WEBVTT 1 00:00:01.080 --> 00:00:03.680 Welcome to Hacking Your Leadership. I'm Chris and I'm Lorenzo. 2 00:00:03.720 --> 00:00:04.120 And Lorenzo. 3 00:00:04.200 --> 00:00:07.639 On today's episode, we're continuing our discussion about the Forbes 4 00:00:07.719 --> 00:00:10.400 article that we came across a few weeks ago on 5 00:00:10.560 --> 00:00:15.640 the Coaches Council. This is advice that coaches, professional coaches 6 00:00:15.960 --> 00:00:18.519 would give to their younger selves as they were starting 7 00:00:18.559 --> 00:00:19.320 out their careers. 8 00:00:19.640 --> 00:00:21.239 You know, kind of advice they wish they had. 9 00:00:21.239 --> 00:00:23.320 All Right, they can look back and say, yeah, this 10 00:00:23.399 --> 00:00:25.679 is good advice now, and I do these things now. 11 00:00:25.920 --> 00:00:27.800 I wish I had known that when I was, you know, 12 00:00:27.839 --> 00:00:30.160 twenty years ago or thirty years ago, when my career started. 13 00:00:30.559 --> 00:00:32.960 It's been a fascinating conversation over the last few weeks, 14 00:00:33.000 --> 00:00:36.759 and we've gone through about thirteen or fourteen different pieces of. 15 00:00:36.719 --> 00:00:38.920 Advice on today's discussion. 16 00:00:39.399 --> 00:00:41.679 The piece of advice that the Coach's counsel would give 17 00:00:41.719 --> 00:00:44.880 to their younger selves is about appreciating the moment, and 18 00:00:45.439 --> 00:00:49.759 the words they use is that progress does not require perfection. 19 00:00:50.320 --> 00:00:52.320 It just means taking one step at a time and 20 00:00:52.359 --> 00:00:55.679 moving forward. My younger self did not appreciate being in 21 00:00:55.719 --> 00:00:58.039 the moment and enjoying my progress. Instead, I had to 22 00:00:58.079 --> 00:01:00.840 focus on the next thing to do. The process is 23 00:01:00.880 --> 00:01:03.679 a great opportunity to learn and to feel gratitude if 24 00:01:03.719 --> 00:01:07.200 you allow yourself to experience it. There's there's no denying that. 25 00:01:07.879 --> 00:01:10.439 Like I can say right now, yes, that's fantastic advice. 26 00:01:10.480 --> 00:01:11.239 I love that advice. 27 00:01:11.560 --> 00:01:13.959 And then whether or not I do it in the 28 00:01:14.040 --> 00:01:16.959 moment is hit and miss at best. You know, sometimes 29 00:01:17.000 --> 00:01:18.840 I'm successful, other times not so much. 30 00:01:18.879 --> 00:01:19.799 What do you think about this? 31 00:01:20.000 --> 00:01:20.959 Yeah, I think it's so true. 32 00:01:21.879 --> 00:01:22.480 Absolutely. 33 00:01:22.519 --> 00:01:26.159 I think that there's a part of when you have 34 00:01:26.280 --> 00:01:28.599 passion for the work and you have drive for the work, 35 00:01:29.359 --> 00:01:31.760 it can be it can be hard not just to 36 00:01:31.760 --> 00:01:33.840 stop and smell the roses, but to even realize you're 37 00:01:33.840 --> 00:01:35.640 walking by a garden, you know what I mean, Like 38 00:01:35.959 --> 00:01:37.680 for sure, really difficult to do that. 39 00:01:39.079 --> 00:01:40.319 I think I've. 40 00:01:40.159 --> 00:01:44.840 Learned over time to create spaces for those moments. And 41 00:01:44.920 --> 00:01:46.959 I'll give you a great example. I do this pretty 42 00:01:47.959 --> 00:01:51.400 you know, pretty consistently, where it's like having meetings and moments, 43 00:01:51.439 --> 00:01:54.079 bringing leaders together, taking the time to go deep into 44 00:01:54.280 --> 00:01:58.879 strategies or plans, commitments, things like that. Creating this space 45 00:01:59.280 --> 00:02:01.760 uh to to do things like go have dinner together 46 00:02:02.359 --> 00:02:05.079 and go eat and like and have some of that 47 00:02:05.200 --> 00:02:09.159 informal time and be able to like just talk about things. 