WEBVTT
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[SPEAKER_00]: So whether you're a soul partner or you're managing a team, all of us fall into some form of leadership.
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[SPEAKER_00]: We're working with other people, we're trying to get things done.
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[SPEAKER_00]: And I don't know if you've ever felt this, but I think like a lot of us, you may have a team member that's drifting.
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[SPEAKER_00]: Maybe people are showing up getting worked done, but somewhere along the way, they're not putting in their best.
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[SPEAKER_00]: You're noticing it, you're not sure how to get the best out of the people you work with because I know this.
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[SPEAKER_00]: Everybody in my network who's done something amazing, they didn't do it alone.
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[SPEAKER_00]: It had great people.
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[SPEAKER_00]: And so how do you develop great people?
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[SPEAKER_00]: How do you retain great people?
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[SPEAKER_00]: lot of us are just leading on autopilot and this will cap your growth because at some point everything becomes a people problem and that's the thing I've learned about leadership.
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[SPEAKER_00]: And so for today's episode, this is a raw captured moment from our recent Forward event in 2026.
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[SPEAKER_00]: This was the VIP lunch where we sat down with one of the Kino speakers Ryan Leak and he broke down everything in about 15 minutes.
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[SPEAKER_01]: I know you're going to get a ton of value out of this.
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[SPEAKER_01]: Let's get into it.
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[SPEAKER_00]: Brian, bro.
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[SPEAKER_00]: These people in this room are the leaders in the community, the forward community.
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[SPEAKER_00]: Maybe they're leading in an individual small team, like them in solo-preneur vibes, but then some of us are actually leading teams and different things like this.
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[SPEAKER_00]: So when it comes to leadership, what are the traits you're seeing right now?
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[SPEAKER_00]: Because you're helping, if you don't know, Ryan Coaches top leaders throughout the country and the Fortune 500 companies, what are the things that you're seeing that we could help this group with?
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[SPEAKER_01]: Yeah.
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[SPEAKER_00]: That's a good question.
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[SPEAKER_01]: I think, you know, sometimes leaders can get on autopilot and they can make the assumption that they know how their team is actually doing because they simply showed up to work, smiled, and did their job.
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[SPEAKER_01]: I think leaders are actually losing touch with how their people are actually doing.
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[SPEAKER_01]: And so my next book is called Stay Culture, and the architecture of a workplace people never want to leave.
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[SPEAKER_01]: And one of the things that we've discovered in research is that oftentimes when the right people leave, the leader didn't see it coming.
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[SPEAKER_01]: They're like, wait, what?
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[SPEAKER_01]: You weren't doing well?
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[SPEAKER_01]: I mean, you were performing well, but they're like, no, I'm actually making your shift.
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[SPEAKER_01]: The other thing we see often is people will leave their jobs and not be honest about why.
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[SPEAKER_01]: you've left jobs before and you didn't, you weren't honest with your posture before.
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[SPEAKER_01]: And so I think the leaders who can really get honest feedback just because you say you can handle the truth does not mean you can handle the truth.
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[SPEAKER_01]: You handling the truth is proven in your facial expressions not in what you actually said back to them.
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[SPEAKER_00]: It's funny when that you say that because I remember the same thing happened to me someone would be like,
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[SPEAKER_00]: Well, I didn't feel like, like, give me feedback.
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[SPEAKER_00]: We're all what's going on.
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[SPEAKER_00]: And then they would give you the feedback, and it was very hard to take.
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[SPEAKER_00]: Like, because you're like, wait a second, what about this and what about this?
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[SPEAKER_00]: And you immediately become defensive.
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[SPEAKER_00]: And it took me a while to get to the point where, like,
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[SPEAKER_00]: You're a good point.
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[SPEAKER_00]: I could have done better there.
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[SPEAKER_00]: I'm sorry.
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[SPEAKER_00]: You know, I'm like, yeah.
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[SPEAKER_00]: It's a blind spot for many of us who are just totally...
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[SPEAKER_00]: In my mind, maybe it's because I've ADD, but also I think a lot of you guys would relate.
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[SPEAKER_00]: In the entrepreneurs' mind, in the salesmen's mind, you have single focus.
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[SPEAKER_00]: We're on a path to greatness.
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[SPEAKER_00]: We're going, or we're on a path to fill this event, or on this new campaign.
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[SPEAKER_00]: I'm just single focus, and I feel to see all the things outside of that vision.
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[SPEAKER_00]: My peripheral vision goes down.
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[SPEAKER_01]: Yeah.
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[SPEAKER_01]: It's hard, because...
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[SPEAKER_01]: You know, you can't, the bigger your organization gets, you can't sit with every single person, every single day.
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[SPEAKER_01]: But I think the leaders who have these intentional check points not a yearly review, but a consistent check up the pulse of the culture are the organizations where things don't drift, because they're really,
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[SPEAKER_01]: In touch with their people, a lot of people will hold on to this is what you did last year.
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[SPEAKER_01]: You're like, you haven't told me that in a year, which, you know, everybody can get feedback.
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[SPEAKER_01]: Not everybody can get honest feedback.
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[SPEAKER_01]: And they get honest feedback.
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[SPEAKER_01]: You have to be the kind of person who can really take it.
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[SPEAKER_00]: Yes, sir.
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[SPEAKER_00]: So, do you think about the part of leadership, which is the conversation right now, and specific for this room?
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[SPEAKER_00]: I think that it's been a big help to me to lead from the front and not be able to check in with all the people and not be able to talk to people, but if I'm trying to lead a group of people through my personal brand, through the content.
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[SPEAKER_00]: And I feel like it's been a huge unlock because I'm sharing my values, I'm sharing the things that I'm pouring, I'm sharing what the work we're doing and the work matters.
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[SPEAKER_00]: Like I think letting people know
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[SPEAKER_00]: The, like even with this, our forward team here, everybody on our squad, our work makes a difference.
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[SPEAKER_00]: Yeah.
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[SPEAKER_00]: It's not kneels thing.
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[SPEAKER_00]: It's like, what we're doing, everybody here makes a difference.
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[SPEAKER_00]: And I see, I see, like, can I pause you?
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[SPEAKER_01]: Can I pause you right there?
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[SPEAKER_01]: Please.
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[SPEAKER_01]: Can we just make some noise for the forward team?
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[SPEAKER_01]: Because like, each and every...
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[SPEAKER_01]: APPLAUSE And this is a compliment to you.
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[SPEAKER_01]: Each and every person, I encounter.
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[SPEAKER_01]: from security, to sound person, to, I'll even just tell you what just happened during the AV check.
