Success Habits #2

What makes some people so confident and successful, while others struggle and are frustrated? Is it what they do?

Research says it’s the habits they practice, in fact all successful people practice some of the same habits.

In this #fireandearthpodcast #podcast episode we talk about two more of those habits. So listen in to learn how you can start practicing these habits in your life to unlock your limitless potential.

And since this is a series, you will want to listen to all three success habit episodes and share with your friends and family.

Transcript

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Jason Mefford: Welcome to another episode of the fire North podcast i’m your co host Jason method.

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Kathy Gruver: And i’m Kathy gruver and we tease Jeff we said it was going to happen.

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Kathy Gruver: we’re doing the next of those good habits that we’re talking about So the first two if you don’t remember was building good relationships and thinking strategically So here we are back with a couple more so just i’ll let you introduce our next little topics there.

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Jason Mefford: take it off and will tease them again a little bit and then again will said there were kind of seven probably more than seven, but a list of seven that i’ve been working off of right now.

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Jason Mefford: But yeah and again So these are these are habits that are what successful people do i’ve seen it, you know with successful leaders, but.

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Jason Mefford: These are habits again.

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Jason Mefford: That will make your personal life or your business life better right because it’s not about the doing it’s about.

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Jason Mefford: The habits that we have developed and the person that we’re being that’s what makes the difference right so so yeah we talked about focusing on relationships and thinking strategically last time, so if you missed that one just go back and watch that podcasts that’s why they’re there.

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Jason Mefford: Right, so this next one let’s jump into the next one is being a dynamic communicator.

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Kathy Gruver: Oh, one of my favorite topics.

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Jason Mefford: um yeah so communication is important.

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Jason Mefford: In general right, and so you know again what’s what’s the difference, you know if you think about.

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Jason Mefford: I could hand people and we’re both speakers to right we’ve seen this in the industry to I could hand to people exactly the same script.

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Jason Mefford: Okay, and tell them here’s your speech and one person is going to deliver something that is dynamic and inspiring and the other person is going to be more like this right and put people to sleep and be monotone and on the next slide me right.

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Kathy Gruver: We do a whole talk do.

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Jason Mefford: Ever yeah yeah yeah.

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Jason Mefford: yeah so so again right what’s the what’s you know how do you do this right well think about.

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Jason Mefford: Think about some of the people that you’ve listened to, or people that have communicated to you in a dynamic way right and i’ll just use this example I think one of the greatest speeches of all time is, I have a dream Martin Luther King jr Okay, and in the way that he put that together.

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Jason Mefford: And you know the the callbacks that are in it.

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Jason Mefford: The the other things you know and in, for example, let’s just let’s just take the title.

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Jason Mefford: Of it right he didn’t show up and go, I have a plan.

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Jason Mefford: No, because a plan is something that’s boring right a plan is something that’s 3D left brain analytical.

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Jason Mefford: He said, I have a dream.

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Jason Mefford: And don’t we all have a dream right so immediately he’s connecting with the people who he’s talking to because we all have dreams.

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Jason Mefford: yeah and for especially all the people that he was talking to the world wasn’t the way they wanted it to be.

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Jason Mefford: But he was able to use psychology and language patterns and some imagery and other things like that to be able to communicate dynamically.

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Jason Mefford: with other people.

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Kathy Gruver: evoked emotion.

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Kathy Gruver: To and we do that through vocal intonation through you know slowing down and speeding up through facial expression through gestures, you know so much of our communication is nonverbal.

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Kathy Gruver: So is what your face is doing and what your body doing matching the intention, you have with that communication, and you know.

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Kathy Gruver: The communication loop is so simple, how do we screwed up, I want to communicate something to you, I say it, you know you communicate it back we’re done.

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Kathy Gruver: How do we mess that up it’s like three steps you know put at any point during that communication loop anything can be screwed up maybe you don’t know what you actually want.

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Kathy Gruver: Maybe you’re communicating in a way that’s not clear, maybe i’m distracted or stress i’m not really hearing you maybe i’m seeing every cent thing through this like hazy.

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Kathy Gruver: windshield of negativity maybe i’m tired i’m hungry, maybe I give you an answer to a question you didn’t really ask that you know there’s all these different.

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Kathy Gruver: Communication we’ve we’ve talked about communication before this huge topic, you know, and I think so much of it is, what do you want and how can you communicate that, in the best way to the person you’re communicating with.

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Kathy Gruver: Maybe it’s their visual learner so you want to actually get in front of them, maybe they’re an auditory so leaving voicemails fine man, you know it’s like there’s so many things to think about in being that type of communicator.

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Kathy Gruver: And it’s so funny when I did my first tedx talk I got off the stage and one of the other speakers, he was.

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Kathy Gruver: Up to me, and he goes.

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Kathy Gruver: So can I ask you a question, and I said yeah and he goes you been doing this, a while and I so yeah so I was an actor and then you know i’ve been speaking for for quite a number of years, and he goes.

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Kathy Gruver: How do you do that with your face.

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Kathy Gruver: And I thought, what the Fuck am I doing with my face like and I said, what are you talking about he goes will your face like.

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Kathy Gruver: If there’s times you smile and there’s times, like you, you are expressive and i’m thinking, how do you not do that with your face and I went back because I couldn’t see his talk, because I was you know, in the backstage area and then, when I watched all of our videos his face never moved.

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Kathy Gruver: He did the entire talk and it wasn’t necessarily monotone there was a little bit of intonation but his face didn’t change and i’m thinking, how do you not talk with your fate, I mean like even right now i’m just i’m always i’ve always.

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Jason Mefford: talk with you right.

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Kathy Gruver: I don’t know what that accent was but it’s like this is why I have so many wrinkles and lines because i’ve always been so animated.

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Kathy Gruver: And it’s like you, do you know what you’re portraying Do you know what your body’s doing to know what your face looks like do you know.

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Kathy Gruver: You have to learn these things about yourself listen to your communication watch your communication, so that you know how you’re coming across I think that’s one of the best things we could do is actually record ourselves, and you know notice.

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Kathy Gruver: What type of communicator we are how things are coming across because if you’ve got a scowl on your face when you’re saying I love you like I don’t worry it’s not right.

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Jason Mefford: yeah cuz people it’s it’s it’s not the words themselves right it’s it’s more of the everything else that goes along with it and so like you said right, I could I could go I could i’m just going to practice something here right wop Bob Hello Bob.

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Jason Mefford: Bob Bam boom tutti frutti now that’s.

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Jason Mefford: What it is that’s right it’s it’s kind of depressing and the way that I said it, but if you hear little Richard a lot BA BA BA BA BA Bam boom tutti frutti will be a tutti frutti we see the difference right now I know we’re like all right let’s.

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Kathy Gruver: get a test.

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Jason Mefford: Right that’s that’s dynamically communicating right I just said the same exact words.

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Jason Mefford: But one.

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Jason Mefford: hit the mark right gotcha listen evoked emotion in you.

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Jason Mefford: In, and again I mean this is kind of one of those things it’s a little subtle thing because a lot of times, especially with leaders that I work with in business.

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Jason Mefford: They feel like they can’t bring emotion into work right it’s not personal its business, I must be very plastic, while I am at work well that’s not how humans interact and you got to bring the emotion in if you want to really inspire and motivate people.

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Jason Mefford: don’t you don’t you’re not going to do that, and as a leader you’ve got to inspire and help motivate and influence people.

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Kathy Gruver: Absolutely well if people can’t tell that it’s an important thing if they don’t know that holds value to you why are they going to get on board with it.

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Kathy Gruver: You know you don’t have to scream and yell and cry but but motivating people to action is an art and I think so much of that is facial expression and pauses and you know I love pausing during talks.

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Kathy Gruver: and bringing people into that because they kind of leave in go watch.

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Kathy Gruver: You know, finding a way to use those pauses and that intonation is such an art and I love playing with that one of my favorite things to do during talks.

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Jason Mefford: It is, and so you know again if because I hear this from a lot of people to their like.

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Jason Mefford: People don’t listen to me.

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Jason Mefford: Well, if you’re being boring people are not going to listen to you it’s like.

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Kathy Gruver: Maybe you’re sorry but you know, unless you’re going to be a little bit more dynamic, people are probably not going to listen to.

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Jason Mefford: You right and as well, are you listening to other people right.

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Jason Mefford: yeah I see that so much of the time to have people that are like well i’m not getting this or this isn’t happening like hold up a mirror What do you mean hold up a mirror.

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Jason Mefford: yeah you doing this for other people.

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Kathy Gruver: know when someone’s talking to you and you’re like yeah.

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Jason Mefford: yeah yeah.

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Kathy Gruver: No, no yeah no I know.

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Jason Mefford: yeah Why would they turn around and listen to you.

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know.

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Jason Mefford: yeah so you know, again, one of the one of these habits for for people that are successful and again this is it’s not just leaders it’s everybody in general right.

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Jason Mefford: I mean, think about the people you enjoy being around.

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Jason Mefford: Are they good communicators most likely.

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Jason Mefford: Right, because you don’t want to hang out with a bunch of boring people do they tell stories are they a good storyteller.

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Jason Mefford: Do they tell jokes are they animated do they use their face when they talk.

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But.

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Kathy Gruver: I can’t even do it like I can’t I just can’t not do I just just.

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Jason Mefford: it’s.

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Kathy Gruver: A whole separate entity I don’t know what this is doing.

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Kathy Gruver: Sometimes it gets me in trouble, but.

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Kathy Gruver: ya know it’s true and it’s so funny because.

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Kathy Gruver: Literally my boyfriend I Eric we had this conversation last night about how much we value our communication, because if there’s an issue.

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Kathy Gruver: If there’s a thing, where it’s like Oh, you know I came home and nothing was done and you were playing video games and and.

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Kathy Gruver: You know the trash wasn’t taken out, and you know there’s no anger about that it’s hey you know let’s talk about this.

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Kathy Gruver: I need this, what can we do to work this I mean like we talk about those things that we’re having issues with or one of us will say i’m having a feeling about something can we talk about that.

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Kathy Gruver: it’s the best communication ever and it’s so strengthened our relationship, because we know that, no matter what the issue is.

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Kathy Gruver: We can have a conversation about it and resolve the issue without fighting arguing resentment without that i’m gonna sit over here pout these know hopefully they’ll notice something’s wrong, we don’t play that game, you know.

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Kathy Gruver: it’s like I don’t expect anybody to read my mind.

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Kathy Gruver: Unless i’m there for that purpose, on purpose it’s like that that open communication and knowing what you want, and sometimes like to sit with it it’s like okay what am I feeling.

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Kathy Gruver: Like what do I need, what is the issue oh that led to that okay oh okay that’s the thing, sometimes I can work it out myself, sometimes I need to go to him or a friend, or something else and be like dude this happened, and we need to talk about it, the best thing ever.

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Jason Mefford: yeah but, like you said, I mean unless you communicate.

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Jason Mefford: Things are going to change millions and so again the end the better that we can get how we’re communicating with other people.

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Jason Mefford: Right, the better life is going to be.

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Jason Mefford: Is if you’re sitting there if you’re mopey over in the corner like.

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Jason Mefford: pitch to Kathy right now, because she did something that I didn’t like well you’re not you’re never going to know it unless we communicate about it right and that whole the whole idea of well, they should know.

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Jason Mefford: That sounds really childish that nearly one more person say that to me, but they should know how I feel because I looked at them this way.

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Jason Mefford: How do you even know they saw you.

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Kathy Gruver: know that is so, I hear.

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Kathy Gruver: Women tend to be worse with that I don’t think i’ve ever heard a guy say that when i’m coaching people.

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Kathy Gruver: Women do that, although he should know what he should know that I wanted that for valentine’s day he should know that I like dinner out, he should know that have you ever frickin told him that.

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Kathy Gruver: Have you ever told him that.

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Kathy Gruver: When I wanted a specific thing for valentine’s day I was, like, I would like to sing for valentine’s day he goes great Thank you, I never would have thought to give you that.

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Kathy Gruver: Is it magic.

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Kathy Gruver: right if you know what I is there this part is like Oh, I wish you would have thought about that yep sure of course that’s the movies, we watch.

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Kathy Gruver: But I would rather say hey I love this thing can I have it, as opposed to me wishing he would somehow determined from the universe, that I want it i’m not a Kennedy where I can’t circle stuff in the sears catalog for Christmas and like put it.

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Kathy Gruver: I would dog your pages and circle, the shit that I wanted to give it to my mom and be like this she’s like all right.

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Jason Mefford: yeah i’m thinking Christmas story, you know when he pulls.

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Jason Mefford: He like.

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Jason Mefford: tears out the page of the red Ryder bb gun and puts it, this month magazine, you know those little subtle things as kids.

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Kathy Gruver: But he was asking for what he wanted it was still communication, it was still communicate cool excellent all right well great great communicators now we’re using our faces all right what’s that.

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Jason Mefford: So the next one is curious learner.

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Jason Mefford: Oh, something that I love right because I I learned something new every day.

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Jason Mefford: Yes, but it just amazes me at how many people they go through their formal education and they stop learning.

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Jason Mefford: Because, for some reason you know we’ve been taught that you can only learn if you’re in school, again, this is probably one of those bullshit things that you know conspiracy from the universities and whatever else that you have that’s, the only way to learn.

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It yeah.

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Jason Mefford: Not the word conspiracy theorists but.

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Jason Mefford: Like I don’t know where it comes from it doesn’t matter right, but the but the point is that a lot of people they really only learn, are they in in a formal setting and they stop learning.

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Jason Mefford: When they get out of it.

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Jason Mefford: Right, I remember, I was talking to this one guy that I knew and he was he was very proud of the fact that he had only read one book, since he left high school.

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Jason Mefford: He was a really interesting guy right did I want to talk to him for very long nope right because he was very, very closed minded i’ve everything I needed to learn i’ve already learned kind of a thing so obviously you could tell he was rather opinionated.

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Jason Mefford: yeah and he knew what was right, even though half of what he was saying was completely not documented truth right, so you know again how many people just kind of stopped that way.

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Kathy Gruver: versus.

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Jason Mefford: Do you remember what it was like to be a kid right and it’s like wow, that is, the coolest looking dragon fly I have ever seen.

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Jason Mefford: Right, yes, are we pull out the magnifying glass and yeah we used to.

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Jason Mefford: burn hands but.

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Jason Mefford: We use a magnifying glass to to look at to learn more about that sure we’re wanting to right, so why can’t we get back to being like a kid.

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Jason Mefford: Being curious like the kid.

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Jason Mefford: and actually learn every single day because.

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Jason Mefford: You know the reality is there’s lots of stuff for us to learn.

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Jason Mefford: Absolutely, and every single day, we should be learning Now this is even more important now because we’re in the knowledge, you know we.

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Jason Mefford: We had the industrial revolution and things like that, while we’re in the you know kind of intellectual revolution that you have to be learning and growing, things are moving at such a fast pace that as humans, we have a hard time keeping up with it.

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Jason Mefford: So unless you’re curious unless you’re unless you’re.

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Jason Mefford: You know, constantly learning and you’re curious about that.

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Jason Mefford: you’re not going to be a very good leader.

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Jason Mefford: right if you’re stuck in the past.

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Jason Mefford: Usually, believing a lot of things that are no longer true.

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Kathy Gruver: Yes, yeah and what I love about the learning thing, even if it’s even if you’re learning, something that will quote never help you in the future.

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Kathy Gruver: So, like, I had a client who does computer coding know jack shit about computer coding, and I asked her about it once i’m like Can you explain to me how that works like.

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Kathy Gruver: Just like, how do you how do you even come up like, how do you come up with that and he goes Oh, and he launched and he goes there’s two different languages and he goes, and I was fascinated.

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Kathy Gruver: i’m not going to go code, something it didn’t move me forward in my career at all.

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Kathy Gruver: But you know what I got to be curious about another person, which helps build relationships which was the first one, we talked about.

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Kathy Gruver: And it expands my brain it keeps my brain growing and synapses firing and connections be being made in a way that it wouldn’t have elsewhere, and I am gone so I mean if I could be in school forever I would have every bloody degree that you could possibly have.

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Kathy Gruver: The other day I went out to the mailbox we have people that live in the front house of where we are.

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Kathy Gruver: And there was a like a flyer for continuing education in the mailbox and I got excited but it wasn’t for me it was for me as a psychologist and I was like Okay, and I looked at it and it was a class that I went.

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Kathy Gruver: Oh, my God I would love to take this so I took the flyer out of the mailbox I then replaced it and I went to this site which is nothing but hundreds of continuing education programs for psychologists.

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Kathy Gruver: I saw I logged out I signed up I logged in and I started to go through their courses and I finally said.

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Kathy Gruver: You better take my credit card, and he goes, what are you doing and my boyfriend walks over I had 1500 dollars worth of continuing.

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Jason Mefford: Education.

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Kathy Gruver: In the shopping cart and he goes, do you need $50 and I went no I don’t need any of this.

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Kathy Gruver: But this is going to help me help more people and I just got so excited I end up taking two courses for them already, and it was showing lightning and so educational and it just excites me to no end like I want to know everything about everything.

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Kathy Gruver: How do you make a pillow like what is the difference in the stuff like How does that teammate how did you know it’s like I want to know all of that.

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Kathy Gruver: And that’s where I just think that like that little kid thing of curious curious curious, I want to know ever I was that kid that asked why, but everything i’m sure I drove my parents crazy.

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Kathy Gruver: But.

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Kathy Gruver: It allows us to be bigger.

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Kathy Gruver: Bigger people, but like more expanded deeper people yeah.

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Jason Mefford: Well, so again if you’re wondering well, what does it mean to be curious three wind and just listen to what Cathy just said.

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Jason Mefford: that that is the epitome of what a curious person is right, we want to learn these things, it is, I mean learning is my favorite thing to do.

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Jason Mefford: And it’s and it’s again, you know, sometimes yes it’s in you know continuing education courses hell that’s one of that’s one of the companies, I own folks right I.

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Jason Mefford: Love doing that I love.

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Jason Mefford: Providing those opportunities for other people to learn, but it’s not it’s not always you know or doesn’t have to just be in the formal sense right so so even again just to.

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Jason Mefford: peel back the layers so you guys can see how my brain works too right it’s like I love watching movies, I love listening to.

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Jason Mefford: Music right and i’ll tell you when I watch a movie right and you probably do this a little bit to Kathy having been an actress but you know also i’ll sit there because I own media company as well.

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Jason Mefford: Right so so it’s like i’m sitting there.

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Jason Mefford: i’m i’m watching the movie for the storyline and I particularly like movies, that are based on real on true events Okay, because then I can kind of I can learn a little bit about something that I didn’t know about before I can go fact check afterwards what’s.

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Jason Mefford: True what’s not true right, because if you’re making a movie you have to make a good story so sometimes you have to embellish it that’s okay for telling the story, but what really happened right.

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Jason Mefford: And so, so i’ll sit there I love it from from that learning perspective i’ll sit there and view the movie from wow That was a very interesting camera angle, I love how the.

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Jason Mefford: director had him do that right and and the images of switching from this scene to the next scene ooh I like that, right now, why am I thinking that well it’s interesting for me, but also it helps me with my business.

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Jason Mefford: As well right yeah I look at you know again kind of the emotion that’s being felt in it it’s like Oh, how do they feel that emotion.

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Jason Mefford: Right or looking at things like what can I learn from that story.

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Jason Mefford: So, because a lot of times in life right it’s it’s we can either experience everything ourselves or we can learn from others.

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Jason Mefford: So you know, do I want to be a you know, a drug addict and on my fifth marriage and lose all my money no I don’t want to do that, but I want to learn.

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Kathy Gruver: To hear it.

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I.

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Kathy Gruver: said yes i’d be like Okay, we.

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Jason Mefford: are right.

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Kathy Gruver: And we need to talk.

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Jason Mefford: But it’s but it, you know and it’s whatever it is right.

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Jason Mefford: That we can actually learn from these other people.

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Jason Mefford: Absolutely, and so even something is what a lot of people would just put on a movie veggie out.

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Jason Mefford: I do sometimes, but again i’m trying to learn and be curious about all of this wow How would it be to grow up in a village in Africa, under those circumstances right now again i’m probably never going to do that, but by thinking about it doesn’t it make me a more compassionate person.

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Jason Mefford: And someone who’s more understanding.

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Jason Mefford: of some of the shit other people have gone through that I haven’t gone through.

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Jason Mefford: yep yes so.

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Jason Mefford: i’m becoming more it’s expanding me.

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Kathy Gruver: It expands our consciousness and it can never shrink back to where it was before once you’ve expanded it it’s fabulous.

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Kathy Gruver: yeah cool all right, we got through tomorrow we have 15 more to go.

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Jason Mefford: For anybody who’s been counting right.

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Kathy Gruver: yeah if they’ve been counting then no that’s not 15.

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Kathy Gruver: yeah there’s three more.

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Jason Mefford: But we got two more so again, we talked about in another episode, we talked about relationships and about thinking strategically today we talked a little bit about being a more dynamic communicator and being a curious learn.

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Kathy Gruver: yeah so we have three more.

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Because.

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Kathy Gruver: I did math.

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Jason Mefford: And math.

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Jason Mefford: You did you did a hard thing, and it was good.

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Kathy Gruver: wasn’t that hard.

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Jason Mefford: Sometimes, for me.

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Jason Mefford: anyway.

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Kathy Gruver: or half yeah got it cool excellent OK, so now you’ve got four so far of the seven if you missed the first to go back and watch and stay tuned for the next three they’re going to be on page 12 system.

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Kathy Gruver: that’s a shorter newspaper it’s a fall additional I don’t know anyway, I just make sure that i’m gategroup I haven’t reached a Kathy group COM.

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Jason Mefford: i’m Jason method, I can be reached at Jason method calm so go out and have a great rest of your week and we’ll see you on the next episode of the fire and earth podcast see ya.

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yeah.

VIP How Confident are you Right Now?

How confident are you right now?