48 00:02:09.240 --> 00:02:11.879 You know, we were you know, I had a meeting 49 00:02:11.879 --> 00:02:14.080 not too long ago and we had dinner together and 50 00:02:14.159 --> 00:02:16.319 like you know, we had great food and sat around 51 00:02:16.319 --> 00:02:18.360 a table and then had a whole bunch of conversations 52 00:02:18.360 --> 00:02:22.919 about things like TV shows and movies and and characters 53 00:02:22.960 --> 00:02:27.000 and books and just like all types of things that 54 00:02:27.039 --> 00:02:30.039 people were interested in. Questions like, hey, if you had 55 00:02:30.039 --> 00:02:32.759 a moment to hang out with, you know, a celebrity 56 00:02:32.800 --> 00:02:34.439 that you would really want to like talk to and 57 00:02:34.520 --> 00:02:37.120 learn from, who would that be? Like those types of 58 00:02:37.159 --> 00:02:42.120 spaces where you can just take that moments and enjoy it. 59 00:02:42.199 --> 00:02:43.919 But then I think it's important, it's a leader is 60 00:02:43.960 --> 00:02:46.360 to say those things. You know, I'm I'm known for 61 00:02:46.439 --> 00:02:49.319 saying like, hey, let's take a picture right now, Let's 62 00:02:49.319 --> 00:02:51.960 get a picture, because you know, if you look at 63 00:02:51.960 --> 00:02:54.520 this team a year from now, two years from now, 64 00:02:54.560 --> 00:02:56.319 three years from now, there's two things that should happen. 65 00:02:56.360 --> 00:02:59.199 Number One, there should be an expectation that many people 66 00:02:59.280 --> 00:03:01.800 are doing different things different places, because like, if we're 67 00:03:01.800 --> 00:03:04.520 not working towards progress or getting better than what are 68 00:03:04.520 --> 00:03:06.800 we doing? And we want to have the pictures because 69 00:03:06.800 --> 00:03:08.080 you want to be able to be like, hey, I 70 00:03:08.120 --> 00:03:10.719 remember three, four or five years ago, Remember this day, 71 00:03:10.840 --> 00:03:14.800 Remember this conversation, remember this time. Like taking those moments 72 00:03:14.800 --> 00:03:18.400 intentionally to capture the moment, but then create the space 73 00:03:18.479 --> 00:03:21.759 to have the informal connection, I think is so critical 74 00:03:21.800 --> 00:03:24.280 because that's really where the memories come. In my opinion anyway, 75 00:03:24.319 --> 00:03:26.400 that's how it resonates with me. Was like, the picture 76 00:03:26.439 --> 00:03:28.479 means a thing, like we all take pictures, we all 77 00:03:28.520 --> 00:03:29.879 have those pictures, Like we don't want to take a picture. 78 00:03:29.879 --> 00:03:31.960 We take a picture, right, all right, everybody team picture, 79 00:03:32.000 --> 00:03:34.400 get together like okay whatever, like it's going to happen. 80 00:03:34.759 --> 00:03:37.199 But those moments in spaces, I think of the things 81 00:03:37.199 --> 00:03:40.759 that allow you to slow down, pause, enjoy it, talk 82 00:03:40.800 --> 00:03:42.840 about it, and appreciate the time. 83 00:03:42.919 --> 00:03:44.120 Yeah, you're not wrong about that. 84 00:03:44.199 --> 00:03:46.840 I think in your example it being kind of a 85 00:03:46.919 --> 00:03:50.000 team thing. I think it's heavily dependent on the culture, 86 00:03:50.120 --> 00:03:53.960 meaning it's it's very fortunate itat it's great that the 87 00:03:54.000 --> 00:03:55.800 culture is such where you can do that and you 88 00:03:55.800 --> 00:03:58.039 can have a dinner and the discussion is about things 89 00:03:58.039 --> 00:04:00.280 that are not work related that you're just getting know 90 00:04:00.319 --> 00:04:03.080 each other and learning about each other and connecting. 91 00:04:03.599 --> 00:04:04.680 You can you can. 92 00:04:04.520 --> 00:04:07.080 Contrast that with the the opposite end, and you can 93 00:04:07.080 --> 00:04:09.479 picture these you know, kind of awkward scenes from like 94 00:04:09.520 --> 00:04:12.360 the office, you know, where where they're trying to get 95 00:04:12.400 --> 00:04:15.599 people together and because the employees don't want to be there, 96 00:04:15.639 --> 00:04:19.439 and because the boss is awkward, socially awkward and doesn't 97 00:04:19.480 --> 00:04:23.120 know how to ask the questions correctly, it's just this 98 00:04:23.639 --> 00:04:24.720 cringey moment. 99 00:04:25.199 --> 00:04:26.399 And I've been in those meetings. 