Speaker 1: And welcome, ladies and gentlemen to one more episode of Ascend,
Speaker 1: and I have my wonderful, marvelous, amazing co host, Seafood
Speaker 1: car Romaine.
Speaker 2: Right, thank you for that amazing introduction, normally the other
Speaker 2: way around.
Speaker 1: Yes, that's why I wanted to open today, guys. I
Speaker 1: wanted to give you guys a little bit of a
Speaker 1: different swing today. Okay, so today we're talking about what
Speaker 1: is our.
Speaker 2: Top creating an intentional life and career. And we have
Speaker 2: a very good friend. He's amazing, super positive, smart young guy.
Speaker 2: I met him many years ago and I'm just I'm
Speaker 2: so impressed with how he carries himself in the life
Speaker 2: that he's created for himself. His name is Giovanni Ramerez
Speaker 2: and Giovanni, welcome to Ascend.
Speaker 3: Thank you, thank you for having me on. Appreciate it.
Speaker 2: We're excited to have you here.
Speaker 3: I'm definitely excited too, guys, thanks so much.
Speaker 4: I'm loving the white, by the way, love it.
Speaker 3: You know, light colors are just they just bring energy.
Speaker 1: In yes, positivity right, and speaking about good energy, the
Speaker 1: minute you walked in the room, there was this good energy.
Speaker 4: I love your vibe.
Speaker 1: You're very positive. Tell us a little bit about you
Speaker 1: as a person who is Giovanni.
Speaker 3: Yeah, yeah, thank you for asking that, and again a
Speaker 3: pleasure to be here with you both. I think I
Speaker 3: would say there is a book that changed my life,
Speaker 3: and that book is The Celestine Prophecy. In that book,
Speaker 3: my father brought it home, he was reading it, and
Speaker 3: I just found it, and I was thirteen years old.
Speaker 3: And this book created the person that you see before you,
Speaker 3: a person that understands that we're all energy, that there
Speaker 3: are power struggles that we need to uplift each other,
Speaker 3: and that's one of the ways that you could build
Speaker 3: a really beautiful life. So I think The Celestine Prophecy
Speaker 3: really captures the kind of person that I am today.
Speaker 2: It's a great book. Actually, I still have a copy
Speaker 2: of it.
Speaker 3: Awesome, I need to reread it.
Speaker 1: So you were introduced to this early on? How old
Speaker 1: were you?
Speaker 3: I was around thirteen years old? Wow, yes, And I
Speaker 3: just found I found it, I think laying on the
Speaker 3: floor if I remember correctly, and I just got curious.
Speaker 3: And he does not always kill the guy.
Speaker 2: So were you your parents very philosophical or spiritual? Like
Speaker 2: how are you? How is how is it that your
Speaker 2: dad was reading it?
Speaker 3: Like yeah, A good question. My father actually, he was
Speaker 3: an avid reader and he would take us to the
Speaker 3: library every single week. We would get books, and my
Speaker 3: sister and I would you would find us reading upside
Speaker 3: down in our couch, if you remember, like you would
Speaker 3: build a fort and we would read upside down in
Speaker 3: our couch. And I read countless of books growing up,
Speaker 3: which is I think, if you want to build wisdom
Speaker 3: and children, have them read stories, fiction or nonfiction. And
Speaker 3: I think that really was a key component of coming up.
Speaker 3: So I wouldn't say my parents were as wise. My
Speaker 3: mom was definitely more spiritual. But my father has the
Speaker 3: wisdom to take me to the library every single time.
Speaker 2: They say readers are.
Speaker 1: Leaders, that's right, literally, and we have a leader here
Speaker 1: with us. That's amazing. So when you talk about personal
Speaker 1: development and growth, your careers all about that, right, How
Speaker 1: did you get introduced to that world, the coaching, the positivity,
Speaker 1: the personal development and everything you bring to it?
Speaker 2: Yeah?
Speaker 3: Wow? So innately people just wanted to follow me initially,
Speaker 3: whether it be friends groups, some way, somehow I would
Speaker 3: become the hey, what does GEO think? And I, well,
Speaker 3: I think this, Well, I think he's right, And then
Speaker 3: they would follow me, right, But I think if you
Speaker 3: want to go back, is when I started breakdancing. I
Speaker 3: was a breakdancer and I had my own dance crew.
Speaker 3: But I started breakdancing when I saw a nineteen seventies
Speaker 3: movie and I said, that looks cool. And then there
Speaker 3: were the resurgence of hip hop old school like in
Speaker 3: the mid nineties late nineties, and I said, there's no
Speaker 3: one around to teach me that. I'm going to teach
Speaker 3: it to myself. And then I found like minded people eventually,
Speaker 3: and then I built an a crew and we used
Speaker 3: to practice at my house and I built the studio
Speaker 3: and that's where my leadership skills really began. Yeah. So
Speaker 3: I was a better manager of the crew than a dancer,
Speaker 3: but I can still throw down.
Speaker 1: Look at that, and also a breakdancer. Yes, yes, that's amazing.
Speaker 2: That's really awesome. Is that where you met Eddie?
Speaker 3: Yes, So we have a CFO and I we have
Speaker 3: a common friend named Eddie who is very, very successful
Speaker 3: and amazing dancer, and it's one of the key components
Speaker 3: of why I am in this podcast here today.
Speaker 1: Yeah.
Speaker 2: Yeah, So can you tell us about your experience with
Speaker 2: multi level marketing and how that led to greater success
Speaker 2: for you. What you learned from that is there a
Speaker 2: lot of people look at multi level marketing and don't
Speaker 2: realize there's some powerful teachings and powerful tools to really
Speaker 2: help people grow and be intentional with their life and career. Yeah.
Speaker 3: Yeah, multi level marketing, you know, there's it has a
Speaker 3: long history, but I think it really teaches you how
Speaker 3: to be an entrepreneur, and it really does teach you
Speaker 3: how to be a leader, right because here you are
Speaker 3: you're incentivized people, not by force, but by the way
Speaker 3: you're communicating to them by reminding them of the bigger picture.
Speaker 3: And So, whether you stick in multi level or not,
Speaker 3: I decided to take my career in a different path.
Speaker 3: I think those leadership skills really stick with you and
Speaker 3: you become a much better person and a person that
Speaker 3: can communicate effectively as well, because you're doing selling, team
Speaker 3: management and also organizations.
Speaker 1: Absolutely, what I love about multi level marketing is the
Speaker 1: fact that you have to help somebody else.
Speaker 4: In order to help yourself. That's right, very true.
Speaker 1: Somebody's success becomes your own success. So you're invested in
Speaker 1: wanting to see other people succeed, and that's how it
Speaker 1: should be right. Yeah, that's the beauty of it. The
Speaker 1: more you succeed, I succeed with you, so I want you.
Speaker 3: To that's very true. Yeah, it's a win win. Yeah.
Speaker 3: And you know it's called the I call it the
Speaker 3: latter effect, right where you pull one person up, they
Speaker 3: may go higher than you and they help pull you
Speaker 3: up to the next day step.
Speaker 2: Absolutely absolutely, So what inspired you to write The Perfect Interview?
Speaker 3: Yeah? So The Perfect Interview is the culmination of over
Speaker 3: twelve years of career coaching entry level and mid level professionals.
Speaker 3: And I called it your perfect interview because it's really
Speaker 3: about you the person. You don't have to be the
Speaker 3: perfect interviewer, but if you have a picture of you
Speaker 3: being a better person, a better communicator, a better way
Speaker 3: to show up for yourself, then it's your perfect interview.
