Unlocking Potential: A Conversation with Cate Wilkes.

1
00:00:00,080 --> 00:00:02,400
Hello, welcome everybody to
another episode of Arthur's

2
00:00:02,400 --> 00:00:05,200
Roundtable.
Super grateful for people

3
00:00:05,200 --> 00:00:08,880
listening in and thank you for
your recommendations for podcast

4
00:00:08,880 --> 00:00:12,160
guests and also participating
and sharing the podcast with

5
00:00:12,160 --> 00:00:14,040
others.
We really, really appreciate it.

6
00:00:14,040 --> 00:00:17,800
And today I'm super happy to
have Kate Wilkes with us and

7
00:00:17,800 --> 00:00:20,080
talk about her journey.
And I hope you enjoy it.

8
00:00:20,320 --> 00:00:23,040
I'm sure you will.
So Kate, please tell us a little

9
00:00:23,040 --> 00:00:25,600
bit about you in the beginning
and your journey.

10
00:00:25,680 --> 00:00:28,480
Love to hear about it.
Thank you, Arthur.

11
00:00:28,480 --> 00:00:30,520
First of all, thank you so much
for having me here.

12
00:00:30,520 --> 00:00:33,240
What an honor and a pleasure to
spend time with you.

13
00:00:33,800 --> 00:00:36,240
I own it.
You know, it's interesting, we

14
00:00:36,240 --> 00:00:37,560
were just talking about New
York.

15
00:00:37,560 --> 00:00:39,920
So I grew up in New York.
I went to College in Virginia.

16
00:00:40,000 --> 00:00:43,080
Right out of college, I went
into the mortgage business and

17
00:00:43,080 --> 00:00:47,120
really spent the majority of my
career in mortgage banking.

18
00:00:47,160 --> 00:00:50,280
Weathering the credit crisis.
I'm sure you know, most people

19
00:00:50,280 --> 00:00:53,200
remember that weathering the
credit crisis and then really

20
00:00:53,760 --> 00:00:57,240
finding a new aspect of who I
was and that was someone who

21
00:00:57,240 --> 00:00:59,960
wanted to go in and make life
better for people.

22
00:00:59,960 --> 00:01:03,360
I ended up in consulting during
the credit crisis, moved over

23
00:01:03,360 --> 00:01:07,280
into the consulting realm, first
as an independent and then with

24
00:01:07,280 --> 00:01:10,800
KPMG and their credit risk and
mortgage advisory practice,

25
00:01:10,800 --> 00:01:13,240
which was really, really
enlightening.

26
00:01:13,240 --> 00:01:16,760
Working with top ten banks in
the US from the standpoint of

27
00:01:16,760 --> 00:01:21,640
how do we help them integrate
all of this regulatory change

28
00:01:21,640 --> 00:01:24,120
that was coming through.
You know, as you know, when

29
00:01:24,120 --> 00:01:27,320
there's any regulation in the
banking industry, it affects 3

30
00:01:27,320 --> 00:01:30,080
areas, people, process and
technology.

31
00:01:30,560 --> 00:01:33,120
And so with KPMGI, got to do
that work.

32
00:01:33,120 --> 00:01:37,200
It was a lot of fun, a lot of
travel and a lot of late nights,

33
00:01:37,200 --> 00:01:39,840
but I really loved it.
And then from there, I was

34
00:01:39,840 --> 00:01:41,600
actually recruited by Fannie
Mae.

35
00:01:42,320 --> 00:01:45,920
So Fannie Mae as an organization
has gone through multiple

36
00:01:45,920 --> 00:01:49,320
transformations even in the last
decade, but this transformation

37
00:01:49,320 --> 00:01:53,520
was inside Colonel.
And so I was contacted by a

38
00:01:53,520 --> 00:01:55,880
recruiter and they said, look,
we know you have industry

39
00:01:55,880 --> 00:01:58,840
experience, we know you have
consulting experience, and we'd

40
00:01:58,840 --> 00:02:00,480
love for you to come and join
the team.

41
00:02:01,240 --> 00:02:05,040
So I did not really knowing what
I was getting into what.

42
00:02:05,240 --> 00:02:09,759
Was that like, I mean, it's,
it's kind of corporate, but kind

43
00:02:09,759 --> 00:02:13,200
of government, right?
So it's got to be a little

44
00:02:13,240 --> 00:02:15,800
different than what you're
experiencing at KPMG, right?

45
00:02:16,560 --> 00:02:19,760
Absolutely.
You know, it's Fannie Mae is

46
00:02:19,800 --> 00:02:21,760
still a quasi government
organization.

47
00:02:21,760 --> 00:02:24,560
They're still in receivership or
conservatorship, excuse me,

48
00:02:24,640 --> 00:02:28,480
working with the components of
the transformation.

49
00:02:28,480 --> 00:02:32,320
So McKenzie had been there
before I entered the picture and

50
00:02:32,320 --> 00:02:35,120
created a beautiful internal
target operating model.

51
00:02:35,520 --> 00:02:40,120
And so the implementation of
that model, trying to work

52
00:02:40,120 --> 00:02:44,720
through the complexity of the
organization, very matrixed

53
00:02:44,720 --> 00:02:49,040
organization and definitely, you
know, on an org chart chart, not

54
00:02:49,360 --> 00:02:53,960
an easy simple diagram, but then
also an organization that was

55
00:02:53,960 --> 00:02:57,000
regulated or is regulated by the
Federal Housing Finance

56
00:02:57,000 --> 00:03:00,280
Administration.
So the FHFA was involved in

57
00:03:00,320 --> 00:03:02,880
everything, every aspect of what
we did.

58
00:03:03,520 --> 00:03:06,880
So it did create complexities
for me.

59
00:03:06,880 --> 00:03:08,680
I will be very honest with you,
Arthur.

60
00:03:08,960 --> 00:03:11,480
You know, at my level, the VP
level, I didn't have a lot of

61
00:03:11,480 --> 00:03:14,320
direct contact in those
conversations.

62
00:03:14,320 --> 00:03:18,920
My mission was really around
growing and developing leaders,

63
00:03:19,960 --> 00:03:24,280
and that's what I realized.
Human development role.

64
00:03:24,920 --> 00:03:28,400
Not officially, but what I
realized was that when I took, I

65
00:03:28,400 --> 00:03:30,920
took on three different teams
and when I entered that

66
00:03:30,920 --> 00:03:35,280
organization, it was really it
was more the first month or even

67
00:03:35,280 --> 00:03:39,560
2 months was around creating
awareness for me around where

68
00:03:39,560 --> 00:03:43,600
the opportunities were, where
were people really struggling to

69
00:03:43,600 --> 00:03:46,280
hit the numbers.
And so in my role, I had

70
00:03:46,280 --> 00:03:49,120
everything from account
management all the way through

71
00:03:49,120 --> 00:03:54,240
the value chain of a mortgage to
servicing sale re OS working

72
00:03:54,240 --> 00:03:57,560
with the servicing division.
But the one thing that I knew I

73
00:03:57,560 --> 00:04:00,720
could impact, so I had the same
product, the same pricing,

74
00:04:01,000 --> 00:04:04,040
pretty much the same market
execution as every other team.

75
00:04:04,080 --> 00:04:07,840
But what I realized was if I
just worked with the individuals

76
00:04:07,840 --> 00:04:11,960
on the team, if I just help them
to see the potential, if I help

77
00:04:11,960 --> 00:04:15,160
them to identify opportunity, if
I help them have different

78
00:04:15,160 --> 00:04:19,800
conversations with our customers
that we could uncover areas

79
00:04:19,800 --> 00:04:23,960
where, number one, they didn't
even see the opportunity, but #2

80
00:04:23,960 --> 00:04:26,720
we could capitalize on it and
lead the conversation.

81
00:04:26,760 --> 00:04:29,320
And so that's what I did.
I mean, when I got there, we

82
00:04:29,320 --> 00:04:32,560
were doing around 4 billion.
The next year we went to 8

83
00:04:32,560 --> 00:04:35,480
billion, and then then 12
billion eleven months later in

84
00:04:35,480 --> 00:04:38,120
production.
And it was all because of

85
00:04:38,120 --> 00:04:43,200
developing people.
So one would think that that

86
00:04:43,200 --> 00:04:45,160
would be naturally what you'd
do.

87
00:04:46,000 --> 00:04:49,080
What you suggested was your edge
was something you would think

88
00:04:49,080 --> 00:04:51,560
people would do.
I mean, I'm not trying to be as

89
00:04:51,560 --> 00:04:56,480
smart as I'm just saying, but
the other divisions just sit

90
00:04:56,480 --> 00:04:59,800
behind their door and not
talking to the people.

91
00:04:59,840 --> 00:05:04,280
You know, if it was as much that
Arthur as it was Fannie Mae,

92
00:05:04,280 --> 00:05:07,960
when I when I started there, it
was very interesting because I

93
00:05:08,040 --> 00:05:10,800
went in to the organization at a
higher level.

94
00:05:10,800 --> 00:05:13,680
There were people that had been
there for 25 years that were

95
00:05:13,680 --> 00:05:17,920
looking to be at the officer
level that we're not there.

96
00:05:17,920 --> 00:05:21,080
But what happens, I think what
happens when an individual is

97
00:05:21,080 --> 00:05:24,360
that a company for that amount
of time, like straight without

98
00:05:24,440 --> 00:05:28,360
any other experience, What
happens is you myopic.

99
00:05:28,520 --> 00:05:31,560
This is my opinion.
I think you get myopic you, you

100
00:05:31,560 --> 00:05:35,280
begin to only think within the
four walls of what you're doing

101
00:05:36,280 --> 00:05:38,440
without generating ideas.
You know, I was married to a

102
00:05:38,440 --> 00:05:42,880
military officer.
We moved a lot over the course

103
00:05:42,880 --> 00:05:46,000
of my career and what and so I
had different jobs, but what

104
00:05:46,000 --> 00:05:49,800
that gave me was perspective.
It gave me insight.

105
00:05:50,080 --> 00:05:52,360
It helped me to adapt to
different markets.