100 00:04:26.399 --> 00:04:28.560 I've been in ones that are that don't necessarily rise 101 00:04:28.600 --> 00:04:32.319 to the office level, but they where I felt like 102 00:04:32.360 --> 00:04:35.720 things were trying to be forced when when the leader 103 00:04:35.800 --> 00:04:39.800 was trying to create culture by doing the things that 104 00:04:39.800 --> 00:04:42.279 that really should be the product of good culture that 105 00:04:42.439 --> 00:04:44.000 already existed. Uh. 106 00:04:44.120 --> 00:04:45.439 And so that that's fantastic. 107 00:04:46.040 --> 00:04:49.040 I think when I look at this article around this 108 00:04:49.120 --> 00:04:53.600 advice about appreciating the moment, Yes, it is important to 109 00:04:53.639 --> 00:04:55.399 do as a team. I think where a lot of 110 00:04:55.439 --> 00:04:57.879 people struggle with it is doing it for themselves, like 111 00:04:58.079 --> 00:05:01.079 just in the moment. I know, oh that I that 112 00:05:01.160 --> 00:05:06.360 I have coached employees who wanted to apply for a 113 00:05:06.399 --> 00:05:09.240 promotion or a position while they've been in their current 114 00:05:10.199 --> 00:05:13.120 their current position or role for two months or three 115 00:05:13.120 --> 00:05:17.319 months or six months, and I know that just kind 116 00:05:17.360 --> 00:05:20.480 of talking to them and knowing that a they don't 117 00:05:20.480 --> 00:05:23.480 have the necessary skills to do this next role, but 118 00:05:23.519 --> 00:05:24.879 for some reason they think they do. 119 00:05:25.199 --> 00:05:25.439 Now. 120 00:05:25.600 --> 00:05:27.959 I love the confidence. I love the confidence of somebody 121 00:05:28.000 --> 00:05:29.480 saying that I think I could do the next thing. 122 00:05:30.040 --> 00:05:32.680 But but that's why it's the job of I think 123 00:05:32.759 --> 00:05:35.519 leaders to kind of help people, help steer people in 124 00:05:35.560 --> 00:05:37.879 a way that doesn't look like you're trying to, you know, 125 00:05:37.959 --> 00:05:40.800 kind of squash them, but it does look like you're 126 00:05:40.800 --> 00:05:43.199 trying to make sure they're realistic about what the future 127 00:05:43.240 --> 00:05:45.800 looks like. And So when I when I think about 128 00:05:45.800 --> 00:05:48.600 my own experience with this process and I think about 129 00:05:48.600 --> 00:05:51.959 when I'm likely to think about when I don't enjoy 130 00:05:52.000 --> 00:05:54.160 the moment and I enjoy the process and I think 131 00:05:54.160 --> 00:05:56.680 about the next thing, it's not when I first start 132 00:05:56.680 --> 00:05:59.720 out doing something. It's it's several months in or you know, 133 00:05:59.759 --> 00:06:02.079 six months to a year in. At the very beginning, 134 00:06:02.560 --> 00:06:04.560 I feel like I'm learning something new every single day, 135 00:06:04.800 --> 00:06:08.720 and that kind of satiates that need for the next thing, 136 00:06:08.720 --> 00:06:10.480 because the next thing could just be the next skill 137 00:06:10.519 --> 00:06:14.560 that I'm learning. But on a long enough timeline, you know, 138 00:06:14.639 --> 00:06:16.600 you know, call it three months, six months, or a year, 139 00:06:16.680 --> 00:06:20.199 depending on the role. It could be that there is 140 00:06:20.279 --> 00:06:25.000 nothing new on a daily basis, but the new things 141 00:06:25.079 --> 00:06:27.040 or the new skills or the new experiences that you 142 00:06:27.079 --> 00:06:29.879 get maybe happen a lot for you know, fewer and 143 00:06:29.879 --> 00:06:33.600 further between. Maybe then the the times that you come 144 00:06:33.639 --> 00:06:35.560 across something where you don't know what to do, or 145 00:06:35.600 --> 00:06:38.160 you have to learn something new or apply a new skill, 146 00:06:38.399 --> 00:06:40.639 maybe that happens every three months as opposed to every 147 00:06:40.680 --> 00:06:43.360 day at the beginning, and then you start to think, oh, 148 00:06:43.480 --> 00:06:46.240 you know what, I'm done here, I've done everything I 149 00:06:46.279 --> 00:06:48.560 can do here. Now it's time to move on. It's 150 00:06:48.560 --> 00:06:51.240 this kind of this feeling like I now I know everything. 