Speaker 3: So it's very purposely named for yours, not the perfect Interview.
Speaker 3: On top of that, because I've been interviewing, I've had
Speaker 3: a career in finance and different operations, different roles in
Speaker 3: operations and retail and finance companies. Overall, what I have
Speaker 3: found is that you want to if you do have
Speaker 3: like the perfect interview, you will interview yourself. You will
Speaker 3: get into a job that you yourself don't even want, right,
Speaker 3: the role might not be for you. And then you
Speaker 3: start working on this role and you're like, oh, this
Speaker 3: is not for me. That's because you probably did a
Speaker 3: perfect interview, not focusing on like is this really for me?
Speaker 3: Am I just answering to get the question right? Or
Speaker 3: am I answering this truthfully? Because so that the employer
Speaker 3: can also identify, Hey, this is probably not for you.
Speaker 2: Right.
Speaker 3: Yeah, it's a big, big component.
Speaker 1: And there's a big difference, like people when they hire
Speaker 1: for somebody that just you know, does a good job
Speaker 1: or whatever they are specifically good in.
Speaker 4: Right, It's important.
Speaker 1: What you're saying is there's a difference between you doing
Speaker 1: a good job and telling them what they.
Speaker 4: Want to hear, yes, versus you actually.
Speaker 1: Telling them what your strengths are and where you would
Speaker 1: fit in better exactly.
Speaker 3: Yeah. Yeah. And there's a good way to interview when
Speaker 3: you if you walk into the interview empowered, right, just
Speaker 3: thinking that yes, this is a situation where you don't
Speaker 3: have the power. They're asking all the questions by far
Speaker 3: and large, but you need to walk in there saying
Speaker 3: I need to really know if this is where I'm
Speaker 3: going to put the biggest chunk of my time, the
Speaker 3: biggest chunk of my day. So walking in there with
Speaker 3: that confidence that you're also interviewing them, you're also observing them,
Speaker 3: You're also watching their mannerisms that will give you a
Speaker 3: sense of confidence and assertiveness that that also will transcend
Speaker 3: across the desk and hopefully with that handshake.
Speaker 4: Oh that's powerful, awesome.
Speaker 2: So what was your observation, Like, how did you get
Speaker 2: into career coaching? What was your observation? I said, you
Speaker 2: know what people need this? Yeah, there's something missing here
Speaker 2: and I have the solution. Yeah, tell us about that.
Speaker 3: Beautiful, thank you for asking that. I fell in love
Speaker 3: with this. I started just you might laugh at this.
Speaker 3: I started with my ex girlfriends, So my girlfriends back then,
Speaker 3: girlfriends back then, and it's like, oh, I want to
Speaker 3: get a new job, So like, okay, yeah, let me
Speaker 3: write your resume right, and they would go and get
Speaker 3: a new job, or like I feel unconfident, I don't
Speaker 3: know how to negotiate my salary with my boss. And
Speaker 3: then I would give them techniques and they would go
Speaker 3: and get success. And then I have this interview that
Speaker 3: I need to prepare for and I had not realizing
Speaker 3: that I had a certain skill set. In two thousand
Speaker 3: and two, when the tech bubble collapsed like the pre
Speaker 3: the recession right that we had in two thousand and eight,
Speaker 3: I went out after college and went on five interviews
Speaker 3: and got five different job offers when all my friends
Speaker 3: were struggling to get work, and I just took it
Speaker 3: for granted. About a few many years later, I interviewed
Speaker 3: for a very large hedge fund and I was able
Speaker 3: to get in the door and I said, holy smokes,
Speaker 3: I'm doing something pretty good here. I need to study it.
Speaker 3: And I reflected on what I was doing in the
Speaker 3: interview process and I went and if you read a few,
Speaker 3: you know, professional development career books, and I said, holy smokes,
Speaker 3: I'm doing exactly what they're doing saying naturally, and I'm
Speaker 3: going further. There's an extra layer that I've uncovered. And
Speaker 3: that's where I said, SEAFO, people need this.
Speaker 4: You want to inquire.
Speaker 2: I want to know what were you doing right?
Speaker 4: Yeah?
Speaker 2: You know, like you know, just as a as a coach,
Speaker 2: you know, people come to me and they're talking to me,
Speaker 2: and there's so many people who've lost their jobs and
Speaker 2: they're sending resume in they're not hearing anything. They're going
Speaker 2: on interviews, they're not getting the job. What's the secret, sauce?
Speaker 3: I'm excited. I want to drop some value today. Okay,
Speaker 3: So with a resume, I think of it as going fishing. Right,
Speaker 3: If you're going fishing, how do you catch the biggest
Speaker 3: fish with the brightest lu right that with the brightest,
Speaker 3: biggest slur, Right, you have that if you have just
Speaker 3: a little hook, you're not gonna get something. You got
Speaker 3: some good bait, they're gonna take it and there. And
Speaker 3: nowadays recruiters they're seeing hundreds of resumes, right, hundreds, Which
Speaker 3: one is gonna stick out? Right? You have to stick out.
Speaker 3: So one of the things I say to people when
Speaker 3: I help people write the resume is add a little
Speaker 3: bit of pizzazz, whatever you're comfortable with. Create a little
Speaker 3: logo on the corner of your initials, Maybe add a
Speaker 3: little color, and format it and make it look as
Speaker 3: beautiful as possible, because what you want them to do
Speaker 3: is just to stop. They're going through that stash. Imagine
Speaker 3: you're the guys just going paper by paper and they
Speaker 3: take a look and they see this one and they
Speaker 3: go hmm and they put it to the side. You
Speaker 3: got them, baby, I love that.
Speaker 4: And just a little bit, just.
Speaker 3: A little that's all you need, enough, just enough to say,
Speaker 3: I'm gonna read this one further. Once you do that,
Speaker 3: you got them.
Speaker 2: What are some things they need to have in there? Though? Okay,
Speaker 2: so now I've got their attention. But you know, attention
Speaker 2: is what thirty seconds? It's very true, right, So now
Speaker 2: what what else has to be in there?
Speaker 3: Awesome?
Speaker 2: I know you don't want to give away all you see.
Speaker 3: I want to give them away, Okay, I do, I
Speaker 3: totally do. I want who is ever listening to go
Speaker 3: out and do this. And the one main component is
Speaker 3: that or three components as individuals list their responsibilities, but
Speaker 3: not these three items, their highlights, their achievements, and their recognition,
Speaker 3: which is hard for us to do. We're so hard
Speaker 3: on ourselves right that when we're writing a resume, we
Speaker 3: forget how amazing, how special. We forget all the amazing
Speaker 3: things we've done, right, which is why you want to
Speaker 3: work with a coach or with someone else and say, hey,
Speaker 3: well ask me about my career, and then you're gonna
Speaker 3: uncover all the gold, all the amazing things you've done
Speaker 3: for companies if you have, if it's your first job,
Speaker 3: talk about your high school achievements, where your volunteer volunteership,
Speaker 3: and then what you want to do is create a
Speaker 3: highlight section or an achievement section or a recognition section,
Speaker 3: and you put those up there and then list your
Speaker 3: responsibilities those so they they're hooked onto the bait and
Speaker 3: now you reel them in with the achievements, highlights and recognition.
Speaker 2: Yeah, so we can we do this? Can we kind
Speaker 2: of like? Can you we want to walk one of
Speaker 2: us through this?
Speaker 4: Oh man, actually speak for yourself.
Speaker 2: Just so that I want people, because I want our
Speaker 2: audience to feel like I can do this. And sometimes
Speaker 2: watching somebody go through the process, you go, oh, I
Speaker 2: get it. That's what he means, right, Like yeah, yes,
Speaker 2: a world lesson versus a word lesson.