If you’re like most people this last 18 months have probably caused you to question that from time to time. You get left out of meetings, don’t get asked your opinion as often, and that can lead to you questioning your competency.

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Whether you realize it or not, 70-80% of people struggle with imposter syndrome, so if you do, you aren’t alone.

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Imposter syndrome is the fear that your own inadequacies (whether real or not) will be exposed to your peers and thus discredit your accomplishments.

Does this sound like you?

Well this may sound a bit cliche, but YOU ARE NOT ALONE, and there is a way to fix it.

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E198 How to Beat Imposter Syndrome with Sam Osbourne

I’m talking today with Sam Osbourne about how to beat imposter syndrome.

Imposter syndrome is the fear that your own inadequacies (whether real or not) will be exposed to your peers and thus discredit your accomplishments.

Does this sound like you? Well this may sound a bit cliche, but YOU ARE NOT ALONE.

So tune in to todays episode to learn how you can beat imposter syndrome!

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Listen in at: http://www.jasonmefford.com/jammingwithjason198/

Success Habits #1

What makes some people so confident and successful, while others struggle and are frustrated? Is it what they do?

Research says it’s the habits they practice, in fact all successful people practice some of the same habits.

In this #fireandearthpodcast #podcast episode we talk about two of those habits. So listen in to learn how you can start practicing these habits in your life to unlock your limitless potential.

And since this is a series, you will want to listen to all three success habit episodes and share with your friends and family.

Listen in at: http://www.jasonmefford.com/fireandearth140

Transcript

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Jason Mefford: Welcome to another episode of the fire North podcast i’m your co host Jason method.

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Kathy Gruver: And I am Kathy gruver welcome back we’re so excited to be here with you.

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Kathy Gruver: Today, as always, as you can see, we don’t have a guest today.

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Kathy Gruver: it’s just us it’s just us so Jason are going to talk about ways to be a good leader he’s got a very phenomenal list of things so we’re going to cover a couple of those and then you’re gonna have to tune in.

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Kathy Gruver: To the next one or a future one to hear the rest of them we’re going to give you a little cliffhanger there no.

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Jason Mefford: kind of feel like Paul Harvey today, you know, and now, for the rest of the story.

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Jason Mefford: yeah you know you don’t.

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Jason Mefford: have to wait until the end or turn to page 13 for the story.

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Kathy Gruver: which I never understood this, the whole newspaper like magazine thing like at the end there’s, just like the ends of like five different articles it’s very confusing because I didn’t realize that as a kid so I.

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Kathy Gruver: was like.

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Kathy Gruver: What is cat litter boxes have to do with peace in Israel, I mean like I you know it just was very confusing to me so.

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Jason Mefford: yeah yeah.

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Kathy Gruver: Great well, maybe not anyway yeah.

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Kathy Gruver: we’re going to be here and, as always, should.

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Kathy Gruver: share some tips tricks and tools to unleashing your limitless potential.

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Jason Mefford: Yes, we thought we talked about this i’ve been doing a lot of work about some of the different habits of successful leaders okay and.

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Jason Mefford: Specifically in some of the groups that I that I serve and what’s interesting you know is is, you can have a lot of people think that success is about what what you do, but it’s actually not about what you do it’s about how you do it and the person that you’re actually being.

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Jason Mefford: Okay, and so you know, again, you might be thinking well what what are you talking about that doesn’t make any sense well.

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Jason Mefford: How, you know i’m sure you’ve seen this too right where you know, two different people do the same thing, but they get completely different results happens all the time.

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Jason Mefford: Right and so because the reason is it’s not so much about the doing it’s about the person that’s doing the doing how they’re being.

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Jason Mefford: So so yeah we thought we’d go through, and we talk, talk about a couple of them today i’ve got a list of seven will get through a few today you’ll have to listen in the future for other other ones right.

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Kathy Gruver: we’ll do three and a half.

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Jason Mefford: will do three three and a half, leave them hanging on the one right.

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Kathy Gruver: yeah.

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Kathy Gruver: it’s 37 has the second.

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Jason Mefford: yeah and if you’re trying to find page 37 in the podcast good luck, because it’s not agitated oh anyway.

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Jason Mefford: agitated I know there’s there’s a $10 word for the day.

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Kathy Gruver: it’s a good word, why is it page and pagination why isn’t it page unaided.

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Jason Mefford: Probably is, as we speak English and we just do everything in a bastard way in English.

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Yes.

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Jason Mefford: Okay, so so let’s just talk let’s just go through we’ll talk about a couple of.

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Jason Mefford: Right, so the first one is focusing on relationships.

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Jason Mefford: So people that are successful, they focus on relationships again, you might be sitting here listening this going door cry.

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Jason Mefford: But, are you actually focusing on relationships, maybe not right, because I don’t know if this happens to you Kathy but.

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Jason Mefford: You know, as as we get busy we get this huge long to do list these tasks, these projects that we have to do.

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Jason Mefford: And, most of us default back to just check in off the tasks checking off the projects because we got to get it done, and so you know, usually what ends up happening is we steamroll over other people.

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Jason Mefford: In trying to get done what we have to get done, and so we kind of throw that relationship piece out of the mix.

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Jason Mefford: And you know I learned that early on in my career and I remember getting set down by my chief financial officer and kind of had the finger waved at me and she said, you know Jason you’re you’re really good at doing your job.

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Jason Mefford: But, but right, so you know what somebody says, but you’re about to get smacked right.

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Jason Mefford: yeah then she said, but you you tend to steamroll people and run over them.

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Jason Mefford: To get done what you need to do.

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Jason Mefford: Right and again that was like that was a big wake up call for me right, it was a young executive, so you know, like said Kathy I mean i’m sure you’ve probably seen that in your life to write the people who focus on relationships versus the people that are.

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Jason Mefford: Just focused on getting shit done.

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Kathy Gruver: yep well and to add to that, I mean if you look at something like linkedin or social media, the whole point of that is to build relationships.

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Kathy Gruver: And how often does someone connect with you on linkedin and then 10 seconds later, you get this 30 paragraph sales pitch it’s like I don’t know you.

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Kathy Gruver: Like I don’t know who you are I don’t you know it’s great for you to say what you offer, but I don’t need a 30 paragraph sales pitch and my uncle who.

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Kathy Gruver: Like classic salesman he sold cardboard and cardboard boxes, like, I never understood as a kid of.

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Jason Mefford: Money and corrugated I used to work in industry.

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Kathy Gruver: It was hilarious because, as a kid like we’d all go out to dinner and he’d stop as we’re leaving the restaurant like go through the recycling and like look at boxes my dad and I are like.

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Kathy Gruver: Because I didn’t understand why he was looking to see where they got their cardboard, which was now I get it, but when I started doing more speaking stuff and I was reaching out to.

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Kathy Gruver: kind of pitch myself, he said Cathy here’s, the key to sales if they like you they’ll see you if they trust you they’ll buy from you.

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Kathy Gruver: And it’s about building those relationships and the other thing that i’m seeing a lot of and it’s so funny when you started this your sentence and you went relationships da.

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Kathy Gruver: I don’t know that it’s done, I think most people don’t think about it anymore, I think we’re so.

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Kathy Gruver: focused on self and so focused on what I want, I want to get stuff done, the thing that i’m seeing right now is people are building relationships with those people they think can help them.

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Kathy Gruver: And they’re completely forgetting about the rest, you know I have, I know a business owner right now now granted he’s a raging narcissist like in the classical.

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Kathy Gruver: sense of that he’s a narcissist and if he thinks that these people will be important if he thinks they’ll admire him and away if he thinks they will boost what he wants he’s the nicest guy in the world, but he treats his own staff like shit.

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Kathy Gruver: And it’s like I can sit back and watch this and I find it so irritating because you know I grew up in a family, where relationships was was the thing.

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Kathy Gruver: My dad was so personable he was everybody loved my dad he was the nicest guy like no one could complain about my dad.

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Kathy Gruver: So it’s like that’s how I was raised of you’re nice to people you’re friendly you’re funny you know you you build that rapport and so to see people who run businesses who aren’t doing that I think that’s.

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Kathy Gruver: Well they’re doing themselves a disservice because their staff hates them, it sounds like you’re not building those relationships internally or externally.

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Jason Mefford: Well, and it’s interesting because as you’re talking about that you know, like this business owner that you’re referring to.

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Jason Mefford: Adam grant talks about you know takers matters and givers as well as the terms that he has right.

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Jason Mefford: And if you and, if you think about it right, I mean if you’re in that just check the box got to get stuff done scanning it and saying what can I get from this person you’re a taker right you’re just trying to take from other people.

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Jason Mefford: Now if if if somebody were to come in and if I were to come into your House right and take something What would you call me a thief.

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Jason Mefford: Right, why are you taking my car taking my book.

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Jason Mefford: Taking my whatever.

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Jason Mefford: Right, so if I come into your space, and I take something from you we’d be pretty pissed off right because we’d look at that person and think that person stealing from me.

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Kathy Gruver: yeah yeah.

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Jason Mefford: But how many people take take take take take and they think it’s okay.

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Jason Mefford: All right, I mean I get this all the time, you know, like you said I get hundreds of messages a week from people that just want to take.

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Jason Mefford: me, without ever having any kind of a relationship.

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Jason Mefford: And so again we’ve we’ve used the analogy before right it’s like if you’re dating somebody on the first date you go you don’t go hey let’s start making babies right you go.

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Jason Mefford: You might but you’re probably going to get slapped in the face.

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Kathy Gruver: What about the practicing making babies.

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Jason Mefford: Is Oh, there you go.

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Jason Mefford: Okay, but usually there has to be some relationship.

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Kathy Gruver: built right yeah.

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Jason Mefford: And again, especially in our desire to be so productive right everything in our day has to be so productive, we have to be checking off the list we really have forgotten how important relationships are.

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Kathy Gruver: yeah.

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Jason Mefford: it’s one of the reasons to why you know people are depressed they feel alone it’s because you’re just taking from people and you’re not actually developing those relationships.

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Kathy Gruver: And it takes work.

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Kathy Gruver: You know, it really does take work, and you know I realized a couple years ago it’s like I see clients.

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Kathy Gruver: And I see it, that’s my husband.

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Kathy Gruver: That was it now I have developed friendships with most of my massage clients just because you can’t help it you see them every week for years you’re going to develop that rapport in that relationship.

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Kathy Gruver: But I suddenly realized it’s like I don’t have girlfriends like if I need if I need something or if I want to go hang out or if I.

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Kathy Gruver: Who am I calling, you know so it’s just as important to have those personal relationships built up as it as those business ones and.

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Kathy Gruver: Everybody is so busy, and then you’ve got friends with kids and then you’ve got frank, you know, but I have been going out of my way for the last couple of years to make sure we’ve got people coming over to our night for one.

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Kathy Gruver: You know I invite people over constantly because I want to share that time in that space with them and the household wine that I have.

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Kathy Gruver: You know I want to share that with people and build those relationships and have that rapport because it enriches our lives, it makes us fuller.

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Kathy Gruver: And I think that was one of the big stressors during coven was.

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Kathy Gruver: We didn’t have that social interaction that we so desperately need we are social animals, even if you’re an introvert.

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Kathy Gruver: We are social animals we need that interaction, so I love the building relationships, I think that’s that’s I love that it’s first to because I do think that’s key to so many other things.

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Jason Mefford: Well it’s interesting because, like you said to you know it different points in all of our lives, we need something Okay, I mean i’ve lived long enough that I know that there’s been certain times in my life that I need something or I need someone’s help.

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Jason Mefford: yeah and I know, in the future it’s going to be that way as well right there’s going to be some something that happens in the future i’ve.

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Jason Mefford: Not even thought about or contemplated but i’m going to need somebody help now if if you haven’t talked to somebody.

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Jason Mefford: In 10 or 15 years and the first thing they do is call you and ask you for money or ask for whatever it is that they need chances are you’re probably not going to reciprocate right.

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Jason Mefford: Right and so again, you wouldn’t want people doing that to you so don’t do that to other people.

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Jason Mefford: yeah right you’ve got to develop those relationships along the way, and yes, in the future, your friends are going to they’re going to want to help you.

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Jason Mefford: But you have had you have to have had that relationship over time, or else they’re going to just feel like they’re being taken advantage of.

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Kathy Gruver: yeah.

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Jason Mefford: I feel like you’re being taken advantage of by somebody else.

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Jason Mefford: That in a real relationship right that’s me sneaking in your House and stealing your stuff okay yeah don’t do that.

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Jason Mefford: Okay, that to that to that to that.

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Kathy Gruver: yeah.

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Jason Mefford: All right, I.

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Jason Mefford: Remove that, from my to do list for this week.

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Kathy Gruver: Excellent well, I mean there’s some stuff we could probably get rid of.

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Kathy Gruver: My boyfriend would like me to get rid of the rat skeleton but you know that’s just it’s art so.

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Kathy Gruver: When next time we do what’s on my desk i’ll bring down the red skelton it’s terrifying it’s terrifying I was massaging a client.

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Kathy Gruver: And I needed to get my car from the car thing I just an oil change and I knew it was on the way to his house when he was going home.

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Kathy Gruver: And I said hey you know, I have a favor to ask you Would you mind after your massage if you’re not rushing off to somewhere, could you just drop me at the car place so I can pick up my car and he goes.

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Kathy Gruver: Kathy Thank you so much for asking he goes I would love to be of service and that way you help so many people, and it is the least I can do for you is to get you to drop off your car Thank you so much for letting me do that for you and I was like.

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Kathy Gruver: wow that’s a relationship, you know that is people helping each other and being of service to each other, so if.

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Kathy Gruver: it’s kind of slightly off topic, but if you need if you do need something from someone.

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Kathy Gruver: ask them people who love you want to help, so you know reach out to those relationships that you built know the level of that relationship and.

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Kathy Gruver: You know don’t be afraid to ask when you need something that was just such a beautiful lesson for me when he was so thankful to get to help me do something so that’s kind of cool.

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Jason Mefford: Well, and that’s a good lesson, because so much of the time we feel like we’re imposing on people.

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Jason Mefford: By asking right, but again, if you have there if you have the relationship with someone.

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Jason Mefford: It actually benefits the other person, it allows them to serve and like you said that that man that was like i’ve so much want to drop you off right a lot of people want to serve and want to help out we just we don’t know how.

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Jason Mefford: That and so actually asking for the help or allowing other people to serve benefits them, but it also benefits us.

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Kathy Gruver: As well totally yeah it was a really neat lesson so yeah I was, I was, I always think about that.

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Jason Mefford: yeah so that’s one of the first habits.

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Jason Mefford: And again.

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Jason Mefford: it’s called a habit why because you’re you’re being someone who is in relationship with other people and so you’re constantly being the person like your dad and your uncle I think right.

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Jason Mefford: Who are just these gregarious happy people that are always developing relationships doing what they can.

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Jason Mefford: To help others and develop those relationships, you know how many times have you gotten a card from somebody or a text and said hey I was just thinking about you today.

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Jason Mefford: yeah, no, no, nothing, nothing, nothing, nothing big I was just thinking about you wanted to let you know.

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yep.

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Kathy Gruver: You know I did all the time I have an old client who moved to Hawaii years ago and she popped into my head a couple of times.

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Kathy Gruver: So, like two or three days ago I messaged her on Facebook i’m like hey, I just wanted to let you know, I was thinking about you.

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Kathy Gruver: I hope your family’s great I miss you guys so much and just I hope just having a beautiful day and she’s like.

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Kathy Gruver: Oh, my God Thank you so much for reaching out a totally made my day to know you were thinking of me if you’re thinking of somebody reach out and tell them that that’s I do, that all I did that yesterday to I passed an old restaurant that a friend of mine owns that he.

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Kathy Gruver: shut it down a couple years ago and I was like just thinking of you, I hope, you’re doing great how’s the family, like it’s so nice to get that.

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Kathy Gruver: So give that to.

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Jason Mefford: yep exactly so that’s first one, focusing on relationships, the second one is thinking strategically.

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Jason Mefford: And, and this one is hard for a lot of people, because you know I work a lot with leaders.

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Jason Mefford: executive leaders and organizations and so.

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Jason Mefford: As we’re growing and developing in our career we start off kind of supervising people.

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Jason Mefford: And we start managing people right, these are like day to day tasks kind of stuff right Kathy are you getting your work done sort of thing and so we’re very much focused on on the the individual tasks are the things.

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Jason Mefford: That are right ahead of us.

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Jason Mefford: And that’s really all that we focus on because we’re just trying to get through what we need to get through right.

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Jason Mefford: Right, but when you move to becoming really a leader, instead of a supervisor or manager, you have to start thinking much more strategically.

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Jason Mefford: And so, an analogy that I use a lot is you know people you know when you’re sitting outside and mosquitoes start coming around right, what do you start doing, most people start SWAT and that the mosquitoes right they get all they get all busy and fixated on the mosquitoes.

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Jason Mefford: And Swanton mosquitoes all day that they don’t even recognize when that alligator is coming up behind them.

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Jason Mefford: And going to eat them right because they’re focused tactically instead of strategically so really.

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Jason Mefford: You know, as as a leader, one of the things that you have to do is be more strategic you know, and this is hard for a lot of people to do.

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Jason Mefford: Because we get so.

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Jason Mefford: caught up in doing our day to day stuff that we never take time to stop and reflect.

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Kathy Gruver: yeah good point.

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Jason Mefford: One of the executive forums, I run we we had a call yesterday and that’s what I told them like you know.

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Jason Mefford: congratulate yourself, for showing up for yourself for an hour and a half.

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Jason Mefford: yeah because what we just talked about in the last hour and a half is moving you to that strategic level right so now, you can go back to your organization and you can say oh.

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Jason Mefford: I never thought of these things like this before.

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Jason Mefford: yeah right and so it’s taking that pause thinking more strategically, but again it’s not what we’re used to.

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Jason Mefford: yeah so for a lot of people is uncomfortable to stop and look at the bigger picture.

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Kathy Gruver: And and essentially because i’m trying to because I don’t have that kind of position.

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Kathy Gruver: i’m just a solo printer kind of thing so it’s like i’m thinking about where have taught where have there been spaces in my career, either as a massage therapist as a speaker as an author, where this applies to me because i’m not managing other people.

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Kathy Gruver: But what I think it’s the way it’s translated in my brain is the knowing what I want.

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Kathy Gruver: And I think sometimes you know, going back to the being stuck in the weeds kind of thing it’s like I have gotten in the past, I think i’m a little bit out of this but i’ve gotten so stuck in another massage kind of never saw.

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Kathy Gruver: That I don’t actually think about okay where’s this ending like what is your goal with all this it’s the old commercial time to make the donuts time to make the don’t.

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Jason Mefford: Like your birth those commercials and anybody under.

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Kathy Gruver: 30 is like what the hell, are you talking about.

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Kathy Gruver: Now it’s time to make the done and I think we do we get into that cycle of just just doing the rat race thing forget it like what is your ultimate goal.

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Kathy Gruver: You know, it was so interested I texted someone yesterday said hey I have a massage opening for Monday.

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Kathy Gruver: He said Oh, you know my boss is now bringing somebody in I don’t need to see you anymore, and there was a part of me that was like God.

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Kathy Gruver: And then I realized I don’t want to be doing massage anymore he’s incredibly difficult to massage because he’s just like a brick he’s solid and I kind of went like Kathy that.

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Kathy Gruver: That does not fit into your plan anyway you’re thinking of the day to day I had an opening fill it as opposed to actually forward thinking to.

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Kathy Gruver: What are you trying to build like what is the future that you want, and so, as I think, from my perspective, the soul, you know strip strategically think kind of fits into that from the.

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Kathy Gruver: I run my own little one person business kind of thing, so does that mean like is that the same kind of thing that you’re talking about.

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Jason Mefford: Well, it is, and actually you know even even when you are a solo printer taking time away so like stepping away.

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Jason Mefford: yeah and like you said, what do you do when you step away well part of it is looking at that, what do I really want to do.

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Jason Mefford: Right giving yourself a little bit of space, because the way our brain works, too, is that we we get so caught up in all that doing doing doing doing doing.

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Jason Mefford: That we can’t allow that other inspiration or other things to come through until we stop, and so you know again solo printers entrepreneurs as well right take a week of vacation take half a day off work.

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Jason Mefford: yeah right and actually just do nothing I did that, yesterday I pretty much ignored my phone didn’t do my emails at all for a whole half a day.

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Jason Mefford: Okay right there’s a lot of people that they join certain coaching groups or masterminds or other things like that, because it it forces them to take a day or two maybe every quarter out of their day and let them be different things differently.

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Jason Mefford: than what they normally do right and so like in your situation yeah well.

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Jason Mefford: You know damn it I don’t have the massage Behold It waited late that’s a part of my business that i’m trying to wind down anyway, because I want to do other things so tactically maybe it sucks but strategically that’s the right thing right and just reminding yourself of that.

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Kathy Gruver: And here’s what’s cool so I have a Facebook group called the empowerment project, and I would like to more coaching clients that’s what I have room for in my in my practice, so I put a thing up on the empowerment project saying hey all.

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Kathy Gruver: I have room for two new coaching clients, this is, I like a succession commitment data, nobody responded, but I was like okay so Friday I got a connection on linkedin who became a coach and client.

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Kathy Gruver: Yesterday I got a call from the husband of one of my current coaching clients he wants to be a coaching client they took the spots on Monday, and I have the two new coaching clients that I wanted.

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Kathy Gruver: So I had I booked that massage.

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Jason Mefford: It wouldn’t it.

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Jason Mefford: wouldn’t have done it.

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Kathy Gruver: The universe.

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Jason Mefford: yeah and so again right that’s one of those things that you put out there.

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Jason Mefford: yeah it doesn’t always come the way we expect it to, but when you when you give yourself the space, and when you put the intention out there things end up happening.

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Jason Mefford: yeah you know I mean I know a lot of business owners, just like you do right and how many times have we heard man that last great idea that I had came from when I took vacation.