106
00:05:52,360 --> 00:05:54,960
I learned that when I worked in
the southern states, for

107
00:05:54,960 --> 00:05:59,800
example, Texas, Alabama,
Georgia, that the sales

108
00:05:59,800 --> 00:06:03,480
conversation was very different.
It was about understanding who

109
00:06:03,480 --> 00:06:06,280
they are and what their family
was about and what they did on

110
00:06:06,280 --> 00:06:08,720
the weekend.
Whereas in the Northern tier,

111
00:06:08,720 --> 00:06:10,240
like up in New York, it's like
boom.

112
00:06:10,240 --> 00:06:13,200
You get right to the point, you
get to the conversation and

113
00:06:13,200 --> 00:06:15,800
they're out the door.
Let's do a trade or not, right?

114
00:06:16,240 --> 00:06:19,080
Yeah.
So it's kind of like visiting

115
00:06:19,080 --> 00:06:21,680
foreign countries.
If you haven't, you don't have

116
00:06:21,680 --> 00:06:26,280
that you, you just can make some
make up some opinion about what

117
00:06:26,280 --> 00:06:29,040
it's like to be in the US versus
somewhere else or somewhere else

118
00:06:29,040 --> 00:06:32,560
versus the US, for example.
But unless you've been there,

119
00:06:32,560 --> 00:06:35,760
you really don't know, right?
You really don't know that's

120
00:06:35,840 --> 00:06:38,720
that's very honestly, that's a
very insightful comment.

121
00:06:38,720 --> 00:06:42,800
And and I'll tell you why.
What that same thought, that

122
00:06:42,800 --> 00:06:46,720
same train of thought can be
true in any aspect of our lives.

123
00:06:47,360 --> 00:06:50,080
We don't sit in the seat of
someone else.

124
00:06:50,080 --> 00:06:54,200
This is why I love the idea of
intellectual curiosity.

125
00:06:54,200 --> 00:06:56,680
I love the idea of personal
growth and development.

126
00:06:57,240 --> 00:07:00,920
Because if I see something in
you, Arthur, that I really like

127
00:07:00,920 --> 00:07:04,080
about you, that I admire about
you, the only way that I can see

128
00:07:04,080 --> 00:07:07,720
that is if it's in me.
I just haven't activated it.

129
00:07:09,160 --> 00:07:13,840
So even yeah, yeah, with the the
work that I'll be doing with

130
00:07:13,840 --> 00:07:16,000
Spark Brilliance.
So Spark Brilliance is

131
00:07:16,400 --> 00:07:18,840
leadership activation
organization.

132
00:07:18,840 --> 00:07:21,440
They don't do leadership
programs or leadership training.

133
00:07:21,440 --> 00:07:25,880
They actually teach the leaders
in an organization how to

134
00:07:25,880 --> 00:07:28,160
activate not only their
potential, but the potential of

135
00:07:28,160 --> 00:07:30,520
the people that that work under
them, that report to them.

136
00:07:30,520 --> 00:07:33,240
And I'm excited to do some
coaching with them and some

137
00:07:33,240 --> 00:07:35,760
facilitation because this is
exactly what I think will

138
00:07:35,760 --> 00:07:38,520
transform organizations.
Not only the organization

139
00:07:38,520 --> 00:07:41,000
itself, but the experience that
people have at work.

140
00:07:42,120 --> 00:07:44,160
And how much time do you spend
at work?

141
00:07:44,160 --> 00:07:46,200
I mean, at least.
All of it, yeah.

142
00:07:46,800 --> 00:07:50,640
Yeah, so.
It's, I've always been, those

143
00:07:50,640 --> 00:07:55,000
are hyperbolic worlds awards.
I've often been in a position

144
00:07:55,520 --> 00:08:00,360
where the only choice was to run
through the wall and get

145
00:08:00,360 --> 00:08:04,480
something done.
And so it was about execution

146
00:08:04,480 --> 00:08:07,920
and results.
And so I'm awful.

147
00:08:07,920 --> 00:08:11,960
And, and I admit I've only been
in one corporate environment in

148
00:08:11,960 --> 00:08:14,440
my career.
And it was just fascinating

149
00:08:14,440 --> 00:08:21,920
because it was kind of a lark.
But there is a lot of talk about

150
00:08:22,400 --> 00:08:25,800
executive development and what
you're Speaking of.

151
00:08:25,840 --> 00:08:28,080
I'll admit that I've often said,
well, wait a minute, we just

152
00:08:28,080 --> 00:08:32,200
you, you know what your contract
says, know what your incentives

153
00:08:32,200 --> 00:08:34,400
are, know what results you're
trying to get, Just go do it.

154
00:08:34,919 --> 00:08:36,640
And so I know there's a lot more
to it.

155
00:08:36,760 --> 00:08:39,840
And I lived in a bubble for a
long time, being in New York and

156
00:08:39,840 --> 00:08:43,600
so forth.
But it's fascinating to me to

157
00:08:43,600 --> 00:08:47,400
hear because I think that
there's a lot to be said for

158
00:08:47,400 --> 00:08:49,880
personal development because
people, you're no good to

159
00:08:49,880 --> 00:08:53,040
anybody else unless you take
care of yourself first, right?

160
00:08:53,480 --> 00:08:55,480
Yeah.
That's what that's what I think

161
00:08:55,480 --> 00:08:58,680
you're you're trying to do.
Yeah, it's, you know, when I

162
00:08:58,680 --> 00:09:01,480
worked with Bob Proctor, so I
love fanning me at the end of of

163
00:09:01,480 --> 00:09:05,000
2018 decided to step totally
away from corporate for another

164
00:09:05,080 --> 00:09:07,520
a number of reasons.
First and foremost, my older

165
00:09:07,520 --> 00:09:10,520
brother passed away.
That was difficult.

166
00:09:10,520 --> 00:09:14,560
He was my best friend and then
shortly thereafter my parents,

167
00:09:14,560 --> 00:09:16,440
my dad, and then three months
later my mom.

168
00:09:16,440 --> 00:09:20,960
So very, very a lot of.
Experiences run after another,

169
00:09:20,960 --> 00:09:23,680
yeah.
Yeah, so I, you know, I decided

170
00:09:23,680 --> 00:09:29,440
to step away just to kind of
breathe, to exhale. 2019 is when

171
00:09:29,440 --> 00:09:33,360
I met Bob Proctor.
And when I met Bob Proctor, I

172
00:09:33,360 --> 00:09:35,120
said to, I said I'm going to
hire you.

173
00:09:35,120 --> 00:09:37,160
I want you to work with me.
I want you to teach me

174
00:09:37,160 --> 00:09:40,400
everything that you know.
I ended up getting certified in

175
00:09:40,400 --> 00:09:44,240
his work and then invited into
his inner circle.

176
00:09:44,240 --> 00:09:46,360
So I became a success advisor
for Bob.

177
00:09:46,360 --> 00:09:49,600
We were doing a global
expansion, but it was all

178
00:09:49,600 --> 00:09:53,640
centered around, yes, it was a
strategy, an organizational

179
00:09:53,640 --> 00:09:59,200
strategy, but it was dependent
on #1 each of us growing

180
00:09:59,960 --> 00:10:02,480
individually and then growing
together as a team.

181
00:10:02,520 --> 00:10:05,680
And Bob was ahead of that.
He was just a beautiful leader

182
00:10:05,680 --> 00:10:08,320
that called out, you know, we
were talking about Seeds of

183
00:10:08,320 --> 00:10:10,880
Greatness, the book.
He called out Seeds of Greatness

184
00:10:10,880 --> 00:10:14,040
with ease.
It was part of who he was.

185
00:10:14,080 --> 00:10:16,320
And I thought to myself, I want
to be part.

186
00:10:16,320 --> 00:10:20,000
I want to be like that because I
want when I am in the presence

187
00:10:20,000 --> 00:10:23,800
of anybody, whether it's
personally or professionally, I

188
00:10:23,800 --> 00:10:26,560
want to leave them inspired.
I want them to know that I see

189
00:10:26,560 --> 00:10:30,240
them, I see the potential in
them and I see the opportunities

190
00:10:30,240 --> 00:10:32,080
that are available to them.
That's really.

191
00:10:32,080 --> 00:10:34,960
A noble, noble point of view.
Would you mind?

192
00:10:35,000 --> 00:10:37,440
Before you go out and don't lose
that thought, share with the

193
00:10:37,440 --> 00:10:42,280
group what Bob Proctor does.
Bob Proctor, they would say,

194
00:10:42,280 --> 00:10:46,600
arguably was one of the foremost
authorities on human potential

195
00:10:46,600 --> 00:10:50,400
and success.
So Bob got his start, I would

196
00:10:50,400 --> 00:10:54,360
say in the 1960s.
He was given a book, Think and

197
00:10:54,360 --> 00:10:58,920
Grow Rich, by one of his close
friends, Napoleon Hill.

198
00:10:58,920 --> 00:11:01,560
Napoleon Hill was thinking and
Bob read that book every day for

199
00:11:01,560 --> 00:11:05,000
61 years.
Every single day.

200
00:11:05,000 --> 00:11:08,360
Wow.
And so he the way that Bob

201
00:11:08,360 --> 00:11:12,640
thought, the way that he acted,
the way he operated his life was

202
00:11:12,640 --> 00:11:15,520
based on the principles in
thinking grow rich.

203
00:11:15,520 --> 00:11:18,920
And he would say to me so many
times I would say, but Bob, what

204
00:11:18,920 --> 00:11:20,120
about this?
What about this?

205
00:11:20,400 --> 00:11:23,480
And he would look at me and he
would say your only problem is

206
00:11:23,480 --> 00:11:25,360
you, and your only solution is
you.

207
00:11:25,400 --> 00:11:29,320
Meaning to say that we create
our own issues by the way that

208
00:11:29,320 --> 00:11:32,200
we think.
You know, thought is the first

209
00:11:32,200 --> 00:11:34,520
'cause.
And so he also taught me a lot

210
00:11:34,520 --> 00:11:38,840
about universal law and the law
of cause and effect is known to

211
00:11:38,840 --> 00:11:42,200
be the law of laws.
And the first 'cause is always

212
00:11:42,200 --> 00:11:43,680
the way that we think about
something.

213
00:11:44,040 --> 00:11:47,280
Yeah.
So the last page of that book

214
00:11:47,280 --> 00:11:49,240
says if it's going to be, it's
up to me, right?

215
00:11:49,440 --> 00:11:51,440
That was the whole thing.
Exactly.

