WEBVTT 1 00:00:00.000 --> 00:00:06.000 Hello, hello. Welcome in. Happy Wednesday, everyone. 2 00:00:06.000 --> 00:00:11.000 You all are feeling very, very celebratory today. 3 00:00:11.000 --> 00:00:15.000 And very fun. My fellow 40 weekers. 4 00:00:15.000 --> 00:00:25.000 This is week 40 of the edge training, we have made it to this point together, and we're all in a celebratory mood. 5 00:00:25.000 --> 00:00:40.000 I hope so that's our weekly win for today. So if you guys know that that's our weekly win is that we all went through this 40 weeks, and we learned so much, and we've come out the other side forever changed we can't go back before cue book before 6 00:00:40.000 --> 00:00:46.000 buckets thin slicing deep work. There's not a time before those tools right. 7 00:00:46.000 --> 00:00:51.000 We're gonna all shake our head yes that's right Jenny. 8 00:00:51.000 --> 00:01:00.000 Yeah, we're so happy to have you all here with us. Truly we are very much celebrating this time that we've spent together and we've got a lot planned. 9 00:01:00.000 --> 00:01:12.000 I'm sure that a couple more folks will be jumping on here in in a little bit but Dionne it's a, it's a very big day and I know you have a lot to cover. So, I will hand it to you. 10 00:01:13.000 --> 00:01:24.000 Thanks Jenny Yes welcome everybody. So yeah, congratulations for getting to this point, all the formal training parties over. So today's the day of celebration. 11 00:01:24.000 --> 00:01:34.000 But it's always good practice as a leader to hit the pause button for your team and remind them again of the distance they've covered. 12 00:01:34.000 --> 00:01:52.000 And I know it ceases to amaze me how effective that technique is. Sometimes if you've had a big week for your team, just taking two minutes and saying hey, just so we can think about this week we knocked off this, and people go wow that's, that's pretty impressive. 13 00:01:52.000 --> 00:01:58.000 People just literally forget. And also, they don't always have the big picture of what everybody in the whole team did. 14 00:01:58.000 --> 00:02:12.000 But when you put it all in one go, you realize how impressive you all were. So I thought it'd be fun for you to have that experience today. So here's what happened over the last 40 weeks. 15 00:02:12.000 --> 00:02:19.000 It's going to be a long session is going to reteach all of this take about seven hours will be done, you know, long before midnight, you'll be fine. 16 00:02:19.000 --> 00:02:26.000 All right, here we go. Summary of what we're going to do. I see Tyler's joining us there. Okay. 17 00:02:26.000 --> 00:02:43.000 We started off right at the beginning. And we started talking about the whole thing of how do we move from just success to prime? What does prime mean? Prime means creating that kind of value, high value culture that can function even if the founder was removed. 18 00:02:43.000 --> 00:02:55.000 And then we've got into what are we doing? Why are we doing it? How do I fit in and we came up with one line job descriptions, one of the most powerful ways to get a team to all function together. 19 00:02:55.000 --> 00:03:12.000 Then we talked about using the entire fireman's net idea. So the fire firefighters net, sorry, I didn't mean to make it firemen old, old language, the firefighters net idea, and everybody pulling on the net, who should be have hands on the net? 20 00:03:12.000 --> 00:03:19.000 How do we pull and tension is a sign that you're in balance, a lack of tension shows nothing's happening. 21 00:03:20.000 --> 00:03:36.000 So the idea isn't to get a lack of tension, the idea is to get the right attention. Then we talked about the triple bottom line. How much money are we making? How many people did we reach? New customers did we really reach and help? And how alive is the team that we lead? 22 00:03:36.000 --> 00:03:51.000 From there, we went on to creating a culture of trust. And we talked about why a trust culture, why it's a certain risk for the leaders initially, but ultimately, it's how we create a team of leaders, not just a team with a leader. 23 00:03:51.000 --> 00:04:07.000 Of course, we hit the ever popular queue management, and the whole thing of queue book, now you don't just write it down, now you queue it up. And we talked about the idea that when we all know, and we all use the same system, what happens is, we all get to trust one another. 24 00:04:07.000 --> 00:04:17.000 Because we all know that once you've got in your queue book, we know what you're doing, we don't feel like we passed you the ball, then we have to run up there and check that you're going to kick the ball and know what you're doing. 25 00:04:17.000 --> 00:04:36.000 Because we know you got once it's in your book. We talked about getting work done at work. And we talked about the three types of work. We talked about deep work, focused work and general work, or, hey, deep work is like being out in the mountains where you're just locked away for hours uninterrupted, and you work on something new. 26 00:04:36.000 --> 00:05:00.000 Focused work is more like two hours uninterrupted, but you're working on existing work. But what you're doing is you're batching stuff together. So you can get that idea of cut down the switching costs. Remember, switching costs creates mental fatigue, you're tired at the end of the day, because you were switching too many times in the day, it takes 20 to 40 minutes to switch every time, even though you've moved too many times. 27 00:05:00.000 --> 00:05:06.640 the next task, you're still switching too fast. So the idea of batching stuff together to release 28 00:05:06.640 --> 00:05:11.760 that mental fatigue. And then we talked about, we got into the real nuts and bolts of deep work, 29 00:05:11.760 --> 00:05:17.280 the different types of deep work. And we settled on the idea that at a minimum, you should be 30 00:05:17.280 --> 00:05:22.160 doing one deep work session a week where you're working on something new. Deep work isn't just 31 00:05:22.160 --> 00:05:27.440 you getting existing work done, that's focused work. And then we got into the fun discussion 32 00:05:27.440 --> 00:05:34.960 about deciding what done means. And all the perfectionists said, yay. So that helps you 33 00:05:34.960 --> 00:05:40.480 from stop being a perfectionist, deliver us from perfectionism, right? So we decide what done 34 00:05:40.480 --> 00:05:44.320 means. And also a great way to communicate. Somebody gives you a job. Hey, what does done 35 00:05:44.320 --> 00:05:50.320 mean for you in this? And it's amazing how that creates a tremendous clarity of expectations, 36 00:05:50.320 --> 00:05:56.240 setting and delivery. We got into the six hats, the six ways of thinking about anything. There 37 00:05:56.240 --> 00:06:03.440 are only six ways of thinking about any things that we use colored hats. After that, we talked 38 00:06:03.440 --> 00:06:09.280 a lot about how to be a change agent, how to be part of the changing mechanism. Don't be dragged 39 00:06:09.280 --> 00:06:14.640 through this process of cultural change, become one of the change agents. And what does that mean? 40 00:06:14.640 --> 00:06:20.080 And of course, we went from that into finding delight at work. And so we looked at the whole 41 00:06:20.080 --> 00:06:25.360 joy table, you know, contribution versus joy in the four squares. And we use that four square 42 00:06:25.920 --> 00:06:30.320 model for almost everything. I hope you use it for figuring out which is your best vacation, 43 00:06:30.320 --> 00:06:35.360 money versus fun, you know, and you find out, hang on a second, there was a low money, high fun value, 44 00:06:35.360 --> 00:06:41.760 how do I have more of that block? So we always worked out, you know, how we use the four square 45 00:06:41.760 --> 00:06:51.840 method. We got into courageous leadership, why it takes courage to engage in change. 46 00:06:51.840 --> 00:06:59.520 And we talked about, you know, as leaders, what it means for us to take a risk with our team, 47 00:06:59.520 --> 00:07:07.440 to invest in them. Why it matters that we create, we want the people who leave us to be 48 00:07:07.440 --> 00:07:12.000 the smartest people in the room when they do. We want their lives to be deeply enriched, 49 00:07:12.000 --> 00:07:17.520 because they were with us, because they experienced such a healthy, vibrant, life-giving 50 00:07:17.520 --> 00:07:23.680 culture. And then we went from that into the two hats that create relational space, that whole 51 00:07:23.680 --> 00:07:29.600 thing we told about the father firing his son, you know, and remember that whole story. So the 52 00:07:29.600 --> 00:07:33.840 whole idea of that some of us work with family members and having different hats helps. 