How a Strong Culture Elevates Your Company and Your Blended Family with Jared and Afton Egan

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We care about the rules and doing things the right way and doing the right thing.
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It's part of the connection.
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So it creates the boundaries for you.
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Yes.
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Well, and that we we those things are top of mind when we are building up our our team.
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Is yeah.
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Um we ask them questions about their personal life and relationships in the interview just to kind of see where they're at, not just professionally, but you know, just as a well-rounded human.
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That is something we're very um aware of and in tune.
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They say, what do they say?
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They say that 80% of your um work life success is from your level of emotional intelligence, and then 20% is based off of your skill set.
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And you can't teach empathy.
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You can teach skill, we can we can get better with that, but you can't teach empathy.
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And so that's something that we're very um aware of when we bring someone into the clinic.
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Jared and Afton, thank you so much for being on the Wheelpower podcast.
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It is such a treat to have you come back.
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It's an honor.
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Thank you for having us.
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Yeah, so listen, this is a powerful episode because we're talking about culture.
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We're talking about business culture, family culture.
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And for everyone who's listening, this is a really big conversation because a lot of times we don't even understand culture from a business angle, much less the family angle.
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And that was the greatest lesson I learned was the thing that I built at my office at work in my medical office was all about how it helped my family develop and become this special group of people.
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So let's talk about era physical therapy.
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You've been in business for a year and a half.
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Yep.
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You guys have been married for four years.
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You're co-owners, you have multiple hats in the business.
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Tell me about the culture.
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Tell me what the foundational elements are: your purpose, your vision, your values.
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Yeah.
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Purpose is to make an impact through every era.
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Impact is Era of, let's dig on that real quick.
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Through every era of life.
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Okay.
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You know, we we we try to, you know, we treat all ages.
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We have a pelvic floor specialist, we have a neurospecialist, who's Parkinson's, orthopedic, right?
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So we we really try to like anyone, no matter what you're going through, whatever era of life you're in, we we want to be there for you.
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I love that.
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So you're helping all the different groups.
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It kind of reminds me when we worked together in the rural setting and we just saw lots of everything.
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That's kind of why I yeah, I liked it.
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I I saw everything.
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And so I I six-month-old torticolist to 98-year-old, you know, gate and balance.
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That we we do it all.
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Okay, so that's the purpose.
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Values.
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Values is impact.
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I M P A C T.
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So integrity, mastery, uh, professionalism, accountability, candid care, and team.
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And just like you did, we have a little phrase for each one, you know.
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Dude, that's so cool.
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Can you just share briefly one of those phrases?
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Well, you know, team, we are family.
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So what it's funny is that I have team in my current company and we we are family.
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So like we all created that at Rise Rehab together, and it's fun to see how that value has kind of spread as as we all had a hand in it.
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Yeah, right.
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That's so cool.
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I think you said in the last podcast or one of them, RD is uh rip off and duplicate or something like that.
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So most of my stuff I've gotten from you or Brian Wright or whatever.
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Like that's fine, you know, we just try to do it and I have to stop saying that, by the way.
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RD, I used to say, yeah, I do research and development, but really it stands for for rip off and duplicate, and people would laugh.
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I've learned that there are people who legitimately rip off.
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Oh.
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And so I have people who've ripped me off, and I'm like, that's not cool.
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I've had someone literally tell me, like, oh, I'm stealing that from you.
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Oh gosh.
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And you're like, there is a so like there is I heard it best where it's like, you know, with permission, we learn from others, and but it's like not as funny as rip-off and you know, but so like in that case, yeah, it's not ripping off by any means.
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But I love that you have those values.
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Uh, vision.
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Vision, three clinics in three years.
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So and you've been in business for a year and a half and you have one very successful clinic.
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Yeah.
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So we're hoping to open a second one next year.
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We're trying to find the who, right?
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We want, we, we who who is gonna be that person who wants to grow with us, who has that same vision, who wants to kind of help us build.
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We have an amazing team and you know, aspiring like leaders and clinic directors who might maybe take on those clinics, but either way, like we're a growth-minded company and we're looking for people who are.
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Well, you guys don't struggle with hiring.
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I mean, you're turning down people because they're not the right people.
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Right.
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So you're really being intentional about making sure you find the right people, and that's go that goes into brand.
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You know, the foundational cultural element is your purpose, vision, and values.
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Brand, as we all know, is the ability to communicate that through our messaging, through our design, our coloring, everything to really help people understand who we are.
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Afton, this is where you come in on steroids.
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Your gift is is how to take that cultural element and communicate that into a brand.
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Can you tell a little bit about what you helped build at ERA so that people who are listening are like can be checking their own brand against their purpose, vision, and values?
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Yeah.
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Um, so my background um is in interior design and fashion marketing.
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So I am already a very creative thinker and taking on um, you know, creating this business.
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That was something that was very exciting to me was to um stretch my abilities in, you know, the healthcare um sector.
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So I was very excited.
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Um, I very much am able to go into a space and um put myself in the situation of a provider or a patient.
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Um I can imagine the story and I can pull exactly what you're gonna need.
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Um, and that's kind of what what I did.
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Um give me an example because I went into your clinic.
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I said this on the last episode, but going into your first location was like no experience I've ever had.
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I felt like I couldn't put words to it, but I felt yeah very intentionally what you were putting out there.
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So give me just one example of something you put into your brand, meaning let's look at design of your clinic from a perspective first, of what you did from a design perspective that helped communicate the purpose, vision, or values.
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Gosh, I mean, even just visually, um, there is a there's a science to when you walk into a space, um, your nervous system is going to be much more calm if you are not stressed out and overstimulated by all different things, messes, um, smells that maybe don't smell good if it's too warm.
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Um, so there's very much a science to making a space be fully functional to where someone's gonna have a good experience.
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Um I think just visually structure structurally, um the majority of our um branding is all um the same color concept.
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Um we use the same verbiage, we use the same fonts.
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Interesting.
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What's a what's some verbiage you guys use?
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Um like even just in um like our social media stuff, there's a lot of things that all um I cater a lot to like the millennial um humor.
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And people really um resonate with that.
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They really like it.
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Well, you're younger, both of you guys are younger.
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You're your who your who's are are gonna be younger.
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These are these individuals who are highly committed and driven, and and they're looking for that heart of a company.
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So you're designing you're you're designing that literally with the purpose, vision, and values in mind.
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And in your messaging, I'm glad you brought up your social media because you run the social media part of your page.
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You have some of the best social media of any PT company I've ever seen.
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And you're small, like you're better than most larger, all larger companies.
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I've never seen a larger physical therapy practice run any social media as good as you guys.
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So anyone who's listening, go follow era physical therapy on Instagram, I know for sure.
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Is there TikTok?
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Are there any channels that you don't like put content on?
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Are you on YouTube and those things?
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On YouTube, Facebook, yeah.
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Oh, okay.
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You chimed in as partners.
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That was really cute.
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Okay, so very good.
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Um, so we talked a little bit about that culture.
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How do you guys live your culture at Era?