216
00:11:51,720 --> 00:11:56,440
So Bob built, he actually built
several businesses around the

217
00:11:56,440 --> 00:11:59,880
success principles.
And then I want to say it was

218
00:11:59,880 --> 00:12:03,280
long, about 2006, Sandy
Gallagher joined him.

219
00:12:03,280 --> 00:12:06,160
Sandy was an attorney on Wall
Street, one of the top MA

220
00:12:06,160 --> 00:12:09,440
attorneys on Wall Street.
She went to one of his seminars.

221
00:12:09,440 --> 00:12:12,440
And the way that she puts us as
list, I wish I could just unzip

222
00:12:12,440 --> 00:12:14,280
my head.
You could pour it all in.

223
00:12:14,440 --> 00:12:17,200
We could zip it back up.
And if only it was that easy,

224
00:12:17,200 --> 00:12:19,680
right?
But she began to work with him.

225
00:12:19,680 --> 00:12:22,160
So Bob was really the creative
genius.

226
00:12:22,360 --> 00:12:26,240
He was a master at communicating
the material and Sandy was the

227
00:12:26,240 --> 00:12:28,960
financial genius running and
operating the firm.

228
00:12:29,560 --> 00:12:33,600
So most people know Tony Robbins
compare.

229
00:12:34,240 --> 00:12:37,280
I'm not asking you to do
anything other than just Give

230
00:12:37,280 --> 00:12:42,560
your opinion is can you make a
comparison between Proctor and

231
00:12:42,560 --> 00:12:44,840
Tony Robbins?
That is a great question.

232
00:12:44,920 --> 00:12:49,400
You know what, Arthur?
I would say this because Tony

233
00:12:49,400 --> 00:12:53,240
actually started his career
reading Thinking Grow Rich and

234
00:12:53,240 --> 00:12:55,040
he says that.
I mean, that was one of the very

235
00:12:55,040 --> 00:12:58,560
first books he started.
I would say that between Tony

236
00:12:58,560 --> 00:13:02,320
and Bob, they just expressed the
principles differently.

237
00:13:03,600 --> 00:13:08,720
Tony is all about House of
emotion and impact and living up

238
00:13:08,720 --> 00:13:11,560
to your full potential.
Bob was like that too.

239
00:13:11,560 --> 00:13:13,320
He just taught it in a different
way.

240
00:13:13,360 --> 00:13:16,040
Bob really taught from the way
that the mind works.

241
00:13:16,040 --> 00:13:18,280
When you think about the mind,
the conscious mind, the

242
00:13:18,280 --> 00:13:22,320
subconscious mind, he taught
really this flow, this idea that

243
00:13:22,320 --> 00:13:25,080
we live on three planes of
existence at the same time

244
00:13:25,080 --> 00:13:27,280
simultaneously.
We live on the spiritual plane.

245
00:13:27,720 --> 00:13:30,840
So when you think about, you
have a thought or you have an

246
00:13:30,840 --> 00:13:33,680
idea, you get emotionally
involved with that idea.

247
00:13:33,680 --> 00:13:36,720
So that's the intellect.
So from the spirit to the

248
00:13:36,720 --> 00:13:39,480
intellect.
And then the physical is like

249
00:13:39,480 --> 00:13:41,840
when you started your company,
you had this idea, you got

250
00:13:41,840 --> 00:13:44,920
emotionally involved with it,
you started taking action, and

251
00:13:44,920 --> 00:13:46,960
then the actions created a
certain result.

252
00:13:47,520 --> 00:13:50,640
I think where people get tripped
up, and Tony does a good job

253
00:13:50,640 --> 00:13:53,960
with this as well, is that we
get involved, emotionally

254
00:13:53,960 --> 00:13:55,800
involved with results that we
don't want.

255
00:13:56,720 --> 00:14:00,080
So for example, if I try
something for the first time and

256
00:14:00,080 --> 00:14:04,440
I don't get the result I want,
it's very common for the human

257
00:14:04,440 --> 00:14:07,880
condition to go right to the
conversation that says maybe I'm

258
00:14:07,880 --> 00:14:10,920
not cut out for this, or
founders go through this a lot.

259
00:14:10,920 --> 00:14:13,920
Maybe this isn't right, or maybe
I'm not good enough, or maybe I

260
00:14:13,920 --> 00:14:16,640
don't have the right education.
Or maybe, maybe, maybe we start

261
00:14:16,640 --> 00:14:19,800
questioning and doubting
ourselves rather than saying,

262
00:14:19,800 --> 00:14:21,880
OK, that didn't work.
What can I do differently?

263
00:14:23,080 --> 00:14:26,400
So it's fascinating.
I super appreciate this

264
00:14:26,680 --> 00:14:32,720
conversation that would you
argue that when you try

265
00:14:32,720 --> 00:14:37,120
something and it doesn't work,
people who tend to be successful

266
00:14:37,120 --> 00:14:41,800
say, OK, now I need to adjust.
It's not that I'm no good.

267
00:14:41,800 --> 00:14:46,560
It's not that the idea might not
be you have to adjust, right?

268
00:14:46,560 --> 00:14:49,560
OK, so that didn't work.
How about if I change this, this

269
00:14:49,560 --> 00:14:53,280
and this and then try it again
like AB testing to oversimplify

270
00:14:53,280 --> 00:14:55,480
it, right?
Yeah, absolutely.

271
00:14:55,680 --> 00:15:00,360
So here's something when if I
say I want to do something, I

272
00:15:00,680 --> 00:15:03,200
get involved with that idea.
I get excited about it.

273
00:15:03,200 --> 00:15:06,200
Napoleon Hill calls it a burning
desire like that first, you

274
00:15:06,200 --> 00:15:08,600
know, that's the first principle
of success, is you have to have

275
00:15:08,600 --> 00:15:10,240
a burning desire to create
something.

276
00:15:10,240 --> 00:15:12,320
And so I get emotionally
involved.

277
00:15:12,320 --> 00:15:15,720
I start taking action, maybe
gathering resources, whether

278
00:15:15,720 --> 00:15:18,240
it's funding or people, you
know, talent.

279
00:15:18,840 --> 00:15:20,640
So I get to a place where I'm
ready to go.

280
00:15:20,640 --> 00:15:23,120
I take action and then, oh,
something doesn't work out

281
00:15:23,120 --> 00:15:26,400
right.
Well, the five senses, I believe

282
00:15:26,400 --> 00:15:29,600
that our five senses were really
designed to help us make meaning

283
00:15:29,640 --> 00:15:33,200
out of the physical world.
You can't use your 5 senses in

284
00:15:33,200 --> 00:15:36,000
the spiritual realm or the
intellect, one for one.

285
00:15:36,000 --> 00:15:40,520
So if I say OK, I got this
particular result so I can hear,

286
00:15:40,520 --> 00:15:43,240
see, smell, taste or touch the
result and the result is not

287
00:15:43,240 --> 00:15:46,080
what I want, then I have one of
two choices.

288
00:15:46,080 --> 00:15:48,400
I can get in harmony with what I
don't want.

289
00:15:48,960 --> 00:15:53,600
The result I get in harmony with
the result or and then get go

290
00:15:53,600 --> 00:15:56,440
back and get in harmony with my
goal and say, what do I want to

291
00:15:56,440 --> 00:15:59,080
create?
Where can I make an adjustment?

292
00:15:59,480 --> 00:16:01,960
Is it in my thinking?
Because thought is the first

293
00:16:01,960 --> 00:16:04,720
'cause so can I think about this
a different way?

294
00:16:04,720 --> 00:16:07,480
And this is where your higher
faculties come into play.

295
00:16:08,200 --> 00:16:11,280
Your perception, your will, your
reason, your imagination, your

296
00:16:11,280 --> 00:16:14,800
intuition and your memory.
Our memory can serve us in a

297
00:16:14,800 --> 00:16:17,640
very very positive way if we use
it like.

298
00:16:17,720 --> 00:16:19,680
Totally.
So I missed it.

299
00:16:19,680 --> 00:16:23,080
It's the intellectual plane, the
emotional plane.

300
00:16:23,080 --> 00:16:26,480
Describe the planes again.
Yeah, so it just from, you know,

301
00:16:26,480 --> 00:16:28,840
energy moves from a higher to a
lower potential.

302
00:16:29,160 --> 00:16:32,640
So if I'm on the spiritual
plane, have you ever been in a

303
00:16:32,640 --> 00:16:35,320
situation where you said, wow,
that dropped in out of the blue

304
00:16:35,320 --> 00:16:38,560
or I got this idea out of the
blue and and.

305
00:16:38,720 --> 00:16:41,200
All the time.
Like to me, it's I've just

306
00:16:41,240 --> 00:16:43,200
settled on that.
The universe has my back.

307
00:16:43,200 --> 00:16:44,760
And so that's where that came
from, right?

308
00:16:44,760 --> 00:16:46,680
That's the way I look at it.
Exactly.

309
00:16:47,120 --> 00:16:48,520
Exactly.
And this can be measured.

310
00:16:48,520 --> 00:16:52,440
I mean people, some people still
say this is woo woo, but I can

311
00:16:52,480 --> 00:16:54,520
assure you this can all be
measured.

312
00:16:54,520 --> 00:16:57,880
I mean we Carillion photography
can measure the energy coming

313
00:16:57,920 --> 00:17:00,960
from a person.
So if the energy is emitting

314
00:17:00,960 --> 00:17:03,560
from the human body, the energy
can interact with the

315
00:17:03,560 --> 00:17:06,240
atmospheric energy and the ether
around us.

316
00:17:06,480 --> 00:17:09,599
Totally agree, it's all.
Vibration, yeah.

317
00:17:10,040 --> 00:17:12,200
So the spiritual plane is the
highest plane.

318
00:17:12,200 --> 00:17:16,119
It's the highest potential.
Then the intellect, so you get

319
00:17:16,119 --> 00:17:19,000
an idea, comes into the
conscious mind and then the

320
00:17:19,000 --> 00:17:22,680
physical, which is where, you
know, you take action to create

321
00:17:22,680 --> 00:17:26,200
a physical result or what we
know as manifestation.

