Podcast appearances and mentions of kyle live

Jesse Nelson and Pablo Iglesias are in for Craig and Kyle LIVE from Day 3 of the AmFam Championship. Jesse wastes no time with his scalding hot take that Romeo Doubs is essentially Allen Lazard?! Jason Wilde joins at 10:30 to respond and attempts to talk some sense into his producer. Jason also touches on his story about Jordan Love and how he views the Packers WR room heading into this season.

Manufacturing faces a talent shortage crisis of over 500,000 employees, projected to reach 2.5 million in the next 10 years. With an older workforce and a perpetuated negative culture surrounding manufacturing from the media and education sectors, we need modern solutions to share the reality of modern manufacturing. TCO Strategies aims to change that perspective by reducing turnover by up to 40% and increasing employee engagement and revenue. Talent management is an essential facet of this strategy, and TCO focuses on 10 nodes to increase engagement in multiple areas. As a partner, TCO has already shown massive results with the strategies it has laid out for manufacturers.Jim Mayer transitioned from a career in construction to industrial manufacturing before founding TCO Strategies. From working in multiple blue-collar roles, he understood a disconnect between company culture and employees. Turnover in manufacturing is currently 44.3%, which is directly tied to company culture. Especially during COVID, employees have left and switched companies for a dollar or even 50 cent raise when possible. The solution is to have a company culture that encourages leadership and a tight-knit feeling in a mercenary workforce.To find out more about how TCO Strategies is manufacturing the employee experience and to receive an HR and talent management assessment, click here: https://tcostrategies.com/Most manufacturers aren't aware of the actual cost of turnover and how it affects the bottom line and overall company culture. Through TCO's education and mentorship programs, they can help companies gain a competitive advantage by improving engagement. Some of these programs, including pairing MBA students with employees, gain business skills while students gain practical knowledge of what drives these employees. It's also vital that these engagement strategies continue after the initial process, or else the fall-off will worsen now that employees know how much better the work environment could be.It's far more common to see this fall off and keeping accountability and trust a regular part of work is essential. Two-way communication is necessary where it isn't just the higher-ups talking down to employees but the employees needing to be a crucial part of the conversation. Especially for the younger generation, needing to know what exactly their role is contributing to the company and feel like they are part of something greater than themselves. Younger folks tend to be overlooked, especially by the older higher-ups in the company, as “uninformed” and “green”; however, they have grown up with rapid technological change, and their adaptation to the changing environment is far higher than any other generation before them.MFG Tribe has helped to push this message as well. Jim was stretched thin to keep up the day-to-day work schedule required at TCO Strategies but still needed to keep an active social media and online presence. With MFG Tribe, Jim found a trusted partner to post daily content and engage with his market and grow his own business beyond what he thought possible. Whether using SEO tools to improve a website or responding to Twitter replies, MFG Tribe has made it easier for TCO Strategies and their clients to interact online better. Online presence is a significant shortfall in the manufacturing space but presents a huge opportunity to improve recruitment and retention. __________Subscribe For More Video Content :https://www.youtube.com/kylemilan__________Say Hi on Social:LinkedIn : https://www.linkedin.com/in/kylemilan/Instagram: https://www.instagram.com/kylejmilanFacebook: https://www.facebook.com/KyleJMilan/__________Connect For Business:MFG Tribe: https://mfgtribe.comMFG Tribe on LinkedIn: https://www.linkedin.com/company/mfgtribe/Technical Sales University: https://training.technicalsalesu.com/enroll

LobbyFox is a revolutionary visitor management system for industrial manufacturing companies. On this episode on Talk Shop with Kyle Milan, we sit down with Shannon Oleyar, Chief of Sales and Marketing at Lobby Fox.Conventional sign-in experiences at manufacturing facilities consist of clipboards, awkward conversations, repetitive orientations hosted by your staff, and possible security holes by having private information in the open. LobbyFox provides a modern, evolving experience that isn't just a sign-on kiosk but an entire system for communicating between your staff and visitors. Your team doesn't need to distract themselves from giving orientations thanks to video orientations. Servers can keep electronic quizzes and forms to ensure safety and be easily pulled up and referenced for any reason. For data-loss prevention, all visitor information is kept confidential and confidential on encrypted servers.Enhance workplace safety, compliance, and the visitor experience with a modern visitor kiosk experience!Schedule your industrial visitor management demo and begin your free trial of LobbyFox today: https://www.lobbyfox.com/Customer feedback is an essential part of LobbyFox. As a company that focuses on service industrial manufacturing companies, they listen to customer suggestions and have a good grasp on the needs and nuances of working in the sector. An emphasis on safety orientation videos during the sign-up helps visitors retain information 95% better than reading a form and is just one of the differentiators of LobbyFox. As an adaptable system, LobbyFox makes it easy for delivery drivers to drop off packages, up to a visiting C-level exec to get a user experience tailored to their needs and have a seamless visitor experience.LobbyFox continually evolves by rolling out new features monthly and serving some of the world's biggest multinational companies. Many clients have signed up for LobbyFox at their facilities after a terrible experience with checking into their own organization's facility or being constantly distracted as the gatekeeper.LobbyFox keeps employees and visitors out of harm's way. In today's unpredictable environment, LobbyFox can alert through templated text and email of incidents at the facility. Other features include printing an ID badge with a picture of the visitor and letting staff know who is visiting and where they are supposed to be. In addition, completing forms on the phone via QR provides social distancing to keep the visitor area clean during an elevated pandemic.The team at LobbyFox is aware of the frustration of multiple software bundles, passwords, services, and more. LobbyFox's ease of use and dependable customer service make it the most accessible tool in your company's toolbox. There are no add-on packages and no gimmicks - LobbyFox consults and helps set up the system for your business application, and all features are available from day one.Subscribe for more from MFG Tribe to see some of the latest innovations, tools, tips, and more from leaders and trailblazers in industrial manufacturing.#visitormanagementmanufacturing #LobbyFox #receptionreboot  __________Subscribe For More Video Content :https://www.youtube.com/kylemilan__________Say Hi on Social:LinkedIn : https://www.linkedin.com/in/kylemilan/Instagram: https://www.instagram.com/kylejmilanFacebook: https://www.facebook.com/KyleJMilan/__________Connect For Business:MFG Tribe: https://mfgtribe.comMFG Tribe on LinkedIn: https://www.linkedin.com/company/mfgtribe/Technical Sales University: https://training.technicalsalesu.com/enroll

#Gamescom has arrived!  And as is tradition, we go through almost everything...   All the announcements are new to Kyle, and Lee takes his job of catching Kyle up very seriously. Lee goes through every announcement. And it's all new to Kyle. So, he gets to react, live on the podcast! Will this be a train wreck, or will this be a brand-new exciting format? Who knows!  In fact, there is almost no other news apart from Gamescom. But don't fret, we still have the charts!    Saints Row has come out and the reception has been rather... rocky, to put it lightly... Soul Hackers 2 brings the first Atlas West games to Xbox, and begins the influx of the Persona games joining the platform. If you like your JRPG's and have been envious of the competition, well then, your time has come.    We'll be at PAX! Now is your chance to meet us! We may even have some sneaky stickers to give away... Speaking of stickers - check out our merch!   If you'd like to support the podcast, we're looking for your time, talent, or treasure. However you want to give back, it's open to you.    -- If you liked this episode, don't feel ashamed.  Rather, join the dozens of others that follow us. The Official XboxCast Website   For everything else, including everywhere our podcast is hosted, check out our LinkTree!    -- Your hosts are:   Kyle: XarCrius on Xbox and Twitter Lee: Leehoward on Xbox and Twitter (and check him out on Twitch) Simone: GymBeanNZ on Xbox and Twitter 

Perfectly preserved with nary a drop of time—Firm. Snug. Set. An unopened door, a locked cage. It's been frozen for quite awhile but now we have finally approached it: the finale of season 5! The walls come tumbling down as co-hosts Lee and Charles excavate such topics as mammoths, abridging your story, domestic box office, and more! Joining us at the end is special guest Kyle LIVE from his home and into your ears! He's here to talk about art, he's here to talk about what makes Northern Exposure special, he's here to talk about all sorts of things, so stay to the end to hear it. patreon.com/northernoverexposurepodcast Theme music by Matt Jackson Podcast Artwork by Bball Y'all (bballyall.com) Available on Apple Podcasts, Google Play Music, Stitcher, Spotify, and SoundCloud. write in: northernoverexposurepodcast@gmail.com twitter: twitter.com/NorthernOverPod

The Prodigal Son has returned! Jeremy rejoins Kyle this week to talk freshly-shorn bomb threats, Jon Wayne Bobbitt, Kill Bill Flutes and our final edition of The Dumbest Criminals of 2021! Plus, bonus audio of Kyle's weekend performance in Westville Illinois!

