WEBVTT 1 00:00:00.480 --> 00:00:03.040 You guys, this is week 21. 2 00:00:03.040 --> 00:00:06.160 We're happy, it's always fun to get together on Wednesdays 3 00:00:06.160 --> 00:00:08.560 and have the teams come together. 4 00:00:08.560 --> 00:00:10.940 And last week, we talked about 5 00:00:10.940 --> 00:00:14.000 how to create powerful playbooks. 6 00:00:14.000 --> 00:00:16.960 And that was really fun, I enjoyed that. 7 00:00:16.960 --> 00:00:20.040 And because they're how-to, they're a how-to source, 8 00:00:20.040 --> 00:00:22.400 so it never has to be explained again. 9 00:00:22.400 --> 00:00:24.480 And it's like hitting the copy button 10 00:00:24.480 --> 00:00:26.260 and capturing the know-how. 11 00:00:27.820 --> 00:00:29.680 So you can see how valuable those would be 12 00:00:30.360 --> 00:00:32.020 to the companies and the businesses. 13 00:00:32.020 --> 00:00:35.820 Today, we're talking about the 70-20-10 rule. 14 00:00:35.820 --> 00:00:39.900 This rule explains how we can create amazing work 15 00:00:39.900 --> 00:00:41.660 and the best ideas. 16 00:00:41.660 --> 00:00:43.480 But just before we dive in, 17 00:00:43.480 --> 00:00:47.980 I'm gonna share with you my pro tip for today. 18 00:00:47.980 --> 00:00:51.500 My pro tip is to keep moving forward, 19 00:00:51.500 --> 00:00:53.780 to keep moving forward and to develop the tools 20 00:00:53.780 --> 00:00:54.620 that you've been given. 21 00:00:54.620 --> 00:00:56.540 So stick with it, keep practicing 22 00:00:56.560 --> 00:00:58.480 and practicing intentionally. 23 00:00:58.480 --> 00:01:01.320 And don't give up if one week, 24 00:01:01.320 --> 00:01:05.360 you kind of revert back to the behaviors before. 25 00:01:05.360 --> 00:01:07.920 And if you find that you have gotten stuck, 26 00:01:07.920 --> 00:01:10.120 a great question to ask is, 27 00:01:10.120 --> 00:01:12.640 if someone new was hired to do my job, 28 00:01:12.640 --> 00:01:15.000 what is the first thing that they would change? 29 00:01:16.300 --> 00:01:20.280 All right, are we all ready to dive in? 30 00:01:20.280 --> 00:01:22.720 As a reminder, as we're going through the material, 31 00:01:22.720 --> 00:01:24.640 be sure to add questions in the chat. 32 00:01:24.640 --> 00:01:26.280 I'll keep an eye out for them. 33 00:01:27.020 --> 00:01:29.700 Now, Dan, I'm gonna hand it over to you. 34 00:01:29.700 --> 00:01:30.540 Thanks, Jenny. 35 00:01:30.540 --> 00:01:32.340 I really appreciate that. 36 00:01:32.340 --> 00:01:35.620 My big win is that Jenny has tipped into a role 37 00:01:35.620 --> 00:01:39.460 called our Operations Director at Brilliant. 38 00:01:39.460 --> 00:01:40.640 So she's taken on a bigger role, 39 00:01:40.640 --> 00:01:43.180 which has freed me up to do more things. 40 00:01:43.180 --> 00:01:45.000 So I'm thrilled. 41 00:01:45.000 --> 00:01:48.180 That's been really enabled me to focus more on content 42 00:01:48.180 --> 00:01:50.900 and on some of the sales and marketing that we do. 43 00:01:51.780 --> 00:01:53.460 Yeah, we're really excited. 44 00:01:53.460 --> 00:01:54.380 Great to see Ben. 45 00:01:54.380 --> 00:01:55.740 You've got three playbooks this week. 46 00:01:56.240 --> 00:01:57.080 That's amazing, actually. 47 00:01:57.080 --> 00:02:01.120 That's a tremendous, that's really impressive. 48 00:02:02.200 --> 00:02:04.040 So here's the thing about playbooks. 49 00:02:04.040 --> 00:02:06.560 If you can get the playbook culture working 50 00:02:06.560 --> 00:02:09.199 in your organization, what it's gonna do 51 00:02:09.199 --> 00:02:11.720 is it's gonna allow people to move around 52 00:02:11.720 --> 00:02:13.000 in the organization. 53 00:02:13.000 --> 00:02:16.280 If you're the only one who knows how to do that function, 54 00:02:16.280 --> 00:02:17.560 and you have no playbook, 55 00:02:17.560 --> 00:02:20.340 no way to hit the copy button on the know-how, 56 00:02:20.340 --> 00:02:22.480 you can't move people around. 57 00:02:22.480 --> 00:02:25.000 So what happens is the ideas, 58 00:02:25.020 --> 00:02:28.060 what people will learn to lean into their A seat 59 00:02:28.060 --> 00:02:32.580 and what playbooks allow is for people to do that, 60 00:02:32.580 --> 00:02:35.780 to move from one area to another area in the business. 61 00:02:35.780 --> 00:02:38.340 And sometimes, you're starting one area of the business, 62 00:02:38.340 --> 00:02:39.900 that's where you just happen to get your job, 63 00:02:39.900 --> 00:02:43.060 but you actually have really helpful skills 64 00:02:43.060 --> 00:02:44.340 for other areas. 65 00:02:44.340 --> 00:02:46.300 And the company discovers this, 66 00:02:46.300 --> 00:02:48.800 and this is an ability to move it around. 67 00:02:48.800 --> 00:02:52.780 The second thing it allows is it captures the capital 68 00:02:52.800 --> 00:02:56.160 that was initially invested in you. 69 00:02:56.160 --> 00:02:59.520 We spend a lot of time talking about the idea 70 00:02:59.520 --> 00:03:01.120 that we invest in everybody 71 00:03:01.120 --> 00:03:03.400 who comes into our organization 72 00:03:03.400 --> 00:03:05.560 because we wanna invest in people first 73 00:03:05.560 --> 00:03:07.640 as the core basis of quality. 74 00:03:07.640 --> 00:03:11.120 And also because when you invest in people first, 75 00:03:11.120 --> 00:03:13.040 even if they leave you, 76 00:03:13.040 --> 00:03:15.440 they're going to be the smartest person in the room 77 00:03:15.440 --> 00:03:16.640 wherever they go. 78 00:03:16.640 --> 00:03:19.080 But there is a two-way street to that. 79 00:03:19.080 --> 00:03:21.160 And the two-way street to that is, 80 00:03:21.620 --> 00:03:24.740 if the company is investing in you to that degree, 81 00:03:24.740 --> 00:03:29.160 your way of paying the company back is to create playbooks. 82 00:03:29.160 --> 00:03:32.700 Your way is to capture that unique knowledge, 83 00:03:32.700 --> 00:03:35.780 that contribution, the unique way you figured out 84 00:03:35.780 --> 00:03:39.620 all the innovation, ideas, breakthroughs you've had, 85 00:03:39.620 --> 00:03:41.780 and to keep those playbooks updated. 