322
00:17:26,240 --> 00:17:29,680
You know, in some circles it's
always flows from a higher to a

323
00:17:29,680 --> 00:17:33,880
lower potential, which means
that if we're getting involved

324
00:17:33,880 --> 00:17:36,600
with the result that we don't
want and the result is on the

325
00:17:36,600 --> 00:17:39,080
physical plane, we're operating
at the lowest level of

326
00:17:39,080 --> 00:17:41,480
potential.
Or if the result, what you said

327
00:17:41,480 --> 00:17:46,040
earlier is if the result is not
what we intellectually first

328
00:17:46,040 --> 00:17:50,000
thought it would be, you either
have to adjust or get in

329
00:17:50,000 --> 00:17:53,560
alignment with the result.
But then wouldn't you have to

330
00:17:53,560 --> 00:17:56,480
intake to selectually say OK I'm
OK with that result?

331
00:17:56,600 --> 00:17:58,320
Well, there's a couple things to
it.

332
00:17:58,320 --> 00:18:01,040
So if I have a result that I
don't want, in other words, it's

333
00:18:01,040 --> 00:18:04,360
not what I expected, I can look
at that in a different way.

334
00:18:04,360 --> 00:18:06,520
It's really the power of
perception.

335
00:18:06,520 --> 00:18:10,040
So am I perceiving my seeing
everything about this result

336
00:18:10,040 --> 00:18:13,040
that I need to see?
What part of it can I take

337
00:18:13,040 --> 00:18:14,480
forward?
Can I dissect it?

338
00:18:14,480 --> 00:18:17,160
Is there somebody else I can
bring in that can help me see

339
00:18:17,160 --> 00:18:19,920
this in a different way?
This is why collaboration is so

340
00:18:19,920 --> 00:18:24,760
powerful because if I'm looking
at something, it's like a beach

341
00:18:24,760 --> 00:18:27,560
ball.
So a beach ball has it's one

342
00:18:27,560 --> 00:18:31,160
ball but has different colors.
You know, if it's the striped

343
00:18:31,160 --> 00:18:33,560
with a different color.
So I can be holding a beach ball

344
00:18:33,560 --> 00:18:37,440
and I can see the green side and
you can say no, it's red.

345
00:18:37,960 --> 00:18:40,120
Yeah, point of view.
But it's the same thing.

346
00:18:40,120 --> 00:18:44,160
So that's, that's where we get
into the higher intellectual

347
00:18:44,160 --> 00:18:48,280
faculties, the power perception,
even intuition, you know, into a

348
00:18:48,280 --> 00:18:51,280
science is now talking about
intuition because it's really

349
00:18:51,280 --> 00:18:54,880
the connection between the brain
and the, I think it's the

350
00:18:54,880 --> 00:18:59,360
ganglionic nerve bundle in the
gut, that gut feeling and then

351
00:18:59,360 --> 00:19:01,160
the communication through the
vagus nerve.

352
00:19:01,520 --> 00:19:04,160
So everything is connected,
everything is.

353
00:19:04,880 --> 00:19:08,040
You probably know this, but
Joseph Campbell called the

354
00:19:08,040 --> 00:19:12,880
intuition the Invisible Hand and
the guy that did Star Wars,

355
00:19:12,880 --> 00:19:15,920
whatever his name was.
Oh gosh, I can't remember.

356
00:19:15,920 --> 00:19:17,160
His name's on the tip of my
tongue.

357
00:19:17,960 --> 00:19:20,120
What?
What was the thing in Star Wars?

358
00:19:20,120 --> 00:19:23,800
It was it was the thing that the
signal that you got is at a loss

359
00:19:23,800 --> 00:19:25,640
for the word.
Anyway, the guy that did Star

360
00:19:25,640 --> 00:19:27,400
Wars took it from Joseph
Campbell.

361
00:19:27,720 --> 00:19:31,240
And the invisible hand was the
intuition, which was the thing

362
00:19:31,240 --> 00:19:37,400
that Luke Skywalker got from the
universe to signal that he

363
00:19:37,400 --> 00:19:41,120
should be doing this right.
Wow, confirmation from that's.

364
00:19:41,160 --> 00:19:45,680
How all that came about.
And Joseph Campbell recorded the

365
00:19:46,160 --> 00:19:51,560
his PBS series at Skywalker
Ranch to talk all about that,

366
00:19:51,600 --> 00:19:53,200
right?
It was about a lot of things.

367
00:19:53,200 --> 00:19:55,480
But yeah, that's where that came
from.

368
00:19:57,080 --> 00:19:59,680
Very powerful.
Intuition is very powerful.

369
00:20:00,160 --> 00:20:03,120
It can guide us to inspired
action, which is how I like to

370
00:20:03,120 --> 00:20:06,240
use intuition when something
comes to me, even if it doesn't

371
00:20:06,240 --> 00:20:08,520
make sense.
I might feel like, wow, I have a

372
00:20:08,520 --> 00:20:12,040
hunch to call this person and
haven't talked to them in years,

373
00:20:12,040 --> 00:20:17,080
but and sure enough, like that
person needs a contact that I

374
00:20:17,080 --> 00:20:20,840
have or might have something
that's a missing piece for me.

375
00:20:21,400 --> 00:20:25,400
So it's always the mind.
The conscious mind wants to

376
00:20:25,400 --> 00:20:29,640
logic its way out things that
sound illogical.

377
00:20:29,680 --> 00:20:32,720
That's a well put.
I think that the intuition is

378
00:20:32,720 --> 00:20:37,200
the nudge, and that the more you
listen to it, the better your

379
00:20:37,200 --> 00:20:41,160
radar is and the more likely you
are to not try to rationalize it

380
00:20:41,160 --> 00:20:42,280
away.
Just do it.

381
00:20:42,960 --> 00:20:48,040
Yeah, exactly 1 of the things
Bob was so good about teaching

382
00:20:48,040 --> 00:20:50,120
paradigms.
He talked about paradigms.

383
00:20:50,120 --> 00:20:52,880
Paradigms being mental habits
that are stored in the

384
00:20:52,880 --> 00:20:57,920
subconscious mind that have
almost exclusive control over

385
00:20:57,920 --> 00:21:01,360
how we think, act and operate.
And one of the areas that a

386
00:21:01,360 --> 00:21:05,000
paradigm really rules over is
our logic.

387
00:21:05,520 --> 00:21:09,880
So it might sound like something
like a friend calls and says,

388
00:21:09,880 --> 00:21:12,640
hey, you know, what have you
thought about this or let's go

389
00:21:12,640 --> 00:21:14,520
do that.
And you think to yourself,

390
00:21:14,520 --> 00:21:18,600
that's not logical because
you're basing that solely from

391
00:21:18,840 --> 00:21:21,280
your experience in life up until
today.

392
00:21:22,560 --> 00:21:24,840
So it's not logical.
Compared to what?

393
00:21:24,840 --> 00:21:28,360
And so I always like to in sales
or something called price

394
00:21:28,360 --> 00:21:32,200
conditioning, too expensive
compared to what you know.

395
00:21:32,480 --> 00:21:40,680
So really expanding the idea of
when something comes to us not,

396
00:21:40,720 --> 00:21:44,040
and I'm not saying question or
challenge, but I'm saying think

397
00:21:44,040 --> 00:21:47,640
about it in a more holistic way
even.

398
00:21:47,640 --> 00:21:50,400
I mean, take founders and
founders who are looking for

399
00:21:50,400 --> 00:21:53,600
funding.
I probably get, I don't know, 3

400
00:21:53,600 --> 00:21:57,160
or 4 decks a week from people
that I don't know, I don't know

401
00:21:57,160 --> 00:21:59,040
anything about them.
I don't know what they're trying

402
00:21:59,040 --> 00:22:01,720
to accomplish.
I don't know what space they're

403
00:22:01,720 --> 00:22:04,080
trying to play in, what they
want, how they want to serve in

404
00:22:04,080 --> 00:22:06,080
the world.
To me, if I'm going to connect

405
00:22:06,080 --> 00:22:08,880
somebody to my network, I kind
of know who they are.

406
00:22:09,320 --> 00:22:11,200
I want to know what do they want
to accomplish?

407
00:22:11,200 --> 00:22:13,040
Why are they so in love with
that idea?

408
00:22:13,040 --> 00:22:16,120
Not in a way like they have to
sell me, but I want to see the

409
00:22:16,120 --> 00:22:19,840
passion.
I want to see the desire in that

410
00:22:19,960 --> 00:22:22,960
to create this and how it's
going to play out in the world,

411
00:22:22,960 --> 00:22:25,920
how it's going to make life
better for people.

412
00:22:25,960 --> 00:22:28,760
And I think it really starts
when we want to make life better

413
00:22:28,760 --> 00:22:31,440
for other people.
We have to start inside of us.

414
00:22:31,680 --> 00:22:33,760
No doubt.
There's a friend of mine in New

415
00:22:33,760 --> 00:22:37,200
York, really good guy, wildly
successful.

416
00:22:37,200 --> 00:22:39,960
He started a company that failed
because it was at the wrong

417
00:22:39,960 --> 00:22:43,880
time.
But it was a version of LinkedIn

418
00:22:43,920 --> 00:22:46,920
that was in the throes of when
LinkedIn was catching on.

419
00:22:47,600 --> 00:22:50,440
And his tagline was, it's not
who you know, it's what you know

420
00:22:50,440 --> 00:22:55,240
about who you know, right?
That's what matters.

421
00:22:56,000 --> 00:23:00,920
I mean, you know, in one of my
businesses, as you know, we get

422
00:23:00,920 --> 00:23:06,840
200 decks a month, right?
And people now we ask for them,

423
00:23:06,840 --> 00:23:09,000
meaning we encourage people to
send them to us.

424
00:23:09,000 --> 00:23:10,080
And we don't say don't spend
them.

425
00:23:10,080 --> 00:23:12,080
We don't because that's part of
the business model.

426
00:23:12,560 --> 00:23:15,200
Right.
Until we have a conversation

427
00:23:15,200 --> 00:23:18,400
with somebody, we don't know
whether it's a fit.

428
00:23:18,720 --> 00:23:21,680
Like it's impossible, right?
We don't.

429
00:23:21,920 --> 00:23:25,880
And I think equally as
important, OK, if I'm, if I'm a

430
00:23:25,880 --> 00:23:29,160
founder and I have an idea and I
want to bring that idea to life

431
00:23:29,920 --> 00:23:32,920
and I'm looking to align,
collaborate.