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And then I'd like to transition this a little bit into the family side of things, but how do you guys live that at Era?
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Yeah.
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Well, you talk about the culture is what it feels like on Sunday night, you know, that that feeling you get.
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And so we we do monthly gatherings.
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We played pickleball last month and we were playing pickleball the Saturday morning again because we had so much fun.
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Um We are family, that's your car, that's your value.
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Yeah, exactly.
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Um historically we rotate whose house it's at, yeah.
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And then we do like a potluck or something, we all bring something, so it's not you know too much stress on one person to like host, you know, and it's normally just chill.
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We just want to be together.
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We just like being together.
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Yeah.
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And we work well together, we help each other.
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It's it's it's really amazing.
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It's and we talk about what does it feel like to be a patient.
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Um, I I think I was reading a book and it was talking about the airlines.
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It might have been Simon Sinek, actually.
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He was talking about you go and you say, Hey, I need to change my flight, and they say, Oh, nope, sorry, too bad.
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Your your type your type of ticket doesn't allow for that.
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Have a nice day.
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Right.
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And and or you go to another place and you say, I'd like to change my flight, and they say, Absolutely, let me see what I can do.
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No, I've not seen.
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I can't, I'm not let me call my manager one second.
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I'm so sorry.
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I did everything I could.
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I really wanted to get you on that flight to me to you know to do X, Y, or Z.
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We couldn't do it.
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Now you feel like I want to fly with this airline again, even though the outcome is the same.
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You know, so how can we make our patients feel like they matter, like their experience matters, and from when they walk in, what they smell, what they hear, what they see, how they feel.
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What does it feel like to be a patient?
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You know, we might not always be able to get the exact time you want, but we're sure gonna try.
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We'll we'll move things around, we'll do whatever we can.
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Like, you know, everything, every single aspect of their care from from the first call to their discharge, what does it feel like to leave?
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You know, you get a shirt, you get a picture, you you know, we do all these things and we want to see you again, come back to see us, we call you again in three months.
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How are you doing?
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You know, yeah.
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What does it feel like to be a patient with us?
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What does it feel like to be an employee?
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You're gonna get a welcome basket from Afton, you know, typically we we try to do like a little welcome gift for them.
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Well, you guys brought me a welcome.
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Right in a kitchen, you know, you your your anniversary is gonna be celebrated.
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We want we care about uh you and your life.
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I have weekly connection meetings.
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We talk about numbers because that's how they measure how well we're living our values.
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But ultimately it's like what's what's the affinity we have for each other?
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What's uh is there a connection there?
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How are you doing?
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You know, if something's not going well, it's I don't have to like come down on someone and hold them accountable.
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It's what's going on and how can I support you?
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Yeah.
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Because at the end of the day, it comes down to building humans.
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I think that's what makes your culture so strong is that you're committed to the human element of the business.
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And you're not, you know, I think people really mess this up in healthcare in particular, that by focusing on the human element, they tend to overlook the metrics.
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You know, no money, no mission, no purpose, no profits.
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Yeah.
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Like you have to have both in place, and so you do.
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You you're very big on understanding what profitability looks like.
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I I love how you guys train your people about that.
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It's just I think the difference is it's not the it's not the primary focus, it's a measurement to the focus, which is building human beings, right?
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Yeah.
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And how have you seen that in in the company, Afton, from your perspective?
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Like as someone who's an owner, you're really supporting administratively a lot of these things.
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How do you know your employees are connecting to the culture?
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Like what signs do you see from them that tell you, you know what, this is working?
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Yeah.
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Um I mean, just their overall demeanor.
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I think um, yeah, their how they interact with each other, how they interact with the patients, um, how they interact with me.
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I think um there's something special about yes, we are husband and wife, we work together, we're on the same team, but at work, I mean, I'm I'm an employee and I'm I'm one of you guys.
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And so, and that's how I want it to feel and make sure that that's how it feels.
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So there's a lot of times that I just get to kind of hang out with the employees because I am one.
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Um, and they go to Jared for boss things, they don't come to me for that.
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Um, and it's yeah, I think they are very comfortable in that, um, very comfortable and grateful for um the environment and that translates to their their patient care.
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That's so cool.
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I love how you say that too.
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I think that's a powerful reflection of your brand and your culture that you as an owner are an employee in that role.
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If people understood that concept better, they would be a lot less offended at work as owners and leaders.
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It's like, hey, we're all equals.
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Yeah, we're all equals.
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I think in healthcare the problem is usually they put their employees above them almost because they're so scared of them leaving that they'll like cater to them in a way that's not good for the business.
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But in your case, there's equality.
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And you sense that uh you know you answer the question powerfully because it's like, yeah, one of the reasons you know it's great is because you're an employee, you're receiving, you're an experience of the culture, not just a creator of it.
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Yeah.
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There's two things I look at when I kind of think about measuring this.
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It's one, how willing they are to do things outside of work.
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Okay, so this is how you measure cultures.
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That's how I like to measure.
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Are they, uh I can't, I can't really make it, you know, or are they like, no, I'm there.
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Are they planning it?
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Are they volunteering to be the host that month?
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Yeah.
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Are they excited for it?
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Are they talking about it with patients?
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You know, that's that's kind of like one of the one of the signs.
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The the other one that I like too is you're very humorous and use humor a lot with with different things.
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How willing are they to like joke around and just be like themselves?
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Silly.
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Silly.
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Or whatever.
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Yeah.
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Like can do I I mean, candid care is one of our values and being yourself, right?
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You yours was freedom to be yourself.
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Yeah, are they just able to provide care in a way that feels like they're able to be themselves and give the value that they want to, you know, to patients and show up authentically?
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And if they feel like I'm like, okay, Bruce, you know, he's one of our employees, one of our techs, he's he's really coming out of his shell.
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You know, he's very quiet at first, and you can just tell, like, now you know, we're talking smack about pickleball this Saturday.
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Well, and he's younger, he's 21.
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Yeah.
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21.
00:14:42.799 --> 00:14:50.320
Yeah, and um just on on a break, I was talking to him about like his his dating life, and that was so fun for me.
00:14:50.559 --> 00:14:59.279
You know, just just to I mean, and we're going back and forth, and we're talking about Riz and you know, all the things, but yeah, um, makes me feel very old.
00:14:59.440 --> 00:15:08.879
But um I I love that I I really do love um who we work with, and we really have built a family, but so very fun.
00:15:09.279 --> 00:15:09.759
This is so cool.
00:15:09.919 --> 00:15:22.480
Let me ask you this as kind of a probing question, because I've seen this before, where people become so familiar with their team that the culture goes from being family-oriented to almost like to casual.
00:15:22.720 --> 00:15:23.360
Does that make sense?
00:15:23.519 --> 00:15:36.720
So, how do you navigate that relationship of hey, we are close and you matter to me and and the human element, and we're here to get a job and hit our metrics and you know what I mean, and do correction and training?
00:15:36.879 --> 00:15:38.720
How do you navigate that?
00:15:39.200 --> 00:15:41.759
Well, I think I have time set aside.
00:15:41.919 --> 00:15:45.120
I have space for each having a success plan.
