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All right, I gotta tell you I'm excited today. It
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is to make the Great Experience podcast. I am doctor
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Stephen Green. That's success doctor, your host. We got a
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guest today. Five straight podcasts with no guests. I'm back
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with the guests. And he's really not just any guest.
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Is an all star. We got an a lister today.
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I think you really enjoy what he's going to bring
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to the table.
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He's an author, the podcaster himself, all around good guy.
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Name is Eric Lopkin up from the great state of Connecticut.
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Anyhow, let me.
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Tell you a little bit about Eric. We're gonna jump
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right in again. This is to make the Great Experience podcast.
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We talk about your journey to success. Eric Hopkin is
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the president and CEO of the Modern Observer Group, a
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trailblazing coaching consulting firm he founded in two thousand and nine.
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Thirty five years of cross industry experience including journalism, advertising,
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public relations, finance, medical research, operations or brings uniquely integrated
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perspective to business personal development.
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Sounds good, doesn't it.
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Huh also is the first background laid the foundation for
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the firm's signature system. And this is what we're going
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to deep down, deep dive into the human centered achievement
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transformative approach that places people at the heart of success strategies.
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He's a best selling author, a respected business coach of
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podcast or, a dynamic speecher. He's got two books, thousands
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of podcast episodes that really true thousands Yeah, that.
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Incredible, incredible? What is another? One thousand and one?
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And the Modern Observer Group has empowered thousands of entrepreneurs, executives,
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and others to enhance their performance achieved lasting success without
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sacrificing well being. His commitment to impact extends beyond business.
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He's a dedicated community advocate who sits on boards of
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several nonprofits, including the Connecticut Humane Society Animal Welfare Initiative.
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Is Info Go Initiative, I'm well sure with that. It's
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connects with individual with chronicle metal conditions and so on.
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Short version, this guy's a player. As I said before,
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he is an a lister. Welcome Eric Lopkin to the
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Make the Grade podcast.
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How are you doing today?
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I'm doing fantastic. Thanks for having me here. I'm excited
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to be here.
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Excellent. Well, you know, I get an intro like that.
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We don't even need a podcast.
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Thank you, Thank you, Eric, thanks for spending some time
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with us today.
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Let's start with this.
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Let's start with this human centered achievement. Is this something
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you kind of invented or is kind of residual from
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something else? How'd this come about? Let's start with that.
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This came about when I formed the Modern Observer Group.
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We were actually not a coaching company at the time.
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We were an operations and communications consulting firm, okay, and
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I had decided I had been working with the client
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on six Sigma. I don't know if your audience is
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familiar with Zig Sigma. It's a very intense management consulting
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strategy that's very heavy on statistical analysis, and it's very
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expensive to implement. So it had some great things that
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I wanted to be able to apply to my smaller clients,
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but it's not at all applicable to small business. It's
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really focused on fortune five hundred.
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So an opportunity it presented itself.
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Yes, So I started looking into this and other management
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techniques Lean, six Sigma, Kaizen, and as I was doing
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the research, I realized that all of them were very
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process heavy, which is great because process is a core
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of what became human centered achievement. But they all had
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a fatal flaw. They all forgot that there's a person
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at the core of this that actually has to be
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able to do the process. Little detail, little detail. So
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in all of the research, now, what we were looking
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to create was actually a process to create businesses for
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small business owners. And what we did was we nailed
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this down to seven basic elements and it was mindset,
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focus processes, communications, innovation techniques, evaluation metrics, and continuous improvement.
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Nice.
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And we rolled these elements out. We used them to
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help our clients, and about a year after we rolled
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it out, we started getting calls from our clients saying,
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you know, we really love this process. Give a coaching
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program so we can train our employees to use this
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so they can you know, use it in their day
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to day life, their business, you know, their jobs. Well,
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we didn't have a coaching program at that point, so
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we created it. And now this is thirteen years later
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from when we rolled out seven thousand success stories later, right,
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that is the coaching is the bulk of what we do.
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Yeah, it's it's I'm kind of a little bit of
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a parallel universe to you. Can you list the seven
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elements again, because I think each one of them alone
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could probably be a long conversation. But there's you know,
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I my coaching is more on the entrepreneur's solo kind
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of level. But these are these are these are critical,
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mission critical things.
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So mindset, it's mindset, focus, focus, processes, keep going, keep going, communications,
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big big communication, very big.
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Innovation techniques like that one, evaluation metrics okay, and continuous improvement.
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So let's talk about your coaching program. Is this something
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where you would, let's say, come into a company and
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then they would have you work with their salesforce or
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their HR people or a department or is it a
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company wide or is it everything is set up differently.
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It really depends on the client. We've got a number
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of different programs. We have what we call our Velocity coaching.
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This is an intensive one to two hour session for
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an individual. We have ongoing coaching programs we've done company
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wide depending on the size of the company. We never
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have more than ten people in a single group, whether
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it's a mastermind group, a company coaching, you know, whatever
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the situation. We always cap out a single group at
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ten people because we want to be able to give
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them at least some level of individual achieve achievement and attention.
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So is the from a business So I'm a business owner,
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I want I want happier, more productive, more profitable employees basically, right,
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I mean.
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There's there's more to it than that.
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But what would you consider success metrics?
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Right? Like?
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Like?
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Is it based on bottom line improvement? Is it based
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on better morale?
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Uh?
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Is it based on I don't know, trends? You know?
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Uh, you know, trajectories bring where you want them to be.
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I'm sure it's a little bit of everything. But does
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that build into what you're doing?
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Yeah, Evaluation metrics is one of the key principles that
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we use.
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Uh.
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What those metrics are depend on the goals of the client.
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So when we deal with an individual person, and one
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of the reasons that we call this human centered achievement
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is we found over time people were using the same
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process in their day to day lives rather than just businesses.
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We have folks that used it to turn around their health,
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to turn around their relationships. So these things are applicable
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not just to business but in everyday life. So what
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metric you use changes depending on the goal. It could
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be to improve your health. We know folks that have
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used it to help fight diabetes, to help fight multiple sclerosis.
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So the metrics for those are. For ms, it would
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be you know, results of a cat scan for diabetes,
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it's your A one C. For businesses, it could be ROI,
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it could be cash flow, it could be overall profit
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and loss, depending on what the goals are. Some other
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goals we've worked on with clients on the business side
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is absentee dates going down, productivity metrics going up, reducing
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turnover for employees. So it really does what metrics do
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you use depends on what the goal is that we
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set up going forward. And that's actually a very important
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point because a lot of people use either meaningless metrics
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like they you know, when they're working with communications, you
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know they'll use you know, social media likes rather than
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actual engagements or results of the engagement. So you need
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to be able to target the metric to match the goal.
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How long To make sure you asker this correctly, what
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what would be your typical length of engagement with the business.
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This isn't going to happen in a week, No, when
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we were six months, twelve months? Is there?
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When we work with the business. Generally we target a
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one year engagement, okay, so that you really start seeing
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results after three months. After six months, it starts becoming
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more ingrained, and even the folks that were resisting at
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the at the beginning, because let's face it, people have
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a tendency to resist change. So after six months, I
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think that yeah, after six months, they've started to see
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the results and understand why we're doing that.
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Now they're getting carried up the stream by the same
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canoe everybody else is in.
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Right, so by the time we get to the end
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of a year program, everybody is rowing in the same direction.
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You've already started seeing results, a lot of the goals
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have already been achieved. So that's usually our minimum for
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a business is a year engagement. That being said, though,
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we've got companies that have stayed with us for five years,
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ten years because they keep seeing increasing results from the program,
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and every time they hit a goal, they'll go, Okay, hey,
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that was great. Now let's see how much further we
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can go, and they'll raise the bar.
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Which is basically the idea.
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Anyway, sometimes you have to kind of have a reset,
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you evaluate your reset.
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You kind of get everybody on the same page.
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I've often seen situations where you get a company has
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multiple salespeople and there's no consistency in their operations. The
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sales guy is doing it his way, a person be
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is doing it her way, and nobody knows what the
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other person's doing. It's almost like nine little businesses within
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a business. But the name is very is very app
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human set are and achievement.