432
00:23:32,920 --> 00:23:35,160
You know, alignment is such a
big word on LinkedIn, but

433
00:23:35,160 --> 00:23:39,000
alignment really starts within,
it starts within us.

434
00:23:39,560 --> 00:23:43,360
And is this part of who I am?
And why is it part of who I am?

435
00:23:43,800 --> 00:23:47,520
So asking ourselves the why
questions first go deeper.

436
00:23:47,760 --> 00:23:50,760
When I'm working with a client,
I always say, you know, I want

437
00:23:50,760 --> 00:23:53,200
you to listen and then I want
you to listen again.

438
00:23:53,200 --> 00:23:56,800
I want you to listen at a deeper
level because there's more.

439
00:23:57,920 --> 00:24:01,360
There's always more.
There's an author whose work I

440
00:24:01,360 --> 00:24:05,360
love to read, Ernest Holmes, and
he talks about these ever

441
00:24:05,360 --> 00:24:09,480
increasing cycles of growth like
there's always another level.

442
00:24:09,480 --> 00:24:13,560
Not from the standpoint of I'm
not good enough where I am right

443
00:24:13,560 --> 00:24:17,920
now or this isn't good enough,
but from the standpoint of OK,

444
00:24:17,920 --> 00:24:20,200
here, here I am.
Here's the benchmark.

445
00:24:20,720 --> 00:24:23,120
Then the question is, how much
better can it be?

446
00:24:24,400 --> 00:24:26,880
How much better, how much
greater can I serve?

447
00:24:26,960 --> 00:24:31,240
In what ways can I serve my
sphere of influence in greater

448
00:24:31,240 --> 00:24:33,880
ways?
How can I be a better person?

449
00:24:33,880 --> 00:24:35,720
Where's the next level of growth
for me?

450
00:24:35,720 --> 00:24:38,680
So it's really starts with
asking good questions, but when

451
00:24:38,680 --> 00:24:42,600
we want something on the outside
and that's not necessarily

452
00:24:42,600 --> 00:24:47,240
coming as fast as we want it to,
the first place I look, at least

453
00:24:47,240 --> 00:24:49,320
for me, when I'm doing
something, the first place I

454
00:24:49,320 --> 00:24:52,000
look is what what has to shift
in me.

455
00:24:52,000 --> 00:24:55,520
Where's, where's the blind spot?
I always work with a coach and I

456
00:24:55,520 --> 00:24:58,760
always will until I take my last
breath because I feel like if

457
00:24:58,800 --> 00:25:03,880
I'm in, yeah, if I'm in a circle
of thought, then I need somebody

458
00:25:03,880 --> 00:25:08,080
to intercept that thought to
change the trajectory of what

459
00:25:08,080 --> 00:25:10,320
I'm doing and how I'm thinking
about what I'm doing.

460
00:25:10,320 --> 00:25:11,760
Swirl out.
Yeah.

461
00:25:12,720 --> 00:25:20,240
Do you I?
I get miffed regularly when I

462
00:25:20,240 --> 00:25:22,560
don't let it bother me.
It's sort of entertainment now

463
00:25:23,320 --> 00:25:28,160
that I have endless amounts of
LinkedIn requests, Invariably

464
00:25:28,760 --> 00:25:31,600
one of the words they use.
You mentioned alignment, but the

465
00:25:31,600 --> 00:25:36,320
one that is used often is
collaborations.

466
00:25:37,040 --> 00:25:40,120
We can collaborate.
And what that means in English

467
00:25:40,120 --> 00:25:44,800
is I want something from you.
And so I think that if I was

468
00:25:44,840 --> 00:25:48,560
soliciting somebody on LinkedIn,
knowing what I've seen on

469
00:25:48,560 --> 00:25:52,280
LinkedIn, the last word I would
use as a collaboration, because

470
00:25:52,280 --> 00:25:55,560
everybody knows that's not what
they're saying.

471
00:25:55,560 --> 00:25:57,360
They're saying I want something
from you.

472
00:25:58,520 --> 00:26:06,200
Yeah, it's, it is very common
that if I accept an invitation

473
00:26:06,200 --> 00:26:09,560
from somebody on the LinkedIn, 5
minutes later I get a message

474
00:26:09,640 --> 00:26:14,800
that says will you look at my
pitch deck or can I set or can I

475
00:26:14,800 --> 00:26:17,600
set up, Can I set up a call with
you?

476
00:26:19,160 --> 00:26:23,080
And I've learned for me, my
primary tool for transformation

477
00:26:23,080 --> 00:26:26,280
is my calendar.
The calendar is the only

478
00:26:26,320 --> 00:26:30,160
documentation that I have where
I can go back and say, how did I

479
00:26:30,160 --> 00:26:33,480
invest my time this week?
Because we can't manage time.

480
00:26:33,480 --> 00:26:36,280
We can only manage activities
when you think about it.

481
00:26:36,560 --> 00:26:38,640
Totally.
It's so I don't want to lament

482
00:26:38,640 --> 00:26:43,320
on this and we'll get off it.
But when somebody says to me on

483
00:26:43,320 --> 00:26:47,880
LinkedIn, all I need is 15
minute call, I'm going, you just

484
00:26:47,880 --> 00:26:51,880
asked for my most valuable asset
and you saying all it is is

485
00:26:51,880 --> 00:26:53,600
that.
And I'm saying, no, no, it's the

486
00:26:53,600 --> 00:26:56,240
most valuable thing.
Not that my time is more

487
00:26:56,240 --> 00:26:59,160
valuable than anybody else's.
Everybody's time is limited,

488
00:26:59,760 --> 00:27:03,160
right?
And so you've just asked me

489
00:27:03,160 --> 00:27:08,600
blindly to give up my most
valuable asset class for what?

490
00:27:09,040 --> 00:27:12,120
Just because you feel like
trying to pitch me right?

491
00:27:12,960 --> 00:27:15,040
Yes.
And this is where, OK, this is

492
00:27:15,040 --> 00:27:17,440
where we could turn the
conversation of something really

493
00:27:17,440 --> 00:27:21,240
life giving.
And that is the value of real

494
00:27:21,240 --> 00:27:23,960
authentic relationships.
So, you know, that's another

495
00:27:23,960 --> 00:27:26,080
word that we throw around is
authenticity.

496
00:27:26,320 --> 00:27:29,640
The only way that I can be
authentic is if I know myself.

497
00:27:30,920 --> 00:27:34,120
If I know myself and I
understand that, what do I have

498
00:27:34,120 --> 00:27:36,440
to give this?
This is somebody that I want to

499
00:27:36,440 --> 00:27:39,720
know, what do I have to give
this to this person?

500
00:27:39,720 --> 00:27:41,200
Can I introduce them to
somebody?

501
00:27:41,200 --> 00:27:43,680
Is there something that they're
working on that I can add value

502
00:27:43,680 --> 00:27:47,040
to from my expertise there?
There are a number of ways.

503
00:27:47,040 --> 00:27:50,520
We do a whole podcast on that.
But the point I'm trying to make

504
00:27:50,520 --> 00:27:53,920
is that it really boils down to
relationships.

505
00:27:53,920 --> 00:27:56,880
I've been studying trust, trust
and alignment.

506
00:27:56,880 --> 00:28:01,840
And you know, when I think about
trust, it's it's not only do I

507
00:28:01,840 --> 00:28:07,800
trust you, but do I feel safe
and trusting you is there.

508
00:28:07,800 --> 00:28:12,920
And it's the psychological
safety, not the coddling type

509
00:28:12,920 --> 00:28:17,000
where, you know, kind of place
to the lowest level of who I am,

510
00:28:17,000 --> 00:28:22,640
but it's more of the the the
vibe of psychological safety.

511
00:28:22,640 --> 00:28:26,480
The vibe of psychological safety
is a very, very powerful vibe.

512
00:28:26,480 --> 00:28:30,160
It says it creates a platform
where Arthur, you and I can talk

513
00:28:30,160 --> 00:28:33,600
about anything and you know, you
feel safe and I feel safe.

514
00:28:33,640 --> 00:28:35,440
And we know what there's going
to be at the end of the

515
00:28:35,440 --> 00:28:37,480
conversation.
This could be mutual respect.

516
00:28:37,920 --> 00:28:40,240
And if there are actions that
come out of it, so be it.

517
00:28:40,240 --> 00:28:44,720
If there aren't, so be it.
But it's a vibe that you send

518
00:28:44,720 --> 00:28:47,880
out that says, Hey, I want to
have a conversation with you,

519
00:28:47,880 --> 00:28:49,400
just to get to know you as a
human.

520
00:28:50,320 --> 00:28:56,360
Do you think that that vibe can
be one that a person can learn

521
00:28:56,400 --> 00:28:59,560
how to receive and digest
properly?

522
00:28:59,680 --> 00:29:02,760
In other words, not properly
with accuracy?

523
00:29:03,320 --> 00:29:07,040
So let me just give an example.
I know this is not about me, but

524
00:29:07,320 --> 00:29:10,880
I can walk into a room now and
I'm not going to go talk to that

525
00:29:10,880 --> 00:29:12,280
person.
I'm not going to go talk to that

526
00:29:12,280 --> 00:29:15,320
person.
But I'm going over there and I

527
00:29:15,320 --> 00:29:17,560
don't know what it is.
It's something magical.

528
00:29:17,880 --> 00:29:20,160
And I'm usually right.
I'm not right all the time, but

529
00:29:20,160 --> 00:29:23,440
I'm usually right, right?
Like because I would have

530
00:29:23,440 --> 00:29:26,240
engaged with somebody that I
felt a good vibe from and then

531
00:29:26,240 --> 00:29:28,560
I'd go to the person that I felt
the bad vibe from and I was

532
00:29:28,560 --> 00:29:30,680
right.
Like, this is like, I've got to

533
00:29:30,680 --> 00:29:34,960
go take a shower, right?
So is that something you can

534
00:29:34,960 --> 00:29:37,920
learn?
I think you can develop.

535
00:29:38,000 --> 00:29:41,720
You can absolutely develop that.
But what you're talking about is

536
00:29:41,720 --> 00:29:44,280
energetic alignment.
Do you feel a vibrational

537
00:29:44,280 --> 00:29:46,600
frequency?
Einstein said.

538
00:29:46,600 --> 00:29:48,760
Everything is energy and that's
all there is to it.