Andy Peters has never seen Mad Men, but he rewrote it and we read his script. Kyle is joined by hilarious comedian Andy Peters who kind of freaking nails Mad Men, despite having never seen it. Also joining is pod-fave Amy Miller. We chat and chat and chat, then take on Andy’s script, followed by some Before and Afters and KyleDadGame. Thank you for listening! Find us on patreon for more at patreon.com/neverseenit, and come hang and chat with Kyle LIVE for some live shows on Stereo, at stereo.com/kyleayers. Learn more about your ad choices. Visit megaphone.fm/adchoices

Kyle broadcasts from his new place in North Queensland

Kyle broadcasts from his new place in North Queensland

The TNI boys Trent, Jaybone, and even a double cameo from Kyle LIVE on the job, are back to break down the November 12th 2019 episode of IMPACT Wrestling from Saint Claire College in Windsor, Ontario Canada! Ace Austin has moved onto Moms, Susie is still a walking zombie, Sami and Tessa keeps heating up and Moose's tennis game is on point! It was an eventful episode of IMPACT Wrestling to say the least! All this plus the news of the week and your live user comments on this week's episode of Total Nonstop IMPACT - IMPACT Talk for IMPACT Fans! Results: - Trey Miguel defeated Aiden Prince and Brent Banks and Petey Williams and Rohit Raju and Willie Mack in a Six Way Match to become #1 Contender for the Impact X Division Championship - Madison Rayne (w/ Kiera Hogan) defeated Alexia Nicole - Daga defeated Jake Crist - oVe (Madman Fulton & Sami Callihan) defeated Rich Swann & Tessa Blanchard - Jessicka Havok defeated Krystal - The North (Ethan Page & Josh Alexander) (c) defeated Eddie Edwards & Naomichi Marufuji to retain the Impact World Tag Team ChampionshipSocial Media: Twitter - https://www.twitter.com/WETALKIMPACT Instagram - https://www.instagram.com/WETALKIMPACT Facebook - https://www.facebook.com/WETALKIMPACT Trent's Twitter - http://www.twitter.com/vanillajoke Jaybone's Twitter - http://www.twitter.com/jaybone5150 Kyle’s Twitter - http://www.twitter.com/kl_tni Streaming Audio: Apple iTunes - https://apple.co/2NpzbqF Stitcher Radio - https://bit.ly/2DjPznT Google Play - https://tinyurl.com/ybh29sfp TuneIn Radio - https://bit.ly/2NreA57 iHeart Radio: https://ihr.fm/2swvl1Z Spotify: https://spoti.fi/2B1zBeL Soundcloud - https://soundcloud.com/user-625858195 Music: Intro Music: Re/Vengeance by HEMI: https://youtu.be/VgJaXGhE3pw Listen to Avalon Averted (The Fixer Remix) by HEMI - The official theme song of IMPACT Wrestling Bound for Glory 2019 available on iTunes, Spotify, Amazon, and More! https://www.youtube.com/watch?v=ii3EQ... Listen to Decay by HEMI - The official theme song of IMPACT Wrestling Rebellion 2019 https://youtu.be/D1hRy6CVoSs #IMPACTonAXSTV #IMPACT #HARDTOKILL

Kyle Tucker is live from Vegas and is talking all the chaos of the NBA and the impact it will have on UK guys in the league. How Keldon Johnson is doing, Tyler Herro potentially being traded and DeMarcus Cousins fit in LA. Plus the latest on Kyle Tucker's injury.  Learn more about your ad choices. Visit podcastchoices.com/adchoices

Kyle Tucker is live from Vegas and is talking all the chaos of the NBA and the impact it will have on UK guys in the league. How Keldon Johnson is doing, Tyler Herro potentially being traded and DeMarcus Cousins fit in LA. Plus the latest on Kyle Tucker's injury.  Learn more about your ad choices. Visit megaphone.fm/adchoices

Ben Anderson joins Kyle LIVE from NYC.

