WEBVTT 1 00:00:03.680 --> 00:00:09.119 Welcome to Idemics Performance and Wellness, where world leading coaches and scientists explain how 2 00:00:09.160 --> 00:00:16.719 their research can help you achieve your personal and professional goals. Foster hi It's 3 00:00:16.760 --> 00:00:21.359 Sanjayanti, co founder and CEO of Idemics Coaching. Coaching has played an important 4 00:00:21.440 --> 00:00:24.440 role in my life. It's helped me through my journey to become a powerful 5 00:00:24.519 --> 00:00:29.519 leader, mother and wife. IDMX coaches help you increase your self awareness, 6 00:00:29.600 --> 00:00:33.359 improve your problem solving skills, and evolve your habits to achieve your goals, 7 00:00:33.679 --> 00:00:36.920 all things I'm grateful to have learned and done through my own coaching journey. 8 00:00:37.399 --> 00:00:41.640 Our easy one minute assessment matches you with an Idemics coach that best fits your 9 00:00:41.679 --> 00:00:46.359 needs and values. Each Idemics coach is vetted and experienced. It helps clients 10 00:00:46.399 --> 00:00:50.799 mad and achieve their wellness, professional and business goals. If you or someone 11 00:00:50.840 --> 00:00:56.200 you know could benefit from coaching, visit our website at www dotidemics dot com. 12 00:00:56.520 --> 00:00:59.759 We also know that not everyone can invest in coaching right now, and 13 00:00:59.840 --> 00:01:03.920 that's what we provide free coaching in our Coach Shorts episodes. If you think 14 00:01:03.920 --> 00:01:07.359 someone you know would benefit from it, please share our podcast with them. 15 00:01:07.760 --> 00:01:12.680 Thanks for listening and see you next time. Welcome to Coaches to Know, 16 00:01:14.000 --> 00:01:19.799 a podcast short designed to demystified coaching and help you our audience understand what coaching 17 00:01:19.920 --> 00:01:23.359 is and how it can help you. I'm your host, Jamie, and 18 00:01:23.439 --> 00:01:27.599 today I have the pleasure of being here with Coach Meredith to discuss the assessment 19 00:01:27.879 --> 00:01:34.640 Enneagram. Coach Meredith has been coaching for fourteen years and she has certified in 20 00:01:34.680 --> 00:01:41.920 the Enneagram assessment. Before coaching, she worked for fifteen years and management consulting 21 00:01:42.439 --> 00:01:47.560 at Bain. She has authored two books focused on career development and living and 22 00:01:47.640 --> 00:01:51.680 Leading with Intention. She holds an MBA from Stanford and a degree in the 23 00:01:51.760 --> 00:01:57.280 Religious Studies from Yale, and her clients are executives at investment firms and those 24 00:01:57.319 --> 00:02:01.799 at larger corporations. So thank you Coach Meredith for being here with us today. 25 00:02:02.439 --> 00:02:07.000 Thanks Jamie. We're just going to get right into it as this is 26 00:02:07.039 --> 00:02:12.240 a short podcast and talk about enniogram and so why don't we start with the 27 00:02:12.400 --> 00:02:15.240 very basic question of what is the Anagram assessment and what is it based on? 28 00:02:16.159 --> 00:02:23.039 I love starting at the beginning. So the enneagram is both tests and 29 00:02:23.319 --> 00:02:30.800 subsequently a model of the human psyche that lays out nine interconnected personality types which 30 00:02:31.120 --> 00:02:37.960 really articulate the depth of what motivates people, how they operate their basic fears, 31 00:02:38.039 --> 00:02:44.000 desires, and how they show up both individuals leaders and then collectively as 32 00:02:44.039 --> 00:02:50.159 executives. Great, and do you want to delve into a little bit further 33 00:02:50.240 --> 00:02:54.159 of sort of the origins of the aniogram assessment and what sort of how it 34 00:02:54.199 --> 00:02:59.479 came about. Yeah, I love talking about where any am came from because 35 00:02:59.560 --> 00:03:02.719 it's really different from some of the other personality assessments. So you know, 36 00:03:02.840 --> 00:03:07.120 I come, as you mentioned, from a very analytical bane background, and 37 00:03:07.159 --> 00:03:10.719 the first assessments that I was certified in and that I got to know and 38 00:03:10.759 --> 00:03:17.800 started using with leaders were MBTI and EQI Strengths Finder