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[SPEAKER_01]: I said, hey, I'll do the AV check whenever you want.
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[SPEAKER_01]: I'm here to serve you.
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[SPEAKER_01]: I said, well, there's still people in the room.
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[SPEAKER_01]: I said, I don't mind people seeing me.
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[SPEAKER_01]: I mean, I'm here to speak.
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[SPEAKER_01]: I mean, that's not a big deal.
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[SPEAKER_01]: And one of the production managers said, yeah, but I think we want to save that moment for later.
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[SPEAKER_01]: He's thinking, Neil didn't tell him to do that.
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[SPEAKER_01]: Like, it just shows you how much each person is caring about their portion of the business and of the event.
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[SPEAKER_01]: And that's leadership.
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[SPEAKER_01]: Like, you didn't know that.
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[SPEAKER_01]: You didn't tell him to do that.
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[SPEAKER_01]: Like, you didn't say, hey, we want to save it for this moment, but he was thinking it, and we both went, you know what, you're right.
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[SPEAKER_01]: Yeah, you know what, you're the expert.
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[SPEAKER_01]: We'll follow you, you know.
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[SPEAKER_01]: So Kudos to you and your team, because everybody here has been A1 for sure.
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[SPEAKER_00]: Thank you, bro.
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[SPEAKER_00]: Yeah, clap it up one more time for this squad, the squad, the forward squad.
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[SPEAKER_00]: And we did have, it's funny you say that because we had a conversation with the team yesterday about moments that matter, creating the moments in all the moments combined.
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[SPEAKER_00]: And that's why our event's full and that's why the energy's good.
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[SPEAKER_00]: So yeah.
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[SPEAKER_00]: What do you think, what do you say to a person like, okay, if you don't necessarily say all the things you don't appreciate all the people as much as you do, yes, you can do a better job.
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[SPEAKER_00]: What can we do from a leadership like communications standpoint?
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[SPEAKER_00]: Yeah, like to communicate at a high level, so it all comes down and filters in and it does the work while you're sleeping.
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[SPEAKER_01]: Well, I think we're all always communicating our values all the time.
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[SPEAKER_01]: You are always telling people what you care about the most by what you spend the most time on and what you talk about the most.
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[SPEAKER_01]: So you can either intentionally communicate your values or you will unintentionally communicate your values.
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[SPEAKER_01]: But you are always communicating your values in some way, shape, or form.
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[SPEAKER_01]: Most people default to unintentionally.
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[SPEAKER_01]: stating their values, do the way that they email, do the things that they care about, do the things that they complain about, do the things that they celebrate, the things that they get excited about.
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[SPEAKER_01]: Some people will get excited about a video going viral that doesn't mean you sold anything.
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[SPEAKER_01]: But now you just told the team, this is what they
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[SPEAKER_01]: care about.
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[SPEAKER_01]: You communicated to value.
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[SPEAKER_01]: You technically just had a meeting and told your whole team, what's the most important thing to you, even though you didn't actually do that.
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[SPEAKER_01]: But technically, you just did.
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[SPEAKER_01]: And so I think leaders who are intentional about communicating their values to be able to say, this is what is important to us.
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[SPEAKER_01]: This is what matters to us.
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[SPEAKER_01]: And as infusing that daily, weekly through social media, through their personal brand,
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[SPEAKER_01]: because you can have a great culture on a Tuesday, but then you start to notice every single one of our clients was the like fastest growing cyber security firm in the country at one point.
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[SPEAKER_01]: And he said they were hiring, I think like 60 people a week.
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[SPEAKER_01]: And he said, our culture is literally under attack every single day.
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[SPEAKER_01]: The leader had to hire one person and say, hey, we just cannot drift.
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[SPEAKER_01]: So every time you bring in a new person, every time you onboard a new person, every time you hire a new vendor, like think about it like that.
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[SPEAKER_01]: culture is under attack and it drifts really, really slowly unless you are absolutely intentional.
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[SPEAKER_01]: The top brands in the world, they just have intentional cultures.
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[SPEAKER_01]: I stuck into a buddy a couple days ago who fired his sister.
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[SPEAKER_01]: I said, did you fire your sister?
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[SPEAKER_01]: He goes, yeah, and she didn't even do any wrong.
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[SPEAKER_01]: I said, why'd you fire?
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[SPEAKER_01]: He said, well, because people were afraid to tell her the truth because we shared the same last name.
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[SPEAKER_01]: And he said, I will do anything to protect the culture.
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[SPEAKER_01]: That's intentionality.
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[SPEAKER_01]: Some people just go, we could talk to you there.
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[SPEAKER_01]: He says, hey, sis, love you.
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[SPEAKER_01]: I think you will soar better in a place where intimidation is in a part of your name, even though you didn't do anything wrong.
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[SPEAKER_01]: Do you love that?
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[SPEAKER_01]: Like being able to make those kinds of, and then the whole team pays attention to that move.
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[SPEAKER_01]: They go, oh, he's,
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[SPEAKER_01]: He is protecting the culture, which means, I think I better protect the culture.
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[SPEAKER_01]: I better send things up the ladder a little bit, but say, here's a caution, son.
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[SPEAKER_01]: Here's some things that I'm seeing, because they know this matters to him so much.
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[SPEAKER_01]: That he'd fire a sister or like, man, like, like, that's gonna get the attention of your team.
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[SPEAKER_00]: That would definitely do that.
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[SPEAKER_00]: For me too, I'd be in trouble.
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[SPEAKER_00]: Yeah.
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[SPEAKER_00]: That'd be crazy.
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[SPEAKER_00]: Yeah.
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[SPEAKER_00]: But I will say this.
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[SPEAKER_00]: What, or I think this would be super helpful for everybody here.
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[SPEAKER_00]: Just to leave you guys with something actionable.
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[SPEAKER_00]: On this topic, whether you have one assistant, or whether you have somebody in this room has 100 people in their squad.
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[SPEAKER_00]: And then I know somebody else in here is leading an entire company.
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[SPEAKER_00]: Well, in those different variations,
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[SPEAKER_00]: What is one thing actionable that we could do a better job to let everybody know of the values?
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[SPEAKER_00]: And anything some people might have the company values and then check it out, maybe it's on a wall, maybe you haven't talked about it.
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[SPEAKER_00]: But if you're assumed the person is active on social media, they're trying to communicate their building a personal brand, that's where we're all here.
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[SPEAKER_00]: What is something we could do that would be actionable for the room?