Speaker 3: Right Okay, yeah, yeah, so let's you don't.
Speaker 2: Have to go really, you know, just kind of touch
Speaker 2: on it. So what kind of questions would you ask
Speaker 2: me if you were if I were writing a resume? Right? Yeah, okay,
Speaker 2: So I need some pizzazz up top. So I have
Speaker 2: a logo, yep, So so I put my little logo there. Yes, okay, great,
Speaker 2: Now what.
Speaker 3: Okay, beautiful, So need so that we don't spend too
Speaker 3: much time on it, I'm going to make it really quick.
Speaker 3: So seafood m hm, what name one responsibility that you have,
Speaker 3: you know, managing the martial arts.
Speaker 2: Center, chief cook and bottle washer.
Speaker 3: Well, you know you're you're there, You're the instructor, instructor.
Speaker 2: I'm the owner of the academy. I oversee training the
Speaker 2: instructors and operations, managing paying the.
Speaker 3: Bills, beautiful, okay, responsibilities right, marketing operation, and you would
Speaker 3: say that every single martial arts owner would have those
Speaker 3: same responsibilities, right, yes, okay. So now let's jump to
Speaker 3: the top to our achievements, Highlights and recognition section. So,
Speaker 3: how many of your students have been recognized for excellence
Speaker 3: in the field of martial arts?
Speaker 4: Long list?
Speaker 2: Long list?
Speaker 4: Okay?
Speaker 3: Would you say it's over two hundred or fifty or
Speaker 3: one hundred?
Speaker 2: At least two hundred, okay, at least two hundred. There
Speaker 2: you go to NASA. I have students who are in
Speaker 2: elite athletes and sports exactly. I have students that are
Speaker 2: working for government agency. Yes, so that's the bullet So
Speaker 2: and I have students all over the world. Yeah, successfully,
Speaker 2: have coached over two hundred elite athletes have gone on
Speaker 2: to have successful careers due to their march the instructional
Speaker 2: practice of a sea for ruling, and that's that alone
Speaker 2: will get you that next contract an opportunity exactly.
Speaker 3: Yeah, so you know we could go super.
Speaker 2: What about skills, don't I have to talk about my
Speaker 2: skill as a manager is a.
Speaker 3: So that gets me to another section. So the resume.
Speaker 3: So there's a theory behind the resume. The resume should
Speaker 3: do all the selling, and that's what we forget. A
Speaker 3: lot of people write a resume as telling. You're just
Speaker 3: telling your resume is the selling point. Should do all
Speaker 3: the selling so that when you walk in, they're already sold.
Speaker 3: They just want to figure out if you're a real
Speaker 3: person person sorry, and if you're a culture fit and
Speaker 3: that's you know, obviously we'll talk about interviewing, but if
Speaker 3: you want to give them a little bit of hint
Speaker 3: of your personality, what I do is I have my
Speaker 3: clients take a personality test figure out their strengths and weaknesses,
Speaker 3: because that's that's going to tie in with the interviewing.
Speaker 3: Really cool and then what you're gonna do if you're
Speaker 3: gonna set expectations, right, So what is satisfaction when whatever
Speaker 3: you expect shows up at the door, right? Or if
Speaker 3: it's even better, right, that's ultimately even better satisfaction, right,
Speaker 3: it exceeds right. So if you have your true core
Speaker 3: strengths or personality traits, they're going to expect a certain person, right,
Speaker 3: And they already bought you because you have this amazing resume.
Speaker 3: Right now, you walk in the door and the person
Speaker 3: that they pictured is the person that walks in. You're
Speaker 3: already two four or five steps ahead of all the
Speaker 3: other candidates.
Speaker 2: I guaran you really look the part. You're acting the part, right,
Speaker 2: and you are the party. You are the exactly what
Speaker 2: they read.
Speaker 3: Yeah, they visualized you as a certain person and you
Speaker 3: walked in and they said, this is the guy we
Speaker 3: were buying.
Speaker 1: So I have a question a lot of people I've
Speaker 1: read in many places about resumes. It it should be
Speaker 1: one page. Is that true?
Speaker 3: That's no longer true. Unfortunately, after the two thousand and
Speaker 3: eight two thousand and nine collapse, people just started having
Speaker 3: jobs and then you know, left that job because that
Speaker 3: went bankrupt, or this job clothes, and then with COVID,
Speaker 3: we already know how the world really shuffled. So I
Speaker 3: would say, if you're coming out of college, you want
Speaker 3: a one page resume. If you have about two or
Speaker 3: three years career, you can have a two page resume.
Speaker 3: Own resume is longer than that, or really for the
Speaker 3: higher up when you have like really big projects that
Speaker 3: you've worked on. So I would say two pages if
Speaker 3: you've been in the workforce and one page for entry level.
Speaker 1: That's very interesting. Would you recommend for people to add
Speaker 1: a picture on it and things like that?
Speaker 3: So if you are international, it's almost a given that
Speaker 3: you have to add a picture. That's what I found, Like,
Speaker 3: if you're applying for somewhere in the Philippines or Vietnam,
Speaker 3: you have to have a picture as part of the culture.
Speaker 3: In America, we don't yet have that, and thank goodness,
Speaker 3: because you don't want anyone really judging you from the
Speaker 3: way you look, because that's not really where your skill
Speaker 3: set is. If you're preparing like a CV or a
Speaker 3: media one sheet, which is a little bit different where
Speaker 3: you're going to be a speaker or for for maybe
Speaker 3: being on entertainment or media, then you might want to
Speaker 3: have a picture, because that's they're going to see the
Speaker 3: person that's going to be on stage or in a
Speaker 3: particular show.
Speaker 2: Yes, what about LinkedIn? I mean a lot of people
Speaker 2: discover talent on LinkedIn, they searched that. I can't tell
Speaker 2: you how many people hit my profile up on a
Speaker 2: weekly basis.
Speaker 3: Yes, LinkedIn is a great platform, particularly if you're looking
Speaker 3: for more sophisticated jobs. Yeah, so I would say LinkedIn
Speaker 3: is a really good source, particularly if you have a
Speaker 3: four year degree. If you don't have a four year degree,
Speaker 3: you might want to go to Indeed, which aggregates all
Speaker 3: the jobs in the workforce. So indeed, if you're a professional,
Speaker 3: definitely chopping down your career, and if you are don't
Speaker 3: have a four year degree, Indeed might be the better
Speaker 3: place for you.
Speaker 2: That's interesting. You're probably going to ask the same question
Speaker 2: I'm going to ask. But I know a lot of
Speaker 2: companies are doing away with this idea of having a
Speaker 2: bachelor's degree.
Speaker 3: Now, that's actually very true, seafoo, And the reason being
Speaker 3: is that the marketplace has changed and they've been fighting
Speaker 3: over employees. Right. You know, with a good economy, you're
Speaker 3: trying to figure out you're just trying to get someone
Speaker 3: in the door to get the stuff done. However, if
Speaker 3: the economy cools a little bit, then we're right back
Speaker 3: into fighting this very narrow funnel. Right, So it is
Speaker 3: dependent on the economy. So we have hired individuals with
Speaker 3: no degrees in our company. A caveat to this rule
Speaker 3: or this advice that I'm that I'm saying is if
Speaker 3: you want to break barriers or break rules, go for it.
Speaker 3: I think you're you can create your own opportunities. So
Speaker 3: thin that if you're fresh on a high school, you know,
Speaker 3: shoot your shot at the CEO. You never know what's
Speaker 3: going to happen.
