WEBVTT 1 00:00:00.000 --> 00:00:05.480 So we're going to be focusing today on, for what purpose does our organization exist? 2 00:00:05.480 --> 00:00:10.120 And this goes far beyond a mission statement or even a value statement or core values. 3 00:00:10.120 --> 00:00:14.260 It actually has implications that affect every team member. 4 00:00:14.260 --> 00:00:15.560 So we're going to go into that. 5 00:00:15.560 --> 00:00:19.940 We'll also help each team member identify their core contribution to the team. 6 00:00:19.940 --> 00:00:22.480 What is it that only they can do? 7 00:00:22.480 --> 00:00:27.300 And it helps bring clarity to your role and also simplify your contribution. 8 00:00:27.300 --> 00:00:30.940 And I want to give a pro tip for today, as someone who's been through this multiple times, 9 00:00:30.940 --> 00:00:34.620 I know we have a couple other teams who have also been through this training before. 10 00:00:34.620 --> 00:00:39.220 So feel free to share in the chat if you have any thoughts on going through this before. 11 00:00:39.220 --> 00:00:42.300 But this is a really, really big day. 12 00:00:42.300 --> 00:00:47.740 And this isn't a one and done kind of a teaching or concept, you don't just learn it once and 13 00:00:47.740 --> 00:00:48.740 get it. 14 00:00:48.740 --> 00:00:51.040 So today will be the beginning, the tip of the iceberg. 15 00:00:51.040 --> 00:00:53.940 And as you meet with your teams today, it'll take some iterations. 16 00:00:53.940 --> 00:00:58.180 I think it took us about 18 months to really get down to the what we're going to come away 17 00:00:58.180 --> 00:00:59.180 with today. 18 00:00:59.180 --> 00:01:01.220 So just keep that in mind. 19 00:01:01.220 --> 00:01:02.220 It's about revisions. 20 00:01:02.220 --> 00:01:06.340 It's a process, get something that's good enough for today when we do our breakout room 21 00:01:06.340 --> 00:01:07.340 later. 22 00:01:07.340 --> 00:01:12.140 But don't hold it too dearly, because it will be refined again and again. 23 00:01:12.140 --> 00:01:17.140 Okay, everyone ready to welcome Dion pop a warm welcome in the chat to Dion. 24 00:01:17.140 --> 00:01:19.140 And we'll go ahead and get started in our training. 25 00:01:19.140 --> 00:01:20.140 Thanks, dear. 26 00:01:20.140 --> 00:01:21.140 I really appreciate it. 27 00:01:21.340 --> 00:01:25.580 I love the session that we're about to do. 28 00:01:25.580 --> 00:01:31.780 I think it might be one of the biggest power boosters to an organization when you can bring 29 00:01:31.780 --> 00:01:35.100 this degree of clarity to your organization. 30 00:01:35.100 --> 00:01:39.900 I want to say that over the 30 something years I've been doing this. 31 00:01:39.900 --> 00:01:43.580 I've done this with so many companies and almost without fault, the first time they 32 00:01:43.580 --> 00:01:50.340 do it, they write a lot of rubbish down about what they think is their core thing they do. 33 00:01:50.540 --> 00:01:54.300 And then slowly they start to get through all the complexity and we'll talk about the 34 00:01:54.300 --> 00:01:56.900 shortcut to get past that. 35 00:01:56.900 --> 00:02:02.020 I heard Stephen I heard your description earlier sounded pretty tight, simple that I really 36 00:02:02.020 --> 00:02:03.900 liked it. 37 00:02:03.900 --> 00:02:05.900 And no doubt that didn't just happen overnight. 38 00:02:05.900 --> 00:02:07.660 I'm sure you put a lot of effort into that. 39 00:02:07.660 --> 00:02:12.460 But we want to, we want to encourage you that what we're about to do, we're going to answer 40 00:02:12.460 --> 00:02:16.420 three simple questions at the end of the session. 41 00:02:16.420 --> 00:02:19.620 So today, we're going to cut the session really tight. 42 00:02:19.900 --> 00:02:24.940 I'm going to end, you know, much shorter this time, and give you a lot more time together 43 00:02:24.940 --> 00:02:25.940 as a team. 44 00:02:25.940 --> 00:02:30.220 So we're going to break up into our teams, the solo group will go together. 45 00:02:30.220 --> 00:02:35.780 And then what we're going to do when we get to come back, we want to hear from the different 46 00:02:35.780 --> 00:02:40.700 teams, because what we want to do is give you ideas about what other teams are doing 47 00:02:40.700 --> 00:02:45.780 sometimes doing this, and hearing what other people are doing very helpful indeed. 48 00:02:45.780 --> 00:02:52.020 So here's what I want to say just a couple of things to quickly nail down this idea is 49 00:02:52.020 --> 00:02:55.820 what's the purpose that your company exists for? 50 00:02:55.820 --> 00:02:57.180 Why do you even exist? 51 00:02:57.180 --> 00:02:59.620 And why does it matter? 52 00:02:59.620 --> 00:03:05.420 So you know, when we get this one thing clear, and we you know, what it does is it and we 53 00:03:05.420 --> 00:03:11.620 get this right, we get it clear, and we get it focused, it unleashes innovation, commitment 54 00:03:11.620 --> 00:03:15.180 and energy into the culture of the company. 55 00:03:15.180 --> 00:03:21.060 And you know, you bring meaning into people's lives when they understand exactly how they're 56 00:03:21.060 --> 00:03:24.300 contributing to the mission of the organization. 57 00:03:24.300 --> 00:03:28.940 Now we all, you know, had a mission statement, I'm sure we've had corporate jobs. 58 00:03:28.940 --> 00:03:34.020 And we've all heard the blah, blah, blah mission statement, you know, the one, the type that 59 00:03:34.020 --> 00:03:40.700 says we want to provide superior services and products to our customers while maximizing 60 00:03:40.700 --> 00:03:45.460 profits and blah, blah, blah, boring means nothing, right? 61 00:03:45.460 --> 00:03:48.740 You can go to mission, mission generator.com. 62 00:03:48.740 --> 00:03:51.380 And they'll spew that stuff out until the cows come up. 63 00:03:51.380 --> 00:03:54.260 The point about that stuff is it's worthless. 64 00:03:54.260 --> 00:03:59.900 It doesn't focus anyone doesn't inspire anyone doesn't been clarity of any kind. 65 00:03:59.900 --> 00:04:05.020 And basically, it translates to we sell stuff to people to make money to pay employees and 66 00:04:05.020 --> 00:04:06.660 give profits to our owners. 67 00:04:06.660 --> 00:04:09.100 So that's kind of what it nets out to, right? 68 00:04:09.100 --> 00:04:13.700 So what if we can, what if we can do so much more, right? 69 00:04:13.700 --> 00:04:20.940 What if this actually could be a powerful way to enroll your team in a cause they care 70 00:04:20.940 --> 00:04:21.940 about? 71 00:04:21.940 --> 00:04:22.940 Right? 