Do you struggle setting up efficient systems so you can get things done? Do you have a hard time establishing and building a culture in your office or within yourself? Are you uncertain on how you best function in the workforce? Then you probably want to listen to today's interview with Kyle Dobbs, who owns Compound Performance in Saint Louis, Missouri and this is his thing. Aside from being an awesome coach, he focuses with personal trainers, coaches, physical therapists, as well as gyms on building exactly what I just said: establishing the culture, making sure that leaders are in place in managing people effectively, making systems efficient so we can maximize revenue streams and results. And he talks a lot about personality archetyping as well in this very long but very awesome interview. I hope that you like it, I hope you get as much out of it as I did. And without further ado, let's give Kyle Dobbs a shot. For more information on Kyle, he can be found Instagram: @compoundperformance_ Facebook: kyledobbs4 and Compound Performance Website: compoundperformance.com Here are the links mentioned in the show: Inside Tracker Lucy Hendricks DISC Personality test Google Drive Bill Hartman Google Forms Evernote How to Configure Your iPhone to Work for You, Not Against You Ben House Human Matrix Enjoy the video and modified transcript Modified Transcript Zac: You have an incredibly unique skill set that you are offering to folks like us in the industry in regards to setting up system building, organization, creating a healthy culture within companies and businesses, and I think that that's something that is vastly underappreciated within our field. You can have a wonderful idea, but if your execution is lackluster, whether its business in-person or online, you're likely going to fail. And I think a lot of people fail because they just don't have those systems in place. So that's why I wanted to bring you into this show. Tell me though, how the heck did you get into this? How does Kyle Dobbs, a yoked bro with a better beard and better hair than I, get into building systems, building culture, with people? What's your story? Kyle Dobbs: I started as a trainer, just like a lot of other people out there. And as I grew with that, I got really passionate into development. Mostly from the training and physiological side of things. That development and education did eventually lead me into leadership and management and with that I started building a lot of the organizational skills and general communication skills that I try to use now. As I got into upper management, and managing managers and directing departments and things of that nature, I got into a position in my last job where I was consulting with not only trainers and fitness facilities, but high-level executive teams within the finance community, which within large real estate companies and the New York market. I was working with a behavioral psychologist at the time on interoffice relationships and communication to decrease, essentially, autonomic stress. So locating environmental coherence within both the office space and their home lives and trying to also integrate an intelligence training into that. We took a ninety day blood work with people, looking at stress markers, looking at endogenous sex hormones, micronutrient deficiencies, whatever, all that good stuff. And then we were also measuring HRV on a daily basis, so looking at autonomic hyperactivity and HPA access hyperactivity, within the client base themselves. Those were  the diagnostics we were testing from a physiological standpoint. At the same time, we were running personality archetypes on them and seeing what their actual environmental and communication preferences were. And with that, developing the tools and awareness within the individuals themselves first; understanding how they prefer to be communicated with and how they perceive other archetypes. [caption id="attachment_9609" align="aligncenter" width="810"] I like to perceive my archetypes bold...and highlighted[/caption] A lot of this stuff is very subconsciously driven. It's very subcortical. You're not necessarily aware of what those preferences are. We find that people, instead of working within environments that they're more acclimated to. Instead, they acclimate and adapt to work environments and work demands that drive money. And finance, and all those things that we want from a social construct stand point. And that's fine, humans are the great improvisers. We adapt better than anything else, ever. Even though we have the ability to adapt and to do so very well, we were finding that those adaptations still drove high levels of autonomic stress and sympathetic tone. So, people are running around all day -- and night, if they're not regulating at home -- with higher blood pressure, higher heart rate, higher core body temperature. And then looking at higher cortisol levels, higher adrenaline levels, lower testosterone levels, especially in men, and also decreased cognitive function. There were overly sympathetic. From a work productivity standpoint, that was also suffering. So that's how we got the buy-in from the corporate institutions themselves. First, bringing out the self-awareness and then working with them in groups as teams on building out communication strategies with one another, peer to peer, and then with management to employee. Finding out how to actually speak to one another in a way that was both efficient and effective given their archetype and also setting an environment that is conducive to those archetypes working well together with one another. And then also leveraging people's unique skill sets based on those archetypes for the success of the whole, giving them more purpose within the team but doing so in a way that really leveraged their individual strengths rather than maybe what their job demands might have been. So  doing a little bit of reorganization from that standpoint as well. And for me that was incredibly intriguing and satisfying. When I left that company and did my journey back to the midwest, I essentially started a consulting company. I work now with the strength and conditioning facilities, personal training facilities, and then individuals within the mentorship program where I use a lot of the same tools to help them with their teams and their client basis on a smaller scale which is great for me because it blends fitness with the actual leadership and community building of what I was doing before. Zac: I like that you were very scientific about making the changes with your previous job. With your clients  now, are you still tracking some of those variables? Are you having them measure HRV? Kyle: If they want to, I make that an optional thing. What I work with the most, with the people I work with now, is just looking at work performance. Especially being in fitness, a lot of them are tracking autonomics somehow anyway. It's something that more so where they're actually doing the tracking because they're excited about it. I offer the blood work as a third party option, I work with Inside Tracker based out of Austin, so I offer that as a third party at cost for them. Just to look at beginning, middle, and end numbers and I look for improvements over time there. But it is a pretty hefty expense and not everybody takes advantage of it. The majority of them do measure their own HRV or at the very least measure morning heart rate and look for changes off of baseline. They know that if they're plus ten to fifteen beats per minute, for a week, that they're probably going under some  systemic stress. So we look for just trends going lower with that. Same thing with HRV, we don't look at it that acutely, it's always looking at trends and looking at maybe environmental changes we can make prior to changes in the way they're training because all these individuals are also knowingly and willingly, , proactively accruing stress on a daily basis as well. So you have to differentiate at that point the physical and mechanical stress of training to the psychological and cognitive stress of incoherence from a lifestyle standpoint. There's a lot of reading data and then asking a lot of questions, looking at what their lifestyle is going through at that point rather than looking at maybe increase training demands or things of that nature acute-ly. Zac: As long you track some type of key performance indicator (KPI), in this case, work performance, everything else is gravy. Kyle: That's what it all boils down to. , HRV and the physiological metrics with people that are in fitness are so multifactorial. That, one, I don't want to get a false positive, but I also don't want to get a false negative based on some of those other things. At the end of the day, they're coming to me for work performance, not for improved HRV. So that's what I'm going to be looking at and we do that through a series of objective key results (OKRs) and some other principles that we'll talk about in a little bit but that's really what I'm looking at. Why personality testing? Zac: In terms of you getting into change or establishing these archetypes within the people you worked with in the past and having that be the intervention that you did at work, what led you to thinking that that was the big change that needed to be made in order to positively impact both work performance and these variables? For example, did you notice a difference in terms of the HRV measures when they were at the office or at work days versus just days they had off if it was the weekends or vacation? And if so, how did that lead you to going with communication as your primary intervention? Kyle: It was a little bit of both.  we definitely saw that over weekends, systemic stress really wasn't going down. A lot of it was because these people also had terrible lifestyle habits and they also, especially being in New York, they didn't leave work at work. Their weekends were still stress filled, they're still answering emails, they're still thinking about work all the time. A lot of them actually dreaded weekends because of the work they might lose once we started actually talking about that process. But we did notice when people weren't on vacations we'd see a little change early on but the longer the vacation went on, the more it would go back to normal because they'd start getting stressed about missing work. Their lives were being determined and dictated by their work rather than the other way around. From a communication standpoint, a lot of that information came from the behavioral psychologist I was working with. She'd been doing a little bit of work on this prior to working with me, she was already consulting with a few other companies and really taught me a lot about that process. As I was learning it, it was also really becoming applicable to the training that I was seeing from managing trainers and managing managers and looking at what makes a trainer successful from a professional basis. A lot of it, that I notice throughout the years, had more to do with how they interacted with their clients, how they engaged with them, and how they set that environment, rather than the amount of technical expertise they actually possessed. This is something that's always frustrating to trainers that always value education, and we have a bias towards education because that's our interest. This is something that's always frustrated people and, to be truthful, frustrated me in the past as a trainer. , I'm a very introverted individual, and communication has been something that I always had to really work at as far as being able to speak to different people. Especially to different people of different personality types and interest than that of myself. A lot of trainers are so highly focused on the aspect of training and not the aspect of the other 165 hours a week that their clients go through that they speak to them as if they might be trainers themselves. Trainers that maybe were missing or lacking of education that maybe were extrovert in personality, I noticed were talking to these clients about their lives. , about their communities, about their relationships, things that we might think are trivial from a training perspective, but are actually really important in setting the tone for lifestyle coherence and recovery and just purposefulness. We're having all this success in setting the environment for training. They're making it an anticipatory event rather than an obligation for the clients. It was something they were looking for and coming to. And it was all based on the relationship they were forming. As I was learning more about the archetypes, more about environmental coherence, it really started a lightbulb that  went off in my head that these principles are the same thing. Whether you're in an office building or whether you're an executive or whether you're a trainer is really irrelevant when you start talking about relationships. It's still people to people. Social norms play a role. At the end of the day, people want to be communicated with in a language and on terms that they understand. If you can get people to do that, and make them aware of that process and educate them on strategies to do so, they're going to be more successful in any endeavor they're in. The process for myself has made me a better husband and father, has made me a better friend, which for me is way more tactful than being a better trainer or manager in a sense. But it all crosses over, its principle-based so it applies to everything. Zac: Yeah, and I think one thing that most everyone is lacking in some degree is connection and I think especially to with technology and how we're always glued to phones. No one's ever taught the soft skills of how to have a conversation or how to build connection or rapport or anything. I mean, you've trained countless people, Kyle, and it eventually comes to the point where you're doing the same shit but the reason why they're with you is because they think you're a good person and that is their one time they get to hang out with someone that they enjoy. [caption id="attachment_9610" align="alignnone" width="810"] Or as I prefer, a "bruh"[/caption] Kyle: Yeah, I mean, what's adherence? From a contextual standpoint, the vast majority of the clients I've trained over the years have no knowledge of program design, or periodization, or anatomy and physiology but they do know what a good experience looks like. They do know what engagement looks like, they do know what communication looks like, and they know if they're enjoying themselves or not. That's what gets people coming back and if the trainer can combine technical expertise with those soft skills, they're going to crush it. That's what it comes out to be and the downside of that is I've seen way more people become successful with soft skills and little to none technical expertise than I have the other way around. We really might be fooling ourselves with what's actually the most important for the client. We feed that bias of educational law and we justify a lot of our actions by it. I've invested a lot of money in education and I value education, I've been an educator, but you also have to think outside the box and how you approach a demographic that is not fitness based. If they were fitness based, they wouldn't need you. If they understood anatomy and physiology and training and periodization and the required ownership to get to their goals from a physical standpoint, they wouldn't be paying you to train them. And I think that's something that trainers have to understand, that training is a choice for their client base. And they have to enjoy the experience. You're not necessarily educating them on how to become a trainer, you're not teaching them Latin with all the anatomy and physiology that you may know, you're providing them a path to fitness that they actually enjoy so you can build habit change within their lives and they're no longer intimidated or scared by fitness or physical activity, but they actually look forward to it and start integrating it into the other parts of their lives as well. Zac: Yeah, I can't agree more, and hearing that as a trainer should excite you because I think we do spend so much time, effort, energy, learning the training side of things to the nth degree of depth. No one gives a shit about that if they don't like you, so that's why I think what you offer is so essential in that regard. I think that the personality tests that you utilize is probably an easy barrier to entry for someone who wants to expand on their communication skills with others. The DISC Personality Test So why don't you talk to us a little bit about the DISC. I know that's one of your initial intake things that you utilize. Tell me a little bit about what the letters are about, how you use that to inform your decision making in terms of what people need to speed up their systems and how that's useful to help someone from a communication standpoint. Kyle: Yeah, in a broad sense the DISC is definitely my weapon of choice and most people, once they get their report back, are extremely surprised at just how accurate it is. There are four archetypes: D: Dominance I: Influence S: Steadiness C: Conscientiousness The D and the I are more extroverted archetypes and the S and the C are more introverted. The D and the C are more analytical archetypes and the I and the S are more novelty-based. Based off of those two things, I actually don't dive super deep into it with trainers because a lot of them aren't going to be running the DISC itself on their client bases. It's more so, if we can get even a fairly superficial view of what the archetypes prefer from a communication and environmental standpoint, and how to identify them and the people just through how they interact with their own environments. They're going to have enough strategies at that point to have a more efficient and effective conversation. I don't think everyone who takes this needs to become a psychologist. I'm definitely not one but I do think it's very similar to a movement assessment. We go to a movement assessment and we start analyzing gait and then we're walking down the street and everybody in front of us, everybody we see, has a hip shift or internal rotation or their pronating, There's a winged scap here, an elevated shoulder blade here and we're just picking all these things out and we really can't turn it off. With that, there's going to be a lot of different interventions that we might be able to use. The DISC is very similar. You can go into a room and see where people are positioned within that room and how their interacting with the other people in that room and have a pretty good idea of what archetype they are. From there you can start building out communication strategies if that is somebody that you want to communicate with. [caption id="attachment_9611" align="alignnone" width="810"] Tell me again about that time you couldn't bench press the bar.