and things which were robustly 39 00:03:17.800 --> 00:03:23.159 statistically proven from a psychometric perspective. And then it was only later in my 40 00:03:23.240 --> 00:03:28.400 career, probably a decade into coaching, that I came upon amenogram, and 41 00:03:28.919 --> 00:03:34.360 I was originally skeptical because it is not like those psychometrically proven and statistically robust, 42 00:03:34.639 --> 00:03:38.879 but instead it's a model that comes from the wisdom traditions that has kind 43 00:03:38.879 --> 00:03:44.800 of like reflections of showing up in history in different places. And then was 44 00:03:44.840 --> 00:03:49.039 actually kind of codified into its current format in the nineteen fifties and then came 45 00:03:49.120 --> 00:03:53.919 into the work of leadership in the Human Potential movement in the nineteen seventies, 46 00:03:53.919 --> 00:04:00.479 and so I found it very curious and interesting because because it doesn't come from 47 00:04:00.520 --> 00:04:03.000 that scientific background, and at the same time, I find it to be 48 00:04:03.319 --> 00:04:08.960 probably the most powerful model for working with leaders and leadership teams that I've seen. 49 00:04:10.759 --> 00:04:14.800 And the way that it works is that they are, like I said, 50 00:04:14.960 --> 00:04:19.839 nine different personality types, which are all focused around how do you think 51 00:04:19.879 --> 00:04:25.759 about the depths of someone operating So there's usually a basic fear and a basic 52 00:04:25.800 --> 00:04:30.199 desire that each type is operating with. The types are numbered one through nine. 53 00:04:30.360 --> 00:04:34.160 They also have colloquial names that we put against them. They're given numbers 54 00:04:34.199 --> 00:04:40.000 instead of names generally because the names have a lot of power and names have 55 00:04:40.040 --> 00:04:44.639 a lot of association with them, but help the types to be neutral because 56 00:04:44.639 --> 00:04:46.920 there's not a good type. There's not a bad type. There are just 57 00:04:46.959 --> 00:04:50.759 different types in different excuse me, different ways that we kind of operate and 58 00:04:50.800 --> 00:04:55.279 move through the world. And what enneagram does is help us see what's going 59 00:04:55.319 --> 00:04:58.519 on at the depths of our personality and what's going on at the depths of 60 00:04:59.040 --> 00:05:02.959 human interactions. Thank you, Thank you for that. Just a follow up 61 00:05:03.079 --> 00:05:06.279 question, you know you made the conduct that you that you find Nyagraham to 62 00:05:06.279 --> 00:05:11.279 be one of the most powerful assessments for leaders. Why don't we talk a 63 00:05:11.319 --> 00:05:14.720 little bit about what are the best use cases for any A Graham? When 64 00:05:14.720 --> 00:05:21.759 do you recommend leaders teams organizations think about using aniogram and is it is it 65 00:05:21.800 --> 00:05:27.439 applicable to individuals as well? Yeah, so the two best use cases are 66 00:05:27.519 --> 00:05:32.639 individual leadership development and then collective teammates. So from an individual leadership development perspective, 67 00:05:33.079 --> 00:05:36.680 it helps individual The reason why I like it is because it's multi dimensional. 68 00:05:36.920 --> 00:05:41.120 So a lot of assessments MBTI, for example, gives you a type 69 00:05:41.160 --> 00:05:46.160 of I'm an E NTP or I'm an I I N T J, and 70 00:05:46.319 --> 00:05:50.120 they feel a little static in terms of who you are, and that's how 71 00:05:50.160 --> 00:05:54.920 you operate. The thing about the enneagram is that it is developmental, so 72 00:05:56.240 --> 00:05:59.560 you might see that your type, for example, is a type three, 73 00:05:59.560 --> 00:06:01.839 which is what I am, which is someone who's very focused on achieving, 74 00:06:01.920 --> 00:06:09.439 performing looking good. Often the basic fear of a three is being worthless or 75 00:06:09.480 --> 00:06:13.079 not respected. The basic desire of A three is to feel valuable, to 76 00:06:13.160 --> 00:06:17.040 be respected, to have other people respect and acknowledge them, to seek approval. 