72 00:04:22.940 --> 00:04:26.100 What if we could do the opposite of that? 73 00:04:26.100 --> 00:04:32.460 What if we're able to create such a powerful statement, that that it's easy to enroll new 74 00:04:32.460 --> 00:04:38.900 people into what we're doing easy to enroll your customers, enroll new staff, and basically 75 00:04:39.700 --> 00:04:43.460 provide a clear course of action and make possibilities clear. 76 00:04:43.460 --> 00:04:49.500 In fact, if we get this one thing, right, and keep tweaking it and tweaking it every 77 00:04:49.500 --> 00:04:53.340 few months, we like to tweak ours every six months or so. 78 00:04:53.340 --> 00:04:58.100 And the reason is, we just get clearer and clearer and clearer every time sometimes just 79 00:04:58.100 --> 00:04:59.100 a word changes. 80 00:04:59.100 --> 00:05:00.100 So 81 00:05:00.000 --> 00:05:03.560 You know, I want to talk through this. So what's the problem? Why 82 00:05:00.100 --> 00:05:00.100 83 00:05:03.560 --> 00:05:07.040 does everybody just not do this, then? Why is this not just easy 84 00:05:07.040 --> 00:05:11.440 to do? So first, I want to say the reason why it's not easy to 85 00:05:11.440 --> 00:05:16.720 do is because it takes concentrated effort and energy 86 00:05:16.760 --> 00:05:20.960 to create clarity. So you know, generally electric was built 87 00:05:20.960 --> 00:05:24.880 around the three S's, right, that self confidence, drive 88 00:05:24.880 --> 00:05:29.080 simplicity, which drives speed. And so Jack Welsh coined that 89 00:05:29.080 --> 00:05:32.440 phrase. And now think of a company that dominated was 90 00:05:32.440 --> 00:05:36.280 number one and number two in 18 different industries, and was 91 00:05:36.280 --> 00:05:39.200 driven off that those three simple ideas because it takes a 92 00:05:39.200 --> 00:05:43.800 tremendous amount of self confidence to be simple. And 93 00:05:43.840 --> 00:05:48.200 simplicity drives speed. Whereas Andy Stanley once said the mist 94 00:05:48.200 --> 00:05:53.720 in your mind becomes the fog in your organization. Because what 95 00:05:53.720 --> 00:05:57.680 happens when we're unclear, and I'm saying as leaders, and 96 00:05:57.680 --> 00:06:00.440 we've already established last week, we're a team of leaders. 97 00:06:00.440 --> 00:06:03.000 So this includes everyone, everybody leads their 98 00:06:03.000 --> 00:06:06.560 contribution, everybody leads customers leads vendors, maybe 99 00:06:06.560 --> 00:06:10.440 you lead the team. But the mist in your mind will become the 100 00:06:10.440 --> 00:06:16.000 fog in your organization. So clarity, though, around it 101 00:06:16.040 --> 00:06:18.840 unreasonable creates an unreasonable commitment to 102 00:06:18.840 --> 00:06:22.560 something that should be right, this idea of that bold 103 00:06:22.560 --> 00:06:26.800 leadership can really open up and create something in your 104 00:06:26.800 --> 00:06:31.520 industry that maybe hasn't existed before. Because as we 105 00:06:31.520 --> 00:06:34.680 know, that complexity is the enemy of clarity as an 106 00:06:34.680 --> 00:06:39.360 organization grows. So we get complexity and with complexity, 107 00:06:39.480 --> 00:06:43.920 this fog starts to develop. So you know, we think, well, as we 108 00:06:43.920 --> 00:06:46.440 get bigger, we'll get clearer, actually, the bigger you get, 109 00:06:46.680 --> 00:06:51.080 the more foggy it all gets. So this is a constant tweak for the 110 00:06:51.080 --> 00:06:55.640 company, a very, it's a power tool in the hands of a leader to 111 00:06:55.640 --> 00:07:00.280 be able to create intense focus and call for that kind of bold 112 00:07:00.320 --> 00:07:06.280 commitment. So our goal here today is to simplify complex 113 00:07:06.280 --> 00:07:10.880 concepts, so that they're accessible to everyone. If your 114 00:07:10.880 --> 00:07:13.960 eighth grade at home understands what you do, that's a that's a 115 00:07:13.960 --> 00:07:18.920 good sign you're on it. Because, you know, clarity might be one 116 00:07:18.920 --> 00:07:22.360 of the greatest gifts as leaders that we can give our team. 117 00:07:23.120 --> 00:07:25.840 Because when people are really clear about what they're doing, 118 00:07:25.960 --> 00:07:28.680 why they're doing it, and how they fit in, they can engage 119 00:07:28.680 --> 00:07:33.160 fully. So what we want to do is we want to get rid of this, this 120 00:07:33.160 --> 00:07:37.560 fog, we want to create clarity, blow away the fog. And what we 121 00:07:37.560 --> 00:07:41.400 want to do is drive simplicity, because simplicity will drive 122 00:07:41.400 --> 00:07:45.320 speed. And, you know, you know, that the simpler it gets, the 123 00:07:45.320 --> 00:07:49.400 faster you go. Well, we coined a phrase internally, and what we 124 00:07:49.800 --> 00:07:53.560 say is, if you're still dealing with complexity, you're still 125 00:07:53.560 --> 00:07:57.880 the student. If you're dealing with simplicity, you becoming 126 00:07:57.880 --> 00:08:01.480 the master, you becoming the master of your craft. You see, 127 00:08:01.480 --> 00:08:05.640 complexity is not a sign that you're sophisticated. It's just 128 00:08:05.640 --> 00:08:08.840 a sign that you're still a student of your craft. Because, 129 00:08:09.080 --> 00:08:12.840 you know, it reminds me of a story of I was part of a 130 00:08:12.840 --> 00:08:16.600 transaction, I used to be work with a group, insurance group, 131 00:08:17.080 --> 00:08:19.960 and they're the largest privately held life insurance 132 00:08:19.960 --> 00:08:23.000 group in the country. And they were they bought up in 13 133 00:08:23.000 --> 00:08:25.000 insurance companies. And sometimes because I was the 134 00:08:25.000 --> 00:08:27.880 technology guy, I got to hang out in some of those meetings. 135 00:08:27.880 --> 00:08:31.080 And one particular time, they were buying another insurance 136 00:08:31.080 --> 00:08:33.480 company, it's much smaller company, and they were there. 