[/caption] “D” archetypes are usually found in leadership positions because they're naturally drawn to leadership and not everybody is. They are very analytical, but they're also fairly dopaminergic in the fact that they want challenge and they want to win a lot of the time. They sometimes push and rush through things in order to get to the end of the project. You can find them in a room fairly easy because they're extroverted and they'll usually be in the middle of the room, dominating conversation. They like to challenge ideas but they are people that you really have to provide evidence to if you've got ideas or something to bring up. They are people that like to win more than be right a lot of the times, so arguing with them is typically not something that is going to yield return for any of the other archetypes. “I” archetypes are very novelty-based, they're very extroverted. They're usually the life of the party. They like to be the center of attention and they like to be entertained and they like to entertain, in that respect. And if you're training an I, a linear program where they're isolated in a corner of a room, using maybe one modality for an extended period of time, is not going to be something that works well for them. They're going to get bored very quickly so you can set up your programming and your periodization around that archetype and that personality type to keep them engaged with the program. They're a little harder to train because you have to look at their needs based on the assessment and look at their goals. You have to implement enough exercise selection variation while still trying to accommodate the same outcomes throughout their programming to keep them entertained and keep them happy, which is not always an easy task to do because we're trainers. , reps are everything. If you want to get good at something, you have to practice, you have to repeat it, you have to be able to scale it with progressions and regressions while you got somebody who gets really bored really easily, you might never get to all the reps needed to actually see the outcomes you want because they're off doing boutique fitness or spin class. The way you also approach the different archetypes with praise and feedback is very important because everybody likes feedback but not everybody likes public praise. Some people get very embarrassed by it so you also want to make sure that people are very comfortable with how you're communicating with them from that respect. An “I” wants you to throw a parade for them every time they accomplish a new metric or hit a new goal of some sort. They want everybody in the room to know it and that's great. An “S”, the next one down the line, they just want a fist bump and to move on. They're more novelty-based, but they're also more introverted so they want to be engaged, they want a little bit of structure, little bit of uniformity, but they also want room to work within that structure, a little bit of autonomy. Again, you're going to program an “S” different, you're going to manage them differently from a management leadership standpoint because they love feedback but they have a hard time asking for it. If they feel like they are appreciated within a company or within a client-trainer relationship, they're going to work as hard as they can to make everybody happy. They're very much pleasers, they're people that usually work in service. A lot of trainers are “S's” and if they didn't love fitness, they would probably be teachers or nurses or something of that nature because that's what their archetype is typically drawn to outside of fitness. If they're not getting the feedback and the appreciation, they really withdraw within a company. They're not going to cause conflict or friction within a company, they're just going to become disengaged and apathetic which is just as bad. I think we've all seen that happen in clients before, if they're not getting the feedback and they just become disengaged and apathetic to not only the program but maybe the trainer. They move on, they're either moving on to a new trainer or maybe they're just out of fitness. They had a bad experience and now they're intimidated by it and they're done with it. Then you've got your “C's”. “C's” are very analytical. They're the people that come to every conversation or every Facebook thread with five Pubmed articles ready to cut and paste into a conversation and link to. , they're the science-based. They want everything backed up, but the problem is sometimes they don't get anything done because they're too busy researching. There's never enough information, so they end up paralysis by analysis. They're also a very introverted and analytical archetype, and when you're talking about training them, that's where a linear program works really well. They have the patience to look at change over time and they don't want to skew the variables. They think novelty is distracting and chaotic and frustrating. So they're the people that, yeah, we're going to do barbell workouts for the next eight weeks and we're going to look at your percentage maxes, and we're going to look at bar speed. You can bring data and analytics anywhere into a session, they're the people that are actually going to be interested in it. There's definitely different communication strategies and different ways that you can implement environment and communication into training when you're working with those people as well. From a manager perspective it's all about utilizing their strengths and putting them in positions to succeed and then offering support in the way that they actually want support. Because what might feel like a nice structured environment for a “C” or an “S” is going to feel like micromanaging to an “I.” So  when to push the gas and pull the brakes a little bit for a lot of these people. And then how to get the feedback that's actually going to promote progress rather than maybe too much reflection and frustration. It's definitely something that I use a lot and that I think the people that I work with find very applicable to the demographics that they work either as a manager with their employees or a trainer with their client base. Using Personality Testing to Build Systems Zac: It sounds like the DISC allows you to stratify how you want to interact and manage specific people, and just the little bit that I have learned from yourself and just some of the stuff that Lucy has told me has been very informative about just why people are the way they are, and it is pretty crazy how accurate it is. Let's say that we have the fam. The fam is listening, they fill out the DISC, and they find out which archetype they are or the mix of these specific archetypes. If they're looking at maximizing communication with others, but also they want to make themselves more organized and efficient, where do you see common pitfalls in system building? Let's say you are the one who's guiding them into becoming organized AF, where would you start with each of these people in terms of designing a system for them? Kyle: From a system perspective and from an organizational standpoint, obviously they all approach that a little differently and they all have unique pitfalls. With your “D's”, they typically are so hard-charging that they don't weigh all their options ahead of time, they don't look at return, and they don't look at cost as much as maybe they should. They have a little bit of the shiny object syndrome that you also see with “I's”, but they will drive harder for it and they will be more focused on it. They'll leave everything else on the back burner, they're very prone to specificity and thought. A lot of that with them is making sure from an organizational standpoint that they dedicate enough times to the other things to keep them on track and don't just let those things fall behind. None of us live in a specific environment where, from a demand standpoint, we can chase one thing over all others without incurring a cost of some sort. [caption id="attachment_9612" align="alignnone" width="810"] Put that shit on front burner, fam[/caption] From a systems perspective, we do a lot of OKRs with everybody, but how they interpret those strategies are going to be different given calendar work, making things automated, which works well for “D's”. Automation is a good way to make sure that things get sent out, whether it's newsletters or whether it's reminders, calendar events, things of that nature. Those are going to be very effective for programs potentially for their clients from a trainer perspective. Those are going to be good ways to keep them on track without having to always lose their focus as well. The positive aspects of a “D” are that they are so hyper-focused. If something is important, they'll get it done and they'll work really hard towards that. You also don't want to take away that driver, you want to find ways to accommodate it and support it with other means so automation works really well for them. Objectives and Key Results (OKRs) Zac: Quick question, you mentioned OKR, I don't think we defined what that is. What is an OKR? Kyle: Objectives and key results. Simultaneously, we're learning about the DISC when we're working with people. They're also filling out OKRs, which I usually keep it to three objectives. I tend to find that if there's more than three, they're not necessarily big rocks anymore. So people will have two to three main primary objectives that they want to work on either from a professional or from an individual lifestyle standpoint. People I work with will put things that relate to obviously their business, and their finances, and their professional accomplishment but they'll also put how to free up more time for their families. They'll put fitness goals on there and that's fine. I'm not judging what your objectives are, I just want to make sure that we actually set up an intelligent strategy or system to get there. So we identify the objectives and then we identify three key results from each of those objectives. The key results are the outcomes and how I work with outcomes of people is identifying what their definition of success for those objectives actually is on an individual standpoint. So we look at it, if it's quantitative, we look at metrics. If it's qualitative, we look at it emotionally. How do you want to feel, ? What's this going to lead to? What's this going to free time up for? From a quantitative standpoint, it could be anything. It could be money, it could be weight, pounds lost, it could be whatever. Metrics are super easy to work with, qualitative aspects are a little harder. So we have to be really honest and dig deep into those. Within these, most people will fill them out and they'll inherently be very vague or very general about their key results so I always have the question that just get as detailed as possible. Like, we'll talk about them and people will break into more detail and conversation. One of my big cues for people is to literally talk it out and then write down what you say. Speak it because you're inherently going to tell a story rather than having to write something down, and you're going to have more detail in the way you explain it than how you write it typically. That's usually how I get people to dig deeper and actually define success in a way that we might be able to measure. Then we set up strategies for all of those key results. The strategies are going to match the archetypes in a way because there's probably going to be things that those people naturally tend to lack. From a system standpoint, it's great because I usually don't have to identify systems for people, they can really look at what they're doing and what they're not doing and they identify them themselves which tends to lead to much more adherence than me telling them what to do. From another standpoint, it's a lot of me helping them understand and come to that realization themselves. “Oh, maybe I should start automating things or putting more things into my calendar, setting up backend sales leads or formals or whatever, building up more spreadsheets for tracking and automating my payroll!” There's a lot of things that as we're going through this and they're looking at strategies, like, “Oh yeah, I'm not sure why I ever thought about that,” but it is. Think about it because, from a coherent standpoint, they're usually looking in the other direction. There's a lot of realization typically with that and then we try to map it out, we look at it what actions they can take from a weekly, monthly, quarterly, and annual standpoint to get these things done and how the best way to track them is. Whether it's through channels regarding organization or structuring within their company or business if they're trainers. Zac: If someone comes to the conclusion themselves, they're more likely to execute it as opposed to being told what to do. Can you just give me an example of a typical objective and then the key results you might get from someone, from one of your clients. And let's keep it from an organizational standpoint. Kyle: If I'm looking at trainers, it's increasing their client base, say getting two new clients. From a key results standpoint, that's going to lead to X amount more money. That's maybe even going to lead to upping your price and dropping a lower paying client in some cases. That's going to lead to some financial goal of moving —  for people, the key results will differ a lot — that might lead to being able to live in a different apartment if you're in New York city or living in a different neighborhood where you no longer have to commute thirty or forty-five minutes into the city. [caption id="attachment_9613" align="alignnone" width="810"] While cool to visit, these problems are another reason I'm thankful I didn't move to the city.[/caption] The key results are very individualistic. If you want to make more money, how much more money? We're going to identify what clients are going to bring in. Maybe, fifteen hundred dollars a month? That's how we're going to track it so if we're going to look at strategies, what's the timeline we're going to put on this? Two new clients by when? Two months, so we're looking at a client a month. What steps are we going to take from a marketing perspective, are we going to look at referrals? Are we going to look at communicating with other scopes of practice for referrals? You can look at client streams and you can look at, maybe  a physical therapy team in the city that you can go and talk to and look at as being their third-party outlet for training after someone is done rehabbing. Maybe you can talk to a massage therapist and look at them or a nutritionist, same thing, and build an actual team of practitioners that you might be able to be a part of where you can share clients and build referral networks and things of that nature. There's a lot of different avenues from a strategy perspective that we can start looking at. Maybe you're going to email all of your old clients that you've lost or call them. Depending on the trainer there's going to be different avenues there. Another thing that I get with a lot of people is building up additional streams of revenue. Not everybody wants to take on more clients because that's more time training, you want something that might be more passive, so we work on building up their remote business or we work on building semi-private training channels where they can train more people with one hour and work more efficiently. Then we set up the strategies to utilize that to lower price points. So who can we reach out to that maybe fell off one on one training because they either moved or the price point was no longer agreeable with their budget? Are there options for them? Can we start reaching out to those people? How do you market yourself? Are you looking through social media? Are you building up newsletters? There's a lot of different options from that perspective but we start looking at things that would actually fit their skill set and options they may have. Then we start setting timelines and scheduling out those things from an organizational standpoint. Zac: Essentially what you're doing is you use the objectives and key results as your skeleton, and then you are helping your clients build the rest of that out by having them figure out what type of systems need to be employed, and then taking into account their personality in terms of potential pitfalls they may have in building the system so they ultimately get the outcome that they want. Kyle: Yeah. If you look at OKRs, it's very conceptual and then the individual looks at it very contextual from a key result standpoint. Then strategies are going to be all your applications, so it really goes conceptually, contextually, and then applicably down the line. The objectives are usually pretty broad and then the key results we try to individualize as much as possible like I said, either qualitatively or quantitatively, depending on what that objective is. Then from a strategy standpoint, then it's all application based on their environment, their past, their unique circumstance, and their archetype, how can we build out strategies that are going to be beneficial for you and not have a high cost but a high return instead. Zac: Sounds very systematic, Kyle. Kyle: That's the idea. The pitfalls of personality types Zac: Let's go back to the four personality types and pitfalls. We went through “D,” which is dominant. The big thing they probably need to focus on is automation as well as looking at problems more in-depth so they don't do something with a huge cost. I got like a little hint of “D,” and the automation thing has been huge for me. I mean I automate just about everything from a blog perspective, emails, everything because it takes too much time if you don't do that. But what about, say, someone who's an “I” and then “S” and “C?” Let's go into the pitfalls of those three would have. Kyle: An “I” is usually the archetype that has the most trouble with any organization at all. They're sometimes described as chaotic in nature, where they thrive in environment with a lot of novelties. So because of that, familiarity becomes boring and organization is a way to increase familiarity with your environment. An “I” is typically are a little organizationally adverse. I work with them on minimal effective dose. How can we implement just enough organization within your life that you're able to get things done when you need to get them done but not overwhelm you into an adaptive quality. We don't want to turn you into a “C.” Automation also works really well with them, but it's also prioritizing what they actually need to organize. For them, developing hierarchies within their lives is very important. Like what are we going to prioritize based on your needs and wants from a lifestyle professional standpoint. A lot of it with them is laying out an awareness perspective: What is going to have the highest return? What is the most important? And what to focus on because focus is limited, it's a limited individual quality for them. Then we're going to automate the rest as much as possible. We're going to set alerts on everything that's important from a calendar standpoint, or a note standpoint, whatever. We're going to set deadlines for people, as they don't do well without a structured deadline. They won't create a deadline for themselves usually. They're people that need more ownership and accountability within their own personal frames. As I'm looking in OKRs and strategies, the way it works out on the form that I use is you essentially have three objectives and within each objective you have three key results potentially. Within each key result, you have three unique strategies that you might be able to employ. So you got an option of 27 different strategies at the end of this thing. I may be going to be doing one or two of those at any given time effectively. So it's looking at which strategies can we even implement that are going to have the biggest bang for buck. Can we find strategies that are going to positively affect any of the other outcomes that we're looking at? It's either, you're looking at low hanging fruit things that are easy depending on the person's lifestyle or you're looking at more of a bang for buck strategy that might positively impact additional strategies. The reason is especially we're looking at objectives and some of those key results for just a little bit of crossover within the process for people. Zac: Setting up a lot of the exact systems that you're talking about has been essential for myself as an “I”. So then, what about the “S” and the “C” in terms of their common pitfalls and where you work with those types of people? Kyle: “C's” need a lot of structure. They're pleasers by nature and they tend to put their own needs behind the needs of others, and they'll let a lot of their own personal growth go to the wayside a lot of the times and be over accommodating to the people they're working with or to the clients they're working with. It's, again, a lot of structure. They do well typically with full calendar setups with task lists, things of that nature, but you also want to give them a little bit autonomy, so there has to be some flexibility in there as well. So doing a very good job of balancing the needs and the wants works very well for them. [caption id="attachment_9614" align="alignnone" width="810"] Such a delicate balance indeed.