77 00:06:18.000 --> 00:06:23.120 And so there's something about deeply understanding that which helps me then understand the 78 00:06:23.160 --> 00:06:27.240 path of how do I develop through those things and how do I work through 79 00:06:27.240 --> 00:06:31.040 the things that aren't underneath a lot of my behaviors at a more subterranean level 80 00:06:31.240 --> 00:06:35.120 so that I can evolve in that direction. And so in the enneagram there 81 00:06:35.120 --> 00:06:39.920 are not only nine types, but there's the directionality of my type of A 82 00:06:40.000 --> 00:06:44.800 three, which through growth tends to start to look more like a nine, 83 00:06:45.040 --> 00:06:50.480 or alternatively, lots of the other types that grow in the direction of another 84 00:06:50.519 --> 00:06:55.839 type when they start down their developmental path. And so what I appreciate about 85 00:06:55.839 --> 00:07:00.879 it from an individual leadership perspective is that dimensionality, the direction, and the 86 00:07:00.959 --> 00:07:04.639 sense of development and a little bit of the path where you could go. 87 00:07:04.839 --> 00:07:11.160 That is that's enlightened through thinking about an any Gram assessment. Now, the 88 00:07:11.160 --> 00:07:15.279 second use case to your question is using it in executive teams. And where 89 00:07:15.319 --> 00:07:18.279 I see it is most useful in executive teams is where it's actually laying bare 90 00:07:18.360 --> 00:07:24.600 the underlying behavior that again, the underlying motivations that again explain a lot of 91 00:07:24.639 --> 00:07:29.079 behavior. So I often use any Gram assessments for people to understand themselves and 92 00:07:29.120 --> 00:07:33.519 then talk about the dynamics that are happening in a leadership team around consistent stressors, 93 00:07:33.560 --> 00:07:38.399 consistent triggers, consistent patterns of behavior, and to be able to go 94 00:07:38.519 --> 00:07:43.639 to the thing beneath the thing. So it's not that you're always you're always 95 00:07:43.639 --> 00:07:46.879 over extending yourself, but it's actually that you're a type two, which is 96 00:07:46.879 --> 00:07:50.639 someone who's a helper, a giver, someone who really wants to feel loved 97 00:07:50.639 --> 00:07:55.279 and feel like they're useful to people. And so now we're seeing actually the 98 00:07:55.319 --> 00:07:59.000 way that that person's always over extending themselves or always saying yes to other people 99 00:07:59.800 --> 00:08:03.319 in a deeper way and the reasons why they're doing that instead of just trying 100 00:08:03.360 --> 00:08:07.000 to stay at the superficial layer of the behaviors that we're observing on the executive 101 00:08:07.000 --> 00:08:15.879 team. Cool. That's great, Thank you for explaining that. I did 102 00:08:16.040 --> 00:08:24.600 have a follow up question regarding sort of is there so you laid out for 103 00:08:24.680 --> 00:08:31.279 us the sort of best case scenarios or best uses for that, and I 104 00:08:31.360 --> 00:08:33.600 just want to understand a little more deeply you said, you know, I'm 105 00:08:33.600 --> 00:08:37.600 a three, but I can go and develop to a nine. Is that 106 00:08:37.759 --> 00:08:41.840 like you're choosing to develop to nine and you would work with the coach to 107 00:08:41.919 --> 00:08:46.320 help you change your behavior to develop to a nine. Or it's like I'm 108 00:08:46.320 --> 00:08:54.080 a three and naturally threes will develop into like a nine personality. Yeah, 109 00:08:54.120 --> 00:08:58.399 So as you think through the lens of enneagram, each type one through nine 110 00:08:58.480 --> 00:09:03.720 has unhealthy manifestations of that type, and then the healthy manifestations of that type 111 00:09:03.240 --> 00:09:11.799 to be kind of like reconciled, integrated, healthier expressions of that So take 112 00:09:11.799 --> 00:09:16.159 a nine, for example, a nine is someone who's known as a peacemaker 113 00:09:16.320 --> 00:09:24.360 or a mediator. They're often the one who's seeking harmony instead of tolerating things 114 00:09:24.440 --> 00:09:28.480 kind of going poorly. Now, unhealthy type of that version would be someone 115 00:09:28.639 --> 00:09:35.759 who might numb out or avoid the conflict, right. A healthier type of 116 00:09:35.799 --> 00:09:39.559 a