00:15:45.200 --> 00:15:46.720
We call them battle plans, right?
00:15:46.879 --> 00:15:58.799
Like this is where our metrics are at, this is where we're doing, and if and if we're all hitting those and we're all happy, like we, you know, it like I said, it doesn't they're coming to me to kind of say, this is what didn't go well, and this is what I'm doing to fix it, right?
00:15:58.960 --> 00:16:00.480
This is what the plan is for this week.
00:16:00.960 --> 00:16:05.519
So that is on top of mind, and that's how we measure how well we're living our values.
00:16:05.600 --> 00:16:09.759
So that's that's all part of it, and it's not and this or that, it's both, right?
00:16:10.159 --> 00:16:10.399
Interesting.
00:16:10.559 --> 00:16:12.720
So you just make sure that those two things are in check.
00:16:12.879 --> 00:16:13.120
Yeah.
00:16:13.600 --> 00:16:16.480
Well, and we we talk about it constantly.
00:16:16.639 --> 00:16:30.720
If if there we we have pink elephants in our monthly meetings, um, but if there's things that are maybe um off on the floor or or things that we want to change in in that area, I mean we talk about them.
00:16:30.879 --> 00:16:32.559
We are very transparent.
00:16:32.799 --> 00:16:34.879
We talk about it so we can change it.
00:16:35.039 --> 00:16:47.200
Um and yeah, maybe if um we weren't doing something like as um strict as we were, you know, the month before we we talk about it and we have a plan.
00:16:47.279 --> 00:16:57.039
And it just feels like there's a basis level of respect and professionalism that everyone on the team already comes with.
00:16:57.279 --> 00:17:02.080
It just feels like you can't I I don't know, you can't teach that.
00:17:02.240 --> 00:17:12.960
You can you can you know say, okay, here are the expectations and and everything, but it's like part of our values is integrity, like trust to do the right thing.
00:17:13.119 --> 00:17:21.119
Like the the right thing is by following the handbook as it's written, or by you know, being accountable and you can count on me, all these things we talk about.
00:17:21.200 --> 00:17:22.720
That's that's all part of our values.
00:17:23.200 --> 00:17:29.359
And so, you know, Conchetta is one of our PTs who's also kind of becoming like our kind of our compliance officer.
00:17:29.440 --> 00:17:40.160
Yeah, she's very she's very loves the rules, she's doing our like annual compliance checks right now and just has taken that on, you know, just because she she enjoys it and it's trying to help free me up a little bit.
00:17:40.319 --> 00:17:43.680
So like we we care about the rules and doing things the right way and doing the right thing.
00:17:44.480 --> 00:17:45.519
That's part of the complexity.
00:17:45.680 --> 00:17:46.880
So it creates the boundaries for you.
00:17:47.440 --> 00:17:47.680
Yes.
00:17:47.839 --> 00:18:08.720
Well, and that we we those things are top of mind when we are building up our our team is yeah, um, we ask them questions about their personal life and relationships in the interview just to kind of see where they're at, not just professionally, but you know, just as a well-rounded human.
00:18:08.799 --> 00:18:12.000
That is something we're very um aware of and in tune.
00:18:12.240 --> 00:18:13.680
They say, what do they say?
00:18:13.839 --> 00:18:28.640
They say that 80% of your um work life success is from your level of emotional intelligence, and then 20% is based off of your skill set, and you can't teach empathy.
00:18:28.799 --> 00:18:32.960
You can teach skill, we can we can get better with that, but you can't teach empathy.
00:18:33.039 --> 00:18:42.240
And so that's something that we're very um aware of when we bring someone into the clinic, um, and we it's it's a collaborative thing.
00:18:42.400 --> 00:18:43.440
How did everybody feel?
00:18:43.599 --> 00:18:45.279
Did they did they fit in on the floor?
00:18:45.440 --> 00:18:47.759
Did they, you know, are they a good fit?
00:18:47.920 --> 00:18:48.640
So yeah.
00:18:49.039 --> 00:18:51.359
That's that's cool that you're leveraging your values.
00:18:51.519 --> 00:19:00.799
The way you answered the question, the way I heard that question of how do you filter between that personal without being casual kind of level, is that it goes back to your values again.
00:19:00.880 --> 00:19:03.440
So you have it built into your values and you hire to that.
00:19:03.680 --> 00:19:05.200
So that sets the stage for you.
00:19:05.279 --> 00:19:05.440
Yeah.
00:19:05.680 --> 00:19:14.799
And it's less about like, you know, controlling the environment for them versus hiring the right people to help you build the right environment so that it's both personal and professional.
00:19:15.200 --> 00:19:16.079
And that's cool.
00:19:16.240 --> 00:19:25.359
I I think for me, as a parent, especially of an adult sons now, I've got two sons now and they're and they're grown, is that they're young adults.
00:19:25.440 --> 00:19:34.960
It's like the idea of being for them to work in an environment like that is like the coolest thought because this generation is under attack in a way that no other generation has.
00:19:35.200 --> 00:19:43.279
Social media and cell phones have created it so that companies like yours that actually hire and focus on millennials or Gen Zers, or who are they?
00:19:43.440 --> 00:19:44.319
Are they Gen Zers?
00:19:44.720 --> 00:19:44.960
I don't know.
00:19:45.759 --> 00:19:46.240
Like, what am I?
00:19:46.480 --> 00:19:47.200
I'm a Gen X.
00:19:47.440 --> 00:19:48.079
Gen X, okay.
00:19:48.240 --> 00:19:49.039
Or am I a boomer?
00:19:49.119 --> 00:19:49.359
I don't know.
00:19:49.440 --> 00:19:53.599
But like that, like those two younger generations, they they need that connection.
00:19:54.079 --> 00:19:58.960
So the having a culture that helps them come out of their skin or whatever it's what's the phrase?
00:19:59.119 --> 00:20:02.000
Come out of their shell, thank you.
00:20:02.400 --> 00:20:08.079
When they're to have a culture that helps them come out of shell, like you were saying with some of your employees, it might be the first time they've ever done it.
00:20:09.119 --> 00:20:12.640
It might be the first time they've even like seen themselves without a shell.
00:20:13.119 --> 00:20:13.279
Yeah.
00:20:13.599 --> 00:20:21.440
And so as since I brought up parenting, let's now shift over to the Egan home and the culture that you guys have built at home.
00:20:21.599 --> 00:20:26.079
So you're you were saying before we hit record that you guys have developed a family purpose.
00:20:26.240 --> 00:20:26.559
Yeah.
00:20:26.880 --> 00:20:29.279
So first of all, tell me why did you do that?
00:20:29.519 --> 00:20:31.119
And then let's talk about what the purpose is.
00:20:31.680 --> 00:20:38.079
Well, at the three-day MBA that Brian Wright hosted, you spoke there and you talked about culture.
00:20:38.240 --> 00:20:38.559
Yes.
00:20:38.720 --> 00:20:42.079
And that was all familiar to me and something I de care deeply about.
00:20:42.160 --> 00:20:46.559
But you said the purpose of this is so that you can then replicate it in your own home.