[/caption] With them from an objective standpoint, I always try to have at least one lifestyle objective that  coheres with their professional objectives as well and making sure that those things both professionally and lifestyle wise, respectively, have a lot of coherence and alignment. If they're not aligned, neither one of them is going to get done and that's going to lead to a lot of frustration and withdrawal within the systems. From a communication standpoint as well, because they're so accommodating, try to also, again, prioritize their personal needs and make sure that they feel heard throughout the process and throughout whatever environment they're in relationship wise either with clients or their employers or employees or peers. , working on getting them a voice within that community as well in an outlet of sorts. Zac: It seems like the common trend is you're still getting all of them, and we haven't even talked about “S” yet so maybe I'm wrong, but it seems like the trend with all these is you're still getting them to a similar point of having a goal in mind or an outcome they desire and then setting up systems whether its automated or whether it's a calendar of some sort to help them keep them on task essentially. Kyle: What you find is “D's” and “I's” have no problem outlining outcomes and key results but they typically try to go into action without setting strategies. And then you've got “C's” and “S's” will typically strategize quite a bit but it's hard to push them into actual action. So you prioritize those things differently depending on what side of the line they are from an archetype standpoint. Zac: Gotcha. So ”D's” and “I's” are great at figuring out what the outcome is, but take a terrible, inefficient path to get there. Kyle: Sometimes, yeah. Zac: Yeah, “S's” and “C's” take a beautiful path but to where? Who knows. Kyle: Yeah, they might just be spinning in circles. Zac: Tell me about the “S” then. What are some of the pitfalls that they have in terms of building out those systems? Kyle: ”C's” and “S's” are very similar in the fact that they have no problem building out strategies and building out systems. I'm the one who's the “CS” hybrid, so speaking about myself is a good example. I have excel sheets that I've created that I'll never use like it's a hobby of mine to build out systems that aren't really needed in any way. It's sometimes as a distraction of actually going to work and doing things, of being in action. From a strategy standpoint, a lot of “C's” and “S's” lump together, and “S's” especially must cut down on the strategies and figuring out which ones are going to be the most important for them because rather than getting distracted by all the potential outcomes, they're getting distracted by the strategies themselves. That's where that whole analysis by paralysis comes about with is. They're just going to keep doing research, keep building out models, and some of these things but they never actually take action. So they must set timelines. Once a system with an objective is built, let's put a timeline on it. How do we keep you accountable to a timeline? Because otherwise they will stall themselves by doing more research or building out more spreadsheets so it's when can we take action? It's then more of a time push than anything else. How to navigate going off task Zac: Then as you progress and work with these people, because it seems like you have to instill new habits with everyone and, as we all know, old habits die hard, sometimes we falter back into our own, I don't want to say bad habits but maybe, habits that aren't going to push you towards your goals. How do you instill coming back to these when someone does falter? So me for example, I'm pretty good at staying on task for most things but I definitely do find myself sometimes procrastinating or doing something that's going to be more ineffective towards me getting my stuff completed, so what things do you use to cue them back into getting back into the system when they do fall off the wagon? Kyle: Well the good thing is as we go through the DISC itself, is it's usually creates enough self-awareness that they know when they're fallen off the wagon. They're very aware of that fact. With both the consulting I do and the mentorship that I do, I'm on the phone or I'm on a Zoom video with them every week so we're always rehashing what their weaknesses would look like, what their OKR and development progress looks like. We also build out models, like actual business and training models, how that's going? I share everything through Google Drive so I can see live what's being worked on, when it's being worked on. If I see that their OKRs haven't been touched in two weeks or three weeks, we're going to go back and ask why. That's the good thing about some of those shared documents, is there's built in accountability within that. They know what I'm going to ask when we're on the phone. They know the structure of the conversation is going to be. We spend a lot of time talking about the DISC upfront then we eventually move into OKRs and auto-development and anything else that might've pop up within their lives or work environment that they want to talk about. I don't necessarily have to pull them back on track because within the first few weeks, they have enough self-awareness within their archetype, within their organizational needs and structural needs that they know if they fall off track and they'll usually actually bring that up before I get a chance to. Then we just talk about why. And the biggest thing that I work with all of the archetypes, regardless of who they are, is letting know that that's okay. At the end of the day, these are all tools that are going to be used to help them and we're all going to go about it in different ways. Whether we're talking about weekly progress or monthly progress, it's still progress. They're still doing things much differently than they would've done in the past and they're having good positive outcomes based on that. Some of the archetypes like a little more accountability from me. Particularly usually the “D's” and the “C's” prefer that I hold them a little more accountable. Whereas the “I's” and the “S's”, I need to handle a little differently with my communication and make sure that they understand that I'm empathic to what's going on within their lives and within their work environments. From a time perspective, they might not have gotten it done, so we decide to set up ways that we can work through the next week a little more efficiently. We look at what those pitfalls were in the prior week and we try to find out ways to work around them in the week upcoming. Were those pitfalls novel and acute? Was something where you got sick or you had to take your dog to the vet or your kid had multiple school events or sports events? Or was it something that's going to be more global that's going to be happening every single week that we really have to be adjusting for within our strategy? Identifying whether or not it was a one off thing or whether it's going to be continuous is also a big part of that conversation. Zac: Essentially what you're acting as when you're setting this up is some form of social support. Kyle:There's a lot of that. [caption id="attachment_9615" align="alignnone" width="810"] Team work makes the dream work.[/caption] Zac: You're lauded if you are someone who is considered self-made and really, no one is self-made. I mean, people think that I'm doing fairly good things, but we wouldn't even be having this conversation, Kyle, if it weren't for someone like Bill Hartman in my life or other people in my life who have pushed me into such a high esteem and high level and high drive. I think that even someone maybe on the “D” and “I” side of things, they tend to think of pushing others by the wayside because sometimes I do that. I think that having someone not necessarily to hold you accountable but just to be there with you as you're going through the process and keep you on track is just absolutely critical. And I think it's awesome that you're doing that. Kyle: Yeah, there's definitely a lot of that, and the good thing about my career path with a lot of the people I work with is, I've been in a role that they're in or a very similar to for most of them as far as being a trainer, being a manager, being a multi-location manager to being a department head to being in a national level position. There's a lot of things that I've done in that respect where I can sympathize and empathize a lot with the needs that they're seeing and give them some usually pretty good real world advice with that as well, especially from a management leadership perspective if they're a gym owner. I haven't owned my own gym but I do know the things that go into running a space and managing a team and handling the daily operations. From a trainer, same thing, I've done two hundred sessions a month as a trainer. I've lived that seven-day-a-week life and the three thirty alarm going off in the morning and working till eight pm at night. I've lived a lot of the struggles that they're going through. And can look back on it  with a hindsight eye of understanding the things that might help them that I never had access to when I was in those roles and work with them from both from an archetype standpoint but also from an experiential standpoint. Organizational tools Zac: Now, we've discussed overarching principles on how you build out these systems, you have your OKRs, and building their systems in such a manner that you can get the outcomes that they want. Let's get into some specifics, what type of things and I mean we can get into software, we can talk if you're using paper, what type of things have you found most successful? It can be apps, it can be anything from organizational standpoint that you tried to employ with the people that you work with? Do you use google calendar, do you use iPhone calendar? What we got? Kyle: With a lot of my clients, I try not to task them with a lot of apps. I try to keep everything as a one stop shop, so I just use Google Drive for the majority of them. For one, it's a free service and that's something that I think is important for a lot of my clients. A lot of them don't actually understand all the functions that Drive has. Like, if you have the Gmail, you have a calendar, you have spreadsheets, you have Word Docs, you have Google Forms, you have things that you can set up and send to clients. You've got Keynote and some of those other aspects as far as setting presentations. You've got a lot of tools that you would need already at your fingertips, you just haven't started using them yet. What I usually work with them on is first making sure their calendar is always up to date, that they have as many things recurring as possible within that calendar. They have alerts set if needed. They're added the event participants respective to the event. From there they can identify what might be flexible and what might be inflexible from an event perspective. What can I move and how can I move it? Then we can also add all of the one-off things that go throughout the continuous events. If you've got new clients coming in, if you've got different meeting being set up you could start identifying where you can put those within your calendar as it stands on a weekly basis. Then from a Drive perspective, it's all about building out folders, it might be built around your objectives or it might be built around other things, but you're segmenting your business through revenue streams or departments, whatever it may be. And making sure that you have all the materials needed set up within those folders and you have the ability to share them with employees or with clients. If you're a trainer, it might be all your training templates. It might be all the data that you record from a biometric standpoint. Your folders might all just be your client names, you've got your templates, you've got your materials in there. I use the google forms a lot, my intake forms are all on them as well because I can send them via email so that's another thing from an intake perspective. You can build out PAR-Q's and intake forms on there to send to your clients ahead of time. You can build out feedback forms and daily questionnaires for clients. If I'm doing consulting within a staff, I can also look at analytics based on the questions that I'm asking. Within those forms, I use a lot of numbered rating systems so I can actually look at analytics based on a number scale or numerical scale as well over an entire staff. If we're talking about culture or leadership or things of that nature. A lot of what I use with people is Google. Instead of Survey Chimp, I use Google Forms. They'll have some app within their system that somehow matches the needs of whoever I'm working with and it does it for free. It does it all in one spot. If you have the Google Suite, it's even that much easier to utilize. From an app perspective, that's how I set up all my materials. I build out the majority of my own and it's all just shareable at that point so I can copy and share and create for all the people I'm working with. Zac: In terms of automation on Google, say you have client so and so, can you automate it in a manner that all your intakes and all of that will automatically go to a folder on Google? Specifically to that person or do they have to fill out the form and you're transposing it into that? Kyle: You can do it one of two ways, you can automate towards where the forms actually will go into that client's folder or you can keep all the forms together in one spot to look at analytics. So you can do it a couple different ways and that's different people are going to have different preferences and different purposes regarding that. When I look at my intake form, I will basically have just an original copy that I'll copy and create another one for the individual themselves that will live inside their folder once I send it and they fill it out. For a lot of my consulting and feedback forms, I'll keep them all together as one form where I can keep multiple responses at once and then look at analytics based on answers. So depending on the purpose, you can do either one of them. Zac: I'm transitioning over to Google because I've had too many steps with transmitting information from one place to the next. I'll give you an example of my current set up. Someone sends a Google Form to me and they want to work with me. They will go into the form and it's just the whole analytical side of things where you can compare answers and whatnot, I'll have my virtual assistant send that person an inquiry via email but it's the answer via email as opposed to a Google Form. Then what I have to do is take those answers, because I can't read it on Excel, because Excel is just atrocious for that. I have to put it in Evernote, read it on Evernote, and then I will summarize within the Excel. It's just too many steps but it sounds as though, if you keep things in one place, you can keep things automated as much as possible and under one platform, it just tends to make life that much simpler. Kyle: Yeah, it's just less tabs. It's less copy and pasting, it's less transfiguring and reconfiguring from a data standpoint. And you've got everything in one hand especially when you look at different archetypes. The more you can keep things together and the less different avenues they have to continuously click on, the better off they're going to be from a distraction standpoint. It also keeps everything on top aligned, to keep it all together in that manner. Zac: Yeah, that's really cool. I think you've officially sold me. I'm making the transition to the Google so thank you. Kyle: They're going to send me some money when they see this. It's going to be great. Zac: Yeah, they already put it into our brains somehow that we were going to transfer all things. Kyle: You're going to see a bunch of Facebook ads for Google and all kinds of things. [caption id="attachment_9616" align="alignnone" width="810"] Once Google changes their name to Skynet that's when you'll know.[/caption] Zac: Google and Compound Performance that's all it's going to be. Interesting side note, did you know on your phone there's an option that they will mark advertising for you automatically, and you can eliminate that. Yeah, I'll link this in the show notes too but I don't know if you went to check out that whole set up your phone for success thing. Kyle: No, I haven't read it yet. It is sitting in my inbox though. Zac: Man, life changing. Kyle: I'm on your newsletter, believe me. Zac: I know, I know you are, Kyle. But I'll link that. But there is an option somewhere in the settings in the iPhone where it says, “Yes, you can advertise to..” or “I can take your data and advertise it to whatever sites.” So you have to wonder, why is it that I look up leg lamps to buy someone for Christmas and all of a sudden I see leg lamps all over Facebook and Google and everything? And that's why. Kyle: Well, my wife and I will have conversations about something verbally. Like we might start talking about rugs, something like super boring in that regard, and I'll start looking on my Facebook and Instagram. I'll literally get rug adverts after advert for the next two weeks. It's like this is insane. Especially if you talk about that brand, that brand is going to be there. You don't even have to type it or look it up, you can just talk about it. That microphone is always on. You need a tin foil hat. Zac: A tin foil hat and move out into the wilderness. That's the only way you can circumvent Facebook and Google and all of them. Kyle: Live that Ben House lifestyle, except cut off the phone too. Build your model Zac: Are there any other systems or nitty gritty tech that you like to use before I go into another follow up question? Kyle: Yeah, the thing that I think I actually like a lot more and has been more meaningful for a lot of my clients is developing a model that's based more so on experience, both the client and the trainers rather than methodologies. Especially for a training perspective is identifying what you want that client to feel and experience through each part of your training or their training life, their training program rather than just identifying how you're going to train them. Methodologies are going to change. We're all doing X now, but we were all doing something differently two or three years ago. It's pretty naive to think that we're still going to be doing the same thing we're doing now in the next six months even. The industry and the information changes so quickly. When I'm working with trainers, a lot of them tend to be very biased to one methodology or ideology over another and they like to talk in those terms. They have a hard time relating things to terms that clients will understand but they also have a hard time understand what that client preference might be and what they want their experience to be during session. I look at everything from a consult intake to the actual training session itself, movement prep, neural prep, strength training, accessory training, to aerobics and cool down to the macro-cycling of anaerobic and aerobic training and then to their lifestyle coherence and communication. What do you want that client to feel from an emotional perspective? What's your outcome for each of those things and then what are the outcomes that you're looking for as a trainer? Can we get alignment between those two things? If we can get alignment between those two things, you're going to have a client that's pretty happy. Or a client base or demographic that's pretty happy. That's the other big thing, the other big rock, that starts people off once we start getting comfortable with the OKRs, we start talking about the actual model itself and it can be easily modified into a company thing. What is your business model? How do you want your entire demographic to look like from a training perspective? To a personal training model and looking at the individual experience for clients as well. That's also the big thing that I think has been eye opening to a lot of the people that I'm working with, is not deciding how you're going to train people but also identifying how you're going to treat people and how you want them to perceive what that training actually is. What's that outcome? Not just talking about increasing internal rotation to a femur, we're talking about their actual enjoyment of the process itself. Zac: Just me setting up Human Matrix has given me an idea in terms of setting up models. I think in some of that other areas that you've mentioned in terms of creating a good experience or just giving a business model. Those are areas that I haven't done but I think would be incredibly impactful. When you're having people set up these models, is there a preference? Or are you using this in organization in anyway of using the good old paper? Kyle: Well, I've got a template that I created that I help people set up. I've got, again, a base skeleton of the things I consider important but they have the option as well of adding additional columns or rows off of that template based on things that might apply to them individually and their businesses individually. I've got a base template that they all have their own copies, we share and we look at it. They can also modify it or I can modify it for them based on any changes or things that they want to prioritize within their own business. In addition, my columns are methodology kind experience and trainer outcomes. Different people are going to add an additional column or add additional rows based on how they communicate with people whether it's both in person and you're looking at actual like how are you communication, how are you greeting people, how are you greeting them at the door, how are you communicating with them, how are you cueing them, internal and external cues, hands-on and hands-off cuing, and then how are you communicating with them from a newsletter standpoint, from an educational standpoint, and then from an email, texting standpoint, calling standpoint, feedback forms, whatever. There're also ways that we can start including those within that process as well from an experiential standpoint. Zac: Essentially automating everything within the model just like you did with making processes. Kyle: Yeah, and identifying what that actually means. If you're sending feedback forms, what do you want that client to think? What's the reaction that you want them to have? Are they going to just discard it? Or are they going to feel like you're trusting them and valuing their opinion to improve the actual culture of the company? So what actual emotional outcome are you looking for and how can we generate that outcome through the process? Or through the environment itself as a whole? The To-do list Zac: To-do lists. Yay or nay? Kyle: It depends, as everything does. Zac: Always a default answer. Kyle: I think they can become very valuable but I think they can also become very encapsulating. In that sense, if you're a “C” that already lives on to-do lists, you probably don't need to make anymore. You probably just need to prioritize and act on the top two or three things on that list. If you're an “I” and there's really not a lot of rhyme or reason to what you're doing and then you're just chasing novelty all day long then the to do list is going to be very important for you. That might help you obtain a singular focus on the things that you actually need to be doing on a daily basis or weekly basis. Depending on who the person is, I think those are going to be great. If somebody is already super analytical, you're just getting one more thing to feed on that's going to delay the actual action and outcome that they're seeking. So it might be a deterrent at that point, depending on who they are. Zac: I think one thing I found for myself for the to do list is if you don't prioritize the right things and there's no temporal component, it's pretty much a useless piece of... [caption id="attachment_9617" align="alignnone" width="810"] I'm biased, but I loathe these things.[/caption] Kyle: You'll get this inception moment where you've got to-do lists on top of other to-do lists. That's like what a “C” would do and it's sometimes even a “D.” You've got a to-do list that lists out doing another to do list. It's like the guy looking at himself in the mi