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[SPEAKER_01]: I think, you know, a couple of things, depending on the size of your team, obviously you're going to have a touch point of some sort every single week.
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[SPEAKER_01]: I think before you get down to business, I think writing down, hey, I want to spend five minutes sharing a story of why our values matter.
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[SPEAKER_01]: how we showed up for a client, how this story matters to our people in some way, shape, reform, because stories carry and sometimes people can kind of get into the monotony of just doing the same old thing weekend and week out and just going with the status quo.
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[SPEAKER_01]: But I think for you to take five minutes of intentionality of that meeting, five minutes of intentionality of, you know,
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[SPEAKER_01]: When somebody does a good job, and in my video team, share this with me, you know, we do 150 to 200 pieces of content, a video content a year.
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[SPEAKER_01]: And so I get sent a lot of links.
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[SPEAKER_01]: Hey, Ryan, here's a video.
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[SPEAKER_01]: Heart.
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[SPEAKER_01]: it was good.
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[SPEAKER_01]: I paid you to the video.
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[SPEAKER_01]: You did a very good job.
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[SPEAKER_01]: If it was bad, I'd let you know.
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[SPEAKER_01]: Heart next video.
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[SPEAKER_01]: Like, I just kind of move on.
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[SPEAKER_01]: And in one of our videographers, he's a, hey, kind of talk to you.
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[SPEAKER_01]: I said, sure, you know, I'm very open to, to honestly back, and he just goes, hey, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I,
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[SPEAKER_01]: your feedback is underwhelming.
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[SPEAKER_01]: And I was like, you were so right.
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[SPEAKER_01]: Like, it's just heart, heart, heart, heart, maybe a light, like thumbs up, like, maybe I'll do a, you know, okay emoji every now and then.
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[SPEAKER_01]: He's just like, did you like when we used this be role?
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[SPEAKER_01]: Did you like this?
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[SPEAKER_01]: And I just went, man, that's totally me, because I'm thinking, I pay you, you do good work.
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[SPEAKER_01]: move on.
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[SPEAKER_01]: You're like, hey, the thank you, was the chair.
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[SPEAKER_01]: Yeah, you know.
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[SPEAKER_01]: And some people think that way like to thank you, the chair.
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[SPEAKER_01]: But when you can take just five minutes to just go, hey, I really appreciate the work that you're doing here.
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[SPEAKER_01]: Like we, we, I mean, we don't a lot in the content space.
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[SPEAKER_01]: We were building workbooks.
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[SPEAKER_01]: We're working on two books right now.
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[SPEAKER_01]: We've got a research thing going on.
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[SPEAKER_01]: I mean, we got so many different moving parts that I just,
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[SPEAKER_01]: I can just be kind of short with my feedback and they're all doing really good.
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[SPEAKER_01]: So I'm like, hey, it looks good to me.
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[SPEAKER_01]: Hey, what would you think about what we did with this chapter?
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[SPEAKER_01]: Man, you did your job.
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[SPEAKER_01]: It's awesome.
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[SPEAKER_01]: Yep, that's exactly what I said in the meeting.
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[SPEAKER_01]: You took what I said and you put it in the book.
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[SPEAKER_01]: That's wonderful, like, and I can be underwhelming with my feedback.
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[SPEAKER_01]: And so I actually had to start taking the beginning of my emails.
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[SPEAKER_01]: you know, taking just a couple minutes on a phone call to go, hey, I just, hey, I'm not just watching the video like me.
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[SPEAKER_01]: Like, I hope you know how good you really are.
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[SPEAKER_01]: Like this, this was, this was amazing.
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[SPEAKER_01]: You know, the shot of my Jordan's going up the stairs.
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[SPEAKER_01]: Man, like, I didn't even know you were sitting there.
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[SPEAKER_01]: Were you under the stairs?
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[SPEAKER_01]: Like, that's awesome.
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[SPEAKER_01]: You know, like, but,
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[SPEAKER_01]: But sometimes people just need a reminder beyond the paycheck, beyond the direct deposit, that their work matters, and that you see it.
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[SPEAKER_01]: Your top performers, if you have some top performers, they don't just want a pat on the back.
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[SPEAKER_01]: They want to get better.
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[SPEAKER_01]: They don't want to just stay with the status.
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[SPEAKER_01]: Well, they want, hey, good job here.
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[SPEAKER_01]: Hey, actually, you want to take this to another level?
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[SPEAKER_01]: If we, and then you fill in a blank with how they, how they can grow.
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[SPEAKER_01]: And so I think it really comes down to the word intentionality.
14:09.079 --> 14:20.281
[SPEAKER_01]: The more intentional we are, whatever your communication method is going to be, whether you have a team huddle, whether it's all social media, whether it's an email, a phone call, a voice memo.
14:20.561 --> 14:22.602
[SPEAKER_01]: Did you know I won minute voice memo?
14:23.862 --> 14:24.102
[SPEAKER_01]: year.
14:25.022 --> 14:26.723
[SPEAKER_01]: Yeah, just a voice memo.
14:27.503 --> 14:29.664
[SPEAKER_01]: Like, just like, like, you even got a call.
14:29.704 --> 14:32.324
[SPEAKER_01]: Like, sometimes you're like, I don't have time to do this full of conversation.
14:32.664 --> 14:33.805
[SPEAKER_01]: Send them a two minute voicemail.
14:33.825 --> 14:36.886
[SPEAKER_01]: They'll probably save it on their phone and play it at night before they go to bed.
14:36.946 --> 14:41.807
[SPEAKER_01]: Like, like, it's, it's, it's one of those things about just being, being intentional.
14:42.287 --> 14:42.827
[SPEAKER_00]: You know, love that.
14:42.927 --> 14:45.668
[SPEAKER_00]: And, you know, I think about even, I'm in a,
14:46.128 --> 15:01.172
[SPEAKER_00]: leadership role, but then also I'm in other groups and I just think about the way I feel when that group leader or somebody says, dude, Neil, you guys know Neil, he's freaking killing, you know, and I'm like, bro, you know, look at me and I'm like, I, you know, my chest goes up and I'm like, wow, that made me feel really good.
15:01.212 --> 15:07.793
[SPEAKER_00]: So if you're in a unique position in this room to have that power for somebody else, let's use it more often.
15:08.353 --> 15:09.674
[SPEAKER_01]: Let's do more, little more, that's all.
15:09.934 --> 15:10.834
[SPEAKER_01]: It, it's amazing.
15:11.014 --> 15:13.234
[SPEAKER_01]: I went, I checked into a high in Minneapolis
15:16.616 --> 15:22.604
[SPEAKER_01]: And the lady at the front desk, she goes, hello, Mr. League, we're glad you're here.
