stryker, P.F. Chang's, US Bank, Amazon, CH2M (now Jacob's), and PayPal leverage their unique individual talents into greater performance. As a certified coach, Kevin has logged over 1,000 hours of paid executive coaching and workshop facilitation sessions. As a coach, he makes use of a variety of psychometric assessment tools and feedback techniques to identify and coach high-potential, high-performance next-generation leaders. Prior to his career in the industry, Kevin received a Master's in Organizational Psychology where he studied under Mihaly Csikszentmihalyi, co-founder of Positive Psychology and the first researcher to recognize and name the mental state of flow—the optimal experience of total engagement. About HR Like a Boss HR Like a Boss centers around the concept that with the right passion to be and think different, HR and business professionals can do amazingly awesome HR. People who do HR like a boss understand business concepts, what makes people tick, and how to approach HR as more than a compliance or cost center. This podcast builds the foundation for John Bernatovicz's upcoming book, "HR Like a Boss." If you're ready to take your HR career to the next level, this is the podcast for you. Share any comments with bridgette@willory.com. --- Send in a voice message: https://anchor.fm/willory/message
Text Hawk to 66866 to join tens of thousands of others who subscribe to "Mindful Monday" -- A carefully curated email to help you start your week off right... Full show notes at www.LearningLeader.com Twitter/IG: @RyanHawk12 https://twitter.com/RyanHawk12 Marcus Buckingham is best selling author of 10 books, including his international hit, “First, Break All The Rules,” He's been the subject of in-depth profiles in The New York Times, The Today Show, and by Oprah. Marcus spent two decades studying excellence at the Gallup Organization and co-creating the StrengthsFinder tool. His latest book is called Love + Work. Notes: “When you see someone do something with excellence, there is always love in it– loveless excellence is an oxymoron.” Fear versus Love – “The evolutionary purpose of fear is to narrow your focus to a few clear choices, fight or flight, the point of love is to create in you such feelings of safety and connection that you broaden your outlook and build your strengths.” If you're feeling fear, there's something you're passionate about Excellence = They take their love seriously They are confident that their love is worth paying attention to They are vivid in what they're drawn to Consistent They value mastery "We aren't short on time, but on energy." How Marcus would design a school: Teach self-awareness and self-mastery curriculum Get rid of the SAT, ACT, and GPA Your fullest life is one where your loves and your work flow in an infinite loop. The energy of the one fuels the energy of the other. Thus, the only way you'll make a lasting contribution in life is to deeply understand what it is that you love. Goals: “Goals are tricky. They are one of the most common characteristics of your working world, and yet they're also one of the least loving. They don't have to be loveless.” The Red Thread questionnaire. It's full of “When was the last time…” questions: “You lost track of time…” “You surprised yourself by how well you did…” “you found yourself actively looking forward to work…” Never brag – Don't say, “I'm the best.” Instead say, “I”m at my best when…” And “You can rely on me for…” Marcus shared how he responded to his ex-wife being involved in the college admission scandal where she offered large sums of cash for their kids to get into USC
Welcome to episode #822 of Six Pixels of Separation. Here it is: Six Pixels of Separation - Episode #822 - Host: Mitch Joel. Marcus Buckingham is the author of two of the best-selling business books of all time, has two of Harvard Business Review's most circulated, industry-changing cover articles, and has been the subject of countless in-depth profiles, including The Oprah Winfrey Show. After spending two decades studying excellence at the Gallup Organization and co-creating the StrengthsFinder tool, he built his own coaching and education firm, The Marcus Buckingham Company. As CEO, he quickly turned it into a human capital management company working with some of the world's largest organizations. He is known as the world's most prominent researcher on strengths and leadership at work, and today leads research at the ADP Research Institute. Challenging entrenched preconceptions about achievement to get to the core of what drives success, Marcus's strengths-based approach is defining the future of work as we know it. He is the author of nine books, including: The One Thing You Need To Know, Now, Discover Your Strengths, First, Break All The Rules, and his latest: Love + Work. The book looks at the intelligent intersection of what you love to with how you contribute it. Enjoy the conversation... Running time: 1:04:35. Hello from beautiful Montreal. Subscribe over at Apple Podcasts. Please visit and leave comments on the blog - Six Pixels of Separation. Feel free to connect to me directly on Facebook here: Mitch Joel on Facebook. or you can connect on LinkedIn. ...or on Twitter. Here is my conversation with Marcus Buckingham. Love + Work. The One Thing You Need To Know. Now, Discover Your Strengths. First, Break All The Rules. The Marcus Buckingham Company. Follow Marcus on LinkedIn. Follow Marcus on Twitter. This week's music: David Usher 'St. Lawrence River'.
Welcome to the What's Next! Podcast with Tiffani Bova. Marcus Buckingham is the author of two of the best-selling business books of all time, has two of Harvard Business Review's most circulated, industry-changing cover articles, and has been the subject of in-depth profiles in The New York Times, Wall Street Journal, USA Today, Forbes, Fortune, Fast Company, The Today Show, and The Oprah Winfrey Show. After spending two decades studying excellence at the Gallup Organization and co-creating the StrengthsFinder tool, he built his own Coaching + Education firm, The Marcus Buckingham Company. As CEO, he quickly turned it into a Human Capital Management company working with some of the world's largest organizations. Marcus is known as the world's most prominent researcher on strengths and leadership at work, and today leads research at the ADP Research Institute. Challenging entrenched preconceptions about achievement to get to the core of what drives success, Marcus's strengths- based approach is defining the future of work as we know it. THIS EPISODE IS PERFECT FOR… people who are looking to find the love in what they do and learn how to contribute it to others. TODAY'S MAIN MESSAGE… We are so focused on finding work that we love, but most people don't know the real truth of what we love. To find what we really love, our careers should be a scavenger hunt of the daily activities and experiences that bring us joy and fulfillment, rather than focused on a metric of success that only takes our work performance into account. WHAT I LOVE MOST… Our real strengths aren't necessarily about what we are good at doing, but rather what gives us the most fulfillment. Marcus challenges us to return back to the childhood delights of exploring what love and centering our work on those principles. You don't have to love everything you do, but you should be able to find love in what you are doing. Running time: 35:58 Subscribe on iTunes Find Tiffani on social: Facebook Twitter LinkedIn Find Marcus online: Official Website Twitter LinkedIn Marcus' Book: Love + Work
Kevin G. Campbell, M.A. is an Employee Experience Scientist at Qualtrics and also a Founder of Lifted Leadership, LLC where he coaches Fortune 500 executives on how to acquire, develop and retain their most valuable asset: their people.He's spent the last decade of his career building leaders and teams for companies like Stryker, PF Chang's, Amazon, etc, and has worked for Deloitte and Gallup as a consultant. Before founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives.Kevin also served as a Workplace Consultant and Executive Strengths Coach for Deloitte Human Capital and the Gallup Organization where he helped coach leaders from companies like Stryker, P.F. Chang's, US Bank, Amazon, CH2M (now Jacob's), and PayPal leverage their unique individual talents into greater performance.As a certified coach, Kevin has logged over 1,000 hours of paid executive coaching and workshop facilitation sessions. As a coach, he makes use of a variety of psychometric assessment tools and feedback techniques to identify and coach high-potential, high-performance next generation leaders.Prior to his career in industry, Kevin received a Master's in Organizational Psychology where he studied under Mihaly Csikszentmihalyi, co-founder of Positive Psychology and the first researcher to recognize and name the mental state of flow—the optimal experience of total engagement. https://www.linkedin.com/in/kevingeorgecampbell/https://www.liftedleadership.com/
Why is it that we are naturally gifted to do some things and not others? This week we interview Brian Buford, the Director of the Employee Success Center at the University of Louisville. As a certified Strengths Finder coach, Brian discusses this tool from the Gallup Organization, which has been used by nearly 27 million people to maximize their potential at work and everywhere else. Brian talks about what you will learn about yourself, using that information to plan your work and career, and empowering others to succeed by focusing on strengths rather than shortcomings. Learn more about the UofL Employee Success Center and Gallups Strength Finder (https://www.gallup.com/cliftonstrengths/en/252137/home.aspx)
In today's episode, Massimo is joined by Kevin Campbell, who helps organizations acquire, develop and retain their most valuable asset: their people. Kevin also helps people manage an aspect of their lives that plays a key role in their happiness: their work. He's spent the last decade of his career building leaders at every level and creating scores of engaged, high-performing, strengths-based teams. He has driven talent strategy, employee engagement, performance management, and leadership development initiatives for clients in the professional services, medical device, banking, hospitality, consumer products, technology, healthcare and life sciences industries. He also served as a principal investigator and researcher for social science programs funded by the U.S. Federal Government. Prior to founding Lifted Leadership, Kevin served as a Lead People Scientist for Culture Amp where he helped organizations like Airbnb, Palo Alto Networks, and ServiceNow reinvent and optimize their performance management and employee engagement initiatives. Kevin also served as a Workplace Consultant and Executive Strengths Coach for Deloitte Human Capital and the Gallup Organization where he helped coach leaders from companies like Stryker, P.F. Chang's, US Bank, Amazon, CH2M (now Jacob's), and PayPal leverage their unique individual talents into greater performance. As a certified coach, Kevin has logged over 1,000 hours of paid executive coaching and workshop facilitation sessions. As a coach he makes use of a variety of psychometric assessment tools and feedback techniques to identify and coach high-potential, high-performance next generation leaders. Prior to his career in industry, Kevin received a Master's in Organizational Psychology where he studied under Mihaly Csikszentmihalyi, co-founder of Positive Psychology and the first researcher to recognize and name the mental state of flow—the optimal experience of total engagement. Highlights from today's podcast include: Understanding your strengths and how to find a career that best suits your strongest characteristics How to find your flow state to make your work easier How to bridge the gap between the inherent promises that organizations have with employee engagement processes and the results that are happening How to help your employees overcome evaluation anxiety The coaching skills needed for managers to ensure they meet the needs of their employees Connect with Kevin: LiftedLeadership.com To download my Conscious Communication Workbook to support you in turning toxic conflict into collaborative gold, please visit Massimobackus.com/workbook
Deepak is founder of The Chopra Foundation and Chopra Global, as well as Professor of Family Medicine and Public Health at UCSD and senior scientist with Gallup Organization. He is author of over 90 books translated into 43 languages, including New York Times bestsellers. Chopra has been at the forefront of the meditation and personal transformation revolution. TIME magazine has described him as “one of the top 100 heroes and icons of the century.” Larry King has described his work as “some of the most important of the decade.” The Wall Street Journal has declared his books “must reads for your career”.His books have been awarded the prestigious Nautilus Award and Quill Award. Two of his books have been recognized on “The Books of The Century Bestsellers List”. He is a columnist for the San Francisco Chronicle and contributes to Oprah.com, Intent.com, and Huffington Post. He has been recognized as one of “The 100 Most Influential People in Health and Fitness “, the #17 “most influential thinker in the world” and #1 in Medicine. As background, Dr. Chopra is Board Certified in Internal Medicine, Endocrinology, and Metabolism. He is a Fellow of the American College of Physicians and a member of the American Association of Clinical Endocrinologists.