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This is based on people.
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Achieving individual success which can tribute to the collective success
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of the team slash company.
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Yes, it's very focused on the people. And you know,
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we often say what our job is is to integrate
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the people, their passion and their processes to ensure peak performance.
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Nice.
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So, if I'm by the way, this is doctor Stephen Green,
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I guess Eric Blopkin the Brainchild. His brainchild is human
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centered achievement.
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Love it.
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This is the makes a Great Experience Podcast. We're here
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to help you on your journey of success. Little things,
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little things out up to medium things out up the
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big things.
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Eric.
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If I'm an entrepreneur, I'm sitting there going this sounds
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great for a business. Can I apply to these same principles.
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I'm a solo person. I'm wearing nine different hats? Right,
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would this help is a leading question? Would this help
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those that population as well? And if so, because you
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give a few insider tips here of how that might happen.
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Yeah, actually the process was created specifically with solopreneurs in mind.
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There we go, Yes, beautiful.
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So yeah, it is perfect for a solopreneur because the
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solopreneur has to balance all those different hats. And it's
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not just being chief cook and bottle washer at the business.
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You know, Yes, they're the CEO, they're the CFO, they're
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doing all the work, but they've also got a personal
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life outside that. So they've got to be able to
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integrate their personal life and avoid burnout. Solopreneurs have an
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incredibly high rate of burnout, and it's because they take
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everything on themselves. Most especially when they start out, are
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very reluctant to outsourced tasks. They feel it's like, oh, no,
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you know, either I can't afford it, or I need
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to be able to control all of it. And to
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a certain extent, you do need to be able to
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control it, but that doesn't mean you have to do it.
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The example I always give solo preneurs is your bookkeeping.
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Most solopreneurs are not bookkeepers. So where they could pay
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a bookkeeper for about an hour or two a month,
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they're actually spending ten to fifteen hours a month doing
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it themselves because they're not an expert at it.
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I see that all the time. Excellent example. I also
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see a lot with social media, Yes.
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Where you know, there's a science to social media. And
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when I say when I say social media mean engagement,
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not just making a post with a picture or something.
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It's a science to it. There's a lot of metrics
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to it. There's a lot of feedback loop to it.
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If you're seriously pushing a bit sound on social media,
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you need somebody knows what they're doing or else who's
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going to waste time?
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Yeah, there's the old adage.
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So entrepreneurs either burnout, run out of money, or maybe
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make it right.
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Yeah, tell me about your book or books? What do
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they tell you the titles? Do they have titles?
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Are they just The first book came out in twenty
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twenty that was the Businetics Way, and bus Neetics was
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actually the original title of what we later termed Human
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Centered Achievement is It's all about those seven elements. We
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actually renamed the system human centered achievement after talking to
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folks that had gone through the program, and that was
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when we learned that they were using it for their health,
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for the you know, for their personal lives, and we
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realized that the process was bigger than just building a business.
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So the original title of the process was Businetics and
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the Businetix Way talks about those seven elements that I mentioned.
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And then last year I was a collaborator in a
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book called Cracking the Rich Code. This is actually a
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series of books. The one I was in was volume
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fourteen fourteen already. Oh they're they're they're way past fourteen already.
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But this was a book where we collaborated. Brian Tracy
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actually did the preface. Tony Robbins endorsed the book. In fact,
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you know, he's on the cover of it. And this
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this was an international best seller.
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So this was yeah, I'll do a little show and tell.
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Check it out.
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There you go, there's your edition.
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Look at it. I'm on I'm in seven.
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Oh wow, look at you.
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It's me.
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If you can't see this at home, if you're listening,
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it's Jim Bridd who's a long time, very successful direct
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sales guy line was Kevin Harrington and.
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Who was kind of hangs his hat as being on
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Shark Tank.
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But he's also the person who invented the infomercial yes,
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which has changed a lot of the ways people advertise.
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Yeah, it's a great series. This is great.
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I've really more given a lot of these books away
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as a lead magnet kind of thing. No, it's a
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great community too. We can talk about that another time.
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Yeah, it's a fantastic community. And then my third book
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is actually coming out on October fifteenth, really, so that's
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just a few weeks away from when we're recording.
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That'll be a little closer to the release of Okay,
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let's talk about that.
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Yeah, it makes a great experience podcast. Our guest is
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Eric Lopkins. Eric is in his third book, You know
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what does Trace? Well done?
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Brother, I tell us about your third book.
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Yeah, the new book is called Yes You Can. It
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is also focused on the human centered achievement process. A
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lot a lot of the information from my first book,
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The Businetics Way is you know, revisited in this but
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we expand it because we also talk about The new
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book is broken up into three sections. The first section
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actually talks about the science behind human centered achievement and
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everything in the process is actually based on four branches
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of science, and it's quantum physics, psychology, neurology, and epigenetics.
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And we've combined those four fields to really explore human potential.
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So the first section is all about the science and
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it's it's not technical. There's no math, you know, involved
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in it. It's meant for people to just get a
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decent background in what those what those fields are, how
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they work, and how they relate to human potential. The
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second you see this.
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I'm sorry to cut you. We're gonna say something else.
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I didn't mean to cut you off.
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I was just gonna go on about the other sections.
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But if you want to follow up.
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Well, no, I was going to ask you this. I
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was going to ask you this. You've built a great concept.
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I mean, over the least what twelve years or so,
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it's evolved, it's changed needs, but the core of it
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really is fundamentally the same, which is helping people by
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improving their sort of broad lot in life, and that
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sort of transcends into their business but also their personal life.
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Where do you see this going down the road? You're
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a young guy, I don't think you're ready to hang
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up your human centered achievement hat.
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Yet, or maybe you are. Do you see this further evolving?
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Does like like AI? Everybody's talking about AI. You can't
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go ten feet?
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That's wrong? Got is all this like robotic automation? Is
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you know? Do you see that impacting kind of human experience?
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Can it enhance it? Is it a detriment?
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I found that very interesting because in one of my
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big things, education, and there's a huge penetration of AI
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into education to the point where like students don't even
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write papers. They say, hey, AI, write a paper for
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me about Columbus crossing the ocean. And it's become a
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very big concern, not sort of plagiarism ish, but but
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let's not go that direction.
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I'm curious where you see.
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This going to be in let's say a year, two years,
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five years, as technology continues to pervade our lives. And
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I'm not saying technology is band I'm just saying it's
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sort of sometimes a detriment to interpersonal communication, especially in
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a business situation. Sometimes, Oh I don't want to call
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that person, I'll just text them. Well, that's why they're
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not getting back to you to go to the next
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step in the sale. They want a conversation. So where
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do you stand on all this? And maybe more importantly,
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where do you believe your idea? This you've been centered
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achievement might help this meal your rate it shift it
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bring us back to maybe more of an actually human
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centered process.
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AI and technology in general is neither good nor bad.
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It all depends on its use and its overuse. In fact,
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technology is one of the reasons that in our Core Principles,
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in the core Elements, we included innovation techniques because what
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we're seeing. You know, when you hear innovation, you generally
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think about technology. But innovation has actually been stunted by
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the invention of the search engine and now Google in
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particular because it's the largest but all of them. And
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you're starting to see the same thing with AI. And
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the reason for this is that prior to the invention
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of search engines, most innovation came from people knowing different
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things from different fields and putting two things that they thought,
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you know, didn't necessarily go together together to see what happened. Well,
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what we saw from testing over you know, basically going
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from nineteen ninety nine to about twenty fifteen or so,
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is that people are actually remembering less of these facts,
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they're learning less facts because they know all they have
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to do is go to their phone, type in, type
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in the question, and they'll get an answer. They don't
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have to know it. So that actually has been a
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drawback to innovation.
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Interesting.
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Yeah, I had a guest on maybe a year fifteen
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months ago who had this whole concept of, like the
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whole AI was in its infancy then it still kind
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of is, but it's also progressed a lot, and it's
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much more available now than it was a year ago.
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But he had this whole idea of he was actually
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an advocate for not clutter your mind with things you
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don't need because you have it right there. It's almost
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00:23:03.640 --> 00:23:06.039
like you have a library everywhere you go, if you're
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at your phone or whatever.