53 00:07:34.640 --> 00:07:40.160 And it says, which hat are you wearing? And it just gives permission to create a lot more 54 00:07:40.160 --> 00:07:45.440 relational space. Of course, we jumped into the big innovation thing at that point called 55 00:07:45.440 --> 00:07:52.000 shaping up, creating thin slices, doing pitches, and presentations, and going through that, 56 00:07:52.000 --> 00:07:57.760 shaping up where we get innovation, working at every level of the organization, and everybody 57 00:07:57.760 --> 00:08:04.240 becomes an innovator. We had some fun with a five-second rule. And, you know, countdown, 58 00:08:04.240 --> 00:08:09.200 five, four, three, disrupt all the old mental habits in your brain and hit them on pause, 59 00:08:09.200 --> 00:08:13.920 countdown, your brain goes, what, what's happening? And then you're able to take action, 60 00:08:13.920 --> 00:08:20.640 overcoming the old way of thinking. Now, of course, we got into how to power start projects, 61 00:08:20.640 --> 00:08:27.360 we pulled that all together and landed on S-T-A-R-T. What's the thin slice? What's the 62 00:08:27.360 --> 00:08:32.960 target? IE, what does done mean? How do we take that first baby step and act? Then we hit the 63 00:08:32.960 --> 00:08:38.400 reset by counting down five-second rule. And then we do microbursts of energy to get momentum going 64 00:08:38.400 --> 00:08:43.919 for full 10 minutes. And when you do that on any project, there's nothing will stop you, you'll be 65 00:08:43.919 --> 00:08:50.800 like a machine at that point. And then we talked about how to create powerful playbooks. Part of 66 00:08:50.800 --> 00:08:56.960 your career development is that you capture the processes that you use, and then so that you can 67 00:08:56.960 --> 00:09:01.760 pass them on to others. So the whole idea of playbooks, how to create a playbook, we use the 68 00:09:01.760 --> 00:09:11.520 four Cs, Dan Martell's concept of playbooks. And as we continued on, we got into the 70-20-10 rule, 69 00:09:12.240 --> 00:09:16.960 why we have to do a bunch of average work, or even junk work to get to the great work, 70 00:09:16.960 --> 00:09:22.000 and there's no shortcut. You have to create junk work to get to average work to get to great work. 71 00:09:22.000 --> 00:09:26.880 So get it done quickly, fail fast, fail forward, get through it and become brilliant at what you do. 72 00:09:28.240 --> 00:09:32.160 After that, we talked a lot about how to be a brilliant project manager, we came up with a 73 00:09:32.160 --> 00:09:38.800 very simple way of managing all the stakeholders in a project, how to set expectations, how to 74 00:09:38.800 --> 00:09:43.760 lead through that process. And then we got into leading three types of people, you remember that, 75 00:09:44.320 --> 00:09:48.000 the wise, the foolish and the evil, and each one needs a different strategy. 76 00:09:48.880 --> 00:09:53.920 And how you can tell them apart, you remember that wise person says, thank you for telling 77 00:09:53.920 --> 00:09:58.640 me that negative feedback. I really appreciate it. And what is the foolish person deflect deflects, 78 00:09:58.640 --> 00:09:59.840 not my fault, I didn't get the email. 79 00:10:00.000 --> 00:10:03.720 email, nobody told me all that deflection stuff. And then we 80 00:10:03.720 --> 00:10:07.080 can use containment as a strategy there. And then we 81 00:10:07.080 --> 00:10:10.160 created a playbook for hiring great people. We talked about 82 00:10:10.160 --> 00:10:14.340 the four interview process, how we sometimes we're so quick to 83 00:10:14.340 --> 00:10:17.560 hire people, then it doesn't work out. And then the cost of 84 00:10:17.560 --> 00:10:20.940 that is enormous. And they say, well, you know, I don't know if 85 00:10:20.940 --> 00:10:26.080 I have time to do four two hour interviews. Well, give up those 86 00:10:26.080 --> 00:10:29.640 eight hours up front. But we seem to have enough time to hire 87 00:10:29.640 --> 00:10:33.520 somebody for six months, and then figure out doesn't work. As 88 00:10:33.520 --> 00:10:37.040 we go went through that was, of course, from SpaceX. And then we 89 00:10:37.040 --> 00:10:39.520 talked about scaling your business by working backwards, 90 00:10:39.520 --> 00:10:42.040 starting with the end in mind, what's the customer we work 91 00:10:42.040 --> 00:10:46.120 backwards. From there, we talked about how to the perfecting the 92 00:10:46.120 --> 00:10:48.840 art of showing up, this was really fun, because we went 93 00:10:48.840 --> 00:10:52.320 into a whole bunch of neuroscience, secrets and 94 00:10:52.320 --> 00:10:57.360 habits. And the whole idea there was how to give you cognitive 95 00:10:57.360 --> 00:11:01.560 control over what you're doing. When you feel you have mental 96 00:11:01.560 --> 00:11:04.800 control over what you're doing, you know how to make a 97 00:11:04.800 --> 00:11:09.240 contribution. We got into reframing, and negative 98 00:11:09.240 --> 00:11:12.280 reframing. And we talked about using things like inversion, 99 00:11:12.640 --> 00:11:16.400 start with the opposite, you know, reframing something that's 100 00:11:16.400 --> 00:11:19.880 so hard, what if it's not, you know, we had a lot of fun with 101 00:11:19.880 --> 00:11:23.360 that. And then we talked about upgrading your meeting culture, 102 00:11:23.440 --> 00:11:26.680 what kind of meetings, how do we run meetings? How do we make 103 00:11:26.680 --> 00:11:30.400 those effective? And that meetings are the last action of 104 00:11:30.400 --> 00:11:34.000 result, last resort is we jump into a meeting, and all the 105 00:11:34.000 --> 00:11:38.080 other ways. Got into some economic stuff around, how do 106 00:11:38.080 --> 00:11:42.720 we take our contribution to the next level. And we realized that 107 00:11:42.720 --> 00:11:46.760 as individuals, we can make this huge contribution. And we talked 108 00:11:46.760 --> 00:11:49.920 how looking for that 10x, looking for that missing zero, 109 00:11:49.920 --> 00:11:54.520 how can I 10x my contribution? We talked about growth 110 00:11:54.520 --> 00:11:58.200 strategies, you know, if you tweak processes, you get a 10% 111 00:11:58.200 --> 00:12:01.440 gain. If you add a new product, you could get a double your, you 112 00:12:01.440 --> 00:12:05.760 know, 100% gain. And then we talked about 10x strategies 113 00:12:05.800 --> 00:12:10.880 again. Necessary endings, well, whole pruning. Remember the 114 00:12:10.880 --> 00:12:15.720 pruning thing from Henry Cloud? That was a brutal conversation, 115 00:12:15.720 --> 00:12:20.760 you may remember. So what's dead and taking up space? Oops, 116 00:12:20.760 --> 00:12:23.600 that's a tough conversation. You know, what's sick and not 117 00:12:23.600 --> 00:12:28.480 getting well? And what's good, but not great? And those are 118 00:12:28.480 --> 00:12:31.920 always tough questions. We got into how to make work feel 119 00:12:31.920 --> 00:12:35.000 effortless, and the whole thing around making work feel 120 00:12:35.000 --> 00:12:39.480 effortless. And that was around Greg McKinn's book, called 121 00:12:39.480 --> 00:12:44.000 Effortless. We talked about Kaizen, making that a way of 122 00:12:44.000 --> 00:12:49.480 life and work. I need gradual improvements in a slow, like a 123 00:12:49.480 --> 00:12:53.520 slow ramp, or we called it free change, feels free, because 124 00:12:53.520 --> 00:12:56.160 you hardly even notice the change. But you look back after 125 00:12:56.160 --> 00:12:59.720 six months, you can't believe the height you've gained. Making 126 00:12:59.720 --> 00:13:04.200 things less dumb. At SpaceX, it's known as the algorithm. I 127 00:13:04.200 --> 00:13:07.040 think it's known as the algorithm at Tesla as well. And 128 00:13:07.040 --> 00:13:09.560 that's the whole thing about going through the process and 129 00:13:09.960 --> 00:13:13.200 not optimizing things that shouldn't exist, just delete 130 00:13:13.200 --> 00:13:18.480 them. And from there, we went to black box modeling, which is a 131 00:13:18.480 --> 00:13:23.040 nice economic exercise on how to quickly back of a napkin decide 132 00:13:23.040 --> 00:13:26.800 do the economics even work for this? You know, do we know what 133 00:13:26.800 --> 00:13:30.520 the main thing is here? Let's get to it quickly. And we had a 134 00:13:30.520 --> 00:13:36.640 great conversation in week 38 on existential flexibility. We 135 00:13:36.640 --> 00:13:39.560 talked about, you know, blow up your own products before the 136 00:13:39.560 --> 00:13:44.480 market does that takes courage. And we talked a lot about all 137 00:13:44.480 --> 00:13:48.200 the different components about what makes us flexible. And 138 00:13:48.240 --> 00:13:52.000 what is it about bringing real meaningful change to our 139 00:13:52.000 --> 00:13:55.920 customers. And then last week, we had a very interesting 140 00:13:55.920 --> 00:13:59.400 conversation around the art of innovation from Guy Kawasaki. 