539
00:29:48,920 --> 00:29:51,160
That's right.
And so you feel a vibrational

540
00:29:51,160 --> 00:29:55,000
frequency from someone when you
walk into a room.

541
00:29:55,000 --> 00:29:57,520
I get the same sensation.
I walk into a room and

542
00:29:57,600 --> 00:30:00,440
immediately I'll gravitate to
someone.

543
00:30:01,080 --> 00:30:05,080
And it could be just something
that I feel about that person,

544
00:30:05,080 --> 00:30:07,240
like I really want to talk and
get to that person.

545
00:30:08,440 --> 00:30:12,080
By the same token, there could
be someone where I don't even

546
00:30:12,080 --> 00:30:14,760
know that person.
I'm 25 feet away from that

547
00:30:14,760 --> 00:30:17,360
person, but I don't want to get
anywhere near that person.

548
00:30:17,400 --> 00:30:21,040
And a lot of times what happens
in networking events is when

549
00:30:21,040 --> 00:30:25,080
somebody goes into a room with
get energy, like I'm going to

550
00:30:25,080 --> 00:30:28,680
get something from this room
instead of who can I meet and

551
00:30:28,680 --> 00:30:32,120
how can I serve?
You can feel that energy.

552
00:30:32,600 --> 00:30:36,840
It's a very distinct energy.
So I think it's something else

553
00:30:36,840 --> 00:30:40,160
that more and more people are
understanding what that

554
00:30:40,160 --> 00:30:44,360
interchange is like.
But you can also feel that over

555
00:30:44,360 --> 00:30:47,560
LinkedIn or over any message.
You could feel it over e-mail

556
00:30:48,600 --> 00:30:52,400
when someone comes with comes at
you like in an angry tone, you

557
00:30:52,400 --> 00:30:56,200
could feel that.
One of those I think that is so

558
00:30:56,200 --> 00:31:01,160
dangerous is the, you know,
making decisions based on A1

559
00:31:01,160 --> 00:31:07,320
dimensional e-mail or only from
maybe messaging.

560
00:31:07,760 --> 00:31:09,520
I was thinking, I was thinking,
I'm sorry to interrupt, but I

561
00:31:09,520 --> 00:31:11,360
was thinking about this the
other day just so I happened to

562
00:31:11,360 --> 00:31:15,080
pop in my mind for some reason,
but there was somebody that

563
00:31:15,080 --> 00:31:18,960
wanted to come and stay at my
apartment in New York, right?

564
00:31:18,960 --> 00:31:22,520
Friend of mine, totally casual,
nothing, you know, long time

565
00:31:22,520 --> 00:31:26,720
relationship.
And I in my text I said NP which

566
00:31:26,720 --> 00:31:31,720
means no problem to me.
He took it as not possible and

567
00:31:31,720 --> 00:31:34,760
he got pissed right?
So I mean, just got to be

568
00:31:34,760 --> 00:31:38,720
careful with tasks, right?
Wow, Exactly.

569
00:31:38,720 --> 00:31:41,800
It's yeah.
I mean, communication happens on

570
00:31:41,800 --> 00:31:44,360
so many levels when you talk
about spiritual, intellectual

571
00:31:44,360 --> 00:31:46,880
and physical.
You can communicate with my body

572
00:31:46,880 --> 00:31:49,280
language.
I can communicate with my words,

573
00:31:49,720 --> 00:31:51,320
I can communicate with my
energy.

574
00:31:51,400 --> 00:31:54,800
I mean, if I'm leaning in and
listening and, you know, nodding

575
00:31:54,800 --> 00:31:57,800
in a way that's validating and
affirming for you, you're going

576
00:31:57,800 --> 00:32:01,800
to want to talk to me even more.
So that's part of psychological

577
00:32:01,800 --> 00:32:05,680
safety as well, is allowing
people to be who they are.

578
00:32:05,760 --> 00:32:08,920
You know, I always say every act
is an act of self definition.

579
00:32:08,960 --> 00:32:13,840
And if you really think about
that, we show up as who we are,

580
00:32:13,960 --> 00:32:18,360
who we really are.
You know, I read a long time ago

581
00:32:18,400 --> 00:32:22,880
How to Win Friends and Influence
People, and those lessons framed

582
00:32:23,320 --> 00:32:27,760
how I interact with people in
large part to this day.

583
00:32:28,760 --> 00:32:32,440
And I will admit that a lot of
it came naturally to me just

584
00:32:32,440 --> 00:32:34,160
because of the environment I
grew up in.

585
00:32:35,120 --> 00:32:37,800
Like I would like a lot of
people.

586
00:32:37,800 --> 00:32:41,480
I was running through walls and
not paying attention and not

587
00:32:41,480 --> 00:32:44,640
being a good listener and just
making sure that I could feed my

588
00:32:44,640 --> 00:32:46,560
kids, you know, doing what I had
to do.

589
00:32:46,840 --> 00:32:51,800
But the ACT, the position of
active listening is a rare

590
00:32:51,800 --> 00:32:55,320
talent because most people, I
should say that a lot of people

591
00:32:55,320 --> 00:32:58,320
are really not listening and
they're waiting for you to shut

592
00:32:58,320 --> 00:33:00,640
up so they can say the next
thing that's on their mind.

593
00:33:00,640 --> 00:33:03,560
And how do you deal with
somebody like that?

594
00:33:03,640 --> 00:33:08,560
Don't attempt to change anybody.
Like when I said every act is an

595
00:33:08,560 --> 00:33:13,640
act of self definition.
I've had people where you know,

596
00:33:13,640 --> 00:33:17,280
I've said yes to a 30 minute
phone call, a Zoom and they'll

597
00:33:17,280 --> 00:33:21,960
get on the call and talk for 29
minutes and it marked the 29

598
00:33:21,960 --> 00:33:23,920
minute mark.
Now it's different if I'm

599
00:33:23,920 --> 00:33:27,880
engaging them, OK, maybe maybe
they're telling me about them

600
00:33:27,920 --> 00:33:30,600
themselves or their product.
You know, they're, I'm curious,

601
00:33:30,600 --> 00:33:33,400
they're I'm asking them
questions.

602
00:33:33,400 --> 00:33:37,360
I'm talking about when I get on
a call and the next breath that

603
00:33:37,360 --> 00:33:42,240
they take is 29 minutes later it
I don't know where to go with

604
00:33:42,240 --> 00:33:44,160
that because there's no
exchange.

605
00:33:44,880 --> 00:33:47,040
There's no, I think
conversations that are most

606
00:33:47,040 --> 00:33:50,680
productive have a tempo to them
that if you're making a

607
00:33:50,680 --> 00:33:53,640
statement, then I'm responding
to that based from my

608
00:33:53,640 --> 00:33:56,120
experience.
But my intention is always to

609
00:33:56,120 --> 00:33:59,240
add something to the
conversation to not to, you

610
00:33:59,240 --> 00:34:01,240
know, go into coaching mode.
That's not what I'm talking

611
00:34:01,240 --> 00:34:03,840
about, but to help them
understand that maybe I'm really

612
00:34:03,840 --> 00:34:06,240
excited about what they're doing
and you know, wow, have you,

613
00:34:06,320 --> 00:34:08,280
have you ever thought about this
or have you, have you ever

614
00:34:08,280 --> 00:34:10,800
thought about that?
So that's where you can start

615
00:34:10,800 --> 00:34:15,159
stacking really good ideas and
stacking momentum on any idea

616
00:34:15,159 --> 00:34:16,639
when you collaborate with
someone.

617
00:34:16,639 --> 00:34:18,480
To me, that's true
collaboration.

618
00:34:19,080 --> 00:34:21,800
Collaboration isn't let me get
on the phone with Arthur and try

619
00:34:21,800 --> 00:34:25,000
to sell them something, right?
That's not that.

620
00:34:25,480 --> 00:34:28,360
Like I said, I don't, I don't
get my knickers in the twist

621
00:34:28,360 --> 00:34:30,040
about it.
I just, I'm entertained.

622
00:34:30,040 --> 00:34:33,120
It's like, OK, I see what's
going on here, right?

623
00:34:33,679 --> 00:34:38,560
It's part of, I think it's part
of the way that we are in

624
00:34:38,560 --> 00:34:41,520
society.
Think about how self-centered,

625
00:34:41,639 --> 00:34:43,440
how it's easy to be
self-centered.

626
00:34:43,440 --> 00:34:48,360
So I'm in my world, I'm on my
Zoom, I'm on my phone, I'm

627
00:34:48,360 --> 00:34:51,800
having my conversations.
If I don't get myself off

628
00:34:51,800 --> 00:34:55,880
myself, like get myself off my
mind and start focusing on

629
00:34:55,880 --> 00:35:00,080
something or someone else, it's
very easy to stay in that closed

630
00:35:00,080 --> 00:35:04,600
environment.
So This is why even, you know,

631
00:35:04,600 --> 00:35:08,080
when we talk about next Gen.
leaders and preparing next Gen.

632
00:35:08,080 --> 00:35:11,440
leaders to take the reins of
maybe a highly successful

633
00:35:11,440 --> 00:35:15,720
organization, it's about helping
to activate the capacity that's

634
00:35:15,720 --> 00:35:18,000
already in them.
Not from the standpoint of

635
00:35:18,000 --> 00:35:20,480
they're not good enough, but
helping them to see that there's

636
00:35:20,480 --> 00:35:24,000
so much more, there's so much
more opportunity that their

637
00:35:24,000 --> 00:35:27,560
voice does matter, that there is
a strength within them and

638
00:35:27,560 --> 00:35:31,040
helping them to voice what they
think and how they feel from a

639
00:35:31,040 --> 00:35:35,480
place of empowerment, not from a
place of like maybe sitting

640
00:35:35,480 --> 00:35:40,240
offside the table.
So rising leaders, even senior

641
00:35:40,240 --> 00:35:43,640
leaders, you know, a lot of this
goes with for senior leaders as

642
00:35:43,640 --> 00:35:45,120
well.
In the corporate environment

643
00:35:45,120 --> 00:35:49,080
right now, there's a lot of fear
because if you don't conform,

644
00:35:49,200 --> 00:35:52,680
you might be the next one cut.
If you don't agree, if you

645
00:35:52,680 --> 00:35:56,760
express a contrarian view, there
might be consequences.