nine might be someone who doesn't numb out or disengage, but engages in 117 00:09:39.559 --> 00:09:43.559 a way that helps actually the group come to harmony. So, first of 118 00:09:43.600 --> 00:09:48.120 all, you think of the unhealthy to healthy manifestations of that type, which 119 00:09:48.240 --> 00:09:52.600 coaching, obviously other developmental work can can help support that evolution. But as 120 00:09:52.639 --> 00:09:56.679 you think about then even evolving beyond that, right, A nine, for 121 00:09:56.799 --> 00:10:03.639 example, will start to take on some of the characteristics some of the characteristics 122 00:10:03.639 --> 00:10:09.240 of a three. So instead of being kind of exclusively harmony seeking, they'll 123 00:10:09.279 --> 00:10:13.320 also try and take the group to excellence as they start to take on some 124 00:10:13.399 --> 00:10:18.399 of the beneficial aspects of the types that they grow into. So there is 125 00:10:18.440 --> 00:10:22.080 a whole developmental path kind of within the type and then beyond the type, 126 00:10:22.360 --> 00:10:26.840 which mirrors the path in a lot of cases of human evolution, becoming more 127 00:10:26.879 --> 00:10:31.120 integrated, becoming more whole, becoming a healthier version of what you are, 128 00:10:31.399 --> 00:10:37.440 starting to mitigate some of the downsides of your strengths, and really integrating who 129 00:10:37.480 --> 00:10:43.600 you are. I love that idea because it really I think hones in on 130 00:10:43.639 --> 00:10:46.200 this. You know, well, I feel like we humans tend to think 131 00:10:46.200 --> 00:10:52.600 of personality as a fixed thing. But something like this that integrates the different 132 00:10:52.639 --> 00:10:56.799 personality and talks about growth around a personality, whether it's unhealthy or healthy. 133 00:10:58.799 --> 00:11:05.879 Is this idea that you actually have the capability to weigh into any probably area 134 00:11:05.960 --> 00:11:09.840 of personality that you would want to grow into. You know, it's just 135 00:11:11.159 --> 00:11:16.519 matching that that personality trait to I don't know if we want to prefer to 136 00:11:16.519 --> 00:11:22.720 demonstrates to that moment, right, But I like the flexibility. Rather than 137 00:11:22.759 --> 00:11:26.559 thinking of personality as the stagnant thing, it's more it's a dynamic thing. 138 00:11:26.320 --> 00:11:31.919 Yeah, I really would fight against the binary definitions of care right that it's 139 00:11:31.960 --> 00:11:37.399 a paradox which seems to be resolved. You both at the same time are 140 00:11:37.519 --> 00:11:41.559 who you are and have a certain set of fears, beliefs, mindset, 141 00:11:41.639 --> 00:11:46.759 orientation, and underlying psyche which you have, you have had, and which 142 00:11:46.799 --> 00:11:52.799 you will continue to have. And at the same time you can also evolve 143 00:11:52.799 --> 00:11:54.960 and develop beyond that and in a different way. Right, So it is 144 00:11:56.039 --> 00:12:00.679 both static and developmental. It is both that you are who you always are 145 00:12:00.720 --> 00:12:03.720 and you will be that, and you can be a different, integrated version 146 00:12:05.200 --> 00:12:07.840 of a human, leader, of an executive. And so it seems like 147 00:12:07.879 --> 00:12:11.879 there's this binary choice between is ecstatic or do you get to completely choose what 148 00:12:11.919 --> 00:12:16.159 you are? And the answer is well, like, that's kind of a 149 00:12:16.159 --> 00:12:20.799 false binary and you both are who you always have been and there's a path 150 00:12:20.840 --> 00:12:24.600 to being different through that. Yeah, And that is one of the things 151 00:12:24.600 --> 00:12:30.000 that I do I really love. But anagram because in all of this conversation. 