00:20:46.960 --> 00:20:52.640
And you kind of gave, maybe not directly, but I took it as a challenge to implement that into my own home, right?
00:20:52.880 --> 00:20:53.359
Of course you did.
00:20:53.920 --> 00:21:00.000
And and wanted to come up with our own family, you know, especially since we are a blended family, right?
00:21:00.079 --> 00:21:02.880
We have tell tell everyone your history, like in terms of your blend.
00:21:03.119 --> 00:21:03.359
Yeah.
00:21:03.440 --> 00:21:04.960
So I have I have three children.
00:21:05.119 --> 00:21:06.000
She has one children.
00:21:06.160 --> 00:21:08.960
Ranger has uh spina bifida special needs.
00:21:09.119 --> 00:21:13.519
Um so we've both been previously married, and we have four kids in four different schools.
00:21:13.759 --> 00:21:14.720
And their ages?
00:21:15.119 --> 00:21:17.519
Seven, nine, ten, twelve.
00:21:17.920 --> 00:21:18.480
Yes.
00:21:18.720 --> 00:21:20.960
Yeah, so four kids in four different schools.
00:21:21.039 --> 00:21:24.559
It's good it gets four different schools, there's other, you know, there's other parents in the world.
00:21:24.799 --> 00:21:33.839
Yeah, co-parents and yeah, different, yeah, different moms, different, there's different dynamics, and um I don't remember what I was gonna say.
00:21:34.160 --> 00:21:35.920
Well, being a step parent can be difficult.
00:21:36.160 --> 00:21:41.759
There's things that you don't see on social media or you don't know about, or each dynamic is different.
00:21:42.000 --> 00:21:50.960
And so having uh something that unifies you as a family with different values, different, you know, especially when they go to the other house sometimes, right?
00:21:51.039 --> 00:21:56.720
Or they go to school, they go to you know, they need something that kind of unifies them and has like lays the framework.
00:21:56.880 --> 00:22:02.160
So just like a company, something that would connect people coming from various backgrounds, more various than typical, right?
00:22:02.400 --> 00:22:07.440
Like they're coming in, uh, like because when people be higher, there's different cultures from the homes they come from.
00:22:07.599 --> 00:22:11.759
Yeah, you know, the people might be aligned, but there's other people in their world who aren't gonna necessarily be aligned.
00:22:11.920 --> 00:22:16.960
So you've got that whole dynamic of trying to create a culture so that they feel connected and unified.
00:22:17.200 --> 00:22:17.599
Yeah, yeah.
00:22:18.000 --> 00:22:21.839
There's a sign in our we have a loft and it's like the kid area.
00:22:22.079 --> 00:22:31.519
Um there's a sign that I got when we were very first married, and very intentionally I put it in that area, um, and it just says, Come as you are.
00:22:31.759 --> 00:22:37.839
Um, and that really stuck out to me, and I really wanted it for this concept.
00:22:38.000 --> 00:22:48.640
I wanted it to really um hit home knowing that these kids are going to different places, they are from different DNA, we don't have any um like ours kids.
00:22:48.799 --> 00:22:53.680
There's nothing to unify us other than we are all in the same space sometimes.
00:22:53.920 --> 00:23:00.319
Um and really just being very mindful of they are all so different.
00:23:00.400 --> 00:23:03.519
Um, and we will not parent them all the same.
00:23:03.680 --> 00:23:10.400
We don't you can't parent them all the same, but how can we be aligned in all having the same goal?
00:23:10.559 --> 00:23:22.000
Um you're all welcome here, you're all different, um, but we all have the same goal, and that's what is what is well, what is our job as parents, right, or as leaders is to make more leaders.
00:23:22.160 --> 00:23:22.400
Right.
00:23:22.559 --> 00:23:31.279
So we wanted to make sure that they have some sort of system or or value base that they can go out and become independent, yeah.
00:23:31.359 --> 00:23:32.160
They're set up for success.
00:23:32.480 --> 00:23:33.440
Whatever they want to do in their lives.
00:23:33.519 --> 00:23:37.119
We love them, we're gonna support them, whatever that might look like, that's fine.
00:23:37.359 --> 00:23:41.920
But like you're gonna be you're gonna excel and do great and and and do that thing really well.
00:23:42.079 --> 00:23:47.759
And so um, when we got married, actually, we came up with the slogan decisions determine destiny.
00:23:48.640 --> 00:23:52.640
Because one swipe, one phone call, one whatever it is, right?
00:23:52.799 --> 00:23:58.319
Can you know one job fair meeting you changed my entire destiny, right?
00:23:58.559 --> 00:24:01.519
And so um really can make a massive impact.
00:24:01.599 --> 00:24:04.640
So we started our little family meeting out with that of talking about that.
00:24:04.720 --> 00:24:12.880
Was our slogan, and we've talked about that, and why that matters, and how we're gonna create a family purpose that reflects our values.
00:24:12.960 --> 00:24:16.480
And so I kind of came up with we kind of came up with the values together.
00:24:16.720 --> 00:24:20.079
And the values, as you know, I like acronyms, is destiny.
00:24:20.400 --> 00:24:21.359
Oh, cool.
00:24:21.599 --> 00:24:21.839
Right?
00:24:22.000 --> 00:24:31.839
So discipline, empathy, service, uh, tenacity, uh, integrity, nurture, and yield.
00:24:32.160 --> 00:24:44.160
And so we talk about you know, faith and spiritual, it kind of covers everything that we really wanted to instill them with, and they helped us come up with the purpose, which is kind of fun.
00:24:44.319 --> 00:24:49.359
The purpose is to become limitless, not by chance, but by choice.
00:24:49.680 --> 00:24:50.480
Whoa.
00:24:50.960 --> 00:24:51.279
Right?
00:24:51.599 --> 00:25:11.440
Yeah, we love that because there's also we preach, you know, accountability and choices and all these things because we're a blended family, because there are, you know, it would be very, very easy to limit ourselves or have our children grow up and be like, oh, well, I I had a really hard time doing this, so I'm not good at that.
00:25:11.599 --> 00:25:14.240
I had a really hard time in my childhood, so I'm not good at that.
00:25:14.480 --> 00:25:17.680
We we we don't we don't subscribe to that.
00:25:18.079 --> 00:25:29.359
So we are, yeah, definitely wanted to preach the aspect of, you know, yeah, you're in charge of, you know, your decisions to determine your destiny if you want to be successful.
00:25:29.519 --> 00:25:32.480
You're gonna be successful, but you have to put in the work you need to do it.
00:25:32.559 --> 00:25:32.799
Yeah.
00:25:32.960 --> 00:25:34.559
Um, and it was so cute.
00:25:34.799 --> 00:25:47.119
They're all different ages, and you know, we're all having the same meeting, same conversation, but their little personalities and ages come out in different ways, and they're all internalizing this entire concept differently.
00:25:47.359 --> 00:25:56.480
But um, we were talking about, yeah, we came up with the limitless, and then Skyler, um, our 12-year-old, he's like, Limitless, let's go.