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All right, let's do this. This was a great conversation.
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I how can people get hold of you? If somebody
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00:23:13.759 --> 00:23:16.200
wants your book or wants to learn more about your offerings?
385
00:23:16.880 --> 00:23:17.839
What's the path.
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00:23:19.319 --> 00:23:22.000
The easiest way to get a hold of me. You
387
00:23:22.039 --> 00:23:27.000
can email me at info at modern observer dot com.
388
00:23:27.240 --> 00:23:30.599
You can also go to modern observer dot com. There's
389
00:23:30.640 --> 00:23:34.240
actually a button right on the navigation bar to schedule
390
00:23:35.519 --> 00:23:38.319
keep going keep going right so you can schedule a
391
00:23:38.400 --> 00:23:40.599
call if you want any of the books. The books
392
00:23:40.640 --> 00:23:45.599
are all available at bookstores everywhere, Amazon, Barnes, and Noble
393
00:23:46.200 --> 00:23:50.400
Books a million, even your mom and pop bookstore can
394
00:23:50.519 --> 00:23:53.160
order it from their distributors.
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00:23:52.319 --> 00:23:58.559
A regular regular John Grisham here, Yeah, and you can.
396
00:23:58.599 --> 00:24:02.119
Also you can also get more information on the books
397
00:24:02.200 --> 00:24:05.319
as well as the podcasts that my company does, by
398
00:24:05.359 --> 00:24:09.240
going to our media division, xvaudio dot com, which is
399
00:24:09.279 --> 00:24:13.000
e x v a d io dot com.
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00:24:13.240 --> 00:24:13.759
Beautiful.
401
00:24:13.880 --> 00:24:15.759
So if you're driving or you're listening waiting for your
402
00:24:15.799 --> 00:24:18.359
kid to get done martial arts class, this all is
403
00:24:18.400 --> 00:24:21.200
in the show notes. I gotta tell you I was
404
00:24:21.240 --> 00:24:23.400
a guest on Eric's podcast. I didn't really say that
405
00:24:23.480 --> 00:24:25.759
until now, but it was a great experience. This guy
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00:24:25.799 --> 00:24:28.680
knows what he's doing. This guy is a wealth of information.
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00:24:29.319 --> 00:24:33.119
He's got a great process. Take advantage of this, Take
408
00:24:33.160 --> 00:24:35.079
advantage of some of the things he's got there. Check
409
00:24:35.079 --> 00:24:38.599
out his sites, Steve Green to Success Doctor, my guest
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00:24:38.759 --> 00:24:41.799
Eric Lopkin Human Centered Achievement.
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I love it.
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00:24:42.279 --> 00:24:44.759
I love the title because it's so descriptive of what
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00:24:44.759 --> 00:24:46.319
you're doing, which is.
414
00:24:46.240 --> 00:24:49.319
The whole idea, people centered on people. Let's get better,
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00:24:49.400 --> 00:24:52.480
let's achieve. All right, let's do this. We're gonna go
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00:24:52.480 --> 00:24:54.079
to a wrap up here. You want to play my
417
00:24:54.160 --> 00:24:56.839
little game I do with my guests. It's called the
418
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Fave five. All right, Okay, I'm gonna do. I'm gonna
419
00:25:00.839 --> 00:25:03.759
give you a topic. You tell me your favorite thing
420
00:25:03.799 --> 00:25:07.119
within this topic. It's very just don't overthink this. Number
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00:25:07.160 --> 00:25:08.319
one color.
422
00:25:10.200 --> 00:25:14.240
Color blue, red, green.
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00:25:14.720 --> 00:25:17.400
That's more than one. No, No, what is your I
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00:25:17.440 --> 00:25:18.039
thought you asked.
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00:25:18.200 --> 00:25:19.920
I thought you were asking for five.
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00:25:21.640 --> 00:25:23.640
Favorite all right, let me let me back up, let
427
00:25:23.680 --> 00:25:25.920
me back up. All right, maybe I wasn't clear. There
428
00:25:25.960 --> 00:25:28.920
are five top questions. Got it a favorite one? And
429
00:25:29.000 --> 00:25:33.000
east the first one? Okay, that's blue blue blue, all right.
430
00:25:33.039 --> 00:25:34.640
He's got a blue shirt on and I got a
431
00:25:34.640 --> 00:25:36.759
blue microphone spongy thing here.
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00:25:37.599 --> 00:25:40.640
Color blue. All right, that's a good one. Number two
433
00:25:41.680 --> 00:25:47.799
food cheese burgers, cheese burger, cheese burger in paradise.
434
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Yeah, keeping it simple yet kind of can get a
435
00:25:51.799 --> 00:25:56.559
little gourmet here. In the music, favorite band song.
436
00:25:57.400 --> 00:26:01.960
Uh, favorite artist is Billy Joel. My tastes in music
437
00:26:02.000 --> 00:26:08.319
are very eclectic, so I go across rock, pop, classical jazz.
438
00:26:09.440 --> 00:26:13.759
What I love about Billy Joel aside from you know
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00:26:13.880 --> 00:26:17.519
the stories he tells in his songs and the songs itself.
440
00:26:17.920 --> 00:26:21.920
If you actually know anything about classical music, you can
441
00:26:22.039 --> 00:26:27.359
hear clips of classical music that have inspired him that
442
00:26:27.480 --> 00:26:29.200
he's turned into his songs.
443
00:26:29.880 --> 00:26:36.480
Interesting bottle, red, bottle of white, yep. Favorite place you've
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00:26:36.480 --> 00:26:40.599
been or visited? You a big traveler.
445
00:26:41.240 --> 00:26:44.039
That's tough. I've I've done a lot of travel.
446
00:26:45.839 --> 00:26:48.160
You're not like a happy place, maybe I sometimes I
447
00:26:48.240 --> 00:26:53.279
say that, Yeah, I mean it's not like.
448
00:26:53.440 --> 00:26:59.240
Hard for no, It's it's definitely not hard getically like
449
00:26:59.319 --> 00:27:01.759
no offense Hartford but none.
450
00:27:03.519 --> 00:27:05.559
Maybe you got out there somewhere a little more exotic
451
00:27:05.599 --> 00:27:06.279
in your life.
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00:27:07.759 --> 00:27:10.960
I think I think my favorite place was probably Kangku
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00:27:11.039 --> 00:27:15.160
in Mexico. There you go, although I have been told
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that since I was last there it has changed dramatically.
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00:27:18.880 --> 00:27:23.880
It's gotten a little. I don't want to it's crowded.
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00:27:23.960 --> 00:27:26.519
It's it's kind of yeah, see when when I when
457
00:27:26.519 --> 00:27:29.319
I was there, it wasn't crowded. There weren't a lot
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00:27:29.400 --> 00:27:30.319
of chains there.
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00:27:30.440 --> 00:27:34.319
Yet It's yeah, how about you got like is you
460
00:27:34.400 --> 00:27:36.599
grown up, did you have like a hero, like a
461
00:27:36.640 --> 00:27:38.319
sports hero or a political hero?
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00:27:38.480 --> 00:27:38.880
Music? Here?
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00:27:38.880 --> 00:27:40.400
I mean you said Billy Joel. That might be the
464
00:27:40.400 --> 00:27:43.720
same answer. But like like if you could have dinner
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with somebody, who.
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00:27:44.640 --> 00:27:45.079
Would it be?
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00:27:46.519 --> 00:27:50.240
Uh? If I could have dinner with somebody? Uh, well,
468
00:27:50.319 --> 00:27:53.279
there's there's a lot of folks that fit that bell.
469
00:27:53.359 --> 00:27:57.440
I would have loved to have met Stephen Hawking.
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Dang, here's the to his question.
471
00:28:00.799 --> 00:28:03.799
This is the bonus question number six And I could
472
00:28:03.839 --> 00:28:07.400
see this going two directions, But who is your favorite
473
00:28:07.480 --> 00:28:08.519
podcast hosts?
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00:28:12.960 --> 00:28:19.240
My favorite podcast host?
475
00:28:19.279 --> 00:28:21.480
You can you can have two answers to this one. Okay.