In this episode of Build Momentum, we are joined by Dennis Welch. He was a former full-time musician and songwriter. Dennis has also worked at Gallup, a global analytics and advisory company based in Washington, D.C.In January 2012, Dennis started Articulate, a company specializing in PR and communications for the book industry. He is currently the president and CEO.Some Questions I Ask:How did you find your way into book public relations? (1:28)How would you say promoting a book is different from promoting a business or a company or a product? (5:41)What is your starting point for kicking off a book? (7:49)What other things are you looking for to ensure a book PR's success? (11:10)Would you tell us a story about one of your greatest successes? (15:41)In This Episode, You Will Learn:Dennis' book PR journey (1:50)Book promotion vs. company/product promotion (5:56)Dennis' involvement in the book journey (8:03)The mystic wonder of book PR (11:16)Pitching the “Mad Scientist of Entrepreneurs” (16:03)Quotes:“This is a lot easier to do for somebody else than it is to do it for yourself, quite frankly, unless you're an egomaniac.”“We have never advertised or done marketing of any kind. It is all word of mouth for 10 years. And that's such a blessing.”“Every good thing happens in a dialogue.”“I'm interested when people say, ‘You know what, this might change the lives of people in a way that could be transformational,' and salt the culture a little bit and those kinds of things, you know, that piques my interest already. It makes my filters change for how I read their book or help them with the book.”“I don't have to have [a big-name author like] Patrick Lencioni. To get some activity, some big activity, what I have to be able to explain quickly—to get your attention quickly—is why this matters. Create some urgency. And if I can do that, then you know what? Then anything is possible.”“Everybody thinks they're going to write a book. But when you meet people who actually have written books, it's very cool. And I treat that like the gift that it is, because you spent a lot of hours in your room somewhere doing this—and it's important.”Connect with Dennis Welch:Articulate WebsiteDennis Welch's LinkedIndennis@bearticulate.comStay in touch with Sarah Williamson:Free Case Study GuideWebsiteFacebook
You Are Worthy Episode 10 "Ego is what get's in the way for many leaders. Leaders need to be willing to learn and grow." – Shari Strong In this episode, Holly & Kristin talk with Shari Strong about: Her biggest fear is not reaching her God-given potential. The importance of investing in yourself and your development. Never giving up on your dreams. Keep moving forward, and know that you can do this! The need for more women willing to share their stories, be vulnerable, and not judgemental. Mentor other women and lift them up because they are our future. Purpose & learning/development are what's most important to today's young contributors Key Takeaways Constantly ask yourself what you need to learn. You are worthy. You are here on this Earth for a reason. Follow your dreams. Let go of thinking of things as big or small. Big is relative. If you start saying "always" or "never," recognize you are in trouble. It's not true. Get a coach, mentor, call your pastor or a friend and talk about it. Live in the moment and just focus on today. You are right where you need to be today. Shari Strong is an Entrepreneur, International Speaker, a Workplace Consultant, and Author. She is known for her ability to get results. She ignites a new spark towards taking bold steps with new strategies on the "HOW" of adopting new ideas, adapting to change, and influencing those around them for an impact that is positive and creates results that are everlasting. As a Director of Sales for Cars.com, she helped them grow from $25M to $600M in 8 years. She understands how to implement strategies that work while understanding that "people" are the most essential resource. She has been Consulting, Facilitating, and Coaching since 2011. Shari is currently working on her Doctorate in Strategic Leadership from Liberty University. In 2013 she wrote a book titled "My Life Begins Next Monday," which outlines the 7 Stages of Overcoming Obstacles, and for over 20 years, Shari's passion has been the study of "why people do what they do." Over the past ten years, she built two platforms and Certifications that reached three countries, consulted with Gallup Organization and their coaching platform, and has worked with thousands of coaches and small businesses through her consulting. Connect with Shari: Email: sharistrongjm@gmail.com LinkedIn: https://www.linkedin.com/in/sharistrong Instagram: @thesharistrong Facebook: https://www.facebook.com/shari.strong Mobile: 540.460.1982 Guest Resource Links: Book Recommendation: The 8th Habit: From Effectiveness to Greatness: Covey, Stephen R.: 9780743287937: Amazon.com: Books John Maxwell – Start Your Personal Growth Journey with John C. Maxwell. www.cars.com www.iPEC.com UPLIFTING WOMEN HOSTS Kristin Strunk and Holly Teska Your co-hosts of the UPLIFTING WOMEN PODCAST, Holly Teska & Kristin Strunk, are women who UPLIFT other women at work and in the world. Every other week they bring uplifting women guests to share their personal stories of challenge and triumph to inform and inspire their listeners. The podcast also features guests who have played a significant role in honoring women and their place in the world by serving as promoters, sponsors, and coaches to the many women in their personal and professional lives. Join Holly and Kristin as they hear how their guests navigate the world of career aspirations, life, love, and family. Get advice from successful women who have figured out their own version of "secret sauce" to create the life they love. Holly believes the world needs the best leaders it can build; those who demonstrate integrity, empathy, humility, vision, positivity, and confidence. This type of leader brings out the best in others and delivers outstanding results. Holly feels we need everyone to perform at 100% to making our world a better place. Holly's experience in leadership, executive coaching, and talent development is the foundation of her career. She has helped bright and motivated leaders become the very best versions of themselves. Through direct feedback, reflection, experimentation, and honest conversation, she will push you to excel at what you were called to do. Holly is especially committed to helping women navigate the choppy waters of today's fast-paced workplace and evolving world conditions but works with many different individuals and situations. She welcomes inquiries for leadership and executive coaching and speaking engagements. Kristin's experiences have led her to the simple conclusion that leadership is simple - maybe not always easy, but simple. Her work supporting leaders in finding their voices inspired her to find her own voice in the space of employee experience and leadership development. She often hears the question that isn't being asked and is skilled at facilitating conversations and building relationships. She has helped executives lead organizational transformations involving employee engagement, technology, and the new "Future of Work." Follow her hashtag #responsibleleadership on social media to learn more about simple things leaders can do to build relationships and have a lasting positive impact. Website: www.upliftingwomen.net Connect with Holly: LinkedIn: https://www.linkedin.com/in/hollyteska Twitter: https://twitter.com/HollyTeska Facebook: https://www.facebook.com/holly.teska Instagram: https://instagram.com/HollyTeska Personal Website: www.hollyteska.com Email: holly@upliftingwomen.net Connect with Kristin: LinkedIn: https://www.linkedin.com/in/kristin-strunk Twitter: https://twitter.com/leadadvisor Facebook: https://www.facebook.com/kristin.t.strunk Instagram: https://instagram.com/ktuttlestrunk Personal Website: https://regentleadershipgroup.com/ Email: kristin@upliftingwomen.net
Dr Jeffrey Magee is a Chief Culture and Learning Officer, Editor in Chief at Professional Performance Magazine, author of 31 books, he's also a speaker and board adviser. In this really inspiring show you can learn about: The importance of investing into Human Capital How to become part of the Top 1% high achievers Why settling for a “B” grade will stimulate mediocrity How to find your X Factor and trajectory Join our Tribe at https://leadership-hacker.com Music: " Upbeat Party " by Scott Holmes courtesy of the Free Music Archive FMA Transcript: Thanks to Jermaine Pinto at JRP Transcribing for being our Partner. Contact Jermaine via LinkedIn or via his site JRP Transcribing Services Find out more about Jeffrey below: Jeffrey on LinkedIn: https://www.linkedin.com/in/drjeffspeaks/ Jeffrey Magee Website: https://www.jeffreymagee.com Professional Performance Magazine: https://professionalperformancemagazine.com Jeffrey on Twitter: https://twitter.com/drjeffspeaks Full Transcript Below ----more---- Steve Rush: Some call me Steve, dad, husband or friend. Others might call me boss, coach or mentor. Today you can call me The Leadership Hacker. Thanks for listening in. I really appreciate it. My job as the leadership hacker is to hack into the minds, experiences, habits and learning of great leaders, C-Suite executives, authors and development experts so that I can assist you developing your understanding and awareness of leadership. I am Steve Rush and I am your host today. I am the author of Leadership Cake. I am a transformation consultant and leadership coach. I cannot wait to start sharing all things leadership with you Dr. Jeffrey McGee is a special guest on today's show. He's a human capital developer and chief culture and learning officer. He's also a multiple author and editor-in-chief at Professional Performance Magazine. But before we get a chance to meet with Jeff, it's The Leadership Hacker News. The Leadership Hacker News Steve Rush: In years in the news today, we explore some research completed by Boyden, a premier leadership and talent advisory firm, who's completed the study on talent led transformation in a post pandemic world. The global study explores the business outlook among CEOs, boards and other senior leaders, talent trends, priorities, and investment in the wake of the pandemic throughout 2022. Studies finding show that while seventy-seven percentage of respondents are extremely confident or confident in their organizations, growth potential just forty-seven percentage are extremely confident or confident in having the right talent to align to that strategy. Half of all respondents describe their business approach in 2022 as one