137 00:08:33.480 --> 00:08:35.960 And they were doing the whole dog and pony thing, they were 138 00:08:35.960 --> 00:08:39.240 pitching the, you know, the guy was selling his company, he'd 139 00:08:39.240 --> 00:08:41.960 spend his life building it. And he was just an old guy was 140 00:08:41.960 --> 00:08:45.960 sitting listening to their pitch didn't say very much. And, you 141 00:08:45.960 --> 00:08:49.160 know, they did went through all the financials and all the data 142 00:08:49.160 --> 00:08:51.560 that you'd expect in a presentation like that it was a 143 00:08:51.560 --> 00:08:55.560 lot of complexity. So the old guy, the end leans forward, and 144 00:08:55.560 --> 00:09:00.840 he says, I have only one question is what I'm selling and 145 00:09:00.840 --> 00:09:05.560 what you're buying. Is that the same thing? And I thought, what 146 00:09:05.560 --> 00:09:09.240 a brilliant reduction. You see, here isn't he has a master of 147 00:09:09.240 --> 00:09:15.400 the craft knows what he's doing. And so for you as a leader, set 148 00:09:15.480 --> 00:09:22.280 your re calibrate your thinking, that simplicity means you're 149 00:09:22.280 --> 00:09:26.600 starting to become the master of your craft. And that is what we 150 00:09:26.600 --> 00:09:29.000 want to encourage, we want to create a culture in our 151 00:09:29.000 --> 00:09:35.800 organization, where we encourage simple and clear thinking. Now, 152 00:09:35.800 --> 00:09:40.600 the temptation is to make our jobs seem more complex than they 153 00:09:40.600 --> 00:09:44.360 are to kind of like load them up, because we feel maybe it 154 00:09:44.360 --> 00:09:48.360 makes us more valuable to the organization. Strangely, the 155 00:09:48.360 --> 00:09:52.200 opposite is true. We all know the Pareto principle, you know, 156 00:09:52.200 --> 00:09:57.800 some people call it the 8020 rule, the 20, the 2080 rule. And 157 00:09:57.800 --> 00:09:59.240 basically, the idea is this, 158 00:10:00.000 --> 00:10:03.480 80% of the value that you bring this company 159 00:10:03.480 --> 00:10:06.760 is in 20% of your time, right? 160 00:10:06.760 --> 00:10:09.960 So if you think Monday through Friday, that's 20% each. 161 00:10:09.960 --> 00:10:12.920 Technically, if you could figure out which 20%, 162 00:10:12.920 --> 00:10:16.120 you could work Monday, not pitch up for the rest of the week 163 00:10:16.120 --> 00:10:18.000 and 80% of the value that you bring 164 00:10:18.000 --> 00:10:19.320 would the company would experience. 165 00:10:19.320 --> 00:10:22.600 Now, of course, practically, that's not feasible, 166 00:10:22.600 --> 00:10:27.080 but it shows up and illustrates an amazing point 167 00:10:27.120 --> 00:10:32.120 that a lot of what we do is not call to our contribution. 168 00:10:33.120 --> 00:10:36.960 And so when you're thinking about your contribution, 169 00:10:36.960 --> 00:10:39.560 that one thing that you do, 170 00:10:39.560 --> 00:10:42.040 that's absolutely vital to this company, 171 00:10:42.040 --> 00:10:43.360 that one contribution, 172 00:10:43.360 --> 00:10:46.280 that if you did that one thing and nothing else, 173 00:10:46.280 --> 00:10:48.440 the company would move forward. 174 00:10:48.440 --> 00:10:50.440 That's the one thing we're talking about. 175 00:10:50.440 --> 00:10:54.580 And in most people's cases, that's 20% of your time. 176 00:10:55.580 --> 00:10:57.940 So when you're thinking about that, 177 00:10:57.940 --> 00:11:00.860 what that should do is give you permission 178 00:11:00.860 --> 00:11:05.860 to free up the other 80% of busy work, less important work. 179 00:11:06.900 --> 00:11:09.980 And as we go through this course, 180 00:11:09.980 --> 00:11:12.740 we're gonna talk about how to delegate 181 00:11:12.740 --> 00:11:14.420 and delete and so forth. 182 00:11:14.420 --> 00:11:17.300 We'll get to all that later, but for today, 183 00:11:17.300 --> 00:11:19.380 I just want you to concentrate 184 00:11:19.380 --> 00:11:21.580 on what's the one contribution 185 00:11:21.620 --> 00:11:24.860 that you make to this organization. 186 00:11:24.860 --> 00:11:27.620 And then as an organization, 187 00:11:27.620 --> 00:11:31.620 answering the one key question, what are we doing? 188 00:11:31.620 --> 00:11:34.540 What on earth are we doing? 189 00:11:34.540 --> 00:11:39.380 So, you know, it makes me think of a wonderful story. 190 00:11:39.380 --> 00:11:41.740 There's a recognition award 191 00:11:41.740 --> 00:11:45.060 called the Malcolm Bulridge National Quality Award. 192 00:11:45.060 --> 00:11:49.580 It's given to usually people in the industry, 193 00:11:50.580 --> 00:11:52.820 you know, hotel group industry. 194 00:11:52.820 --> 00:11:56.060 And the Ritz-Carlton has won this award twice. 195 00:11:56.060 --> 00:12:00.300 And, you know, it has some amazing best practices. 196 00:12:00.300 --> 00:12:03.940 And so they've come up with an incredibly powerful 197 00:12:04.860 --> 00:12:07.500 customer focus culture 198 00:12:07.500 --> 00:12:09.760 and they produce unbelievable results. 199 00:12:09.760 --> 00:12:11.760 Now you would think that that means 200 00:12:11.760 --> 00:12:14.260 it's very complex and sophisticated. 201 00:12:14.260 --> 00:12:16.260 Well, here's the good news, it isn't. 202 00:12:16.260 --> 00:12:20.140 It's built around a super simple framework. 203 00:12:20.140 --> 00:12:21.780 They call the gold standards 204 00:12:21.780 --> 00:12:25.300 and the gold standard at the Ritz-Carlton 205 00:12:25.300 --> 00:12:26.620 is built around their motto. 206 00:12:26.620 --> 00:12:27.940 And their motto is, 207 00:12:27.940 --> 00:12:32.940 we are ladies and gentlemen serving ladies and gentlemen. 208 00:12:34.780 --> 00:12:35.900 Simple. 209 00:12:35.900 --> 00:12:37.700 We are ladies and gentlemen serving. 210 00:12:37.700 --> 00:12:41.500 We're not the maids, we're not the bellhop. 211 00:12:41.500 --> 00:12:45.460 We are ladies and gentlemen serving ladies and gentlemen. 212 00:12:45.460 --> 00:12:49.260 We're not the cook, we're not the front desk clerk. 213 00:12:49.260 --> 00:12:52.740 We are ladies and gentlemen serving ladies and gentlemen. 214 00:12:52.740 --> 00:12:55.380 Now think of all the permission 215 00:12:55.380 --> 00:12:58.960 that that simple sentence enables. 216 00:12:58.960 --> 00:13:03.580 How people view themselves, how people view the customer. 217 00:13:03.580 --> 00:13:05.580 They see themselves as, 218 00:13:05.580 --> 00:13:08.360 there's a sophistication to their interaction. 219 00:13:09.660 --> 00:13:12.060 They've even got it to the point because of that 220 00:13:12.060 --> 00:13:13.580 and their trust-based culture 221 00:13:14.580 --> 00:13:17.740 that the people who are parking the cars and so on 222 00:13:17.740 --> 00:13:21.140 can spend up to $2,000 at their own discretion. 223 00:13:21.140 --> 00:13:24.420 So this is now the bellhop 224 00:13:24.420 --> 00:13:28.540 and the people who are obviously parking the cars and so on 225 00:13:28.540 --> 00:13:32.060 can spend up to $2,000 if they notice that the car, 226 00:13:32.060 --> 00:13:33.800 they thought the thing might've got a little bump 227 00:13:33.800 --> 00:13:34.940 or a little scratch or whatever, 228 00:13:34.940 --> 00:13:37.700 they can literally at their own discretion 229 00:13:37.700 --> 00:13:38.860 spend that kind of money. 