00:25:56.640 --> 00:25:58.960
Like, and he was like really like jazzed about it.
00:25:59.359 --> 00:26:07.519
Like it resonated, yeah, like aligned with like what they what all the things that we were talking about and what we were really wanting for them in their life, right?
00:26:07.839 --> 00:26:08.799
I can't do that.
00:26:09.039 --> 00:26:10.880
No, I'm having trouble with it, right?
00:26:10.960 --> 00:26:11.680
How can we do it?
00:26:11.759 --> 00:26:13.680
How you're putting a limit on yourself, right?
00:26:13.839 --> 00:26:15.039
So, how do we how do we do that?
00:26:15.200 --> 00:26:16.400
Well, I could do this, this, and this.
00:26:16.480 --> 00:26:19.279
And that's been already this last you know few weeks.
00:26:19.359 --> 00:26:24.160
We've okay, Joelle, you know, is that how we live our values, right?
00:26:25.119 --> 00:26:26.079
So that's how you're living them at home.
00:26:26.400 --> 00:26:27.599
That's how we coach them at work.
00:26:28.079 --> 00:26:36.000
But that you're using that, you're using that reference as the frame for coaching your kids, which is the ultimate goal as a parent, is to be their coach, right?
00:26:36.240 --> 00:26:39.920
So you're coaching them through the values, is that are we living our values?
00:26:40.319 --> 00:26:42.000
Well, and and we're all bought into it.
00:26:42.160 --> 00:26:55.920
We all came up with it collectively, and I think in the workplace that's also something that's been so special and powerful because we are, yes, we had a company to start with, but we're also growing a company and we're bringing people along in that process.
00:26:56.079 --> 00:26:58.640
And so they're they're bought into it as well.
00:26:58.799 --> 00:27:03.519
So it like at home with our kids when they are involved in okay, what are our values?
00:27:03.680 --> 00:27:09.519
What are we all um, you know, um, we're all accountable to each other?
00:27:09.680 --> 00:27:15.920
The same thing at work because they're you know on the front lines doing that with us too, since we're a younger clinic and all those things.
00:27:16.000 --> 00:27:20.559
So there's that natural bought-in, you know, buy-in, I guess.
00:27:20.880 --> 00:27:28.000
How important was the you mentioned, Afton, that the they were co-creating it with you, and that had something to do with their buy-in.
00:27:28.160 --> 00:27:30.400
How significant was that in both at work and at home?
00:27:30.559 --> 00:27:34.960
How significant was the co-creation phase part of their buy-in?
00:27:35.920 --> 00:27:44.559
Um I think depending on the I guess the providers that are you talking about for work or for at home?
00:27:45.039 --> 00:27:46.160
Yes, okay.
00:27:46.880 --> 00:27:55.359
For our just thinking of our specific providers, um, we asked them point blank when they came in to interview, um, how did you find us?
00:27:55.519 --> 00:27:57.440
What what are you looking for?
00:27:57.519 --> 00:28:01.839
Um, where are they at in their um in their career?
00:28:01.920 --> 00:28:04.880
What are they needing a change or are they wanting to just start?
00:28:05.039 --> 00:28:19.920
And we it it's definitely curated to, you know, we have different growth models and they're individual, you know, okay, what you could you could go down this path as you know, a partner, you could go down this path, where where do you see yourself fitting in?
00:28:20.000 --> 00:28:36.400
Um and so we ask those questions and and give them a visual in those first initial meetings to go, okay, um, if you're an era, there's a there's a let's see if there's a place for you, um, you know, and let's go over these things and we help them visualize that.
00:28:36.480 --> 00:28:37.119
We help them go forward.
00:28:37.359 --> 00:28:37.920
Okay, it's already built.
00:28:38.880 --> 00:28:47.119
See, in that case, I'm sure like there was a co-creation process at the beginning, but it was mostly you two, and then they're coming in and you're helping them see what's been built, but how they could build themselves in it.
00:28:47.440 --> 00:28:47.599
Right.
00:28:47.680 --> 00:28:51.359
So they're yeah, they're they're going through the process that we built.
00:28:51.440 --> 00:28:51.599
Yeah.
00:28:52.160 --> 00:28:57.440
And with the kids, you actually had them contribute to the creation of the purpose, vision, and values to some degree.
00:28:57.680 --> 00:28:58.880
I'm sure you guided most of it.
00:28:59.039 --> 00:28:59.279
Right.
00:28:59.440 --> 00:29:04.160
But um, I'm uh do you think that was big for them to buy into your family culture to help create?
00:29:04.559 --> 00:29:20.160
Oh, it's it's been like because the the first few times we've started to have to correct based off of the values, and so right now it's still kind of new and fresh and fun, but it's esoteric where they don't really understand how their day-to-day actions are really tying to the values.
00:29:20.240 --> 00:29:26.000
So when I say, Okay, Joelle, was that, you know, was that, you know, a value-based was that aligned with our values?
00:29:26.240 --> 00:29:26.319
Yeah.
00:29:26.880 --> 00:29:28.559
You know, we have a saying for each of our values.
00:29:28.720 --> 00:29:29.680
Okay, does that fall under that?
00:29:29.759 --> 00:29:31.119
Is what you did, is that no?
00:29:31.200 --> 00:29:31.440
Okay.
00:29:31.519 --> 00:29:32.960
So what could you have done better, right?
00:29:33.039 --> 00:29:38.799
Or, you know, Skyler, we talked about nurture, taking care of yourself, nurturing yourself and making sure you are taking care of yourself.
00:29:38.880 --> 00:29:39.440
That was one of the things.
00:29:39.519 --> 00:29:42.000
He goes to the gym with me every day at 5 a.m.
00:29:42.720 --> 00:29:43.039
Yeah.
00:29:43.200 --> 00:29:49.759
And so part of that is okay, this is how it's ties into the value, or even to how you dress, how you show up for school.
00:29:49.920 --> 00:29:59.920
You know, now we're starting to show them how these things really tie in and why they matter, and connecting it to the real world and how these living these values will help them become limitless.
00:30:00.240 --> 00:30:02.240
This, not by chance, but by choice.
00:30:02.400 --> 00:30:03.519
And it's their choice.
00:30:03.599 --> 00:30:05.039
And they were part of that.
00:30:05.119 --> 00:30:06.079
And it's their decisions.
00:30:06.319 --> 00:30:06.480
Yeah.
00:30:06.720 --> 00:30:12.799
And I think specifically because we're a blended family, this is like my favorite part of this whole concept.
00:30:12.880 --> 00:30:15.839
I have a really hard time as a stepmom.
00:30:15.920 --> 00:30:18.559
Um, it is not at all what I thought it would be.
00:30:18.720 --> 00:30:26.720
I was already a mom, and in my, you know, rose-colored glasses, I'm like, okay, well, I'm just gonna go from one kid to four and it's like more kids.
00:30:26.880 --> 00:30:30.160
Yeah, I'm gonna think, I'm gonna feel the same way about everyone, and it's gonna be fine.
00:30:30.319 --> 00:30:31.359
That's not how it is.