Speaker 1: I like, what the what is the worst? They can say?
Speaker 5: Right?
Speaker 3: No, right, and we all know no, is it not?
Speaker 2: Now?
Speaker 1: I like that, is there such thing as overqualified?
Speaker 3: Yes? There is? Unfortunately there is. It's a it's a
Speaker 3: great risk. So let's let's talk on the other side
Speaker 3: of the grass. Right, the corporation has a great risk
Speaker 3: of spending a lot of time training you when you
Speaker 3: yourself say this job is beneath me, or my skill
Speaker 3: sets are greater than this, right, And so there is
Speaker 3: such a thing as being overqualified. But if you are
Speaker 3: overqualified and you do want to take take a let's
Speaker 3: say you want to cool down your career. Right, Let's
Speaker 3: say you you want to be a little bit more
Speaker 3: part time, or you want a job that's less intense,
Speaker 3: and you do want to take a step down or
Speaker 3: position or two down. You are able to qualify into those,
Speaker 3: but you just have to reassure or the employer that
Speaker 3: this is very purposeful and that you're just not doing
Speaker 3: it to get a new paycheck.
Speaker 1: Right, And is there a way that that could be done,
Speaker 1: maybe not having to share as many positions.
Speaker 3: Maybe so right now, there is so much data on
Speaker 3: individuals that you can find out a little bit too much.
Speaker 3: And I can tell you that because I do a
Speaker 3: lot of background searches for my job, and the amount
Speaker 3: of data that I can get on an individual is
Speaker 3: quite scary. So withholding positions might come to bite you
Speaker 3: if they get a service that has a complete history
Speaker 3: of where you've gotten a W two or a ten
Speaker 3: ninety nine from ten ninety nine's are hard to figure out,
Speaker 3: but W two's are a little bit easier, So just
Speaker 3: be careful if you're strategically trying to withhold a certain position. However,
Speaker 3: if you just got a new job and you've been
Speaker 3: there for two or three weeks and you're like, I'm out,
Speaker 3: I don't like this place, and you go find another employer.
Speaker 3: I would say, withhold that job that you had now
Speaker 3: and just make pretendant never existed.
Speaker 4: That's very interesting, interesting stuff.
Speaker 1: Okay, now I have a big question social media and
Speaker 1: job searching.
Speaker 3: Turn it off. Please turn it off. Employers are very judgy,
Speaker 3: you know, as they should be. You're hiring a person.
Speaker 3: You want to understand where their mindset is, mindset is
Speaker 3: in and you know, not social media. We have a
Speaker 3: lot of history there, right. You hear about people becoming
Speaker 3: successful and then someone digs up a tweet and then
Speaker 3: all of a sudden the CEO is, you know, reprimanded
Speaker 3: in the corner. And so if you're searching job searching,
Speaker 3: turn off your social media. Hype up that LinkedIn like
Speaker 3: go in there, make it all pretty entrepreneurs stuff or
Speaker 3: spirational stuff, career minded stuff, smart articles. Turn that up
Speaker 3: and turn all your social media off unless it's very cured.
Speaker 3: If you if you really have been strategic about the
Speaker 3: type of person you're promoting out there, then you can
Speaker 3: keep it all on. But by far largs. Turn it
Speaker 3: off as soon as you get the job. They're already
Speaker 3: investing in, turn it all out back in. Just don't
Speaker 3: go friending your boss so quickly.
Speaker 1: Right, Oh, that's a that's a good question question.
Speaker 4: Right, where do you draw the line?
Speaker 1: Because one thing that I have seen, to be quite honest,
Speaker 1: in this kind of era, is that there's there's a
Speaker 1: blurred line between personal and professional, right, Yeah, your life
Speaker 1: out there. It used to be before that you didn't
Speaker 1: know how somebody's house looked. You just knew, right, yes,
Speaker 1: but now you know everything. You know they're insides of
Speaker 1: their house, their kids, their personal life. It's kind of
Speaker 1: like a little, I don't know, weird.
Speaker 3: Yeah, it is a little weird. Be very strategic about
Speaker 3: who you add as a friend from work. The bigger
Speaker 3: the company, the more bureaucracy, the more politics, and so
Speaker 3: just be very strategic and uh and just careful mindful
Speaker 3: is really the way to be and foster great relationships
Speaker 3: and uh and buffer arts. Don't be too judgmental on
Speaker 3: each other. You can also be misjudging your colleague because
Speaker 3: they posted X, right, and so at the end of
Speaker 3: the day, just if it's going to cause you concern,
Speaker 3: don't do it. And I think that's a good rule
Speaker 3: to follow.
Speaker 4: It's really good.
Speaker 2: Okay, so let's move to the interview. We've gotten in
Speaker 2: the door. I handed them a great resume. My LinkedIn
Speaker 2: is tight, my social media is off. I walk in
Speaker 2: the door, I sit in my chair. What do I do? Yeah?
Speaker 3: So, see, if you mentioned earlier about like attention spans, right,
Speaker 3: it's very very people are facal. They're even more facal now.
Speaker 3: They used to be like the attention span with like
Speaker 3: I think sixteen between twenty and sixteen, sixteen and twenty seconds,
Speaker 3: and now it's less than that because social media and
Speaker 3: the way it works. Yeah, so, and I think you're
Speaker 3: correct on that. And so brevity is the key. I
Speaker 3: guarantee you this. Who's ever listening? Brevity is the key.
Speaker 3: Thirty second answers, thirty second answers, no more than forty five.
Speaker 3: The only question I allow my clients to go further
Speaker 3: than that is the tell me about yourself, because they're
Speaker 3: not yet tired of you yet. And even that question,
Speaker 3: I say, you better stay within a minute, okay, if
Speaker 3: you can. If Coca Cola can make us cry, because
Speaker 3: the polar Bear picked up the Coca Cola in the
Speaker 3: Super Bowl commercial. Commercials can make us feel and make
Speaker 3: us get excited about a product or an event. If
Speaker 3: they can do that within thirty seconds, then so can you.
Speaker 2: So do you have to role play storytelling with them?
Speaker 2: With your clients, like how to tell a good story?
Speaker 2: Like somebody asks you, like, so tell us about yourself?
Speaker 3: Like yes, okay, I'm going to drop the best value
Speaker 3: on this one. Okay, because this is where everybody I
Speaker 3: can't believe, I just witness.
Speaker 2: Also stick around.
Speaker 3: Oh my god, I love it so good question, and
Speaker 3: so everybody sticks their foot in their mouth and tell
Speaker 3: me about yourself. I've made this mistake before. So sometimes
Speaker 3: you say, oh, do you want personal or do you
Speaker 3: want professional? Duh, it's professional. You're in a professional setting. Okay,
Speaker 3: so we're going to talk about your professional life. Okay,
Speaker 3: it's can't be no more than a minute. They're not
Speaker 3: yet tired of you. Okay, they're gonna get tired of
Speaker 3: you eventually, but it can't be no more than a
Speaker 3: minute thirty to forty five seconds. So here's the magic formula.
Speaker 3: If you want to write this down, it's thirty percent education.
Speaker 3: So your answer should have thirty percent, education, thirty percent professional,
Speaker 3: So your career experience thirty percent, your personality traits or strengths,
Speaker 3: or your attributes. And the last piece is just let
Speaker 3: them know that you're excited or that you've been looking
Speaker 3: forward to this, and that's how you can end off
Speaker 3: that question. So my education, Yeah, I'm happy to be here,
Speaker 3: my education and blah blah blah blah blah. And with that,
Speaker 3: I've been able to do my career and I've been
Speaker 3: able to do one two three x yz. Some of
Speaker 3: my professional attributes are one two three x y Z.