152 00:12:30.159 --> 00:12:37.159 It just introduces depth. It introduces depth and development and opportunity for being 153 00:12:37.159 --> 00:12:41.159 ourselves and being different. Yeah. Yeah, yeah, that's great. Are 154 00:12:41.159 --> 00:12:46.679 there any shortcomings to using the aneagram? Like, are there situations where you 155 00:12:46.679 --> 00:12:52.360 wouldn't use it? Yeah? So they're not necessarily situations in which I wouldn't 156 00:12:52.440 --> 00:12:54.720 use it. But I think the thing that I said early on is the 157 00:12:54.840 --> 00:12:58.919 major reason why I see aneagram not landing within a system is that if a 158 00:13:00.039 --> 00:13:07.120 system is highly analytical and not open minded to taking the test and seeing the 159 00:13:07.200 --> 00:13:09.600 value and kind of like proving that for themselves, right, it's not anyagram 160 00:13:09.720 --> 00:13:13.919 is not something that I can give you the linear logical argument as to why 161 00:13:13.960 --> 00:13:16.000 this is the best assessment for you, and I have all the data to 162 00:13:16.159 --> 00:13:20.080 prove why this is the end all, be all for assessments, which is 163 00:13:20.120 --> 00:13:24.639 why I always orient people to an experimental, iterative test and learn approach of 164 00:13:24.919 --> 00:13:28.919 take the ennagram, see what your text is, have a typing conversation with 165 00:13:30.000 --> 00:13:33.480 a coach, figure out whether that resonates with you, Notice what it feels 166 00:13:33.519 --> 00:13:35.320 like to look at the world through that lens, and then figure out whether 167 00:13:35.360 --> 00:13:41.279 that's useful to you and actually driving insights proportionately. When I work with leaders, 168 00:13:41.320 --> 00:13:43.080 when I work with executive teams, they find deep insight coming out of 169 00:13:43.120 --> 00:13:48.399 it. But it is something that you have to experience for yourself, and 170 00:13:48.480 --> 00:13:50.919 you have to be willing to try out, because I'm not going to be 171 00:13:50.919 --> 00:13:56.120 able to convince you that it is the assessment that you should use instead of 172 00:13:56.159 --> 00:14:01.879 another assessment. So systems that are highly analytical or exclusively data driven and not 173 00:14:01.960 --> 00:14:05.639 open to other sources of wisdom, I wouldn't suggest using it because it's too 174 00:14:05.720 --> 00:14:09.120 much of an uphill battle to embed that into a culture. But if there's 175 00:14:09.120 --> 00:14:13.519 a certain open mindedness for wisdom coming from other places and sources, then it's 176 00:14:13.559 --> 00:14:18.399 a It's a great and very meaningful tool to be using. I love that. 177 00:14:18.519 --> 00:14:22.799 I love that. I mean, basically, the minimal criteria is an 178 00:14:22.879 --> 00:14:28.399 openness seeing what this can tell you and what is the what is the nyogram 179 00:14:28.720 --> 00:14:31.519 sort of what's the nuts and both? What's is it a test? You 180 00:14:31.519 --> 00:14:33.720 know? How many questions are on it? How long does it take an 181 00:14:33.759 --> 00:14:39.480 individual to take? Yeah, so there's there's there's a number of tests which 182 00:14:39.480 --> 00:14:43.360 will test for any agram. They're usually about twenty eight to forty minutes long 183 00:14:43.960 --> 00:14:50.559 a series of questions which are all looking to identify what's actually going on underneath 184 00:14:50.600 --> 00:14:54.159 your behaviors. Like I said, when you get that output from the Enneagram 185 00:14:54.320 --> 00:14:58.799 test, it's usually worth having a conversation with a coach because the tests tend 186 00:14:58.840 --> 00:15:03.120 to have, depending on test itself, sixty to eighty percent fidelity and actually 187 00:15:03.519 --> 00:15:07.200 accurately typing you. And that's in part because there's a lot of interactivity between 188 00:15:07.200 --> 00:15:11.759 the types. So you could be like I am I am. I am 189 00:15:11.960 --> 00:15:15.799 primarily a type three. Each type also has a wing, which is a 190 00:15:15.879 --> 00:15:18.559 slight influence from one of the sides. So I'm a three and I'm a 191 00:15:18.080 --> 00:15:22.159 with a wing four, so I have a little bit of four influence on 192 00:15:22.279 --> 00:15:26.600 and threes evolve to sixes, right, and they go to nines in stress. 