476
00:28:21.559 --> 00:28:23.599
That that makes it easier because I'm going back and
477
00:28:23.640 --> 00:28:24.559
forth between two.
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00:28:24.759 --> 00:28:25.759
Okay, here you go, here you go.
479
00:28:25.799 --> 00:28:29.000
I don't want I don't want you to get stressed on.
480
00:28:29.000 --> 00:28:33.000
One of them is Joe Rogan. Okay, love, I love
481
00:28:33.039 --> 00:28:36.519
the way he go. He takes conversations wherever they go.
482
00:28:36.759 --> 00:28:40.279
You know, it's never focused on any particular agenda. He
483
00:28:40.440 --> 00:28:43.920
just wants to ask questions. And the other one, I guess,
484
00:28:43.920 --> 00:28:48.160
which is kind of appropriate right now, is the recently
485
00:28:48.200 --> 00:28:49.440
deceased Charlie Kirk.
486
00:28:50.119 --> 00:28:55.200
There you go, which to just timestamp this that happened
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about a week ten days ago. Sadly, okay, Rick, anything
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00:29:01.799 --> 00:29:04.079
briefly because we're coming up on time. We did not
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00:29:04.160 --> 00:29:05.920
get into you want to just mention, I'm going to
490
00:29:06.000 --> 00:29:07.720
give you to Flora, going to give you the last.
491
00:29:07.519 --> 00:29:10.480
Word for a last word.
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The one thing I would hope that all of your
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listeners take away from this and remember is the phrase,
494
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yes I can. Most people are not held back by circumstances.
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00:29:24.759 --> 00:29:28.319
It's not finances that hold them back. It's their own
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00:29:28.799 --> 00:29:33.920
mindset that says, oh, I'm not good enough. You know,
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00:29:34.759 --> 00:29:39.440
I shouldn't try that. There's a possibility I could fail.
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00:29:39.920 --> 00:29:43.119
Guess what, There's always a possibility of failure. The most
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00:29:43.119 --> 00:29:47.720
successful people and businesses in the world have failed a
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00:29:47.759 --> 00:29:49.720
lot more than they succeed.
501
00:29:50.039 --> 00:29:50.720
Oh yeah, So.
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00:29:51.200 --> 00:29:55.119
Don't hold yourself back. And always, you know, I tell
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00:29:55.119 --> 00:29:58.119
people they should be telling themselves at least once a day,
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00:29:58.799 --> 00:30:00.279
yes I can.
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00:30:00.680 --> 00:30:02.519
I love it, I love and I've been on live
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00:30:02.559 --> 00:30:05.079
meetings therek and he's sometimes sort of the keynote speaker
507
00:30:05.119 --> 00:30:07.960
with in our little networking chain, and that's always his
508
00:30:08.039 --> 00:30:11.000
closing message. I actually here's an idea for your podcast
509
00:30:11.119 --> 00:30:15.839
I should read. I should red resustate this. During COVID,
510
00:30:15.839 --> 00:30:17.839
I was podcasting like every day because it was like
511
00:30:17.880 --> 00:30:18.839
what else were you going to do?
512
00:30:18.920 --> 00:30:19.079
Right?
513
00:30:19.599 --> 00:30:22.240
We came with this up with this idea of doing
514
00:30:22.319 --> 00:30:26.200
a series of ten podcasts like the ten Biggest Failures,
515
00:30:25.880 --> 00:30:29.160
ten people who were successful that it had major failures
516
00:30:29.160 --> 00:30:31.599
and people didn't know about because all they knew was
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their success. Right. There's the famous story like Michael Jordan
518
00:30:34.359 --> 00:30:37.440
getting cut from his seventh grade basketball team or.
519
00:30:37.440 --> 00:30:41.119
Something that's actually a myth that never happened.
520
00:30:41.960 --> 00:30:42.839
That's the narrative.
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Yeah, the narrative is that he was cut from the team.
522
00:30:46.519 --> 00:30:49.480
It wasn't that he was cut from the team. He
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00:30:49.640 --> 00:30:55.240
was not considered because of his age. The coach had
524
00:30:55.279 --> 00:30:59.680
actually said, yeah, you're great at this, but you've got
525
00:30:59.720 --> 00:31:01.880
a cupple more years that we can put you on
526
00:31:01.920 --> 00:31:04.319
the team. And there's other people who are graduating that
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00:31:04.440 --> 00:31:05.519
need the opportunity.
528
00:31:05.920 --> 00:31:09.039
Interesting, all right, So maybe that wasn't a great example.
529
00:31:09.640 --> 00:31:11.200
No, but that's a great concept.
530
00:31:11.359 --> 00:31:13.720
The myth has been it's like like Colonel Sanders, the
531
00:31:13.720 --> 00:31:16.359
cocky fried chicken guy, went to like seventy eight places
532
00:31:16.599 --> 00:31:18.799
where somebody probably said, yeah, i'll taste your chicken.
533
00:31:19.160 --> 00:31:20.640
But anyway, it was I did.
534
00:31:20.680 --> 00:31:23.920
I did a lot of research. I did like ten
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00:31:24.000 --> 00:31:25.680
of them. I was kind of really enjoyed. It's getting
536
00:31:25.680 --> 00:31:28.079
a lot of good feedback. And then I actually had
537
00:31:28.079 --> 00:31:31.160
to get something that was monetizable a little bit more,
538
00:31:31.200 --> 00:31:32.519
and I started doing some more stuff.
539
00:31:32.559 --> 00:31:37.920
But it's a fascinating study. I always liked the Profiles
540
00:31:37.960 --> 00:31:41.119
of Courage book, John F. Kennedy's famous book.
541
00:31:41.559 --> 00:31:45.200
Anyway, Eric Lopkin, I really appreciate you coming on folks
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00:31:45.240 --> 00:31:48.279
out there and make the Great Experience podcast land. I
543
00:31:48.279 --> 00:31:50.680
hope you got a lot of value today. If you did,
544
00:31:51.319 --> 00:31:54.000
please share this. I can tell you because I know, Eric,
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00:31:54.680 --> 00:31:56.559
this guy knows what he's doing. This guy walks the
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walk and he's got a great service.
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00:31:59.119 --> 00:31:59.680
He's helped.
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00:32:00.119 --> 00:32:02.799
I don't know how many people, hundreds of thousands, millions,
549
00:32:02.799 --> 00:32:07.759
who knows. But more importantly, they're continuing to improve. They're
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00:32:07.759 --> 00:32:11.160
not sitting still right. They are continually improving. They're getting better,
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00:32:11.160 --> 00:32:14.440
they're getting happier, to getting more productive. Their companies are
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00:32:14.519 --> 00:32:19.359
thriving because of this, because of his brainchild human centered achievement.
553
00:32:19.519 --> 00:32:20.440
Eric, thanks again.
554
00:32:21.279 --> 00:32:23.279
Next time I'm gonna give you a little spoiler alert
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00:32:23.559 --> 00:32:24.960
next two episodes, I have guests.
556
00:32:25.480 --> 00:32:27.440
I'm gonna get back into some solo stuff.
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00:32:28.000 --> 00:32:30.440
If you're out there and you have suggestions, who would
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00:32:30.440 --> 00:32:32.279
you like me to have on the podcast? What would
559
00:32:32.279 --> 00:32:35.880
you like me to pontificate about. I am taking suggestions.
560
00:32:36.119 --> 00:32:37.640
You can go to this page put them in the
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00:32:37.720 --> 00:32:39.799
comments where you can email me.
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00:32:40.359 --> 00:32:40.519
All.
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00:32:40.599 --> 00:32:44.559
This is in the show notes reach out. I'm like
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00:32:44.759 --> 00:32:47.440
eighty seven to one love email versus hate email.
565
00:32:48.240 --> 00:32:51.039
So that's probably pretty good day.
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00:32:51.039 --> 00:32:53.559
All right, Eric, thanks again. I hope you have a
567
00:32:53.559 --> 00:32:55.960
good rest of your day and all. Let's keep in
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00:32:56.039 --> 00:32:59.000
touch and I will see you absolutely.