141 00:13:59.920 --> 00:14:03.320 And that was just really fun, because we got into the whole 142 00:14:03.320 --> 00:14:06.280 thing of, you know, things like, don't worry, be crappy, you 143 00:14:06.280 --> 00:14:09.000 know, ship it, get it done, learn, learn, learn, go, go, go. 144 00:14:09.240 --> 00:14:11.440 And it sounded like the opposite, but it was really how 145 00:14:11.440 --> 00:14:16.240 do you jump the curve. So all of these, all of these components 146 00:14:16.280 --> 00:14:20.560 are all best practices. You know, that we got from different 147 00:14:20.560 --> 00:14:24.360 companies, we built this into our culture. Why did we do all 148 00:14:24.360 --> 00:14:28.400 that? We did all that, because we wanted you to give you an 149 00:14:28.400 --> 00:14:34.000 incredibly powerful toolbox that you can draw on whenever you 150 00:14:34.000 --> 00:14:39.360 need to. We wanted you to know how to feel in control, 151 00:14:39.440 --> 00:14:44.160 cognitive control of your own space, that you actively act 152 00:14:44.160 --> 00:14:48.600 like a leader, and manage your own contribution, and then look 153 00:14:48.600 --> 00:14:52.120 for ways to 10x that contribution. Because when you 154 00:14:52.120 --> 00:14:55.480 bring that level of contribution, you will be, your 155 00:14:55.480 --> 00:14:59.600 career will rise. And so for some of us who was learning the 156 00:14:59.600 --> 00:15:00.080 concepts 157 00:15:00.000 --> 00:15:03.920 of leadership for the first time at this level. And that all 158 00:15:03.920 --> 00:15:07.760 leadership starts with self-leadership. So the simple 159 00:15:07.760 --> 00:15:11.440 things, and I have learned, there's some people, you can 160 00:15:11.440 --> 00:15:13.720 give them tools all day long, they just won't take any of 161 00:15:13.720 --> 00:15:17.520 them. They don't want them. You know, not much you can do about 162 00:15:17.520 --> 00:15:21.480 that. But what you can do is create a culture where you 163 00:15:21.480 --> 00:15:23.920 normalize it, because what you're doing with these tools, 164 00:15:23.920 --> 00:15:27.760 you're moving the learning curve, the gradient up. And so 165 00:15:27.920 --> 00:15:33.040 you have to call people to invest in their own growth. And 166 00:15:33.040 --> 00:15:35.680 as they do invest in their own growth, you got to make sure you 167 00:15:35.680 --> 00:15:37.880 keep up with them, because some of them will grow faster than 168 00:15:37.880 --> 00:15:40.840 your ability to grow. And you'll have to keep making space for 169 00:15:40.840 --> 00:15:44.720 them. And that's great. That's a great problem for a leader to 170 00:15:44.720 --> 00:15:48.880 have. Okay, so how was that summary in 10 minutes, 12 171 00:15:48.880 --> 00:15:52.200 minutes, whatever it was, it was all you could have just skipped 172 00:15:52.200 --> 00:15:55.120 the other 39 weeks arrived at this and you were good, right? 173 00:15:55.520 --> 00:16:01.720 No. We do know that it takes one degree per week, turning the 174 00:16:01.720 --> 00:16:05.600 temperature up until the ice melts, right? We know that. So 175 00:16:05.600 --> 00:16:08.720 here's what I want to encourage you, as you look to next year, 176 00:16:09.480 --> 00:16:12.240 you may want to go through this all again, because I found that 177 00:16:12.240 --> 00:16:16.640 the first time around kind of just lays the groundwork, get 178 00:16:16.640 --> 00:16:20.000 some, you do get some benefits, no question. But you probably 179 00:16:20.000 --> 00:16:23.360 got 30 or 40% of the benefit. Some of you may be looking at 180 00:16:23.360 --> 00:16:26.000 this and saying, you know, we don't have thin slicing working, 181 00:16:26.000 --> 00:16:28.240 or we still don't have that we still don't have whatever. 182 00:16:28.320 --> 00:16:31.400 That's okay. That's okay. Be patient with yourself with your 183 00:16:31.400 --> 00:16:35.920 team. But if you do it the second time around, people go, 184 00:16:36.000 --> 00:16:39.600 Oh, now I get it. Because now they're seeing the architecture 185 00:16:39.600 --> 00:16:42.280 of the whole thing, because this leads to that which connects to 186 00:16:42.280 --> 00:16:45.440 the next thing, they seeing the big picture now, now it makes a 187 00:16:45.440 --> 00:16:47.640 lot more sense when they're going through it the first time 188 00:16:47.840 --> 00:16:50.520 that is hearing this new idea, that new idea, that new idea, 189 00:16:50.520 --> 00:16:54.560 every week, there's something else. And we did design it very 190 00:16:54.560 --> 00:16:58.920 specifically. So we didn't hit all the big needle moving things 191 00:16:58.920 --> 00:17:02.880 in a row, we hit the big, one big needle moving thing. And 192 00:17:02.880 --> 00:17:06.440 then we backfilled it with a lot of supplemental smaller things 193 00:17:06.440 --> 00:17:08.960 that rounded that out. And then we hit it again and rounded it 194 00:17:08.960 --> 00:17:15.079 out. So the idea was that when you were done, you had a new way 195 00:17:15.079 --> 00:17:19.920 of working that you've changed your working memory, so that 196 00:17:19.960 --> 00:17:23.079 you're batching stuff together. So you're not so exhausted at 197 00:17:23.079 --> 00:17:26.560 the end of the day. You're not you're managing interruptions, 198 00:17:26.599 --> 00:17:30.920 you have cultural permission to turn off stuff for four hours, 199 00:17:30.920 --> 00:17:34.280 so you can do deep work. You innovating all the time you're 200 00:17:34.280 --> 00:17:38.400 thinking about how do I act like an owner? How do I bring, you 201 00:17:38.400 --> 00:17:42.480 know, upgrade my my contributions? Okay, that's 202 00:17:42.480 --> 00:17:45.440 enough of all the summary. I hope you had fun doing it. I had 203 00:17:45.440 --> 00:17:49.920 a tremendous amount of fun sharing it with you. And we you 204 00:17:49.920 --> 00:17:53.200 got a new version of several of these we had never done before. 205 00:17:53.240 --> 00:17:56.320 Some of this was brand new. We'd never done playbooks before. 206 00:17:56.560 --> 00:18:01.080 That was completely new. We took the existential flexibility to 207 00:18:01.080 --> 00:18:03.680 a whole much a much clearer, simpler level for small 208 00:18:03.680 --> 00:18:08.880 companies. We added in this time, we used a couple of 209 00:18:08.880 --> 00:18:12.720 meeting culture was new. That was a completely new component 210 00:18:12.720 --> 00:18:16.200 that we built in. And we'd never done formally done blackbox 211 00:18:16.200 --> 00:18:19.080 modeling before. So you got a bunch of new stuff no one else 212 00:18:19.080 --> 00:18:22.560 got. Next year, we'll upgrade it a little bit more. And of 213 00:18:22.560 --> 00:18:26.320 course, you guys are welcome to join. Because you're the 214 00:18:26.320 --> 00:18:29.520 founding members and you get to do that if we if and when we get 215 00:18:29.520 --> 00:18:33.960 to run the edge again next year. All right, what I'm interested 216 00:18:33.960 --> 00:18:38.960 in knowing is what of all the things we just said, what helped 217 00:18:38.960 --> 00:18:43.120 you the most? What things have become part of your working 218 00:18:43.120 --> 00:18:45.160 memory? Doesn't have to be perfect, but for the most part, 219 00:18:45.160 --> 00:18:51.320 it's there. So I'd love you to be bold and put your hand up. 220 00:18:51.320 --> 00:18:54.160 And I'd love to bring you up on the screen and then you know, 221 00:18:54.160 --> 00:18:57.120 get a nice full screen so we can all see you. And then just tell 222 00:18:57.120 --> 00:19:01.600 us what changed for you, what helped? You know, and so it asked 223 00:19:01.600 --> 00:19:03.680 two questions, what helped and what are you still looking 224 00:19:03.680 --> 00:19:07.560 forward to implementing? Like, I haven't quite got that thing 225 00:19:07.560 --> 00:19:11.120 down, but I'd like to get it. You know, that's okay. There's 226 00:19:12.000 --> 00:19:16.600 there's patience for all that. Who wants to be the bold one and 227 00:19:16.600 --> 00:19:22.160 go first? All right. As always, Robin, lead the way. Let's get 228 00:19:22.160 --> 00:19:26.320 Robin up on the screen. We can always count on you, Robin. 229 00:19:27.840 --> 00:19:31.440 All right. Yeah, well, I appreciate it. You know, I, 230 00:19:31.760 --> 00:19:35.320 because I I'm just getting as much as anybody out of this 231 00:19:35.680 --> 00:19:41.800 during this just a little bit. So I think we're the main thing 232 00:19:41.800 --> 00:19:45.080 that sold that brought me into this whole thing was the fact, 233 00:19:45.320 --> 00:19:47.680 number one, that we could bring our whole team. I mean, that's 234 00:19:47.680 --> 00:19:52.080 unheard of to be able to bring your whole team into something 235 00:19:52.080 --> 00:19:55.800 like this called the edge and get the leadership training, not 236 00:19:55.800 --> 00:20:00.080 just for yourself, but also directly from the training. 237 00:20:00.000 --> 00:20:02.480 to our team was amazing. 238 00:20:02.480 --> 00:20:06.240 And so the reason why I like that is because 239 00:20:06.240 --> 00:20:10.080 I'm a big believer in finding leaders from your staff, 240 00:20:10.080 --> 00:20:12.320 from your people that are in your company already 241 00:20:12.320 --> 00:20:16.040 and bringing them up into a leadership position. 