230 00:13:38.860 --> 00:13:41.560 Or if the cleaning staff, somebody comes up to them 231 00:13:41.560 --> 00:13:43.920 and says, hey, there's something on my TV 232 00:13:43.920 --> 00:13:47.360 and the only way to make it work is buy a new TV. 233 00:13:47.360 --> 00:13:50.320 The amount of power that's been pushed down 234 00:13:50.320 --> 00:13:53.800 because this company genuinely believes 235 00:13:53.800 --> 00:13:56.080 that their team are ladies and gentlemen, 236 00:13:56.080 --> 00:13:59.720 not just basically just all employees with a fancy title, 237 00:13:59.720 --> 00:14:01.920 they genuinely believe the statement 238 00:14:01.920 --> 00:14:03.680 that they are ladies and gentlemen 239 00:14:03.680 --> 00:14:05.880 serving ladies and gentlemen. 240 00:14:05.880 --> 00:14:09.480 So the brilliance of this simple statement 241 00:14:09.480 --> 00:14:13.400 has three key elements in it. 242 00:14:13.400 --> 00:14:16.360 It clearly states their goal to serve ladies and gentlemen. 243 00:14:17.800 --> 00:14:20.640 It's full of possibility 244 00:14:20.640 --> 00:14:23.400 because it makes it clear that the staff at the Ritz Carlton 245 00:14:23.400 --> 00:14:26.720 are not merely employees or staff serving customers, 246 00:14:26.720 --> 00:14:30.120 but in fact themselves are ladies and gentlemen. 247 00:14:30.120 --> 00:14:34.200 And embedded in this super simple statement 248 00:14:34.200 --> 00:14:37.680 is an invitation for every member of staff themselves 249 00:14:37.680 --> 00:14:40.400 to be a lady or a gentleman. 250 00:14:40.400 --> 00:14:44.960 So that sophistication, the grace that they want 251 00:14:44.960 --> 00:14:47.920 each member is now invited into it. 252 00:14:47.920 --> 00:14:51.240 So there's an upgraded view of themselves, 253 00:14:51.240 --> 00:14:53.440 an upgraded view of the company, 254 00:14:53.440 --> 00:14:55.760 an upgraded view of their customer. 255 00:14:55.760 --> 00:14:59.360 And so it just lifts the entire organization up. 256 00:15:00.000 --> 00:15:05.200 team of the organization, the administration, the reception, the management, the bellhops, 257 00:15:05.200 --> 00:15:12.400 cleaning staff, catering, everybody is upgraded. So with this simple statement, I want to help us 258 00:15:12.400 --> 00:15:21.120 get down to one, you know, simple approach. And what I'd like to do is I'd like to suggest, 259 00:15:21.120 --> 00:15:26.480 and by the way, there's an amazing talk by Andy Stanley, called Simply Lead. And, 260 00:15:26.480 --> 00:15:32.160 and I've made it available to the leaders yesterday, but this really will take more 261 00:15:32.160 --> 00:15:38.800 time and drive this home. What I'd like you to think about for a minute is to think through 262 00:15:38.800 --> 00:15:44.400 the idea of, by answering three questions, which we'll break up here in a minute and do 263 00:15:44.400 --> 00:15:50.400 as teams. And the first question is, what are we doing? The second question is, why are we doing 264 00:15:50.400 --> 00:15:56.720 it? And the third question is, how do I fit in? So what's the reason we exist? What's the passion 265 00:15:56.720 --> 00:16:04.240 behind why we do it? And what's my role? Because what these three things do for us, this powerful 266 00:16:04.240 --> 00:16:09.920 statement, if we're really clear about what we're doing, this informs not just our culture, 267 00:16:09.920 --> 00:16:15.280 but it tells us we're making progress, shows us we're winning. It informs us who we serve, 268 00:16:15.280 --> 00:16:21.440 and how we serve them. And it directs our business, right down to how can we lead our path 269 00:16:21.440 --> 00:16:28.560 going forward. And I know that, I know, Jenny, Uriel, so I want to give you a heads up in a second, but 270 00:16:28.560 --> 00:16:34.560 I want to use as an illustration, some of the, you know, trying to give, you know, real practical 271 00:16:34.560 --> 00:16:41.120 examples of this. So because Andy happens to be a person who leads a church, and look, at the end 272 00:16:41.120 --> 00:16:47.680 of the day, organization is organization, and it needs leadership. So at Northpoint, their thinking 273 00:16:47.680 --> 00:16:55.840 is, we, I mean, you ask them, what are they doing? We create churches that unchurched people like to 274 00:16:55.840 --> 00:17:01.360 attend, or love to attend. So are unchurched people attending? Are we being successful? 275 00:17:02.160 --> 00:17:07.359 Right? When the unchurched people come, do they love it? And so we don't church, build churches 276 00:17:07.359 --> 00:17:12.400 we want to attend. We don't build a church for us. We're building churches that unchurched people 277 00:17:12.960 --> 00:17:19.440 like to attend. So Jenny, do you want to just share with us what it is for Brilliant Perspectives? 278 00:17:20.720 --> 00:17:27.760 Yeah. So here at Brilliant, we coach people to walk in their new nature through relational learning, 279 00:17:27.760 --> 00:17:35.840 through an online mentoring and coaching platform. And to reiterate, we did not come to that in one 280 00:17:35.840 --> 00:17:44.080 sitting. It took about 18 months and 18 months and still, right, still refining words. Yeah. 281 00:17:44.800 --> 00:17:50.960 Yeah. So the key elements are, we coach people, right? We're not training them. We're not preaching 282 00:17:50.960 --> 00:17:57.600 at them. We coach people. It's about coaching. What do we coach them in? The fact that they have a new 283 00:17:57.600 --> 00:18:02.080 nature in Christ. So obviously, it's a Christian organization. So there's a Christian focus. 284 00:18:02.880 --> 00:18:09.360 And we, how do we do that? We do that by teaching them relational learning, not just head learning, 285 00:18:09.360 --> 00:18:18.000 but heart learning. And we provide that for them on a online platform. So we can tell right away, 286 00:18:18.000 --> 00:18:21.760 are we winning? Are we doing what we're saying we're going to do? We know the components, 287 00:18:21.760 --> 00:18:27.360 we see how it is. So what the key is, when we're figuring out what are we doing, 288 00:18:28.080 --> 00:18:35.200 we have to get it down away from generalities, and get it to be as simple as possible. But also, 289 00:18:36.720 --> 00:18:41.280 the kind of thing that will inform are we winning? Are we doing what we say we're going to do? 290 00:18:41.920 --> 00:18:49.280 So part of what are we doing that getting that reason so clear. So one of the exercises we do 291 00:18:49.280 --> 00:18:53.760 when we first introduce this to a team, as I usually, and we'll do that in a minute, yeah, 292 