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Jason Mefford: yeah and I was talking to my partner we were having drinks in the pool.

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Jason Mefford: And all of a sudden, it just hit me and that idea was worth a million dollars to me.

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Jason Mefford: right because, because what we do is we focus in this kind of goes back to the focusing on relationships to write.

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Jason Mefford: Is your so as a salesperson if you’re so worried about making that hundred or that $1,000 sale.

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Jason Mefford: And that’s all you’re focused on that’s all you’re going to be doing right, but what if what if focusing on a relationship with somebody for three to six months might lead to a million dollar sale where’s the best time spent at that point right.

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Jason Mefford: Absolutely, because because it’s it’s a long term and it’s also a strategic see how these are tying together all there was some thought that went into this folks.

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Jason Mefford: It it becomes that strategic.

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Jason Mefford: thing right you’ll.

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Jason Mefford: see it in the long term, you get the fruits in the long term.

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Jason Mefford: But you only can do that if you’re thinking and acting strategically.

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Kathy Gruver: yep.

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Jason Mefford: You stay on the tactical you’ll just make the hundred dollar sales.

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Kathy Gruver: I completely agree well that’s why we do a longer coaching relationship, you know i’ve had people go well, I just want one or two sessions I can’t.

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Kathy Gruver: do anything with you, and what I mean we have to think to what do you actually want and it takes a couple sessions even figured that out.

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Kathy Gruver: And it is about being strategic and how we use those sessions i’ve got a protocol, now that I do with pretty much every single client varied, of course, depending on what their goal is.

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Kathy Gruver: it’s like it’s not a one and done thing you have to play the long game, you know if you throw the football down the field to try to get a touchdown every single play it’s not going to work will it work every once awhile sure.

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Kathy Gruver: Not every single time you have to think strategically, so I love okay so relationships and strategic.

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Jason Mefford: And again we’ll probably have to do the hey we live in La right it’s Hollywood you gotta wait you gotta wait.

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Kathy Gruver: yeah.

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Jason Mefford: Because I think we’re pretty much wrapping up on time already.

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Kathy Gruver: yeah seven so let’s do two now and we’ll do two later we’ll do the three next.

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Jason Mefford: works from.

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Kathy Gruver: Seven to.

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Jason Mefford: Do.

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Jason Mefford: I do said.

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Jason Mefford: I can still do math in my head at that level so.

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Jason Mefford: that’s what we have dance for.

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Jason Mefford: me yeah yeah exactly.

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Jason Mefford: Alright, so so there’s again, you know and and you know some of it, you know you might be looking at thinking well i’m not i’m i’m executive in a big corporation don’t.

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Kathy Gruver: We don’t have to be right.

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Jason Mefford: All the we’re all leaders, these are all habits, like, I said that i’ve seen the people who are really successful are doing these things, and so again it’ll help you be successful in business, but it also helps you be successful in life.

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Kathy Gruver: yeah.

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Jason Mefford: Totally more, the more you can be strategic the less of a midlife crisis you’re going to have because you’re already thinking about that you know we have those midlife crisis is because we.

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Jason Mefford: We get so busy doing all of the things that we’re doing, and finally, we will wake up and go shit I got.

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Jason Mefford: I only got 30 years more of my life right what am I going to do with the rest of it, then we start asking some of those questions and having some of those thoughts that we really should have been having all along.

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Kathy Gruver: Totally totally I don’t have to give up on my midlife crisis choices that do I.

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Jason Mefford: know you can still do whatever you want.

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yeah.

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Kathy Gruver: This was great I love these two I love the first two of the seven that leaves five.

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Jason Mefford: These five so people have.

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Jason Mefford: A listen.

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Jason Mefford: Listen it listening to hear what those are in a future episode and who knows when that will be or when that will drop so.

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Jason Mefford: Listen every week how about that.

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Kathy Gruver: Oh good teeth cool.

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Kathy Gruver: All right, in the meantime I am Catholic roofer I can be reached at Kathy coover calm.

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Jason Mefford: And i’m Jason effort, I can be reached at Jason method calm so go out have a great rest of your week and we’ll catch you on the next episode of the fire and earth podcast so yeah.

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See ya.

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Cognitive biases are hurting you

Mistakes from some of the largest companies in the world on return to the office is costing billions of dollars, and most of it as a result of the same thing… cognitive biases of their executive leadership.

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Don’t want to make the same mistakes in your organization?

Discover how in this week’s Jamming with Jason podcast where I talk with Dr. Gleb Tsipursky about what the result of research from organizations like Harvard, SHRM, Microsoft and others is showing about the reality of bring employees back into the office.

Cognitive biases are running rampant.

“Leadership Biases in Returning to the Office with Dr. Gleb Tsipursky”
https://www.jasonmefford.com/jammingwithjason196/

And the numbers are shocking!!

You’ll see how much more productive employees are when they work from home, how 50% of employees will look for a new job if they don’t have remote work options, and how ineffective it is to manage people in person versus remotely.

What’s scary is you may be the cause of lower productivity and not even realize it.

We discuss what employees really want based on the research, cognitive biases leaders continue to make when it comes to returning to the office (some of which are very discriminatory), and how a team led hybrid with some full remote options is quickly becoming the new normal, along with what you need to do to be successful and more productive.

Where could cognitive biases be hurting you or holding you back?

Get a VIP backstage pass and behind the scenes information when you join the VIP Lounge with Jason Mefford: https://www.jasonmefford.com/vip/

E196 Leadership Biases in Returning to the Office with Dr. Gleb Tsipursky

Mistakes from some of the largest companies in the world on return to the office is costing billions of dollars.

Don’t want to make the same mistakes? Listen to this #JammingwithJason #podcast where I talk with Dr. Gleb Tsipursky about what the result of research from organizations like Harvard, SHRM, Microsoft and others is showing about the reality of bring employees back into the office.

And the numbers are shocking!! You’ll see how much more productive employees are when they work from home, how 50% of employees will look for a new job if they don’t have remote work options, and how ineffective it is to manage people in person versus remotely.

We discuss what employees really want based on the research, cognitive biases leaders continue to make when it comes to returning to the office (some of which are very discriminatory), and how a team led hybrid with some full remote options is quickly becoming the new normal, along with what you need to do to be successful and more productive.

You can get a copy of Gleb’s new book “Returning to the Office and Leading Hybrid and Remote Teams: A Manual on Benchmarking to Best Practices for Competitive Advantage” on Amazon here: https://www.amazon.com/-/es/Gleb-Tsipursky-ebook/dp/B095J5NNJW/ref=sr_1_1?__mk_es_US=%C3%85M%C3%85%C5%BD%C3%95%C3%91&crid=NIBH8I6FUAAY&dchild=1&keywords=gleb+tsipursky&qid=1626801990&sprefix=gleb+tsi%2Caps%2C188&sr=8-1

Listen in at: http://www.jasonmefford.com/jammingwithjason/

Transcript

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Jason Mefford: Welcome to another episode of jamming with Jason hey today I have back Dr Glenn to persky who, who is also a little early in the morning for me.

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Jason Mefford: To talk a little bit more about his new book returning to the office and leading hybrid and remote teams.

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Jason Mefford: And if you’ve listened before you’ve you’ve heard glib on here before he does some serious research on these topics.

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Jason Mefford: And so again i’ve been talking to you about some of this stuff already but i’m excited to have glib here with me because he’s done the research he’s got the numbers, and so this is how to lead a hybrid and remote team so with that let’s roll that episode.

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Gleb Tsipursky: Thank you john Jason appreciate it’s good to be back.

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Jason Mefford: I know well it’s it’s you know when you reached out, it was like oh Okay, you know because I think before we talked about cognitive biases which.

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Jason Mefford: are a big thing that a lot of people that I talked to have, I think we’re going to talk a little bit about some of them today.

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Jason Mefford: But you know I know this whole idea of returning to the Office, what does that look like you know, do we allow people to work remotely 100% of the time, do we do hybrid do we force everybody to come back into the office.

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Jason Mefford: As a leader how am I going to have to be different right, because I think that’s what’s scaring a lot of people.

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Gleb Tsipursky: yeah.

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Jason Mefford: And so you know i’m excited to have you here, because, like I said you’ve gone through you’ve done a bunch of research, you just came out with a new book.

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Jason Mefford: And we’ll make sure, and have that link down below so returning to the office and leading hybrid and remote teams and the link to that book on Amazon will be down below as well, but.

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Jason Mefford: You know let’s let’s just jump in and kind of start talking about it right, because I know i’ve read a lot of things i’ve heard things anecdotally people that I coach and that are in my programs are asking me about this.

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Jason Mefford: Right so So what are you seeing what’s what’s the the landscape that’s really out.

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Jason Mefford: There, as far as what this is, is it a big deal, how do we deal with it, what really is the path going forward when it comes to returned office.

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Gleb Tsipursky: that’s clearly a big deal, I mean we’re seeing trillion dollar companies and we don’t have that many.

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Gleb Tsipursky: of us are mistakes in this topic.

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Gleb Tsipursky: I mean look what happened with Google Google was for many months, saying that they’ll get all their employees.

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Gleb Tsipursky: Back to that original offices, saying that saying that saying that and my internal sources of Google are telling me that you know there’s a lot of opposition internal opposition there’s turnover people leaving.

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Gleb Tsipursky: and on may 30 after saying for many months we’ll get everyone back the original offices Google backtracked said, you know we screwed up now will allow up to 20% of our workforce to work remotely and other.

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Gleb Tsipursky: Another 20% will work from any office they want and 60% will come in on a hybrid scheduled maybe 123 days a week.

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Gleb Tsipursky: So what happened there Google lost a lot of top talent it lost a lot of morale it lost a lot of PR credibility and it had to change a lot of its plants.

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Gleb Tsipursky: Obviously, it was planning to return back to the office that cause Google made millions of dollars many, many millions of dollars.

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Gleb Tsipursky: funny thing is about a month after that on June 10 Amazon said the same things for the same reasons, so again turn over you know all this stuff PR hits morale and engagement hit.

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Gleb Tsipursky: And having to change their plans again many millions of dollars now from internal information from apple apple employees are kind of a rebellion against apples plan to bring them all back to the office and.

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Gleb Tsipursky: High of there lots of folks leaving there’s even public discord which is pretty rare for apple but they’re publicly coming out, and this is Satan serious issue.

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Gleb Tsipursky: And, of course, smaller companies, you know companies as small as uber have announced the same sort of things, and this is happening across some just naming big big built well known companies.

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Gleb Tsipursky: Lots of middle market companies lots of small companies, the same things happening and we’re seeing that leaders are fundamentally at the top levels, I mean you don’t get much higher than Google and Amazon, these are.

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Gleb Tsipursky: The trillion dollar behemoths right, and they are fundamentally screwing up the return to the office fundamentally screwing up the future of work, so if they’re fundamentally screwing it up we’re seeing some of the other folks fundamentally screwing it up.

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Jason Mefford: and see if it’s affecting them it’s affecting most every other business as well.

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Gleb Tsipursky: Exactly I was doing some work for based on my book, so my book came out will return it office and leading hybrid and remote teams and an organization.

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Gleb Tsipursky: Of PR executive approached in this is an organization, so the national chapter, the national version of this organization.

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Gleb Tsipursky: which has local chapters around the world, especially in the US and Canada, many, many thousands of pure executives.

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Gleb Tsipursky: That will have chairs managing those groups and they asked me to help them with the return to the Office for the executives and one of the first things I asked well.

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Gleb Tsipursky: have your executives done evaluation surveys of their employees and what they want and returning the office.

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Gleb Tsipursky: And then they put that into their survey to survey the executives and they found out that only 44% of middle market companies, ranging from 10 to 3000 people that’s kind of the level we’re talking about that service 44% asked that employees.

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Gleb Tsipursky: What their employees watch in permanent boss pandemic work arrangements and returning to the office you know how pathetic is that How sad is that and that’s what we’re seeing across the board.

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Gleb Tsipursky: really bad decision making, even at the stage of information gathering so i’ll talk about cognitive biases a little later, but here.

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Gleb Tsipursky: we’re seeing really bad decision making of the stage of information gathering it’s kind of So there are a number of cognitive biases involved up talk about a couple of them, but.

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Gleb Tsipursky: This is what we’re seeing we’re seeing people fail to gather data and what’s happening here and we can talk about the actual data, so there is a lot of external data about what employees want.

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Gleb Tsipursky: But the cognitive biases involved here, there are a couple of cognitive biases involved in failing together good data, one of these cognitive biases is called the false consensus effect.

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Gleb Tsipursky: Now come devices for those who who checked out my previous episode with Jason and if you haven’t make sure to go back to listen to this previous episode.

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Gleb Tsipursky: cognitive biases other dangerous judgment errors, we make because of how our brains wired.

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Gleb Tsipursky: Our brain our intuitions are gut reactions were taught to go with our gut that’s really bad idea.

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Gleb Tsipursky: Because I got as wide for the savannah environment, not the modern world, and this event environment we live in small tribes of 50 people 250 people.

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Gleb Tsipursky: And we had to rely on very quick snap judgments, the fight or flight response, also known as the saber tooth tiger response.

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Gleb Tsipursky: We had to jump out of hundred shadows to get away from that one saber tooth tiger that was great for this event environment not very good for the modern environment.

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Gleb Tsipursky: So right now with tribalism is a fundamental issue here, the one of the cognitive biases that comes from that evolutionary that.

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Gleb Tsipursky: pattern mental patterns is called the false consensus effect the false consensus effect it’s where we believe that those people who are part of our tribe share our values and predispositions.

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Gleb Tsipursky: And so the leaders of the top of whether it’s you know, Google, or you know mom and pop hundred people manufacturing company.

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Gleb Tsipursky: Those are the they believe they feel their gut intuition tells them that their employees have similar beliefs to them.

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Gleb Tsipursky: And even if those employees kind of say that well I prefer to stay at home.

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Gleb Tsipursky: The people at the top still feel that these employees, you know once they start the coming in that they’ll come in they’ll forget about their desire to stay at home.

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Gleb Tsipursky: that’s the feeling of the top leaders and leaders tend to go with your gut tend to follow their intuition, because that’s what they’re told by top gurus like Tony robbins.

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Gleb Tsipursky: which tells you to be prime or be savage you know go with your intuition that’s really bad advice, because we’re seeing very clearly from the top communications from.

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Gleb Tsipursky: Amazon from Google from apple from uber from some of the other companies that employees are residing in mass.

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Gleb Tsipursky: and employee engagement is taking a huge hit that’s costing companies billions of dollars.

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Gleb Tsipursky: To their bottom lines, this is a huge huge problem so that’s kind of one dimension, the false consensus effect another one, is how information is gathered.

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Gleb Tsipursky: I mentioned that only 44% of these CEOs gathered information from their employees for surveys.

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Gleb Tsipursky: What they did do they, the ones who didn’t gather employee information, and this is from my conversations with folks is overwhelmingly the CEO talk to the C suite.

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Gleb Tsipursky: So the you know chief technology officer chief operating officer chief risk officer chief operations officer chief human resources officer and then those folks talk to their senior VP.

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Gleb Tsipursky: And that’s all so think about these are people who had the same sort of personality career wise they spent 30 years there’s their leaders, they have long careers.

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Gleb Tsipursky: they’re spent 30 years in in office environments they’re successful because of these in office environments they’re used to them that’s what they’re comfortable in.

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Gleb Tsipursky: So they tell the leader, the CEO what they feel that, yes, we need to go back to the office, this is the right thing to do.

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Gleb Tsipursky: And this is cognitive biases called the confirmation bias, where we look for information that confirms our beliefs.

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Gleb Tsipursky: and ignore information that doesn’t So this is the false consensus effect and the confirmation bias are two really big problems in how we gather information.

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Gleb Tsipursky: about going to the office and making the right decisions about boss pandemic worker insurance, and this is separate from that what the actual data so shows, but I want to get awareness of the cognitive biases.

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Jason Mefford: we’re because it seems like I mean at the at the top, we have a huge disconnect you know, and I used to find this a lot when I would do different surveys in companies usually around ethics and compliance kind of stuff but.

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Jason Mefford: What the top leadership thought or what their beliefs were was usually dramatically different from the rest of the organization.

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Jason Mefford: And so there’s this huge disconnect right, and so I think I saw some of this and you’re going to know the numbers better than me obviously from doing all the research but.

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Jason Mefford: But I want to say it was something that I read show that the 70 to 80% of CEOs at first said nope we’re all coming back into the office right because, like you said.

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Jason Mefford: they’ve got that false consensus of fact they’ve got their confirmation bias, it says no, this is how we’ve done business, this is how we’re going to continue to to do business, this is how i’m comfortable being a leader right.

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Jason Mefford: And so that was their perception, but the employees completely different right on their take and so that’s why again some of these huge companies, especially those CEOs that said something early on, or having to go back and eat their words.

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Jason Mefford: At this point and say MIA culpa I was wrong.

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Jason Mefford: Right we’re going to do something, and so I know that you know, one of the first parts in the book talks about what employee ease really want and to me, this is one of the most fascinating things because, like you said a lot of people are starting to leave.

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Gleb Tsipursky: yeah.

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Jason Mefford: These organizations right and so it’s it’s you know leadership tip everybody right if you’re a leader.

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Jason Mefford: easiest thing to do is actually ask your employees what they want right because oh my gosh imagine that right that we actually get feedback from our employees so.

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Jason Mefford: So what what is the research kind of saying what do employees actually want because I think we’re going to see how this you know ties into how these things are unfolding for us as well.

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Gleb Tsipursky: Yes, so asking please what they want is very important, and like I mentioned only 40 to 40% of CEOs did so, but also you want to think about how you ask some companies, and I saw this is literal question is how excited are you about going back to the office.

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Jason Mefford: Not all right, this is.

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Gleb Tsipursky: Not the kind of this is an obviously very loaded question that employees are not going to be willing to answer, honestly, so in my book.

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Gleb Tsipursky: Returning the office and leading hybrid and remote teams in the appendix I have a survey questionnaire that you can adapt.

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Gleb Tsipursky: For yourself, for your company for doing that, but you want to be thinking about how you ask don’t ask them in a loaded manner that will clearly bias stands so that’s kind of the first thing I want to mention.

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Gleb Tsipursky: But let’s go to the data so where’s this data coming from it’s coming from a Meta analysis I did, which is an analysis of number of surveys research surveys of.

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Gleb Tsipursky: What employees actually want and these surveys are coming from organizations like the Harvard Business School.

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Gleb Tsipursky: Obviously procedures independent society for human resource management so very autonomous you know not taking the game Microsoft.

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Gleb Tsipursky: Which is really helpful because it has internal data from Microsoft teams of how people work, and also from linkedin because Microsoft owns linkedin of how what people are intending to do what kind of you know.

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Gleb Tsipursky: leaving their positions looking for new positions so that that is the kind of surveys i’m talking about so Meta analysis of these eight surveys shows that.

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Gleb Tsipursky: Over two thirds of all employees who work remotely in the pandemic that.

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Gleb Tsipursky: This is the people are focusing on and, of course, about 50% of all employees were able to work remotely during the pandemic so office workers are various sorts.

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Gleb Tsipursky: Other two thirds of these folks want and expect to work from home half the time or more permanently, so this is over that amount.

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Gleb Tsipursky: Usually from in most surveys it’s kind of over 80% from the service or the lower so 70 to 80% of them want to work from home have at least half a time or more permanent permanently.

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Gleb Tsipursky: anywhere from a quarter to a third one, to work remotely full time.

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Gleb Tsipursky: So only something like 20% want to go back to the office 15 to 20% want to go back to the office Monday through Friday nine to five, this is employees.

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Gleb Tsipursky: Interestingly, depending on the survey, and this was from the Society for human resource management, this is something that they have no stake and whether people are going back in the office or not just managing the human resources.

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Gleb Tsipursky: What the survey showed there one of the questions is that about 50% I think that was actually 55% and that survey showed that people would be willing to look for a new job if they weren’t given.

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Gleb Tsipursky: The option of sufficient flexibility, but the kind of flexibility they want in their job, so this is really serious so then we know that.

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Gleb Tsipursky: Most employees see telework and flexibility as a key benefit so from the surveys they’re seeing telework saying that this telework work from home flexibility of their work schedules is very, very, very important to them.

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Gleb Tsipursky: And, on average, they would be willing to sacrifice and the circle across all surveys 8% of their earnings, to have the kind of schedule that they want.

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Gleb Tsipursky: And, of course, people who want to work full time remotely would be willing to sacrifice even more of their salary so we’re seeing very people are willing to put their.

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Gleb Tsipursky: money where their mouth is they’re willing to give up quite a bit of.

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Gleb Tsipursky: Now.

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Jason Mefford: No, no, I was, I was just going to interject there, because as you’re throwing those numbers out right, so I mean These are big numbers it’s lots of people.

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Gleb Tsipursky: Yes.

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Jason Mefford: they’re willing to take a lower salary, so any of you see if those that are listening.

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Jason Mefford: don’t think of this as a way to start trying to cut your costs either right you’re you’re already going to cut your costs by have a lower offices so don’t go through, and think you’re going to just slash everybody salary as a result of this, but.

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Jason Mefford: right but It just shows that’s a data point that shows how serious people are about this.

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Jason Mefford: Right, because the end this isn’t something that it’s like oh it’d be nice right, I mean people are literally over 50% or 50% of people are willing to quit their job.

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Jason Mefford: If you don’t let them work from home or give them some flexible arrangement right, yes, you know all these people that are willing to take a pay cut.

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Jason Mefford: You know, in order to be able to do that so it’s not just a nice to have thing I mean this is something that’s like serious that you’ve got to pay attention to.

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Jason Mefford: Because your employees are serious about this so just wanted to kind of emphasize that again and not have people think oh great now I can I can cut my payroll costs by 8% no don’t be a Dick to your employees right.

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Jason Mefford: But it just it should show you how.