of growth or expansion. And just over a quarter twenty-six percentage as a learning or transformation opportunity, this bullish approach versus a lack of talent alignment, jeopardizes post pandemic growth. And this lack of alignment goes up to board level with fifty-two percentage respondents saying that the different mix of skills is needed at the board. And despite this only thirty-eight percentage of respondents are likely to conduct a board assessment or review over the next two years. The findings do show that respondents are reinventing talent. Seventy-four percentage are extremely likely or likely to invest in leadership development for high potential employees, sixty-six percentage to hire new leadership talent and six five percentage to redeploy or retrain existing people. The research shows a number of trends that are looking at talent, and it reveals a lack of alignment across the leadership team, particularly around things like diversity, only forty-seven percentage of HR leaders think that it's extremely likely that their organization will hire talent into diversity roles. Sustainability, forty-two percentage of marketing leaders think is extremely likely or likely that their organization will hire talent into sustainability roles compared to thirty-one percentage of CEOs and supply chain. Thirty-seven percentage of finance leaders think is extremely likely their organization will hire talent into supply chain roles compared to twenty percentage of CEOs. In submarine attracting talent respondents consider the two top drivers to be a strong overall company's reputation, fifty-seven percentage and a purpose driven organization fifty-two percentage. Followed by the workplace of the future with a hybrid working arrangements come in at thirty-eight percentage. And the leadership lesson here is, however big organizational team is. There's never a wrong time to start reassessing how you go about nurturing and growing your talent. It's our future. That's been The Leadership Hacker News. If you have any insights, news or stories? Get in touch. Start of Podcast Steve Rush: Dr. Jeffrey McGee is a special guest on today's show. He's chief culture and learning officer, editor-in-chief at Professional Performance Magazine. He's the author of 31 books, a speaker, and a board advisor. Jeff, welcome to The Leadership Hacker Podcast. Dr. Jeffrey McGee: Thank you very much. I appreciate it. Thanks for your time, Steven. Steve Rush: No worries. Listen, let's get into it, but before we do, it'd be really great for you to give a bit of a sense to our audience about your backstory and how you've arrived at being a multiple author and as well as a speaker and a board advisor. just give us that backstory if you could? Dr. Jeffrey McGee: Great question, dangerous question. We could go on forever. So, I'll try to make it really concise. I grew up in the Midwest USA on a farm. Went to college on an athletic scholarship and journalism scholarships. Running and running, I've always been passions. And after college I spent some time in Midwest USA as a journalist doing broadcast news and print and kind of fixated in the area of business and found that to be fascinating area. But very quickly also became discouraged with the state of journalism in the eighties and nineties as a very negative caustic and toxic industry. It's obviously not that way today at all. And that caused me to kind of leave that the industry. And as I tell people in my audiences and just in conversations, if you're ever discouraged with what you're doing professionally or you're unemployed, there's always a job anywhere in the world, but especially in America. And it's called the sales job. Now, if you're not good at sales, you may not keep it, but there's always a hunger for the person who generates the revenue for an organization. So that took me into sales very quickly and in a trajectory, I had not planned on. And I had the opportunity to spend a little time with a fortune 100 company in the United States in sales. They introduced me to adult learning, which I didn't know existed as an industry where you would go, you know. To advance training or education at the college level or business development programs at a local hotel that might be a day or two-day long program. And I was doing that after hours and found that to be fascinating. To jump forward over the past thirty years, that evolved me into training and development, which led me into management roles and leadership roles into owning a business. And along the way, I started writing some books. Those books caught traction here in the U.S. and globally became a couple of bestsellers. And that led me to designing and creating a training and development company. While I worked with business leaders around the world from Berlin to Vermont wherever. Helping them to basically leverage their human capital as I have come to learn and even you and your business, I would believe you would agree. You can get a building, I can get a building, you can get equipment, I can get equipment, you can buy vehicles, I can buy vehicles. But the one thing that really makes us different at the day is the human equation. The people that work for you don't work for me and vice versa. And that's what led me to where I am today in terms of working with business owners and leaders, to accelerate their growth and success through leveraging their human capital and creating a culture and environment by which great want to come and be a part of you and stay with you. Steve Rush: Awesome. Now the interesting thing here, right, is the whole notion of human capital. It's something that's been recently reintroduced into our vernacular almost, but from your perspective, having worked with organizations where they are investing in their people, their human teams, is there a real return on investment to be had in your experience? Dr. Jeffrey McGee: It's a great question. So, one of the training companies, I was a part of for many years and sold my stake in here in the U.S. at least for our global listeners today, if you're a CPA in the financial accounting world, or you're an attorney in the legal world, you have to have ongoing educational credits every year to keep your license and certificate, to be able to professionally do your practice. And in that space, I started learning many years ago that we spent a tremendous amount of time in every business. White collar, blue collar, labor intense, automation, doesn't matter. Training and investing money into equipment and assets and tangibles and buildings where we typically say, okay, what's the ROI on that going to be? And then we do a lot of technician training, you know. How to work the machines? Or et cetera. And a lot of, you know. Return on that investment through efficiencies and productivity and profitability. One of the elements I have been using, even at the title on my business card for decades, even though you just made comment, it's come back and it's fashionable today, but people like you and I have known it for many years, and that is human capital. So, one, what is human capital? We spend a tremendous amount of time talking about that. Two, how do you develop that human capital on talent pathways, career expectations, market needs, business needs? And is there then an ROI on that? Absolutely yes. And I believe there's a greater and a more lasting ROI on human capital than any other capital you can have because almost any other measurement of capital, which is around tangibles depreciates very quickly. You buy a new car soon as you drive it off the lot there in London, or you drive it off the lot here in Las Vegas. It depreciates tremendously, as soon as you leave the parking lot. Human capital depreciates, if you don't challenge it. It depreciates if you don't hold it accountable. It depreciates if you're not growing and developing and feeding what individuals goals needs and purposes are. But if you can align all of that, the ROI is massive. Steve Rush: And you can see on the balance sheet as well, can't you? So, if you look at the organizations who do invest in their people and have strong engagement scores, low attrition, holding onto that talent, then there's a direct correlation of those businesses returns in real sense, too, isn't there? Dr. Jeffrey McGee: Absolutely, you can see from the, you know. The boardroom conversations to the executive suite, to frontline, you know. Leads supervisors, managers, directors, whatever the title is that an organization may have for its first level, and then, you know. Sending upward of leadership, absolutely. And, individuals, you know. They come to an organization where they see an organization best in their people and provide multiple for development and growth and development of those people, not just in the job, but development of them in terms of promotability, sustainability, longevity, absolute, it's a massive recruitment tool as well as a retention tool. And then again, think about the turnover. There's a hard HR statistic that's used globally, and you can debate the number, but even if you debated it, doesn't change the output. And it says, basically, let's take an administrative job and a business, a white-collar job. I hate the labels, but it gives us some point of reference. And they talk about the amount of financial attached to the turnover. Let's say Steve's working in our business and an administrative role, white collar role, the amount of money attached to losing you, advertising, promoting, interviewing, hiring, and onboarding someone to get them up to baseline functionality of what Steven was doing is any work between one point five and three times what your annual paycheck was. So, it's very expensive. And then you add on additional, such as again, what are the relationships that Steve had before he left? And if those were good, both with vendors, suppliers, coworkers, colleagues, employees. It could take a long time to rebuild those relationships. So, can you start to put some numbers to it? Absolutely. The institutional knowledge that someone has to know how to finesse relationships or situations to be more productive and profitable, if I'm in a client relationship role, development role, again. Knowing how to cross sell, upsell. Knowing what a client's long-term goals are and how we can align those with our own organizational goals? Yeah, the conversations can just go on endlessly, but the finances attached to it are staggering. Steve Rush: Yes, there are some big numbers there, aren't there? And if you think, even small organizations, that's a massive number relative to the operating cycle of a business. Dr. Jeffrey McGee: Absolutely. Steve Rush: Yeah, so you