151 00:06:51.720 --> 00:06:53.920 And it's not really thinking I know everything, but it's 152 00:06:53.920 --> 00:06:56.600 thinking I know enough, I know enough where I don't 153 00:06:56.600 --> 00:06:59.959 get satiated every day or every week with something new 154 00:07:00.360 --> 00:07:05.000 to learn. It's just the repetitive motion of doing the job, 155 00:07:05.040 --> 00:07:07.879 whatever that is, and that can get tedious sometimes. If 156 00:07:07.920 --> 00:07:11.160 you are the type of person who wants to move forward, 157 00:07:11.360 --> 00:07:13.160 I think that's when it's most important to make sure 158 00:07:13.160 --> 00:07:14.920 you have people around you that can help you and 159 00:07:15.079 --> 00:07:17.319 keep you grounded, but a lot of that has to 160 00:07:17.319 --> 00:07:18.759 be internally. You have to kind of kind of get 161 00:07:18.800 --> 00:07:19.639 there on your own. Yeah. 162 00:07:19.680 --> 00:07:23.199 I think it's also important, like in the micro moments 163 00:07:23.439 --> 00:07:25.720 of like what we talk a lot about, which is 164 00:07:26.160 --> 00:07:28.800 kind of self reflection, sitting down, journaling, writing things down, 165 00:07:28.879 --> 00:07:31.959 thinking about the day, thinking about the week, thinking about 166 00:07:31.959 --> 00:07:34.600 the lesson, thinking about the month, like whatever that might be. 167 00:07:34.759 --> 00:07:38.279 But like taking that time as well to really consider 168 00:07:39.319 --> 00:07:42.399 what you're doing, what you've learned, where you want to 169 00:07:42.439 --> 00:07:45.720 focus and grow. I think that also is a big 170 00:07:45.800 --> 00:07:48.519 part of those moments. And taking the time so to 171 00:07:48.560 --> 00:07:52.439 your point, like outside of the team part of like 172 00:07:52.839 --> 00:07:56.079 stopping to take the time to recognize the moment as 173 00:07:56.079 --> 00:07:58.480 a team, I think, as the individual and as a person. 174 00:07:59.399 --> 00:08:02.480 I think those are also those moments where you know 175 00:08:02.560 --> 00:08:05.519 you can feel really good about your progress and the 176 00:08:05.519 --> 00:08:09.279 work that you're doing and thinking through it. And I 177 00:08:09.319 --> 00:08:12.000 think too, like there's been a lot more moments in 178 00:08:12.079 --> 00:08:16.879 my life where I'm mid conversation, I'm sharing something with 179 00:08:17.279 --> 00:08:21.680 an individual or a team about a subject or about 180 00:08:21.680 --> 00:08:24.600 an opinion, and I'm just like where. 181 00:08:24.360 --> 00:08:25.319 Did that come from? 182 00:08:25.360 --> 00:08:26.480 Like like like how do you know what I mean? 183 00:08:26.519 --> 00:08:29.120 Like like like I I'm saying something that I may 184 00:08:29.160 --> 00:08:31.120 have said in my head. I'm saying something that I 185 00:08:31.199 --> 00:08:34.039 know to be true, but I've never put it together 186 00:08:34.159 --> 00:08:37.639 in a way that is as maybe as clear or 187 00:08:37.679 --> 00:08:42.080 as as as inspirational or as impactful as that moment. 188 00:08:43.279 --> 00:08:45.840 And I really take the time to write those things down, 189 00:08:45.879 --> 00:08:47.559 Like it's one of the things that I've really done, 190 00:08:47.720 --> 00:08:49.559 is like wow, Like when I when I have that 191 00:08:49.639 --> 00:08:52.159 moment where like I hear my own voice in my 192 00:08:52.240 --> 00:08:55.519 head while I'm talking, and I'm like, oh wow, this 193 00:08:55.519 --> 00:08:58.799 this is something that like just saying it out loud 194 00:08:59.200 --> 00:09:01.840 is really resonating. I need to write that down to 195 00:09:01.879 --> 00:09:03.600 be able to go back and reflect upon that, like 196 00:09:03.639 --> 00:09:06.720 what got me there? What were the things that I 197 00:09:06.840 --> 00:09:09.519 was thinking of? And then like how do I take 198 00:09:09.600 --> 00:09:13.600 that idea or that phrase or that thing, and how 199 00:09:13.600 --> 00:09:15.919 do I build upon that? And so like what I 200 00:09:15.919 --> 00:09:18.240 can tell you now is like those exact things are 201 00:09:18.279 --> 00:09:20.799 what inform almost every one of the newsletters that I 202 00:09:20.799 --> 