Speaker 3: And now I'm super excited. I love this position. It
Speaker 3: really spoke to me the responsibility to match what I've
Speaker 3: done before. I can't wait to answer all your questions.
Speaker 3: Magic formula thirty thirty thirty ten percent.
Speaker 4: You're hied awesome, Thank you?
Speaker 3: How much do you think?
Speaker 2: So? Is this is part of your own formula, that
Speaker 2: you've created, something that you've found work And is this
Speaker 2: what makes your book different from other books out there
Speaker 2: on interviewing and jobs?
Speaker 3: I would say so yes, this was totally created by
Speaker 3: me just because I saw so many clients struggling where
Speaker 3: how do we how do you know I don't want
Speaker 3: to say this term, but basically they would over they
Speaker 3: would just talk way too much. And then what happens
Speaker 3: to the interviewer especially that's the first question, they're going
Speaker 3: to tune you out. If they tuned you out on
Speaker 3: the first question, you're in trouble. You know, you've got
Speaker 3: a big hill to climb after that. So, yeah, this
Speaker 3: is the formula that I came up with to help
Speaker 3: my clients understand where to cut things off.
Speaker 1: What are some of the misconceptions that you often see
Speaker 1: and the mistakes that you see that people make.
Speaker 3: Often, Yeah, the mistakes, So there's quite a few we
Speaker 3: spoke about over talking. The next component is what Seafood mentioned,
Speaker 3: which is like proper wory telling. And so storytelling is
Speaker 3: for what we call behavioral questions. So behavioral questions require
Speaker 3: an example of how you've been in the past, Right,
Speaker 3: so you know where investments they put that you know,
Speaker 3: past results don't aren't future expectations. With interviews, you know,
Speaker 3: your answers are hope what they're saying that's going to
Speaker 3: reflect their future performance, right, so the inverse of investing,
Speaker 3: so to speak, and so proper storytelling is key, and
Speaker 3: that's why. There's an algorithm that exists out there that
Speaker 3: I had to learn that I was doing naturally, that
Speaker 3: I used to help people tell a proper story. And
Speaker 3: then I add an extra layer, which I call the
Speaker 3: Giovanni factor.
Speaker 4: We want to inquire in your mind.
Speaker 3: Awesome guys love it, and so okay. The the algorithm,
Speaker 3: the structure is called Star. The star gives you a
Speaker 3: great method to tell a story. So the way you
Speaker 3: answer the question is with starting with the situation, then
Speaker 3: you go to the target right. Star is an acronym
Speaker 3: situation target action results. That star situation target action results.
Speaker 3: You can tell a really nice story in there, starting
Speaker 3: from how things were and then the results is how
Speaker 3: they were after right. You can use that to tell
Speaker 3: a negative a positive answer, like you've improved something or
Speaker 3: you've learned a lesson. Right, here's where I was before
Speaker 3: I made this mistake, and here's where I am after right.
Speaker 3: So that gives someone a really concise way of structure
Speaker 3: and their answers. Later on, you can kind of play
Speaker 3: around with like target and action where you put the steps,
Speaker 3: but that gives them at least a framework. But what
Speaker 3: I realized is the star structure missed a component in storytelling,
Speaker 3: which is emotional engagement. Right. So let's take a little
Speaker 3: like I was practicing in the car, and let's say
Speaker 3: he went to the park. Right, He went to the park.
Speaker 3: It's a simple statement. So he loved going to the park.
Speaker 3: He loved going to the park.
Speaker 2: Right.
Speaker 3: So now you start to visualize someone that's really, you know,
Speaker 3: excited about going to the park. He loved going to
Speaker 3: the park and found it refreshing.
Speaker 5: Right.
Speaker 3: It's the same thing the person's going to the park,
Speaker 3: but now you get a picture of someone that is loving,
Speaker 3: maybe even kind and soft, and he finds the park refreshing. Right.
Speaker 3: So when you pepper your storytelling with these emotional key components,
Speaker 3: what you're gonna do is you're gonna get emotional engagement.
Speaker 3: And I think it's working because I see some smiles.
Speaker 1: You guys can't see the other side.
Speaker 2: I like that.
Speaker 3: So yeah, I think so with this structure and layering
Speaker 3: this emotional component, you really start to connect with the audience, right,
Speaker 3: they start to connect with you. Right. So the theory
Speaker 3: behind my interview coaching is that once you engage them emotionally,
Speaker 3: it stops being an interview and it becomes a relationship. Right,
Speaker 3: So maybe you're not the best qualified, maybe you don't
Speaker 3: have the best resume, maybe you don't have the best background,
Speaker 3: maybe you're out of high school. And really this is
Speaker 3: a position for an associates or bachelor's degree. Right, But
Speaker 3: you've connected. They can walk away and say, you know what,
Speaker 3: I really like him. Let's give him or her a chance, right,
Speaker 3: And that's really where you want to walk away from. Yeah,
Speaker 3: want to walk away with.
Speaker 2: Okay, So now I've gotten opportunity. I've made it through
Speaker 2: the front door, and they call me back for a
Speaker 2: second interview.
Speaker 4: Yes, how exciting.
Speaker 2: I need more skills, right.
Speaker 3: No, No, just go ahead and do the same thing
Speaker 3: you did before. Exactly, Just do the same thing you
Speaker 3: did before. If it worked, If it worked the first time,
Speaker 3: it'll get them the second time, and yeah, and the
Speaker 3: third and the fourth, and so and again. If you're
Speaker 3: answering this for your perfect interview. If you don't get
Speaker 3: the job, it's very likely that they identified that this
Speaker 3: probably wasn't for you. If you're an extrovert in the
Speaker 3: primary component of this job is introverted work, you're going
Speaker 3: to be miserable there, and vice versa. So you know,
Speaker 3: if you get to the fourth interview and you're talking
Speaker 3: directly to the CEO, there might be a candidate that's
Speaker 3: a better fit for that role, So don't let it
Speaker 3: speak volumes about you. They probably did you a favor
Speaker 3: that's interesting.
Speaker 1: Would you then recommend for you to maybe step up
Speaker 1: and say, if you have any other positions that may
Speaker 1: be more suitable for me, to just yep me in
Speaker 1: mind or.
Speaker 4: Something like that.
Speaker 3: I love that because that's called creating opportunities, right, which
Speaker 3: is s talked about earlier.
Speaker 4: So show's leadership.
Speaker 3: Hey, you know one thing I say, if you got
Speaker 3: if you got denied the job, but you made it
Speaker 3: to the future rounds, but you really like that job.
Speaker 3: Touch base three months later, you know, maybe a new
Speaker 3: position opened up. They're not going to go back to
Speaker 3: their old resumes. Just that's just because the employees don't
Speaker 3: work like that. And you might have been the second
Speaker 3: one that they considered. Maybe this next person is failing
Speaker 3: and they're like that other guy probably would have been better,
Speaker 3: and you could create an opportunity like that as well. Yeah,
Speaker 3: don't be afraid to go back to old employers or
Speaker 3: well old employers, maybe you don't want to go back to,
Speaker 3: But don't be afraid to go back to someone that
Speaker 3: you've interviewed for if you really like that job, it'll show,
Speaker 3: it'll show a lot of effort.
Speaker 1: That you actually want that position, and it does speak
Speaker 1: volumes about you, right, very reaching out again, Yes, very
Speaker 1: very so.