develop the principle and notion of Talentification, which is also you wrote book about, so what is Talentification? Dr. Jeffrey McGee: Great question, so looking at the concept of talent, and you can finish that statement for our listeners today, a lot of ways, whether you call it talent management, talent development, talent acquisition, and I started recognizing working in this space over the last thirty years, both with fortune 100 global clients to individual industry, rockstar businesses that the common person on the street would never know the name of that business, unless you're in that space, whether it's agriculture or manufacturing or high-tech, or what have you. So, to me, Talentification that concept in the word deals with what I've identified to be the eleven elements to execution and achievement. I used the word achievement as capital letters. There's, you know? Those letters stand for each of the eleven phases of what talent life cycles are about. So, it's eleven elements of execution and achievement of the talent management model that I've identified for basically healthy and sustained and engage organizations. And how do you create that culture where everyone, not just the leaders, not just the talent management team understands what their role in stake is in health and wealth of an organization? Again, if you're my supervisor or you're my peer, you're my subordinate, doesn't matter. All of us have to understand when it comes to talent, what really are all those key aspects we're talking about? So that's what the book deals with, those eleven phases. It talks a little bit strategically, tactically about what each looks like from anyone in organizations perspective. And we can look at high growth organizations, again, just as you said, whether they're a small family business, a sole proprietor, or whether there are mid-size or large going concern, you know? Those eleven phases are critically important. And as you get people engaged at their capacities, eleven different areas, it also becomes a massive retention tool. Your entrepreneurial energy becomes organic to some of the questions you and I were just visiting around. Steve Rush: So, if I was a leader, listening to the eleven phases and thinking about my talent and my talent strategy, is there a, maybe a golden starting place or a golden end, is there maybe one place that you think that has to be part of my talent strategy? Dr. Jeffrey McGee: Absolutely. So, you know? In the human relations world, HR Management. There are different models that are used. One of the models that kind of has grabbed the globe in the last decade is, using stars as a metaphor for your employees. And so, to answer that, let me share, teach a model real quickly, because I think it absolutely is explosive in answering your question. It also answers the questions of how you can guard against making sure you don't have a toxic cancerous person in your team that's going to be working actively or passive aggressively against you and take you down. So, to me, there's different sort of stars. You have a rock star in your company, rockstars are from an aptitude and a level very high on the scale and from an attitudinal level, very high on the scale. So, they're, you know? They know what they're doing. They're your subject matter experts, are always looking to grow and develop themselves, but they're always willing to push and achieve more. So, you have your rock stars, then you have developing stars. These are people that have good attitudes. They need knowledge and attitudinal growth, which could take time. And some people are not patient for the amount of time it may take to grow their brain in any sort of a job or vocation. You have, you know? Emerging stars, these are people that that know how to do the job, but they've got a chip on their shoulder, or they're not as motivated or they're somewhat discouraged. We have to know how to engage them. You have your problem players, which I call those, your crashing stars. You have employees that maybe you don't know very much about. Those would be your unknown stars. And then you've just got your work horses. You know? Basically, you're contributing stars. And lot of times contributing stars want to be a part of organization, but they don't really want to ascend upward into, you know? Any sort of job role with this lot of spotlights. They don't want to be a leader, a boss. So, you need the whole mix's. To answer your question. What I've recognized, you know? In working with global talents. also from my media company, Performance Professional Performance Magazine. Interviewing phenomenal people all over the planet, is that the real secret to your question is the rock star population, that rockstar demographic, knowing that if I've got a rock star at any job, sit down and do some character analysis and say, okay, what are the quantifiable that makes Stephen my rock star at job ABC? And when I can start to write down those characteristics of Stephen as a rockstar in his job, I now have a benchmark template. I can use the interview to find another rock star. I could use it and kind of put it up on a wall for anyone else who wants to become a rock star like Stephen and said, okay, these are the traits or characteristics or skills or behaviors or actions that you need to exhibit or master. And I think that's how you start to answer your question is to clearly focus on the rockstars. See the reason I go off on that tirade is that what we've done for the last twenty to thirty years, and we were not paying attention on the planet is, we actually started lowering the performance bar where mediocrity is actually seen as rock stars today in most places on the planet that I go. Steve Rush: Right. Dr. Jeffrey McGee: And if mediocrity, as soon as the rock star, then you can see how pathetic and how bad it gets real quick. Here in the United States, Gallup Organization did a massive research project right before COVID. And so, it got lost in the noise. The challenge to the research project model, Steve is, I think the numbers are worse today than what they said before, but basically said this. They surveyed thousands of American and global businesses based in U.S. And they found that fifty-six percentage of the respondents. So, thousands of businesses mean tens, if not hundreds of thousands of individuals participated in the survey, but fifty-six percentage of responders said they're disengaged or complacent in the workplace, so fifty-six percentage basically saying, hey, I'm going through the motions. I realized I don't have to kill myself. So, it's kind of like, you know? If I'm doing some tough love here, what's the minimum I have to do for maximum paycheck? Then fifteen percentage identified as actively disengaged. These are people that wake up every morning, look for something new to complain about, which leaves you mathematically with twenty-nine percentage leftover that are engaged. So, let's call those engaged, you know? Some of the rock stars or developing stars or emerging stars. And that's what you realize. If you want to have a successful business, you build it around the star metaphor, but you build it around rock stars, because if Steven's a rock star and you hire me, then I know where the performance bar is set and I'm going to step up. And as consumers, you and I, and the listeners today can validate what I've just shared as consumers is, look at the places you go and ask yourself, are you really getting rockstar level service, or are you really getting mediocre service that people are calling rockstar level? And so that's a series of answers to your powerful question, Steve Rush: That's a great response too, and it's interesting that the whole mediocrity can be really cancerous in an organization, can't it? Because if you allow your average to be sub average, than your average, occasionally we'll just continue the slit versus your average should be your rock stars of now. Dr. Jeffrey McGee: Absolutely. Steve Rush: It should be your average is in the future, right? Dr. Jeffrey McGee: Yeah, I coach people that if you have, again, we can call them whatever you want. So, I don't want anybody to get hung up on labels here, but as a reference point, if you have a job description or a job profile that says I'm hiring Geoffrey McGee to do job ABC, I'm going to hire Steven to do job XYZ. So obviously we're both going to ask our boss the same question, which is, okay, great. What's this job responsible for? What do I do? What are the expectations? So, when you start to identify the work product and then how does it need to be accomplished or how often, or how much? We have clarity to our job and everything's built around it. But with that, what I coach is, if someone is doing one hundred percentage of the job you've hired them to do so, first thing I just said is 100 hundred percentage of the job you've been hired to do, then that means they're meeting expectations. Meeting expectations would be like, you're going to school and you're getting grades. And again, we use different scorecards around the globe. So, in the United States, if you're going to kindergarten to high school and into college. The grading system we use is A, B, C, D F. Well, I always tell people, if you want to get clarity, get rid of letter B for boy and get rid of letter D for dog. And all you should have is either an F, C, or an A, you're doing a hundred percent of the job expected. Then that's a C, you're meeting expectations, you're average, but that scares people. Therefore, any part of your job description, you're not doing, you have to get an F. I mean, we're not going to give any wiggle rooms for B's and D's. So, someone says, well, how do I get to be an A? Then I say go right back to your job description. And in any one of those areas that you exceed, that I, as the organization amount, obligated to give you an A in that area. So, if you take that metaphor and you use it to any sort of a job we have, I mean, everything has been degraded down. I mean, if you're a rock star player and you wake up tomorrow morning and you're not motivated, and you're just, you know? Not highly excited, we've all had those days. I tell people and ask people, well, what do you bring to the office? Do you bring you're A game and your B? Well, most of the answer is B. Well, if you go home within that day and reflect on, I brought my B game to the office and I'm still a rock star by a mile. Well, what do you bring back on the subsequent day? You can bring back you're A, or do you calibrate down to B? And most of us, we calibrate young to B, and then someday in the future, you wake up, not motivated. Do you bring your, A, B or C? Well, we