00:09:23.519 write every week is the idea like that that thing 203 00:09:23.559 --> 00:09:25.240 that I was talking about, that idea that I had. 204 00:09:25.440 --> 00:09:26.840 I can tell you what the next two or three 205 00:09:26.879 --> 00:09:28.879 are going to be because I've typed them up on 206 00:09:28.919 --> 00:09:30.879 my phone as a note real quick to say, this 207 00:09:30.960 --> 00:09:34.360 is something I want to go deeper into and that 208 00:09:34.480 --> 00:09:37.799 allows me to better myself. But it's also like self 209 00:09:37.840 --> 00:09:42.000 recognition for the moment of growth and understanding and kind 210 00:09:42.039 --> 00:09:45.639 of you know, creating your perspectives in real time, which 211 00:09:45.679 --> 00:09:49.279 I think sometimes we don't do enough of. We gain 212 00:09:49.360 --> 00:09:53.120 our perspectives, we repeat what our leaders and our mentors say, 213 00:09:53.240 --> 00:09:55.080 we kind of add our little own spin to it. 214 00:09:55.399 --> 00:09:57.879 But when it comes to these actual like unlocks, I 215 00:09:57.879 --> 00:10:00.320 think it's super helpful. And then typically what en is 216 00:10:00.360 --> 00:10:02.159 up happening is it leads me down the path and say, okay, well, 217 00:10:02.200 --> 00:10:03.399 like what are the content is out there? 218 00:10:03.600 --> 00:10:04.440 What other authors? 219 00:10:04.519 --> 00:10:07.799 Podcast head talks shows what are other people that have 220 00:10:07.879 --> 00:10:11.000 talked about this subject? Because I don't have the ego 221 00:10:11.080 --> 00:10:13.559 to believe that I just created this amazing thing, like 222 00:10:13.559 --> 00:10:15.279 there are other people that have talked about these things, 223 00:10:15.879 --> 00:10:18.120 but let me go, let me go spend some time 224 00:10:18.720 --> 00:10:21.879 like now learning and reading about how others have approached 225 00:10:21.919 --> 00:10:24.039 this or talked about it. And I might say, oh man, 226 00:10:24.080 --> 00:10:25.759 this is exactly what I was saying out like okay, 227 00:10:25.840 --> 00:10:28.759 so like this definitely exists. Or I might say, oh well, 228 00:10:29.279 --> 00:10:32.799 my take on this is slightly different, but like, how 229 00:10:32.840 --> 00:10:34.919 can I kind of gather these thoughts together to have 230 00:10:35.039 --> 00:10:38.399 an even more specific point of view that I want 231 00:10:38.440 --> 00:10:39.080 to share with people? 232 00:10:39.159 --> 00:10:41.919 Right? So a great example of that is the you 233 00:10:41.919 --> 00:10:45.039 know we We've had the author of Steven Shallezzki on 234 00:10:45.080 --> 00:10:47.080 the show. He has the you know, the book Speak 235 00:10:47.120 --> 00:10:50.919 Up Culture, and this fantastic book, and his kind of 236 00:10:51.159 --> 00:10:55.200 model around this is for an employee to speak up, 237 00:10:55.440 --> 00:10:58.080 the environment has to be both safe and worth it. 238 00:10:58.639 --> 00:11:01.519 And he put it on paper and and he put 239 00:11:01.519 --> 00:11:03.320 it in a book, and and God love him for it, 240 00:11:03.360 --> 00:11:06.039 like it's great. A long time ago I had a 241 00:11:06.039 --> 00:11:11.080 conversation with somebody about speaking up and saying something and 242 00:11:11.080 --> 00:11:13.120 telling them, hey, you should say something, and their their 243 00:11:13.240 --> 00:11:16.279 response was why nothing's nothing's gonna change, And like, well, 244 00:11:16.360 --> 00:11:19.480 are you afraid of saying something someone's gonna retaliate against 245 00:11:19.519 --> 00:11:21.679 you or that you're not gonna be Like, uh no, 246 00:11:21.759 --> 00:11:23.720 not really, I don't really care, but I don't think 247 00:11:23.759 --> 00:11:25.559 so I just don't think that's I don't think what's 248 00:11:25.600 --> 00:11:27.480 the point, you know? And then and and it was 249 00:11:27.519 --> 00:11:30.440 in that moment that I thought to myself, Okay, so 250 00:11:30.440 --> 00:11:33.320 so for for a person to kind of rock the 251 00:11:33.320 --> 00:11:35.440 boat a little bit or to say something that that 252 00:11:35.440 --> 00:11:38.200 that needs to be said. It's not just about whether 253 00:11:38.279 --> 00:11:40.000 or not they have a fear of doing it. They 254 00:11:40.039 --> 00:11:42.519 have to believe something's actually gonna change. And I remember, 255 00:11:42.639 --> 00:11:44.360 and I've had that that thought in my own head 256 00:11:44.399 --> 00:11:48.200 for years and never never put it down on paper. 