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Jason Mefford: Important this is to people.

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Gleb Tsipursky: Right, where this becomes relevant is in the things you shouldn’t you certainly shouldn’t cut current called current employee salaries, but.

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Gleb Tsipursky: If you want to be thinking about this in future bonuses and you can be very explicit that saying well people who work full time remotely.

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Gleb Tsipursky: should expect to get less salary increases and should not get the same cost of living increases if they moved, so this is where you want to be thinking you also want to be thinking future hires for people who are.

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Gleb Tsipursky: Who are resigning from companies like Google and Amazon, and so many other companies, you will be able to get them at the lower rate.

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Gleb Tsipursky: Of the if you will offer them substantial flexibility and especially fully remote work, you know other sorts of flexibility, you will be able to get them at a much lower I mean imagine if somebody you know.

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Gleb Tsipursky: Google, if you need some talented tech people and the Google engineer moved to Montana, and would like to live in the middle of rural Montana.

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Gleb Tsipursky: The salary that they would request, they would like would be much smaller, for then if they lived in Silicon Valley and came to the office so that’s the kind of things you want to be thinking about when you’re thinking about cost savings.

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Jason Mefford: A good point well, and so you know I know we talked we already talked about a couple of.

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Jason Mefford: comfort confirmation biases that the leaders have, but I know there was another one that we talked about before we started hitting hit record here to.

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Jason Mefford: That, I think you know around kind of this illusion of control sort of thing to that I think is is important, here again, you know for the leaders to be thinking about so.

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Jason Mefford: it’s a big deal your employees want it, there can be some cost savings, you know, like you said if somebody chooses to move to Montana.

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Jason Mefford: Well, great maybe I don’t need to pay him $150,000 now like I did in Silicon Valley, maybe I can pay them 120 or 100 they still have a better quality of life.

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Jason Mefford: right with that lower salary, because they live in such a.

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Jason Mefford: lower cost of living place right, so there are some opportunities there plus they’re going to they’re going to be happier right but.

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Jason Mefford: You know I know that you know.

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Jason Mefford: I just wanted to talk about illusion of control a.

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Jason Mefford: little bit because.

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Jason Mefford: Because I think this is one is i’ve talked to leaders that they they feel like they can control and they can put their thumb on people.

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Jason Mefford: and feel like they’re really in control, but are they really and i’m guessing, the answer is no, because it’s a cognitive bias and it’s called illusion of control right.

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Jason Mefford: So what what what does that mean because, again, a lot of the people who are leaders listening to this are probably going to be like.

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Jason Mefford: I don’t I don’t have that well, you probably do so pay attention okay.

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Gleb Tsipursky: yep, and this has to do with productivity so let’s start positioning this by the data and productivity.

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Gleb Tsipursky: People in the surveys reported they’re much more productive over 75% 75 to 80% report that they’re equally or more productive working remotely than working in the office.

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Gleb Tsipursky: And that’s kind of their self reporting, we also have data from internal data from slack and from Microsoft teams.

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Gleb Tsipursky: That they’re more productive when they’re working from home, then when they’re working from the office, we also have peer review data from a number of individual studies, looking at productivity in certain companies.

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Gleb Tsipursky: shown that people are more productive at home than they are in the office, which is you know not surprising when you think about it.

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Gleb Tsipursky: Because in the home they don’t have nearly as many distractions as they have in the office that’s kind of one really nice thing they can set up their environment to be maximally comfortable.

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Gleb Tsipursky: Rather than you know the environment that you have to put up with in the office, and they also don’t have to face the.

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Gleb Tsipursky: commute you know, an hour they’re in traffic and an hour they’re back of unpaid Labor, this is one of the reasons you know this combination of reasons, especially the last one people that’s one of the biggest complaints.

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Gleb Tsipursky: In fact I think commuting is the biggest complaint people have about returning to the office and unpaid Labor that they do in commuting.

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Gleb Tsipursky: And so they overall work 20 hours more per month, if you work full time remotely and so their productivity overall is 10 to 14% greater if they work remotely.

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Gleb Tsipursky: that’s that productivity, and especially in their individual tasks we can talk about separately under collaborative tasks, there are some.

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Gleb Tsipursky: More ambiguity there, but then there are individual tasks they’re incredibly more productive and if they work at home.

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Gleb Tsipursky: Now springing from that leaders tend to feel that once somebody that they really like seeing people in the office, because they feel like they have oversight over these people.

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Gleb Tsipursky: They can go around they can see these people working, we can see these people engaging.

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Gleb Tsipursky: And that’s what leaders tend to feel that makes them very comfortable in their gut you know talking about their gut reactions intuitions their gut tells them that that’s the right way of working.

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Gleb Tsipursky: Where they can go around and check in and people check out what people are doing that’s what they feel now, unfortunately, when we look at actual observational studies of what happens in the workplace.

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Gleb Tsipursky: The Monday through Friday nine to five separate is there for 40 hours you know lunch hour for an you know, an hour it’s a 35 hours.

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Gleb Tsipursky: How much time do they actually spend working is the question when we look at their actual observational studies of how much time people spend working it’s less than 20 hours.

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Gleb Tsipursky: Less than 20 hours, why is that well when you as the big boss are coming by Of course they perform working Of course they quickly you know go and you know go to the spreadsheet and do look like they’re working.

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Gleb Tsipursky: But the reality of how they spend their time plenty of time is spent on personal there’s a reason that Amazon gets most of its business during the workday.

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Jason Mefford: Because people are shopping when they’re supposed to be working right.

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Gleb Tsipursky: Exactly social media, you know all of this other stuff people spend their time distracted on social media all of these other things when they are supposed to be quote unquote working.

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Gleb Tsipursky: And so, this is a huge fundamental misconception and blind spot called the illusion of control where people, especially people in leadership positions, but all of us.

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Gleb Tsipursky: have an illusion that we are in control of more things and we actually are especially of other people, but our environment as well.

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Gleb Tsipursky: We actually have much less control, then we tend to feel we do and leaders have much less control over their employees and they tend to feel they do.

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Gleb Tsipursky: And if the leaders try to exert more control employees often feel resentful and often actor or.

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Gleb Tsipursky: often try to undermine this control and any experience leader i’m sure no some stories examples of this sort of thing happening, where you’re trying to force someone and employees kind of you know back.

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Gleb Tsipursky: lashing out against you, because of that this is a big problem this illusion of control that causes leaders to want their employees to go back to the office.

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Gleb Tsipursky: Whereas the simple fundamental completely counterintuitive reality is that employees are much more productive.

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Gleb Tsipursky: If they’re calm and do you as a leader, do you care about them being in the office or do you care about them being productive do you care about your personal comfort.

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Gleb Tsipursky: And gut reactions and feeling that this is the right way of doing things, or do you care about how much they’re producing for the company’s bottom line.

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Gleb Tsipursky: So this is a fundamental issue that’s going on this illusion of control it combines with another client device, I want to highlight called the status quo bias.

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Gleb Tsipursky: The status quo bias that relates to us wanting to get back to what we feel is the right status quo and leaders feel the January 2020.

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Gleb Tsipursky: Is the right status quo that that was the right environment that felt good to them, they felt in their gut reactions that that was the right thing to do the right way to work together.

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Gleb Tsipursky: And then, trying to just turn back the clock and it’s kind of a natural understood understandable feeling we want to turn back the clock, we want to go back to those idyllic days before the fantastic, and you know what.

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Gleb Tsipursky: will never go back to January 2020 I hate to disappoint you, but will never go back to January 2020 the pandemic has fundamentally disrupted our reality and shifted the perceptions of employees who now know.

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Gleb Tsipursky: Very comfortably know that they can get their work done completely remote fully remotely they can they’ve spent over a year doing their workflow remotely they know they can do it.

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Gleb Tsipursky: And that there is no reason for them to do the unpaid Labor of going in the commute and there is no reason for them to you know put their fake smiles on when they create their colleagues.

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Gleb Tsipursky: And so many people do and i’ve heard so many complaints from employees, of course, some people genuinely want to see their teammates but the.

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Gleb Tsipursky: Plenty that i’ve seen and i’ve talked to really are putting on fake smiles This is especially applicable, and this is really important, I want you to pay attention.

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Gleb Tsipursky: To diversity inclusion diversity inclusion, when we look at service, so there was a survey of knowledge workers specifically of.

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Gleb Tsipursky: office knowledge workers, you know everyone from tech to auditors to people who have expertise professional expertise.

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Gleb Tsipursky: And what it found was that knowledge workers out of all knowledge workers when you look at the statistics 20% of white knowledge workers want to go back to the office full time Monday through Friday nine to five so 80%.

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Gleb Tsipursky: that’s 20% of them do when you look at black knowledge workers only 3% of them want to go back to the office full time.

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Gleb Tsipursky: 3%, why is that when they’re doing in depth interviews with those folks, the answer is that they face every day they face micro aggressions discrimination in the office.

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Gleb Tsipursky: They feel those micro aggressions have a face, and this applies not simply to black but to people who would disabilities that people with various categories of discrimination, who are facing discrimination.

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Gleb Tsipursky: And over this year that they’ve been working over a year they’ve been working full time remotely.

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Gleb Tsipursky: They have faced much less discrimination and still there’s still some digital discrimination bullying going on, especially with being interrupted during.

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Gleb Tsipursky: The meetings when people in minority positions tend to be interrupted more but.

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Gleb Tsipursky: It overall was much better for minorities, so for diversity inclusion, whether it’s black people Hispanic people, people with disabilities, it has equalized them to their white male colleagues.

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Gleb Tsipursky: Because you know just see those faces and zoom screen and oftentimes people don’t show their faces.

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Gleb Tsipursky: So it’s much more equal and there’s much less discrimination and that helps people have a much better experience.

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Gleb Tsipursky: and perform much better, so if you’re forcing people to go back to the office.

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Gleb Tsipursky: you’re discriminating against people who are in minority positions and you’ll have a lot more of the leading, which is another reason that Amazon Google.

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Gleb Tsipursky: And uber have reverse their policies because they’ve seen especially lots of black and other minority tech talent, leaving and I can guarantee you if you’re.

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Gleb Tsipursky: Forcing people back to the office you’re going to see more minorities living then you’ll see white people so you’ll become as a workforce less oriented toward diversity inclusion.

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Jason Mefford: So I just want to recap, a couple of those things that you just said, because they’re important, and I want people to make sure they get it right is.

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Jason Mefford: Forcing people back into the office is actually more discriminatory to I mean you those numbers are pretty appalling.

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Jason Mefford: height that that forcing people back is actually discriminating more against minorities or even you know, like you said, people, maybe with physical challenges or other things like that.

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Jason Mefford: allowing them to work remotely is more inclusive it’s more even in a from a playing field standpoint for everybody.

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Jason Mefford: And we proven that people can actually get their work done right.

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Jason Mefford: And then back to back to the you know, the thing about the illusion of control and I wanted to bring up because I.

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Jason Mefford: don’t want people to have skipped over to this because you you threw out some numbers there that are pretty huge which is.

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Jason Mefford: You know if you’re one of those leaders that think that feels like you have control and you have to have them there, so you can walk around like you’re the foreman in the in the in the factory with the whip.

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Jason Mefford: cracking the whip on and to make sure that people are doing their job right.

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Jason Mefford: If that’s the kind of person, you are and what we’ve seen before, is you’re lucky to get 20 hours of work, a week out of those employees that are managed that way.

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Jason Mefford: Now, if you let them work from home you’re going to get if you at all if you only get 20 hours of work out of them.

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Jason Mefford: you’re getting more productivity, then you had when they were in the office, plus the people who are working from home are more efficient, and I think I heard you say that they’re actually working 20 hours a month more.

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Gleb Tsipursky: that’s right yep.

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Jason Mefford: Then, when they were in the office so it’s like holy shit I mean all of a sudden you’re getting.

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Jason Mefford: A double whammy right they’re actually giving you more hours they’re more productive in those hours as well, so.

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Jason Mefford: You don’t have to be standing over somebody cracking the whip for them to be productive, in fact, if you’re that kind of LEADER you’re probably getting less productivity, out of your workers, then you should be and you’re the problem so quit doing it let a lot of work from home right.

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Jason Mefford: So so let’s let’s go, you know because I know I could I can geek out on this stuff and just keep going and going and going but.

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Jason Mefford: You know the last you know part here to try to wrap up what we can and again go out and get gloves book, because all the information is here for you folks Okay, but.

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Jason Mefford: You know there’s still seems to be the debate well in in office fully remote hybrid.

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Jason Mefford: what’s really the answer right because again we’ve got a lot of people that are taking sides in this lots of people that think they’re right.

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Jason Mefford: But what’s what’s really the practical long term solution because, like you said we’re never going back to January 2020 normal So what is the future going to actually look like.

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Gleb Tsipursky: So, looking at the practical solution, you want to look at the company’s bottom line and how people are most productive.

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Gleb Tsipursky: And what’s going to be the best for your company and for your nonprofit municipality, if you work there, so thinking of that what the research shows is the best approach is a team lead hybrid model with some fully remote options here’s why.

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Gleb Tsipursky: You, as the CEO top leader chief operating officer chief risk officer, you should.

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Gleb Tsipursky: Establish broad guidelines for everyone, but you should let the lower level team leaders decide what’s best for their teams.

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Gleb Tsipursky: Because they know best what’s going on on the ground level and how their team functions, but the criteria, you need to set you need to set brought criteria for them so something like the companies i’ve worked with I worked with both companies or.

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Gleb Tsipursky: To help them adapt to the almost pandemic normal kind of the both covered work arrangements permanent work arrangements of future of work.

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Gleb Tsipursky: And the what they did overwhelmingly is set guidelines of mostly hybrid workforce 123 days a week in the office.

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Gleb Tsipursky: And then the some proportion tend to 30% working full time remotely so that’s what they said, and here is here’s the reason.

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Gleb Tsipursky: You want to make sure that the people who are working in the office that there’s a reason for them to come to the office.

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Gleb Tsipursky: Why the heck should they go for the commute, why are they coming there you know if they’re going in the Community, I can guarantee to you they’re spending less time and we have extensive research proving this.

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Gleb Tsipursky: That people when they go in the Community feel like they’re working there.

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Gleb Tsipursky: And that actually work going to work less time for you, so you need to have a reason for them to come into the office, the only reason for people to come into the office is to do collaborative tasks.

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Gleb Tsipursky: Because collaborative tasks some collaborative tasks, especially the more intense ones are better done in the Office for most people, not all.

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Gleb Tsipursky: So collaborative so you want to look at collaborative tasks for them to do.

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Gleb Tsipursky: Now there’s some benefit to team culture to coming into the offices as well, one day a week or something or one day, every couple of weeks, but the crucial thing that you that the Forum, the reasoning of the company.

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Gleb Tsipursky: is making is that a collaborative tasks now if the people are not doing if it’s just a team, where everyone is doing their own individual thing like sales people.

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Gleb Tsipursky: There and they’re not collaborating together they don’t need to come into the office that there’s absolutely no reason for them to come to the office.

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Gleb Tsipursky: If they are collaborating together, and if they need to work things out then there’s a reason for them to come into the office so that’s kind of the 123 day week.

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Gleb Tsipursky: And the team leaders should make decisions based on that principle with the caveat that if they have TEAM members who are quite successful at working individually.

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Gleb Tsipursky: Who are quite successful working full time remotely and if they the team Members really want to work full time remote like to encourage the team leaders to allow those TEAM members.

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Gleb Tsipursky: To work full time remotely because otherwise you’re likely to lose them so homeless Rico.

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Gleb Tsipursky: Unless they have to do a lot of intensive collaborative work together strongly encouraged team leaders to allow those folks to work full time remotely.

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Gleb Tsipursky: So that’s the breakdown and you’ll get that sort of breakdown and that’s what we’ve seen a number of successful companies like target and so on, that are returning people there.

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Gleb Tsipursky: That are returning people to the office and those dynamics and some companies like nationwide I mean nationwide is a huge insurance companies founded very old very traditional founded in 1926.

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Gleb Tsipursky: Some of the departments and nationwide are permanent postponed encouragements 75% of the workforce is working full time remotely.

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Gleb Tsipursky: So it’s, as you know, this is not only tech companies, as all sort of company all sorts of companies so once you have those decisions.

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Gleb Tsipursky: What you want to do is think about what your office will look like your office should not look like the previous office that was.

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Gleb Tsipursky: Because people are in the office will be working overwhelmingly on collaborative tasks, not their individual tasks.

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Gleb Tsipursky: They will not need their individual cubicles because they won’t be working on their individual tasks.

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Gleb Tsipursky: You want to set up some kind of hard asking, so people in between their meetings with TEAM members can pop in, and you know work for an hour to.

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Gleb Tsipursky: But they really won’t be you know if the most people what will happen is they’ll come in for half a day on to meet with their team and do some collaborative work and go home.

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Gleb Tsipursky: Not doing any of the individual work in the office they’ll just be doing that individual work at home.

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Gleb Tsipursky: So that’s going to be important for you to revise your office space to be much more collaboratively oriented from what’s previously the usual orientation is 80%.

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Gleb Tsipursky: Personal space and 20% collaborative it should be reversed around 20% personal space, you know some offices left for top leaders who are leaders who need to have closed door meetings private meetings.

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Gleb Tsipursky: And the rest should be a little bit of hot desk in sort of arrangements, the rest should be conference rooms, with good video technology equipment.

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Gleb Tsipursky: And informal lounge spaces for people to collaborate together and also so once you look at how.

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Gleb Tsipursky: Much how many people are coming in, if you’re seeing that let’s say an average you have people coming in one day a week, you know, some people working full time remotely some people coming in two days a week.

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Gleb Tsipursky: On average one day a week, that means your occupancy for the office is going to be much less than bleep endemic.

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Gleb Tsipursky: So this is a wonderful opportunity for you to save on real estate costs.

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Gleb Tsipursky: And pretty huge savings, you probably need something like 10 to 30% of your real estate just for fundamental things like.

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Gleb Tsipursky: Officers accounting side of stuff like that the rest of it 80% or so, is based on occupancy.

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Gleb Tsipursky: And if you have your occupancy is 20% of what it was prior to the pandemic, you can probably get rid of most of that office space, maybe keep 40% of what you had before the epidemic.

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Gleb Tsipursky: And that will be a great cost savings for you, which you should use to help employees from their home offices, because I can tell you a lot of people don’t have a good Home Office setup.

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Gleb Tsipursky: They have you know the maybe the laptop is good enough, but there are microphones are bad their video cameras are bad.

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Gleb Tsipursky: The lighting is bad they’re not ergonomic furniture, this is permanent stuff there permanently going to be working in four and a half days.

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Gleb Tsipursky: For home if they’re coming in, hybrid one day have a week and you know you have 20% of them are working full time remotely.

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Gleb Tsipursky: You want to set up them in comfortable offices to maximize their productivity and remember you know ergonomic furniture helps them but video cameras microphones help their TEAM members.

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Gleb Tsipursky: So you want to help their TEAM members be effective communicators so that’s really important.

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Gleb Tsipursky: And we’re talking about productivity something that’s really critical here is to change your performance evaluation system so.

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Gleb Tsipursky: This is really important, if you want to make sure that people that you adapt successfully to a hybrid first model with some fully remote options that means that your productivity, should not be based on how much time you see somebody working.

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Gleb Tsipursky: Which is honestly the typical way that people evaluate in those quarterly or even the one time began your performance evaluation.

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Gleb Tsipursky: You want to change that change that from based on amount of time spent working and observed working to deliverables what kind of deliverables is somebody doing what kind of accomplishments do they have.

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Gleb Tsipursky: And instead of having that quarterly or annual performance evaluation deliverables based performance evaluation should be done every week, where every week, you have a brief meeting the as the team leader has a big meeting with the TEAM members.

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Gleb Tsipursky: 15 to 30 minutes, where the team Member sends an advanced report, you know, a couple of paragraphs and their top accomplishments three to five top accomplishments.

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Gleb Tsipursky: challenges they faced how they solve them their plans for next week’s top accomplishments and then a self evaluation.

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Gleb Tsipursky: And the Leader than meets with them and talks about the accomplishments maybe coaches on solving problems better agrees or revises on next week’s activities and then agrees or revises that performance evaluation.

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Gleb Tsipursky: or their self evaluation, which show gets field fed back into our continuous promotion and evaluation system, and that is a much, much better way of evaluating people’s performance in our new normal that’s going to be hybrid first.

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Jason Mefford: Well yeah cuz you’re right it’s it’s the there’s a lot of stuff to consider here right.

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Jason Mefford: And, and you know going, because I know, one of the questions that a lot of times leaders will ask me as well, how do I manage my staff at this point right.

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Jason Mefford: And yeah you know typically we’ve done, you know quarterly evaluations, you know, and this, you know switching to something like weekly performance evaluations as much better right.

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Jason Mefford: And again, I mean there’s there’s been companies that have been doing this for a long time that’s how they that’s how they do it right, I mean you, you have to be intentional.

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Jason Mefford: As a leader, which means you’re probably going to have some standing meetings once a week, you know, maybe short meetings, maybe they’re only 15 minutes, with each of your people, but that way there’s a check in right and and again like you said we’ve got to probably change.

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Jason Mefford: What it means to perform yes right hours in the office isn’t the best way to determine whether somebody is productive it’s more about output so we’re going to have to be a little a little.

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Jason Mefford: You know, innovative and thinking about well what, how can we measure output, because, again I know some jobs is going to be harder to know how can I, you know evaluate their output.

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Jason Mefford: But it’s something that we got to do, and I think you know again you didn’t hit on this directly but you know the whole idea to I think that.

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Jason Mefford: If you if, and again like you said most companies are probably going to go to a hybrid with some people being allowed to completely or full time work from home.

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Jason Mefford: So again, you just want to be careful that we’re not being discriminatory or exclusive to certain people as well right is that.