know A is not in the game anymore. So, you bring your C and that's how we've done things, we make an exception. We elect people that are mediocre, and then we make excuses when they're pathetic. We hire people that are mediocre, and then we make excuses when they're pathetic. And that's, what's sad about the model, instead of all of us trying to be the best we can be and raised the bar, we've actually made it globally convenient to lower the bar. Steve Rush: Yeah, yeah, absolutely. Spot on. I love the concept that you've applied to the kind of ACF, because it removes the opportunity to sit in some middle ground, doesn't it? Dr. Jeffrey McGee: You hit it dead center, and that's the element. I mean, if I am going to traditional college that are traditional age, we have all those wiggle grades, and it's amazing how we, our faculty, our parents, we justify those wiggled grades. But now, if you and I are business people, as we are here today and majority of our listeners, and you were paying out of your own pocket to go to a developmental program to get more education, so you can become better. It's amazing, we're paying it. We don't want the wiggle grade. We want the best grade possible. Well, imagine if the B and a Ds off the table, it either is your understanding the topic, so that's C. There's nothing wrong with that, where you're not understanding it. So, we're not going to pass you. You're going to get an F. I mean, you go in for brain surgery. Do you want your surgeon to be an F, an D, an C or an B surgeon for med school? Would you prefer they be an A? Steve Rush: Exactly, you don't want your brain surgeons to be a B on any type of surgery, do you? Dr. Jeffrey McGee: Your parents, you're taking your child for heart surgery, I changed the model, and I say, a parent, you're taking your child and you want your surgeon to be an F, D, C or B or an A? I mean, so if you change the dynamic, everyone kind of like raised their eyebrows. Like it's obvious A, but then in other professions, we accept C's and D's and F's all day long. Steve Rush: And did this thinking set you on your trajectory? I'm going to use the word Jeff, to when you wrote your Trajectory Code. So, this is a book that you wrote around how to change your decisions, actions, and directions, and to become part of that top one percentage of high achievers, right? Dr. Jeffrey McGee: Absolutely. Steve Rush: So, you've got within that, your mental DNA, just tell us a little bit about what that is and how we could get into that top one percent? Dr. Jeffrey McGee: Great question. So, a couple of models, it's a really easy book. I tell people it's not going to be difficult. I spent two years in first grade as a child. So, nothing I do is hard. It's pretty simple, but what I identified of the thirty-one books, I've written, twenty-one languages, four bestsellers, and four graduate management textbooks. Your Trajectory Code is the only book, so people can buy it online, or they can buy the audio book. The only book I've written, it's about personal success. And it primarily draws upon one business model I've used for years called the trajectory code, the trajectory code models, like a letter V for victory. And that that diagram helps us to recognize what actions, behaviors, and mindsets take you to derailment and failure. And what are the actions, mindset, and behaviors that take us to success. Within that, there's a concept called your mental DNA, and it plays off of a formula. So, it's chapter five in the book that talks about your player capability index. And so, I'm a formula kind of a person. So, what I recognize, if I look at Stephen and Stephen comes to Jeff Magee and said, I like you to be my performance coach and helped me to accelerate my successes. Here's the goal of where I want to go. Well, I'm going to have to do some diagnostics, whether it's an online platform or just you and I are visiting via video call. Because I prefer video calls versus to telephone that way, we can see each other. Because a lot of visual communication takes place. It's very insightful. But what I've recognized in that formula, Stephen, is that there's very specific variables that make up a human being such as knowledge. So that's one of the letters in the formula. So, whether it's formal or informal education, technical, non-technical, certification, non-certification. Another part of it, it's going to be our life experiences. How does one life experience build and set the stage for the next? And how do we leverage those to be better? You know, the next time we do something. How about the culture we were raised in, or the cultures we've been a part of or, you know? Ebbed and flowed in and out of. That influences how our thinking styles and belief systems and confidential, we lack thereof. So, there's a lot more to the formula and it's very easy to read and understand, but that becomes the DNA. So, if I want to grow someone in, let's say between today and in the future, we don't know what the future date is, to be the new CEO of a business. Family owned a global international business, a local mom and pop shop. Then I would first, okay. So, to be a great executive, I use the same DNA model and you and I, or whoever the appropriate stakeholders would be, we would sit down and say okay. For us to have a great CEO, what would we like them to possess in terms of knowledge or skills or education or degrees or certifications? You know, some, none, what are they? What sort of attitude, mindsets? What sort of passion? What sort of experiences do we want them to have? What sort of a relationships? People that we want them to have interacted with, grown with? Network with or known? So, this formula also gives us a great DNA chart to scope out how do you build a great leader. Leader of nations, leader of communities, leaders of business, leaders of our ourselves. So, the DNA concept has multiple applications, personal development, career development of someone, creating, you know? Job descriptions that client says, hey, I need something, listen to what the client says they need. They'll tell you exactly where you need to go. But the last way of answering your question is that part of this model, Steve is very objective and that's the real power behind it. It gives you the objective template to assess yourself or someone else and pull all of the emotion and ego and personalization out of it to see exactly what we need to do to be smart at the end of the day, Steve Rush: Laser focus. Dr. Jeffrey McGee: You got it. Steve Rush: Yeah, and in the book also, you talk about having the opportunity to understand your X factor when you're on your trajectory. Does that form part of this? Dr. Jeffrey McGee: It is exactly. So, the X factor is the first side of this equation. I know I'm talking to a global audience here and we have, you know? fortyish percent of your listeners are in the U.S. and forty to forty five percent might be in the UK and the others are global. So, this X factor concept is not like the entertainment show from the great British businessman, Simon Cowell. Steve Rush: He has a lot of answer for X-Factor now, doesn't he? Dr. Jeffrey McGee: Exactly, so I've been using my X-Factor longer than he as, of course, he's richer than both of us, bam, he wins. Steve Rush: Exactly. Dr. Jeffrey McGee: But the X-Factor represents any thing you're measuring is what X represents in this formula. So, if we're measuring, you know? How fast can you run? That's an X-Factor or how fast can you compute some mathematical questions? That's an X-Factor, you know? How good are you at wood crafting? I mean, so whatever it is you're measuring, that's X. So, to answer, let me use this example. So, let's say we go on to any school campus around the world of, you know? Kindergarten, to primary, to high school grade. And you were to say on that campus, there's a range of athletic sports that are offered. Well, the varsity sport, the highest level of proficiency that high school, I'd say. Of a hundred percent of the kids on that campus. If we're measuring athletics as our X-Factor, of a hundred percent of the kids on any campus, X percent would actually be good enough to make the varsity team of any sport. So, if you ask that question to a group of people, it's always going to be a small number. Of a hundred percent of kids on the campus. You might hear someone say twenty percent, or ten percent or five percent, then I said, okay, so let's track it two more times. Of a hundred percent, then of those high school, varsity athletes, X percent would be good enough to go play it at a collegiate level, at a college level. Get a scholarship to go to the advanced level, what percent? And it's always a smaller number that migrates and said, okay, so final question. So, we started with a hundred percent mass at a high school, and we saw that how many kids are were good enough to be on the varsity sport at a high school level, smaller number, go play at the college collegiate level, smaller number. So, what percentage would be drafted from a college level to go play at the professional ranks? Whether it's, you know? Football, rugby, whether it's, you know? Basketball, football, hockey, whatever, it's always a really small number. So, get people to recognize whatever you're tracking is an X-Factor and whatever that smallest finite number you just came up with using athletics is what we tracked. We're all professionals, so if you really want to see where you should be focusing your energy or how to grow and develop yourself, what are you really proficient in as an X-Factor? So, let's do the math. Let's say high school is twenty percent, would be at the high school team. How many go to college? Let's say it's five percent. How many go on and play at the pros? Point zero, zero, zero, whatever percent. Oh, okay. So that point zero, zero, zero, that's you and I, as professionals, we're not competing on a planet about the twenty percentiles, because this is not high school. Real life is not high school. It's not college, it's pros. So, if you really want to be successful, then you've got to identify, what is your X-Factor. For me, growing up in primary school from kindergarten to high school, I was not a great writer. I thought I was, I mean, teachers were very critical of my writing. Well, maybe it's because I wanted to be a writer and they were giving me additional attention. I didn't really like to read books in high school or college. So, it's fascinating, you know? Forty years later, I love to read, I love to write, I love to do research. And all of that forms a basis of my ability to coach executives and businesses to be in hyper-growth faster, quicker And sustained. Steve