257 00:11:48.320 --> 00:11:50.320 And and Steven Schleski wrote a book about it, like 258 00:11:50.320 --> 00:11:52.759 it has to be you know, safe and worth it. 259 00:11:52.799 --> 00:11:55.600 And so it's these these unlocks are a really big thing. 260 00:11:55.639 --> 00:11:58.720 You're so right, because uh if in the in the 261 00:11:58.799 --> 00:12:02.159 moment the first time I thought that, did I did 262 00:12:02.200 --> 00:12:04.120 I think this is profound? No? I didn't think it 263 00:12:04.120 --> 00:12:06.039 was profound. I thought it was just, you know, that's 264 00:12:06.080 --> 00:12:09.039 just everybody probably thinks that way, right, Like so I 265 00:12:09.120 --> 00:12:11.879 kind of devalue the thought process on my own head 266 00:12:11.960 --> 00:12:14.080 thinking that's not a big deal. I'm guess that that's 267 00:12:14.120 --> 00:12:16.559 common knowledge. Maybe it's not common knowledge. A lot of 268 00:12:16.600 --> 00:12:18.919 these things are are when you when you feel this 269 00:12:19.000 --> 00:12:22.600 kind of unlock moment, it might be a good thing 270 00:12:22.600 --> 00:12:24.639 to do to kind of explore a little bit about 271 00:12:24.960 --> 00:12:28.080 how how common a thought is this uh in in 272 00:12:28.120 --> 00:12:30.360 the world as a whole. Uh and how many people 273 00:12:30.360 --> 00:12:32.840 out there maybe need to hear it because these are 274 00:12:32.919 --> 00:12:36.120 these are the kind of things that can really allow 275 00:12:36.159 --> 00:12:38.519 you to enjoy the process, especially if you're trying to 276 00:12:38.519 --> 00:12:40.559 grow as a leader, If you're trying to learn and 277 00:12:40.639 --> 00:12:42.879 grow as a leader and become a better leader. These 278 00:12:43.000 --> 00:12:46.720 unlocks that you can use to help others get out 279 00:12:46.720 --> 00:12:48.879 of ruts that they're experiencing or help them grow to 280 00:12:48.919 --> 00:12:51.960 the next level. You know, those unlocks are. They become 281 00:12:52.000 --> 00:12:54.639 tools in your tool belt that then allow you to 282 00:12:55.080 --> 00:12:58.440 look at what the true kind of the joy around 283 00:12:58.600 --> 00:13:02.039 leading people is watching them accomplish things. Then maybe they 284 00:13:02.080 --> 00:13:04.240 didn't think they could accomplish it first, but maybe you 285 00:13:04.320 --> 00:13:06.799 knew that they could, and watch them actually do it. 286 00:13:07.039 --> 00:13:09.440 These are the tools that can help make that happen. 287 00:13:09.600 --> 00:13:12.360 And so I think they're very very important to document 288 00:13:12.440 --> 00:13:14.360 and to think about and reflect on. 289 00:13:14.600 --> 00:13:17.440 Absolutely. And with that it brings us to this episode's 290 00:13:17.480 --> 00:13:19.840 one minute hack. But first a few words from our sponsors. 291 00:13:20.759 --> 00:13:22.279 All right, for this episode one minute hack, here's what 292 00:13:22.279 --> 00:13:24.759 I want you to do. The last words in this 293 00:13:24.919 --> 00:13:28.679 article around the concept of appreciating the moment. It says 294 00:13:28.840 --> 00:13:31.519 the process is a great opportunity to learn and feel 295 00:13:31.600 --> 00:13:34.919 gratitude if you allow yourself to experience it. I think 296 00:13:34.919 --> 00:13:37.320 those words are profound because I know in my own 297 00:13:37.360 --> 00:13:40.679 life when I don't stop and small the roses, so 298 00:13:40.759 --> 00:13:42.600 to speak, and when I'm focused on the next thing 299 00:13:42.679 --> 00:13:45.759 to do as opposed to enjoying the process. It's not 300 00:13:45.960 --> 00:13:48.679 because I think I'm I'm not allowed to because of 301 00:13:48.759 --> 00:13:51.679 outside forces or society or my boss or whoever. 