242 00:20:16.040 --> 00:20:17.880 And that's exactly what we've done. 243 00:20:19.280 --> 00:20:22.120 In this 10 months that we've been working here, 244 00:20:22.120 --> 00:20:25.420 we've been able to take one of our people 245 00:20:25.420 --> 00:20:28.280 that was on the call for the most part 246 00:20:28.320 --> 00:20:30.040 and got a lot of this training 247 00:20:30.040 --> 00:20:33.680 and bring them into a higher leadership position 248 00:20:33.680 --> 00:20:35.560 than they already are. 249 00:20:35.560 --> 00:20:38.520 And the second thing that I got, 250 00:20:38.520 --> 00:20:43.520 I really liked the 10, 100% and 10X model. 251 00:20:44.180 --> 00:20:48.240 And in the 100%, what I heard was in order to get that 10X, 252 00:20:48.240 --> 00:20:50.240 you needed to have a whole new company. 253 00:20:50.240 --> 00:20:53.400 Use the example of Hewlett-Packard 254 00:20:53.400 --> 00:20:56.240 and how they competed against themselves. 255 00:20:56.240 --> 00:20:58.600 So what we did, we did the exact same thing. 256 00:20:58.600 --> 00:21:02.880 We started a whole new company, if you will, 257 00:21:02.880 --> 00:21:04.600 still under the same company. 258 00:21:04.600 --> 00:21:09.280 And so we're using that to grow exponentially 259 00:21:09.280 --> 00:21:11.800 in a 10X way that we wouldn't have been able to 260 00:21:11.800 --> 00:21:14.760 if we were just staying with our current company. 261 00:21:14.760 --> 00:21:18.640 So those are some big, big wins 262 00:21:18.640 --> 00:21:20.840 that we got through this whole thing 263 00:21:20.840 --> 00:21:24.120 that we were going through for the last 10 weeks. 264 00:21:24.120 --> 00:21:26.600 And the last thing I'll mention is 265 00:21:26.600 --> 00:21:30.600 I really have seen our team become owners. 266 00:21:30.600 --> 00:21:32.680 They talk like owners. 267 00:21:32.680 --> 00:21:34.360 They act like owners. 268 00:21:34.360 --> 00:21:37.720 They do things that tell me they own this company. 269 00:21:37.720 --> 00:21:41.080 It's not just one person, it's the whole company. 270 00:21:41.080 --> 00:21:43.160 And so that was a real big plus 271 00:21:43.160 --> 00:21:46.520 that we got through our training here. 272 00:21:46.520 --> 00:21:47.440 Thanks. 273 00:21:47.440 --> 00:21:49.440 Wow, that was huge, Torben. 274 00:21:49.440 --> 00:21:50.360 That's fantastic. 275 00:21:50.360 --> 00:21:51.680 Thank you for sharing. 276 00:21:51.680 --> 00:21:53.840 Let's bring Addy on. 277 00:21:53.840 --> 00:21:55.480 There we go. 278 00:21:55.480 --> 00:21:56.520 By the way, Team Brilliant, 279 00:21:56.520 --> 00:21:59.000 you're welcome to join in the conversation here. 280 00:21:59.000 --> 00:21:59.840 Go, Addy. 281 00:21:59.840 --> 00:22:01.280 What changed for you? 282 00:22:02.160 --> 00:22:04.000 Well, I don't have a team. 283 00:22:04.880 --> 00:22:07.960 I'm a solopreneur and I joined this program, 284 00:22:07.960 --> 00:22:09.760 this leadership program thinking, 285 00:22:09.760 --> 00:22:12.640 well, I believe I will have a team soon. 286 00:22:12.640 --> 00:22:15.080 So I want to knock the door. 287 00:22:15.080 --> 00:22:18.280 So we call Dia, can you let us in? 288 00:22:18.280 --> 00:22:19.920 And then here we are. 289 00:22:20.640 --> 00:22:23.480 And the crazy thing is after I came in, 290 00:22:25.840 --> 00:22:28.080 just the teaching started to challenge me 291 00:22:29.320 --> 00:22:30.640 with, am I clear? 292 00:22:30.640 --> 00:22:32.960 Is this really, really, really, really 293 00:22:32.960 --> 00:22:34.480 what God wants me to do? 294 00:22:36.280 --> 00:22:40.200 So that led me into this, 295 00:22:40.200 --> 00:22:42.680 was just both this training 296 00:22:42.680 --> 00:22:45.640 and then the two-state training, 297 00:22:45.640 --> 00:22:50.160 those two, trying to process those two together 298 00:22:50.160 --> 00:22:52.240 evolved something new. 299 00:22:52.240 --> 00:22:54.600 Now I'm totally in a new place, 300 00:22:57.120 --> 00:23:00.120 going into a real estate investment. 301 00:23:00.120 --> 00:23:03.560 And the one thing that made a huge, 302 00:23:03.560 --> 00:23:06.240 and then the funny thing is it was in August, 303 00:23:06.240 --> 00:23:09.040 the Lord just switched everything. 304 00:23:09.040 --> 00:23:11.160 And in that month, 305 00:23:11.160 --> 00:23:14.480 Donnie, you were talking about perfection of showing up. 306 00:23:15.760 --> 00:23:19.720 So how do I show up in this new identity 307 00:23:19.720 --> 00:23:22.360 that God is calling me to be? 308 00:23:22.360 --> 00:23:24.080 Oh my goodness. 309 00:23:24.080 --> 00:23:26.680 So that completely, 310 00:23:26.680 --> 00:23:30.000 it was like the timing is unbelievably lined up. 311 00:23:30.000 --> 00:23:33.600 It just felt like I was like moving with a grace 312 00:23:33.600 --> 00:23:35.600 like every single week. 313 00:23:35.600 --> 00:23:40.440 And now I am totally invested in this new place. 314 00:23:41.440 --> 00:23:42.560 And- 315 00:23:42.560 --> 00:23:43.560 That's great. 316 00:23:43.560 --> 00:23:46.600 And I can go on and on, 317 00:23:46.600 --> 00:23:48.800 but again, deep work is another thing 318 00:23:48.800 --> 00:23:52.440 that I discovered the new me and the deep work, 319 00:23:52.440 --> 00:23:54.760 what I can bring to the table. 320 00:23:54.760 --> 00:23:57.320 So thank you. 321 00:23:57.320 --> 00:23:58.160 That's huge. 322 00:23:58.160 --> 00:23:59.000 Thank you. 323 00:23:59.000 --> 00:23:59.840 Thank you for sharing. 324 00:23:59.840 --> 00:24:00.680 I appreciate it. 325 00:24:00.680 --> 00:24:02.280 Thanks for telling us. 326 00:24:02.280 --> 00:24:03.120 Okay. 327 00:24:03.120 --> 00:24:04.040 Who else have we got? 328 00:24:05.480 --> 00:24:07.480 Tyler, you're up next. 329 00:24:07.480 --> 00:24:09.080 There we go. 330 00:24:09.080 --> 00:24:10.960 Let's get Tyler on the screen. 331 00:24:10.960 --> 00:24:12.560 There he goes. 332 00:24:12.560 --> 00:24:13.400 Okay. 333 00:24:14.720 --> 00:24:15.680 Okay. 334 00:24:15.680 --> 00:24:17.240 Go for it. 335 00:24:17.240 --> 00:24:18.080 All right. 336 00:24:18.080 --> 00:24:22.320 So man, the training overall was just, 337 00:24:23.440 --> 00:24:25.600 it was a lot and I'm very thankful. 338 00:24:26.720 --> 00:24:31.120 I would say that QBooks was like, 339 00:24:31.120 --> 00:24:33.000 it was very simple, 340 00:24:33.000 --> 00:24:35.200 but man, it was so impactful to our team. 341 00:24:35.200 --> 00:24:37.880 And then noticing that every other person 342 00:24:37.880 --> 00:24:38.960 was doing the QBook 343 00:24:38.960 --> 00:24:41.560 or that started to get in as we went going. 344 00:24:41.560 --> 00:24:44.440 And I think that was really, really impactful. 345 00:24:45.320 --> 00:24:48.600 Taking cognitive control over our thinking. 346 00:24:48.600 --> 00:24:52.320 And so it was much more than just writing down 347 00:24:52.320 --> 00:24:53.480 what we're doing for the day, 348 00:24:53.480 --> 00:24:57.200 but actually training your brain to know where things are 349 00:24:57.200 --> 00:25:00.160 and being able to map it was pretty awesome. 350 00:25:00.000 --> 00:25:11.000 As far as the things that I would like to do or take work on, I guess, would be deep work, playbooks, and joy, table, like that. 351 00:25:11.000 --> 00:25:23.000 Those are just things that I need time for, and I got to create the time, but I'm really thankful for the archives, thankful to be a part of this, thankful to be at the founding class, if you will, 352 00:25:24.000 --> 00:25:33.000 just because it's stuff that I can rewatch every day, almost, to get better. So, so thankful. 353 00:25:33.000 --> 00:25:41.000 Right. Thank you, Todd. I really appreciate it. That's fantastic. I thought I saw somebody else's hand go up. Did I see that? 354 00:25:42.000 --> 00:25:48.000 Okay, we need more brave people. There you go, Amber, go for it. 355 00:25:48.000 --> 00:25:51.000 Let's get Amber up on the screen. 356 00:25:51.000 --> 00:25:54.000 There you go, the stage is yours. 357 00:25:54.000 --> 00:26:15.000 I, of course, also am part of Tyler's team, so QBooks has been something that definitely has, as you can see, my board behind me is also in my QBook, but it just does help me keep focused on being able to, there's so many things for everything that I do each day, 358 00:26:16.000 --> 00:26:34.000 and so to be able to, like, shut off the other things and only focus on the thing that I have queued up is definitely been beneficial. The other thing that has been helpful is there's just some things that I don't like to do at work, and so thin slicing has been a way that I can start those projects. 359 00:26:35.000 --> 00:26:58.000 And typically, I don't remember what it's called, but, like, rapid fire, I don't remember what you call it. I don't remember that, the specifics of it, but, like, starting it and devoting, like, that first, I can't remember even how long it is, but usually I start it and I really push hard and I stay focused for the little bit of time that it is. 360 00:26:59.000 --> 00:27:19.000 And then I find that I'm in the project and I'm working on it and I'm completing it and doing it, even if I don't like it. And so that's been something that's helped me push through on the things at work that are challenging to me or something that I just don't enjoy, but they have to be done. So that was very helpful for me as well. 361 00:27:20.000 --> 00:27:22.000 That's great. It was microbursts and they were 10 minutes. 