646
00:35:57,640 --> 00:35:59,840
There's a lot of unhealthy
behavior that's going on in

647
00:35:59,840 --> 00:36:02,920
corporations.
And I am found in determined to

648
00:36:02,920 --> 00:36:07,120
be a solution for teens that are
really hurting in terms of

649
00:36:07,360 --> 00:36:10,560
feeling safe saying, hey, you
know what, Arthur?

650
00:36:10,640 --> 00:36:13,000
That's a great idea.
But I have something that I

651
00:36:13,000 --> 00:36:15,880
think would work even better.
You know, would you be open to

652
00:36:15,880 --> 00:36:19,000
hearing what I have to say?
But people don't feel safe

653
00:36:19,000 --> 00:36:21,120
saying that.
Or hey, Arthur, I think that's

654
00:36:21,120 --> 00:36:22,520
good.
But here's a challenge that I

655
00:36:22,520 --> 00:36:26,640
think we might have.
So it's an anthem to me because

656
00:36:26,760 --> 00:36:31,120
of live in a different world,
I'm not subject to being fired,

657
00:36:31,120 --> 00:36:34,680
right.
Do you think that this if you

658
00:36:34,680 --> 00:36:38,240
looked at the last 10 years, is
that level of fear something

659
00:36:38,240 --> 00:36:40,840
that's increased?
Let me ask it a different way.

660
00:36:40,840 --> 00:36:46,200
They are seemingly are companies
and I don't know anybody of any

661
00:36:46,200 --> 00:36:50,880
consequence at very, very large
public companies that are middle

662
00:36:50,880 --> 00:36:53,520
market employees.
I just don't know that, right?

663
00:36:53,520 --> 00:36:56,240
So I don't know how, for
example, if you're describing

664
00:36:56,240 --> 00:36:59,520
how they feel, I don't know
those people, but I know people

665
00:36:59,520 --> 00:37:03,400
that are in reasonably big
companies that are five years

666
00:37:03,400 --> 00:37:07,600
old that are wildly successful,
that were founded by younger

667
00:37:07,600 --> 00:37:10,040
people.
And the culture is.

668
00:37:10,440 --> 00:37:13,320
Yeah, that's.
Thanks for sharing that idea.

669
00:37:13,520 --> 00:37:15,440
Let's dig in and see if it makes
sense.

670
00:37:15,440 --> 00:37:20,840
So it's the opposite of fear.
And do you think that this is

671
00:37:20,840 --> 00:37:23,880
pervasive in certain size or is
it?

672
00:37:24,400 --> 00:37:27,040
Yeah, I just don't.
I don't see what you see.

673
00:37:27,400 --> 00:37:30,840
So I'm just wondering, you know,
is everybody running?

674
00:37:31,160 --> 00:37:34,680
I mean, naturally people want to
manage up so they get promoted,

675
00:37:34,840 --> 00:37:37,640
make more money, take care of
their families, not get fired,

676
00:37:37,640 --> 00:37:40,440
all that kind of stuff, right.
So that's just natural, right?

677
00:37:41,240 --> 00:37:45,240
But is that still pervasive in
big companies where people are

678
00:37:45,600 --> 00:37:48,440
worried about getting the axe?
If it's a yes or no question I

679
00:37:48,440 --> 00:37:50,520
would have.
To say yes, just based on my

680
00:37:50,520 --> 00:37:52,440
observations.
Probably not a yes or no

681
00:37:52,440 --> 00:37:55,800
question, but that's OK.
What and?

682
00:37:55,800 --> 00:37:58,840
This is where we come down to
communication and relationships.

683
00:37:59,080 --> 00:38:03,720
If I'm able to communicate what
I'm thinking in a way that I

684
00:38:03,720 --> 00:38:06,400
feel OK, Arthur's going to
listen to me.

685
00:38:06,400 --> 00:38:09,440
Even if he says I'm all washed
up, at least I know he's going

686
00:38:09,440 --> 00:38:12,680
to listen to my idea.
When we when there's a pattern,

687
00:38:12,680 --> 00:38:14,840
and this goes back to the the
work that I did with Bob

688
00:38:14,840 --> 00:38:18,560
Proctor, he called it paradigms.
But there is also a corporate

689
00:38:18,560 --> 00:38:20,600
paradigm.
It's called corporate culture.

690
00:38:20,840 --> 00:38:23,320
Yeah.
And if there's a culture of

691
00:38:23,400 --> 00:38:26,840
retaliation, if there's a
culture of fear, the vibrational

692
00:38:26,840 --> 00:38:30,240
energy of fear is very, very
heavy and it can catch on to

693
00:38:30,240 --> 00:38:33,320
people very, very easily.
There are psychological studies

694
00:38:33,320 --> 00:38:36,960
that say that 80% of our
thoughts on a day-to-day basis

695
00:38:36,960 --> 00:38:41,200
are negative, and 90% of our
thoughts from one day to the

696
00:38:41,200 --> 00:38:45,080
next are the same.
Yeah, well, I can see how if

697
00:38:45,080 --> 00:38:47,160
you're.
Always operate.

698
00:38:47,160 --> 00:38:50,120
If you're spending so much time
day in day out working in a

699
00:38:50,120 --> 00:38:55,120
corporate environment, you can
be totally distracted by your

700
00:38:55,120 --> 00:38:57,920
objective.
Totally distracted from from

701
00:38:57,920 --> 00:39:01,640
your objective because you're
consumed by fear, right?

702
00:39:01,960 --> 00:39:03,720
You're consumed by fear and
this.

703
00:39:03,720 --> 00:39:06,640
Is why, like I love to work with
senior executive teams and

704
00:39:06,640 --> 00:39:09,720
here's why.
Because if I can get AC Level

705
00:39:09,720 --> 00:39:13,160
Suite to be thinking, acting,
and operating in a way that

706
00:39:13,160 --> 00:39:17,320
they're creating an open
environment for those ideas to

707
00:39:17,320 --> 00:39:19,800
rise up.
And they're also setting an

708
00:39:19,800 --> 00:39:23,880
example of what it means to
create alignment with an

709
00:39:23,880 --> 00:39:27,400
organization, what it means to
create trust, a platform of

710
00:39:27,400 --> 00:39:31,960
trust, what it means to grow
together as an organization, for

711
00:39:31,960 --> 00:39:34,840
true growth to happen.
It's not just one person.

712
00:39:34,840 --> 00:39:38,640
It's not just coming from
strategy, is coming from

713
00:39:38,680 --> 00:39:41,600
everybody.
Everyone along the way has to

714
00:39:41,920 --> 00:39:45,560
buy into that strategy and
understand that their piece of

715
00:39:45,560 --> 00:39:48,400
executing that strategy is
vitally important to the overall

716
00:39:48,400 --> 00:39:52,600
success of the organization.
Well, if I feel separate from

717
00:39:52,600 --> 00:39:56,680
either my manager or the manager
above me, if I feel separation

718
00:39:56,680 --> 00:40:01,680
and distrust, if I have fear of
speaking up to say, hey, you

719
00:40:01,680 --> 00:40:05,280
know, Arthur, I I made a mistake
and I need your help to correct

720
00:40:05,280 --> 00:40:08,280
it so it doesn't happen again.
If I don't feel safe saying that

721
00:40:08,640 --> 00:40:10,920
to me, that's an issue within an
organization.

722
00:40:11,280 --> 00:40:13,400
Because if I'm running the
organization, if it's my

723
00:40:13,400 --> 00:40:17,320
company, I want to know.
Yeah, totally so.

724
00:40:17,400 --> 00:40:22,040
Do you find it just seems like a
daunting task to me and forgive

725
00:40:22,040 --> 00:40:25,760
me for saying that.
Like if you've got the founder

726
00:40:25,760 --> 00:40:30,000
of the company or the the the
hired gun CEO of already a big

727
00:40:30,000 --> 00:40:36,200
company and he's just a militant
bastard, that's going to trickle

728
00:40:36,200 --> 00:40:41,360
down to his reports, right?
In that case, is can you unravel

729
00:40:41,360 --> 00:40:45,120
that without getting rid of the
sentiment from the top in an

730
00:40:45,120 --> 00:40:46,560
organization like that?
I would.

731
00:40:46,560 --> 00:40:50,640
Say that the first, the first
person I would work with would

732
00:40:50,640 --> 00:40:53,760
be the CEO.
That person is probably in a

733
00:40:53,760 --> 00:40:57,760
place where he or she has been
operating at at that level in

734
00:40:57,760 --> 00:40:59,920
execution mode.
So they see the vision, they

735
00:40:59,920 --> 00:41:01,840
want to execute it.
Boom, boom, boom.

736
00:41:01,840 --> 00:41:04,280
I'm going to tell people what to
do, going to get everybody

737
00:41:04,280 --> 00:41:06,800
running in the same direction.
But what they're lacking is an

738
00:41:06,800 --> 00:41:08,400
understanding that people are
involved.

739
00:41:08,480 --> 00:41:10,680
There's a sensitivity, you know,
there's an empathy.

740
00:41:10,880 --> 00:41:13,920
Generally people who are, I'll
say this for myself, so I'm

741
00:41:13,960 --> 00:41:16,960
very, very high.
I very high D on the disk.

742
00:41:17,560 --> 00:41:24,360
So I am very focused on results
and it has been over years that

743
00:41:24,360 --> 00:41:28,160
I've worked on myself in terms
of understanding that empathy is

744
00:41:28,160 --> 00:41:30,600
just as important.
Slowing down is just as

745
00:41:30,600 --> 00:41:33,000
important.
There's a time to execute and

746
00:41:33,000 --> 00:41:36,880
there's a time to stay and
that's the self-awareness that

747
00:41:36,880 --> 00:41:40,680
Bob gave me working with him.
He said to me, he said, he said

748
00:41:40,680 --> 00:41:43,280
you've got to slow down.
He said, what do you mean slow

749
00:41:43,280 --> 00:41:44,600
down?
I want to hit this target

750
00:41:44,600 --> 00:41:49,080
before, you know, targeting and
I want to exceed the target.

751
00:41:49,080 --> 00:41:50,880
I want to exceed the ball.
I get it.

752
00:41:51,840 --> 00:41:53,440
You know, he would say to me,
whoa.