302 00:13:52.039 --> 00:13:53.759 It's because I don't. 303 00:13:53.480 --> 00:13:55.759 Give myself permission to do it because I think in 304 00:13:55.799 --> 00:13:59.679 some way that either a it's going to limit my 305 00:13:59.720 --> 00:14:02.639 phoneocus on what the next thing is, or hinder that 306 00:14:02.639 --> 00:14:05.840 focus or slow down the progress to whatever the ultimate 307 00:14:05.879 --> 00:14:09.240 goal is. But the moment you realize that there is 308 00:14:09.279 --> 00:14:11.600 no ultimate goal, that the whole thing is just a 309 00:14:11.639 --> 00:14:14.399 process and there are you know, there are mile markers 310 00:14:14.399 --> 00:14:17.960 and milestones along the way. There is no endgame, there's 311 00:14:18.159 --> 00:14:21.200 just constant growth, then you start to be able to 312 00:14:21.279 --> 00:14:25.000 allow yourself the permission to enjoy the moments, because if 313 00:14:25.080 --> 00:14:27.919 you don't, then what's the whole thing for Anyway, If 314 00:14:27.919 --> 00:14:31.240 there's no endgame, if there's no like final boss that 315 00:14:31.279 --> 00:14:33.320 you have to defeat in order to rule the world. 316 00:14:33.399 --> 00:14:36.080 You know that doesn't happen. So it's just how do 317 00:14:36.120 --> 00:14:40.039 I get better at my role? How do I enjoy 318 00:14:40.120 --> 00:14:43.000 my role more by increasing the number of things in 319 00:14:43.039 --> 00:14:45.440 it that I get to do that I get passion from. 320 00:14:45.600 --> 00:14:48.440 And if it's leadership, it's seeing the growth happen in 321 00:14:48.879 --> 00:14:52.000 your people and allowing yourself to reflect on those things 322 00:14:52.039 --> 00:14:54.200 and feel the gratitude that you're able to do it. 323 00:14:54.360 --> 00:14:57.399 If you can start that ball rolling, it becomes something 324 00:14:57.399 --> 00:14:59.320 that picks up speed as it goes and it becomes 325 00:14:59.360 --> 00:15:01.480 easier to do because you will get a lot of 326 00:15:01.519 --> 00:15:05.039 fulfillment around the fact that you did it, especially if 327 00:15:05.039 --> 00:15:07.960 you're really bad at it now. So so give yourself 328 00:15:08.000 --> 00:15:12.960 permission to allow yourself to experience those moments when they 329 00:15:13.000 --> 00:15:15.679 happen and reflect on them, and you'll find you'll get 330 00:15:15.679 --> 00:15:16.320 a lot of good from it. 331 00:15:16.399 --> 00:15:18.240 Yeah. You know it's funny is as you were talking 332 00:15:18.279 --> 00:15:19.879 through that, I'm gonna do what we talked about earlier, 333 00:15:19.960 --> 00:15:21.480 which is I'm going to reference the book that I 334 00:15:21.519 --> 00:15:24.039 think encapsulated the idea to the best of its ability, 335 00:15:24.039 --> 00:15:26.600 which is which is Infinite Game by Simon Sinek. Yeah, 336 00:15:26.840 --> 00:15:29.080 like when I read Infinite Game, exactly what you were 337 00:15:29.080 --> 00:15:32.399 saying is like the understanding, and this is what I 338 00:15:32.440 --> 00:15:36.000 take from it that like leadership development, your like your 339 00:15:36.039 --> 00:15:39.799 development as a leader, is the infinite game. Like it's 340 00:15:40.000 --> 00:15:43.840 it's constant learning, there's constant refining. You're going to You're 341 00:15:43.879 --> 00:15:46.679 going to build these pillars of leadership that will always 342 00:15:46.720 --> 00:15:48.759 stand tall and they will always be like kind of 343 00:15:48.759 --> 00:15:51.720 the foundation of who you are as a leader. And 344 00:15:51.759 --> 00:15:54.279 then as you continue your leadership degree and you build 345 00:15:54.279 --> 00:15:56.559 on top of those, you realize this is where you 346 00:15:56.559 --> 00:15:58.399 can start to get a little bit more ornate and 347 00:15:58.559 --> 00:16:01.399 unique in like your style how you do things, and 348 00:16:01.440 --> 00:16:03.639 you start to take all these things that that start 349 00:16:03.679 --> 00:16:07.840 to really help you with that level of success. And 350 00:16:07.879 --> 00:16:10.320 I think he does a great job of explaining