00:18:53.760 --> 00:18:58.800 with your teams, we'll go around and say, you know, tell me what you're doing. If somebody 293 00:18:58.800 --> 00:19:05.920 just starts to talk, they have no idea. If it takes more than a sentence, they don't have any 294 00:19:05.920 --> 00:19:11.680 idea. So you'll notice you ask people, so tell me what you do, maybe you're a solopreneur. And 295 00:19:11.680 --> 00:19:15.600 you're saying, if I asked you, what are you doing? If you start talking for two or three minutes, 296 00:19:15.600 --> 00:19:20.640 I can tell you haven't put the work in, right, we got some work to do, we have to upgrade it 297 00:19:20.640 --> 00:19:25.120 to a level of simplicity. So it's so clear in your mind, if I woke you up at two in the morning 298 00:19:25.120 --> 00:19:29.440 and say, what are you doing? You know, the answer. And if I asked every employee in the team, 299 00:19:29.440 --> 00:19:36.160 they give me exactly the same answer, then we're there, we have done the work. And getting people 300 00:19:36.160 --> 00:19:42.960 to know that call to know what it is, focuses us and creates that simplicity, that drive speed. 301 00:19:42.960 --> 00:19:49.280 Second question is, why are we doing this? Right? So when you ask the question, why are we doing 302 00:19:49.280 --> 00:19:55.520 this? This brings up the passion. This is the reason the organization was originally formed. 303 00:19:55.520 --> 00:19:59.760 This is the, you know, Simon Sinek suggests that we start with why. 304 00:20:00.000 --> 00:20:01.680 and then we work into the other areas. 305 00:20:01.680 --> 00:20:04.560 So there's an argument both ways, 306 00:20:04.560 --> 00:20:06.240 but I think he has a point 307 00:20:06.240 --> 00:20:08.440 that when we know why we're doing something, 308 00:20:08.440 --> 00:20:09.680 it drives the passion. 309 00:20:09.680 --> 00:20:14.560 That's something that touches us in a far deeper way. 310 00:20:14.560 --> 00:20:19.560 To help understand this, there's a wonderful analogy, 311 00:20:19.920 --> 00:20:23.720 and that analogy is really built around, 312 00:20:23.720 --> 00:20:25.840 I think it was built in the 1800s. 313 00:20:25.840 --> 00:20:30.160 Some psychologist came up with the idea of the elephant, 314 00:20:30.160 --> 00:20:31.600 the rider, and the pathway. 315 00:20:31.600 --> 00:20:33.200 Anybody heard of that? 316 00:20:33.200 --> 00:20:34.600 And yeah, no. 317 00:20:34.600 --> 00:20:36.160 Yeah, elephant, rider, and the pathway. 318 00:20:36.160 --> 00:20:37.240 So what is that? 319 00:20:37.240 --> 00:20:40.520 The elephant represents the emotions of an individual. 320 00:20:40.520 --> 00:20:42.640 The rider is their rational thinking, 321 00:20:42.640 --> 00:20:44.720 and the pathway is where you're trying to get them to go. 322 00:20:44.720 --> 00:20:47.520 So the elephant, the rider, and the pathway is this. 323 00:20:47.520 --> 00:20:51.020 Most of us, when we want our team to move, 324 00:20:51.020 --> 00:20:53.000 to go somewhere new, what do we do? 325 00:20:53.000 --> 00:20:56.040 We talk to the rider. 326 00:20:56.040 --> 00:20:58.560 We tell the rider, we're gonna go due north. 327 00:20:58.560 --> 00:21:01.280 But if the elephant does not want to go due north, 328 00:21:01.280 --> 00:21:02.920 guess where they're going? 329 00:21:02.920 --> 00:21:04.520 Nowhere. 330 00:21:04.520 --> 00:21:05.560 They do not go. 331 00:21:05.560 --> 00:21:09.880 They will go where the elephant wants to go. 332 00:21:09.880 --> 00:21:14.120 And so if you can talk to the rider, what are we doing? 333 00:21:14.120 --> 00:21:17.960 And you can talk to the elephant, why are we doing this? 334 00:21:17.960 --> 00:21:22.160 Then the pathway is very easy to lay out. 335 00:21:22.160 --> 00:21:26.160 So people have to be emotionally invested 336 00:21:26.160 --> 00:21:28.360 in the mission of the organization 337 00:21:28.360 --> 00:21:32.280 because this is the part that adds meaning 338 00:21:32.280 --> 00:21:34.040 to what we're doing, right? 339 00:21:34.040 --> 00:21:36.320 So if you're thinking about this, 340 00:21:36.320 --> 00:21:37.880 we want to inform the rider, 341 00:21:37.880 --> 00:21:39.200 we want to inform the elephant, 342 00:21:39.200 --> 00:21:41.800 and be really clear about the pathway. 343 00:21:41.800 --> 00:21:45.160 The elephant, the rider, and the pathway. 344 00:21:45.160 --> 00:21:49.000 So the question here is why we do this 345 00:21:49.000 --> 00:21:52.000 has to have an emotional component to it. 346 00:21:52.840 --> 00:21:54.320 It has to touch us in our hearts. 347 00:21:54.320 --> 00:21:56.440 So the what are we doing is in our heads, 348 00:21:56.440 --> 00:21:58.880 the why are we doing it is in our hearts. 349 00:21:58.880 --> 00:22:02.640 And then when we say, how do I fit in? 350 00:22:02.640 --> 00:22:05.720 Now we're getting down to the specific role 351 00:22:05.720 --> 00:22:07.080 that you're gonna play. 352 00:22:07.080 --> 00:22:10.160 And to do that, we're gonna ask you to come up 353 00:22:10.160 --> 00:22:13.400 with a one line job description. 354 00:22:14.360 --> 00:22:15.920 I don't know how many of you are hired 355 00:22:15.920 --> 00:22:19.400 and you were given pages and pages in a job description. 356 00:22:19.400 --> 00:22:21.520 Two, three weeks later, one, you couldn't find it. 357 00:22:22.040 --> 00:22:23.920 And if you did, it would have no bearing whatsoever 358 00:22:23.920 --> 00:22:25.800 on the job you do now, right? 359 00:22:25.800 --> 00:22:28.360 Certainly two months later, your jobs moved on so much, 360 00:22:28.360 --> 00:22:30.080 everything's changed so much 361 00:22:30.080 --> 00:22:31.800 that that whole job description thing 362 00:22:31.800 --> 00:22:33.800 was just a hiring process thing, right? 363 00:22:33.800 --> 00:22:37.280 So what we're saying is that one line job description, 364 00:22:37.280 --> 00:22:40.440 if you can get it tight, here are a couple of guidelines. 365 00:22:40.440 --> 00:22:42.960 We don't want you to just put your title in there. 366 00:22:42.960 --> 00:22:44.960 We want you to do something creative. 367 00:22:44.960 --> 00:22:47.440 So at Brilliant, for instance, 368 00:22:47.440 --> 00:22:50.440 I think we have Danielle on the call here somewhere. 369 00:22:50.440 --> 00:22:54.280 So Danielle at Brilliant, we could say systems engineer, 370 00:22:54.280 --> 00:22:56.560 but what we call is our wiring expert 371 00:22:56.560 --> 00:22:59.040 because she wires all the systems behind the scenes 372 00:22:59.040 --> 00:23:01.480 so that this system talks to that system 373 00:23:01.480 --> 00:23:02.400 and connects to that thing 374 00:23:02.400 --> 00:23:04.440 and connects that she's our wiring expert. 