15:23.005 --> 15:24.086
[SPEAKER_00]: I say, oh my God.
15:25.828 --> 15:27.751
[SPEAKER_01]: How do you know my name?
15:28.652 --> 15:31.236
[SPEAKER_01]: She goes, I checked you in the last time you were here.
15:33.628 --> 15:37.869
[SPEAKER_01]: I said, oh, Mike, can I call the, like a VP at higher, I speak for higher.
15:38.229 --> 15:40.490
[SPEAKER_01]: I said, dude, you won't believe what happened today.
15:40.510 --> 15:42.390
[SPEAKER_01]: He goes, what, I go, she said my name.
15:42.651 --> 15:44.851
[SPEAKER_01]: He's like, yeah, that sounds pretty basic.
15:45.211 --> 15:52.713
[SPEAKER_01]: It's amazing how just saying somebody's name or just like the smallest compliment just gives them a, like the, I trouble it's me for a living, right?
15:52.733 --> 15:58.255
[SPEAKER_01]: You know, but for some odd reason, this higher worker just made me feel like a million bucks by calling me Mr.
15:58.315 --> 15:58.615
[SPEAKER_01]: Leak.
15:58.655 --> 16:00.436
[SPEAKER_00]: You know, it's like, and what did it cost?
16:00.916 --> 16:01.236
[SPEAKER_00]: Nothing.
16:02.416 --> 16:13.060
[SPEAKER_00]: just a little bit of intentionality, so I hope you guys leave this conversation with just the one theme that I wanted to get out of this was just Let's just be more intentional with our communication.
16:13.520 --> 16:15.721
[SPEAKER_00]: Also, we're not just talking about work.
16:16.201 --> 16:19.342
[SPEAKER_00]: Let's be more intentional with the way we communicate with our family.
16:19.862 --> 16:21.183
[SPEAKER_00]: Like with your wife, your husband.
16:21.983 --> 16:25.407
[SPEAKER_00]: How many times you don't tell your spouse that you appreciate them?
16:25.587 --> 16:28.190
[SPEAKER_00]: And you think it all the day, and you never say it.
16:28.570 --> 16:30.573
[SPEAKER_00]: And how many times would you appreciate if it's sold daily?
16:30.593 --> 16:31.954
[SPEAKER_00]: You know, like, what about the kids?
16:32.134 --> 16:34.858
[SPEAKER_00]: Like, I was just showing Trev, my son posted this video.
16:34.878 --> 16:40.864
[SPEAKER_00]: That's badass, and he never posted the video, because he's like scared to post them and even though I'm his dad, you know, it shouldn't be like that.
16:40.904 --> 16:41.405
[SPEAKER_01]: But, yeah.
16:41.986 --> 16:44.890
[SPEAKER_00]: He posted it and he was pumped about it and I was like, I was razzling him up.
16:44.910 --> 16:52.801
[SPEAKER_00]: I was like hyping him up about this is so dope, and And I just think like we need to do more of that, you know, with everybody so guys clapping up for Ryan
00:00.091 --> 00:04.653
[SPEAKER_00]: So whether you're a soul partner or you're managing a team, all of us fall into some form of leadership.
00:05.073 --> 00:07.054
[SPEAKER_00]: We're working with other people, we're trying to get things done.
00:07.074 --> 00:11.596
[SPEAKER_00]: And I don't know if you've ever felt this, but I think like a lot of us, you may have a team member that's drifting.
00:11.656 --> 00:15.137
[SPEAKER_00]: Maybe people are showing up getting worked done, but somewhere along the way, they're not putting in their best.
00:15.257 --> 00:19.939
[SPEAKER_00]: You're noticing it, you're not sure how to get the best out of the people you work with because I know this.
00:20.379 --> 00:23.440
[SPEAKER_00]: Everybody in my network who's done something amazing, they didn't do it alone.
00:23.540 --> 00:24.461
[SPEAKER_00]: It had great people.
00:24.721 --> 00:26.261
[SPEAKER_00]: And so how do you develop great people?
00:26.281 --> 00:27.382
[SPEAKER_00]: How do you retain great people?
00:27.742 --> 00:35.608
[SPEAKER_00]: lot of us are just leading on autopilot and this will cap your growth because at some point everything becomes a people problem and that's the thing I've learned about leadership.
00:35.648 --> 00:40.271
[SPEAKER_00]: And so for today's episode, this is a raw captured moment from our recent Forward event in 2026.
00:40.291 --> 00:46.515
[SPEAKER_00]: This was the VIP lunch where we sat down with one of the Kino speakers Ryan Leak and he broke down everything in about 15 minutes.
00:46.755 --> 00:48.296
[SPEAKER_01]: I know you're going to get a ton of value out of this.
00:48.356 --> 00:49.017
[SPEAKER_01]: Let's get into it.
00:49.157 --> 00:49.677
[SPEAKER_00]: Brian, bro.
00:50.458 --> 00:55.080
[SPEAKER_00]: These people in this room are the leaders in the community, the forward community.
00:55.980 --> 01:04.224
[SPEAKER_00]: Maybe they're leading in an individual small team, like them in solo-preneur vibes, but then some of us are actually leading teams and different things like this.
01:04.324 --> 01:08.686
[SPEAKER_00]: So when it comes to leadership, what are the traits you're seeing right now?
01:08.706 --> 01:17.910
[SPEAKER_00]: Because you're helping, if you don't know, Ryan Coaches top leaders throughout the country and the Fortune 500 companies, what are the things that you're seeing that we could help this group with?
01:19.072 --> 01:19.212
[SPEAKER_01]: Yeah.
01:19.232 --> 01:20.093
[SPEAKER_00]: That's a good question.
01:20.653 --> 01:37.188
[SPEAKER_01]: I think, you know, sometimes leaders can get on autopilot and they can make the assumption that they know how their team is actually doing because they simply showed up to work, smiled, and did their job.
01:38.789 --> 01:43.434
[SPEAKER_01]: I think leaders are actually losing touch with how their people are actually doing.
01:43.494 --> 01:50.900
[SPEAKER_01]: And so my next book is called Stay Culture, and the architecture of a workplace people never want to leave.
01:51.241 --> 01:58.547
[SPEAKER_01]: And one of the things that we've discovered in research is that oftentimes when the right people leave, the leader didn't see it coming.
01:59.442 --> 02:00.103
[SPEAKER_01]: They're like, wait, what?