00:30:31.519 --> 00:30:44.000
And if someone tells you that they're they're lying or they're lying to themselves, that's I can't, I'm not physically capable of feeling the same way about my stepchildren as I do about my son, and vice versa.
00:30:44.079 --> 00:30:48.400
They can't, they don't have that loyalty and you know, bond with me.
00:30:48.720 --> 00:31:08.079
So um, what's been really, really helpful in our situation um with this concept and having them involved in that, I mean, it kind of gives it it kind of takes the pressure off of me as like not as a as a step parent and not like you're not my parent.
00:31:08.240 --> 00:31:11.440
Okay, well, you're not, you're not, it's not that you're not following my rules.
00:31:11.519 --> 00:31:12.720
You're we made these rules.
00:31:13.039 --> 00:31:14.240
Yeah, we made these together.
00:31:15.359 --> 00:31:15.680
Right.
00:31:15.920 --> 00:31:23.039
And so, and so it and then it empowers me because I don't I don't like to be involved in the like disciplining.
00:31:23.119 --> 00:31:25.200
I don't I sure I don't like that at all.
00:31:25.359 --> 00:31:43.920
And so it's very, it's it's a natural, you know, thing to have and to be able to say that to where we can have problem solving and like grow and get better, and there's not this building of resentment going like, gosh, like she's so annoying, like you know, or I'm like, why won't he listen to me?
00:31:44.079 --> 00:31:48.400
It and it's not personal, it's we we built this together, you know.
00:31:48.559 --> 00:31:57.680
And so it's okay that we don't come from the same people, and it's okay, you know, because it's not about this organizational dynamic that is like one size fits all.
00:31:57.920 --> 00:31:58.960
It's about teamwork.
00:31:59.200 --> 00:31:59.359
Right.
00:31:59.519 --> 00:32:01.519
It's like we as a team are all equals.
00:32:01.759 --> 00:32:19.039
There's obviously authoritative differences in companies or at home, but when we all co-create and agree that this is what we stand for and this is what's best for the group, then it's less about um individual, like top-down control or discipline, and more about group accountability.
00:32:19.119 --> 00:32:19.200
Right.
00:32:19.440 --> 00:32:22.799
Because then you're an equal member of the team and you're able that's it's so funny.
00:32:22.880 --> 00:32:31.599
All the business books that are out there that talk about businesses, using that as a parallel of how when companies get really successful, it's because the group holds each other accountable.
00:32:31.680 --> 00:32:31.839
Right.
00:32:32.079 --> 00:32:34.720
And the leaders are the coaches.
00:32:35.200 --> 00:32:44.160
Like they're they're they're the ones who ultimately make some bigger decisions that impact everyone, but they're gonna do it in a way that aligns with what everyone's agreed to for the purpose, vision, and values.
00:32:44.400 --> 00:32:48.799
So I can really see that being a support for you in a very inspiring way.
00:32:48.880 --> 00:32:55.359
And isn't it an interesting perspective that a work family is also a blended family?
00:32:55.599 --> 00:32:56.319
Yeah, right.
00:32:56.559 --> 00:32:59.759
At its core, everyone was everyone has a different mom and dad.
00:32:59.920 --> 00:33:00.079
Right.
00:33:00.240 --> 00:33:06.160
They're all coming in with different expectations, but when they show up to ERA, they can choose family through your values.
00:33:06.240 --> 00:33:11.359
That's one of your values, and choose to make that a place where they will call it a home.
00:33:11.599 --> 00:33:17.279
And then they can hold each other accountable as long as there's that culture uh that's developed.
00:33:17.440 --> 00:33:18.480
What an interesting thought.
00:33:18.559 --> 00:33:18.640
Yeah.
00:33:18.880 --> 00:33:19.920
As you guys have done that.
00:33:20.079 --> 00:33:26.640
And I'm I'm honestly like, I'm I'm kind of having like this stroke right now as I'm thinking about all these things.
00:33:26.799 --> 00:33:28.720
I can't even think of any of the questions for you guys right now.
00:33:28.960 --> 00:33:34.160
But like, I'm just like sitting in that space of the parallels between the two and how beautiful it is.
00:33:34.480 --> 00:33:36.640
Yeah, that, yeah, that's really interesting too.
00:33:36.799 --> 00:33:45.920
Cause it we talked to before about when before we were filming about just you were saying how Jared and I, our life is on paper, it's it's hard.
00:33:46.000 --> 00:33:48.079
It's a it's a challenge, but we're built for it.
00:33:48.160 --> 00:33:48.319
Yeah.
00:33:48.480 --> 00:33:54.559
And so just going back to that thought of, you know, I'm having that realization right now too, like, oh my gosh, you're you're right.
00:33:54.720 --> 00:34:07.599
We blended a family at home first, and that that was hard, that was a challenge, it still is, but we were very, we're very seasoned in that and well-versed, and then we blended a family and started a business.
00:34:07.759 --> 00:34:11.599
And it there's they're separate but so connected.
00:34:11.920 --> 00:34:19.360
Yeah, it's interesting because I remember this happened recently, even, but I've had employees over the years tell me, well, what matters to me is is my family.
00:34:19.679 --> 00:34:25.280
And so I'm sorry that you know, this is getting too hard for me because what matters is my family, not work.
00:34:25.599 --> 00:34:36.880
And there's definitely truth to that statement, but what I'd never appreciated about that was their choosing to delineate as very un very different and very unvaluable or valuable.
00:34:37.119 --> 00:34:48.000
Whereas for me, it's like I have for me at Rise with Jared, I had my my family at home that I turned into a team, and I had my team at work that I chose to also be a family.
00:34:48.159 --> 00:34:48.480
Right.
00:34:48.719 --> 00:34:52.320
And so that was always really challenging for me.
00:34:52.480 --> 00:35:00.480
I think what's cool about what you guys are bringing to the table is that you you live the blended family, you blend you live that blended family life 24-7.
00:35:00.880 --> 00:35:01.199
Right.
00:35:01.440 --> 00:35:01.679
Yeah.
00:35:01.920 --> 00:35:02.480
You know what I mean?
00:35:02.639 --> 00:35:03.920
It's it's it's all your family.
00:35:04.000 --> 00:35:18.320
And so your employees get access to something with leaders that they wouldn't get anywhere else because of the fact that you have such strong uh standards and values, and that you are experts, you were built for building blended families.
00:35:18.800 --> 00:35:30.159
And that's the thing I said at the end of selling rise rehab for me was that the best benefit of that experience was that I learned how to take a team at work and turn them into a family so that I could take my family at home and turn them into a team.
00:35:30.800 --> 00:35:34.079
And you guys are just bouncing between those dynamics 24-7.
00:35:34.400 --> 00:35:43.119
So even though there's definitely some complexities, to put that mildly, in the world that you live, what a beautiful thing that it is that you're experts at it.
00:35:43.519 --> 00:35:45.519
And that no one does it the way that you two do.
00:35:48.400 --> 00:35:49.519
You didn't have to.
00:35:50.000 --> 00:35:52.000
Well, I don't know.