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00:32:59.039 --> 00:32:59.839
Thanks for having me.
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All right, I gotta tell you I'm excited today. It
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is to make the Great Experience podcast. I am doctor
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Stephen Green. That's success doctor, your host. We got a
4
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guest today. Five straight podcasts with no guests. I'm back
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with the guests. And he's really not just any guest.
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Is an all star. We got an a lister today.
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I think you really enjoy what he's going to bring
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to the table.
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He's an author, the podcaster himself, all around good guy.
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Name is Eric Lopkin up from the great state of Connecticut.
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Anyhow, let me.
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Tell you a little bit about Eric. We're gonna jump
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right in again. This is to make the Great Experience podcast.
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We talk about your journey to success. Eric Hopkin is
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the president and CEO of the Modern Observer Group, a
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trailblazing coaching consulting firm he founded in two thousand and nine.
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Thirty five years of cross industry experience including journalism, advertising,
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public relations, finance, medical research, operations or brings uniquely integrated
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perspective to business personal development.
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Sounds good, doesn't it.
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Huh also is the first background laid the foundation for
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the firm's signature system. And this is what we're going
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to deep down, deep dive into the human centered achievement
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transformative approach that places people at the heart of success strategies.
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He's a best selling author, a respected business coach of
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podcast or, a dynamic speecher. He's got two books, thousands
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of podcast episodes that really true thousands Yeah, that.
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Incredible, incredible? What is another? One thousand and one?
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And the Modern Observer Group has empowered thousands of entrepreneurs, executives,
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and others to enhance their performance achieved lasting success without
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sacrificing well being. His commitment to impact extends beyond business.
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He's a dedicated community advocate who sits on boards of
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several nonprofits, including the Connecticut Humane Society Animal Welfare Initiative.
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Is Info Go Initiative, I'm well sure with that. It's
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connects with individual with chronicle metal conditions and so on.
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Short version, this guy's a player. As I said before,
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he is an a lister. Welcome Eric Lopkin to the
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Make the Grade podcast.
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How are you doing today?
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I'm doing fantastic. Thanks for having me here. I'm excited
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to be here.
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Excellent. Well, you know, I get an intro like that.
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We don't even need a podcast.
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Thank you, Thank you, Eric, thanks for spending some time
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with us today.
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Let's start with this.
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Let's start with this human centered achievement. Is this something
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you kind of invented or is kind of residual from
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something else? How'd this come about? Let's start with that.
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This came about when I formed the Modern Observer Group.
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We were actually not a coaching company at the time.
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We were an operations and communications consulting firm, okay, and
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I had decided I had been working with the client
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on six Sigma. I don't know if your audience is
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familiar with Zig Sigma. It's a very intense management consulting
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strategy that's very heavy on statistical analysis, and it's very
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expensive to implement. So it had some great things that
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I wanted to be able to apply to my smaller clients,
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but it's not at all applicable to small business. It's
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really focused on fortune five hundred.
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So an opportunity it presented itself.
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Yes, So I started looking into this and other management
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techniques Lean, six Sigma, Kaizen, and as I was doing
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the research, I realized that all of them were very
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process heavy, which is great because process is a core
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of what became human centered achievement. But they all had
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a fatal flaw. They all forgot that there's a person
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at the core of this that actually has to be
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able to do the process. Little detail, little detail. So
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in all of the research, now, what we were looking
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to create was actually a process to create businesses for
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small business owners. And what we did was we nailed
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this down to seven basic elements and it was mindset,
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focus processes, communications, innovation techniques, evaluation metrics, and continuous improvement.
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Nice.
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And we rolled these elements out. We used them to
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help our clients, and about a year after we rolled
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it out, we started getting calls from our clients saying,
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you know, we really love this process. Give a coaching
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program so we can train our employees to use this
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so they can you know, use it in their day
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to day life, their business, you know, their jobs. Well,
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we didn't have a coaching program at that point, so
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we created it. And now this is thirteen years later
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from when we rolled out seven thousand success stories later, right,
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that is the coaching is the bulk of what we do.
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Yeah, it's it's I'm kind of a little bit of
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a parallel universe to you. Can you list the seven
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elements again, because I think each one of them alone
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could probably be a long conversation. But there's you know,
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I my coaching is more on the entrepreneur's solo kind
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of level. But these are these are these are critical,
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mission critical things.
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So mindset, it's mindset, focus, focus, processes, keep going, keep going, communications,
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big big communication, very big.
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Innovation techniques like that one, evaluation metrics okay, and continuous improvement.
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So let's talk about your coaching program. Is this something
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where you would, let's say, come into a company and
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then they would have you work with their salesforce or
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their HR people or a department or is it a
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company wide or is it everything is set up differently.
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It really depends on the client. We've got a number
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of different programs. We have what we call our Velocity coaching.
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This is an intensive one to two hour session for
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an individual. We have ongoing coaching programs we've done company
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wide depending on the size of the company. We never
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have more than ten people in a single group, whether
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it's a mastermind group, a company coaching, you know, whatever
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the situation. We always cap out a single group at
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ten people because we want to be able to give
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them at least some level of individual achieve achievement and attention.
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So is the from a business So I'm a business owner,
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I want I want happier, more productive, more profitable employees basically, right,
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I mean.
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There's there's more to it than that.
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But what would you consider success metrics?
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Right? Like?
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Like?
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Is it based on bottom line improvement? Is it based
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on better morale?
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Uh?
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Is it based on I don't know, trends? You know?
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Uh, you know, trajectories bring where you want them to be.
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I'm sure it's a little bit of everything. But does
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that build into what you're doing?
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Yeah, Evaluation metrics is one of the key principles that
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we use.
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Uh.
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What those metrics are depend on the goals of the client.
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So when we deal with an individual person, and one
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of the reasons that we call this human centered achievement
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is we found over time people were using the same
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process in their day to day lives rather than just businesses.
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We have folks that used it to turn around their health,
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to turn around their relationships. So these things are applicable
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not just to business but in everyday life. So what
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metric you use changes depending on the goal. It could
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be to improve your health. We know folks that have
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used it to help fight diabetes, to help fight multiple sclerosis.
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So the metrics for those are. For ms, it would
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be you know, results of a cat scan for diabetes,
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it's your A one C. For businesses, it could be ROI,
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it could be cash flow, it could be overall profit
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and loss, depending on what the goals are. Some other
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goals we've worked on with clients on the business side
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is absentee dates going down, productivity metrics going up, reducing
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turnover for employees. So it really does what metrics do
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you use depends on what the goal is that we
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set up going forward. And that's actually a very important
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point because a lot of people use either meaningless metrics
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like they you know, when they're working with communications, you
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know they'll use you know, social media likes rather than
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actual engagements or results of the engagement. So you need
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to be able to target the metric to match the goal.
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How long To make sure you asker this correctly, what
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what would be your typical length of engagement with the business.
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This isn't going to happen in a week, No, when
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we were six months, twelve months? Is there?
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When we work with the business. Generally we target a
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one year engagement, okay, so that you really start seeing
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results after three months. After six months, it starts becoming
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more ingrained, and even the folks that were resisting at
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the at the beginning, because let's face it, people have
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a tendency to resist change. So after six months, I
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think that yeah, after six months, they've started to see
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the results and understand why we're doing that.
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Now they're getting carried up the stream by the same
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canoe everybody else is in.
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Right, so by the time we get to the end
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of a year program, everybody is rowing in the same direction.
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You've already started seeing results, a lot of the goals
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have already been achieved. So that's usually our minimum for
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a business is a year engagement. That being said, though,
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we've got companies that have stayed with us for five years,
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ten years because they keep seeing increasing results from the program,
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and every time they hit a goal, they'll go, Okay, hey,
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that was great. Now let's see how much further we
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can go, and they'll raise the bar.
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Which is basically the idea.
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Anyway, sometimes you have to kind of have a reset,
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you evaluate your reset.
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You kind of get everybody on the same page.
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I've often seen situations where you get a company has
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multiple salespeople and there's no consistency in their operations. The
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sales guy is doing it his way, a person be
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is doing it her way, and nobody knows what the
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other person's doing. It's almost like nine little businesses within
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a business. But the name is very is very app
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human set are and achievement.