02:00.643 --> 02:01.344
[SPEAKER_01]: You weren't doing well?
02:01.724 --> 02:05.988
[SPEAKER_01]: I mean, you were performing well, but they're like, no, I'm actually making your shift.
02:06.128 --> 02:10.192
[SPEAKER_01]: The other thing we see often is people will leave their jobs and not be honest about why.
02:11.595 --> 02:15.077
[SPEAKER_01]: you've left jobs before and you didn't, you weren't honest with your posture before.
02:15.557 --> 02:24.841
[SPEAKER_01]: And so I think the leaders who can really get honest feedback just because you say you can handle the truth does not mean you can handle the truth.
02:26.522 --> 02:33.385
[SPEAKER_01]: You handling the truth is proven in your facial expressions not in what you actually said back to them.
02:33.565 --> 02:37.407
[SPEAKER_00]: It's funny when that you say that because I remember the same thing happened to me someone would be like,
02:38.067 --> 02:41.290
[SPEAKER_00]: Well, I didn't feel like, like, give me feedback.
02:41.331 --> 02:42.091
[SPEAKER_00]: We're all what's going on.
02:42.251 --> 02:44.994
[SPEAKER_00]: And then they would give you the feedback, and it was very hard to take.
02:45.635 --> 02:48.538
[SPEAKER_00]: Like, because you're like, wait a second, what about this and what about this?
02:48.578 --> 02:50.240
[SPEAKER_00]: And you immediately become defensive.
02:51.001 --> 02:52.782
[SPEAKER_00]: And it took me a while to get to the point where, like,
02:53.563 --> 02:54.723
[SPEAKER_00]: You're a good point.
02:55.464 --> 02:56.464
[SPEAKER_00]: I could have done better there.
02:56.944 --> 02:57.404
[SPEAKER_00]: I'm sorry.
02:57.584 --> 02:58.284
[SPEAKER_00]: You know, I'm like, yeah.
02:58.564 --> 03:01.005
[SPEAKER_00]: It's a blind spot for many of us who are just totally...
03:01.085 --> 03:04.786
[SPEAKER_00]: In my mind, maybe it's because I've ADD, but also I think a lot of you guys would relate.
03:05.106 --> 03:08.367
[SPEAKER_00]: In the entrepreneurs' mind, in the salesmen's mind, you have single focus.
03:08.867 --> 03:10.307
[SPEAKER_00]: We're on a path to greatness.
03:10.567 --> 03:13.628
[SPEAKER_00]: We're going, or we're on a path to fill this event, or on this new campaign.
03:13.688 --> 03:17.569
[SPEAKER_00]: I'm just single focus, and I feel to see all the things outside of that vision.
03:18.269 --> 03:19.529
[SPEAKER_00]: My peripheral vision goes down.
03:19.870 --> 03:20.190
[SPEAKER_01]: Yeah.
03:20.690 --> 03:21.590
[SPEAKER_01]: It's hard, because...
03:22.807 --> 03:28.309
[SPEAKER_01]: You know, you can't, the bigger your organization gets, you can't sit with every single person, every single day.
03:28.949 --> 03:43.594
[SPEAKER_01]: But I think the leaders who have these intentional check points not a yearly review, but a consistent check up the pulse of the culture are the organizations where things don't drift, because they're really,
03:44.994 --> 03:50.479
[SPEAKER_01]: In touch with their people, a lot of people will hold on to this is what you did last year.
03:50.639 --> 03:56.283
[SPEAKER_01]: You're like, you haven't told me that in a year, which, you know, everybody can get feedback.
03:56.823 --> 03:58.425
[SPEAKER_01]: Not everybody can get honest feedback.
03:59.005 --> 04:00.046
[SPEAKER_01]: And they get honest feedback.
04:00.086 --> 04:01.847
[SPEAKER_01]: You have to be the kind of person who can really take it.
04:02.288 --> 04:02.708
[SPEAKER_00]: Yes, sir.
04:03.208 --> 04:11.295
[SPEAKER_00]: So, do you think about the part of leadership, which is the conversation right now, and specific for this room?
04:12.202 --> 04:26.007
[SPEAKER_00]: I think that it's been a big help to me to lead from the front and not be able to check in with all the people and not be able to talk to people, but if I'm trying to lead a group of people through my personal brand, through the content.
04:26.488 --> 04:34.711
[SPEAKER_00]: And I feel like it's been a huge unlock because I'm sharing my values, I'm sharing the things that I'm pouring, I'm sharing what the work we're doing and the work matters.
04:35.351 --> 04:37.492
[SPEAKER_00]: Like I think letting people know
04:38.312 --> 04:43.396
[SPEAKER_00]: The, like even with this, our forward team here, everybody on our squad, our work makes a difference.
04:43.596 --> 04:43.776
[SPEAKER_00]: Yeah.
04:44.116 --> 04:45.317
[SPEAKER_00]: It's not kneels thing.
04:45.337 --> 04:48.940
[SPEAKER_00]: It's like, what we're doing, everybody here makes a difference.
04:48.980 --> 04:51.242
[SPEAKER_00]: And I see, I see, like, can I pause you?
04:51.262 --> 04:52.202
[SPEAKER_01]: Can I pause you right there?
04:52.262 --> 04:52.563
[SPEAKER_01]: Please.
04:53.463 --> 04:56.105
[SPEAKER_01]: Can we just make some noise for the forward team?
04:56.265 --> 04:59.047
[SPEAKER_01]: Because like, each and every...
04:59.067 --> 05:03.331
[SPEAKER_01]: APPLAUSE And this is a compliment to you.
05:03.911 --> 05:07.334
[SPEAKER_01]: Each and every person, I encounter.
05:08.710 --> 05:16.997
[SPEAKER_01]: from security, to sound person, to, I'll even just tell you what just happened during the AV check.
05:18.798 --> 05:21.360
[SPEAKER_01]: I said, hey, I'll do the AV check whenever you want.
05:21.400 --> 05:22.141
[SPEAKER_01]: I'm here to serve you.
05:22.641 --> 05:24.683
[SPEAKER_01]: I said, well, there's still people in the room.
05:24.723 --> 05:26.485
[SPEAKER_01]: I said, I don't mind people seeing me.
05:26.525 --> 05:27.365
[SPEAKER_01]: I mean, I'm here to speak.
05:27.405 --> 05:28.326
[SPEAKER_01]: I mean, that's not a big deal.
05:28.826 --> 05:35.472
[SPEAKER_01]: And one of the production managers said, yeah, but I think we want to save that moment for later.