193 00:15:26.600 --> 00:15:30.279 So you could look at look at my test results and say, oh, 194 00:15:30.360 --> 00:15:31.679 I see a three and a six and a nine and a four, 195 00:15:33.200 --> 00:15:37.279 and there's some differentiation that needs to happen, usually in usually in a coaching 196 00:15:37.320 --> 00:15:41.639 conversation with someone who knows the nagram to say, how do we make sense 197 00:15:41.679 --> 00:15:45.639 of this and how do we actually understand what you're showing up as and in 198 00:15:45.639 --> 00:15:50.039 what context. But yeah, it's a test. And then in addition to 199 00:15:50.080 --> 00:15:54.639 the test, there's the depth of the model. So the model has directions 200 00:15:54.639 --> 00:15:58.360 of stress and directions of growth that you grow in. It has relationships between 201 00:15:58.639 --> 00:16:00.320 the different numbers, and there's a lot of is doom behind each of the 202 00:16:00.399 --> 00:16:04.399 types that even without doing the test, you can go about reading, reading 203 00:16:04.480 --> 00:16:07.600 up on and figuring out which of these resonate with me, which of them 204 00:16:07.600 --> 00:16:11.039 feels like it explains my behavior in a good way. Usually what I find 205 00:16:11.080 --> 00:16:15.720 is that typing is a thoughtful process, but not a hard process, because 206 00:16:15.799 --> 00:16:21.360 usually when we when we find your type, Jamie, you would probably read 207 00:16:21.360 --> 00:16:25.519 the description and feel like a little implicated and a little too seen and maybe 208 00:16:25.519 --> 00:16:29.200 a little angry. Wait wait, wait, like I don't know that about 209 00:16:29.240 --> 00:16:32.639 me? That's not really fair. Yeah, I like that part, I 210 00:16:32.639 --> 00:16:34.679 don't. There's often a reaction with people when they find their type of like, 211 00:16:34.720 --> 00:16:38.000 oh, I don't love being that type because they've lived it for a 212 00:16:38.039 --> 00:16:42.000 really long time and they see both the beautiful parts of it in the and 213 00:16:42.080 --> 00:16:48.159 the hard parts of it as well. And so yeah, usually a test 214 00:16:48.279 --> 00:16:52.360 plus a conversation about it, and then there's the opportunity to just read up 215 00:16:52.360 --> 00:16:57.480 on it. Many resources are widely available online, but the Enneagram Institute in 216 00:16:57.519 --> 00:17:03.680 particular has a great resources that are widely available in free. Amazing, amazing, 217 00:17:03.720 --> 00:17:07.200 And just one last question here before I let you go, because we're 218 00:17:07.400 --> 00:17:11.799 coming to time. Why did you decide to get certified in the Enneagram as 219 00:17:11.799 --> 00:17:15.839 opposed to any of the other assessments that are out there. You know, 220 00:17:15.079 --> 00:17:18.279 I to the point that I just made, I don't think I've ever had 221 00:17:18.319 --> 00:17:23.319 such a visceral reaction to being typed as I did with the Enneagram, a 222 00:17:23.359 --> 00:17:29.720 feeling of I'm seen, this feels right, I don't know where this is 223 00:17:29.759 --> 00:17:33.319 coming from. I'm kind of angry about it and kind of inspired by it. 224 00:17:33.279 --> 00:17:37.599 I felt the most visceral, kind of like juicy reaction to getting typed 225 00:17:37.599 --> 00:17:41.720 in Anagram than being typed in any other system. And it was that feeling 226 00:17:41.759 --> 00:17:45.359 that I really had, and that same reaction that I've seen in other people, 227 00:17:45.680 --> 00:17:49.039 which caused me to say, this is actually a really powerful tool if 228 00:17:49.039 --> 00:17:53.519 people are open minded to it. It's certainly my tool of choice if people 229 00:17:53.559 --> 00:17:59.480 are willing to entertain it. Well, thank you so much, Coach Naradith 230 00:17:59.519 --> 00:18:04.160 for sharing with us your insight about the enneagram, and thank you to our 231 00:18:04.160 --> 00:18:07.480 audience for listening. If you would like to work with Coach Meredith or one 232 00:18:07.480 --> 00:18:11.880 of our other qualified coaches, please visit us at THEIDMMX dot com. Thank 233 00:18:11.920 --> 00:18:19.160 you so much for listening. Thanks Jamie, thanks for listening. Please subscribe 234 00:18:19.160 --> 00:18:23.880 wherever you listen and leave us a review. Find your ideal coach at www 235 00:18:23.960 --> 00:18:30.680 dot VIIDMX dot com. Special thanks to our producer Martin Maluski and singer songwriter 236 00:18:30.759 --> 00:18:30.279 Doug Allen.