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This is based on people.
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Achieving individual success which can tribute to the collective success
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of the team slash company.
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Yes, it's very focused on the people. And you know,
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we often say what our job is is to integrate
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the people, their passion and their processes to ensure peak performance.
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Nice.
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So, if I'm by the way, this is doctor Stephen Green,
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I guess Eric Blopkin the Brainchild. His brainchild is human
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centered achievement.
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Love it.
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This is the makes a Great Experience Podcast. We're here
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to help you on your journey of success. Little things,
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little things out up to medium things out up the
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big things.
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Eric.
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If I'm an entrepreneur, I'm sitting there going this sounds
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great for a business. Can I apply to these same principles.
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I'm a solo person. I'm wearing nine different hats? Right,
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would this help is a leading question? Would this help
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those that population as well? And if so, because you
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give a few insider tips here of how that might happen.
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Yeah, actually the process was created specifically with solopreneurs in mind.
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There we go, Yes, beautiful.
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So yeah, it is perfect for a solopreneur because the
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solopreneur has to balance all those different hats. And it's
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not just being chief cook and bottle washer at the business.
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You know, Yes, they're the CEO, they're the CFO, they're
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doing all the work, but they've also got a personal
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life outside that. So they've got to be able to
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integrate their personal life and avoid burnout. Solopreneurs have an
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incredibly high rate of burnout, and it's because they take
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everything on themselves. Most especially when they start out, are
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very reluctant to outsourced tasks. They feel it's like, oh, no,
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you know, either I can't afford it, or I need
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to be able to control all of it. And to
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a certain extent, you do need to be able to
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control it, but that doesn't mean you have to do it.
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The example I always give solo preneurs is your bookkeeping.
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Most solopreneurs are not bookkeepers. So where they could pay
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a bookkeeper for about an hour or two a month,
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they're actually spending ten to fifteen hours a month doing
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it themselves because they're not an expert at it.
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I see that all the time. Excellent example. I also
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see a lot with social media, Yes.
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Where you know, there's a science to social media. And
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when I say when I say social media mean engagement,
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not just making a post with a picture or something.
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It's a science to it. There's a lot of metrics
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to it. There's a lot of feedback loop to it.
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If you're seriously pushing a bit sound on social media,
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you need somebody knows what they're doing or else who's
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going to waste time?
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Yeah, there's the old adage.
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So entrepreneurs either burnout, run out of money, or maybe
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make it right.
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Yeah, tell me about your book or books? What do
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they tell you the titles? Do they have titles?
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Are they just The first book came out in twenty
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twenty that was the Businetics Way, and bus Neetics was
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actually the original title of what we later termed Human
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Centered Achievement is It's all about those seven elements. We
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actually renamed the system human centered achievement after talking to
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folks that had gone through the program, and that was
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when we learned that they were using it for their health,
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for the you know, for their personal lives, and we
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realized that the process was bigger than just building a business.
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So the original title of the process was Businetics and
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the Businetix Way talks about those seven elements that I mentioned.
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And then last year I was a collaborator in a
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book called Cracking the Rich Code. This is actually a
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series of books. The one I was in was volume
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fourteen fourteen already. Oh they're they're they're way past fourteen already.
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But this was a book where we collaborated. Brian Tracy
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actually did the preface. Tony Robbins endorsed the book. In fact,
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you know, he's on the cover of it. And this
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this was an international best seller.
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So this was yeah, I'll do a little show and tell.
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Check it out.
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There you go, there's your edition.
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Look at it. I'm on I'm in seven.
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Oh wow, look at you.
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It's me.
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If you can't see this at home, if you're listening,
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it's Jim Bridd who's a long time, very successful direct
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sales guy line was Kevin Harrington and.
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Who was kind of hangs his hat as being on
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Shark Tank.
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But he's also the person who invented the infomercial yes,
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which has changed a lot of the ways people advertise.
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Yeah, it's a great series. This is great.
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I've really more given a lot of these books away
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as a lead magnet kind of thing. No, it's a
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great community too. We can talk about that another time.
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Yeah, it's a fantastic community. And then my third book
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is actually coming out on October fifteenth, really, so that's
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just a few weeks away from when we're recording.
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That'll be a little closer to the release of Okay,
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let's talk about that.
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Yeah, it makes a great experience podcast. Our guest is
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Eric Lopkins. Eric is in his third book, You know
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what does Trace? Well done?
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Brother, I tell us about your third book.
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Yeah, the new book is called Yes You Can. It
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is also focused on the human centered achievement process. A
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lot a lot of the information from my first book,
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The Businetics Way is you know, revisited in this but
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we expand it because we also talk about The new
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book is broken up into three sections. The first section
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actually talks about the science behind human centered achievement and
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everything in the process is actually based on four branches
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of science, and it's quantum physics, psychology, neurology, and epigenetics.
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And we've combined those four fields to really explore human potential.
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So the first section is all about the science and
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it's it's not technical. There's no math, you know, involved
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in it. It's meant for people to just get a
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decent background in what those what those fields are, how
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they work, and how they relate to human potential. The
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second you see this.
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I'm sorry to cut you. We're gonna say something else.
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I didn't mean to cut you off.
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I was just gonna go on about the other sections.
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But if you want to follow up.
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Well, no, I was going to ask you this. I
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was going to ask you this. You've built a great concept.
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I mean, over the least what twelve years or so,
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it's evolved, it's changed needs, but the core of it
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really is fundamentally the same, which is helping people by
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improving their sort of broad lot in life, and that
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sort of transcends into their business but also their personal life.
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Where do you see this going down the road? You're
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a young guy, I don't think you're ready to hang
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up your human centered achievement hat.
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Yet, or maybe you are. Do you see this further evolving?
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Does like like AI? Everybody's talking about AI. You can't
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go ten feet?
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That's wrong? Got is all this like robotic automation? Is
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you know? Do you see that impacting kind of human experience?
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Can it enhance it? Is it a detriment?
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I found that very interesting because in one of my
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big things, education, and there's a huge penetration of AI
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into education to the point where like students don't even
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write papers. They say, hey, AI, write a paper for
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me about Columbus crossing the ocean. And it's become a
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very big concern, not sort of plagiarism ish, but but
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let's not go that direction.
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I'm curious where you see.
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This going to be in let's say a year, two years,
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five years, as technology continues to pervade our lives. And
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I'm not saying technology is band I'm just saying it's
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sort of sometimes a detriment to interpersonal communication, especially in
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a business situation. Sometimes, Oh I don't want to call
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that person, I'll just text them. Well, that's why they're
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not getting back to you to go to the next
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step in the sale. They want a conversation. So where
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do you stand on all this? And maybe more importantly,
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where do you believe your idea? This you've been centered
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achievement might help this meal your rate it shift it
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bring us back to maybe more of an actually human
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centered process.
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AI and technology in general is neither good nor bad.
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It all depends on its use and its overuse. In fact,
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technology is one of the reasons that in our Core Principles,
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in the core Elements, we included innovation techniques because what
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we're seeing. You know, when you hear innovation, you generally
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think about technology. But innovation has actually been stunted by
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the invention of the search engine and now Google in
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particular because it's the largest but all of them. And
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you're starting to see the same thing with AI. And
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the reason for this is that prior to the invention
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of search engines, most innovation came from people knowing different
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things from different fields and putting two things that they thought,
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you know, didn't necessarily go together together to see what happened. Well,
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what we saw from testing over you know, basically going
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from nineteen ninety nine to about twenty fifteen or so,
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is that people are actually remembering less of these facts,
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they're learning less facts because they know all they have
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to do is go to their phone, type in, type
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in the question, and they'll get an answer. They don't
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have to know it. So that actually has been a
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drawback to innovation.
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Interesting.
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Yeah, I had a guest on maybe a year fifteen
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months ago who had this whole concept of, like the
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whole AI was in its infancy then it still kind
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of is, but it's also progressed a lot, and it's
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much more available now than it was a year ago.
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But he had this whole idea of he was actually
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an advocate for not clutter your mind with things you
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don't need because you have it right there. It's almost
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like you have a library everywhere you go, if you're
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at your phone or whatever.