that that, like, 351 00:16:10.360 --> 00:16:13.519 once you realize that this is an infinite game, that 352 00:16:13.559 --> 00:16:16.159 there is no stopping, there's no like, Okay, I have 353 00:16:16.279 --> 00:16:20.200 become the epitome of the perfect leader who has nothing 354 00:16:20.240 --> 00:16:23.080 more to learn and makes no bad decisions at all. 355 00:16:24.120 --> 00:16:25.559 Then then the book you need to read it is 356 00:16:25.600 --> 00:16:28.120 called ego is the Enemy by writing Holiday rights the 357 00:16:28.159 --> 00:16:28.440 book you. 358 00:16:28.440 --> 00:16:31.320 Need to read at that point. Right, But but but. 359 00:16:31.480 --> 00:16:35.559 That idea, once you accept that and understand that, I 360 00:16:35.559 --> 00:16:38.799 think it just opens you up so much more to 361 00:16:38.879 --> 00:16:42.679 saying I'm going to enjoy this journey and I'm going 362 00:16:42.759 --> 00:16:44.879 to document my learnings as I go, and I'm going 363 00:16:44.960 --> 00:16:48.279 to take my time, and there'll be times when I 364 00:16:48.879 --> 00:16:51.399 have to move quickly. There's a lot going on, but 365 00:16:51.480 --> 00:16:54.480 I have to make time to be able to stop 366 00:16:54.600 --> 00:16:57.519 and to uh to to to take in where I'm 367 00:16:57.559 --> 00:17:01.080 at right now, where I've been, how I'm here, and 368 00:17:01.080 --> 00:17:03.879 and that reflection, I think is very powerful in helping 369 00:17:03.879 --> 00:17:06.079 you move even faster as you continue your career. 370 00:17:06.200 --> 00:17:08.480 Right and there's plenty of evidence to show that if 371 00:17:08.519 --> 00:17:11.720 you're in leadership development, that it is an infinite game. 372 00:17:11.759 --> 00:17:13.319 If you look at you know, if you've been listening 373 00:17:13.319 --> 00:17:13.880 to the show. 374 00:17:13.759 --> 00:17:16.759 For years, we did a series on some of the 375 00:17:16.799 --> 00:17:20.480 most profound, the kind of the greatest leaders throughout history, 376 00:17:20.720 --> 00:17:22.880 and if you look at their leadership styles, they are 377 00:17:23.039 --> 00:17:26.480 vastly different because they span over the course of almost 378 00:17:26.519 --> 00:17:29.519 one hundred years. And so if you think about what 379 00:17:29.599 --> 00:17:33.279 made a leader successful eighty years ago versus what made 380 00:17:33.279 --> 00:17:35.960 a leader successful thirty years ago versus what makes a 381 00:17:36.039 --> 00:17:39.279 leader successful today, they are vastly different. And the leaders 382 00:17:39.319 --> 00:17:41.359 who are at the top of their game today who 383 00:17:41.440 --> 00:17:43.880 really show what it is like to lead people today, 384 00:17:44.240 --> 00:17:46.640 they would be chewed up and spit out by the 385 00:17:46.920 --> 00:17:51.079 workforce as a whole eighty years ago. Similarly, a leader 386 00:17:51.079 --> 00:17:53.960 that was you know, successful eighty years ago trying to 387 00:17:54.240 --> 00:17:58.359 kind of like magically appear in today's world and trying 388 00:17:58.359 --> 00:18:00.680 to lead people in the same way they people eighty 389 00:18:00.759 --> 00:18:02.119 years ago, they'd be fired. 390 00:18:02.240 --> 00:18:03.279 Like it is what it is. 391 00:18:03.359 --> 00:18:07.720 So there is no wrong, there's just what's right for 392 00:18:07.799 --> 00:18:10.160 the time and what made you successful at the time. 393 00:18:10.640 --> 00:18:13.400 But that is plenty of evidence that it changes, and 394 00:18:13.480 --> 00:18:16.400 that the speed of that change is getting more rapid 395 00:18:16.440 --> 00:18:18.559 and more rapid and more rapid. And so it used 396 00:18:18.599 --> 00:18:21.039 to be that you could have a thirty or forty 397 00:18:21.119 --> 00:18:24.559 year leadership career and not change your leadership style. Then 398 00:18:24.599 --> 00:18:26.240 it was well, you got to change your leadership style 399 00:18:26.279 --> 00:18:29.359 maybe once in your leadership career. If you're starting out 400 00:18:29.359 --> 00:18:32.400 as a leader today, you could have to refine and 401 00:18:32.559 --> 00:18:36.000