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Jason Mefford: don’t let some of your cognitive biases come in of out of sight out of mind, I never see him I don’t joke with them so they must not be performing as well.

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Jason Mefford: Right and really be clear on there’s no preferential treatment, you know people that come into the office full time or that come in part time.

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Jason Mefford: they’re not necessarily doing a better job you know because, again, this could open you up to some huge discrimination suits going forward.

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Jason Mefford: Especially if the data shows that people who come into the office, on average, get better performance evaluations and those who who choose not to.

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Jason Mefford: write because, again, there may be that one of those unconscious biases that you could be discriminating against people, not because of the color of their skin or religion or ethnic background, but you know.

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Jason Mefford: The choice that they have of not wanting to come into the office at that makes them a little bit different.

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Jason Mefford: than the people who are there, that you might think are the team players, because they’re coming in right.

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Jason Mefford: So again, you got to be careful, be careful of that as well, but I think that’s that’s one of those just going to be a lot of work and trying to come up with new ways of kind of calculating and tracking performance.

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Gleb Tsipursky: And absolutely right and that’s specifically why the performance evaluation needs to be weekly and needs to based on accomplishments because.

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Gleb Tsipursky: it’s very clear for the Leader okay here are the agreed upon accomplishments because each week you agree with the team Member what her or his accomplishments will be for the subsequent when week.

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Gleb Tsipursky: Then you could see that they perform how well they perform these accomplishments.

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Gleb Tsipursky: And then there’s a evaluation of their performance, which you discuss with them, and you coach them on how to do better if they needed so that.

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Gleb Tsipursky: equalizes the situation for everyone who is coming in, or not coming in, and then you can easily track and see whether someone is doing better in their performance.

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Gleb Tsipursky: But they’re not getting as good evaluations well that’s a serious problem, and so, that is, it addresses the problem by having that performance evaluation system setup effectively yeah.

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Jason Mefford: This is really good good stuff glad, thank you for coming on and sharing, because I know you know, like I said i’ve been seeing some of this stuff anecdotally so it’s nice to now have.

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Jason Mefford: You know your analysis and information from these studies that show this is really what’s happening, this really is a big issue.

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Jason Mefford: You know you gotta do it and you got to figure out how to get it done so so yeah go out good good gloves book returning to the office and leading hybrid and remote teams it’s going to give you a lot of information.

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Jason Mefford: about it, and obviously I know from the sounds of you’ve been helping organizations do this, too, so you actually do help companies kind of navigate through this.

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Jason Mefford: For them, as well, because it’s it’s new to all of us right so so again it’s it’s don’t don’t get stuck in that status quo bias and think no damn it it’s going to be the same way that it was just embrace the change and be a leader and figure out figure out how to get it done yep.

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Gleb Tsipursky: you’re absolutely right and we do have some experience from elsewhere pandemic situations, not in the US.

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Gleb Tsipursky: Which is there are, so there are some best practices developed which I bring into my consulting work with companies on how, what are the best practices that other countries have seen.

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Gleb Tsipursky: On going back to the office, and so we do know that there are ways of getting it done it’s just that it’s never happened in the US.

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Gleb Tsipursky: And folks don’t have it as part of their background and part of their knowledge system, so we know it can be done, we know that our best practices, we know it can be effectively accomplished.

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Gleb Tsipursky: But mostly the vast majority of leaders just don’t have the information on the basis and that’s why I wrote the book returning the office and leading hybrid and remote teams.

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Jason Mefford: Well, thanks club i’m sure we’ll have to have you back again because I always love our conversations.

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Gleb Tsipursky: happy to thank you thanks.

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Thanks.

Trapeze is a Parallel for Life

Today is going to be a high flying episode of Fire & Earth! If you didn’t know, Kathy is actually a trapeze artist, and today we will be discussing the life lessons that can be learned through trapeze.

Whether it’s trapeze or something else, there is always a lot to learn about life and yourself when you do something that scares the shit out of you!

So take a listen to our episode and then get out there and do some living!

Listen in at: http://www.jasonmefford.com/fireandearthpodcast/

Transcript

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Kathy Gruver: hey everybody, welcome to another episode of the fire and earth podcast i’m your co host Kathy grover.

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Jason Mefford: And i’m Jason medford, I just wanted to put a little.

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Kathy Gruver: whoo good.

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Jason Mefford: Okay well hey we’re gonna we’re gonna talk about a little loop or floating through the air a little bit because Kathy does something that is pretty pretty amazing in trapeze.

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Jason Mefford: So today we wanted to talk a little bit more about trapeze and how.

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Jason Mefford: trapeze is actually a parallel to life right so Kathy take her away because you know that this is there’s lots of things in life.

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Jason Mefford: That are parallels of life yeah right, and so we should be learning from everything we’re doing and everything we’re observing so let’s talk about trapeze, which is one of the things that you love and.

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Jason Mefford: And what are some of the things from that that we we learn and can take from to make a better life for herself.

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Kathy Gruver: yeah first of all, this is a question, everybody asks how the hell, did you get into flying trapeze that’s a great question, thank you for asking Jason so how I got into.

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Kathy Gruver: I got you were stolen from the by the circus when you were a little child and I ran away the circus enjoy yeah.

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Kathy Gruver: yeah exactly.

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Kathy Gruver: No i’m an adventure junkie and I love trying new things I love saying yes to things my motto in high school was go for it that’s what my license plate on my car says now is go for it actually says go 40 for it, which seems to confuse people but it says go for it basically.

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Kathy Gruver: And so, nine years ago my God How is that possible nine years ago I was doing a massage on the client.

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Kathy Gruver: She said, you know I checked out your website you’re so busy you’re writing you’re speaking you’re doing all this stuff do you time for fun.

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Kathy Gruver: I said oh my God yeah I saw him in spokane and rappelling of zip lining and parasailing paragliding and so on the shark swimming with dolphins, I read through this list.

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Kathy Gruver: She goes good Lord with left on your bucket list, and this is sort of the first thing.

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Kathy Gruver: I said I don’t believe in the bucket list I said, because to me a bucket list is the stuff that you write down and you shove, it in a drawer and you never go back to it until your terminal or you’re at and you realize oh crap I guess i’m not getting to albuquerque.

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Kathy Gruver: Go for those things that you want to do if there’s something that you want to do, and you can do it with the time and the money that you have available to you.

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Kathy Gruver: Why are you not doing that thing, and so, when I told her that story, she said well what, what do you want to try that you’ve not done yet, and I said, you know i’ve always wanted to try flying trapeze.

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Kathy Gruver: And as the words came out of my mouth, I went oh shit I guess I gotta go do that thing.

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Kathy Gruver: So she’s changing your clothes i’m literally googling at that point where I can go do flying trapeze and the closest place, I found was Santa Monica so two hour drive from Santa Barbara.

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Kathy Gruver: And I signed up and I went home that night, and I said to my husband ex husband, I said hey.

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Kathy Gruver: i’m going to take an only child weekend i’m gonna go to Santa Monica i’m going to do trapeze i’m going to spend the night down there and just sort of have a weekend away like absolutely.

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Kathy Gruver: I thought it would be a one time thing I thought it would be just check it off the list and I realized, it was the most exciting invigorating.

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Kathy Gruver: Connected saying that I could possibly do and so over the so many years of doing it i’ve realized.

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Kathy Gruver: it’s not only the best exercise ever it gives you family around the world, because we are so connected with other trapeze artists so that’s been an amazing thing.

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Kathy Gruver: And it’s not only a mindfulness practice it’s also that parallel for life so it’s just it’s been such a huge part of my journey and such a huge enlightenment experience for me.

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Jason Mefford: Well, as you talked about that there was there was a new phrase that I heard this week that the ties into what you’re kind of saying there is is it’s are you marking time.

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Jason Mefford: Or are you living.

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Jason Mefford: And, and that hit me hard, because you know I mean again the older we get and there’s there’s different times and seasons in our life.

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Jason Mefford: In general right but, but are we marking time we’re just here we’re hanging around until we die, you know, making a mark each time we go around the sun.

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Jason Mefford: Or are we actually getting out there and living and so again that example that you just said, have you know a lot of people talk about bucket lists, but you’re right most people write down the list, they throw it in the drawer they never get back to it.

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Jason Mefford: yeah so.

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Jason Mefford: You know don’t wait in and I learned this I learned this from my mother Okay, she she worked hard, she you know her whole life was serving people working hard.

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Jason Mefford: always have this plan she’d always dreamed you know of traveling the world of doing all these things she was an only child as well, so she spent a lot of her time in books.

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Jason Mefford: bar and you know we we.

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Jason Mefford: There were two magazines in my house that we subscribe to readers digest for my dad and.

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Jason Mefford: National Geographic for my mom, so I would sit and watch the you know read through the national geographics as well, and also dream of these places to go and see.

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Jason Mefford: And so my mom you know again she you know we didn’t have a lot of money we didn’t really travel, you know, because we were just trying to put food on the table right.

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Jason Mefford: And so, she went and went through her whole life finally retired and now was going to be the time that her and my dad were actually going to go travel yeah three bouts of cancer later and dead.

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Jason Mefford: So, you know that taught me fairly early that don’t wait until the end your life yeah do the things you want to do, because we don’t know if we have tomorrow.

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Jason Mefford: Right, so you know again to that point it’s not on your bucket list, but you, you took action you know, so I call that like riding the ball.

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Kathy Gruver: yeah.

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Jason Mefford: You know if you get if you get an opportunity to write a bowl.

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Jason Mefford: Read the fucking ball.

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Jason Mefford: thing right.

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Kathy Gruver: I completely agree with that yeah.

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Jason Mefford: Well, and so, and this is, this is where that’s a perfect example of what you said, with trapeze so okay so let’s let’s talk about.

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Jason Mefford: You know, again how How can this be a parallel for life.

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Kathy Gruver: yeah so For those of you who are not familiar with what trapeze looks like because i’ve had people think, I mean tight rope i’ve had people like I mean trampoline, no, no, you climb a really tall ladder.

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Kathy Gruver: And you stand on a very little platform and they hand you this bar that’s really heavy it’s actually.

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Kathy Gruver: Surprisingly, heavy it can wait 10 pounds like wait, what else and it starts to pull you out over the net.

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Kathy Gruver: And you’re looking down and it looks really far down understanding that the net has you know holes in it that’s what a net is so you’re seeing all the way to the ground is kind of an optical illusion.

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Kathy Gruver: And you’re holding on to that bar and you get your second hand on you jump off that platform you soar through the air, the very first trick is you put your knees up on the bar like you would at the jungle gym.

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Kathy Gruver: You let your hands go and, at the end of the class you reach for that catcher they connect you with catch hands you swing with them for a while and then they drop you gently in the net.

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Kathy Gruver: And I started to realize the more I was doing this again one it’s a mindfulness practice because if you’re not present if you’re not listening, the one muscle that you have to bring.

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Kathy Gruver: is listening, for, and your core helps do but, listening, is the most important one, if you’re thinking about something else if you’re jumping ahead to the catch when you’re trying to get off the platform.

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Kathy Gruver: everything gets screwed up so it’s about being present and listening in that moment that’s one of the most important things with trapeze.

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Kathy Gruver: And the few times that I have jumped ahead to another thing or I was rushed or I was stressed, or I wasn’t paying attention i’ve gotten horribly hurt.

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Kathy Gruver: it’s the very least you miss your trick at the very most, end up stitches broken fingers punched in the eye.

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Kathy Gruver: Having said that your first your first having said that your first class is very safe, I was doing very hard stuff so do not discourage yourself from going it’s a it’s a fun thing and very safe.

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Kathy Gruver: But you climb that ladder I think we’ve all had that thing where it’s like we have something that we have to do and it scares us and we don’t think we can do it.

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Kathy Gruver: And we have to climb that ladder and it’s shaky and halfway through you’re exhausted, and you start to question oh my God, can I actually do this.

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Kathy Gruver: And then you get up on this platform, and someone gives you something that you’re not expecting you’re handed this bar and it’s heavy.

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Kathy Gruver: And surprising and you’re like oh I don’t think I can do this, and at some point, you have to jump you have to just say to hell with it and you jump off that platform.

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Kathy Gruver: And you soar and you have to remember that, no matter what happens there’s a net there was always a net there to catch you.

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Kathy Gruver: And there’s always a catcher there for you to there’s always somebody that you can rely on so there’s the safety measures automatically in place someone’s holding your belt.

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Kathy Gruver: They can gently place you down in the net it’s just to me it’s like that’s just so many things you know we have to do this thing it’s scary at some point you just have to say what the hell and do it.

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Kathy Gruver: And there’s always a safety measure in place there’s always in that there’s always somebody there to support you.

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Kathy Gruver: And so, every time I fly I think about that I think about what is hard in my life that i’ve been able to jump off that platform and do, knowing that I have the support, knowing that that safety net is always there.

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Jason Mefford: Well it’s interesting because, like you said you know as you as you, you know yeah if we if we just use that as a metaphor for life right we’re we’re we’re climbing up the ladder.

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Jason Mefford: But how much of the time, do we freak ourselves out and we say, oh no I don’t know if I can do this I don’t know if I can do this and i’m sure you’ve seen P you’ve done this enough you’ve seen people.

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Kathy Gruver: yeah.

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Jason Mefford: They get part of the way up the ladder and they decide not going to do this and i’m going to go down.

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Jason Mefford: or they get all the way to the top of the ladder and they’re standing on the platform and they look down and they have that oh shit moment right because.

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Jason Mefford: You know i’m guessing you’re you’re up 50 to 100 feet.

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Kathy Gruver: Oh God no 2525 to.

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Jason Mefford: 2530 years old.

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Jason Mefford: Okay, so it’s not as high as I was thinking, but still 25 to 30 feet, is a lot for people yeah, especially if you’re if you’re afraid of heights.

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Jason Mefford: And like you said, the optical illusion of looking down, and I think this is this is great.

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Jason Mefford: Because there’s a scene from indiana Jones, if you remember, there was at one point where they get to the edge of the cliff and they look down.

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Jason Mefford: there’s this huge chasm between them and the next area over there right and and they can’t see anything they think Okay, this is it we’re dead right and then realize that no, there is a path that goes over it just happens to be camouflaged.

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Jason Mefford: Look exactly.

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Jason Mefford: Like the area down below, and so it was having that face to put forward.

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Jason Mefford: Ever foot and actually realized that there is something there, just like in in trapeze the Net is there, you might not see it right, because those those strings are pretty small.

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Jason Mefford: Compared to the holes in them.

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Jason Mefford: yep but there always is a net there and again Okay, you might get a broken bone you might you know poke yourself in the eye I don’t.

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Jason Mefford: Know right but there’s going to be a nap there you’re not going to die.

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Jason Mefford: Doing trapeze right because there’s all the safety equipment they like you said they’ve got you hooked up.

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Jason Mefford: And it’s that way in life so much of the time to we’re not gonna die there’s a safety net there’s people around us, you know to be able to help us if we get in over our head and again every time that i’ve done.

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Jason Mefford: Something that scared the shit out of me okay i’ve got a picture back over there of me going scuba diving and the Red Sea.

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Jason Mefford: The fear of drowning.

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Jason Mefford: Okay, and and I don’t swim that well, but I was there and again it was the Fuck it i’m going to do it.

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Jason Mefford: Now, because you know, one of my one of my friends that lived there he’s a top scuba diver instructor, and so I trusted him right, I was scared but I trusted him.

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Jason Mefford: And the first time I tried to go in London so good right, I was getting knocked around.

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Jason Mefford: My flippers we’re we’re we’re slipping on the ma you know the the Moss on the rocks and I I kept getting knocked around from the waves and I just couldn’t do it and I started freaking out right and he looked at me and he could see.

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Jason Mefford: As like let’s just go sit down for a few minutes, so we went and sat down for a few minutes, and you know came back or you’re ready to go now okay well let’s go in this other side instead right.

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Jason Mefford: And so I went in and again the whole time i’m sitting there kind of freaking out a little bit.

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Jason Mefford: But again it’s like I know my friend has my back he knows exactly what’s what’s going on all I have to do is be he’s he’s gonna adjust everything on me that I need to.

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Kathy Gruver: yeah.

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Jason Mefford: And I went down, for I don’t know five minutes wasn’t very long, but it was amazing and that feeling of euphoria when I came out with a water and it’s like I did something that scared the shit out of me.

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Jason Mefford: And I did it anyway.

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Jason Mefford: That feeling of joy and elation is like.

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Jason Mefford: Nothing else that you can experience right, and so, if you want to feel those things it comes after we do the hard work after we do those things that scare us.

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Jason Mefford: Right i’m sure it was the same way with you, the first time, you did trapeze i’m guessing you were probably a little scared or were you like, no let’s go wow.

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Kathy Gruver: yeah I was pretty much the no let’s go.

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Kathy Gruver: But just because to me, you know because I looked at it rationally and went i’m roped in.

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Kathy Gruver: And if you do math I don’t do math but you figure you’re hanging from the bar and i’m five eight so add another one foot and a half of arms, so when you’re hanging from the bar the lowest point your feet are only about four feet from the net.

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Kathy Gruver: So this is, this is the idea of um 25 feet up yeah but you’re only four feet, where you drop gently into the net.

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Kathy Gruver: So it’s like it’s perception to it’s this perception of dangerous as perception of fear and so often, you know in stress is simply a per per.

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Kathy Gruver: section of things it’s our perspective, which we can always shift, so you can think i’m 25 feet up or you can think i’m four feet from the net.

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Kathy Gruver: I want to explain it to people that way they go oh that’s not a scary you know even on the ladder, we have ladder lines, so that if you would happen to fall off i’ve never seen anyone fall flat or if you happen to fall off the ladder it catches you.

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Kathy Gruver: So that you don’t go tumbling down the ladder, there are there are things in place to keep us safe.

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Kathy Gruver: And allow you to have the best experience you possibly can, and I think that’s how life is to now it’s like and how often do we get to just sore.

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Kathy Gruver: You know, we achieve those things, and then we soar through the air and the best part is this catcher when you connect with that person.

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Kathy Gruver: And you know you’re safe and you swing out and you get this feeling of it’s truly this feeling of flying and then they just blew up they.

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Kathy Gruver: Do drop you gently down back into the Net and it’s just the most it’s the most awesome feeling ever, and it was at that moment, when I did that catch and I swung out with a catcher that I went off shit i’m coming back to do this again.

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Jason Mefford: Well, because then, then you get it you feel that adrenaline you.

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Jason Mefford: joy of.

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Jason Mefford: of actually doing it, you know and i’ve seen from you know some of your Facebook posts and everything I don’t I don’t know what these things are that you’re saying, but it’s like i’m going to do a BA BA BA BA BA BA you know or I just did a blah blah blah blah blah and i’m like yeah.

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Jason Mefford: I don’t know but i’m gonna like that, because i’m sure, whatever it was was a big deal I don’t know what it was, but it’s it’s a big deal for you to.

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Jason Mefford: write and again there’s people around us that are cheering there’s not there’s there’s not just people they’re there to catch.

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Jason Mefford: You but there’s people that are there to cheer you on to.

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Jason Mefford: right because I mean who doesn’t love it when somebody does something that’s hard.

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Jason Mefford: And they do it.

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Jason Mefford: it’s great I mean how many how many movies, are based on that.

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Kathy Gruver: Of course.

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Jason Mefford: Right and it’s so there’s always people there to.

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Jason Mefford: That are cheering you on.

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Kathy Gruver: I love it, you said it’s I kind of forget about that part of it, you know we I was there a couple maybe two weekends ago and there was a gentleman having his 50th birthday, it was a surprise, his wife partner, whatever she was brought in.

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Kathy Gruver: As a surprise now i’ve seen this multiple times, where the woman’s in like huge shorts and little sandals and her hair and makeup done.

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Kathy Gruver: And they run the drop is just like what you know.

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Kathy Gruver: You might want to warn people before you surprise them, but this guy was great with his 50th birthday, she got him a flying trapeze something shirt.

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Kathy Gruver: And then said we’re going to do this thing and he’s like oh my God, this is awesome.

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Kathy Gruver: He couldn’t get his knees up he couldn’t do that he didn’t have the flexibility to get as nice through his hands, so we do something called hoc style where you put your hands in the middle and you bring your legs up and around.

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Kathy Gruver: And he kind of got that and he kept talking the lines and the sock came off and but we were rooting for him, we were cheering for him, it was so fun to watch and he finally.

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Kathy Gruver: got his catch he got his legs up he released his hands the catcher got them.

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Kathy Gruver: People in the down on the ground started screaming for him, we were screaming happy birthday.

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Kathy Gruver: And I mean it was the most exciting thing to watch and sometimes I actually like sit there and tear up because I remember what that’s like that first time.

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Kathy Gruver: To have that exuberant of I did it I did that thing you know and you’re right it’s so supportive and everybody’s cheering and screaming and you could hear on some of my videos people are just like screaming for me.

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Kathy Gruver: And everybody else that’s that’s doing that thing, especially the coolest thing is what is either a kid or an adult it’s like I am fucking terrified.

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Kathy Gruver: And you see how scared they are they’re so afraid to hold on to the bar they’re so afraid to jump off the platform and by the end they’re doing the you know the backflip off the bar and they’re getting their catch.

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Kathy Gruver: it’s this this progression and maybe you get up two steps, the first time halfway up the ladder, the second time.

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Kathy Gruver: all the way up a lot, you know, maybe you never get to do the knee hang but you jumped off a frickin platform, good for you let’s celebrate where you are let’s celebrate all those little achievements along the way, because that’s a huge thing to.

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Jason Mefford: know because it is it’s those percent it’s that perception again right that a lot of times you know, like that, as you’re sitting there talking it’s like I don’t know if I could get my visa.

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Jason Mefford: Right well if I did it if I don’t get my knees up there if I if I don’t if I don’t do it.

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Jason Mefford: If I have failure, no because, like you said, I still climb up that ladder, I still tried it right, I might not have done what I was expecting to do.