00:35:52.159 --> 00:35:54.159
It's if you had to, that's what life is.
00:35:55.840 --> 00:35:56.559
But you know what I mean?
00:35:56.639 --> 00:35:57.119
You had a choice.
00:35:57.440 --> 00:35:58.639
Well, we're all blended family, right?
00:35:58.800 --> 00:36:01.280
I mean, when you two people meet, they're not, you know.
00:36:01.679 --> 00:36:02.400
That's true, right?
00:36:02.480 --> 00:36:05.519
It's it's all blended in that way, right?
00:36:05.679 --> 00:36:22.800
And when you have an outward mindset and you're viewing people as people and and how we how we can get through life as a as a you know, global team, you know, how do we help people and give and make an impact and give back and accomplish whatever our purpose is?
00:36:23.280 --> 00:36:23.519
Yeah.
00:36:24.559 --> 00:36:25.599
Are you gonna say something else on that?
00:36:25.840 --> 00:36:37.760
I want to chime in to say, you know, taking this concept of we're all a blended family is probably one of the most pivotal thoughts that humanity could make.
00:36:38.000 --> 00:36:40.159
But what if we all saw it like that?
00:36:40.559 --> 00:36:56.400
I think one of the benefits of of religion, you know, especially ones that tie to like a paternal and maternal experience, like you know, that we're all children of God, is that that makes us all siblings and then we're all part of the same eternal family, right?
00:36:57.119 --> 00:37:02.400
And I think that's where religion gets it right really well, is this idea of like we're all related to each other.
00:37:02.800 --> 00:37:09.440
I think we tend to forget that when it comes to the dynamics of our life, because you know, and and I think this is a common one too.
00:37:09.519 --> 00:37:12.079
I have friends at my age who are who have kids getting married.
00:37:12.320 --> 00:37:14.000
And I love that you said that we're all blended families.
00:37:14.159 --> 00:37:16.320
Like when you marry someone else, it's a blended family.
00:37:16.400 --> 00:37:19.599
And I'm like, oh yeah, I am I'm a part of a blended family.
00:37:19.840 --> 00:37:30.480
I I remember and so my friends who have kids that are getting married, they're going through the challenges of other parents who are influencing not just the marriage, but the grandkids now.
00:37:30.639 --> 00:37:36.880
And like there's all these like dramatic things, but the problem lies in the fact that they see it as separate.
00:37:37.119 --> 00:37:44.719
And you know, I have in-laws who in the past at least have felt very separated, like this is my family, you guys are my in-laws.
00:37:44.880 --> 00:37:47.039
But what if we were all one family?
00:37:47.280 --> 00:37:48.320
That's a choice.
00:37:48.559 --> 00:37:50.320
Going back to your value of choosing a family.
00:37:50.639 --> 00:37:52.880
Yeah, it's all a yeah, it's all a mindset.
00:37:53.039 --> 00:37:59.039
I think um, I think boundaries are so powerful and so crucial.
00:37:59.199 --> 00:38:06.480
Um, and I think there's a lot of stigma on boundaries being um maybe overused or a negative thing.
00:38:06.639 --> 00:38:13.519
And I think yeah, and that's I think that even sometimes I can kind of rest on that.
00:38:13.679 --> 00:38:22.239
And and if I'm feeling overwhelmed by the dynamic, I'm not feeling a connection with our group um at home.
00:38:22.400 --> 00:38:33.599
Um, I can just naturally kind of crawl back into my shell and you know, put up a boundary, but use that term and go, okay, well, um, I don't have to do that.
00:38:33.679 --> 00:38:34.559
It's a boundary.
00:38:34.639 --> 00:38:36.239
I'm I'm a little triggered.
00:38:36.320 --> 00:38:54.000
Um, and that's something I think that is important to note that, you know, is yes, we are all, you know, a blended family, um, and not to rest on those terms, um, but to push through them and use it to better, you know, better your situation.
00:38:54.320 --> 00:38:56.480
So that over time the blended just drops off.
00:38:56.719 --> 00:38:57.039
Right.
00:38:57.360 --> 00:38:58.639
And it just becomes family.
00:38:58.719 --> 00:39:03.360
And and it's not the same dynamic, you know, maternal, paternal roles exist in every organization.
00:39:03.440 --> 00:39:07.679
I've had more than one employee that I felt like was a son or daughter, right?
00:39:08.000 --> 00:39:09.760
In a sense, so to speak.
00:39:09.920 --> 00:39:11.760
But at the end of the day, it's not the same.
00:39:11.920 --> 00:39:12.159
Yeah.
00:39:12.400 --> 00:39:12.960
And it's true.
00:39:13.119 --> 00:39:15.840
When we become grandparents, that shifts as well.
00:39:15.920 --> 00:39:17.440
And there's just that dynamic.
00:39:17.599 --> 00:39:36.559
But I've noticed, I've seen, I think we all have examples of people who have, um, for example, a divorced friend of mine is super like remarried, and they're and the his ex-wife is remarried, and they're not best friends, they don't vacation together, but they co-parent like a boss, and there's love.
00:39:36.800 --> 00:39:38.079
There's like common connection of love.
00:39:38.159 --> 00:39:40.559
Like they show up at the kid events and they socialize.
00:39:40.719 --> 00:39:41.599
And how are you?
00:39:41.760 --> 00:39:43.599
And very in, you know, that's rare.
00:39:43.679 --> 00:39:44.239
It's very rare.
00:39:44.559 --> 00:39:45.199
It is, it is.
00:39:45.280 --> 00:39:53.360
Um, but it and but kind of going back to what you guys build at Era and in the Egan home, is that's what you're building, though, is this thing called choice.
00:39:53.519 --> 00:39:55.760
It's it everyone has to agree to it.
00:39:56.000 --> 00:39:57.519
So boundaries are important.
00:39:57.679 --> 00:40:00.239
I think the other thing I want to throw in there is agreements.
00:40:00.400 --> 00:40:10.320
I feel like in home or at work, having personal boundaries is like my personal limits of what I'm a floor, which I won't pass through.
00:40:10.559 --> 00:40:13.760
Like these are things I won't tolerate, or I just I need space.
00:40:14.079 --> 00:40:16.880
Agreements are what you guys built with your culture.
00:40:17.199 --> 00:40:18.719
We agree that these values matter.
00:40:18.880 --> 00:40:20.800
We agree that we can hold each other accountable.
00:40:20.880 --> 00:40:26.639
So it's not just mom, dad, stepmom, stepdad, it's brother, sister, step-sibling.
00:40:26.800 --> 00:40:28.320
They can all hold each other accountable.
00:40:28.480 --> 00:40:31.840
And I think that creates the binds that last, right?
00:40:32.159 --> 00:40:34.000
Um, can we talk about vision?
00:40:34.400 --> 00:40:36.559
Like, I know what your vision has a era.
00:40:36.960 --> 00:40:39.679
You mentioned beforehand that, like, hey, we all have the same goal.
00:40:40.000 --> 00:40:42.159
What's the egan, what's the egan goal?
00:40:42.320 --> 00:40:44.000
What's the vision for the family?