375 00:23:04.440 --> 00:23:06.240 I think Karim's also on the call here somewhere. 376 00:23:06.240 --> 00:23:08.120 He may be a wiring expert here. 377 00:23:08.120 --> 00:23:12.400 So wiring expert, or instead of administrator, 378 00:23:12.400 --> 00:23:14.000 maybe we can say something simple 379 00:23:14.000 --> 00:23:16.880 like the remover of friction, 380 00:23:16.880 --> 00:23:19.720 find the friction organization, get rid of it. 381 00:23:19.720 --> 00:23:21.400 And so you get super creative. 382 00:23:21.400 --> 00:23:22.240 Here's the thing. 383 00:23:22.240 --> 00:23:24.200 If the whole team is sitting around the room 384 00:23:24.200 --> 00:23:27.560 and everybody hears everybody's one line job description, 385 00:23:27.560 --> 00:23:30.240 we all know what everybody does. 386 00:23:30.240 --> 00:23:33.000 We all know their primary contribution. 387 00:23:33.000 --> 00:23:37.480 That Pareto principle, that 80% of the value you bring, 388 00:23:37.480 --> 00:23:40.280 that's what we want you to find a phrase for. 389 00:23:40.280 --> 00:23:42.720 Okay, Dea, I'm gonna hand it back to you. 390 00:23:42.720 --> 00:23:45.440 Tell us how we can actually go and do all that. 391 00:23:45.440 --> 00:23:49.280 Okay, so right before we head to the breakouts, 392 00:23:49.280 --> 00:23:50.920 I just wanted to take a quick moment. 393 00:23:50.920 --> 00:23:52.440 Jenny, I know you already said it briefly, 394 00:23:52.440 --> 00:23:53.680 but I wanted to ask you, 395 00:23:53.680 --> 00:23:55.360 if you wouldn't mind sharing with us, 396 00:23:55.360 --> 00:23:58.480 what was the first attempt for our team 397 00:23:58.480 --> 00:23:59.560 at trying to do this? 398 00:23:59.560 --> 00:24:01.760 Can you describe that for us? 399 00:24:01.760 --> 00:24:02.680 I can. 400 00:24:02.680 --> 00:24:04.800 I think it was here Dion made the example 401 00:24:04.800 --> 00:24:06.000 of a bunch of five-year-olds 402 00:24:06.000 --> 00:24:09.280 trying to kick a soccer ball around a field. 403 00:24:09.280 --> 00:24:10.920 And it was very much like that, 404 00:24:10.920 --> 00:24:14.080 asking if everyone had a different answer 405 00:24:14.080 --> 00:24:17.400 or a different response of how we were doing it, 406 00:24:17.400 --> 00:24:20.160 why we were doing and what we were doing. 407 00:24:20.160 --> 00:24:25.160 So it was a very fun first meeting when we did that. 408 00:24:26.600 --> 00:24:29.360 There was definitely a lot of passionate opinions as well. 409 00:24:29.360 --> 00:24:33.160 So just now in the beginning, it will get narrowed down 410 00:24:33.160 --> 00:24:35.560 and that's part of the discovery process, right? 411 00:24:35.560 --> 00:24:37.800 And then as well with team descriptions 412 00:24:37.800 --> 00:24:38.640 and what you're doing 413 00:24:38.640 --> 00:24:40.080 and what you're contributing to the organization, 414 00:24:40.080 --> 00:24:42.080 it just takes time to really think through that. 415 00:24:42.080 --> 00:24:42.920 What are we doing? 416 00:24:42.920 --> 00:24:44.720 But it does help in clarity 417 00:24:44.720 --> 00:24:46.680 when we're passing projects back and forth 418 00:24:46.720 --> 00:24:48.600 or we're handing things off so the ball doesn't drop. 419 00:24:48.600 --> 00:24:51.480 We really understand as a team who does what 420 00:24:51.480 --> 00:24:53.120 and why they do what. 421 00:24:53.120 --> 00:24:56.320 So what we're gonna do is enter into breakouts here 422 00:24:56.320 --> 00:24:59.240 and then team leaders, if you don't have your worksheet, 423 00:24:59.240 --> 00:25:00.080 let us know. 424 00:25:00.000 --> 00:25:01.080 drop it in the chat. 425 00:25:01.080 --> 00:25:02.800 Same for solo entrepreneurs. 426 00:25:02.800 --> 00:25:05.560 We also have that for you if you wanna work 427 00:25:06.440 --> 00:25:08.080 in with a solo group. 428 00:25:08.080 --> 00:25:12.000 So we're gonna close the rooms at 1.55 p.m. 429 00:25:12.000 --> 00:25:14.000 So we wanna give you as much time as possible 430 00:25:14.000 --> 00:25:16.440 and then we'll bring you back for the final Q&A. 431 00:25:16.440 --> 00:25:18.800 If you're stuck and you can't figure out 432 00:25:18.800 --> 00:25:20.240 how to get to the breakout room, 433 00:25:20.240 --> 00:25:22.320 it should be down below. 434 00:25:22.320 --> 00:25:24.280 If you click more on Zoom, 435 00:25:24.280 --> 00:25:27.240 it should give you an ability to access breakout rooms. 436 00:25:27.240 --> 00:25:29.200 Just choose the room that you are in your team 437 00:25:29.200 --> 00:25:31.280 if you're not sure, post in the chat. 438 00:25:31.280 --> 00:25:33.960 And if you can't find the link to get there, 439 00:25:33.960 --> 00:25:36.320 go ahead and just let us know what team you should be with 440 00:25:36.320 --> 00:25:38.280 and we will assign you manually. 441 00:25:38.280 --> 00:25:41.120 And if you have a question, hop back into the main room. 442 00:25:41.120 --> 00:25:42.640 I'll be here happy to help you 443 00:25:42.640 --> 00:25:44.920 and answer any questions that you might have, 444 00:25:44.920 --> 00:25:46.800 but I'm happy breaking out. 445 00:25:59.200 --> 00:26:01.400 I'm just gonna stay here and work on the workbook 446 00:26:01.400 --> 00:26:02.240 on my own. 447 00:26:03.160 --> 00:26:04.000 Perfect. 448 00:26:29.200 --> 00:26:30.040 Okay. 449 00:26:51.360 --> 00:26:53.280 AD, I don't know if you can hear me. 450 00:26:53.280 --> 00:26:55.440 What room is the Rainmaker room in? 451 00:26:55.440 --> 00:26:56.280 I'm not getting my- 452 00:26:56.280 --> 00:26:58.440 They should be in Rainmaker. 453 00:26:58.440 --> 00:27:00.400 So if you go to breakout rooms, 454 00:27:00.400 --> 00:27:05.040 Rainmaker should be one of the first options for you. 455 00:27:05.040 --> 00:27:06.000 You see it? 456 00:27:06.000 --> 00:27:06.840 I see it. 457 00:27:06.840 --> 00:27:07.680 Yay, perfect. 458 00:27:07.680 --> 00:27:08.960 Thank you, Katie. 459 00:27:08.960 --> 00:27:10.160 Uh-huh, see you in a bit. 460 00:27:17.400 --> 00:27:19.360 Hey, Peter, can you jump on your, 461 00:27:19.360 --> 00:27:20.760 is your group got their own group 462 00:27:20.760 --> 00:27:22.440 or are you doing the solo group? 463 00:27:25.360 --> 00:27:28.280 You asked me to jump and lead a group, so- 464 00:27:29.000 --> 00:27:31.120 It's the solo group, Solopreneur. 465 00:27:33.040 --> 00:27:36.280 You click on your breakout rooms, 466 00:27:36.280 --> 00:27:37.440 solo should be there. 