05:37.323 --> 05:39.685
[SPEAKER_01]: He's thinking, Neil didn't tell him to do that.
05:39.785 --> 05:48.152
[SPEAKER_01]: Like, it just shows you how much each person is caring about their portion of the business and of the event.
05:48.312 --> 05:49.453
[SPEAKER_01]: And that's leadership.
05:49.533 --> 05:50.314
[SPEAKER_01]: Like, you didn't know that.
05:50.334 --> 05:51.435
[SPEAKER_01]: You didn't tell him to do that.
05:51.475 --> 05:56.860
[SPEAKER_01]: Like, you didn't say, hey, we want to save it for this moment, but he was thinking it, and we both went, you know what, you're right.
05:56.900 --> 05:58.101
[SPEAKER_01]: Yeah, you know what, you're the expert.
05:58.141 --> 05:59.682
[SPEAKER_01]: We'll follow you, you know.
06:00.303 --> 06:04.626
[SPEAKER_01]: So Kudos to you and your team, because everybody here has been A1 for sure.
06:04.766 --> 06:05.207
[SPEAKER_00]: Thank you, bro.
06:05.627 --> 06:10.329
[SPEAKER_00]: Yeah, clap it up one more time for this squad, the squad, the forward squad.
06:10.789 --> 06:18.093
[SPEAKER_00]: And we did have, it's funny you say that because we had a conversation with the team yesterday about moments that matter, creating the moments in all the moments combined.
06:18.493 --> 06:21.455
[SPEAKER_00]: And that's why our event's full and that's why the energy's good.
06:21.555 --> 06:22.115
[SPEAKER_00]: So yeah.
06:23.066 --> 06:29.712
[SPEAKER_00]: What do you think, what do you say to a person like, okay, if you don't necessarily say all the things you don't appreciate all the people as much as you do, yes, you can do a better job.
06:30.012 --> 06:33.776
[SPEAKER_00]: What can we do from a leadership like communications standpoint?
06:33.816 --> 06:38.540
[SPEAKER_00]: Yeah, like to communicate at a high level, so it all comes down and filters in and it does the work while you're sleeping.
06:39.461 --> 06:46.668
[SPEAKER_01]: Well, I think we're all always communicating our values all the time.
06:47.872 --> 06:55.594
[SPEAKER_01]: You are always telling people what you care about the most by what you spend the most time on and what you talk about the most.
06:56.054 --> 07:02.396
[SPEAKER_01]: So you can either intentionally communicate your values or you will unintentionally communicate your values.
07:02.976 --> 07:06.297
[SPEAKER_01]: But you are always communicating your values in some way, shape, or form.
07:06.837 --> 07:09.078
[SPEAKER_01]: Most people default to unintentionally.
07:09.838 --> 07:17.746
[SPEAKER_01]: stating their values, do the way that they email, do the things that they care about, do the things that they complain about, do the things that they celebrate, the things that they get excited about.
07:18.067 --> 07:22.972
[SPEAKER_01]: Some people will get excited about a video going viral that doesn't mean you sold anything.
07:23.132 --> 07:25.874
[SPEAKER_01]: But now you just told the team, this is what they
07:26.415 --> 07:26.915
[SPEAKER_01]: care about.
07:27.376 --> 07:28.737
[SPEAKER_01]: You communicated to value.
07:29.057 --> 07:34.700
[SPEAKER_01]: You technically just had a meeting and told your whole team, what's the most important thing to you, even though you didn't actually do that.
07:35.001 --> 07:36.942
[SPEAKER_01]: But technically, you just did.
07:37.522 --> 07:44.867
[SPEAKER_01]: And so I think leaders who are intentional about communicating their values to be able to say, this is what is important to us.
07:45.267 --> 07:46.668
[SPEAKER_01]: This is what matters to us.
07:47.128 --> 07:52.151
[SPEAKER_01]: And as infusing that daily, weekly through social media, through their personal brand,
07:54.753 --> 08:07.968
[SPEAKER_01]: because you can have a great culture on a Tuesday, but then you start to notice every single one of our clients was the like fastest growing cyber security firm in the country at one point.
08:08.449 --> 08:10.611
[SPEAKER_01]: And he said they were hiring, I think like 60 people a week.
08:11.542 --> 08:17.329
[SPEAKER_01]: And he said, our culture is literally under attack every single day.
08:17.930 --> 08:20.934
[SPEAKER_01]: The leader had to hire one person and say, hey, we just cannot drift.
08:21.234 --> 08:28.183
[SPEAKER_01]: So every time you bring in a new person, every time you onboard a new person, every time you hire a new vendor, like think about it like that.
08:28.383 --> 08:34.965
[SPEAKER_01]: culture is under attack and it drifts really, really slowly unless you are absolutely intentional.
08:35.245 --> 08:39.527
[SPEAKER_01]: The top brands in the world, they just have intentional cultures.
08:39.667 --> 08:43.808
[SPEAKER_01]: I stuck into a buddy a couple days ago who fired his sister.
08:44.889 --> 08:46.149
[SPEAKER_01]: I said, did you fire your sister?
08:46.169 --> 08:47.710
[SPEAKER_01]: He goes, yeah, and she didn't even do any wrong.
08:47.770 --> 08:48.830
[SPEAKER_01]: I said, why'd you fire?
08:49.370 --> 08:54.212
[SPEAKER_01]: He said, well, because people were afraid to tell her the truth because we shared the same last name.
08:55.771 --> 09:00.235
[SPEAKER_01]: And he said, I will do anything to protect the culture.
09:00.935 --> 09:01.816
[SPEAKER_01]: That's intentionality.
09:02.016 --> 09:04.498
[SPEAKER_01]: Some people just go, we could talk to you there.
09:04.918 --> 09:06.399
[SPEAKER_01]: He says, hey, sis, love you.
09:06.860 --> 09:13.045
[SPEAKER_01]: I think you will soar better in a place where intimidation is in a part of your name, even though you didn't do anything wrong.
09:13.425 --> 09:13.985
[SPEAKER_01]: Do you love that?
09:14.206 --> 09:19.169
[SPEAKER_01]: Like being able to make those kinds of, and then the whole team pays attention to that move.
09:19.450 --> 09:20.450
[SPEAKER_01]: They go, oh, he's,
09:21.191 --> 09:25.374
[SPEAKER_01]: He is protecting the culture, which means, I think I better protect the culture.
09:25.474 --> 09:30.577
[SPEAKER_01]: I better send things up the ladder a little bit, but say, here's a caution, son.
09:30.617 --> 09:34.980
[SPEAKER_01]: Here's some things that I'm seeing, because they know this matters to him so much.