86 00:03:41.780 --> 00:03:44.020 And that's why we moved away 87 00:03:44.020 --> 00:03:47.860 from sort of the formal standard operating procedures. 88 00:03:47.860 --> 00:03:51.920 And the reason is, a little of the architecture is, 89 00:03:51.920 --> 00:03:55.000 the standard operating procedure big fat workbook 90 00:03:55.000 --> 00:03:56.740 that almost nobody ever reads 91 00:03:56.740 --> 00:03:58.880 is because they move too slowly. 92 00:03:58.880 --> 00:04:00.320 They don't keep up with you 93 00:04:00.320 --> 00:04:02.240 and they don't keep up with your business, 94 00:04:02.240 --> 00:04:04.240 which means you can't innovate fast enough, 95 00:04:04.240 --> 00:04:06.720 which means you can't move people around. 96 00:04:06.720 --> 00:04:08.100 And at the end of the day, 97 00:04:08.100 --> 00:04:11.280 the company that innovates the fastest wins. 98 00:04:11.280 --> 00:04:13.880 So what we want is when people 99 00:04:13.880 --> 00:04:16.160 are in a highly innovative environment 100 00:04:16.180 --> 00:04:21.180 and they're capturing that know-how through playbooks, 101 00:04:21.459 --> 00:04:23.780 it does something else for the team. 102 00:04:23.780 --> 00:04:26.240 What it does for the team is it says, 103 00:04:26.240 --> 00:04:28.500 not only did I make a contribution, 104 00:04:28.500 --> 00:04:31.860 but I passed that along to someone else in the company 105 00:04:31.860 --> 00:04:34.500 that freed me up to make a bigger contribution. 106 00:04:34.500 --> 00:04:36.780 That is deeply meaningful. 107 00:04:36.780 --> 00:04:39.260 That is deeply fulfilling for every team member 108 00:04:39.260 --> 00:04:44.260 to feel that, wow, not only did I make a contribution, 109 00:04:44.840 --> 00:04:49.080 but my contribution has now been sort of encapsulated 110 00:04:49.080 --> 00:04:51.160 in somebody else in the team. 111 00:04:51.160 --> 00:04:52.880 That's a very meaningful thing. 112 00:04:52.880 --> 00:04:55.760 So think when you've moved now your third move. 113 00:04:55.760 --> 00:04:58.000 So if I can pick on Jenny, you again. 114 00:04:58.000 --> 00:05:00.080 So when I came Jenny, I think you were. 115 00:05:00.000 --> 00:05:05.800 the office manager, right, the office manager, and then, and 116 00:05:05.800 --> 00:05:09.520 Graham's EA, which you still are. But, but as we moved you up 117 00:05:09.520 --> 00:05:12.200 through that things, you're able to capture things and other 118 00:05:12.200 --> 00:05:15.080 people hand off, and we're able to hire people behind. But now 119 00:05:15.080 --> 00:05:18.280 look, over the period of three or four years, how you know, 120 00:05:18.280 --> 00:05:21.000 you've moved up several things, you've taken on content, now 121 00:05:21.000 --> 00:05:24.840 director of operations, operations director. And so for 122 00:05:24.840 --> 00:05:28.960 you, I mean, that, how does that feel for you that you were able 123 00:05:28.960 --> 00:05:32.520 to, you know, move through that process and seeing it being 124 00:05:32.520 --> 00:05:34.960 encapsulated and kept even if you were to leave? 125 00:05:36.720 --> 00:05:39.880 Yeah, it's, I mean, it's, it's been huge. I was actually 126 00:05:39.880 --> 00:05:43.920 reflecting over my journey this last week. And what that has 127 00:05:43.920 --> 00:05:47.040 been for me is that's just it's built such a confidence and a 128 00:05:47.040 --> 00:05:52.080 sense of accomplishment within myself that I do know that if I 129 00:05:52.080 --> 00:05:57.760 were, we have at Brilliant, we say that if someone moves on, we 130 00:05:57.760 --> 00:06:00.280 want them to leave better than they came in, we want them to 131 00:06:00.280 --> 00:06:03.600 leave and be the smartest person in the room. And I truly do feel 132 00:06:03.600 --> 00:06:07.240 like that, feel like that if I were ever to leave Brilliant, I 133 00:06:07.240 --> 00:06:11.160 could go somewhere and I would know the value that I bring to 134 00:06:11.160 --> 00:06:16.400 that company. And it's certainly given me a lot of confidence in 135 00:06:16.400 --> 00:06:17.080 that area. 136 00:06:17.840 --> 00:06:20.120 Except the fact that we've made a rule that Jenny may never 137 00:06:20.120 --> 00:06:25.080 leave. Other than that, it's great. So, and here's the point 138 00:06:25.080 --> 00:06:27.640 though. And so I tell that story, because I thought just 139 00:06:27.640 --> 00:06:29.560 taking a second and talking a little bit about the 140 00:06:29.560 --> 00:06:33.400 architecture of what sits behind some of these, why do we teach 141 00:06:33.400 --> 00:06:37.000 what we teach? Why do we bring this to each week? And so I'd 142 00:06:37.000 --> 00:06:40.360 love to pick up on playbooks a little later, again, in the 143 00:06:40.360 --> 00:06:43.920 course. Today, I want to just tell you a story. And it's one 144 00:06:43.920 --> 00:06:47.160 of those stories, we're going to talk about the 70-20-10 rule, as 145 00:06:47.160 --> 00:06:51.320 Jenny said. And this is a strange rule, because you may 146 00:06:51.320 --> 00:06:54.920 have heard it said in different ways. Some people call it the 147 00:06:54.920 --> 00:06:59.280 20-70-10 rule, they turn the first two numbers around. I just 148 00:06:59.280 --> 00:07:04.240 remember it easy, 70-20-10 rule. And it comes originally, as far 149 00:07:04.240 --> 00:07:06.880 as I can tell, I've done a lot of research trying to find the 150 00:07:06.880 --> 00:07:10.600 original story, but it seems like the original story started 151 00:07:10.600 --> 00:07:15.280 at the University of Florida, where Jerry Elsman, a professor 152 00:07:15.280 --> 00:07:20.120 of film and photography, did an experiment. And the experiment 153 00:07:20.120 --> 00:07:23.920 was, firstly, has anybody ever heard that story