362 00:27:22.000 --> 00:27:23.000 Microbursts. 363 00:27:23.000 --> 00:27:40.000 There you go. But you had the concept and, more importantly, you were using it. So that's fantastic. I love that. Yeah, I love that. Thank you for sharing with us. Okay, who else have we got? Some more bold people. All right, go, Jalen. 364 00:27:41.000 --> 00:28:01.000 All right. Can you hear me? Oh, perfect. Okay. Looks like I was muted. Well, I love this because, I mean, even though I'm on Team Brilliant, we are going through a lot of this training with you all or adding layers and levels to what we've already learned. And I just love, like, I think of the name, The Edge, and I feel like that's really what it has done for me. 365 00:28:02.000 --> 00:28:24.000 It's just given me, like, that extra little oomph in terms of being a leader and, like Robin said, being a person who can think like an owner. And I think, for me, some of the tools that have been most impactful, QBook, I think that's the top one, is just giving me the ability to have that cognitive control and being able to trust in my system. 366 00:28:24.000 --> 00:28:53.000 And even Buckets, just having that permission to own my contribution, permission to own my time well, and knowing that that's respected within the company, and we're all kind of on the same page with that. And then even Deep Work. I think that has been something that I'm still growing in, but I love it because it gives me permission to innovate and be creative and to think outside of the box of what, you know, my typical role is and just to get creative, you know, and to bring my A game to the company and my ideas. 367 00:28:54.000 --> 00:29:19.000 And yeah, just generally speaking, I feel like this has been something that's gonna really just propel my trajectory in my career. And I love that I get to learn all of this at a younger age, because I just can't wait to see, you know, how these are going to build on each other and just, yeah, the future contributions I'll get to bring to the team. So thank you, Dion and the rest of team Brilliant for the training. 368 00:29:19.000 --> 00:29:48.000 Oh, thank you for sharing. I appreciate it. Yeah, it's always interesting, because I think that, you know, I asked team Brilliant to comment and jump in, because sometimes one may have the impression that we've been there, done there, we got it all working. Yeah, that's not the case. So, you know, for some of us, we had to go through two or three times, you know, so if you found that you didn't get everything, do it again, do it again, you know, you owe it to yourself. 369 00:29:49.000 --> 00:30:00.000 Investing in yourself and your career, investing in your leadership. It's just one of those things I found, even in my own leadership, I teach this stuff. And every now and again, 370 00:30:00.000 --> 00:30:03.780 I go, Oh my goodness, I must remember that. I should do that. 371 00:30:03.780 --> 00:30:06.840 That sounds like a great idea. That thing that I teach. Yeah, 372 00:30:06.840 --> 00:30:10.280 we should I should do that plan. So hey, be really patient with 373 00:30:10.280 --> 00:30:12.860 yourself with this. And don't feel you missed out. You didn't 374 00:30:12.860 --> 00:30:16.260 miss out anything. You got the materials now. But do something 375 00:30:16.260 --> 00:30:20.220 every week for yourself. And if I would encourage you as a team, 376 00:30:20.220 --> 00:30:24.180 if you can keep this one hour a week going, and you know, and 377 00:30:24.180 --> 00:30:27.240 even if you go back to an old replay, or just talk about it, 378 00:30:27.240 --> 00:30:31.680 you know, so let's do that. Francis, let's get you up. I 379 00:30:31.680 --> 00:30:34.260 don't know what time it is in Dubai, but I'm sure it's early 380 00:30:34.260 --> 00:30:34.880 in the morning. 381 00:30:35.960 --> 00:30:42.840 Yeah, yeah, it's, it's 130 here. And I'm so grateful for this. 382 00:30:43.400 --> 00:30:49.040 This opportunity, which I got from Team Brilliant. The reason 383 00:30:49.040 --> 00:30:55.240 being in the last nearly three decades, this has been a really 384 00:30:55.320 --> 00:31:01.840 phenomenal year during which I got to hear quite a lot of new 385 00:31:01.840 --> 00:31:05.880 concepts. Never have I heard so many different innovative 386 00:31:05.880 --> 00:31:10.000 concepts. And in terms of specific things, which we could 387 00:31:10.000 --> 00:31:15.480 roll out was the concept of team of leaders. That was so 388 00:31:15.480 --> 00:31:22.560 phenomenal. And I not only in my in multiple teams, I could make 389 00:31:22.560 --> 00:31:30.160 the people ensure that all all contributed to the discussions 390 00:31:30.160 --> 00:31:33.640 and the process. So team of leaders made a big difference 391 00:31:33.760 --> 00:31:40.720 and not a leader. Yeah. And then the meeting culture. So that 392 00:31:40.720 --> 00:31:45.600 also has brought down the unnecessary meetings and the 393 00:31:45.640 --> 00:31:48.880 useful meetings and the way in which each meeting is 394 00:31:48.880 --> 00:31:53.200 structured and thinking behind it. That has also helped much 395 00:31:53.520 --> 00:31:57.960 the playbook playbook also in terms of improving the processes 396 00:31:57.960 --> 00:32:03.840 procedures, listing it down and improving it. Though that also 397 00:32:03.840 --> 00:32:09.680 has helped us much. There are a lot of things in fact, which has 398 00:32:09.720 --> 00:32:15.320 gone into the work, but I'm not able to articulate it well. So 399 00:32:16.280 --> 00:32:20.560 but definitely, I would definitely love to do the deep 400 00:32:20.560 --> 00:32:24.440 work as well as the focus work. And Dion, you mentioned that at 401 00:32:24.440 --> 00:32:28.640 least one deep work per week, I really look forward to as a 402 00:32:28.840 --> 00:32:30.760 great milestone I would like to achieve. 403 00:32:31.560 --> 00:32:34.960 Wow. Well, you articulated that beautifully, Francis. Thank you. 404 00:32:35.000 --> 00:32:38.920 Thanks for sharing. That's so good to hear. I love that, you 405 00:32:38.920 --> 00:32:42.280 know, this stuff works no matter what you do, you know, whether 406 00:32:42.280 --> 00:32:46.160 we have, you know, doesn't matter what kind of business we 407 00:32:46.160 --> 00:32:50.520 run, when people are involved, it's the same thing. Powering 408 00:32:50.520 --> 00:32:54.800 people, you know, it's amazing. A lot of there are a lot of 409 00:32:54.800 --> 00:32:59.760 people out there who who are productivity gurus, and they all 410 00:32:59.760 --> 00:33:03.800 focus on they make the same three mistakes. So when you're 411 00:33:03.800 --> 00:33:06.480 looking at new courses and materials, watch for these three 412 00:33:06.480 --> 00:33:10.520 things. One is they focus on the process, not the people. We 413 00:33:10.520 --> 00:33:13.560 spend a lot of time focusing on the people, giving people power, 414 00:33:13.920 --> 00:33:17.880 team of leaders, empowering them, because empowered, you 415 00:33:17.880 --> 00:33:20.800 know, empowered people create, will innovate and create 416 00:33:20.800 --> 00:33:25.080 fantastic processes. They all come up with the processes. And 417 00:33:25.120 --> 00:33:30.000 a power culture can pivot really quickly. But the process breaks 418 00:33:30.000 --> 00:33:32.960 when you have to, when you suddenly have to pivot. So 419 00:33:32.960 --> 00:33:36.000 that's why culture will eat strategy for breakfast all day 420 00:33:36.000 --> 00:33:40.320 long. And the second big mistake that I've seen here that they 421 00:33:40.320 --> 00:33:44.680 make is they try to do it too quickly. Right? Let's do a three 422 00:33:44.680 --> 00:33:48.400 day off site. Let's take a one week training. Let's do this 423 00:33:48.400 --> 00:33:51.760 list. And it's the sort of compact thing, not realizing that 424 00:33:51.760 --> 00:33:55.200 culture takes time, people take time to change the way they 425 00:33:55.200 --> 00:33:59.520 think, change the way they work. And they have to hear it 426 00:33:59.520 --> 00:34:03.840 multiple times. And I think the third thing, where they've made 427 00:34:03.840 --> 00:34:08.440 a mistake is when the leader is not directly involved. Because 428 00:34:08.440 --> 00:34:11.760 the leader is the one who gives permission for the cultural 429 00:34:11.760 --> 00:34:15.159 change. This is really important. You know, I was 430 00:34:15.159 --> 00:34:18.760 speaking to a company, and they said, I paid this company from 431 00:34:18.760 --> 00:34:23.120 this, I paid this lady, and she came in and gave her 150,000. I 432 00:34:23.120 --> 00:34:26.480 thought you could have got there for 20k. But anyway, 150,000. 