ALL THE GOOD STUFF IS BELOW!! Guest: Keemstar http://twitter.com/keemstar Listen on iTunes: https://goo.gl/MWlhYQ Listen on Spotify: https://goo.gl/8XtW8c Subscribe on Youtube: https://goo.gl/q00KAA Listen on iHeart Radio: https://goo.gl/JZfT5Z Listen on Google Play: https://goo.gl/kS89ue Listen on Facebook: https://goo.gl/2D8a67 ----------------------------------------------------------------------------- Email us at dudecomedyshow@gmail.com Subscribe: https://www.youtube.com/c/DudeComedy Follow DudeComedy on Twitter: https://twitter.com/dudecomedyshow Follow DudeComedy on Instagram: https://www.instagram.com/dudecomedyshow/ Podcast Playlist: https://goo.gl/qMEFpr ----------------------------------------------------------------------------- Today we interview Drama Alert host, Keemstar. We call Kyle and Colby in Hawaii. We discuss using the drug DMT. Is DMT the key to finding out if there is an afterlife or is it just a crazy hallucination? Main stream media is buying up youtube news channels, how much would it take for Keemstar to sell? Will Mark Zuckerberg run for president in 2020? We briefly discuss Dave Chappelle's new comedy special. Did he go too far with the rape jokes? We offer life advice to someone dealing with a bad boss and give some investment advice to a listener wondering if they should spend their money young or to save. Follow us on Twitter @DudeComedyShow and email us at dudecomedyshow@gmail.com ----------------------------------------------------------------------------- THE HOSTS: Kyle - https://twitter.com/lauknessmonster Burns - https://twitter.com/minnesotaburns Chaos - https://twitter.com/chaosxsilencer Colby -https://twitter.com/colbybrydson