Rush: It's a really, yeah, lovely way of thinking about it, this whole kind of one percent or zero, zero, zero, point one percent of professionals. I wonder how many people actually can even associate that in their profession today, they're already there? And that's a lot to do with mindset, I suspect. Dr. Jeffrey McGee: Absolutely, you know? It is. And there's actually some quantifiable ways to answer that because you've posed a great question. Someone says, okay, how do I know if I'm in the top percentage of my industry? Or how do I know if I'm starting to rest on my morals and accomplishments? Or how do I push myself? So, I always tell people, in your job and your profession, is there another formal educational degree you could achieve? And if yes, then you're not at the top of the list, pull yourself down at least one notch on any scale, because there's something there you can quantify that you could go after that you're not, or are there certifications in your industry? And if that's a yes and you don't have them, then bring yourself down another notch, you know? Have you written any papers or are you asked to speak on this? Are you asked to be the trainer in your business on these topics? So that's a great question. You've posed for our listeners. How do you know when you're at the top of the game? There are ways of knowing it. And if you study another way of looking at this one percent factors, I've interviewed, you know? World leaders from your country, Tony Blair, to Richard Branson, Richard Branson, I've written three books together, whatever you look at incredibly successful people. What you'll recognize is that they associate with and typically hang out with, from their view, their vision, other phenomenally successful people, whether it's in their industry or not, you don't see a great athlete typically hanging out with losers. I mean, there might be, you know? A phenomenal singer. It might be a phenomenal artist and maybe a phenomenal business leader. You know? So again, successful people typically associate with other successful people. Because that's one of the ways they benchmark themselves to always be being pushed because great successful people in any capacity can call you out on whether or not you're truly working or you're coasting. Steve Rush: It's interesting, as you were saying that Jeff, I was thinking about sports people. Perhaps are easy to quantify because they've got measures, personal bests, they've got fastest times, greatest passes. All of those things are quantifiable, but in business they're perhaps around us yet we don't spend as much time quantifying it. And I think that's a really key message for me. Dr. Jeffrey McGee: Huge, you just said something massive for the listeners, thank you. A pro athletes live for quantifiable performance feedback in real time when they're practicing, they have videotapes. They can go back and study. They have coaches and sub coaches that are always, you know? Measuring them, pushing them, tracking them. And so, it's interesting in what I call the real business world where you and I live, it's amazing how the mindset of most people is, we resist performance feedbacks. We resist performance reviews. We don't like quantifiable data. Because sometimes, you know? It's misused against this instead of being used to help to grow us, we need to create that pro athlete mindset around performance execution, and then we'll become much more successful in any capacity. Steve Rush: Yeah, definitely so. So, in your experience Jeff, has human capital, the world of talent management changed over the last couple of craziest through COVID? Dr. Jeffrey McGee: It has, you know? And it's interesting. I find myself posing the question just this recent weekend. I was here in Las Vegas on the strip speaking to a large convention. And, I posed a question that, if you and I were sitting in a large business audience conference, whatever topic, doesn't matter, and it was January of 2020, and the person in front was asking the audience questions like how many of you have a business plan, a game plan for 2020, almost every hand would go up. You know? How many of you are optimistic for 2020? Everyone's hands probably would go up. From a sales standpoint, maybe the more specific question then. How many of you have a sales plan or strategy for 2020? Almost every hand would go up. What about your talent management, your human capital, you looking at your key employees in your organization? You feel comfortable with that team? A lot of hands would go up. Are you looking to hire hands would go up? Have you thought about flight risk and anyone leaving you? Probably hands wouldn't go up. No one thought that way. If we would have posed the last question in January, 2020 to a large business audience, you know? What about letting a lot of your employees work remotely or virtually, you know? How many of you are open to that idea? Very few hands would have went up, but if we would have had that same conversation in June, just three or four months into COVID. In June of 2020, I said, well, you know? How many of you are working remotely or have a lot of your employees working remotely or, you know, virtual? Tons of hands would have went up. So, we jumped into 2021. We're recording this here in, in August, September of 2021. And what I'm finding is that a massive number of businesses that have had to make massive changes in 2020 to stay sustainable, or that have actually been in thriving mode, have embraced looking at how they do their businesses differently. So COVID has pushed our business models easily ten years into the future, just in the past year. They've pushed businesses to actually operate the way that we were only considering a year ago. And so, from a human capital standpoint, it's also pushed us to recognize where are some of our hidden jewels that maybe we were smothering and didn't realize we had phenomenal talent before COVID that is actually stood up in shined. And it's caused us to recognize how do we keep people engaged? How do we maintain our culture? When we have pockets of people working together and some are distant. And how do we grow and develop our people to keep them at peak performance? So, has it changed in some ways? Absolutely, no. Because how to be successful in a position? A lot of similarities. The other way of answering it, has it changed? Absolutely, yes. I think, looking at how we are more mindful of our people equation, our human capital has really become more front and center today than where it was a year ago. So yes and no to that question Steve Rush: And many different rockstars now than perhaps two years ago. Dr. Jeffrey McGee: Absolutely. Steve Rush: But equally as important of course, is to make sure that rewriting that DNA of what the rock star is today in today's world, right? Dr. Jeffrey McGee: Exactly right. A hundred percent correct. Steve Rush: Love it. So, this is part of the show now where we get to flip the leadership lens on you. I'm going to hack into your great years of experience of leadership development and leading others. And ask you to try and distill down, if you can, your top three leadership hacks, what would they be Jeff? Dr. Jeffrey McGee: I think one, that we have actually touched on and that is to player capability and next model. Really recognizing what's the unique talent that you can possess, that I can possess that can allow me to be competitive with the market space of today and tomorrow. Anticipate where the market's going, so I can be not just competitive, but I can set the bar of what competition looks like. That's one, two is accountability. I've really have learned that people fall into very distinct camps when it comes to accountability and reliability and trustworthiness and integrity. And so, number two is not a very, a fashionable conversation. Going to make people feel uncomfortable, but the reality is, there are a lot of disingenuous people on the planet and you just have to be conscious of that and put your big, you know? Your big adult armor on. So, they don't penetrate you and kill you because everyone has an agenda and that'll be the third answer. And once you recognize everyone has an agenda and it's not necessarily right or wrong, just everyone has an agenda. Then the real mastery is to find ways to align your agenda, personally, your agenda professionally with others agendas. And when you can find places of alignment, then great success can happen forever everybody. Steve Rush: Alignment is just massive, isn't it? Dr. Jeffrey McGee: Absolutely. Steve Rush: Yeah, and it's really interesting. The whole accountability thing in my experience as a coach, when you use just simply use the word accountability, you can almost see people think that means I have to deliver on something. Yes, that's right. And that's no different, isn't it? Dr. Jeffrey McGee: It is. Steve Rush: To any other day of the week, but by just simply raising its awareness. Dr. Jeffrey McGee: And that's what scares people. And again, if an organization supports its people to be the best, they can be. Then within that are going to be layers of accountability, whether there, you know? Obvious or not obvious. And again, if people want to be the best they can be, then there's going to be accountability. And their businesses around the globe that really demonstrate, you know? Accountability. And so, when I look at successful businesses, I've identified accountability happens on five levels. And so, here's another teaching moment for our listeners and business leaders. You know? First of all, the way, you know? You have a truly engaged workforce organization that is going to be in survival mode on its worst day. And there'll be in thriving mode on almost every day, is accountability level one is self. People hold themselves accountable. So, if I'm looking to interview or hire someone, I should incorporate accountability questions to vet and find out, is this person hold themselves accountable? Yes or no. And again, you can still hire someone if they fail the first question, at least now, you know what you're in for. Accountability starts with self. Then it goes to number two is going to be systems, what systems or processes or checklists, or, you know? What do we have out there that we can put our arms around, they help to hold us accountable so that we can go back to default number one? So, one is self, two systems. Three is going to be peer. Do we have peer to peer accountability? Do we work in an environment where no one's trying to play I gotcha? No, one's trying to toss you under the bus. But it's, you know? We're all here because we all have skin in the game. We all want to help each other to