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Jason Mefford: But did I have fun uh huh did I learn something uh huh did I go beyond you know where I thought I could go.

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Jason Mefford: yeah yeah and so you’re right, you know rack those things up to I did it, I mean that’s that’s that’s how I felt like when I came came out of the water, it was like.

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Jason Mefford: I mean I just even even though again it wasn’t kind of what I had pictured in my mind, but it was I did it I did something that that actually really scared me.

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Jason Mefford: And I did it and I didn’t die, and I can do hard things right, I used to tell my kids you know you can do hard things.

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Jason Mefford: Well, as adults, we can do hard things to right and it’s in its celebrating all of this stuff and keeping things in perspective, you know and again even still like you said right you’ve you did, that the first time, but you keep going back why.

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Jason Mefford: Because you’re pushing yourself you’re trying to grow.

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Jason Mefford: As well right and so that’s another lesson in life is you know, again, am I ever gonna go scuba diving again.

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Jason Mefford: I don’t know that might that might be a once in a life for me Okay, but the things that I do enjoy do I try to get better at it do I try to learn do I try to grow absolutely because that’s our growth involvement is one of the main reasons we’re on this earth okay.

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Jason Mefford: So you going back.

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Jason Mefford: And practicing and doing your xyz hand twisty thing right yeah.

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Jason Mefford: it’s helping you to grow as well, improving your confidence in life and again it’s not we don’t just get this from trapeze right, as we said at the beginning, this is about a parallel to life so.

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Jason Mefford: You might have been thinking we’ve been talking about trapeze or scuba diving but we’re talking about life folks okay so go back and listen to it again.

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Jason Mefford: yeah if you thought we were talking about trapeze and scuba diving and listen to it again and apply it to your life.

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Jason Mefford: And how you know, are you marking time yeah.

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Jason Mefford: Are you living and growing in your life.

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Kathy Gruver: I love it and go for it, you know step outside of your comfort zone and maybe it’s not trapeze or scuba diving or racecar driving or zip line do something drive a different way to work.

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Kathy Gruver: You know figure out what you want to do think that that thing that scares you a little bit and just go try it just try it once just to say you did throw out the frickin bucket list and go live your life.

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Jason Mefford: Go for it go 4444 it.

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Kathy Gruver: can’t be that confusing.

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Kathy Gruver: Anyway, cool so you can find trapeze rigs.

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Kathy Gruver: In a lot of major cities there’s a website called trapeze.net which I think is hilarious where you can find trapeze REG so there’s some in La San Francisco New York Miami Chicago Miami.

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Kathy Gruver: la there’s a couple of here in Santa Barbara come up and fly with us Santa Barbara trapeze go shout out.

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Jason Mefford: shout out.

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Kathy Gruver: To Vegas San Diego there i’ve flown all over the world, so.

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Jason Mefford: Well, and it’s one of those things again to where if you’re not aware of it, but you want to do it, you don’t realize.

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Jason Mefford: How much it’s everywhere right so again, if this is something that you’re interested in.

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Jason Mefford: trapeze.net you’re gonna you’re going to find and again it might not be this it might be something else, but whatever it is just go do some Google searches you’re gonna find out there’s a whole community of people.

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Jason Mefford: yeah that want to do or love to do what you want to do.

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Jason Mefford: as well, and so you know you found that in trapeze as well.

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Kathy Gruver: Totally all over the world.

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Kathy Gruver: Now, because of this so yeah.

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Kathy Gruver: it’s awesome.

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Kathy Gruver: All right, go out everybody try something new stretch yourself go for it go for it, for it throw out the bucket list and live your life now don’t just work time i’m Kathy Gruber, I could reach a Kathy Griffin calm.

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Jason Mefford: i’m Jason effort, I can be reached at Jason method calm so go out have a great week try something new live a little bit more of this week than you did last week and we’ll catch you on the next episode of the fire and earth podcast see ya.

VIP Mindfulness is KEY to Leadership

You’ve probably heard the term “mindfulness” but does it have any place in corporate leadership??

Isn’t mindfulness just a hyppie-dippie term that is a “weak” way to lead?

Research shows it’s actually the most effective long-term approach.

In fact, top organizations all around the world are starting to embrace the concept, so this week I’m talking with Marc Lesser on Jamming with Jason podcast.

I met Marc several years ago at the Mindful Workplace Summit in northern California who not only has been studying and practicing mindfulness for decades, but he’s also been the CEO of several companies, so he knows exactly how mindfulness fits into corporate leadership.

And since command and control, dictator style leadership hurts people, organizations, and is dying… wouldn’t you rather learn how to embrace the future of leadership?

Marc Lesser is a speaker, facilitator, workshop leader, and executive coach. He is known for his engaging, experiential presentations that integrate mindfulness and emotional intelligence practices and training. He is the author of 4 books, including Seven Practices of a Mindful Leader: Lessons from Google and a Zen Monastery Kitchen, and CEO of ZBA Associates, an executive development and leadership consulting company.

Marc helped develop the world-renowned Search Inside Yourself (SIY) program within Google – a mindfulness-based emotional intelligence training for leaders which teaches the art of integrating mindfulness, emotional intelligence, and business savvy for creating great corporate cultures and a better world.

He founded and was CEO of 3 companies, and has an MBA degree from New York University. Marc was a resident of the San Francisco Zen Center for 10 years, and director of Tassajara, Zen Mountain Center, the first Zen monastery in the western world. He leads Mill Valley Zen, a weekly meditation group.

Marc know what he’s talking about intellectually, but more important from decade of practicing what he teaches.

Listen into this week’s episode with Marc Lesser at: https://www.jasonmefford.com/jammingwithjason194/

and then start thinking how you can start applying some of these lessons to make you a more confident, authentic, and effective leader.

E194 Mindfulness is KEY to Leadership with Marc Lesser

You’ve probably heard the term “mindfulness” but does it have any place in corporate #leadership??

Top organizations all around the world are starting to embrace the concept, so this week I’m talking with Marc Lesser on the #JammingwithJason #podcast.

I met Marc several years ago at the Mindful Workplace Summit in northern California who not only has been studying and practicing mindfulness for decades, but he’s also been the CEO of several companies, so he knows exactly how mindfulness fits into corporate leadership.

And since command and control, dictator style leadership hurts people, organizations, and is dying… wouldn’t you rather learn how to embrace the future of leadership?

Marc Lesser is a speaker, facilitator, workshop leader, and executive coach. He is known for his engaging, experiential presentations that integrate mindfulness and emotional intelligence practices and training. He is the author of 4 books, including Seven Practices of a Mindful Leader: Lessons from Google and a Zen Monastery Kitchen, and CEO of ZBA Associates, an executive development and leadership consulting company.

Marc helped develop the world-renowned Search Inside Yourself (SIY) program within Google – a mindfulness-based emotional intelligence training for leaders which teaches the art of integrating mindfulness, emotional intelligence, and business savvy for creating great corporate cultures and a better world.

He founded and was CEO of 3 companies, and has an MBA degree from New York University. Marc was a resident of the San Francisco Zen Center for 10 years, and director of Tassajara, Zen Mountain Center, the first Zen monastery in the western world. He leads Mill Valley Zen, a weekly meditation group.

Learn more about Marc at: https://marclesser.net/

Listen in at: http://www.jasonmefford.com/jammingwithjason/

Transcript

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Jason Mefford: Welcome to another episode of jamming with Jason hey today, I have a very, very special guest with me, you may not have heard him but.

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Jason Mefford: This guy really is a rock star when it comes to the topic that we’re talking about today.

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Jason Mefford: And so i’m really excited again it’s a term that you might not have heard before around being a mindful leader.

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Jason Mefford: But whether you’ve heard about it or not, you need to hear about this, because this is the way leadership is going and for you to be successful.

5
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Jason Mefford: In the future, you really have to develop some of these skills around becoming a mindful leader.

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Jason Mefford: And so, with that make sure, whatever you do listen to this whole episode go back listen to it again, this is one of those that will be an episode, you will want to refer back to again and again, and with that let’s roll that episode.

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Jason Mefford: Well hey mark I am so honored and grateful to have you here today.

8
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Jason Mefford: With me, you know I think we we first met about three years ago, I want to say at the mindful workplace summit up there in northern California, where you’re actually at and.

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Jason Mefford: you’ve got a book alright seven practices of mindful leaders that i’ve gone through and read.

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Jason Mefford: And I just wanted to go through, and have a conversation about this today so maybe just you know, let you introduce yourself a little bit I know you’ve you’ve been teaching this for a long time to some of the biggest companies in the world and top CEOs around the world, so.

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Jason Mefford: Take our away, mark you give you give you know your your little background and then let’s get in and start talking about what What this actually means and.

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Jason Mefford: Share see where the conversation goes.

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Marc Lesser: Sure thanks Jason good to be here, well, I actually want to.

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Marc Lesser: You know, at the risk, the risk, maybe of aiming.

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Marc Lesser: aiming to hi I always like to start, whether it’s a.

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Marc Lesser: You know whether it’s a conversation like this, or a training with with setting a really high aspiration my aspiration is let’s let’s change lives.

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Jason Mefford: Oh yeah.

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Marc Lesser: let’s let’s change lives let’s go deep let’s help people to.

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Marc Lesser: Think about things in a way, maybe that they haven’t before.

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Marc Lesser: let’s talk about what’s what’s most important you know this, this whole topic I it’s funny the language language has such.

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Marc Lesser: You know language doesn’t quite do it, you know the Everything is mindful, these days, you know from mindful mindful cereal to to you know my info.

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Marc Lesser: Car washing or whatever, but but to me this work is the you know the the human the human work of you know how to how to show up as a.

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Marc Lesser: Full healthy thriving human being and get stuff done and really get stuff done and get the and get stuff done that matters you know, like this is what an amazing time this is.

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Marc Lesser: But i’ll just say you know I feel so lucky that.

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Marc Lesser: You know I my own background I got to somehow I wandered into the San Francisco Zen Center when I was 22 years old and stayed 10 years and feel like I got and got to do amazing things in the work world I got to.

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Learn.

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Marc Lesser: I learned, I was I got I found myself in charge of a you know draft horse farming project, and then I found myself running running a Zen monastery kitchen and then I found myself as as Director of this.

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Marc Lesser: This Zen monastery, which was also a kind of a conference Center and and resort and.

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Marc Lesser: And a lot of that I felt like was was surprising was trainer ship training and leadership was training and in a but a different kind of leadership and and I went to Business School I spent, then I spent 15 years as CEO of a small publishing company.

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Marc Lesser: and

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Marc Lesser: And, and shortly after that I found myself standing up in front of rooms in google’s headquarters of Google engineers were were in some way, I felt like I was getting to learn and integrate and and transmit.

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Marc Lesser: Everything that I had learned, or at least and everything I was trying to learn from the.

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Marc Lesser: You know the deep training in in mindfulness and also you know also training in business and and and running a company.

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Marc Lesser: And, and so much of it, and I think what you were alluding to I think that.

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Marc Lesser: I think we’re in the midst of a major.

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Marc Lesser: Probably worldwide shifting of how we think about work and how we think about leadership, you know that we’re going from the you know the.

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Marc Lesser: assembly line mentality, or the mechanistic mentality to much more of a humanistic mentality and and and especially it’s amazing now, in fact, one of the things.

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Marc Lesser: i’ve I, you know how much is happening virtual and the and the, the need for virtual connection and communication and effectiveness and leadership which sometimes I think.

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Marc Lesser: You know mindfulness practice is even more challenging virtually but sometimes actually it’s amazing I think how.

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Marc Lesser: You know it actually helps mindfulness practice and the virtual big they go together surprisingly well and that they’re all about.

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Marc Lesser: Deep listening and connection and clarity around vision and and effectiveness all kind of mush mush together, so you know and and I also just want to say here we are, you know kind of date, maybe this will date this, but I think it’s okay to date things as we’re coming out of a pandemic.

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Marc Lesser: We are we are experiencing.

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You know.

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Marc Lesser: Racial issues in the workplace and everywhere i’ve been really having a you know really fascinated working with teams worldwide teams have many different.

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Marc Lesser: ethnic backgrounds and racial backgrounds and financial backgrounds and that’s fascinating and you know, and we are we’re waking up that we’re going to destroy this freakin planet.

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Marc Lesser: Unless we wake up to from this material this this materialistic.

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Marc Lesser: And I think it was all done with the best of intentions, you know we’ve we’ve created these systems that that have been incredibly successful in creating great comfort.

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Marc Lesser: And and solving solving you know a lot of medical problems and financial problems but we’re at a I think a really interesting pivotal place right right now.

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Jason Mefford: I totally agree with you, and I think it’s you know, again, I mean.

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Jason Mefford: The history of leadership, you know again we’re here in the US so of US business the productivity of the assembly line.

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Jason Mefford: You know you follow up with after the Second World War, a lot of command and control type of leadership, I mean that’s that’s what these guys were used to in the military right.

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Jason Mefford: And it’s created a huge huge increase in productivity, a huge increase in wealth, you know literally all over the world now some of that’s concentrated but that’s a whole separate topic.

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Jason Mefford: But, but I think in that like you said now people are starting to wake up and it’s like is just making money, the only important thing is being productive, the only important thing.

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Jason Mefford: And I think you know we’ve been seeing this for a while rise of depression, you know rise of you know bunch of workplace stress other things like this that have been going on.

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Jason Mefford: And I think like you said, the pandemic has actually been an opportunity for people to wake up, because they got detached from that for a little while and they start asking themselves, these same questions right.

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Jason Mefford: Is this is this really all it’s important know, maybe it’s important to be a human being and to actually treat the other person across the screen or in my office as human as well yeah.

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Marc Lesser: I was just looking this morning at some of the statistics that are coming out about the.

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Marc Lesser: The number of people that that want more flexibility and the power, you know how valuable you know, again, you know that’s i’d say that’s one of the.

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Marc Lesser: pieces of humanism is we, you know we all want flexibility, you know it’s interesting when I was running you know, one of the companies that I started and was running was the search inside yourself leadership Institute, which I.

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Marc Lesser: I helped develop you know, develop a mindfulness program inside of Google that became crazy crazy popular successful, but what I was just thinking of now was when I creating this organization I instituted a an open vacation policy.

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Marc Lesser: and which at the time was somewhat radical maybe still somewhat radical but.

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Marc Lesser: and

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Marc Lesser: I learned so much from doing that, I mean one of the things I learned this is little bit a little bit like what you and I were talking about earlier about.

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Marc Lesser: You know, being a nice guy right so and and I have to say, we can come back to I was just reading this criticism of the current Google CEO.

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Marc Lesser: for being a nice guy and and there’s this still there’s this underlying assumption that you can’t be a nice guy and be a successful leader, and I think that is just such crap and.

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Marc Lesser: and

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Marc Lesser: But you know when when I instituted this open vacation policy, I noticed the way in which I didn’t quite trust myself and that it started to come up for me wait a minute.

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Marc Lesser: i’m going to be taken advantage of here, if I have this open vacation policy and but then that that led me to to think that well if we’re going to have an open vacation policy i’m basically saying.

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Marc Lesser: I don’t care whether you’re here or not, in fact I don’t even care so much about how many hours you’re putting in what I care about is what you’re getting done and your product and your productivity and your creativity and therefore we need to find much more.

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Marc Lesser: We need to develop systems and ways of measuring that and and and that and once we kind of moved in that direction that helped me settle down myself and begin to trust that I could do this and that we could do this and their research people who, having an open vacation policy.

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Marc Lesser: You know, some people took advantage of it and those people found themselves not with the company much longer, most people loved it and and where there was this incredible sense of.

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Marc Lesser: appreciation, especially and and the more that I could appreciate others and give people that room and make it clear, and this alignment around what.

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Marc Lesser: What success looks like that’s such that I find myself that that conversation I keep having that today with CEOs you know, are you having conversations.

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Marc Lesser: With yourself and with the key people that you work with what does what does success look like and and partly what success looks like for a lot of people is flexibility, you know.

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Marc Lesser: And, and like I I I wanted to treat people the way I wanted to be treated, I want to be able to get the work done do more, more than than what anyone expects of me, and I want to be able to.

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Marc Lesser: have great flexibility in my in my life so that I can enjoy being with family and enjoy traveling and doing things and be you know, be a full human being and.

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Marc Lesser: Mr part of that is you know I love working and a lot of people love working we I think we’re many people love getting stuff done and working as a team.

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Jason Mefford: Well, they do and it’s it’s interesting because, as you were talking there to you know it.

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Jason Mefford: Your apprehension right of doing this open vacation policy as well, because you’re like hold it I don’t know how to measure this right because.

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Jason Mefford: Because it’s again it’s it’s it’s a different way of looking at business and how do we right because because we keep score in business.

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Jason Mefford: And usually we’ve kept score with just financial numbers right there’s been some stuff you know I think starting back in the 80s with balanced scorecard Yang and some other stuff like that.

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Jason Mefford: But we continue to have these these discussions right and just because we don’t know how to measure it doesn’t mean we shouldn’t figure it out and start doing it.

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Jason Mefford: Right, but I think that’s that’s one of the things that that holds a lot of leaders back from embracing this because they just don’t know they’re not familiar with it right.

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Marc Lesser: Well, and, and again I think this in in this old model, all we measure and all that really counts is is financials and you know I can remember.

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Marc Lesser: Not that many years ago, I was facilitating a retreat of the leadership’s name of a you know, a big one, a big legal firm multi billion dollar legal firm and and one of their big issues was.

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Marc Lesser: How do you deal with partners who are bringing in huge amounts of money for the firm but are horrible emotionally and are.

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Marc Lesser: And that you find that people on their team are leaving and nobody nobody wants to work with them, but they bring in a lot of money.

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Marc Lesser: that’s a big problem, and I understand i’ve had not not at that scale, but I can remember having those problems and and like it takes it takes courage and clarity to have those difficult conversations with people that that.

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Marc Lesser: We have certain certain measurements and certain guidelines for how we work together and it’s not enough it’s not enough, you know to.

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Marc Lesser: Of course it’s a you know it’s it’s great having people that are bringing in a lot of money for the firm great sales people or people who are creating products or whatever.

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Marc Lesser: But it’s equally important that we are working in a way that is a sense of develop cultivating a sense of caring and.

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Marc Lesser: And you know this famous it’s the first line in my in that book you mentioned seven practices of a mindful leader culture eats strategy for for breakfast so.

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Marc Lesser: It may look good in the short term, to have a high achiever who’s who’s you know yelling at people, but over time and that time, it can be pretty short, it will it will it’ll come back to bite you really big time yeah.

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Jason Mefford: Well, so I wanted to kind of to because again some some people may not be familiar with this term like you said there’s a lot of people are using the word mindful or mindfulness.

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Jason Mefford: But sometimes you know a lot of people are still like what does that even mean right and and I love your your background because, like you said you spent so much time.

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Jason Mefford: kind of you know, in the Zen monastery and doing that kind of work, but then you also went back to business school, you were a CEO of a few companies you’ve been working in the business world, for a long time.

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Jason Mefford: And you’ve been able to kind of meld these things together right so so if we can, I think everybody kind of understands what leadership is right and yeah there’s different kinds of leadership, but what is.

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Jason Mefford: What is mindfulness actually really, really mean and and how do we kind of translate that into the business world and into leadership.

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Jason Mefford: yeah because because a lot of times people think it’s like you know just people sitting around meditating sort of thing so but but it’s it’s much more than that.

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Marc Lesser: Yes, yeah and and it’s much more than we’re gonna be able to talk about in this one conversation it’s this enormous umbrella, you know but but.

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Marc Lesser: You know where the term even comes from it, you know it comes from a early early Buddhist teaching and.

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Marc Lesser: In fact, a fairly simple relatively easy read is a document, called the four foundations of mindfulness.

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Marc Lesser: And, and I I believe that’s one of the first uses of the of the word, and this was supposedly one of the first teachings of the historical Buddha 2500 years ago, you know where he talks about you know.

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Marc Lesser: You know, and if you could mindfulness of the body right right mindfulness of the body mindfulness of one’s feelings.

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Marc Lesser: mindfulness of mind or mindfulness of consciousness and and the fourth is mindfulness of patterns or systems now now all of this was originally exposed and taught in the context of how human beings could become more awake you know free emotionally spiritually free.

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Marc Lesser: And, but I think what’s fascinating to me is is how well it translates and works in any it’s pretty much the context of any human activity, whether it’s you know these practices, I think, are.

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Marc Lesser: Just as applicable to one’s marriage or ones parenting.

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Marc Lesser: or ones leadership life or anything right it’s basically about.

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Marc Lesser: You know, paying attention.

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Marc Lesser: But really paying attention and paying attention to even to how we pay attention.

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Marc Lesser: and

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Marc Lesser: and

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Marc Lesser: But I would say, within that, though, is with a particular attitude it’s with an attitude of deep curiosity.

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Marc Lesser: and kindness.

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Marc Lesser: You know, a.

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Marc Lesser: An expression i’ve been using a lot lately in my work is creating cultures of.

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Marc Lesser: compassionate accountability.

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Marc Lesser: Because mindfulness is not just about being Nice.

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Marc Lesser: it’s about being real it’s about being clear it’s about being incredibly talented at you know at at living and leading.

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Marc Lesser: and

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Marc Lesser: Yes, so.

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Marc Lesser: You know, but I would also say mindfulness.

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Marc Lesser: Some other key pieces of it are.

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Marc Lesser: kind of playing in the realm of ego and ego listening.

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Marc Lesser: And effort and effortlessness and.

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Marc Lesser: And, and I think.

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Marc Lesser: A kind of wins one’s relationship, I think, with.

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Marc Lesser: With change with impermanence is also a key a key part of what I would say, as mindfulness practice so that.

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Marc Lesser: Which means partly it means not avoiding change and not avoiding difficulty, but.

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Marc Lesser: Making oneself as much as you can into someone who has the ability to transform change in difficulty into possibility which this to me sounds like a great definition of leadership right.