433 00:34:26.679 --> 00:34:30.679 And, and we have no idea what she's doing. She had a team 434 00:34:30.679 --> 00:34:33.400 saying stuff, I still can't find anything, nothing still runs, the 435 00:34:33.400 --> 00:34:36.560 trains are still not running on time, nothing works. You know, 436 00:34:37.520 --> 00:34:40.639 and I'm thinking, that's the big mistake, we spent a lot of time 437 00:34:40.639 --> 00:34:45.679 positioning the main leader as the hero of the story. They 438 00:34:45.679 --> 00:34:49.360 brought you in, they paid for this, they gave permission for 439 00:34:49.360 --> 00:34:52.960 this, they could have bailed out at any time. But they didn't, 440 00:34:53.120 --> 00:34:57.200 you know, so to all the main leaders who, who are here, and 441 00:34:57.200 --> 00:34:59.760 those who will listen afterwards, thank you for doing 442 00:34:59.760 --> 00:35:00.040 that. 443 00:35:00.000 --> 00:35:02.440 because you are the hero of the story. 444 00:35:02.440 --> 00:35:04.080 And then for all the rest of you, 445 00:35:04.080 --> 00:35:06.920 you stepped in into your own leadership role. 446 00:35:06.920 --> 00:35:09.240 And so you're the hero of that story. 447 00:35:09.240 --> 00:35:10.760 So I do love that. 448 00:35:10.760 --> 00:35:15.200 Jenny, let's have you up on the stage here. 449 00:35:15.200 --> 00:35:16.720 Okay. 450 00:35:16.720 --> 00:35:19.280 And there you go, so. 451 00:35:19.280 --> 00:35:21.600 Well, I think I have two different, 452 00:35:21.600 --> 00:35:25.440 two viewpoints to present here that I really appreciate. 453 00:35:25.440 --> 00:35:28.200 First, as someone leading a team, 454 00:35:28.200 --> 00:35:30.560 what I love about the Edge training 455 00:35:30.560 --> 00:35:34.040 is that there's always a solution for whatever arises. 456 00:35:34.040 --> 00:35:38.840 And I find myself referencing anything throughout the week 457 00:35:38.840 --> 00:35:42.460 with, okay, if I'm feeling pressured, 458 00:35:42.460 --> 00:35:44.760 I'm not utilizing a tool correctly. 459 00:35:44.760 --> 00:35:46.820 Or if I feel like I've run out of time, 460 00:35:46.820 --> 00:35:49.440 what tool am I not implementing that we've learned? 461 00:35:49.440 --> 00:35:53.200 And so I have this library of resource to go back to, 462 00:35:53.200 --> 00:35:57.680 to refine my workload, no matter what is going on. 463 00:35:57.680 --> 00:36:00.080 And there are times where I get to go back 464 00:36:00.080 --> 00:36:02.000 and I get to refine a tool. 465 00:36:02.000 --> 00:36:04.320 I'm doing that with QBook recently, 466 00:36:04.320 --> 00:36:05.600 these last couple of weeks. 467 00:36:05.600 --> 00:36:10.440 I'm really focusing in and refining how I use my QBook 468 00:36:10.440 --> 00:36:12.720 so I can get the most out of it. 469 00:36:12.720 --> 00:36:17.160 And then what I love for the team aspect 470 00:36:17.160 --> 00:36:19.320 is that there's a common language 471 00:36:19.320 --> 00:36:21.560 and a shared culture of trust. 472 00:36:21.560 --> 00:36:26.360 And I appreciate that this invests heavily in our team 473 00:36:26.360 --> 00:36:28.480 and it equips and empowers them 474 00:36:28.480 --> 00:36:30.160 really to lead their contribution 475 00:36:30.160 --> 00:36:34.080 so that we are a team of leaders and they can innovate 476 00:36:34.080 --> 00:36:38.040 and they can do their work from a place of rest 477 00:36:38.040 --> 00:36:42.000 and they are energized and it creates this environment 478 00:36:42.000 --> 00:36:44.660 of joy and delight at work. 479 00:36:44.660 --> 00:36:46.760 And that is invaluable. 480 00:36:46.760 --> 00:36:49.120 That right there is worth the price of admission 481 00:36:49.120 --> 00:36:54.120 to have a team that works from a place of joy and delight. 482 00:36:54.240 --> 00:36:57.240 So I really appreciate everything that the Edge is 483 00:36:57.240 --> 00:36:59.640 and go back to it often. 484 00:36:59.640 --> 00:37:02.200 And sometimes I even, true story, 485 00:37:02.200 --> 00:37:04.440 just scroll through and read just to say, 486 00:37:04.440 --> 00:37:06.200 okay, what is it that I need to refresh 487 00:37:06.200 --> 00:37:08.880 or I wanna go and implement for fun? 488 00:37:10.040 --> 00:37:11.000 There you go. 489 00:37:11.000 --> 00:37:12.680 I appreciate that. 490 00:37:12.680 --> 00:37:14.080 Thank you. 491 00:37:14.080 --> 00:37:17.640 I see that we've got some new people coming, 492 00:37:17.640 --> 00:37:18.560 still jumping on. 493 00:37:18.560 --> 00:37:20.840 Okay, so anyone else? 494 00:37:20.840 --> 00:37:22.840 Make sure everybody gets an opportunity 495 00:37:22.880 --> 00:37:24.720 who wants to speak to speak. 496 00:37:26.760 --> 00:37:30.960 So I know maybe you can drop in the chat there for a second. 497 00:37:30.960 --> 00:37:32.800 What thing would you like to implement? 498 00:37:32.800 --> 00:37:35.720 If you're thinking about, we just read the list, 499 00:37:35.720 --> 00:37:40.480 you've listened to people's different stories 500 00:37:40.480 --> 00:37:43.880 of their own learning, what would you like to implement? 501 00:37:43.880 --> 00:37:46.560 What if you, of the things that as you went through 502 00:37:46.560 --> 00:37:49.320 and you thought, oh man, I really wish I could get that. 503 00:37:49.320 --> 00:37:50.960 I really wish I could have that. 504 00:37:51.960 --> 00:37:53.920 I'm gonna guess what it is, 505 00:37:53.920 --> 00:37:56.720 but let me see what it actually is and then I'll guess. 506 00:37:56.720 --> 00:37:58.480 Okay, so what would you like to implement? 507 00:37:58.480 --> 00:38:00.560 Why don't you just drop that in the chat for a second 508 00:38:00.560 --> 00:38:03.400 and let's take a second around that. 509 00:38:03.400 --> 00:38:05.800 And while folks are doing that, Dion, 510 00:38:05.800 --> 00:38:06.960 there's a couple of comments 511 00:38:06.960 --> 00:38:09.200 if you would like to read from Danielle and Nancy 512 00:38:09.200 --> 00:38:10.440 about the EDGE. 513 00:38:12.120 --> 00:38:13.640 Would you like me to read that? 514 00:38:13.640 --> 00:38:14.880 Yeah, yeah. 515 00:38:14.880 --> 00:38:17.280 Oh, I've got a tremendous freedom and rest 516 00:38:17.280 --> 00:38:19.120 in the team of leaders approach. 517 00:38:19.120 --> 00:38:20.120 Love that, Danielle. 518 00:38:20.120 --> 00:38:21.760 Thank you for sharing that. 519 00:38:21.760 --> 00:38:26.440 Nancy, I love how this training not only helped 520 00:38:26.440 --> 00:38:27.880 with the professional side, 521 00:38:27.880 --> 00:38:30.880 but also spilled over into my personal life as well. 522 00:38:30.880 --> 00:38:32.120 Positive impacts. 523 00:38:32.120 --> 00:38:34.440 That's very true, Nancy. 524 00:38:35.440 --> 00:38:37.040 Let me first comment on Danielle's one. 525 00:38:37.040 --> 00:38:39.920 So I think this idea of team of leaders 526 00:38:39.920 --> 00:38:42.200 creates a lot of space to grow, 527 00:38:42.200 --> 00:38:43.720 creates space for people. 528 00:38:43.720 --> 00:38:46.040 You don't feel restricted, you feel trusted. 529 00:38:46.040 --> 00:38:48.400 And when you feel trusted, remember the neuroscience, 530 00:38:48.400 --> 00:38:51.720 the brain chemistry actually changes. 531 00:38:51.720 --> 00:38:53.800 When people feel that they're not trusted, 532 00:38:53.800 --> 00:38:57.160 their brain chemistry changes into a very negative mode. 533 00:38:57.160 --> 00:38:59.040 And we actually literally putting poison 534 00:38:59.040 --> 00:39:00.880 into every cell in the body. 535 00:39:00.880 --> 00:39:02.280 That was a huge research. 536 00:39:02.280 --> 00:39:03.400 I was shocked by that. 537 00:39:05.120 --> 00:39:09.000 And then to Nancy's point about this will spill 538 00:39:09.000 --> 00:39:10.240 into your personal life. 539 00:39:10.240 --> 00:39:13.120 I mean, it really gets super practical, right? 540 00:39:13.120 --> 00:39:16.880 Like, hey, I've got to fix the backyard 541 00:39:16.920 --> 00:39:20.320 or I've got to do whatever project you're doing. 542 00:39:20.320 --> 00:39:23.800 I just recently built a studio here in my office, 543 00:39:23.800 --> 00:39:25.400 New Video Studios, you will know. 544 00:39:25.400 --> 00:39:27.720 But I thin sliced that really tight. 545 00:39:28.640 --> 00:39:31.040 And I experimented and tried things 546 00:39:31.040 --> 00:39:33.520 and I figured out exactly what I needed 547 00:39:33.520 --> 00:39:35.080 because I knew every thin slice, 548 00:39:35.080 --> 00:39:37.680 I'll learn more and more and more and more. 549 00:39:37.680 --> 00:39:39.240 Had I just gone and built the thing, 550 00:39:39.240 --> 00:39:40.680 I would have made all sorts of mistakes 551 00:39:40.680 --> 00:39:41.920 and wasted all sorts of money. 552 00:39:41.920 --> 00:39:43.680 And I think it would have even taken longer. 553 00:39:43.680 --> 00:39:45.960 But by practicing and getting all the thin slice 554 00:39:45.960 --> 00:39:48.680 and you would have laughed at the contraptions 555 00:39:48.680 --> 00:39:52.440 I built on my desk to simulate an actual studio. 