be vessels or peer accountability. And then four is going to be an essence customer. If that's an external constituent, what mechanisms do we have in place? Our customers can give us feedback, help us to be more successful every day. And so, they hold us accountable. And if we ask for customer feedback, we really listened to it. And do we really respond to it? Or is it just a game we're playing? And you have these layers of accountability. So again, one is self, two is system, three is peer, fours is customer. You'll five is going to be boss. You know? Whatever you define boss to be. Supervisor, leader, executive team, ownership, the board of directors, mom, and dad at home. You know? The boss should always be last. So, in any organization where you have the paradigm flip, the other direction, where you have accountability, it's driven by bosses first. You're never going to have a culture that's going to allow people to be truly successful because there's going to be questions of, does the organization trust me? Do they believe in me? Do they support me? Will they empower me? If the boss is always having to be there with their thumb on everything? So, accountability is scary. And that's problem we have in the world, I mean, I grew up to be a journalist and I love to write articles on successful people in organizations and share that story. So, people could replicate success, but here in the us, I mean, those articles are settlement ever written. And that's why I love your podcast because it's always about success. Just like my magazine, Professional Performance Magazine. It's always evergreen content, and it's about success from other people's lenses. Steve Rush: Right. Dr. Jeffrey McGee: But journalism is, should be holding all political people accountable. Don't have an agenda in A and B playing favorites. Don't be a journalist and like one political party over the other because you're not doing your job of accountability. And that's what we see happening on the planet is, all of these mechanisms for accountability have been bastardized, polluted, degraded or just imploded. And that's why, you know? Sometimes when we find a great person or a business that blows our brain up. Because, oh my gosh, that's what success looks like. Steve Rush: Yeah. Dr. Jeffrey McGee: That should be norm. Steve Rush: Yeah, it's a great, great reframe, love it. So, the next part of the show, we call it Hack to Attack. So typically, this is where something in your life or your work hasn't worked out well, but as a result, you've got some learning from it. And you now use it as a positive in what you do, what would be your Hack to Attack? Dr. Jeffrey McGee: Woo, there's a loaded question. So, I merged my business years ago with another business. It doesn't need to be named. And what I learned is that when you work with someone for a number of years and you decide to align yourself with them and go into business, it's a completely different mindset you take in that relationship. Then if Stephen and I, you're in the UK, I'm in United States of America, we know of each other. We don't really know each other. We've never really worked with each other. If you and I were to merge our businesses, we would ask a lot of forensic questions, not to be mean and rude and disrespectful. We'd ask a lot of forensic questions to make sure that this merger of human capital and minds and product and deliver and businesses make sense. And if it does, we would have a great relationship. So, what I learned is that whenever you're you go to work with someone, you need to look at it from an objective lens as if you've never met them and really do the discovery questions. So, it's like when I worked with an organization, if I have any prior knowledge of them. I've learned to not bring that to the table in the beginning, backup and ask all of the questions you should be asking if you didn't know them to really vet and find out, are you in alignment? Are you both being transparent? Does the data add up? Make sure you're not about to get scammed. And that probably has been my number one lesson learned for the past decade plus. Matter of fact, I wrote an executive article on it with thirteen questions I didn't know to ask that I learned afterwards and it was saved me a lot of pain so that the hack that really has caused me more success. And sometimes I'm still guilty of violating it because when you're romanced in your head and you like someone, or you like the thought of doing something, you sometimes are not as objective as you could be a need to be. So, I go back to those thirteen questions in an article I wrote years ago. So, it really is be more objective and you will have more success. Steve Rush: And I love that because most people, whether they own a business or whether they work for an organization often just have too much emotion in the game. Dr. Jeffrey McGee: Absolutely. Steve Rush: And therefore, won't allow themselves to be as objective as they could be. Dr. Jeffrey McGee: You got it. Steve Rush: So that forensic look, I think it's really key. Dr. Jeffrey McGee: That's the way I lived. Steve Rush: Yeah. Dr. Jeffrey McGee: Absolutely, it will save and your listeners, a lot of pain, grief and that loss of money. Let's say it that way. Steve Rush: Indeed. So that last bit the show Jeff, were we get to give you a chance to do some time travel and bump into yourself at twenty-one, toe to toe and give them some advice. What would your advice Jeff be at twenty-one? Dr. Jeffrey McGee: Great question. And you have stolen a page right from me, Steve. I use that same question when I get a chance to interview phenomenal people for my magazine. So, I love that question. It's fair turnaround, right? Steve Rush: Yeah, absolutely. Dr. Jeffrey McGee: You know? At age fifty-seven today, I don't see myself at fifty-seven. I always thought that was an older person's number. Now that I'm there, it's like, oh my gosh, it's pretty doggone young. So, the question, if I went back to twenty-one, I would think I would share a couple of pieces of information. Number one, I might've shared, get serious and focused faster and find a way to do a career that twenty to twenty-five years from age twenty-one. You could retire out of and have a base income, base benefits to rest on for the rest of your life and use that first career to gain and learn as much as you can, that you could then leverage in your second career in your mid-forties to go on and have a phenomenal life. And I say that because as I look over the horizon and see people that have done just that, you know? The ability to be in your fifties and sixties and have a base retirement paycheck for the rest of your life and a base, you know? Health benefits to have for the rest of your life. It twenty-one, you don't understand the magnitude of what that means, but at fifty-seven, looking at that as massive, because now you could do your second career in a lot of ways and not have the stress of, I've got to make a paycheck, I have to, and you finish that have to in a zillion way. And one is, I would say get serious. I see a lot of successful people today. They're successful because they have that base set up. If you're in your mid-forties and you've changed jobs, many times, as a lot of your listeners have, and maybe you've not doubled down and really got a lot of good advanced education because you started your family and had jobs that you just didn't make the time happen. You really find yourself in a challenged position of having to work really hard next twenty years, if not the rest of your life. And that's the norm on the planet today. And that's also the norm I see with a lot of young people today in their twenties that are not hearing this advice that I'd give back to myself for your question you've posed. And they're setting themselves up thinking that they're magically going to be wealthy, whatever that means and not have to work the rest of their life, whatever that means. And I think they're setting themselves up for a massively rude awakening. Steve Rush: Yeah, here, here, I agreed. So, Jeff, listen, I always love chatting to you. You create some great content, both verbally through your talks and speeches, but also through your written work. How can we make sure our listeners can keep connected with you? Dr. Jeffrey McGee: Great question, I appreciate it. There's three ways that we can stay connected. One, we should definitely be connected on LinkedIn. So go LinkedIn, again Jeffrey Magee, Dr. Jeff speaks, we need to be connected, follow me. I don't sell anything on LinkedIn, but in the spirit and thing of what we've just been visiting with here, I post on LinkedIn every day, some sort of mental piece of information, whether it's a quote, whether it's an article, whether it's a video, whether it's a blog to cause people to think at a higher, deeper, faster level. So that's one, if you want to find out more about, you know? Products, deliverables, how I do what I do, then obviously you can go to jeffreymagee.com, that's my website, jeffreymagee.com. It's J-E-F-F-R-E-Y. So, it's the non-British spelling and McGee is M-A-G-G-E and then my media company is professionalperformancemagazine.com. So those would be the three places, professional performance magazine.com, jeffreymagee.com or go to LinkedIn, and then we can stay connected and keep the brain going. Steve Rush: And we'll shoot those links into our show notes as well. Dr. Jeffrey McGee: You're awesome. Thank you so much, Steve. Thank you very much opportunity to share information ideas with your listeners and anything I can do for you and them, just let me know. Steve Rush: Jeff, it's been amazing to talk, take care of yourself and thanks being part of The Leadership Hacker community. Dr. Jeffrey McGee: Thank you so much. Closing Steve Rush: I genuinely want to say heartfelt thanks for taking time out of your day to listen in too. We do this in the service of helping others, and spreading the word of leadership. Without you listening in, there would be no show. So please subscribe now if you have not done so already. Share this podcast with your communities, network, and help us develop a community and a tribe of leadership hackers. Finally, if you would like me to work with your senior team, your leadership community, keynote an event, or you would like to sponsor an episode. Please connect with us, by our social media. And you can do that by following and liking our pages on Twitter and Facebook our handle there: @leadershiphacker. Instagram you can find us there @the_leadership_hacker and at YouTube, we are just Leadership Hacker, so that is me signing off. I am Steve Rush and I have been the leadership hacker.