467 00:27:38.560 --> 00:27:42.760 Also, I can do it too, Peter, if you're on the phone, 468 00:27:42.760 --> 00:27:44.560 it might be easier for me to do the worksheet, 469 00:27:44.560 --> 00:27:46.400 but let me know whatever you wanna do. 470 00:27:46.400 --> 00:27:49.240 It should be a little icon for breakout rooms. 471 00:27:49.240 --> 00:27:50.480 Join the solo team. 472 00:27:50.480 --> 00:27:51.320 Yep. 473 00:27:51.320 --> 00:27:52.320 Yeah. 474 00:27:52.320 --> 00:27:53.160 All right. 475 00:27:53.160 --> 00:27:54.000 Thank you. 476 00:27:58.560 --> 00:27:59.400 All right, Dion, 477 00:27:59.400 --> 00:28:01.520 do you want me to hop into the solo as well? 478 00:28:02.400 --> 00:28:03.240 I think just- 479 00:28:03.240 --> 00:28:04.800 Or should I stay here for questions? 480 00:28:04.800 --> 00:28:06.320 Okay, I'll hop in and- 481 00:28:06.320 --> 00:28:07.160 Yeah. 482 00:28:07.160 --> 00:28:08.000 Okay. 483 00:30:00.000 --> 00:30:02.060 you 484 00:30:30.000 --> 00:30:32.060 you 485 00:31:00.000 --> 00:31:02.060 you 486 00:31:30.000 --> 00:31:32.060 you 487 00:32:00.000 --> 00:32:02.060 you 488 00:32:30.000 --> 00:32:32.060 you 489 00:33:00.000 --> 00:33:02.060 you 490 00:33:30.000 --> 00:33:32.060 you 491 00:34:00.000 --> 00:34:02.060 you 492 00:34:30.000 --> 00:34:32.060 you 493 00:35:00.000 --> 00:35:02.060 you 494 00:35:30.000 --> 00:35:32.060 you 495 00:36:00.000 --> 00:36:02.060 you 496 00:36:30.000 --> 00:36:32.060 you 497 00:37:00.000 --> 00:37:02.060 you 498 00:37:30.000 --> 00:37:32.060 you 499 00:38:00.000 --> 00:38:02.060 you 500 00:38:30.000 --> 00:38:32.060 you 501 00:39:00.000 --> 00:39:02.060 you 502 00:39:30.000 --> 00:39:32.060 you 503 00:40:00.000 --> 00:40:02.060 you 504 00:40:30.000 --> 00:40:32.060 you 505 00:41:00.000 --> 00:41:02.060 you 506 00:41:30.000 --> 00:41:32.060 you 507 00:42:00.000 --> 00:42:02.060 you 508 00:42:30.000 --> 00:42:32.060 you 509 00:43:00.000 --> 00:43:02.060 you 510 00:43:30.000 --> 00:43:32.060 you 511 00:44:00.000 --> 00:44:02.060 you 512 00:44:30.000 --> 00:44:32.060 you 513 00:45:00.000 --> 00:45:02.060 you 514 00:45:30.000 --> 00:45:32.060 you 515 00:46:00.000 --> 00:46:02.060 you 516 00:46:30.000 --> 00:46:32.060 you 517 00:47:00.000 --> 00:47:02.060 you 518 00:47:30.000 --> 00:47:32.060 you 519 00:48:00.000 --> 00:48:02.060 you 520 00:48:30.000 --> 00:48:32.060 you 521 00:49:00.000 --> 00:49:02.060 you 522 00:49:30.000 --> 00:49:32.060 you 523 00:50:00.000 --> 00:50:02.060 you 524 00:50:30.000 --> 00:50:32.060 you 525 00:51:00.000 --> 00:51:02.060 you 526 00:51:30.000 --> 00:51:32.060 you 527 00:52:00.000 --> 00:52:02.060 you 528 00:52:30.000 --> 00:52:32.060 you 529 00:52:53.000 --> 00:52:58.000 All right, we should see everyone piling 530 00:52:58.000 --> 00:53:04.000 in. 531 00:53:04.000 --> 00:53:08.000 All right, I'll give a few minutes. I'm 532 00:53:08.000 --> 00:53:12.000 watching everyone filter back in. 533 00:53:12.000 --> 00:53:16.000 Looks like we still have a few who are in 534 00:53:16.000 --> 00:53:22.000 Rainmakers and Enovo. 535 00:53:22.000 --> 00:53:25.000 All right. 536 00:53:25.000 --> 00:53:27.000 All right, have all the breakout rooms 537 00:53:27.000 --> 00:53:29.000 been closed? 538 00:53:29.000 --> 00:53:31.000 Okay. 539 00:53:31.000 --> 00:53:35.000 All righty, then I will go ahead and 540 00:53:35.000 --> 00:53:39.000 stop this share. Okay, perfect. 541 00:53:39.000 --> 00:53:43.000 Okay, so how did that go, everyone? 542 00:53:43.000 --> 00:53:46.000 I know it's kind of a tall order, even in 543 00:53:46.000 --> 00:53:47.000 the amount of time. I'm glad we were able 544 00:53:47.000 --> 00:53:49.000 to get a little more time. 545 00:53:50.000 --> 00:53:53.000 Okay, so as we're heading out here, is my 546 00:53:53.000 --> 00:53:55.000 screen share off, Mariah? Is it turned off? 547 00:53:55.000 --> 00:53:57.000 Okay, perfect. I thought it was. Good to 548 00:53:57.000 --> 00:53:59.000 want to make sure. Okay, so as we're 549 00:53:59.000 --> 00:54:01.000 moving forward, so I want to clarify a 550 00:54:01.000 --> 00:54:03.000 couple different points. So these, 551 00:54:03.000 --> 00:54:04.000 they can be external statements, but 552 00:54:04.000 --> 00:54:07.000 primarily these are internal statements 553 00:54:07.000 --> 00:54:09.000 to focus our team and to focus 554 00:54:09.000 --> 00:54:10.000 ourselves. 555 00:54:10.000 --> 00:54:13.000 So these statements inform all of our 556 00:54:13.000 --> 00:54:15.000 internal systems, all of our decision 557 00:54:15.000 --> 00:54:18.000 making. So marketing, who we're hiring, 558 00:54:18.000 --> 00:54:20.000 what our customer service looks like, 559 00:54:20.000 --> 00:54:22.000 what products we're developing. It's kind 560 00:54:22.000 --> 00:54:26.000 of like a true north or a coordinates on 561 00:54:26.000 --> 00:54:28.000 a compass that helps us identify what it 562 00:54:28.000 --> 00:54:29.000 is we're saying yes to and why we're 563 00:54:29.000 --> 00:54:32.000 saying yes to that. 564 00:54:32.000 --> 00:54:34.000 Okay, so I would love to hear if anyone 565 00:54:34.000 --> 00:54:37.000 has a good enough starting point or they 566 00:54:37.000 --> 00:54:39.000 were able to come up with something that 567 00:54:39.000 --> 00:54:40.000 they would like to share 568 00:54:40.000 --> 00:54:42.000 with everyone. If you could raise your 569 00:54:42.000 --> 00:54:44.000 hand, we'd love to hear from you. 570 00:54:45.000 --> 00:54:48.000 We have a couple minutes, especially 571 00:54:48.000 --> 00:54:50.000 Inovo, if your team might want to share 572 00:54:50.000 --> 00:54:52.000 something that you came up with and it 573 00:54:52.000 --> 00:54:54.000 could be or if you're in a, 574 00:54:54.000 --> 00:54:56.000 oh you got it, go ahead. 575 00:54:56.000 --> 00:54:59.000 Hey, so we had a great, we had a great 576 00:54:59.000 --> 00:55:00.000 conversation with our 577 00:55:00.000 --> 00:55:03.640 There was no fistfights, so that's promising. 578 00:55:03.640 --> 00:55:05.520 But I think what we did was we had, 579 00:55:05.520 --> 00:55:07.040 Lucien and our team had a great idea. 580 00:55:07.040 --> 00:55:08.840 Let's take two or three minutes by ourselves, 581 00:55:08.840 --> 00:55:12.040 write out what it is or what we believe our why is 582 00:55:12.040 --> 00:55:12.880 and then share it. 583 00:55:12.880 --> 00:55:15.420 So it kind of took away the noise for a second. 584 00:55:15.420 --> 00:55:18.320 And we were really encouraged that everyone 585 00:55:18.320 --> 00:55:21.040 had very similar why's to what we were doing. 