Speaker 2: One of the things I've noticed about your process is
Speaker 2: that it instills the level of confidence in people. Can
Speaker 2: you tell us about some of the people you've coached.
Speaker 2: I don't. You don't need to mention names, yes, but
Speaker 2: how your process is really instilled that confidence and they
Speaker 2: were successful at it because of it.
Speaker 3: Yeah. So, recently, at the height of being very busy
Speaker 3: at work and really saying I'm not going to take
Speaker 3: any clients personally, I was referred a gentleman by a
Speaker 3: good friend named Rob. And what he failed to mention
Speaker 3: is this gentleman stuttered. And so when I get on
Speaker 3: the phone with a young man and he tells me
Speaker 3: he's been unemployed for something like six to nine months
Speaker 3: and he used to work for I think like grub
Speaker 3: Hub or something doing operations. But he stutters, and I
Speaker 3: hear it, and I'm like, oh, this is going to
Speaker 3: be a challenge. I've never had a person that has
Speaker 3: a speech impairment or disability. So, my good heart, I
Speaker 3: can't say no even the I'm like overworking myself already,
Speaker 3: and I worked for the I said to myself, GEO,
Speaker 3: you've been wanting to write a book for a very
Speaker 3: long time, and if you can get this job, this
Speaker 3: gentleman a job within four weeks, you deserve to write
Speaker 3: your book. You need to write that book, GEO, Like,
Speaker 3: stop getting so busy all the time, and so yes.
Speaker 3: On the third week, this gentleman had at least two
Speaker 3: job offers and he ended up taking one. And I
Speaker 3: was so ecstatic. I remember I was in my office
Speaker 3: and I stood up and yelled in not a nice word,
Speaker 3: but a nice word when you're excited. Yeah, And and
Speaker 3: my colleagues were like, what are you talking about?
Speaker 1: You?
Speaker 3: And I'm like, this guy got a job, and I
Speaker 3: need to write my book. And that became your perfect interview.
Speaker 4: Awful story.
Speaker 3: That's one example. Yes, and I've had like criminals that
Speaker 3: had criminal history and I've been able to get them
Speaker 3: back into the workforce, and moms that were stay at
Speaker 3: home moms didn't know how to market themselves, and we
Speaker 3: turned the mom job into a full blown resume, not
Speaker 3: because it is because it is. It is that plus
Speaker 3: and so so yeah, yeah, there's many, many ways to
Speaker 3: be creative and really get yourself, you know, get the
Speaker 3: foot in the door. Yeah.
Speaker 2: So you've been through a lot in life. You've faced
Speaker 2: many obstacles and many challenges, and obviously you're helping other
Speaker 2: people overcome obstacles and challenges as well. How does your
Speaker 2: experiences inform you today with overcoming obstacles and how does
Speaker 2: that inform your coaching to help others overcome obstacles.
Speaker 3: Yeah, so a very good question. So I've I've been
Speaker 3: blessed to work at over ten companies and I've been
Speaker 3: seeing that gave me the ability to see a lot
Speaker 3: of job in corporate cultures and just to see management mistakes,
Speaker 3: to see hiring mistakes, to make my own mistakes, to
Speaker 3: forget to figure out how to ask for the raise,
Speaker 3: to not knowing how to ask for equity when it's
Speaker 3: a startup. So I've made the mistakes, I've seen the mistakes.
Speaker 3: So ten years of just being in the game of
Speaker 3: life and mostly in this career world and ten different companies,
Speaker 3: I've been able to see a lot and so I
Speaker 3: leveraged that and then outside of that, I just I
Speaker 3: have had some experiences that have been difficult, and so
Speaker 3: I really pair that up with having a big heart.
Speaker 3: And I think if you're with a client, and I
Speaker 3: would say I do a bit of transformational coaching, is
Speaker 3: you want to leave them in a place where you
Speaker 3: fill their cup and if it depletes, just it may deplete.
Speaker 3: Our cups deplete over time and we need to refresh
Speaker 3: and recharge. But if it depletes just a little bit
Speaker 3: but they still are are able to keep it quite full,
Speaker 3: then you've done your job and that person will likely
Speaker 3: go on to have a pretty confident, successful career. And
Speaker 3: also if you're in a successful career, it really impacts
Speaker 3: your personal life in a great way. You know, sometimes
Speaker 3: we overwork, which is a little bit different, But I
Speaker 3: have had people where they're like, I'm miserable in my
Speaker 3: relationship and we fix the career and it was the
Speaker 3: career them not being happy or satisfied in their career
Speaker 3: and bleeds into a nice, romantic and very loving relationship.
Speaker 4: Yeah, we've seen that during COVID.
Speaker 1: There is a lot of couples and marriages that you
Speaker 1: actually got divorced because of the pressure of financial strain, right, Yes,
Speaker 1: that's what brings when you don't have a job, when
Speaker 1: you're not employed.
Speaker 3: Yeah, very true.
Speaker 1: Yeah, that's that's a heavy burden to sometimes kind of
Speaker 1: spill over.
Speaker 3: Yeah, there's some weird statistic like, you know, five hundred
Speaker 3: dollars more a month will prevent most divorces. I don't
Speaker 3: know if you've.
Speaker 4: Ever heard that, No, I have it.
Speaker 3: Yeah, there's a stat like that. But you know, we
Speaker 3: all know that the more we make, the more we spend.
Speaker 3: So maybe that's that's not all right, but it sounds nice.
Speaker 3: It's probably very true though. You go five hundred, you
Speaker 3: want to go buy a nice bag, go ahead, you know.
Speaker 1: How about in asking for a raise or better yet,
Speaker 1: let's say you're in an interview and you are negotiating, Yes,
Speaker 1: let's talk about that negotiating. How much should you kind
Speaker 1: of push and ask and how much should you be
Speaker 1: a little more kind of laid back and lenient.
Speaker 3: Yeah, there's so it's a nice push and pull, then
Speaker 3: very push and pull. Do your research like anything. Now
Speaker 3: we have great resources that we never had before glassdoor
Speaker 3: dot com. It's a great place to go and see
Speaker 3: what other people write. About companies, they give them reviews,
Speaker 3: they disclose the salary so you can figure out what
Speaker 3: the top end for that particular role. Government contracts are
Speaker 3: a little bit different. They're they're very transparent and you
Speaker 3: know what you're gonna get paid for a certain class
Speaker 3: of employee. But you know, in the corporate world there
Speaker 3: you know use the tools. Glass Stoor is the main
Speaker 3: one that I would go in research, and there's other
Speaker 3: little like blog spots where you can get more information.
Speaker 3: And so I would say, do your research, figure out
Speaker 3: your bandwidth, figure out what you want, and then shoot
Speaker 3: just outside of that and they might meet you right
Speaker 3: there at the top.
Speaker 1: So not don't go overboard, don't ask for way too much,
Speaker 1: but don't ask for way too literally like a nice
Speaker 1: middle Yes.
Speaker 3: If you've done your research, you know where it's at,
Speaker 3: where that is. Yeah, And a lot of times if
Speaker 3: you don't do your research, what ends up happening is
Speaker 3: you undersell yourself, right, And then what happens is you
Speaker 3: get upset when your colleague, when you find out your
Speaker 3: colleagues making twenty five thousand dollars more, you're like, how
Speaker 3: come I'm getting paid X? I'm sorry, That's what you negotiated,
Speaker 3: you know, so it's up to you now in the
Speaker 3: next review to set yourself up. Keep your successes in
Speaker 3: an Excel sheet or in a word document. Anytime you
Speaker 3: have a customer that says, yeah, you did an amazing job,
Speaker 3: or your boss says, hey, that's awesome. That's ten percent
Speaker 3: more efficient, you keep that list. So when you are
Speaker 3: up for that review every year, you're going to go
Speaker 3: in there armed with all the amazing stuff you've done.