E27: Dan Newby is Founder of the School of Emotions. He is a champion for Emotional Literacy, and Emotions-Centered Coaching, a methodology he developed. His passion is helping emotional literacy become common sense and making emotions a tool for daily use. He previously served as CEO of Newfield Network Coach Training School in Boulder, Colorado. He has authored four books on emotional literacy and its application to coaching. Dan holds a bachelor's degree in education from Drury University in the U.S. His coach training was with Newfield Network where he also studied Integral and Somatic Coaching. He is trained as a Clifton StrengthsFinder Coach through the Gallup Organization in London and holds a PCC Certification from ICF backed by more than 7000 hours of coaching. Dan's LinkedIn Profile LinkedIn profile athttps://www.linkedin.com/in/dan-newby-77911137/ ( https://www.linkedin.com/in/dan-newby-77911137/) School of Emotionshttps://schoolofemotions.world/ ( https://schoolofemotions.world/) Material Resources The Unopened Gift: A Primer in Emotional Literacy, Co-authored with Lucy Núñez. https://www.amazon.com/Unopened-Gift-Primer-Emotional-Literacy/dp/0692855785#ace-g2342880709 (https://www.amazon.com/Unopened-Gift-Primer-Emotional-Literacy/dp/0692855785#ace-g2342880709) The Field Guide to Emotions: A Practical Orientation to 150 Essential Emotions Co-authored with Curtis Watkins. https://www.amazon.com/Field-Guide-Emotions-Practical-Orientation/dp/1732450927 (https://www.amazon.com/Field-Guide-Emotions-Practical-Orientation/dp/1732450927) 21 Days to Emotional Literacy: A Personal Journey Co-authored with Lucy Núñez. https://www.amazon.com/21-Days-Emotional-Literacy-Companion/dp/1732450900 (https://www.amazon.com/21-Days-Emotional-Literacy-Companion/dp/1732450900) Courses Emotions and Coaching - a six-module online training course to build emotional literacy in coaches, available athttp://www.studyemotions.com/ ( www.studyemotions.com) Pilots' Emotional Fitness and Aviation Safety Leadership – an online training course for airline pilots and crews to help build their emotional competence, available at http://www.safetyrelations.com/ (www.safetyrelations.com) WHAT YOU WILL LEARN FROM THIS EPISODE: The funny experience of how Dan and I originally met. How Dan's upbringing across three continents informed his experience as a leader and coach. The moment of desperation that led to Dan deepening his learning around emotions. A helpful way to define "emotions" that delivers tangible results Why emotional literacy is so important and the terrible cost of emotional ignorance. The two big misunderstandings about emotions. Advice for leaders who think their employees are “too emotional”. How leaders can generate helpful emotions in their team. Using the power of emotions to tackle COVID19 and tricky situations at the office. The most common emotions in the workplace and what to do with them. An exercise to harness the power of your own emotions. The best way to kick start a conversation around emotional literacy at the office. What happened when we put Dan on the Emotions “Hot Seat”. The ultimate emotional distinction that helps you prioritize. Music and exercise recommendations to shift your emotional state. HIGHLIGHTS: How does the world change once people become emotionally literate: Other people start to make much more sense. Enriches the world. QUOTES: “Every emotion, I would claim, has a purpose.” “Dignity is about me, how I take care of me.” “You can only care for a certain number of things.” ------------------- https://www.benfanning.com/the-ceo-sessions/ (Apply to be on the show) ------------------- https://www.benfanning.com/the-ceo-sessions/ (Connect with Ben:) https://www.linkedin.com/in/benfanning/ (https://www.linkedin.com/in/benfanning/) https://www.instagram.com/benfanning1/ (https://www.instagram.com/benfanning1/) https://twitter.com/BenFanning1...
We hear and learn about Coach Suhr's original career aspirations, how and why those changed. He discusses how he shaped himself to where he is today. We get his perspective on why the game of basketball is so loved and revered and how he knew he was making an impact not on the game but on the lives of those he touched. Get an inside scoop on being an assistant coach for Dick Vitale at U of Detroit Mercy (yes, that Dickie V!) Then Coach tells what it was like to coach Dominque Wilkins when he was with the Atlanta Hawks and then we learn how he got connected with Chuck Daly and ended up with the Detroit Pistons. Coach goes into depth about their relationship and why he decided to write the book –“Chuck Daly Coaching U”. He tells us about the inter squad scrimmage game with The Dream Team at the Olympics and what team he feels was a better team then this Gold medal team. Great stuff here! He was involved with the Grand Rapids CBA team, the reason he went there, the greatest deal he ever made, and why he left. Brendan talks about what is the harder to develop skill set or knowledge of the game? How Coaching U came about and hosting the Coaching U Podcast (See Links). He is the only professional coach to be certified as a Master Strengths Coach by the Gallup Organization and what this means to him. Links:Official Website: https://coachbrendansuhr.com/Chuck Daly Coaching U Book: https://books.apple.com/us/book/chuck-daly-coaching-u/id553490206Coaching U Podcast: https://podcasts.apple.com/us/podcast/coaching-u-podcast-coach-brendan-suhr-presented-by/id1498048309Follow us on Instagram: https://www.instagram.com/beforethelightspodcast/Support the show: https://www.patreon.com/beforethelights Extra 5How Coach met Coach George Raveling and how special he isWho level plays with more heart- NCAA or NBA?Coach Suhr's Quote- “I don't coach players, I coach people.” Hear his expansion on this. Support the show (https://www.beforethelightspod.com/member-areas)
Enjoy this wonderful meditation!!!! Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this incredible meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
Make your sleep a priority in your life!!! Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” If you want to go deep into his world, check out: www.deepakchopra.com Let me know your experiences with this incredible meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is to promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible healing energy. I have healed successfully and fast, some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if you dont feel anything or if you dont see or feel the change, you pay nothing. Nothing to lose and literally lots to win. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
Beautiful meditation to improve your sleep!!! Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this awesome meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
Give your sleep the real importance it has. Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this extraordinary meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
Sleep well is very important for your inmune system. Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this gorgeous meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
The quality of your sleep determines the quality of your life!!! Make a decision now. By the way not making a decision, is also a decision. Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this incredible meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
Enjoy this beautiful meditation!!! Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this beautiful meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
Set up your day for awesome things!!! Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this incredible meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
The sensations by doing this incredible meditation, cannot be described with just words. Experience it yourself!!! Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this outstanding meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
Outstanding meditation you have try!!! Deepak Chopra MD, FACP, founder of The Chopra Foundation, a non-profit entity for research on well-being and humanitarianism, and Chopra Global. a whole health company at the intersection of science and spirituality, is a world-renowned pioneer in integrative medicine and personal transformation. Chopra is a Clinical Professor of Family Medicine and Public Health at the University of California, San Diego and serves as a senior scientist with Gallup Organization. He is the author of over 90 books translated into over forty-three languages, including numerous New York Times bestsellers. His 90th book and national bestseller,Metahuman: Unleashing Your Infinite Potential (Harmony Books), unlocks the secrets to moving beyond our present limitations to access a field of infinite possibilities. For the last thirty years, Chopra has been at the forefront of the meditation revolution and his latest book, Total Meditation (Harmony Book, September 22, 2020) will help to achieve new dimensions of stress-free living and joyful living. TIME magazine has described Dr. Chopra as “one of the top 100 heroes and icons of the century.” Let me know your experiences with this beautiful meditation. I am a Reiki Master, specialist in Reiki Distant Healing, which means I can send Reiki to everywhere in the world. I have had the pleasure and blessing of doing many Reiki Distant Healings Sessions, in England, Bolivia, Spain, Mexico, Germany, etc; with wonderful results. Reiki is a holistic therapy, and its goal is promote balance and harmony in the physical, mental, emotional and spiritual bodies. Reiki is an incredible powerful healing energy. I have healed successfully some Covid-19 cases from my home. No side effects. Fast and Real Results. In addition, if there is no change, you pay nothing. Lots to win and literally nothing to lose. If you have any question, or you are passing through difficult health situations, I can help you, leave me a message. If you think this meditation can help someone, please share it. Thank you for being here. I send you all the love you can receive. May the force be with you.
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