about this 154 00:07:23.920 --> 00:07:27.000 professor of photography from University of Florida? No. All 155 00:07:27.000 --> 00:07:31.520 right. So what he did is he divided his students into two 156 00:07:31.520 --> 00:07:35.400 groups. So what he did is he said, everybody on the left side 157 00:07:35.400 --> 00:07:40.720 of the classroom would be the quantity group. Quantity group 158 00:07:40.720 --> 00:07:44.680 meant they were graded for the entire semester, they would be 159 00:07:44.680 --> 00:07:48.880 graded on the amount of photographs that they handed in. 160 00:07:49.240 --> 00:07:54.000 So on the final day of class, he would tally up all the photos 161 00:07:54.160 --> 00:07:58.640 and submit it by each student. And so if you did 100 162 00:07:58.640 --> 00:08:02.880 photographs, you'd get an A, 90 photographs would be a B, 80 163 00:08:02.880 --> 00:08:06.760 photographs would be a C, and so on. So everyone on the right 164 00:08:06.760 --> 00:08:10.400 side of the room, though, he called them the quality group. 165 00:08:10.840 --> 00:08:14.920 And so they would be graded on a single photo, just they were 166 00:08:14.920 --> 00:08:19.200 allowed to only submit or only had to submit one photograph. 167 00:08:19.480 --> 00:08:23.560 And, you know, based on the quality of that, the lighting, 168 00:08:23.560 --> 00:08:27.120 the mood, you know, any photographers here? Yeah, any 169 00:08:27.120 --> 00:08:30.800 photographers? Okay, I should have you guys explain this. So 170 00:08:31.080 --> 00:08:35.480 the all the attributes that would make up an astounding 171 00:08:35.520 --> 00:08:39.679 photograph, they would get an A if it was near perfect, and so 172 00:08:39.679 --> 00:08:43.720 on. So at the end of the term, the professor was completely 173 00:08:43.720 --> 00:08:46.920 surprised. So who do you think produced the most number of 174 00:08:46.920 --> 00:08:50.400 photographs, obviously, the quantity group, who do you think 175 00:08:50.400 --> 00:08:54.920 best the provided the best quality photographs, anybody 176 00:08:54.920 --> 00:09:00.320 want to take a guess? Not the quality people, the quantity 177 00:09:00.320 --> 00:09:04.240 people produce the best quality photographs. Now, this 178 00:09:04.240 --> 00:09:08.320 experiment has been replicated, there's a very famous story of a 179 00:09:08.320 --> 00:09:12.760 ceramics professor that did the same thing, divided the class 180 00:09:12.760 --> 00:09:16.000 net provide pottery, and the quantity group, they were 181 00:09:16.000 --> 00:09:20.040 literally going to bring in a scale and, and weigh the total, 182 00:09:20.440 --> 00:09:24.520 you know, in pounds, how many pounds of pottery did you 183 00:09:24.520 --> 00:09:28.480 produce, didn't matter about the quality. And on the quality 184 00:09:28.480 --> 00:09:34.360 people, they were only going to be rated on one single amazing 185 00:09:34.360 --> 00:09:38.880 piece that they had to perfect. And so this led to a whole lot of 186 00:09:38.920 --> 00:09:43.440 speculation in leadership management theory about why on 187 00:09:43.440 --> 00:09:49.400 earth does this happen. And so the formula, or the, the thesis 188 00:09:49.400 --> 00:09:57.520 that was postulated was called the 70 2010 rule. And so and 189 00:09:57.520 --> 00:09:59.680 you'll see in a second, so I'm going to turn it around the way 190 00:09:59.680 --> 00:09:59.960 it was a 191 00:10:00.000 --> 00:10:03.000 originally presented and that is 20% 192 00:10:03.000 --> 00:10:06.000 of everything you do is pretty bad. 193 00:10:06.000 --> 00:10:07.160 It's just horrible. 194 00:10:07.160 --> 00:10:08.360 You should just throw it away. 195 00:10:08.360 --> 00:10:09.920 Please stop, you know. 196 00:10:09.920 --> 00:10:12.720 But here's the thing, you have to get through the 20%. 197 00:10:12.720 --> 00:10:15.800 You have to do the 20% junk, you know. 198 00:10:15.800 --> 00:10:19.560 And then 70% of what you do is okay. 199 00:10:19.560 --> 00:10:23.000 You know, average, maybe even, you know, pretty good, 200 00:10:23.000 --> 00:10:25.720 maybe sort of ranges then. 201 00:10:25.720 --> 00:10:28.720 And 10% of what you do is amazing. 202 00:10:28.720 --> 00:10:33.520 So 20, 70, 10, 20% is just pure junk 203 00:10:33.520 --> 00:10:36.280 and 70% is pretty good. 204 00:10:36.280 --> 00:10:37.640 10% is amazing. 205 00:10:37.640 --> 00:10:40.160 Here's a shocking thing for me. 206 00:10:40.160 --> 00:10:42.600 I discovered this in a different way. 207 00:10:42.600 --> 00:10:45.600 I discovered this when we were running a private equity firm 208 00:10:46.680 --> 00:10:49.640 which as you know, is just people putting their funds 209 00:10:49.640 --> 00:10:51.960 together to invest in businesses. 210 00:10:51.960 --> 00:10:55.960 And as I was running that firm, I discovered this rule, 211 00:10:55.960 --> 00:11:00.960 the 20, 70, 10 rule also applied to businesses. 212 00:11:01.560 --> 00:11:04.360 So people came, we'd get like 20 people pitch us, 213 00:11:04.360 --> 00:11:07.080 you know, every month and we would say no 214 00:11:07.080 --> 00:11:08.480 to probably 19 of them. 215 00:11:08.480 --> 00:11:10.920 And usually most of them I would say no 216 00:11:10.920 --> 00:11:12.280 within five or 10 minutes. 217 00:11:12.280 --> 00:11:15.720 So how did I know, what was I looking for? 218 00:11:15.720 --> 00:11:19.080 So a group of 12 CEOs in Atlanta asked me to come 219 00:11:19.080 --> 00:11:20.560 and spend the day with them. 220 00:11:20.560 --> 00:11:22.160 They were all trying to raise capital. 221 00:11:22.160 --> 00:11:24.840 And they said, as a private equity investor, 222 00:11:24.840 --> 00:11:26.040 what is it you look at? 223 00:11:26.040 --> 00:11:29.400 So I asked them all to put their deck together 224 00:11:29.400 --> 00:11:32.200 as it's called, you know, their book of what it is they do 225 00:11:32.200 --> 00:11:35.080 and their financials and you know, the whole pitch. 