Speaker 3: They might say, we want to give you X given
Speaker 3: the one, two, three items that I've done, is there
Speaker 3: an opportunity to probably increase that four K more ten
Speaker 3: k more? Phrase it as is there an opportunity? Ask
Speaker 3: it as a question. Don't take power away from your boss,
Speaker 3: you know which power dynamics. There is a lot about
Speaker 3: of what I work on with my clients as well
Speaker 3: as not taking away the power from other people as
Speaker 3: they're communicating with you.
Speaker 1: Yeah, especially you know when they're in a position to
Speaker 1: kind of hire you. Yes, So how do you go
Speaker 1: in and understand what what your leverage is? I know
Speaker 1: you said to do your homework right, but some employees
Speaker 1: or employees or businesses, they don't. They don't disclose that
Speaker 1: they don't tell you, you know, we're open for negotiating. It's
Speaker 1: not like a contract when like they say we're open
Speaker 1: for negotiation.
Speaker 4: Yeah.
Speaker 1: Right, So other than that website, let's say we don't
Speaker 1: find that information on that website.
Speaker 4: How do you kind of gauge that?
Speaker 3: Awesome? Like right now, I'm gonna say everyone needs a
Speaker 3: chat GPT account Like chat GBT Ask Jack GBT, I
Speaker 3: swear Chad GPT will say if you you can say,
Speaker 3: if I want to become a nurse in in in
Speaker 3: the Northeast and I want to work for XYZ Hospital System,
Speaker 3: what is the salary range for that? Typical precision and
Speaker 3: chat GBT will give you a certain bandwidth, it'll have
Speaker 3: a caveat. You should do your own research, but you
Speaker 3: can push the model to give you a certain answer.
Speaker 3: So use that as a tool. Yeah.
Speaker 2: Another great tool for people is BLS dot gov. Oh
Speaker 2: can you know about it? Right?
Speaker 1: Yes?
Speaker 2: Because you type in a career right and it'll spit
Speaker 2: out a report and you'll see variations of the same career,
Speaker 2: what they're paying, what the average media and income is,
Speaker 2: what kind of degree you need, et cetera, et cetera,
Speaker 2: it's really a phenomenal tool.
Speaker 1: Yeah, speaking of technology, right, AI and all these things.
Speaker 1: We know that a lot of work requires for you
Speaker 1: to write. Yes, right, some positions require you to write,
Speaker 1: and some positions are not really happy that people are
Speaker 1: using artificial intelligence. I mean, eventually we're going to have
Speaker 1: to kind of give in, right, But I've personally seen
Speaker 1: some people not be so happy. So how do we
Speaker 1: kind of go around that? Using chat GPT as a tool,
Speaker 1: but maybe putting also your own personality in there, Like
Speaker 1: do you need a balance?
Speaker 3: Yes? Yes, A lot of times just the models are
Speaker 3: so they speak in a way that's still very robotic
Speaker 3: or too eloquent. Right you use a certain Yeah, you
Speaker 3: use a certain word, and they're like, you would never
Speaker 3: use that word. I've never once heard you say this.
Speaker 2: Yeah.
Speaker 3: Yeah, So I would say start with your own writing
Speaker 3: and then ask chat GBT to to improve it. You know,
Speaker 3: grammar syntax, and and it actually even though you ask
Speaker 3: it to do grammar, it'll help you reformulate it into
Speaker 3: a much better or flowing passage. If you ask it
Speaker 3: to write it on its own, it's gonna do this
Speaker 3: eloquent thing. And then you have to pay play the
Speaker 3: game of can you write it like a fourth grader?
Speaker 3: You write it like a fifth grader, you know, And
Speaker 3: so I would say start with your own writing first,
Speaker 3: and also just to basically keep your mind sharp. If
Speaker 3: you continue to offload these thinking processes to the machine,
Speaker 3: what ends up happening is that you yourself become obsolete skills
Speaker 3: and you're dropping critical thinking skills. In the one skill
Speaker 3: that gets us to the next level is critical thinking.
Speaker 3: Critical thinking is what gets you, you know, to from
Speaker 3: fifty to one hundred thousand, two hundred and fifty. And
Speaker 3: the biggest critical thinkers are the CEOs.
Speaker 2: Right, Yeah, that's a great Can I play off that
Speaker 2: last question and ask you some things? So we're talking
Speaker 2: about AI, how do you see the job market changing
Speaker 2: and what skills will we need?
Speaker 3: So right now, that's actually still a dark dark spot
Speaker 3: for me. We're in a we're entering the age of
Speaker 3: artificial intelligence and robotics at the exact same time. And
Speaker 3: there are robots now that are they can cook. You know,
Speaker 3: we're about maybe three or four years away from all
Speaker 3: driving truck drivers. One of the biggest employee employments in
Speaker 3: the country our drivers. So there's a big shift I'm
Speaker 3: not exactly sure where we're going to go, but I
Speaker 3: would say learn to leverage AI as soon as possible.
Speaker 3: You know, open that chat GPT account, play around with it.
Speaker 3: It can write you a business plan if you do
Speaker 3: get laid off. But so not exactly sure, but I
Speaker 3: do know we're entering very heavily into the the age
Speaker 3: of robotics and AI both at once. It's and the
Speaker 3: most surprising thing for me is that we all anticipated
Speaker 3: like the robot to clean the street, or the robot
Speaker 3: that will that will do the cooking, right, it actually
Speaker 3: started replacing some of the more thinking jobs coding, marketing artists,
Speaker 3: right for branding, like the things that don't require the
Speaker 3: highest critical thinking. But just in that space that was
Speaker 3: a gigantic surprise for me and a game changer.
Speaker 1: There actually hasn't been an industry that has not been
Speaker 1: interrupted by artificial intelligence. That's scary, very very right, from
Speaker 1: content to like every industry that you can possibly imagine.
Speaker 4: Right, So that.
Speaker 1: Gets us thinking, how do we to your point that
Speaker 1: you want to get into schools and things like that,
Speaker 1: how do we begin to prepare our younger generation for
Speaker 1: the new world that awaits them, right for the new
Speaker 1: kind of employee that they will be. It is going
Speaker 1: to involve some kind of artificial intelligence.
Speaker 3: Sure, yeah, exactly. Yeah, this is kind of where I'm
Speaker 3: at the other end of the spectrum where if you
Speaker 3: look at some of the greatest thinkers of our lifetime,
Speaker 3: they actually had a lot of free time to just
Speaker 3: be just think. I would say to prepare your children
Speaker 3: for the future. Take away the technology in the early years.
Speaker 3: Let them be free thinkers, let them tinker, let us
Speaker 3: let them do crafts. You know, you ever get stuck
Speaker 3: in that doom scrolling and then you and then you're
Speaker 3: like it's hard to detach, and then you detach and
Speaker 3: then you're sitting there and your brain is numb. It's numb,
Speaker 3: and you're like, what did I just do with the
Speaker 3: last twenty thirty minutes? So take it away early. That's
Speaker 3: going to give them the critical thinking skills. You obviously
Speaker 3: encourage them to read and maybe even like get one
Speaker 3: of those puzzle construction subscriptions. Yeah, there's the ones that
Speaker 3: teach first principles engineering and where they build, and maybe
Speaker 3: get a subscription there, because that's really what's going to
Speaker 3: drive the future of them critically thinking. Then we can
Speaker 3: introduce the tools. Tools are pretty much self explanatory at
Speaker 3: that point.