753
00:41:53,800 --> 00:41:58,440
Just like, take a beat, take a
breath, take time off, he would

754
00:41:58,440 --> 00:41:59,640
tell me.
Take time off.

755
00:41:59,640 --> 00:42:03,680
Because it was a lack of aware.
That was a blind spot for me.

756
00:42:04,040 --> 00:42:08,960
It was a lack of awareness that
I was charging so hard, so fast.

757
00:42:09,720 --> 00:42:13,080
Creating results, but at the
expense of what?

758
00:42:13,600 --> 00:42:17,280
And missing the opportunities to
the right and to the left to

759
00:42:17,280 --> 00:42:19,800
cultivate these beautiful
relationships with these

760
00:42:19,800 --> 00:42:22,400
beautiful people.
Meanwhile, you had done that.

761
00:42:22,920 --> 00:42:26,600
At Fannie Mae.
So you just did you fall back

762
00:42:26,600 --> 00:42:29,480
into your old habits, you know,
Fannie Mae?

763
00:42:29,480 --> 00:42:32,160
Was like I said, it was a very
interesting organization.

764
00:42:32,200 --> 00:42:36,560
The teams that I worked with
were all individually very

765
00:42:36,560 --> 00:42:39,200
experienced professionals.
They were all subject matter

766
00:42:39,200 --> 00:42:42,880
experts, whether it was credit
risk or capital markets

767
00:42:42,920 --> 00:42:46,840
servicing, They were all subject
matter experts and they're all

768
00:42:46,840 --> 00:42:48,880
brilliant people.
What I helped them to

769
00:42:48,880 --> 00:42:52,440
understand, at least this is
what I was told by them after I

770
00:42:52,440 --> 00:42:56,320
left, what I helped them to
understand was that they were, I

771
00:42:56,320 --> 00:43:00,040
was a safe haven for them in an
environment where retaliation

772
00:43:00,040 --> 00:43:02,600
was very common.
Unfortunately.

773
00:43:02,600 --> 00:43:05,560
I mean, that was my experience.
I won't say that that's how the

774
00:43:05,560 --> 00:43:08,320
organization is, but retaliation
was common.

775
00:43:08,320 --> 00:43:11,560
And that part of it was very,
very difficult for me because I

776
00:43:11,560 --> 00:43:13,880
always believe in giving people
a chance.

777
00:43:13,880 --> 00:43:16,400
If you're not doing something
right and you work for me, it's

778
00:43:16,400 --> 00:43:19,680
up to me to have a conversation
with you, to say here's what I'm

779
00:43:19,680 --> 00:43:23,720
noticing, what's going on.
Is there something that I don't

780
00:43:23,720 --> 00:43:25,760
know?
A lot of times people are going

781
00:43:25,760 --> 00:43:27,680
through personal stuff.
Yeah.

782
00:43:27,680 --> 00:43:29,160
You don't know what's going on
behind people's.

783
00:43:29,240 --> 00:43:33,120
Doors exactly, so you know.
It was it was part of my

784
00:43:33,120 --> 00:43:34,880
experience there.
I think that's what made it so

785
00:43:34,880 --> 00:43:38,880
stressful is that there was,
there were lots of expectations.

786
00:43:38,880 --> 00:43:41,400
I mean, credit risk.
It was at a time when the the

787
00:43:41,400 --> 00:43:44,440
industry was consolidating.
We were still expected to do

788
00:43:44,440 --> 00:43:46,840
certain numbers.
Also profitability.

789
00:43:46,840 --> 00:43:50,800
It was an organization where you
absolutely had to manage up

790
00:43:50,920 --> 00:43:53,640
while also taking care of the
people.

791
00:43:53,640 --> 00:43:56,480
But to me, taking care of the
people was a priority because I

792
00:43:56,480 --> 00:43:59,120
wanted to help them.
I wanted to sew into them so

793
00:43:59,120 --> 00:44:01,000
they could get promoted.
And these are people with

794
00:44:01,000 --> 00:44:03,520
families.
So I think at the end of the

795
00:44:03,520 --> 00:44:06,760
day, I'm probably not the best
fit to go into a role like that

796
00:44:06,760 --> 00:44:10,200
because I only because of the
way that I think about people.

797
00:44:11,440 --> 00:44:14,040
I don't know.
You produced, you know. 4 to 8,

798
00:44:14,040 --> 00:44:15,720
eight to 16 or whatever the
number was.

799
00:44:16,240 --> 00:44:19,400
Yeah, 4 to 8 to 12.
I mean, from that standpoint,

800
00:44:19,400 --> 00:44:23,080
yes, I absolutely loved it.
Did I get like so jazzed up at

801
00:44:23,080 --> 00:44:24,760
those numbers?
Absolutely.

802
00:44:25,040 --> 00:44:27,680
It was the team, you know, it,
it was really them.

803
00:44:27,680 --> 00:44:30,720
I mean, we won awards.
It was so much fun from that

804
00:44:30,720 --> 00:44:32,560
standpoint, it it was really
fun.

805
00:44:32,800 --> 00:44:37,080
But could I have survive there
long term?

806
00:44:37,440 --> 00:44:40,320
I don't think I would be healthy
if I did.

807
00:44:40,560 --> 00:44:43,560
Probably true.
So we, we only have a few

808
00:44:43,560 --> 00:44:47,520
minutes left and I apologize
because I have to run because I

809
00:44:47,520 --> 00:44:50,560
could stay another hour easily,
maybe 2.

810
00:44:51,240 --> 00:44:54,360
So is there something else you'd
just like to go on record and

811
00:44:54,360 --> 00:44:57,920
share with the group before we
exit?

812
00:44:58,960 --> 00:45:03,600
Because I've I've sorted swirled
around the conversation on your

813
00:45:03,600 --> 00:45:05,080
hair a little bit, but I
appreciate it.

814
00:45:05,560 --> 00:45:08,760
Oh yeah, absolutely the one.
Thing I would say, Arthur, is

815
00:45:08,760 --> 00:45:10,560
don't be afraid to invest in
yourself.

816
00:45:11,520 --> 00:45:13,800
I mean, if you're really looking
to accomplish something more

817
00:45:13,800 --> 00:45:16,080
than where you are.
I think to me, one of the

818
00:45:16,080 --> 00:45:19,960
saddest things is when people
settle when they don't go for

819
00:45:19,960 --> 00:45:22,680
something bigger or maybe even
start their own business when

820
00:45:22,680 --> 00:45:25,280
they don't do it because they
feel like they can't.

821
00:45:25,920 --> 00:45:27,360
You know, I don't have enough
time.

822
00:45:27,360 --> 00:45:30,000
I don't have enough money, I
don't have the right education.

823
00:45:30,280 --> 00:45:33,840
It's very easy for us to look at
all the things that we don't or

824
00:45:33,840 --> 00:45:36,760
we aren't.
And what I want people to

825
00:45:36,760 --> 00:45:39,960
understand is that power and
potential has to be activated.

826
00:45:40,120 --> 00:45:43,080
It's not something that, I mean,
there are some people who are

827
00:45:43,080 --> 00:45:44,680
natural born leaders.
Yes.

828
00:45:44,680 --> 00:45:47,240
When we want to accomplish
something more than we've ever

829
00:45:47,240 --> 00:45:51,000
done, we have to grow because
it's beyond our level of

830
00:45:51,000 --> 00:45:53,400
understanding.
That's where I think the work of

831
00:45:53,400 --> 00:45:58,640
Napoleon Hill and for me, Bob
Proctor was pivotal in my life.

832
00:45:58,640 --> 00:46:00,560
It was just, yeah, sure seems
that way.

833
00:46:00,800 --> 00:46:03,240
What?
The firm that you mentioned

834
00:46:03,240 --> 00:46:07,640
earlier that you're associated
with, Spark, was it Spark

835
00:46:07,640 --> 00:46:09,000
Brilliance?
Yes, Spark.

836
00:46:09,000 --> 00:46:13,760
Brilliance.com Jackie Ensinger
Jackie is a brilliant, brilliant

837
00:46:13,760 --> 00:46:15,880
woman.
She was educated at Duke and

838
00:46:15,880 --> 00:46:19,680
Harvard in the methodology of
positive psychology, and she's

839
00:46:19,680 --> 00:46:22,560
created all of the programs that
we coach and facilitate.

840
00:46:22,600 --> 00:46:24,960
She's amazing.
I could talk for an hour about

841
00:46:24,960 --> 00:46:28,840
Jackie, but she's just beyond
her exceptional talent.

842
00:46:28,840 --> 00:46:32,960
She's just a really good person.
She's a really cheering, loving

843
00:46:32,960 --> 00:46:35,400
leader.
Yeah, so.

844
00:46:35,640 --> 00:46:37,440
Make note of that.
Everybody spark.

845
00:46:37,440 --> 00:46:41,240
Brilliant.
Yeah, Kate, people can get to

846
00:46:41,240 --> 00:46:43,440
you on LinkedIn.
Absolutely.

847
00:46:43,840 --> 00:46:47,240
Absolutely.
Yes, So Kate Wilks W.

848
00:46:47,240 --> 00:46:53,240
ILKES yes, thank you.
Kate with AC do you think?

849
00:46:53,240 --> 00:46:58,680
We could do this again in like a
month or so because there's lots

850
00:46:58,680 --> 00:46:59,800
of stuff I'd.
Like to talk?

851
00:46:59,800 --> 00:47:02,480
About I always enjoy my
conversations.

852
00:47:02,480 --> 00:47:04,320
With you, it would be an
absolute pleasure.

853
00:47:04,400 --> 00:47:05,320
Thank you.
Very kind.

854
00:47:05,560 --> 00:47:08,640
Yeah, I really appreciate you.
Doing this my my pleasure and

855
00:47:08,640 --> 00:47:10,240
honor to have you on the
program.

856
00:47:10,400 --> 00:47:13,280
Super appreciate it.
So happy holidays to you and

857
00:47:13,280 --> 00:47:15,320
your.
Family, yeah, thank you to you

858
00:47:15,320 --> 00:47:16,600
and everybody.
Who's listening?

859
00:47:17,000 --> 00:47:19,400
Thank you for joining us today
and sharing with us the only

860
00:47:19,400 --> 00:47:21,760
thing you can't make more of.
And that's your time.

861
00:47:23,480 --> 00:47:25,000
Thank you.
Stick with us for the second.