226 00:11:35.080 --> 00:11:37.520 And so they put their deck together and I would pick it up 227 00:11:37.520 --> 00:11:39.400 and in front of them, I would show them 228 00:11:39.400 --> 00:11:40.560 what I was looking at. 229 00:11:40.560 --> 00:11:42.320 And I was using this rule by the way. 230 00:11:42.320 --> 00:11:44.480 And so that's what made it fairly easy 231 00:11:44.480 --> 00:11:45.960 because I knew this thing. 232 00:11:45.960 --> 00:11:48.560 20% of all businesses are so bad, 233 00:11:48.560 --> 00:11:51.240 they should be shut down immediately. 234 00:11:51.240 --> 00:11:52.800 If you've ever watched Shark Tank, 235 00:11:53.640 --> 00:11:55.360 Mr. Wonderful every now and again says, 236 00:11:55.360 --> 00:11:59.880 I prohibit you, I ban you from continuing this business. 237 00:11:59.880 --> 00:12:01.360 This is what he's referring to. 238 00:12:01.360 --> 00:12:03.120 It's just so bad, you should just stop. 239 00:12:03.120 --> 00:12:04.840 It's not good for the investors. 240 00:12:04.840 --> 00:12:06.040 It's not a good product. 241 00:12:06.040 --> 00:12:07.240 It's not good for the employees. 242 00:12:07.240 --> 00:12:08.800 Please just stop. 243 00:12:08.800 --> 00:12:10.000 You know, you're losing money. 244 00:12:10.000 --> 00:12:11.600 It's horrible, stop. 245 00:12:11.600 --> 00:12:12.920 And it's as much as 20%. 246 00:12:12.920 --> 00:12:16.480 And then 70%, which is most businesses are just average. 247 00:12:16.480 --> 00:12:19.880 You know, some of them are okay and good, 248 00:12:19.920 --> 00:12:22.920 but 10% of businesses are amazing. 249 00:12:22.920 --> 00:12:25.960 Actually, there is a 1% that sits right on the top, 250 00:12:25.960 --> 00:12:28.520 which are just absolute game changers. 251 00:12:28.520 --> 00:12:31.080 And that 1% by all accounts 252 00:12:31.080 --> 00:12:33.760 was almost always discovered by accident. 253 00:12:33.760 --> 00:12:36.520 So some lazy guy in the Bay Area 254 00:12:36.520 --> 00:12:39.640 decides his girlfriend wants to run a garage sale 255 00:12:39.640 --> 00:12:42.440 and he's too lazy to put the helper with it. 256 00:12:42.440 --> 00:12:43.280 So he says, what I'm gonna do 257 00:12:43.280 --> 00:12:45.160 is I'm gonna take photos of all your stuff 258 00:12:45.160 --> 00:12:46.080 and I'll put it online. 259 00:12:46.080 --> 00:12:47.680 Your buddies can bid on it. 260 00:12:47.680 --> 00:12:52.440 And a $200 billion company called eBay was formed. 261 00:12:52.440 --> 00:12:54.640 Because what happened is all her friends came back to her 262 00:12:54.640 --> 00:12:55.880 and said, can he do that for me? 263 00:12:55.880 --> 00:12:57.240 And he was too lazy to do it for them. 264 00:12:57.240 --> 00:12:58.080 So he said, look what, 265 00:12:58.080 --> 00:13:00.720 I'll give you the ability to upload your own photographs 266 00:13:00.720 --> 00:13:02.320 and you guys figure it all out. 267 00:13:02.320 --> 00:13:06.080 And so these 1% businesses, Coca-Cola, 268 00:13:06.080 --> 00:13:09.480 you know, in Atlanta, 150, 160 years ago, 269 00:13:09.480 --> 00:13:13.120 which was a cough mixture, no one knew. 270 00:13:13.120 --> 00:13:16.000 So, you know, I think Elon Musk once joked 271 00:13:16.000 --> 00:13:17.080 that he was gonna buy Coke 272 00:13:17.440 --> 00:13:19.400 so he could get the cocaine back in the Coke. 273 00:13:19.400 --> 00:13:22.960 But nonetheless, I hope he was joking. 274 00:13:22.960 --> 00:13:27.000 So nonetheless, this idea of 20%. 275 00:13:27.000 --> 00:13:31.320 So I remember when my son, who's now in his 20s, 276 00:13:32.280 --> 00:13:34.360 when he was starting, he was 12 years old 277 00:13:34.360 --> 00:13:35.800 and he wanted to become a YouTuber. 278 00:13:35.800 --> 00:13:37.160 It was a good time. 279 00:13:37.160 --> 00:13:39.520 And so by the time he got to 14 or 15, 280 00:13:39.520 --> 00:13:41.680 he had 32,000 followers. 281 00:13:41.680 --> 00:13:44.400 And he was able to, he was the first of my four kids 282 00:13:44.400 --> 00:13:49.000 to be able to buy a brand new car when he turned 15. 283 00:13:49.000 --> 00:13:51.320 So, which I didn't let him drive on his own 284 00:13:51.320 --> 00:13:52.800 until he had his proper license. 285 00:13:52.800 --> 00:13:55.440 Nonetheless, it was a brand new car, stood in the driveway 286 00:13:55.440 --> 00:13:57.880 and he was able to pay it from the money 287 00:13:57.880 --> 00:14:00.640 he got from YouTube ads, from YouTube. 288 00:14:00.640 --> 00:14:04.640 And he came across a video that changed his life. 289 00:14:04.640 --> 00:14:08.400 And what he didn't realize is the video was the story. 290 00:14:08.400 --> 00:14:11.520 It was the 27 to 10 rule. 291 00:14:11.520 --> 00:14:14.600 And an older YouTuber, who was older to him, 292 00:14:14.600 --> 00:14:18.800 was 18 years old, who's now got 12 million followers, 293 00:14:18.800 --> 00:14:20.000 that YouTuber. 294 00:14:20.000 --> 00:14:22.040 But this guy basically said, 295 00:14:22.040 --> 00:14:24.360 he said, if you wanna be a designer, 296 00:14:24.360 --> 00:14:27.920 you have to go through a lot of really bad design 297 00:14:27.920 --> 00:14:31.160 so that you can get to a bunch of mediocre design, 298 00:14:31.160 --> 00:14:33.040 so you can get to average design, 299 00:14:33.040 --> 00:14:34.360 so you can get to okay design, 300 00:14:34.360 --> 00:14:36.320 so you can get to brilliant design. 301 00:14:36.320 --> 00:14:38.440 If you're willing to go through that process, 302 00:14:38.440 --> 00:14:40.200 you can become a great designer. 303 00:14:40.200 --> 00:14:43.840 Today, he works for a large company 304 00:14:43.840 --> 00:14:45.400 and he's one of 70 designers 305 00:14:45.400 --> 00:14:48.880 and he's been introducing a lot of new elements. 