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Jason Mefford: There you go yeah.

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Marc Lesser: yeah, how do you how do you on a you know day to day basis, how are you solving problems.

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Marc Lesser: Difficulties at all levels right the business problems human problems, whatever those problems are and how do you face them.

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Marc Lesser: With you know and and look at it means also becoming.

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Marc Lesser: You know not shying away from being.

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Marc Lesser: uncomfortable it’s uncomfortable facing the you know these problems.

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Marc Lesser: it’s so much easier to pretend they don’t exist or get distracted into.

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Marc Lesser: The data to day day to day lives, and you know, I think, though, for anyone listening to this, though, you know I think we’re such.

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Marc Lesser: You know, are we it’s easy to get into a survival if you’re in survival mode if you’re if you if your fear you know I mean, I know I know millionaires or billionaires that that are afraid you know there one day they’re going to be out in the gutter homeless.

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Marc Lesser: And and partly that’s one of the you know.

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Marc Lesser: i’m a big fan of capitalism.

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Marc Lesser: But i’m a fan of capitalism, combined with wise government where where we don’t all have to be so afraid that we’re not going to be able to survive and that we’re in that that we’re not in this together, that you know that it’s every every person for themselves.

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Marc Lesser: So it’s it’s interesting to find just that that right blend of.

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Marc Lesser: Of the the power of entrepreneurship and the power of capitalism, which I think are beautiful thing.

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Marc Lesser: But, combined with with a way that we’re we’re all one team here we’re all one human team here.

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Jason Mefford: But I think one of the one of the terms that you use there was emotionally free right that again as i’ve gone down this path myself right that a lot of times.

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Jason Mefford: We get taught that it’s everything in our external environment right, and so, if we change our external environment if I buy that new car if I get that new job and I have that new title.

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Jason Mefford: Right, then my life is going to be perfect, but we’re still kind of strapped to a lot of the suffering that that we just carry it into the next area right and it’s until we actually.

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Jason Mefford: become more mindful turn it inside because that’s what one of the terms of starting to use more as leadership as an inside out game right it’s an inside game.

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Jason Mefford: You you become a different person by focusing on changing yourself internally your identity, you know, like you said becoming more compassionate more kind.

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Jason Mefford: More understanding of the connectivity that we have with everyone else around us right it’s a interdependency.

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Jason Mefford: They should talk about in your book to you know about depend, I think, depending on others right is one of those different things as well and and getting rid of, or losing this illusion of control that we think we have.

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Marc Lesser: yeah you know.

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Marc Lesser: I love control, you know.

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Marc Lesser: I.

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Marc Lesser: You know I think I think there’s a realness about like you know how do we leverage resources and money, you know that it’s not.

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Marc Lesser: So it’s like to me it’s i’m saying yes to what you’re saying about you know leadership, being an inside job but, but we also, I think, need to skillfully.

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Marc Lesser: How do we work with resources, how do we work with money what’s our but then there’s that what’s our attitude about.

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Marc Lesser: About you know, do we come at things from through a lens of scarcity, or can we come at things through a through a lens of what’s possible.

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Marc Lesser: And, and that if you know if we’re coming at everything through a lens of scarcity, then that’s going to have a certain a certain outcome, now that may have a really good outcome, you know, I think.

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Marc Lesser: We can look at a lot of companies that have been very successful you know in our fact our capitalistic system often rewards people who have.

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Marc Lesser: come from a view of scarcity and control it often works really well, at least in some way it often doesn’t work so well in terms of you know people’s well being and it often doesn’t work so well for for kind of long term sustainable success and.

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Marc Lesser: we’ve created a system, you know.

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Marc Lesser: You know, for years and years we’ve treated we’ve treated resources as though they’re infinite and that’s a big one that we’re finding out, you know.

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Marc Lesser: it’s it’s weird that we’ve we’ve created a system where we tax Labor but we don’t tax resources if if we had only figured that one out, you know 50 years ago.

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Marc Lesser: You know that that that using using this stuff that we’ve pulling up this million million year old you know stuff in the ground that we’ve been able to turn into fossil fuels.

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Marc Lesser: That and cutting down trees, and you know and and every time we create a plastic bottle that ends up in the ocean, this has there’s tremendous cost we’ve ignored.

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Marc Lesser: All these resource costs and what you were saying earlier we’ve also ignored, you know the costs around addiction and and people not sleeping and families breaking up and all all of that so, so I think it’s having.

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Marc Lesser: You know the the impossible, the impossible task, but one that to me, you know we were talking about well what’s the word what is this word this funny word practice, you know.

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Marc Lesser: This funny word practice is is you know, knowing ourselves as best we can, and I think that requires being part of a system of people that can help us know ourselves.

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Marc Lesser: and

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Marc Lesser: it’s also looking at and living and breathing the interdependency of things and and not being powerless and it’s easy it’s easy to say well you know.

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Marc Lesser: I didn’t create these systems, what can I do about these systems that’s that’s the mindset of victim, so the but if you’re asking the question, what can I do you know and and what can I do, starting with I mean i’m I feel like i’m.

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Marc Lesser: i’ve just recently woke up right now waking up to the racial injustice systems that were part of and and seeing you know, seeing.

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Marc Lesser: My privilege as a as a white guy and and then but sky saw how can I best can you know understand.

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Marc Lesser: What what you know other other perspectives and how can I leverage the resources and benefits that I have, and how can I help other people.

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yeah.

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Jason Mefford: yeah and because it is, I mean like you said, we can.

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Jason Mefford: We can stay in victimhood and we can say well you know not my problem or I can’t do anything about it, or we can actually be the leader yeah and make some change.

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Marc Lesser: You know victimhood is very popular and it’s easy to just like this is when we talk about you know mindfulness practice what i’ve noticed and i’ve noticed in myself.

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Marc Lesser: That.

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Marc Lesser: whenever something goes wrong or whenever i’m angry or upset.

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Marc Lesser: Almost not almost unconsciously who’s to blame for this who can I blame you know and that’s an effect.

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Marc Lesser: That and that’s happening all the time in our workplaces, this is why I think our workplaces get so.

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Marc Lesser: You know so it’s like.

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Marc Lesser: Right and and yet right.

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Marc Lesser: When things go wrong, we do want to know who’s responsible right how How did this happen.

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Marc Lesser: You know my my my first company was a I mentioned a publishing company, I once published a greeting card that said blame is such a bore and I would say it’s even more than a board it’s it’s it’s really destructive it’s really destructive but we.

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Marc Lesser: it’s very popular.

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Marc Lesser: blame and fear and a mindset of survival and scarcity, these are incorrect like like noticing those in ourselves and noticing how easy it is to fall into those fallen to those mindsets and even if even if what you’re saying is no I never ever do that well.

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Jason Mefford: You probably do more than you realize.

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Marc Lesser: I mean, one of my practices, one of my practices is when I noticed myself doing that i’m like oh wow that there I am doing that scarcity mindset thing that i’m always suggesting to others that they that they.

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Marc Lesser: avoid or watch out for that scarcity mindset.

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Jason Mefford: yeah well and so let’s again for people that aren’t aren’t really kind of familiar with so mean what is.

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Jason Mefford: What does it look like to be more mindful right because, like you said so, sometimes it’s may be noticing, you know, sometimes it’s pain its other things that we’re noticing and we’re actually just becoming more aware and more.

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Jason Mefford: introspective and kind of as as to what’s going on, you know you refer in the book to the the beginner’s mind, which again is one that I love that idea of always seeing things from a fresh approach.

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Jason Mefford: And like you said so so much of the time right, we want to play victim, we want to point the finger at somebody else, but I was always taught when I was little.

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Jason Mefford: Right every time you point your finger at somebody else you got three of them pointing back at you right, so a lot of times.

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Jason Mefford: You know and i’ve seen this just from coaching people to write that a lot of times when they think that there’s a problem with another person.

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Jason Mefford: it’s not a problem with the other person it’s the other person has a problem with the way you’re performing right and you change yourself the problem goes away.

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Marc Lesser: I I love it in its it’s very common you know where i’ll be doing a training in a group situation and and someone will ask you know how do I deal with difficult people right well we’re all difficult people to other people.

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Marc Lesser: You know, when I was CEO of my last company.

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Marc Lesser: Some people found me difficult.

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Marc Lesser: You know, sometimes I was difficult because I didn’t include everyone enough in a decision making, sometimes I was difficult because I included too many people and decision making and and like, so this is this is, I think.

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Marc Lesser: You know i’d say and again going back i’m not trying to avoid you keep coming back to this question So what is this mindfulness thing, and in some way it is.

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Marc Lesser: Seeing you know from a multitude of perspectives.

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Marc Lesser: And at the same time being confident in ourselves and and being you know, having having a.

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Marc Lesser: What i’d say and an emotional.

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Marc Lesser: an emotional freedom and ability to be to feel an ability to part so part of part of it’s not just seeing from a variety, you know, again, we may be used, we use this word empathy.

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Marc Lesser: And we use these words compassion, which again lots of evidence lots of evidence that empathy.

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Marc Lesser: is a key quality of a leader actually seeing what’s happening with the people we work with and perhaps with our customers, but also feel you know feeling it this kind of there’s a heart there’s a heart fullness part to it, I almost wish that the word mindfulness was artfulness.

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Marc Lesser: Because I think there there’s a it’s not just a.

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Marc Lesser: You know it’s you know you know I often use the expression, you know it’s easy to say but life is short, you know, life is short, so therefore we should focus on what matters most well.

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Marc Lesser: that’s that’s an ongoing difficult heart practice.

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Marc Lesser: That you know what does it really mean what does it, what does it really mean that life is short, what does it really mean that.

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Marc Lesser: That we’re not always going to be here and that you know I sometimes say if you if you’re if you have some doubts about impermanence and change just look in the mirror, you know it’s like.

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Marc Lesser: it’s you know and and how do we and that’s not meant it’s not meant to be.

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Marc Lesser: You know to be burdensome but it’s meant, how do we live with life is short as a way of developing more emotional freedom and range.

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Marc Lesser: So, again there’s there’s.

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Marc Lesser: it’s it’s a it’s a, I think, a very much a multi layered.

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Marc Lesser: qualities and practices to this one word that we call mindfulness or that we call awareness, or you know it’s so interesting the these three words are words you know these words mindfulness emotional intelligence and leadership.

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Marc Lesser: To me there’s tremendous overlap, you know with these three big big you know buckets of.

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Marc Lesser: Quality of.

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Marc Lesser: activity.

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Jason Mefford: Well, and that’s why I was thinking, you know as we’re as we’re going here a couple of things that you just said and then maybe kind of come back, because this will tie back into our nice guy assumption.

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Jason Mefford: You know there’s just kind of reference, at the beginning, because I think you know again so many people are taught well there’s business and there’s personal.

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Jason Mefford: And it’s you know you hear sayings like it’s just business it’s not personal right in kind of the way that we sometimes interact with other people or.

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Jason Mefford: You know, in the workplace there’s no room for emotions right we’re we’re just logical in the workplace, but you know humans are emotional beings and so.

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Jason Mefford: The whole idea of of emotional intelligence, the authenticity feeling showing emotion that has been for so long, just you know said no, you can’t do that if you’re a good leader you’ve got to be a hard ass right you’ve got to.

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Jason Mefford: You know, and again that’s that command and control but but, but how does it look and like you said, these are big big topics, but there’s a place for emotion in the workplace and in leadership i’m guessing right.

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Marc Lesser: yeah I think there’s I even think that using the the l word, you know loves know that I, the first two practices in my book, are.

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Marc Lesser: You know, love love the work and and do the work so it’s like loving this work of developing more self awareness loving the work of caring about people and trusting people you know, and in some way it’s it’s funny how we.

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Marc Lesser: we’ve lost it’s easy to lose sight of that that business and work is fundamentally ways to serve people.

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Jason Mefford: that’s the whole purpose behind it right yeah.

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Jason Mefford: yeah we’re providing goods or services to improve the lives of others.

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Marc Lesser: yeah I mean it’s a different mindset, then how can I increase wealth for myself what kind of what can I do now.

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Marc Lesser: Again, I understand that mindset and it’s not a bad it’s not a bad mindset, as long as you don’t as long as you can integrate that creating wealth creation, with.

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Marc Lesser: Serving serving others and usually those two things are are miraculously interconnected, but the other thing that I, I think that.

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Marc Lesser: You know, I was thinking of a.

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Marc Lesser: A CEO who came to me.

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Marc Lesser: Who was really unhappy in his in his job and wanted to was looking to make a change and was terrified at leaving his current company and and didn’t know what he wanted to do.

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Marc Lesser: And it was so interesting to start with what might it look like, for you to enjoy and appreciate your current role, what is it what is it about your let’s start there like wouldn’t it wouldn’t it be great to.

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Marc Lesser: come to a place where you could actually enjoy and appreciate, where you are and then leave if you want to leave.

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Marc Lesser: As opposed to this this and that and that’s a very now that’s, not to say there, there are you know, there are toxic workplaces and sometimes we just get to a place where.

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Marc Lesser: there’s a mismatch between you know what we’re doing and what we want to be doing but.

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Marc Lesser: But it’s but it’s a super interesting question to dig deeper into you know again what what what’s where are the gaps, where are the gaps about.

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Marc Lesser: What what’s what is it that is has had in this case, how did the CEO come to feel so disempowered that he felt like a victim in his own company that he was the CEO of and and we were able to get in there and look at some of those.

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Marc Lesser: Some of those values and assumptions and behaviors and and and it was very satisfying when.

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Marc Lesser: we’re able to shift.

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Marc Lesser: Partly he wasn’t having you know, the people who reported to him, he wasn’t having real conversations with he was very unhappy with their attitudes and their.

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Marc Lesser: And their productivity and and part it’s learning to be able to have genuine conversations to make real requests of other people.

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Marc Lesser: To to define what kind of workplace, do we want this to be you know and to be empowered whether you’re a CEO or whether you’re a team Member to use that power of.

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Marc Lesser: envisioning and skillfully working toward the kind of workplaces that we that we want.

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Jason Mefford: And it’s funny because.

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Jason Mefford: You know, as you were talking about, that is, is.

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Jason Mefford: Another word that comes up a lot when you’re talking about mindfulness or some of these things is being present right and so again if we think about.

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Jason Mefford: You know there’s the past there’s the present there’s the future, and you know I love that the the.

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Jason Mefford: You know, saying that the President is a gift right present and gift and English hahaha right as well, but but, just like you know you were saying with the CEO and i’ve seen this in my own life as well is.

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Jason Mefford: Sometimes in our desire to advance ourselves to move on to move up the corporate ladder whatever it is, we always have this belief that.

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Jason Mefford: When X happens then i’ll finally be happy when y happens all finally whatever right, but I know in my life.

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Jason Mefford: it’s not the case, because you get to the next point and then it’s like it keeps moving right and it’s this whole idea of can we not be.

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Jason Mefford: be grateful and present to what’s currently going on, because a lot of the lot of the other issues, the anxiety, the fear about the future goes away when we’re in that present moment.

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Marc Lesser: Although Jason I would say it’s one of my favorite paradoxes is that so because.

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Marc Lesser: it’s not like we’re just you know, especially as leaders and business people.

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Marc Lesser: Right it’s not that we just accept what is because we need to work for change, we need to work on to you know, to build our teams to build our companies to meet goals.

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Marc Lesser: To maybe increase our own ability to have these difficult conversations or own courage, so the to me the but it starts with.

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Marc Lesser: Accepting what is seeing what is right, what actually is how am I showing up how am I not showing up what do I enjoy what don’t I enjoy what you know who, on my team is working well and who’s not so it’s there is this this seeing what is but there’s also.

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Marc Lesser: Having a clear vision of where we’re going and what we want and.

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Marc Lesser: And then it’s like then we’re always we’re always in that conundrum of were caught were caught in between, but there’s there’s some real power.

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Marc Lesser: and being able to stay with and and to skillfully move from you know where what is to toward the the things that we’re trying to create you know even as simple you know, like i’m.

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Marc Lesser: i’m i’m working on another book and and and what is is i’m not really clear about what this it’s it’s this next book is kind of it, this is a creative process this next book is emerging.

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Marc Lesser: But I just keep working on it and I know I know that.

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Marc Lesser: By staying with the discomfort of not quite knowing what it is and to keep writing and visualizing and, for me it helps to actually bring other people in like sometimes i’ll i’ll i’ll send what i’m writing to friends to get feedback or i’ll hire an editor.

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Marc Lesser: To make it, you know which forces me to set deadlines so.

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Marc Lesser: it’s a funny and beautiful interplay you know between the the what is and what we want to be, and I think that’s such a.

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Marc Lesser: key part of being a mindful leader is being able to again and again bring attention attention to that.

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Jason Mefford: One, I think it was, I think it was something that I read from john covers, and you know about mindfulness not being judgmental right, and I know one.

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Jason Mefford: One phrase that I say to myself, all the time to try to avoid some of the judgment of what currently is right, because, like you said a lot of times we we look at what is and we play some sort of judgment on it, but instead of saying you know something like well isn’t that interesting.

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Jason Mefford: Right or just trying to do something, because, like you said this creative process you’re going through in the book right.

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Jason Mefford: isn’t it interesting how it’s unfolding and how it’s kind of coming together and you don’t know necessarily exactly what it’s going to be.

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Jason Mefford: In the future, and it’s the same way with us in life right we don’t know exactly what is going to come out, but we do the little work we do the practices we do the habits, we do the little things each day.

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Jason Mefford: And slowly we get closer and closer to wherever we’re supposed to be wherever that is yeah.

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Marc Lesser: One of the things I find myself bringing out in the business world is be curious not furious.

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Marc Lesser: That again.

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Marc Lesser: it’s you know.

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Marc Lesser: And you know anytime we’re working with other people or working with an organization where we’re going to be let down we’re going to feel annoyed things are not always going to go our way of mistakes are going to happen and.

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Marc Lesser: So, the more we can bring a sense of curiosity to eat this especially I think to.

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Marc Lesser: Things that are that are difficult this is a key I think a you know, this is, I think, where a mindful leader, a mindful attitude turns tends to turn the world upside down.

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Marc Lesser: it’s a it’s a very subtle but very different relationship with different difficulties and challenges and even with painful painful things so again making making ourselves into someone who is has the courage and the ability to see see clearly.

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Marc Lesser: Without wrote without sugarcoating and to be working toward.

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Marc Lesser: You know emotional freedom and and material and material effectiveness yeah.

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Jason Mefford: Well markets it’s it’s been great talking to you like, I said I mean we could, these are all huge huge topics right.

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Jason Mefford: About for.

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Jason Mefford: For a long, long time, but you know again wanted to kind of get some some stuff out there for people to start thinking about.

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Jason Mefford: You know and that’s.

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it’s.

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Jason Mefford: yeah I mean it’s it’s it’s big stuff be curious not furious I love that.

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Jason Mefford: You know the whole idea of it it’s okay to be to be a nice guy as a leader to write and to be kind and to be compassionate and a lot of these things that were taught.

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Marc Lesser: and strong and strong and fierce.

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Jason Mefford: And yeah they can all go together right, in fact I know a lot of times, people are like Oh, you know well that was weak.

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Jason Mefford: it’s like are you kidding me to be courageous and to put yourself out there is one of the hardest things to do that takes more courage.

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Jason Mefford: than going along to get along or not saying anything at all right, and I think I think again, as we talked about you know people are waking up, and I think we’re starting to understand this more.

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Jason Mefford: In realize this is this is where we have to go, because if we’re going to you know become emotionally free and and remove some of the suffering.

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Jason Mefford: That we’re all feeling as humans we’ve got to get more in touch with us and become more humanized in what we’re what we’re actually doing right get to the harmfulness.

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Jason Mefford: side of it, so I guess any any last words for you to you know kind of sign off and and to make sure that you know the listeners here before we shut down today.

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Marc Lesser: No, I think I think it’s some way.

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Marc Lesser: To spin a great conversation I appreciate it, thank you.

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Marc Lesser: yeah I think.

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Marc Lesser: I think this.

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Marc Lesser: cultivating.

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Marc Lesser: great confidence and great humility, you know just being just being a human being is very humbling being a leader is can be very, very humbling but also to find a sense of real real confidence, confidence in I think in for all of us in our ability to.

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Marc Lesser: to grow and change and solve real real problems.

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Jason Mefford: Solving real problems like you said I think that’s really what leadership is all about right yeah and enough of the superficial stuff on the top let’s actually.

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Jason Mefford: get down dig a little deeper, and you know really help expand people and help people so mark thanks thanks for coming on again.

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Jason Mefford: You know he’s got seven practices of mindful leader sounds like there’s going to be a new book coming out here in a little bit as well, too, and I know you do actually have a training course on this as well, so i’ve read the book and partway through the training course as well, so.

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Jason Mefford: I really appreciate you taking the time today and, like I said, for all the all the stuff and all the people that you’re helping.

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Marc Lesser: Okay everything’s.

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Marc Lesser: Good work you’re doing.

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Jason Mefford: Thank you.

How to Be a Guest of Radio and Podcasts

Being a guest on radio shows and podcasts are wonderful ways of raising awareness of your product along with building a strong follower base, but sometimes just showing up on a show isn’t as simple as it sounds!


When showing up to a radio show or podcast, or even pitching yourself to a content creator for the opportunity to be a guest, there are things that you should do to prepare yourself beforehand in order to set yourself up for success!


So tune in to today’s episode and start seeing what YOU can do to ensure your own success as a guest!

Listen in at: http://www.jasonmefford.com/fireandearthpodcast/

Transcript

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Kathy Gruver: Welcome to another episode of the fire and earth podcast i’m your co host Kathy gruver.

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Jason Mefford: And i’m Jason medford and today we thought it’d be interesting, because I know a lot of people.

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Jason Mefford: And when you talk to a lot of people, they want to be writers and they want to be speakers.

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Kathy Gruver: Right, have you.