Join Forrest and Kyle LIVE on Friday's Nights at 9:00 pm est. During Forrest trip to Prepper Camp he was able to meet a lot of interesting folks. And he even managed to convince a few in to being on the show. This guest needs little introduction if you’ve ever seen the show “Doomsday Preppers,” or are familiar with “Suvivior Jane.” That right! Rick Austin will be joining us.Rick has a great book out that every Prepper should own. “Secret Garden of Survival” is the how to for planning your secret survival garden. How amazing would it be to plant your food, have it flourish, and remain completely out of sight from the anyone else? This is basically “Grey Man” theory for your veggies and simply brilliant.A lot of interviews might focus on “Doomsday Preppers” or the book. Forrest and Kyle do have some questions for Rick, but will be asking him more about his personal philosophy on prepping, mindset, and outlook for America’s future. As always, please be sure to listen at prepperbroadcasting.com and join the chat room to ask any questions.Before the interview we’ll still be having our “Conspiracy of the Week” with Kyle. And this week, to coincide with the cold weather, Kyle will be talk about the alleged pyramids of Antarctica and potential Nazi activity on the continent.Please also be sure if you’re new to the show; go to preppingacademy.com and sign up for the newsletter to be kept up to date with out special guest. There is also another drawing coming up with some great items.http://preppingacademy.com/Give away:  http://preppingacademy.com/prepping-academy-huge-giveaway/Support the show (https://www.patreon.com/preppingacademy)