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All right, let's do this. This was a great conversation.
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I how can people get hold of you? If somebody
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wants your book or wants to learn more about your offerings?
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What's the path.
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The easiest way to get a hold of me. You
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can email me at info at modern observer dot com.
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00:23:27.240 --> 00:23:30.599
You can also go to modern observer dot com. There's
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00:23:30.640 --> 00:23:34.240
actually a button right on the navigation bar to schedule
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00:23:35.519 --> 00:23:38.319
keep going keep going right so you can schedule a
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00:23:38.400 --> 00:23:40.599
call if you want any of the books. The books
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00:23:40.640 --> 00:23:45.599
are all available at bookstores everywhere, Amazon, Barnes, and Noble
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Books a million, even your mom and pop bookstore can
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order it from their distributors.
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A regular regular John Grisham here, Yeah, and you can.
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Also you can also get more information on the books
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as well as the podcasts that my company does, by
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going to our media division, xvaudio dot com, which is
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e x v a d io dot com.
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Beautiful.
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00:24:13.880 --> 00:24:15.759
So if you're driving or you're listening waiting for your
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00:24:15.799 --> 00:24:18.359
kid to get done martial arts class, this all is
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in the show notes. I gotta tell you I was
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00:24:21.240 --> 00:24:23.400
a guest on Eric's podcast. I didn't really say that
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00:24:23.480 --> 00:24:25.759
until now, but it was a great experience. This guy
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00:24:25.799 --> 00:24:28.680
knows what he's doing. This guy is a wealth of information.
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He's got a great process. Take advantage of this, Take
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00:24:33.160 --> 00:24:35.079
advantage of some of the things he's got there. Check
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00:24:35.079 --> 00:24:38.599
out his sites, Steve Green to Success Doctor, my guest
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Eric Lopkin Human Centered Achievement.
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I love it.
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00:24:42.279 --> 00:24:44.759
I love the title because it's so descriptive of what
413
00:24:44.759 --> 00:24:46.319
you're doing, which is.
414
00:24:46.240 --> 00:24:49.319
The whole idea, people centered on people. Let's get better,
415
00:24:49.400 --> 00:24:52.480
let's achieve. All right, let's do this. We're gonna go
416
00:24:52.480 --> 00:24:54.079
to a wrap up here. You want to play my
417
00:24:54.160 --> 00:24:56.839
little game I do with my guests. It's called the
418
00:24:56.880 --> 00:25:00.799
Fave five. All right, Okay, I'm gonna do. I'm gonna
419
00:25:00.839 --> 00:25:03.759
give you a topic. You tell me your favorite thing
420
00:25:03.799 --> 00:25:07.119
within this topic. It's very just don't overthink this. Number
421
00:25:07.160 --> 00:25:08.319
one color.
422
00:25:10.200 --> 00:25:14.240
Color blue, red, green.
423
00:25:14.720 --> 00:25:17.400
That's more than one. No, No, what is your I
424
00:25:17.440 --> 00:25:18.039
thought you asked.
425
00:25:18.200 --> 00:25:19.920
I thought you were asking for five.
426
00:25:21.640 --> 00:25:23.640
Favorite all right, let me let me back up, let
427
00:25:23.680 --> 00:25:25.920
me back up. All right, maybe I wasn't clear. There
428
00:25:25.960 --> 00:25:28.920
are five top questions. Got it a favorite one? And
429
00:25:29.000 --> 00:25:33.000
east the first one? Okay, that's blue blue blue, all right.
430
00:25:33.039 --> 00:25:34.640
He's got a blue shirt on and I got a
431
00:25:34.640 --> 00:25:36.759
blue microphone spongy thing here.
432
00:25:37.599 --> 00:25:40.640
Color blue. All right, that's a good one. Number two
433
00:25:41.680 --> 00:25:47.799
food cheese burgers, cheese burger, cheese burger in paradise.
434
00:25:48.200 --> 00:25:51.759
Yeah, keeping it simple yet kind of can get a
435
00:25:51.799 --> 00:25:56.559
little gourmet here. In the music, favorite band song.
436
00:25:57.400 --> 00:26:01.960
Uh, favorite artist is Billy Joel. My tastes in music
437
00:26:02.000 --> 00:26:08.319
are very eclectic, so I go across rock, pop, classical jazz.
438
00:26:09.440 --> 00:26:13.759
What I love about Billy Joel aside from you know
439
00:26:13.880 --> 00:26:17.519
the stories he tells in his songs and the songs itself.
440
00:26:17.920 --> 00:26:21.920
If you actually know anything about classical music, you can
441
00:26:22.039 --> 00:26:27.359
hear clips of classical music that have inspired him that
442
00:26:27.480 --> 00:26:29.200
he's turned into his songs.
443
00:26:29.880 --> 00:26:36.480
Interesting bottle, red, bottle of white, yep. Favorite place you've
444
00:26:36.480 --> 00:26:40.599
been or visited? You a big traveler.
445
00:26:41.240 --> 00:26:44.039
That's tough. I've I've done a lot of travel.
446
00:26:45.839 --> 00:26:48.160
You're not like a happy place, maybe I sometimes I
447
00:26:48.240 --> 00:26:53.279
say that, Yeah, I mean it's not like.
448
00:26:53.440 --> 00:26:59.240
Hard for no, It's it's definitely not hard getically like
449
00:26:59.319 --> 00:27:01.759
no offense Hartford but none.
450
00:27:03.519 --> 00:27:05.559
Maybe you got out there somewhere a little more exotic
451
00:27:05.599 --> 00:27:06.279
in your life.
452
00:27:07.759 --> 00:27:10.960
I think I think my favorite place was probably Kangku
453
00:27:11.039 --> 00:27:15.160
in Mexico. There you go, although I have been told
454
00:27:15.200 --> 00:27:18.440
that since I was last there it has changed dramatically.
455
00:27:18.880 --> 00:27:23.880
It's gotten a little. I don't want to it's crowded.
456
00:27:23.960 --> 00:27:26.519
It's it's kind of yeah, see when when I when
457
00:27:26.519 --> 00:27:29.319
I was there, it wasn't crowded. There weren't a lot
458
00:27:29.400 --> 00:27:30.319
of chains there.
459
00:27:30.440 --> 00:27:34.319
Yet It's yeah, how about you got like is you
460
00:27:34.400 --> 00:27:36.599
grown up, did you have like a hero, like a
461
00:27:36.640 --> 00:27:38.319
sports hero or a political hero?
462
00:27:38.480 --> 00:27:38.880
Music? Here?
463
00:27:38.880 --> 00:27:40.400
I mean you said Billy Joel. That might be the
464
00:27:40.400 --> 00:27:43.720
same answer. But like like if you could have dinner
465
00:27:43.759 --> 00:27:44.720
with somebody, who.
466
00:27:44.640 --> 00:27:45.079
Would it be?
467
00:27:46.519 --> 00:27:50.240
Uh? If I could have dinner with somebody? Uh, well,
468
00:27:50.319 --> 00:27:53.279
there's there's a lot of folks that fit that bell.
469
00:27:53.359 --> 00:27:57.440
I would have loved to have met Stephen Hawking.
470
00:27:57.920 --> 00:28:00.640
Dang, here's the to his question.
471
00:28:00.799 --> 00:28:03.799
This is the bonus question number six And I could
472
00:28:03.839 --> 00:28:07.400
see this going two directions, But who is your favorite
473
00:28:07.480 --> 00:28:08.519
podcast hosts?
474
00:28:12.960 --> 00:28:19.240
My favorite podcast host?
475
00:28:19.279 --> 00:28:21.480
You can you can have two answers to this one. Okay.
476
00:28:21.559 --> 00:28:23.599
That that makes it easier because I'm going back and
477
00:28:23.640 --> 00:28:24.559
forth between two.
478
00:28:24.759 --> 00:28:25.759
Okay, here you go, here you go.
479
00:28:25.799 --> 00:28:29.000
I don't want I don't want you to get stressed on.
480
00:28:29.000 --> 00:28:33.000
One of them is Joe Rogan. Okay, love, I love
481
00:28:33.039 --> 00:28:36.519
the way he go. He takes conversations wherever they go.