09:35.020 --> 09:38.942
[SPEAKER_01]: That he'd fire a sister or like, man, like, like, that's gonna get the attention of your team.
09:39.342 --> 09:40.223
[SPEAKER_00]: That would definitely do that.
09:40.403 --> 09:41.964
[SPEAKER_00]: For me too, I'd be in trouble.
09:42.605 --> 09:42.845
[SPEAKER_00]: Yeah.
09:43.845 --> 09:44.506
[SPEAKER_00]: That'd be crazy.
09:44.746 --> 09:44.906
[SPEAKER_00]: Yeah.
09:44.986 --> 09:46.787
[SPEAKER_00]: But I will say this.
09:48.832 --> 09:50.954
[SPEAKER_00]: What, or I think this would be super helpful for everybody here.
09:51.254 --> 09:52.736
[SPEAKER_00]: Just to leave you guys with something actionable.
09:53.656 --> 10:01.263
[SPEAKER_00]: On this topic, whether you have one assistant, or whether you have somebody in this room has 100 people in their squad.
10:01.624 --> 10:04.707
[SPEAKER_00]: And then I know somebody else in here is leading an entire company.
10:05.047 --> 10:07.749
[SPEAKER_00]: Well, in those different variations,
10:08.530 --> 10:14.034
[SPEAKER_00]: What is one thing actionable that we could do a better job to let everybody know of the values?
10:14.054 --> 10:19.578
[SPEAKER_00]: And anything some people might have the company values and then check it out, maybe it's on a wall, maybe you haven't talked about it.
10:19.678 --> 10:25.763
[SPEAKER_00]: But if you're assumed the person is active on social media, they're trying to communicate their building a personal brand, that's where we're all here.
10:26.584 --> 10:29.526
[SPEAKER_00]: What is something we could do that would be actionable for the room?
10:30.887 --> 10:38.353
[SPEAKER_01]: I think, you know, a couple of things, depending on the size of your team, obviously you're going to have a touch point of some sort every single week.
10:38.934 --> 10:48.082
[SPEAKER_01]: I think before you get down to business, I think writing down, hey, I want to spend five minutes sharing a story of why our values matter.
10:48.822 --> 11:06.115
[SPEAKER_01]: how we showed up for a client, how this story matters to our people in some way, shape, reform, because stories carry and sometimes people can kind of get into the monotony of just doing the same old thing weekend and week out and just going with the status quo.
11:06.596 --> 11:14.261
[SPEAKER_01]: But I think for you to take five minutes of intentionality of that meeting, five minutes of intentionality of, you know,
11:16.363 --> 11:25.997
[SPEAKER_01]: When somebody does a good job, and in my video team, share this with me, you know, we do 150 to 200 pieces of content, a video content a year.
11:27.359 --> 11:29.923
[SPEAKER_01]: And so I get sent a lot of links.
11:30.404 --> 11:31.245
[SPEAKER_01]: Hey, Ryan, here's a video.
11:32.026 --> 11:32.307
[SPEAKER_01]: Heart.
11:33.728 --> 11:34.148
[SPEAKER_01]: it was good.
11:34.908 --> 11:35.829
[SPEAKER_01]: I paid you to the video.
11:36.429 --> 11:37.309
[SPEAKER_01]: You did a very good job.
11:37.749 --> 11:39.470
[SPEAKER_01]: If it was bad, I'd let you know.
11:39.750 --> 11:40.970
[SPEAKER_01]: Heart next video.
11:41.010 --> 11:42.390
[SPEAKER_01]: Like, I just kind of move on.
11:43.011 --> 11:45.211
[SPEAKER_01]: And in one of our videographers, he's a, hey, kind of talk to you.
11:45.251 --> 11:51.413
[SPEAKER_01]: I said, sure, you know, I'm very open to, to honestly back, and he just goes, hey, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I, I,
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[SPEAKER_01]: your feedback is underwhelming.
11:58.153 --> 12:00.234
[SPEAKER_01]: And I was like, you were so right.
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[SPEAKER_01]: Like, it's just heart, heart, heart, heart, maybe a light, like thumbs up, like, maybe I'll do a, you know, okay emoji every now and then.
12:08.359 --> 12:11.220
[SPEAKER_01]: He's just like, did you like when we used this be role?
12:11.240 --> 12:11.860
[SPEAKER_01]: Did you like this?
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[SPEAKER_01]: And I just went, man, that's totally me, because I'm thinking, I pay you, you do good work.
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[SPEAKER_01]: move on.
12:19.845 --> 12:21.966
[SPEAKER_01]: You're like, hey, the thank you, was the chair.
12:21.986 --> 12:22.486
[SPEAKER_01]: Yeah, you know.
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[SPEAKER_01]: And some people think that way like to thank you, the chair.
12:25.808 --> 12:34.693
[SPEAKER_01]: But when you can take just five minutes to just go, hey, I really appreciate the work that you're doing here.
12:34.753 --> 12:37.074
[SPEAKER_01]: Like we, we, I mean, we don't a lot in the content space.
12:37.114 --> 12:38.274
[SPEAKER_01]: We were building workbooks.
12:38.314 --> 12:40.416
[SPEAKER_01]: We're working on two books right now.
12:40.496 --> 12:42.397
[SPEAKER_01]: We've got a research thing going on.
12:42.417 --> 12:44.698
[SPEAKER_01]: I mean, we got so many different moving parts that I just,
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[SPEAKER_01]: I can just be kind of short with my feedback and they're all doing really good.
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[SPEAKER_01]: So I'm like, hey, it looks good to me.
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[SPEAKER_01]: Hey, what would you think about what we did with this chapter?
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[SPEAKER_01]: Man, you did your job.
12:56.708 --> 12:57.508
[SPEAKER_01]: It's awesome.
12:57.688 --> 12:59.809
[SPEAKER_01]: Yep, that's exactly what I said in the meeting.
12:59.849 --> 13:01.449
[SPEAKER_01]: You took what I said and you put it in the book.
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[SPEAKER_01]: That's wonderful, like, and I can be underwhelming with my feedback.
13:07.531 --> 13:11.933
[SPEAKER_01]: And so I actually had to start taking the beginning of my emails.
13:13.053 --> 13:20.019
[SPEAKER_01]: you know, taking just a couple minutes on a phone call to go, hey, I just, hey, I'm not just watching the video like me.
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[SPEAKER_01]: Like, I hope you know how good you really are.
13:23.001 --> 13:25.623
[SPEAKER_01]: Like this, this was, this was amazing.