306 00:14:48.880 --> 00:14:53.880 So this idea is this idea of being willing 307 00:14:53.880 --> 00:14:56.800 to go through the pain and the embarrassment 308 00:14:56.800 --> 00:14:58.480 of being a poor designer 309 00:14:58.480 --> 00:15:00.440 so you can become an average designer. 310 00:15:00.000 --> 00:15:07.440 so you can become an amazing designer. And so I want to say this because there is, it takes a 311 00:15:07.440 --> 00:15:15.200 certain intellectual honesty, a certain intellectual humility to be willing to go through that process. 312 00:15:15.200 --> 00:15:21.760 And it's this concept, when they looked at why, if people understood this, if they understood this 313 00:15:21.760 --> 00:15:26.240 rule, why don't they just push through then? Why don't they just keep going? And the reason is, 314 00:15:26.800 --> 00:15:34.800 evidently, come down to, again, a lot of research around this, comes down to this idea of intellectual 315 00:15:34.800 --> 00:15:46.800 humility. So, you know, it's really interesting that, you know, Amazon founder Jeff Bezos once 316 00:15:46.800 --> 00:15:52.640 stopped at the Basecamp offices. Now, Basecamp is the group that we got, thin slicing, shaping at 317 00:15:52.800 --> 00:15:58.160 that matter. It used to be called 37 signals back then. But anyway, Bezos stopped at the 318 00:15:58.160 --> 00:16:04.400 Basecamp offices a few years ago, and he asked someone, or rather someone asked him a question 319 00:16:06.320 --> 00:16:09.600 that I think every entrepreneur would like to know the answer to. And it's this, 320 00:16:09.600 --> 00:16:15.120 what's the most important quality you look for when you're trying to hire superstars? 321 00:16:15.760 --> 00:16:21.360 So, you might think, right, that Bezos would say something along the lines of, you know, 322 00:16:21.360 --> 00:16:28.160 I want to see amazing accomplishments, you know, stellar credentials, undeniable leadership, 323 00:16:28.160 --> 00:16:35.040 you know, something like of that kind, but that's not what he said. And so, what he actually said, 324 00:16:35.600 --> 00:16:43.760 he likes to hire people who are wrong a lot. What was he saying? 325 00:16:45.360 --> 00:16:52.400 He was talking to this thing, he realized that not you can't just wait until people get to that 10%, 326 00:16:52.400 --> 00:16:58.160 and then try to hire, I want to hire the best people. Well, the best people sometimes are the 327 00:16:58.160 --> 00:17:03.920 ones that are formed under your leadership, the best people, the ones that thrive in this high 328 00:17:03.920 --> 00:17:12.640 trust culture, in which innovation is encouraged, and which being wrong a lot is actually valued to 329 00:17:12.640 --> 00:17:19.359 the point that a billionaire would be willing to hire you. So, what is this intellectual humility, 330 00:17:19.359 --> 00:17:25.520 then? You know, here's the thing, intellectual humility makes you smarter and more successful. 331 00:17:26.160 --> 00:17:30.080 And so, when they pressed Bezos of this question, it's a wonderful interview, 332 00:17:30.080 --> 00:17:40.480 he said that he's observed that the smartest people are continuously revising their understanding, 333 00:17:41.120 --> 00:17:46.240 they're reconsidering, I know, the problem they were thinking about, they thought they'd already 334 00:17:46.240 --> 00:17:50.400 solved it, but it sort of comes back and they keep on it in their mind, what are they doing? 335 00:17:50.400 --> 00:17:55.360 They're going through the 20, the bad, getting through the average, looking to get to that 10%. 336 00:17:55.360 --> 00:17:59.200 Now, you can't do that in every area of your life, but there should be some areas of your life 337 00:18:00.000 --> 00:18:05.520 in which you're doing that. And so, to do that, he found that they were open to new points of view. 338 00:18:05.600 --> 00:18:10.400 When they found new information, they went back and updated their thinking or the update 339 00:18:10.400 --> 00:18:18.640 their solution, even if it contradicted what they previously thought. And so, when something 340 00:18:18.640 --> 00:18:24.560 challenged their way of thinking, that's what he looked at that response when they were willing to 341 00:18:24.560 --> 00:18:30.160 be intellectually humble enough to say, you know what, I was more dumb before, and I'm a little 342 00:18:30.160 --> 00:18:37.520 smarter now. And that is the quality he was looking for. Being open to new ideas means that, 343 00:18:38.400 --> 00:18:44.000 you know, you're willing to discard the old ones, you question all the assumptions you established, 344 00:18:44.640 --> 00:18:49.440 team brilliant know how many times we hit the pause button and say, let's challenge the 345 00:18:49.440 --> 00:18:54.640 assumptions we made when we did this. And it's amazing how many times, because what you're 346 00:18:54.640 --> 00:18:59.440 really admitting is that you were dumber before. That's what you're admitting. And that's where 347 00:18:59.440 --> 00:19:06.320 it takes the humility. And the truth is, you were dumber before. So, this intellectual humility 348 00:19:07.680 --> 00:19:14.960 is not just the bedrock of a high performer, but it really is what will excel you, because if you 349 00:19:14.960 --> 00:19:21.040 don't mind being wrong or looking foolish, that's the humility part. And the intellectual honesty to 350 00:19:21.040 --> 00:19:28.320 say, well, you know, I'm willing to learn. And some more research has shown that people who use this 351 00:19:28.320 --> 00:19:35.520 intellectual humility thing, learn faster, they are much better at weighing evidence more fairly, 352 00:19:35.520 --> 00:19:40.800 they're much more curious, you know, they converse with others who have opposing viewpoints to them, 353 00:19:41.760 --> 00:19:47.680 you know, they have a better worldview, they're easier to get along with. They're very open to 354 00:19:47.680 --> 00:19:53.440 ideas that they before thought were totally wrong, maybe even had a very strong, you know, 355 00:19:53.440 --> 00:19:59.120 opposition. And I think even if you look at our political discourse, you know, things that are 356 00:19:59.120 --> 00:19:59.920 going on in my 357 00:20:00.000 --> 00:20:05.040 in society, it's amazing, there's just not that level of humility. And if, and if some leader 358 00:20:05.040 --> 00:20:10.000 comes along who is intellectually humble, it's very attractive, you know, especially maybe in 359 00:20:10.000 --> 00:20:17.360 our present context. So I wanted to say that this idea of being willing to learn more information 360 00:20:17.360 --> 00:20:24.320 being, you know, it's, it's developing curiosity, to the point that you're willing to be a little 361 00:20:24.320 --> 00:20:29.920 embarrassed. And, you know, and the best thing to say is, yep, I was dumb before, and now I'm 362 00:20:29.920 --> 00:20:35.520 trying to be less dumb. And it's a very freeing thing. You know, why would you not do that? You 363 00:20:35.520 --> 00:20:41.280 know, it's a wonderful place to live. So a couple of thoughts for you. Before I hand it back to 364 00:20:41.280 --> 00:20:49.360 Jenny here, and we've got a little worksheet for you to work through. How intellectually humble 365 00:20:49.360 --> 00:20:56.240 are you? You know, do you have an open attitude to new ideas, fresh viewpoints, contradictory 366 00:20:56.240 --> 00:21:02.480 evidence to what you previously thought you were so sure about your, you know, or how you own 367 00:21:03.120 --> 00:21:08.880 your own intellectual errors. As we've said before, one of the fastest way to grow your reputation as 368 00:21:08.880 --> 00:21:14.640 a, as a person in your team, is not just to do what you say, but when you make a mistake, 369 00:21:14.640 --> 00:21:20.880 own your errors quickly, let good news travel fast, bad news travel faster. And because if you're 370 00:21:20.880 --> 00:21:26.800 the first one up with the bad news, it shows you owned it, there's an intellectual humility 371 00:21:27.360 --> 00:21:33.760 there that's that is very, very attractive. You know, even if people are annoyed with your mistake, 372 00:21:33.760 --> 00:21:39.600 they're impressed with you. So you know, you don't feel your need to protect your turf, if you feel 373 00:21:39.600 --> 00:21:43.680 need to protect your little domain, and you have a little fiefdom, and it's my little space, and 374 00:21:43.680 --> 00:21:48.400 nobody can, you know, this is my space. And I've been doing this for 20 years, or whatever it is, 375 00:21:49.040 --> 00:21:55.120 you know, that's not a great and here's the thing, as we get older, it might be actually harder 376 00:21:55.760 --> 00:22:01.520 to keep intellectual humility, because, you know, it's hard to keep up with everything at that pace. 377 00:22:01.520 --> 00:22:10.480 And so we can become a little protective of our turf. So, you know, this means we're not overly 378 00:22:10.480 --> 00:22:16.160 congratulating ourselves, we're also not beating ourselves up on our mistake. So I love what Elon 379 00:22:16.160 --> 00:22:21.360 Musk tells his team, it is best to assume that you are wrong, and the goal is to be less wrong. 380 00:22:23.440 --> 00:22:28.320 And I think this is not to say where we think our work is terrible, which just a healthy, 381 00:22:28.320 --> 00:22:34.400 open mindedness that we can do better. Why? Because we're trying to get through the really bad 20%, 382 00:22:35.360 --> 00:22:40.320 get through the average 70% and find ourselves in that amazing 10%. 383 00:22:42.560 --> 00:22:46.320 Back to you, Jenny questions, thoughts, I wasn't checking all the comments. 384 00:22:47.280 --> 00:22:53.520 There were some really good comments. Ben is not sure he believes anything he says. So 385 00:22:56.080 --> 00:23:01.600 and then Matt and Tyler. Tyler said that Ben tells him about one 10th of the things he says 386 00:23:01.680 --> 00:23:05.920 is brilliant. So the 10 2070 rule is quite affirming. And Matt said the same. 387 00:23:07.280 --> 00:23:14.000 But then Tyler did have a question about finding humility in an interview being quite the 388 00:23:14.000 --> 00:23:18.800 challenge because the candidate, you know, is trying to impress the company. Are there good 389 00:23:18.800 --> 00:23:25.280 questions to figure out where they're truly at? Or is humility something that is taught in the new 390 00:23:25.280 --> 00:23:29.760 culture they're entering? Well, I know, Jenny, you know, the answer to that question. So that 391 00:23:29.760 --> 00:23:36.320 the point is, though, we will actually get into how to do that in an interview, and why you can't 392 00:23:36.320 --> 00:23:42.800 do it in a single interview. And so we'll, we'll talk about that whole process. And but the short 393 00:23:42.800 --> 00:23:48.800 answer just to give you the bottom line, is that you've you pick on the one tell me about the 394 00:23:48.800 --> 00:23:55.040 biggest thing you've ever done, what's the biggest contribution you've ever made in anything? And you 395 00:23:55.040 --> 00:24:01.040 ask that you keep asking them questions until you run into a dead end. As we say, brilliant, 396 00:24:01.040 --> 00:24:05.360 you keep going down that road until you hit a T junction. And you know, you hit the T junction, 397 00:24:05.360 --> 00:24:10.560 because they start repeating themselves, they run out of detail. Here's what intellectual humility 398 00:24:10.560 --> 00:24:16.720 is and how to determine that in an interview, is that if I was part of a team that did something 399 00:24:16.720 --> 00:24:21.680 wonderful, and I'm kind of claiming, well, I, you know, we were, we were part of a team, or I was, 400 00:24:21.680 --> 00:24:26.000 I worked for the sales team, and we increased sales by 500%. And we did this, and we did that, 401 00:24:26.000 --> 00:24:30.880 we did the next thing. That sounds impressive. When I start pressing in, how many people on the 402 00:24:30.880 --> 00:24:35.680 team? Well, there was five of us. Were you the top salesperson? Well, I was number two. Well, 403 00:24:35.680 --> 00:24:44.800 what did one number one do that you didn't do? Well, I well, was that just an excuse? Or were 404 00:24:44.800 --> 00:24:49.280 they just really better than you? Did you just accept that they were better than you? Why did 405 00:24:49.280 --> 00:24:53.840 you accept that they were better than you? You can see very quickly, I will blow through that, 406 00:24:53.840 --> 00:24:58.080 that fluffy bird, and an intellectually honest person will lean back and go, 407 00:24:58.080 --> 00:24:59.840 no, sometimes I was just too lazy to drive. 