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Jason Mefford: Have you noticed that to Kathy and we’re in that area, so we thought it would be interesting to talk about how to get on radio or how to get on podcast shows.

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Jason Mefford: Because a lot of people are like ooh you know I maybe maybe I want to start my own, or maybe I don’t, but I would like to be on radio or podcast shows.

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Jason Mefford: Right to help help give me some credibility show that I know what i’m talking about help draw people to me in my business, so I know you you’ve done way more shows than I have.

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Jason Mefford: So so let’s just kind of get in and talk a little bit about how do you do it, what are some nuts and bolts, the kinds of things, what are some things to be you know aware of right because.

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Jason Mefford: I know, not all of your experiences have been good experiences over the years, so we’ll talk about that and help you kind of avoid some of the.

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Jason Mefford: Health stories that are out there.

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Kathy Gruver: There are, there are some so yeah So when I was doing some of the talks that I did for did for hipaa thoughts live, which is the big hypnotherapy conference.

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Kathy Gruver: For a couple of years, my the talk that I gave them was how to use radio, TV and podcasts to maximize your business.

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Kathy Gruver: So you know it’s a great way to get your name out there it’s a great way to like you said build credibility, I think i’ve been on well over 300 or 350 radio, TV show kind of things.

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Kathy Gruver: The first thing is finding shows that you want to be on and there’s a couple really simple ways to do that there’s something called radio guest list COM there’s podcast guest list COM.

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Kathy Gruver: there’s places that like there’s pod match that match you up with podcasts so there’s certainly freeways online that you can find outlets for shows that you might want to pitch.

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Kathy Gruver: that’s the first step The other thing you can do and i’ve suggested this to people is what shows your friends doing.

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Kathy Gruver: You know, look on Facebook if they’re like oh my God, I was just on this great radio show maybe you should be on that great radio show it’s not.

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Kathy Gruver: Like cheating, I mean you’re not taking work from them, you are then you know going to contact that host and say hey my friend mark was just on your show looks like he had an amazing time this is what I can share, you know there’s so many ways to find opportunities to help promote yourself.

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Jason Mefford: Well, and when we’re talking about finding the right show you know, like you said there’s there’s some different services.

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Jason Mefford: Free or there are some paid ones to just be wary of the paid ones that they actually are doing stuff but there’s there’s plenty of free ones as well, but.

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Jason Mefford: But how does somebody kind of decide well that’s the right show for me right, what are some things that you would be thinking about to try to identify some criteria, maybe that you’re using to say ooh that’s that’s one that I want to be on.

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Kathy Gruver: yeah absolutely and that’s one thing I was gonna say was vet the show.

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Kathy Gruver: Read who the audience is read what the typical topics are you know if you talk about you know animal husbandry and pet sitting.

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Kathy Gruver: You probably don’t want to be on the maximize your bit maximize your stock portfolio talk show you know because there’s there’s some you just it’s just not a fit.

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Kathy Gruver: You know I mean, I do not do Christian content that’s just not what I do and there’s times, where it’s like i’ll start to read about the show.

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Kathy Gruver: And it’ll be this great show and then it’s like you know Christian and faith based content, I am probably not going to be a fit for that, so you know know what your topics are I remember, I remember getting getting an email from a guy who said, I would like to be on your radio show.

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Kathy Gruver: Now, this was years ago you and I didn’t even know each other yeah.

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Jason Mefford: I don’t have a radio show dude I.

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Kathy Gruver: didn’t have a radio show that I was fascinated.

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Kathy Gruver: So, because at the time I was teaching a lot of people how to get on radio, TV, so I wrote back, and I said I don’t have a radio show so also like don’t just randomly email people if they don’t like do your research.

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Kathy Gruver: And I said I don’t have a radio show but i’m really curious, what is your topic.

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Kathy Gruver: Because his pitch simply was, I want to be on your show that’s like walking up to a person in the bar and going, I want to bed you that’s not gonna work that’s just unless it’s 215 and it’s that time of night but it’s probably not gonna work so.

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Jason Mefford: He was there’s a monetary exchange and.

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Jason Mefford: Then you probably okay right.

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Kathy Gruver: All that pay to play.

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Jason Mefford: yeah.

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Kathy Gruver: I was uh.

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Kathy Gruver: So I wrote back and said, like what is your talk, you know I said dude if you want to be on shows like you have to have a better picture than I want to be on your show.

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Kathy Gruver: I said, what is your website, what are your topics, do you have any experience with Radio who are you and he wrote back and he said.

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Kathy Gruver: i’m an author, I have 10 books here’s my website and I went cool.

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Kathy Gruver: I get on his website, it says Amazon page he didn’t even have a website, from what I could tell he never been on a radio, but before and he had 10 books.

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Kathy Gruver: On 10 vastly different topics he had literally one book on pets he had one book on automotive repair he had one book on crafting your perfect home garden he had one book on his favorite recipes he so clearly, he was like this cereal like self.

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Kathy Gruver: Publishing book guy, which is totally fine but i’m like if you don’t have a focus, you know, so if you’re pitching the show.

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Kathy Gruver: Who are you, given the the five Wise hey my name is Kathy gruver i’m a stress and wellness expert I would love to come on your show to talk about five keys to stress reduction my most recent book just came out.

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Kathy Gruver: i’ve been on 1500 radio shows was just recently on Dr phil here’s a sample of what i’ve done i’d love to be on your show.

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Kathy Gruver: If you’re responding to something like the pod match or the radio guest list sometimes there’s a form that they have you fill out.

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Kathy Gruver: Will you help promote this, what is your readership with your social media they’ll they’ll ask you all sorts of things, but it’s like know what you’re offering.

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Kathy Gruver: And don’t expect to get on a show just to push your latest thing if all you talk about is well you know, I have a new book my new book is out, I go get my book, you know.

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Kathy Gruver: Radio shows don’t want that it is not a commercial for you, it is you sharing knowledge and through sharing knowledge at the end typically they will allow you to give.

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Kathy Gruver: Your website and promote whatever it is you’re promoting it’s pretty rare that they want you to just promote something i’ve certainly been on those shows they’re rare and they want content, not a commercial.

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Jason Mefford: yeah or they’re a pay to play.

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Jason Mefford: Yes, there’s plenty of pay to play things if you just want to do your own commercial yeah but you know what you’re talking about here in the pitch right, I mean you’ve heard of things like pitch decks right.

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Jason Mefford: One of the things is very common as a professional speaker is you have what’s called a one sheet right it’s a one page document with a lot of that information that Cathy just went through.

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Jason Mefford: Who are you what have you done if you’ve written certain things if you’ve been on the Dr phil show right that’s good that’s going to get people’s attention like oh Cathy must know what she’s talking about she was on Dr phil right.

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Jason Mefford: It meet because again this person has to know what it is that you are offering Okay, and so again, I mean I get unsolicited stuff like this, all the time we’ve got this podcast i’ve got another podcast myself.

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Jason Mefford: And I get unsolicited stuff all the time, to which I just delete you know because, again, usually it’s as simple as hey I think you’re really cool I want to be on your show.

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Kathy Gruver: And I got one of those this morning, for us, you got yeah Okay, so I get them all the time, too, and again I don’t I don’t even respond back to them because.

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Jason Mefford: I consider that junk junk mail right hey there we go, we got the cat with us today again.

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Jason Mefford: it’s it’s um you know so so again, it has to be in there has to be a reciprocity to it right, I mean you’re you’re helping the person by help by providing some content, but the content has to be relevant to their audience.

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Jason Mefford: Absolutely and and then you know by by you doing that for them like you said, usually there’s the hay and, by the way, check out kathy’s website Kathy Griffin calm right she’s amazing and she’s written, what are you up to 13 books or something like that now.

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Kathy Gruver: Eight but.

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Jason Mefford: Okay, I was just giving you the bed yeah so eight eight different.

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Kathy Gruver: I got so much work to do today.

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Jason Mefford: You got five.

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Books to write to that.

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Kathy Gruver: That on my fingers.

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Jason Mefford: But.

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Jason Mefford: But but that’s where again right because because they need to know what you have to offer or or it’s the same thing you know, on the flip side because i’m i’m not looking.

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Jason Mefford: You know, for people to necessarily be on my podcast because I have my own content or I know who I want on for particular reasons, but I, but I am looking to be a guest on other podcasts.

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Jason Mefford: Right, but again, you know I there’s lots of people that are like Oh, please be on my podcast please be on my podcast I just started, and I have one episode yeah okay if they’re a friend of mine i’ll do that.

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Jason Mefford: yeah but if it’s a random person how am I benefiting.

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Jason Mefford: from it.

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Jason Mefford: yep right, so you have to think about you have to think about how does the other person benefit by you being there.

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Jason Mefford: And how do you benefit.

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Jason Mefford: from it.

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Jason Mefford: And unless there’s a match, you know, a match and topic a match and the content that you’re doing you might as well, not even go down that route.

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Kathy Gruver: Right, it takes time, you have to prep for the show sometimes they want questions in advance, you have to then do the show So do you have an hour to two hours to.

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Kathy Gruver: give to this program and which leads perfectly into please vet the shows.

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Kathy Gruver: I made horrible mistakes, where, when I was starting out I had this number of how many shows, I wanted to get to because it was an impressive number to me, I wanted to hit 100 shows.

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Kathy Gruver: And so, when I was first starting out I took any bloody show that you know that anybody toss it me I didn’t listen to them, I didn’t vet them I didn’t know this is what blog talk radio first started.

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Kathy Gruver: Where any doofus with a phone line could have a radio show, and there were some that were great and there were some that was you know creepy Joe in his basement with one listener, that was his mom and I ended up being a guest on that show.

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Kathy Gruver: So I have, I have to two stories, so a woman contacted me her producer contacted me she had a great press kit or show looked amazing she had a huge listenership they sent you a gift for being on the show.

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Kathy Gruver: I was like great so I get on the show and I get on on it was actually on the phone.

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Kathy Gruver: And she asked me a question she said so tell me a little bit about yourself where did you grow up what how’d you get to where you are, and I know well, I was raised in Pittsburgh Oh, I went to Pittsburgh, and she starts talking and i’m sitting there going.

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Kathy Gruver: Oh Okay, and she spent like three minutes talking about her time in Pittsburgh.

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Kathy Gruver: never got back to my to my question, I never got it to answer so she asked me another question I get about a sentence and she interrupts me and goes off again.

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Kathy Gruver: And i’m thinking, this is a, this is a monologue for her.

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Kathy Gruver: It was the weirdest thing I could not get an answer out so finally she asked me a question and I realized part of my brain is going oh my God i’m getting to answer this question i’m like four sentences in this is so great and I hear people.

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Kathy Gruver: cuz you know when that happens, the bitch muted me.

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Jason Mefford: Are you kidding me.

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Kathy Gruver: A muted me told her story, I was just talking to nobody brought me back in at the end of her story with a laugh, as if I had been listening to her the whole time and then ended the show.

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Kathy Gruver: I don’t like what you’re a crazy person.

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Kathy Gruver: So I get this nice gift in the mail this like handwritten Thank you note for being such an incredible guests i’m like oh my God your associate path.

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Kathy Gruver: What is wrong with you and then like six months later, I get an invite saying you were such a great guest on our show we’d love to have you back, and I was like you know i’m not doing media anymore.

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Jason Mefford: Well, again it’s it’s it’s it’s both people have to benefit from it right and and that was not one of those you didn’t really get anything out of it, because here you are I guess that supposed to be interviewed.

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Jason Mefford: At least 5050.

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Jason Mefford: Talking should be for the guests, if not more.

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Jason Mefford: And and and you and you didn’t have that at all, even though again from the press kit from everything else that you were looking at it seemed like something that was going to be good, so another way that you can kind of stock or do some due diligence is actually listen.

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Jason Mefford: Oh sure to to some of the shows that the people are doing before because that’ll that’ll give you an idea as well Oh yes, what to kind of expect.

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Kathy Gruver: Absolutely yeah and that that that came back to bite me a couple times I had several shows where it was all about them, you know, and when you and I have a guest on it’s not about us.

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Kathy Gruver: We might toss it a thought or personal thing that relates to that, but it’s about the guest and i’ve been on several shows where.

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Kathy Gruver: You know the host will be like you know i’ve told the story before you all heard it, but let me tell it again and they’ll do this 15 minute story where i’m sitting there going Jesus, I can go knit a sweater, what are we doing here, you know.

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Kathy Gruver: The other the other, the other hilarious and I told my boyfriend this one last night.

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Kathy Gruver: I this was at a point where I wasn’t vetting shows, but I got asked to be on this, it was a pretty big show.

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Kathy Gruver: It was an FM station, it was two guys it had really good ratings and it was an actual like big radio show it wasn’t online, it was a big actual terrestrial radio show.

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Kathy Gruver: And they had me call in and they said, Colin five minutes early you will hear the show as it’s going on but you’ll be muted will bring you in when it’s your time and I said great.

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Kathy Gruver: So warning for sensitive people i’m going to say some dirty words, so I get on the show, and this is what I hear this woman says, and some people like to put Ben gay on the dildo before they put it in their ass.

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Kathy Gruver: And I sit there going up a.

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Jason Mefford: They call into the wrong number.

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Kathy Gruver: Ah, a one What do you do.

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Kathy Gruver: Because there was a huge part of me that went just hang up just hang up you don’t want to be on the show with these guys and it was very shocked jockey kind of thing.

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Kathy Gruver: And then there’s part of me that’s like you know what what the hell.

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Kathy Gruver: I get to swear I get to do this sort of like outrageous show, as opposed to the ones I hadn’t been doing, which is so Kathy tell me about your PhD this was like.

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Kathy Gruver: dildos and Ben gay so i’m like okay let’s let’s do this and they finally bring me on it turns out that the woman that they had on previously as a guest had been a porn star, who was now a sex therapist so.

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Kathy Gruver: I kind of get it, but still, it was raw I mean you think we’re wrong unscripted this was outrageous, so the guy goes hey we’ve got the group we’re so excited to have you how are you I said i’m doing great.

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Kathy Gruver: I said, I think I just learned a lot from your last show which made them laugh, and he goes so you seem to like to talk about shit a lot.

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Kathy Gruver: And I went.

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Kathy Gruver: I guess we’re going there and I spent the entire show talking about bowel health.

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Kathy Gruver: seriously in kind of like a raw twisted way, but we talked about fiber we talked about sleep we ended up.

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Kathy Gruver: Having this like very informative nature apathy conversation, but it started with so you like to talk about shed a lot.

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Kathy Gruver: And it ended up being an unfortunately it was like the highest rank shit like this thing was shared out everywhere, like I can’t get a Google alert after Google alert on like seriously.

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Kathy Gruver: This is the show everyone’s going to hear you know so do your due diligence figure, you know or and, if nothing else you end up with some funny stories.

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Kathy Gruver: But I mean I have just so many radio shows that ended up being either funny or a nightmare or the the host was awful.

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Kathy Gruver: Yes, you want to be on shows you also want to be on the right show don’t make the same mistake, I did I wasted hours.

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Kathy Gruver: Doing shows that were really awful that didn’t benefit me that didn’t benefit the listeners if they had any you know so yeah we want to build that resume.

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Kathy Gruver: Also here’s, the last thing i’ll say on this if you’ve never done a show if you’ve never been a guest before, please do not contact the biggest show in the country first.

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Kathy Gruver: Please know what you’re doing have the sky i’ve had people do that I want to get on Dr phil i’ve never done this before, but I want to be on.

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Kathy Gruver: Start small do a couple small shows do a couple you know local radio shows local am podcasts that kind of thing before you jump in and try to get on and on npr.

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Kathy Gruver: You know just know your own skill set know who you are what you’re offering and then and then find the shows listen to them first and then work hard at it.

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Jason Mefford: Well, the one thing to as you were talking that I was going to bring up to is you know if you’re going to be a guest on it as well right is is kind of know what the commitment is going into it.

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Jason Mefford: Because, because I have certain people and it’s like you know what if I, if I can just show up do the interview and that’s it.

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Jason Mefford: yep that’s one thing, but sometimes i’ll get people you know, especially some companies because i’ll do a lot of webinars with.

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Jason Mefford: Other companies right i’ll be the guest on their webinar let’s say.

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Jason Mefford: And there’s there’s I know there’s certain companies or certain kinds of companies, and when I hear things like Oh well, we have to have a pre show.

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Jason Mefford: A pre call to talk about the outline, and then we have to have a pre pre call for this, and then we need to have a tech check and it’s like I start adding it up and it’s like i’m going to spend eight hours to do a one hour deal yep i’m not doing that for free.

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Jason Mefford: Right so so know what you’re getting into.

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Jason Mefford: And if there are a bunch of hoops if there is a bunch of stuff like that that has to be done just know and then decide do I want to do that or.

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Kathy Gruver: Do I not yeah.

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Jason Mefford: Right, because I know a lot of times when I reach out to people from my other podcasts are like well, what does this entail i’m like we show up, we talked for a few minutes before I hit record and we’re done.

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Jason Mefford: You know that’s that’s all it is there’s there’s no pre planning there’s no pre questions there’s no, you know any of this stuff because in for me it’s not just a waste of time, but I don’t like to be so scripted yeah okay.

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Jason Mefford: And I actually just had a guest on WHO.

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Jason Mefford: i’m not I don’t want to tell gender or anything but this person was used to everything being.

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Jason Mefford: In fact i’ve watched this person on stage do interviews reading the teleprompter.

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Kathy Gruver: Oh no.

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Jason Mefford: Okay, so he was you know what was supposed to be an interview was not really an interview was all pre scripted question very clunky.

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Jason Mefford: So I could tell as we were.

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Jason Mefford: just having a conversation this person was very uncomfortable.

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Jason Mefford: right because that’s not what they’re used to well that’s the way I roll that’s the way you roll that’s why we get this way here right so so again determine the kind of person, you are if you’re the kind of person.

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Jason Mefford: That wants it to be very scripted and and that way then look for shows look for hosts.

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Jason Mefford: That are that way yeah if you want it to be conversational free flow hey we don’t know where we’re going to go, I mean it it’s like that, with a lot of our guests, we.

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Jason Mefford: We have an idea of where we think we’re going to go, but then we start talking and who knows where we end up going if that freaks me out because there’s not enough like.

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Jason Mefford: structure structure around it then don’t do those kind of shows find the.

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Jason Mefford: ones that work for your personality as well.

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Kathy Gruver: yeah absolutely and and that that is such a great point, and you know I did I had one woman she had a local like cable access show, but I knew her.

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Kathy Gruver: I you know I had talked to people have been on our show, and you know by this point, I had done major network stuff this you know I know what i’m doing, and she says okay so i’m going to send you 20 questions and I went okay great she goes so when can we meet to go over your answers.

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Jason Mefford: ain’t gonna happen honey.

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Kathy Gruver: And I said what.

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Kathy Gruver: And she said, I need you to write down the answers to the questions now, these are long frickin answers like i’m not typing out.

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Kathy Gruver: My background, I will verbally tell you my background and she made me get on the phone with her and we spent an hour.

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Kathy Gruver: going over what my answer would be and I said I don’t remember what her name i’ll call her Susan and like Susan.

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Kathy Gruver: I know how to tell you my story like I don’t need to script this out, I said, because you know what’s going to happen when we’re doing the interview anyway, none of this is going to get said.

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Kathy Gruver: No, no, I stick to my questions and Sure enough, we spent an hour hour and a half doing this, I was furious I had already committed to it.

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Kathy Gruver: And then we get in the studio she asked me to have the questions and everything else is free forum and i’m like oh my God I just wasted so much fucking time I was so angry with her about this.

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Kathy Gruver: I agreed to it, you know and just the same way when we had the shock jock guy with a dildo you know.

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Kathy Gruver: I was tempted to hang up but they could see that I was already online I had already committed to it and I just sort of.

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Kathy Gruver: switched egos dates and went Okay, I guess we’re playing today, so you know know what your boundaries are know what you want to do what is the message that you want to get out.

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Kathy Gruver: find those shows pitch them well and understand it’s not a commercial and you are the only one that can decide if you want to give them the 15 bucks for their show, I refuse to be to pay to be on someone’s show whether it’s $5 $10 people have said, we charge $300 to be on our show no.

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Kathy Gruver: No, I mean you can i’m not paying it, you know, the first radio show I did I paid to be on a series of them I also got to write articles for a magazine.

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Kathy Gruver: Because I had never done anything before that worked for me and that time I would not do that now, so you you’re the only one that knows if that’s going to be a thing for you.

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Jason Mefford: Alright, so I think we’ve covered some good stuff today, so you know again if that’s something that you’re if you’re interested in in starting to get on you know radio shows podcast via podcast guests.

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Jason Mefford: Some great points right make sure that you’re finding the right shows you’re reading you’re reading the host you’re reading the audience.

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Jason Mefford: You know what you’re getting into in they just think about whether this is something that actually works for you or not.

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Jason Mefford: And again everybody’s going to be different you’re going to be gravitated towards certain kinds of shows or certain certain hosts and that’s fine we at all and and and again, you know it’s just like dating or anything else you’re going to get told no okay so.

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Jason Mefford: So so just realize that you know you might have to ask 100 times you know before you get that, yes, but if you’re committed and seriously want to do this, then you just got to put yourself out there and go for it.

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Kathy Gruver: Absolutely and hide the bad guy.

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Jason Mefford: can hide the Ben came.

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Jason Mefford: Yes, yes, yes, yes, yes, yes.

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Jason Mefford: cool if we can help you in any way, let us know I do I have tips, I have a whole sheet on like how to do the interview things to watch out for for the interview tips and tricks and you know all this stuff for both in person and on shows like online or on the phone.

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Kathy Gruver: So if you want that I can absolutely get it to you and i’m Kathy Gruber, I can be reached at Kathy Gruber calm.

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Jason Mefford: And i’m Jason method, I can be reached at Jason method calm so have a great rest of your week and we’ll see you on the next episode of the fire and earth podcast see ya.

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yeah.

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