Speaker 1: I one hundred percent agree with you. It is very
Speaker 1: important for us to balance. I mean, they do need
Speaker 1: to learn how to use it because it's their world, right.
Speaker 1: Their generation is all techniques. Yes, However, the balancing act
Speaker 1: is so important because you are right when you are
Speaker 1: scrolling and scrolling and you end up like waking up.
Speaker 1: Finally it's like, why did I waste an hour or two? Yeah?
Speaker 3: And you feel your name honestly, like sit there and
Speaker 3: think like my brain is numb, like I've watched this
Speaker 3: and information has gone out, and now what ends up
Speaker 3: happening is your brain is trying to tie in a
Speaker 3: dancing dog, a dancing girl, some guy getting ran over,
Speaker 3: and then a motivational speakers and another person by my
Speaker 3: Amazon selling course, and your brain's like, what am I
Speaker 3: versus reading? Yeah, versus reading a long form article where
Speaker 3: it's objectively analyzing something and it's forcing your brain to
Speaker 3: walk through the story and analyze it. And those are
Speaker 3: the skill sets of the future, you know.
Speaker 5: Don't get me started here, for there are some great books,
Speaker 5: old school personal development books that during the summer I
Speaker 5: make my son read and write book reports for me.
Speaker 2: Nice like, but I make them do it anyway because
Speaker 2: I know the value.
Speaker 4: Love you.
Speaker 2: You learned sales this summer.
Speaker 3: Oh that's amazing. Yeah, sales, what a skill.
Speaker 2: It's a great skill.
Speaker 4: That was my next question.
Speaker 1: What are some of the skills that you see that
Speaker 1: employees employers are looking for these days? What is something
Speaker 1: that you see that is like, that's.
Speaker 4: It right there.
Speaker 3: Yeah, that's a great question.
Speaker 1: I think you mentioned critical thinking.
Speaker 3: Yeah, I think there's a lack of people that want
Speaker 3: to do a little bit extra. So our generation really
Speaker 3: wanted to do more. Right, you would raise your hand
Speaker 3: and do I want to do that? And so I would,
Speaker 3: I would say initiative. You know, there's you know, everyone's
Speaker 3: at the conference room table, it's the weekly meeting, and
Speaker 3: it's there's this little problem and no one's raising their hand, right,
Speaker 3: raise your hand. Take the project on, go out and
Speaker 3: crush it or fail at it. If you fail at it,
Speaker 3: say this is why I failed. Here's what I learned.
Speaker 3: If you crush it, you have that for your next review.
Speaker 3: No matter what, you move the needle and it's going
Speaker 3: to show that you took initiative. Initiative is the key component,
Speaker 3: you know, and and learning how to sell an idea
Speaker 3: to right, because we could have a great idea and
Speaker 3: then you're going to go and present that to the
Speaker 3: to the board, to your boss. One thing I do
Speaker 3: is I go and sell my idea to one person
Speaker 3: at a time and everyone's on board, and then I
Speaker 3: get them all together and then I'm like, hey, so
Speaker 3: here's the game plan. Everyone's yeah, we're pretty much on board.
Speaker 3: And and you know, it gets done. And I get
Speaker 3: into battles at work, and but it's they appreciate it.
Speaker 3: They appreciate that I'm highlighting some problem and yeah, it
Speaker 3: may be it may cause a little bit of you know,
Speaker 3: communication problems and how do we figure this out? And
Speaker 3: maybe something, maybe we break something in the process, but
Speaker 3: at the end, we usually make things better. And I
Speaker 3: think and employers really love that, you know. And I
Speaker 3: learned that working at one of the biggest hedge ones
Speaker 3: in the world.
Speaker 2: So, so question for you, when can we expect your
Speaker 2: book to be out so we can actually hold it
Speaker 2: in our hand and read it.
Speaker 3: Oh my god, people, you're putting me on the spot. Okay,
Speaker 3: deadline for me is Jan sixteen, However, I am working
Speaker 3: at a very insane piece right now at work, and
Speaker 3: we're buying. I work in an investment company and we're
Speaker 3: buying the most assets we've ever done in one quarter,
Speaker 3: and so it may delay stuff because there's still a
Speaker 3: lot of chapters that need to get fine tuned. But
Speaker 3: Jan fifteen is the target date. Target date, yes, yes,
Speaker 3: and the firm date will be ooh, we see. I
Speaker 3: told you he's disciplined and tough on me. I would say,
Speaker 3: uh no, later by than now. Fab fifteen for sure.
Speaker 2: Yeah, awesome, Well, we can't wait.
Speaker 3: I'm curious why sixteen fifteen sounds it's fifteen, but it
Speaker 3: just sounds nice, you know, I don't know, fifteen rolls
Speaker 3: off the tongue in the tea.
Speaker 2: Yeah, fifteen five and fifteen rull right, yeah, yeah.
Speaker 3: Because if I say, like the thirtieth, then if I'm
Speaker 3: late one day, then I'm late the whole month. But
Speaker 3: if I'm fifteenth and I'm still a few days, they
Speaker 3: I still got it within that months.
Speaker 2: I'll be looking for it on the fifteenth.
Speaker 4: Thank you.
Speaker 3: I appreciate you.
Speaker 2: In the meantime, how do people get in touch with you?
Speaker 3: Yeah? Sure, so you can actually find me. I do
Speaker 3: Instagram posts at the World of Geo th h E
Speaker 3: w O r L d G I O, and I
Speaker 3: am on Facebook a little bit. I will start doing
Speaker 3: a lot more content as we are promoting a few
Speaker 3: sponsored events and getting for a few ready for a
Speaker 3: few speaking roles, and and just really living the purpose
Speaker 3: of trying to help people get to that next stage,
Speaker 3: especially for I think all of us. I would even
Speaker 3: throw myself under in this state where it's like, we
Speaker 3: don't know what's going to happen with the age of
Speaker 3: AI and robotics, So we need we need to stay tuned,
Speaker 3: we need to stay alert, and we need to pivot
Speaker 3: transform develop as things change, because they're changing very rapidly
Speaker 3: right now, very rapidly.
Speaker 4: Very very much.
Speaker 1: Absolutely well, Thank you so much. Thank you for coming,
Speaker 1: for sharing your wisdom, your knowledge or understanding right for
Speaker 1: also your good vibes and energy, and thank you so
Speaker 1: much too, but thank you for the work that you
Speaker 1: do because you're helping a lot of people. You know,
Speaker 1: as you help somebody get a job, you help them
Speaker 1: stable their life, you help them stable their you know,
Speaker 1: financial situation, which we already spoke about the effects of
Speaker 1: the love life all that. So you're really helping them
Speaker 1: in their their life.
Speaker 4: As a whole.
Speaker 3: Yes, yes, yeah. Holistically, we spend the most time at work.
Speaker 3: If we can get that component right, it bleeds into
Speaker 3: so many areas of our life.
Speaker 4: That is true.
Speaker 1: We spend so many hours of our day at work.
Speaker 4: Yes, And with that, remember don't just live because every
Speaker 4: moment counts.
Speaker 1: Thank you so much for joining us, ladies and gentlemen.
Speaker 1: Thank you Gial for joining us today. You guys, we
Speaker 1: hope to have you back and more projects.
Speaker 3: I want to come back.
Speaker 4: Book all right, you just mentioned the book.
Speaker 3: Yes, it's a trilogy. It's a trilogy.
Speaker 1: So we'll see you guys next week, same time, same channel.
Speaker 4: Bye,