556 00:39:54.320 --> 00:39:55.760 There were buckets and things on my desk, 557 00:39:55.760 --> 00:39:56.720 balancing cameras. 558 00:39:56.720 --> 00:39:58.680 And I think, okay, if I was standing, 559 00:39:58.680 --> 00:39:59.640 is it really worth this? 560 00:39:59.640 --> 00:40:00.480 What am I? 561 00:40:00.000 --> 00:40:02.420 really gaining from doing all these fancy screens 562 00:40:02.420 --> 00:40:03.260 and all that. 563 00:40:03.260 --> 00:40:05.480 So it really forced me to think very deeply. 564 00:40:05.480 --> 00:40:07.460 Sue, let's bring you up on the stage. 565 00:40:09.200 --> 00:40:11.440 There you go, Sue, let me, there you go. 566 00:40:11.440 --> 00:40:12.480 Unmute you. 567 00:40:13.360 --> 00:40:14.800 Okay. 568 00:40:14.800 --> 00:40:17.120 Yeah, so I think the thing that, 569 00:40:17.120 --> 00:40:20.560 well, I just feel like I have this whole toolbox 570 00:40:20.560 --> 00:40:24.600 of exciting things that I keep forgetting to use. 571 00:40:24.600 --> 00:40:27.960 And so I have to, I just keep going back to them. 572 00:40:27.960 --> 00:40:32.200 But a huge thing that I have discovered is 573 00:40:32.200 --> 00:40:34.680 when I'm overwhelmed, 574 00:40:34.680 --> 00:40:39.520 I remember that what is the one thing that I can do 575 00:40:39.520 --> 00:40:43.600 that will make the biggest difference in 10 minutes? 576 00:40:43.600 --> 00:40:45.640 And it helps keep me focused. 577 00:40:45.640 --> 00:40:49.400 It keeps me from getting distracted from all of the, 578 00:40:50.360 --> 00:40:53.760 just like, it's just overwhelming with small things, 579 00:40:53.760 --> 00:40:56.680 but I can do one thing that can make the huge difference. 580 00:40:56.680 --> 00:40:59.560 And then I am talking about spilling it over 581 00:40:59.560 --> 00:41:01.320 into my personal life. 582 00:41:01.320 --> 00:41:04.000 There are things that I do not like to do at home 583 00:41:04.000 --> 00:41:06.040 and my son knows it. 584 00:41:06.040 --> 00:41:10.200 And so Sunday afternoon, he came in and he was like, 585 00:41:10.200 --> 00:41:14.920 oh, oh, the candle's going, the jazz music is on, 586 00:41:14.920 --> 00:41:18.480 mom is getting ready to make a difference in the house. 587 00:41:18.480 --> 00:41:21.320 And it really cracked me up because yes, 588 00:41:21.320 --> 00:41:24.240 it's spilling over into every aspect of my life. 589 00:41:24.240 --> 00:41:26.160 And thank you so much. 590 00:41:26.160 --> 00:41:28.560 Yeah, that's a powerful technique, isn't it? 591 00:41:28.560 --> 00:41:30.480 To connect something you love 592 00:41:30.480 --> 00:41:32.280 with something you don't want to do. 593 00:41:32.280 --> 00:41:34.640 That's great. 594 00:41:34.640 --> 00:41:35.920 That's so good. 595 00:41:35.920 --> 00:41:36.960 I love that. 596 00:41:36.960 --> 00:41:38.640 I love that power technique. 597 00:41:38.640 --> 00:41:40.120 Thanks Sue for sharing. 598 00:41:40.120 --> 00:41:40.960 Excellent. 599 00:41:40.960 --> 00:41:43.520 Well, I wanted to see what is the things you want to do. 600 00:41:44.880 --> 00:41:46.360 Okay. 601 00:41:46.360 --> 00:41:47.880 Did I miss the main thing? 602 00:41:47.880 --> 00:41:49.400 Did everybody pick deep work 603 00:41:50.440 --> 00:41:52.720 or did a lot of people pick deep work? 604 00:41:52.720 --> 00:41:54.120 It's usually deep work 605 00:41:54.120 --> 00:41:57.600 or it's thin slicing and pitching projects. 606 00:41:57.600 --> 00:42:01.080 Typically those are the two big ones that take a moment 607 00:42:01.080 --> 00:42:02.080 to get going. 608 00:42:04.080 --> 00:42:05.680 Making things less dumb. 609 00:42:05.680 --> 00:42:06.520 Yeah. 610 00:42:06.520 --> 00:42:09.200 Hey man, you've saved so much money and time 611 00:42:09.200 --> 00:42:11.800 just deleting the algorithm. 612 00:42:13.400 --> 00:42:15.920 Question the requirements and then delete so much 613 00:42:15.920 --> 00:42:17.720 that you have to put something back. 614 00:42:18.560 --> 00:42:19.520 That is the thing. 615 00:42:19.520 --> 00:42:22.120 Then optimize and simplify. 616 00:42:22.120 --> 00:42:23.680 Then make it go faster. 617 00:42:24.360 --> 00:42:25.760 Okay. 618 00:42:25.760 --> 00:42:29.040 So QBook, Danielle's mentioned QBook. 619 00:42:29.040 --> 00:42:31.840 Hey, there are so many times with QBook 620 00:42:31.840 --> 00:42:35.160 and we've got various other trainings we didn't do 621 00:42:35.160 --> 00:42:37.440 on this course on QBook. 622 00:42:37.440 --> 00:42:39.840 We've done some advanced things with QBooks. 623 00:42:39.840 --> 00:42:42.480 There are some things that really work 624 00:42:42.480 --> 00:42:44.520 once you got it up and working. 625 00:42:44.520 --> 00:42:46.560 I think we did share some of them with you, 626 00:42:46.560 --> 00:42:51.560 but maybe that's something we can implement next time round. 627 00:42:52.120 --> 00:42:55.360 Do another version of QBook later in the course again, 628 00:42:55.360 --> 00:42:58.680 just because it seemed to be a key thing 629 00:42:58.680 --> 00:42:59.840 for so many people. 630 00:43:01.960 --> 00:43:02.800 Pitch days. 631 00:43:02.800 --> 00:43:03.640 Yeah. 632 00:43:03.640 --> 00:43:07.320 Once you get pitch days working, everything changes. 633 00:43:07.320 --> 00:43:10.160 There's a rhythm suddenly to your innovation. 634 00:43:10.160 --> 00:43:11.400 There's common language. 635 00:43:11.400 --> 00:43:12.600 There's expectation. 636 00:43:12.600 --> 00:43:14.240 Even if people are thin slicing a little bit 637 00:43:14.240 --> 00:43:16.240 in their own stuff, it's not the same. 638 00:43:16.240 --> 00:43:18.120 Well, let's bring DJ on. 639 00:43:18.120 --> 00:43:20.960 Don't have a video there, DJ. 640 00:43:22.000 --> 00:43:23.560 But if we can get DJ on. 641 00:43:24.520 --> 00:43:25.600 Yeah, I don't look very good. 642 00:43:25.600 --> 00:43:26.920 I've got pneumonia and stuff, 643 00:43:26.920 --> 00:43:30.880 but I just wanted to say one thing that I noticed 644 00:43:30.880 --> 00:43:33.280 that I don't know if it's brought up 645 00:43:33.280 --> 00:43:36.120 is that this has had an effect on our bosses too. 646 00:43:36.120 --> 00:43:37.520 Like Robin's my boss. 647 00:43:37.520 --> 00:43:40.640 And I went to him with this harebrained idea 648 00:43:40.640 --> 00:43:44.000 on one of his very expensive properties, 649 00:43:44.000 --> 00:43:45.160 the most expensive one he owns. 650 00:43:45.160 --> 00:43:47.400 And I said, hey, can I just do this? 651 00:43:47.400 --> 00:43:50.680 And he looked at me and he said, proof of concept, go ahead. 652 00:43:50.720 --> 00:43:52.000 So the stress is on, 653 00:43:52.000 --> 00:43:54.680 but not many bosses are gutsy enough to just, 654 00:43:54.680 --> 00:43:56.360 I mean, they're the bosses, we're the grunts. 655 00:43:56.360 --> 00:44:01.360 Here he treats us like equals and it's really nice. 656 00:44:01.920 --> 00:44:05.200 And I just made a really huge agency connection 657 00:44:05.200 --> 00:44:07.720 this morning and they're gonna send us referrals. 658 00:44:07.720 --> 00:44:10.200 So it looks like it's gonna pay off and pay dividends. 659 00:44:10.200 --> 00:44:12.520 And it was, he didn't even question. 660 00:44:12.520 --> 00:44:13.880 And Bonnie, I don't wanna forget her. 661 00:44:13.880 --> 00:44:16.160 She's, his wife, my other boss, 662 00:44:16.160 --> 00:44:17.960 and she's been uber supportive 663 00:44:17.960 --> 00:44:20.200 even though they have no idea what's gonna happen. 664 00:44:20.720 --> 00:44:23.520 So I mean, it's really cool that it brings us all together. 665 00:44:23.520 --> 00:44:25.800 So that's all I wanted to say. 666 00:44:25.800 --> 00:44:28.120 Yeah, that's the great advantage of leadership. 667 00:44:28.120 --> 00:44:29.280 Well, thanks for sharing. 668 00:44:29.280 --> 00:44:30.240 Appreciate that. 669 00:44:31.120 --> 00:44:33.080 That's fantastic. 670 00:44:33.080 --> 00:44:34.960 All right, well, we have a few minutes left. 671 00:44:34.960 --> 00:44:39.160 And as you're going through this, 672 00:44:39.160 --> 00:44:41.240 as you're thinking about this 673 00:44:41.240 --> 00:44:43.360 in terms of your own development, 674 00:44:43.360 --> 00:44:46.680 whether you do replays of The Edge or not, 675 00:44:46.680 --> 00:44:49.920 commit to ongoing development of your own leadership. 676 00:44:50.200 --> 00:44:53.360 Look for the stuff that, look, it's a lot of work. 677 00:44:53.360 --> 00:44:55.040 We try to do all the work for you. 678 00:44:56.720 --> 00:44:58.080 There are a lot of leadership books. 679 00:44:58.080 --> 00:44:59.560 There are a lot of great books. 