00:40:44.320 --> 00:40:45.519
It doesn't have to be well defined.
00:40:45.599 --> 00:40:46.880
I'm just curious, what do you guys want to do?
00:40:49.280 --> 00:40:51.280
I mean, our purpose is to become limitless.
00:40:51.440 --> 00:40:58.000
I think that's part of our vision, is we we we we we foresee these kids not needing us.
00:40:58.320 --> 00:40:59.440
Yeah, that I'm not gonna be able to do that.
00:40:59.519 --> 00:41:04.000
We want them to be independent leaders, is is kind of the the the vision, right?
00:41:04.159 --> 00:41:05.199
And the purpose, right?
00:41:05.360 --> 00:41:15.280
So um and and I don't we I don't think we've really fleshed that out and what that looks like or what that feels like, and uh, you know, because it's so independent to them and what they want to do.
00:41:15.519 --> 00:41:15.840
Sure.
00:41:16.239 --> 00:41:25.280
But I think if we accomplish our purpose and they become limitless, you know, in their own ways, I think that's you know, powerful.
00:41:25.760 --> 00:41:59.360
Yeah, and I think it's for us, we yeah, we haven't um pounded out like the details um of it, but it's more so um just understanding that we're a blended family, understanding where each individual, child and adult has come from with seeing different walks of life and what are possible um limitations or issues that could come up and kind of just attacking those like preemptively and going, okay, um, we can see that there's a tendency to maybe be a little dishonest in this area.
00:41:59.519 --> 00:41:59.679
Sure.
00:41:59.920 --> 00:42:14.559
How can we, you know, how can we attack that right now so that doesn't bleed into in 10 years in their relationship or they maybe don't listen to um, you know, there's there's a hard time with respect with with the boss employee dynamic.
00:42:14.639 --> 00:42:22.079
You know, I'm very mindful of building little um adults that are happy and successful in life.
00:42:22.239 --> 00:42:26.000
Like when they leave the nest, have we done everything that we could?
00:42:26.159 --> 00:42:27.519
Do they have are they perfect?
00:42:27.679 --> 00:42:27.840
No.
00:42:28.000 --> 00:42:29.519
Are they gonna do things perfectly?
00:42:29.679 --> 00:42:30.000
No.
00:42:30.159 --> 00:42:32.000
But have we taught them?
00:42:32.079 --> 00:42:43.199
Um, do they have the lessons and all the tools in their tool belt to go out and cope with life and to still grow and be successful and not have major setbacks?
00:42:43.280 --> 00:42:47.280
So I think that's so that no matter what comes their way, yeah, no matter what.
00:42:48.159 --> 00:42:48.400
Yeah.
00:42:48.719 --> 00:42:48.880
Yeah.
00:42:49.039 --> 00:42:58.480
And it's again, as you guys talk, I just see that beautiful balance between the home and and work where when we're invested in in people and their long-term success, we want them to be happy.
00:42:58.559 --> 00:43:03.280
It's like if we no matter what the vision is articulated to be, we want our people to be happy.
00:43:03.360 --> 00:43:04.400
And that's what I heard you guys say.
00:43:04.480 --> 00:43:08.639
You want them to be independent, which I think is a key factor in that phrase.
00:43:09.039 --> 00:43:10.400
Independently happy.
00:43:10.559 --> 00:43:13.920
Like they aren't codependent, they're not needing something or someone.
00:43:14.320 --> 00:43:22.639
They are enough, they know they're enough internally, and they're growing and developing imperfectly, because that's all of us.
00:43:22.800 --> 00:43:25.840
And so at work you do that with your employees, you're at home.
00:43:26.000 --> 00:43:29.519
I just could where do I apply to become uh uh an employee of ERA?
00:43:29.760 --> 00:43:30.239
You're hired.
00:43:30.400 --> 00:43:31.119
Am I hired?
00:43:31.440 --> 00:43:32.400
You're family, yeah.
00:43:32.480 --> 00:43:33.760
You're already you're already part of your family.
00:43:34.000 --> 00:43:34.960
You're a family to me as well.
00:43:35.199 --> 00:43:37.360
And and like I'm getting emotional.
00:43:38.400 --> 00:43:38.960
Sorry.
00:43:39.199 --> 00:43:40.400
Seth, hang on.
00:43:40.719 --> 00:43:42.800
I just am so inspired.
00:43:43.599 --> 00:43:47.119
I'm just so inspired by the life that you choose to live every day.
00:43:47.440 --> 00:43:57.760
I think as one equal to another, one parent to another parent, one leader to another leader, you know, this work that we do is so challenging sometimes.
00:43:57.840 --> 00:43:59.840
It brings us to our knees, doesn't it?
00:44:00.960 --> 00:44:04.400
And I have been brought to my knees equally at work and at home.
00:44:04.880 --> 00:44:06.960
I think that's the thing about being an entrepreneur.
00:44:07.360 --> 00:44:08.639
It just brings you to your knees.
00:44:09.280 --> 00:44:15.119
But when you can make those connections and you can make it with people, it becomes so worth it.
00:44:15.920 --> 00:44:19.199
You know, it's not it's never easy, but boy, can it be worth it, you know?
00:44:20.239 --> 00:44:22.639
So guys, thank you so much for being on the show.
00:44:22.800 --> 00:44:25.760
I think this has been a beautiful review of your company.
00:44:26.079 --> 00:44:36.079
Uh, how do the people get a hold of you if they want to come, if they're gonna be one of the lucky ones and they think they might apply to this and might qualify for this wonderful company, what do they need to do?
00:44:36.559 --> 00:44:42.800
Well, I mean, obviously, we're on Instagram, you know, our website, Aerophysical Therapy.com, our message.
00:44:43.280 --> 00:44:48.320
And you can get a really good idea of how we are from our social media.
00:44:48.400 --> 00:44:48.960
Yeah, yeah.
00:44:49.199 --> 00:44:50.000
It's quite fun.
00:44:50.239 --> 00:44:53.519
So or just admin at physicaltherapy.com.
00:44:53.679 --> 00:44:53.840
Yeah.
00:44:54.159 --> 00:44:54.880
Email that too.
00:44:54.960 --> 00:44:55.199
Yeah.
00:44:55.280 --> 00:44:55.599
Yeah.
00:44:55.920 --> 00:45:00.079
And um, I just want to do a shout out to your kids who are gonna listen to this years later.
00:45:00.320 --> 00:45:02.239
They're gonna be teenagers pulling up this file.
00:45:02.320 --> 00:45:10.880
I want you to know while whatever, whatever experience you've had of your mom and dad, their core, they are two of the most amazing human beings I've ever known.
00:45:11.119 --> 00:45:18.480
So please know that you were blessed to have Afton and Jared be the leaders that you got to model behind.
00:45:18.719 --> 00:45:20.639
And uh, yeah, guys, thanks for being on the show.
00:45:20.719 --> 00:45:21.519
I appreciate you guys.
00:45:22.079 --> 00:45:22.400
Thank you.
00:45:22.559 --> 00:45:23.199
Thank you.