586 00:55:21.040 --> 00:55:23.480 And it's, I think what it started off, 587 00:55:23.480 --> 00:55:25.200 and we were very encouraged by Jenny saying, 588 00:55:25.200 --> 00:55:26.040 it took some time. 589 00:55:26.040 --> 00:55:27.720 We're gonna take some time and workshop this after 590 00:55:27.720 --> 00:55:29.960 as a team, but it gave us a great starting point 591 00:55:29.960 --> 00:55:31.080 for clarity. 592 00:55:31.080 --> 00:55:35.000 One comment that Carolina made about the job description, 593 00:55:35.000 --> 00:55:36.880 the one line job description that we're really excited 594 00:55:36.880 --> 00:55:40.800 to do as a team was the reason why I think it's so long 595 00:55:40.800 --> 00:55:43.480 is because it's usually very task focused 596 00:55:43.480 --> 00:55:45.520 and not authority focused. 597 00:55:45.520 --> 00:55:47.520 So we're gonna go as a team and think through 598 00:55:47.520 --> 00:55:50.520 actual ownership of areas versus these are all the tasks 599 00:55:50.520 --> 00:55:51.680 that I'm doing. 600 00:55:51.680 --> 00:55:53.200 And so it's just, it was a great discussion. 601 00:55:53.200 --> 00:55:55.640 I wouldn't say that we have nailed it, 602 00:55:55.640 --> 00:55:58.200 but we're all on the same page, which is very encouraging. 603 00:55:58.200 --> 00:56:00.520 And we're moving towards greater clarity as a team 604 00:56:00.520 --> 00:56:04.200 for both the company and then our individual contributions. 605 00:56:04.200 --> 00:56:05.040 Awesome. 606 00:56:05.040 --> 00:56:06.320 That's fantastic. 607 00:56:06.320 --> 00:56:07.160 Thank you for sharing that. 608 00:56:07.160 --> 00:56:08.600 Yeah, if you had said we nailed it, 609 00:56:08.600 --> 00:56:09.880 I'd say, no, you did it. 610 00:56:12.280 --> 00:56:13.280 That's really, really good. 611 00:56:13.280 --> 00:56:15.240 And yes, we did that in multiple times. 612 00:56:15.240 --> 00:56:16.920 You would, sometimes you would brainstorm 613 00:56:16.920 --> 00:56:19.400 with individual team members, have little breakouts 614 00:56:19.400 --> 00:56:20.600 and then bring that back. 615 00:56:20.600 --> 00:56:22.640 And it helped us really workshop and get down 616 00:56:22.640 --> 00:56:24.760 to the core of what it is we're doing 617 00:56:24.760 --> 00:56:26.640 and why are we doing that? 618 00:56:26.640 --> 00:56:28.120 So thank you guys for sharing. 619 00:56:29.040 --> 00:56:29.880 Cristiana. 620 00:56:31.600 --> 00:56:32.640 Hello, awesome. 621 00:56:32.640 --> 00:56:35.800 So our team had a good conversation. 622 00:56:35.800 --> 00:56:39.720 We've been starting these conversations a little bit ago 623 00:56:39.720 --> 00:56:42.640 as we were doing some prime training beforehand, 624 00:56:43.920 --> 00:56:46.360 but we are realizing, you know, 625 00:56:46.360 --> 00:56:50.040 we're always gonna be refining it. 626 00:56:50.040 --> 00:56:51.120 Where we're at right now, 627 00:56:51.120 --> 00:56:56.120 and we had Natalie and Liz who really put some words 628 00:56:58.120 --> 00:57:00.280 to it that like we all liked. 629 00:57:00.280 --> 00:57:03.520 So we empower equipped kingdom entrepreneurs 630 00:57:03.520 --> 00:57:05.960 to scale their businesses and strengthen their inner lives 631 00:57:05.960 --> 00:57:07.880 so they can prosper while fulfilling 632 00:57:07.880 --> 00:57:09.720 their kingdom assignment. 633 00:57:09.720 --> 00:57:14.720 And so still refining, still continuing to make 634 00:57:15.200 --> 00:57:18.400 that really stick. 635 00:57:18.400 --> 00:57:21.640 But I think it's a really good, at a good place right now 636 00:57:21.640 --> 00:57:25.040 where that refining can continue to happen. 637 00:57:25.040 --> 00:57:25.960 Absolutely. 638 00:57:25.960 --> 00:57:26.920 Thank you for sharing that. 639 00:57:26.920 --> 00:57:29.800 And then we have Elaine as well. 640 00:57:29.800 --> 00:57:31.960 If you wanna share it really briefly, I've got to get, 641 00:57:31.960 --> 00:57:33.600 oh, we have to wrap right at two. 642 00:57:33.600 --> 00:57:34.880 But so Elaine, actually, 643 00:57:34.880 --> 00:57:37.240 if you wouldn't mind posting it in the chat. 644 00:57:37.240 --> 00:57:38.320 The one, go ahead. 645 00:57:40.920 --> 00:57:42.720 The one thing that we all have said 646 00:57:42.720 --> 00:57:45.960 from the very beginning in our company is value first. 647 00:57:45.960 --> 00:57:49.440 That we value our providers 648 00:57:49.440 --> 00:57:52.000 as much as we want them to value our clients. 649 00:57:52.000 --> 00:57:54.880 But we actually, by using that very simple 650 00:57:54.880 --> 00:57:56.080 value first statement, 651 00:57:56.080 --> 00:57:59.280 we realized that we haven't said enough clarity, 652 00:57:59.280 --> 00:58:01.840 simplicity and clarity for them to understand 653 00:58:01.840 --> 00:58:03.680 how to value us in return. 654 00:58:03.680 --> 00:58:05.200 And that's how it caused a lot of problems. 655 00:58:05.200 --> 00:58:07.040 So just using what we've already gotten 656 00:58:07.040 --> 00:58:09.200 to figure out how to do that was really good. 657 00:58:09.200 --> 00:58:10.440 This was a great exercise. 658 00:58:10.440 --> 00:58:11.360 It was a great exercise. 659 00:58:11.360 --> 00:58:12.760 So thank you. 660 00:58:12.760 --> 00:58:13.600 Good. 661 00:58:13.600 --> 00:58:14.440 Thank you for sharing. 662 00:58:14.440 --> 00:58:15.280 I know it brings up things 663 00:58:15.280 --> 00:58:17.040 that you don't initially think it's going to bring up. 664 00:58:17.040 --> 00:58:19.040 Okay, so I wanna close right at two. 665 00:58:19.040 --> 00:58:20.760 Thank you all for joining today. 666 00:58:20.760 --> 00:58:22.440 And I hope you had enough time in the breakout rooms 667 00:58:22.480 --> 00:58:26.000 to really get down, to at least get some pieces moving. 668 00:58:26.000 --> 00:58:27.800 And if you have any general questions, 669 00:58:27.800 --> 00:58:28.680 pop them in the chat. 670 00:58:28.680 --> 00:58:30.720 And at the end, as you leave the call, 671 00:58:30.720 --> 00:58:33.040 we'll go ahead and have a survey that's generated 672 00:58:33.040 --> 00:58:34.640 that'll let you ask additional questions 673 00:58:34.640 --> 00:58:35.480 and give us feedback. 674 00:58:35.480 --> 00:58:37.040 Because again, we wanna make sure 675 00:58:37.040 --> 00:58:39.600 these are entirely tailored to help equip you 676 00:58:39.600 --> 00:58:41.360 with things you're gonna use this week 677 00:58:41.360 --> 00:58:43.280 as you're developing and working on your business 678 00:58:43.280 --> 00:58:44.120 and in your team. 679 00:58:44.120 --> 00:58:45.560 So thank you everyone. 680 00:58:45.560 --> 00:58:46.800 It's so great to be here with you. 681 00:58:46.800 --> 00:58:48.000 We'll see you next week.