13:25.644 --> 13:28.246
[SPEAKER_01]: You know, the shot of my Jordan's going up the stairs.
13:28.306 --> 13:30.047
[SPEAKER_01]: Man, like, I didn't even know you were sitting there.
13:30.067 --> 13:31.068
[SPEAKER_01]: Were you under the stairs?
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[SPEAKER_01]: Like, that's awesome.
13:31.889 --> 13:33.030
[SPEAKER_01]: You know, like, but,
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[SPEAKER_01]: But sometimes people just need a reminder beyond the paycheck, beyond the direct deposit, that their work matters, and that you see it.
13:43.252 --> 13:50.857
[SPEAKER_01]: Your top performers, if you have some top performers, they don't just want a pat on the back.
13:51.517 --> 13:52.518
[SPEAKER_01]: They want to get better.
13:53.895 --> 13:56.356
[SPEAKER_01]: They don't want to just stay with the status.
13:56.416 --> 13:58.236
[SPEAKER_01]: Well, they want, hey, good job here.
13:58.276 --> 14:00.797
[SPEAKER_01]: Hey, actually, you want to take this to another level?
14:01.557 --> 14:04.858
[SPEAKER_01]: If we, and then you fill in a blank with how they, how they can grow.
14:04.898 --> 14:08.858
[SPEAKER_01]: And so I think it really comes down to the word intentionality.
14:09.079 --> 14:20.281
[SPEAKER_01]: The more intentional we are, whatever your communication method is going to be, whether you have a team huddle, whether it's all social media, whether it's an email, a phone call, a voice memo.
14:20.561 --> 14:22.602
[SPEAKER_01]: Did you know I won minute voice memo?
14:23.862 --> 14:24.102
[SPEAKER_01]: year.
14:25.022 --> 14:26.723
[SPEAKER_01]: Yeah, just a voice memo.
14:27.503 --> 14:29.664
[SPEAKER_01]: Like, just like, like, you even got a call.
14:29.704 --> 14:32.324
[SPEAKER_01]: Like, sometimes you're like, I don't have time to do this full of conversation.
14:32.664 --> 14:33.805
[SPEAKER_01]: Send them a two minute voicemail.
14:33.825 --> 14:36.886
[SPEAKER_01]: They'll probably save it on their phone and play it at night before they go to bed.
14:36.946 --> 14:41.807
[SPEAKER_01]: Like, like, it's, it's, it's one of those things about just being, being intentional.
14:42.287 --> 14:42.827
[SPEAKER_00]: You know, love that.
14:42.927 --> 14:45.668
[SPEAKER_00]: And, you know, I think about even, I'm in a,
14:46.128 --> 15:01.172
[SPEAKER_00]: leadership role, but then also I'm in other groups and I just think about the way I feel when that group leader or somebody says, dude, Neil, you guys know Neil, he's freaking killing, you know, and I'm like, bro, you know, look at me and I'm like, I, you know, my chest goes up and I'm like, wow, that made me feel really good.
15:01.212 --> 15:07.793
[SPEAKER_00]: So if you're in a unique position in this room to have that power for somebody else, let's use it more often.
15:08.353 --> 15:09.674
[SPEAKER_01]: Let's do more, little more, that's all.
15:09.934 --> 15:10.834
[SPEAKER_01]: It, it's amazing.
15:11.014 --> 15:13.234
[SPEAKER_01]: I went, I checked into a high in Minneapolis
15:16.616 --> 15:22.604
[SPEAKER_01]: And the lady at the front desk, she goes, hello, Mr. League, we're glad you're here.
15:23.005 --> 15:24.086
[SPEAKER_00]: I say, oh my God.
15:25.828 --> 15:27.751
[SPEAKER_01]: How do you know my name?
15:28.652 --> 15:31.236
[SPEAKER_01]: She goes, I checked you in the last time you were here.
15:33.628 --> 15:37.869
[SPEAKER_01]: I said, oh, Mike, can I call the, like a VP at higher, I speak for higher.
15:38.229 --> 15:40.490
[SPEAKER_01]: I said, dude, you won't believe what happened today.
15:40.510 --> 15:42.390
[SPEAKER_01]: He goes, what, I go, she said my name.
15:42.651 --> 15:44.851
[SPEAKER_01]: He's like, yeah, that sounds pretty basic.
15:45.211 --> 15:52.713
[SPEAKER_01]: It's amazing how just saying somebody's name or just like the smallest compliment just gives them a, like the, I trouble it's me for a living, right?
15:52.733 --> 15:58.255
[SPEAKER_01]: You know, but for some odd reason, this higher worker just made me feel like a million bucks by calling me Mr.
15:58.315 --> 15:58.615
[SPEAKER_01]: Leak.
15:58.655 --> 16:00.436
[SPEAKER_00]: You know, it's like, and what did it cost?
16:00.916 --> 16:01.236
[SPEAKER_00]: Nothing.
16:02.416 --> 16:13.060
[SPEAKER_00]: just a little bit of intentionality, so I hope you guys leave this conversation with just the one theme that I wanted to get out of this was just Let's just be more intentional with our communication.
16:13.520 --> 16:15.721
[SPEAKER_00]: Also, we're not just talking about work.
16:16.201 --> 16:19.342
[SPEAKER_00]: Let's be more intentional with the way we communicate with our family.
16:19.862 --> 16:21.183
[SPEAKER_00]: Like with your wife, your husband.
16:21.983 --> 16:25.407
[SPEAKER_00]: How many times you don't tell your spouse that you appreciate them?
16:25.587 --> 16:28.190
[SPEAKER_00]: And you think it all the day, and you never say it.
16:28.570 --> 16:30.573
[SPEAKER_00]: And how many times would you appreciate if it's sold daily?
16:30.593 --> 16:31.954
[SPEAKER_00]: You know, like, what about the kids?
16:32.134 --> 16:34.858
[SPEAKER_00]: Like, I was just showing Trev, my son posted this video.
16:34.878 --> 16:40.864
[SPEAKER_00]: That's badass, and he never posted the video, because he's like scared to post them and even though I'm his dad, you know, it shouldn't be like that.
16:40.904 --> 16:41.405
[SPEAKER_01]: But, yeah.
16:41.986 --> 16:44.890
[SPEAKER_00]: He posted it and he was pumped about it and I was like, I was razzling him up.
16:44.910 --> 16:52.801
[SPEAKER_00]: I was like hyping him up about this is so dope, and And I just think like we need to do more of that, you know, with everybody so guys clapping up for Ryan