680 00:45:00.000 --> 00:45:03.620 start with, if you want to go into something deeper, start 681 00:45:03.620 --> 00:45:06.560 looking at all the resources we provided, you know, the books we 682 00:45:06.560 --> 00:45:10.600 recommended, books like, you know, the Art of Possibility by 683 00:45:10.600 --> 00:45:15.560 Ben Zander. That book in particular, changes your whole 684 00:45:15.560 --> 00:45:20.160 framework, it creates an entirely new paradigm for 685 00:45:20.160 --> 00:45:26.160 leadership. It's the firefighter's net, but the 686 00:45:26.160 --> 00:45:28.680 leader doesn't even have their hands on the net, they just the 687 00:45:28.680 --> 00:45:32.920 ones, you know, coaching and coordinating, the teams got their 688 00:45:32.920 --> 00:45:36.000 hands on the net. And when you can get it to that point, where 689 00:45:36.000 --> 00:45:39.680 he calls it, the conductor is the only musician who doesn't 690 00:45:39.680 --> 00:45:41.940 make a sound, and yet is probably the most skilled 691 00:45:41.940 --> 00:45:44.720 musician in the room. They're usually a master of several 692 00:45:44.720 --> 00:45:51.080 instruments. And so this idea of you make, you become powerful as 693 00:45:51.080 --> 00:45:54.280 a leader when you make others powerful. To me, that's the 694 00:45:54.280 --> 00:45:57.920 heart and soul of everything we're doing at The Edge. How do 695 00:45:57.920 --> 00:46:02.040 we make you powerful? How do we set you up for success? And, 696 00:46:02.560 --> 00:46:06.680 you know, the big productivity gurus come in and do their magic 697 00:46:06.680 --> 00:46:09.640 and I've been part of those. I mean, they're very innovative 698 00:46:09.640 --> 00:46:13.400 and so on. But what I've disliked about the general theme 699 00:46:13.400 --> 00:46:16.440 of it is, okay, all the employees gather together, 700 00:46:16.440 --> 00:46:20.840 we've got a new way to suck more out of you. In the eight or nine 701 00:46:20.840 --> 00:46:23.320 hours you're at work, and we're going to make you fill in forms 702 00:46:23.320 --> 00:46:26.760 and when they take snapshots on your camera, every 30 seconds to 703 00:46:26.760 --> 00:46:29.560 make sure you're at your job. And I'm listening to this stuff 704 00:46:29.560 --> 00:46:33.480 and I'm thinking, in what world does anyone want to work there? 705 00:46:34.080 --> 00:46:36.880 So here's the good news. Those of you who've got this culture, 706 00:46:36.920 --> 00:46:40.840 you do know you can hire one or two levels above your pay grade 707 00:46:40.840 --> 00:46:44.680 here. People will leave those environments and come and work 708 00:46:44.680 --> 00:46:48.520 for less to a smaller company with more risk just to get away 709 00:46:48.520 --> 00:46:51.600 from that toxic stuff, where they're being reduced to a 710 00:46:51.600 --> 00:46:55.160 little cog in a machine. And now we brought in this guru is going 711 00:46:55.160 --> 00:46:58.360 to help the cog in machine turn faster, creates more friction, 712 00:46:58.360 --> 00:47:01.480 but no worry, we'll just drown you in oil. I don't know what 713 00:47:01.480 --> 00:47:05.160 the plan is. I don't understand that. But when you come in and 714 00:47:05.160 --> 00:47:10.400 you put people first, when you make other people powerful, you 715 00:47:10.400 --> 00:47:13.240 know, even if they leave, somebody asked me at the 716 00:47:13.240 --> 00:47:16.400 beginning of this course, when we were first advertising, and 717 00:47:16.400 --> 00:47:21.600 we did a, we did a webinar, I think we had about 86 different 718 00:47:21.600 --> 00:47:26.040 CEOs come to all the webinars and all that. And one guy asked, 719 00:47:26.240 --> 00:47:29.560 but what if we do this and the people leave? And I said, what 720 00:47:29.560 --> 00:47:38.400 if you don't and they stay? So, right. So that's what it is. Why 721 00:47:38.400 --> 00:47:41.840 not take the risk? What are we worried about that we all want 722 00:47:41.840 --> 00:47:44.640 to enrich somebody's life and that we won't get the direct 723 00:47:44.640 --> 00:47:47.400 benefit? Is that what we're concerned about? Well, isn't 724 00:47:47.400 --> 00:47:51.520 that about being a contributor in the world? Isn't that about 725 00:47:51.520 --> 00:47:56.120 giving more than you receive? And I think that is the thing 726 00:47:56.120 --> 00:48:00.320 I'd love you to walk away from is you become powerful when you 727 00:48:00.320 --> 00:48:05.600 make others powerful. And when things go wrong, then you say, 728 00:48:05.760 --> 00:48:09.600 look at this mistake we made, you know, when DJ's plan doesn't 729 00:48:09.600 --> 00:48:13.160 didn't work. And Robin gets up and Robin and Bonnie say, look 730 00:48:13.160 --> 00:48:17.440 at the mess we made. But DJ's plan goes fantastic. And we all 731 00:48:17.440 --> 00:48:21.520 go look at DJ, she's the hero, she's a genius. You know, so 732 00:48:21.600 --> 00:48:24.920 that's, that is the culture we want. Everybody knows you're 733 00:48:24.920 --> 00:48:27.680 doing that. But it doesn't change the fact that everybody 734 00:48:27.680 --> 00:48:31.080 appreciates that you do that. I've taken risks with team 735 00:48:31.080 --> 00:48:35.560 members and what that's blown up and then it's a we issue. They 736 00:48:35.600 --> 00:48:39.000 we do it and it's a success. Look at the genius, look at the hero 737 00:48:39.000 --> 00:48:43.640 we have on our team. So I think what happens is, we all need a 738 00:48:43.640 --> 00:48:48.520 moment in the sun spotlight, we all need a moment where what we 739 00:48:48.520 --> 00:48:55.200 do is seen, appreciated, and in some way recognized. And people 740 00:48:55.880 --> 00:48:59.080 will give a lot to be part of a culture that genuinely and 741 00:48:59.080 --> 00:49:02.760 authentically not just in a fake way, but genuinely doing that. 742 00:49:03.560 --> 00:49:08.200 And so when we did the whole thing of how to as leaders, you 743 00:49:08.200 --> 00:49:11.480 know, bring compliments and how to speak positively, how to call 744 00:49:11.480 --> 00:49:15.080 people up, don't just call them out. When we did all that stuff, 745 00:49:15.080 --> 00:49:19.640 you remember that we talked about this and we said, you 746 00:49:19.640 --> 00:49:23.960 know, be really specific about your compliments. Don't be the 747 00:49:23.960 --> 00:49:28.160 leader that was great job, cool, awesome, blah, blah, blah, 748 00:49:28.200 --> 00:49:31.600 phrase generator, praise generator, blah, blah, blah. You 749 00:49:31.600 --> 00:49:34.680 know, that doesn't mean zip in anyone's life. It's too, it's 750 00:49:34.680 --> 00:49:39.160 just noise. But when you it's so easy in this day and age to 751 00:49:39.160 --> 00:49:43.240 stand out as a leader, just by taking the time, recognizing 752 00:49:43.240 --> 00:49:48.560 someone and appreciating them. So that's what I hope the culture 753 00:49:48.560 --> 00:49:51.120 you're developing and I hope we've laid all the groundwork 754 00:49:51.120 --> 00:49:55.720 and seed for that. And I'd love to see a year from now, where 755 00:49:55.720 --> 00:49:59.080 each of you are. So maybe we should organize a celebration 756 00:49:59.080 --> 00:49:59.880 for this group. 757 00:50:00.000 --> 00:50:03.680 hear from now and say, what happened? 758 00:50:03.680 --> 00:50:05.120 You know, what happened? 759 00:50:05.120 --> 00:50:06.720 I'd love to see, because some of this stuff 760 00:50:06.720 --> 00:50:08.960 is still gonna take root in your brain 761 00:50:08.960 --> 00:50:11.440 and in your workflow and in your approach 762 00:50:11.440 --> 00:50:13.200 and in your leadership. 763 00:50:13.200 --> 00:50:15.880 So from me, I wanna say thank you to Team Brilliant 764 00:50:15.880 --> 00:50:20.160 who are always on display, whether they want to be or not. 765 00:50:21.520 --> 00:50:24.360 And for hosting and doing all the hard work 766 00:50:24.360 --> 00:50:27.920 behind the scenes, I really do appreciate it. 767 00:50:27.920 --> 00:50:32.920 They do so much and we'd not be much without them, 768 00:50:33.000 --> 00:50:34.480 that's for sure. 769 00:50:34.480 --> 00:50:37.520 And then thank you to you guys for taking the risk 770 00:50:37.520 --> 00:50:41.160 and being our founding members and jumping in early 771 00:50:41.160 --> 00:50:42.400 and being here every week. 772 00:50:42.400 --> 00:50:45.840 We know the money is one thing, but what really costs 773 00:50:45.840 --> 00:50:48.440 is that same hour every week. 774 00:50:48.440 --> 00:50:50.920 And then many of you did it twice a week, 775 00:50:50.920 --> 00:50:52.400 which is phenomenal. 776 00:50:52.400 --> 00:50:55.200 We know that's a super big ask, we know that. 777 00:50:56.200 --> 00:50:58.560 And we appreciate that you did that, 778 00:50:58.560 --> 00:51:00.800 but we hope you got a massive return 779 00:51:00.800 --> 00:51:02.480 on that one hour a week. 780 00:51:02.480 --> 00:51:04.600 So thank you everybody, really appreciate it. 781 00:51:04.600 --> 00:51:09.600 And for those in the US, a happy Thanksgiving next week. 782 00:51:11.160 --> 00:51:14.640 And to all our international guests that jumped on, 783 00:51:14.640 --> 00:51:17.840 Frances specifically to you and to the other 784 00:51:17.840 --> 00:51:20.320 international folks that have been jumping on, 785 00:51:20.320 --> 00:51:23.400 thank you for jumping on at all crazy hours 786 00:51:23.440 --> 00:51:26.920 of the night to be part of these live events. 787 00:51:26.920 --> 00:51:28.800 We really do appreciate it. 788 00:51:28.800 --> 00:51:29.800 Thank you very much.