482
00:28:36.759 --> 00:28:40.279
You know, it's never focused on any particular agenda. He
483
00:28:40.440 --> 00:28:43.920
just wants to ask questions. And the other one, I guess,
484
00:28:43.920 --> 00:28:48.160
which is kind of appropriate right now, is the recently
485
00:28:48.200 --> 00:28:49.440
deceased Charlie Kirk.
486
00:28:50.119 --> 00:28:55.200
There you go, which to just timestamp this that happened
487
00:28:55.200 --> 00:29:01.359
about a week ten days ago. Sadly, okay, Rick, anything
488
00:29:01.799 --> 00:29:04.079
briefly because we're coming up on time. We did not
489
00:29:04.160 --> 00:29:05.920
get into you want to just mention, I'm going to
490
00:29:06.000 --> 00:29:07.720
give you to Flora, going to give you the last.
491
00:29:07.519 --> 00:29:10.480
Word for a last word.
492
00:29:10.599 --> 00:29:12.920
The one thing I would hope that all of your
493
00:29:12.920 --> 00:29:17.799
listeners take away from this and remember is the phrase,
494
00:29:18.319 --> 00:29:24.440
yes I can. Most people are not held back by circumstances.
495
00:29:24.759 --> 00:29:28.319
It's not finances that hold them back. It's their own
496
00:29:28.799 --> 00:29:33.920
mindset that says, oh, I'm not good enough. You know,
497
00:29:34.759 --> 00:29:39.440
I shouldn't try that. There's a possibility I could fail.
498
00:29:39.920 --> 00:29:43.119
Guess what, There's always a possibility of failure. The most
499
00:29:43.119 --> 00:29:47.720
successful people and businesses in the world have failed a
500
00:29:47.759 --> 00:29:49.720
lot more than they succeed.
501
00:29:50.039 --> 00:29:50.720
Oh yeah, So.
502
00:29:51.200 --> 00:29:55.119
Don't hold yourself back. And always, you know, I tell
503
00:29:55.119 --> 00:29:58.119
people they should be telling themselves at least once a day,
504
00:29:58.799 --> 00:30:00.279
yes I can.
505
00:30:00.680 --> 00:30:02.519
I love it, I love and I've been on live
506
00:30:02.559 --> 00:30:05.079
meetings therek and he's sometimes sort of the keynote speaker
507
00:30:05.119 --> 00:30:07.960
with in our little networking chain, and that's always his
508
00:30:08.039 --> 00:30:11.000
closing message. I actually here's an idea for your podcast
509
00:30:11.119 --> 00:30:15.839
I should read. I should red resustate this. During COVID,
510
00:30:15.839 --> 00:30:17.839
I was podcasting like every day because it was like
511
00:30:17.880 --> 00:30:18.839
what else were you going to do?
512
00:30:18.920 --> 00:30:19.079
Right?
513
00:30:19.599 --> 00:30:22.240
We came with this up with this idea of doing
514
00:30:22.319 --> 00:30:26.200
a series of ten podcasts like the ten Biggest Failures,
515
00:30:25.880 --> 00:30:29.160
ten people who were successful that it had major failures
516
00:30:29.160 --> 00:30:31.599
and people didn't know about because all they knew was
517
00:30:31.640 --> 00:30:34.319
their success. Right. There's the famous story like Michael Jordan
518
00:30:34.359 --> 00:30:37.440
getting cut from his seventh grade basketball team or.
519
00:30:37.440 --> 00:30:41.119
Something that's actually a myth that never happened.
520
00:30:41.960 --> 00:30:42.839
That's the narrative.
521
00:30:43.200 --> 00:30:46.160
Yeah, the narrative is that he was cut from the team.
522
00:30:46.519 --> 00:30:49.480
It wasn't that he was cut from the team. He
523
00:30:49.640 --> 00:30:55.240
was not considered because of his age. The coach had
524
00:30:55.279 --> 00:30:59.680
actually said, yeah, you're great at this, but you've got
525
00:30:59.720 --> 00:31:01.880
a cupple more years that we can put you on
526
00:31:01.920 --> 00:31:04.319
the team. And there's other people who are graduating that
527
00:31:04.440 --> 00:31:05.519
need the opportunity.
528
00:31:05.920 --> 00:31:09.039
Interesting, all right, So maybe that wasn't a great example.
529
00:31:09.640 --> 00:31:11.200
No, but that's a great concept.
530
00:31:11.359 --> 00:31:13.720
The myth has been it's like like Colonel Sanders, the
531
00:31:13.720 --> 00:31:16.359
cocky fried chicken guy, went to like seventy eight places
532
00:31:16.599 --> 00:31:18.799
where somebody probably said, yeah, i'll taste your chicken.
533
00:31:19.160 --> 00:31:20.640
But anyway, it was I did.
534
00:31:20.680 --> 00:31:23.920
I did a lot of research. I did like ten
535
00:31:24.000 --> 00:31:25.680
of them. I was kind of really enjoyed. It's getting
536
00:31:25.680 --> 00:31:28.079
a lot of good feedback. And then I actually had
537
00:31:28.079 --> 00:31:31.160
to get something that was monetizable a little bit more,
538
00:31:31.200 --> 00:31:32.519
and I started doing some more stuff.
539
00:31:32.559 --> 00:31:37.920
But it's a fascinating study. I always liked the Profiles
540
00:31:37.960 --> 00:31:41.119
of Courage book, John F. Kennedy's famous book.
541
00:31:41.559 --> 00:31:45.200
Anyway, Eric Lopkin, I really appreciate you coming on folks
542
00:31:45.240 --> 00:31:48.279
out there and make the Great Experience podcast land. I
543
00:31:48.279 --> 00:31:50.680
hope you got a lot of value today. If you did,
544
00:31:51.319 --> 00:31:54.000
please share this. I can tell you because I know, Eric,
545
00:31:54.680 --> 00:31:56.559
this guy knows what he's doing. This guy walks the
546
00:31:56.599 --> 00:31:58.920
walk and he's got a great service.
547
00:31:59.119 --> 00:31:59.680
He's helped.
548
00:32:00.119 --> 00:32:02.799
I don't know how many people, hundreds of thousands, millions,
549
00:32:02.799 --> 00:32:07.759
who knows. But more importantly, they're continuing to improve. They're
550
00:32:07.759 --> 00:32:11.160
not sitting still right. They are continually improving. They're getting better,
551
00:32:11.160 --> 00:32:14.440
they're getting happier, to getting more productive. Their companies are
552
00:32:14.519 --> 00:32:19.359
thriving because of this, because of his brainchild human centered achievement.
553
00:32:19.519 --> 00:32:20.440
Eric, thanks again.
554
00:32:21.279 --> 00:32:23.279
Next time I'm gonna give you a little spoiler alert
555
00:32:23.559 --> 00:32:24.960
next two episodes, I have guests.
556
00:32:25.480 --> 00:32:27.440
I'm gonna get back into some solo stuff.
557
00:32:28.000 --> 00:32:30.440
If you're out there and you have suggestions, who would
558
00:32:30.440 --> 00:32:32.279
you like me to have on the podcast? What would
559
00:32:32.279 --> 00:32:35.880
you like me to pontificate about. I am taking suggestions.
560
00:32:36.119 --> 00:32:37.640
You can go to this page put them in the
561
00:32:37.720 --> 00:32:39.799
comments where you can email me.
562
00:32:40.359 --> 00:32:40.519
All.
563
00:32:40.599 --> 00:32:44.559
This is in the show notes reach out. I'm like
564
00:32:44.759 --> 00:32:47.440
eighty seven to one love email versus hate email.
565
00:32:48.240 --> 00:32:51.039
So that's probably pretty good day.
566
00:32:51.039 --> 00:32:53.559
All right, Eric, thanks again. I hope you have a
567
00:32:53.559 --> 00:32:55.960
good rest of your day and all. Let's keep in
568
00:32:56.039 --> 00:32:59.000
touch and I will see you absolutely.
569
00:32:59.039 --> 00:32:59.839
Thanks for having me.