408 00:25:00.000 --> 00:25:04.480 harder. You know, they said that I'm like, I like this person 409 00:25:04.480 --> 00:25:08.880 immediately. So I think the point is people need you have to 410 00:25:08.880 --> 00:25:11.880 press and press and press because if they really did the 411 00:25:11.880 --> 00:25:16.360 job, they will know the detail until you run out of questions. 412 00:25:17.560 --> 00:25:21.560 And so if they were only part of the team that did the job, and 413 00:25:21.560 --> 00:25:24.800 they weren't absolutely involved in every detail, they will run 414 00:25:24.800 --> 00:25:28.160 out of information, you will see they'll hit the T junction 415 00:25:28.160 --> 00:25:31.520 along the way. That's the short answer. There's a lot of detail 416 00:25:31.520 --> 00:25:35.080 and we provide an entire host of questions in a four interview 417 00:25:35.080 --> 00:25:39.320 stage process to get that through. So Matt recently went 418 00:25:39.320 --> 00:25:43.880 through that. So he knows what that's like. So there you go. It 419 00:25:43.880 --> 00:25:48.040 was a process, right, Matt. So as we've gone through that, we 420 00:25:48.040 --> 00:25:49.120 will go through that again. 421 00:25:50.960 --> 00:25:54.240 If I can just add to that, that and I think we have said that we 422 00:25:54.240 --> 00:25:56.640 asked those really hard questions, but we've also had 423 00:25:56.640 --> 00:25:59.480 the most responses in our interviews of people saying that 424 00:25:59.480 --> 00:26:02.960 they feel really seen and considered, and oftentimes get 425 00:26:02.960 --> 00:26:06.720 emotional because they just feel like they're being they're 426 00:26:06.720 --> 00:26:10.040 known, they're getting to be known. So it's actually a 427 00:26:10.040 --> 00:26:14.120 really, it's a great process. Okay, so are we ready to break 428 00:26:14.120 --> 00:26:15.760 out in the breakout rooms then Dion? 429 00:26:16.240 --> 00:26:18.160 Sounds like Robin, you had a question earlier. 430 00:26:18.200 --> 00:26:20.400 There's a question earlier from Robin, I think. 431 00:26:21.040 --> 00:26:23.880 Yes, about the playbooks. 432 00:26:27.320 --> 00:26:30.680 He asked, is there a challenge in getting the staff to do 433 00:26:30.680 --> 00:26:35.280 playbooks of their position? If no one can do their job? Is it 434 00:26:35.280 --> 00:26:36.320 better protected? 435 00:26:38.800 --> 00:26:42.880 Yeah. Yeah, you know, that's a good question to ask, actually, 436 00:26:42.920 --> 00:26:46.200 it's good to get that in there. If that's really it, you know, 437 00:26:46.200 --> 00:26:48.920 some people just need some assurance that that's why you 438 00:26:48.920 --> 00:26:52.280 giving them this because you want to improve them. This isn't 439 00:26:52.280 --> 00:26:55.760 so we can replace you because, you know, in a in a culture of 440 00:26:55.760 --> 00:26:58.600 mistrust, then it then that is the question, right? Are you 441 00:26:58.600 --> 00:27:00.520 just getting me to do this, because you're getting ready to 442 00:27:00.520 --> 00:27:05.280 fire me, you know, and and so it has to be listen, if you are at 443 00:27:05.280 --> 00:27:09.240 risk, you will know, and you will have had a 30 day notice 444 00:27:09.240 --> 00:27:12.480 from us, and we will have told you exactly what you have to do. 445 00:27:12.480 --> 00:27:15.080 And in 30 days time, we're going to revaluate against that 446 00:27:15.080 --> 00:27:18.280 criteria. If we haven't had that conversation, silence is golden, 447 00:27:18.280 --> 00:27:23.080 you're good to go. And so you have to reassure people, I 448 00:27:23.080 --> 00:27:26.840 think if they're having that response. Yeah, but I have seen 449 00:27:26.840 --> 00:27:30.280 that that viewpoint. All right. 450 00:27:31.840 --> 00:27:34.480 That's, well, you see how important that culture of trust 451 00:27:34.480 --> 00:27:40.760 is. All right, excuse me, we're gonna break, go into our 452 00:27:40.760 --> 00:27:45.440 breakout rooms now. And I did drop the PDF file for today's 453 00:27:45.440 --> 00:27:48.800 worksheet for those who might need it. We'll go ahead and 454 00:27:48.840 --> 00:27:51.120 separate into our breakout rooms. And we'll see you back 455 00:27:51.120 --> 00:27:54.600 here at 155. If you have trouble moving into your room, 456 00:27:54.600 --> 00:27:58.320 just post in the comments, and we can manually move you over 457 00:27:58.560 --> 00:28:01.400 solo leaders, we've created a group for you called the 458 00:28:01.400 --> 00:28:05.080 general, you can go in there and interact together. And as 459 00:28:05.080 --> 00:28:08.800 always, we'll have that countdown reminder when it's 460 00:28:08.800 --> 00:28:11.960 time for you to come back into the main meeting. So have fun. 461 00:28:13.600 --> 00:28:16.000 Welcome back having a good time. We didn't want to leave. 