The whole gang is in the house! Listen live weekday mornings 7:00am PDT at http://kylelive.com or watch on http://ustream.tv/kylelive

Lot's of hot news. Listen to Kyle Live or die. Tune in live at 7am - 9am Pacific time every weekday morning for the entire show which includes music.

Zander Goss, Kyle's childhood friend, makes an appearance in studio to talk about the iPad2 and The Charlie Sheen Machine is in full force. Also Survivor Island Redemption and American Idol girls top 12. Kyle makes a prediction... A lot of Kyle Live in this episode. Tune in live at 7am - 9am Pacific time every weekday morning for the entire show which includes music.

Joby Harte, comedian and Kyle Live fan favorite, calls in to talk shop and the latest show he's working on. A clip from Kyle Live episode 86.

Emma Baker and Kyle discuss the latest hot topics including a celeb birthday. Kyle Live on demand is cutdown from the live morning show that airs at 7am Pacific time. Kyle and Emma discuss hot topics.

Emma Baker and Kyle discuss the latest hot topics including the Oscar's. E! News anchor Jason Kennedy calls in to give his take on the 83rd Academy Awards and experience hosting some of E!'s Oscar events along with Access Hollywood's Film Critic Scott Mantz. Kyle Live on demand is cutdown from the live morning show that airs at 7am Pacific time.

E! News anchor Jason Kennedy calls in to give his take on the 83rd Academy Awards. A clip from Kyle Live episode 85.

Access Hollywood's Film Critic Scott Mantz calls in to give his take on the 83rd Academy Awards. A clip from Kyle Live episode 85.

Twins Evan and Madison call in to discuss their February Men of the Month. A clip from Kyle Live episode 85.

Tonight, we’ve got the Queen Confectioner of Hollywood, Crystal (I don’t know her last name Ricky!) of Cream by Crystal! Crystal’s treats are becoming quite the addicting snack for productions all over Los Angeles and the Kyle Live crew is lucky enough to be given an official tasting party! Check out her site for more info on her creamy creations at CreambyCrystal.com, or follow her on Twitter @CreamByCrystal and Facebook.com/creambycrystal.

TV Star Chuy Bravo joins the gang live in studio to discuss his dream life. From a new book (Little Nuggets of Wisdom in stores now!), to a country wide tour, to working with Jay Leno and more, you are not going to want to miss what he had to say. Did you guys know that he used to live with our very own Ryan Basford? Viewers also chimed in to make the most interactive Kyle Live yet. Hot topics in this episode include your American Idol Recap, Ryan Phillippe's relationship troubles, Charlie Sheen's not so clever disguise and Kate's possible move to Hollywood.

Philanthropist and friend of the show Jordan Wagner joins Kyle & Ryan live in studio. Jordan discusses the very real differences he is making to solve the world water crisis. Currently, 1 billion people do not have access to clean water. Most recently, he had a star-studded event at the famous Sky Bar to raise awareness.. and a lot of money. Viewers also chimed in to make the most interactive Kyle Live yet. Hot topics in this episode include, the ballon boy father, "celebrity" babies, The Hills cancelation, Anderson Cooper swimming with sharks, and Simon Cowell the man you love to hate.

  NOTE: This was also cross posted in the otakugeneration LJ community. Shownotes :: (show 046) :: (website) :: (podcast feed) :: (direct download) :: (direct iTunes link) With the OG Crew!!!! ...recorded live on April 24th, 2006. This week talked about video games, and with some of our favorite fans, and even Mick Aloha joined us this week for the podcasting chaos! Find out who was on, and download this weeks show! Also the OtakuGeneration.net Podcast will be live and in-person at AnimeNEXT... we be recording our show live for coresponding wednesday, plus will be hosting a panel on podcasting. This will be a good chance to ask us all your podcasting questions in person. We'd love to meet and hang out with any of our fans who can make it! Plus there might be some OG swag to give out... anyhow stay tuned for more information about OG live at AnimeNEXT Call Us! ::: Skype Voicemail :::You can now leave us voicemail using Skype, at: otakugeneration or call: (610) 628.3154 ::: K7 Voicemail :::You can also leave us voicemail with a west coast phone number: (206) 984-2069 ::: Gizmo :::You can also leave us voicemail with using Gizmo, at: otakugeneration   Mentioned Stuff and Link(s) (during the show) OG will be LIVE @ AnimeNEXT!!! Otaku News by Kyle Live-action Star Blazers Kanye West creates a manga Dir en Grey opens for Korn Anime News Network's spring preview Boredom detector Sucks to be you Promos / Break AnimeNEXT (anime convention, June 16th - 18th, 2006) Stressed :: by Jim's Big Ego :: (now on music.podshow.com) Nickname ME! by PaulWe read some more nickname-me's. Keep them coming people, but please tell us something about yourself!!! Weekly Reviews by Aaron ( -or- ) Aaron (anime) :: 2x2 Shinobuden - The Nonsense Kunoichi Fiction, (link 2) (anime) :: Ouran High School Host Club, (link 2) Gadget Reviews (with Tech Guru Todd -or- Tech Guru Todd) Brain Age for Nintendo DS Quick V400 Review Mimobot USB Drives Floppy Disk Notebook Brief Safe Rubick's Cube (retro toy of the week) If you send us feedback, and you want us to nickname you, email us, at: otaku.generation@gmail.com With somewhere in the subject: NICKNAME ME NOTE: If we've already nicknamed you, you can't be re-nicked... unless you plead... lots! ...and we mean LOTS!!! =D   For Podcast promos or MP3 Feedback, email us, at: otaku.generation@gmail.com With the exact subject: MP3 PROMOTION :: (for podcast promos) MP3 FEEDBACK :: (for audio feedback) In the body of the message, put: Your Name Your Podcast Your website Brief copy about your podcast for us to read Join us next week, for more fun and more entertainment! There will be a new show on Wednesday, so "podcast-in" with us! Trust me, you know we'll make you [insert something here]! What's [insert something else here]? It's when you [turn the vibrating feature off here] and yell "www.AnimeNEXT.org!!!"... plus cosplay, OG, panels, events, and stuff!!! download us and give us a listen... and maybe we'll make you [insert duckholes here]... or not. It's still April, that means voting time!! [insert PMN music here] We appreciate the votes , donations, and comments even if we don't read them on the show... umm.. right votes... and iTunes reviews... at any of the following places: www.PodcastAlley.com, www.PodcastPickle.com, www.PodcastDirectory.com, www.PodcastCharts.com, and/or www.DigitalPodcast.com. Oh and always check out www.podcasterworld.com! Word-of-mouth advertising is also appreaciated. Thanks for the support, and the people who have been voting for us! You roxxorz Paul's boxxorz! ...and the steering wheel in his pants... =D