462 00:28:17.320 --> 00:28:21.040 I think that is the most the most frequent comment we were 463 00:28:21.040 --> 00:28:24.920 received is that you guys are having a good time and don't 464 00:28:24.920 --> 00:28:31.880 want to come back. Well, we're glad to have you guys back. This 465 00:28:31.880 --> 00:28:34.160 is the time in the last few minutes. If you guys have any 466 00:28:34.160 --> 00:28:39.360 questions, or comments or would like insight on something, 467 00:28:39.360 --> 00:28:42.320 please post it in the chat or raise your hand and ask your 468 00:28:42.320 --> 00:28:53.400 question out loud. Are there any questions? Okay, Eli, you 469 00:28:53.400 --> 00:28:56.120 like to see the countdown and everyone is like, Oh, no, we're 470 00:28:56.120 --> 00:29:03.280 gonna get kicked out. That's funny. All meetings should have 471 00:29:03.280 --> 00:29:10.160 countdown clocks. I think, you know, that last minute. All 472 00:29:10.160 --> 00:29:15.440 right. And Leanne is asking Dionne, if you would expand on 473 00:29:15.440 --> 00:29:19.080 exercise two a little bit in the worksheet. 474 00:29:20.600 --> 00:29:22.000 Just remind me what it is. 475 00:29:22.280 --> 00:29:25.920 Sure. Exercise two is pick one area, you could increase the 476 00:29:25.920 --> 00:29:29.720 quantity of what you do to learn faster and to get quality 477 00:29:29.720 --> 00:29:31.040 quicker. So fast. 478 00:29:31.440 --> 00:29:34.000 Yeah, that's a great question. Because what we didn't get go 479 00:29:34.000 --> 00:29:39.640 through is why, why it works so well. And you know, why the 480 00:29:41.040 --> 00:29:45.840 why the quantity people produce the best quality. And the 481 00:29:45.840 --> 00:29:49.480 number one thing that was the research found was that you 482 00:29:49.480 --> 00:29:53.240 don't get trapped in perfectionism. So you know, when 483 00:29:53.240 --> 00:29:55.720 you're trying to get that perfect photograph, what they 484 00:29:55.720 --> 00:29:59.840 found is, it's a it's the thin slicing the rapid 485 00:30:00.000 --> 00:30:02.320 trying and constantly thin slicing it. 486 00:30:02.320 --> 00:30:04.680 And so you make mistakes and you learn. 487 00:30:04.680 --> 00:30:07.920 So with the pottery or with the photographs example, 488 00:30:07.920 --> 00:30:09.880 so they went over and over and over again. 489 00:30:09.880 --> 00:30:12.040 So is there an area or is there a project 490 00:30:12.040 --> 00:30:14.040 where you wanna get the quality up 491 00:30:14.040 --> 00:30:15.440 and you're spending too much time 492 00:30:15.440 --> 00:30:19.360 trying to dial in the quality that if you did quantity, 493 00:30:19.360 --> 00:30:20.840 you could get there quicker. 494 00:30:20.840 --> 00:30:22.520 Not every project allows for it, 495 00:30:22.520 --> 00:30:25.680 but if you can, it is the faster way. 496 00:30:25.680 --> 00:30:28.240 It's another variant on thin slice thinking. 497 00:30:31.000 --> 00:30:33.440 So did I answer your question? 498 00:30:33.440 --> 00:30:35.040 Does that help, Leanne? 499 00:30:35.040 --> 00:30:36.760 I'm sorry, you can unmute if you. 500 00:30:39.440 --> 00:30:41.600 Yes, I was trying to type fast. 501 00:30:41.600 --> 00:30:42.440 Yes, it did. 502 00:30:42.440 --> 00:30:43.560 Thank you so much. 503 00:30:43.560 --> 00:30:46.880 Yeah, so what it does is really is freeing you 504 00:30:46.880 --> 00:30:50.520 from those sort of crippling high expectations. 505 00:30:50.520 --> 00:30:52.840 You know, we always put that the fear of failure. 506 00:30:52.840 --> 00:30:53.920 We don't wanna mess up. 507 00:30:53.920 --> 00:30:57.320 We wanna go to our boss or everyone say, look at the job. 508 00:30:58.240 --> 00:31:01.120 Or if you wanna say to the team, look what I did. 509 00:31:01.120 --> 00:31:03.680 But if you're saying, hey, here's my first version, 510 00:31:03.680 --> 00:31:05.360 second version, I'm gonna do a lot of versions 511 00:31:05.360 --> 00:31:07.480 because I'm gonna figure this out. 512 00:31:07.480 --> 00:31:09.560 And so like in the pottery case, 513 00:31:09.560 --> 00:31:14.560 they talked about the number of the ceramics was so bad, 514 00:31:15.160 --> 00:31:17.680 you know, they were embarrassed to bring them out. 515 00:31:17.680 --> 00:31:19.840 But the last few were so brilliant 516 00:31:19.840 --> 00:31:21.360 that they were better than anything 517 00:31:21.360 --> 00:31:23.480 that the quality group produced. 518 00:31:23.480 --> 00:31:26.280 So it's this tremendous confidence 519 00:31:26.280 --> 00:31:28.400 that I know the 20% is gonna be bad 520 00:31:28.400 --> 00:31:30.120 and then I know the 70 is gonna be average, 521 00:31:30.120 --> 00:31:32.760 but the last 10% and I'm gonna push through. 522 00:31:32.760 --> 00:31:34.960 Giving yourself that permission 523 00:31:34.960 --> 00:31:36.920 or giving your team that permission, 524 00:31:36.920 --> 00:31:39.440 we're allowed to do projects that way. 525 00:31:39.440 --> 00:31:42.800 We're allowed to tackle certain projects that way. 526 00:31:42.800 --> 00:31:43.880 There are boundaries 527 00:31:43.880 --> 00:31:45.360 and we can talk about that at some point. 528 00:31:45.360 --> 00:31:47.880 But I think the whole point is to give yourself permission 529 00:31:47.880 --> 00:31:49.160 to tackle some of your projects. 530 00:31:49.160 --> 00:31:51.200 So the question in exercise two is, 531 00:31:51.200 --> 00:31:54.000 is there a project like that in your world 532 00:31:54.000 --> 00:31:56.200 that you could put immediately to work? 533 00:31:57.280 --> 00:31:58.120 Excellent. 534 00:31:58.120 --> 00:31:59.640 Thank you so much, Dion. 535 00:31:59.640 --> 00:32:00.480 Sure. 536 00:32:00.480 --> 00:32:01.320 Appreciate it. 537 00:32:04.360 --> 00:32:05.200 All right. 538 00:32:05.200 --> 00:32:09.560 Well, I hope everyone enjoyed today's teaching, 539 00:32:09.560 --> 00:32:12.120 the rule, the 70-20-10 rule 540 00:32:12.120 --> 00:32:15.440 and looks for ways that you can implement. 541 00:32:15.440 --> 00:32:16.280 I can't talk. 542 00:32:16.280 --> 00:32:18.000 Implement that this week. 543 00:32:19.080 --> 00:32:19.920 All right. 544 00:32:19.920 --> 00:32:21.320 Well, I hope everyone has a great week 545 00:32:21.320 --> 00:32:23.560 and we look forward to seeing you next week.