How many of you are now change agents after last week's teaching?
I don't know if I see any hands.
They're not committed, Dion.
They're not change agents yet.
Well, guess what?
There's three responses to change, right?
There's level one, the critic.
So you resist change.
I don't think that's you guys.
Framed as, I do not like change, right?
There's level two, the bystander.
Your response to change is framed as change is okay.
Kind of indifferent to it.
Or level three, and then you become level three, an advocate.
So you're leading change, and that's framed as change is essential.
So what's cool about that is you become the influencer.
And a fun story to relate that to is I remember when Dion,
I was hearing someone tell a story about where they worked,
and I was relaying that to Dion because we were going through this
leadership training.
And I thought, man, I can't ever go work anywhere else again.
I've tasted and I've seen, this is where it's at.
And he said, no.
He said, you'll go there and you'll change the atmosphere there.
You'll change the environment there.
And so that really is the leading the change and becoming the
influencer.
So your power question for today is to ask,
if someone new was hired to do my job,
what is the first thing that they would change?
Do you guys remember that question?
If someone new was hired to do my job,
what is the first thing that they would change?
Yeah. All right. You got the answer.
Well,
today we're going to be talking about.
Finding delight at work.
And so we're going to discuss how to increase our delight at work,
how to leverage change to mind the undiscovered gold.
And so for me, I don't know about you guys.
That sounds like we are going to go on a treasure hunt today.
And I love that. I love looking for the treasure in things.
And today's pro tip is, is it this training?
It never goes out of style.
We use this training daily at brilliant and delight over discipline
wins every single time.
Okay. So are you guys ready to dive in?
Yes.
Okay.
All right.
As we're going through the material, add your questions to the chats.
You guys can welcome Dion and I'm going to give it over to you, Dan.
Thanks, Jenny. I appreciate it. That's really great.
It's so much fun. We've covered a lot of ground and next week,
we've got a great announcement. We're going to share with you.
So standby for that.
We've got a real treat.
And we're really glad that.
We've really started to build a framework.
And we're really excited about that.
And we're going to talk about deep work.
When we get to season two.
Kind of picks up a notch because now we've got language.
We can say words. You know what we mean?
You know,
where we talk about being a change agent or put it in your kid in your
Q book or talk about deep work.
But the real big thing is how innovation takes a whole new level in
season two. That's really exciting.
I'm going to get the exact number that Jenny was at 36, 34, 36 projects.
We've done it brilliant.
Without a single one being an hour late.
We'll talk about how you can do that. And not many companies can say
stuff like that, but you could.
And we talk about using some of the most amazing technology and
innovation practices.
And then of course,
we're going to really press into a new relationship with the Lord.
You know, the world is pretty, pretty.
You know,
we're in a time where we're in a time where things are pretty,
pretty.
Tumultuous and business is always fluctuating.
And we go through up cycles and down cycles and all that goes on.
But the one who stays, you know, there's one who stays.
You know,
the culture that can stay consistent throughout the whole process.
That calmness,
that restfulness is all the ones to take advantage of these
opportunities.
And then we're going to go through a couple of different applications.
Today.
We just going to use an application.
Of finding delighted work.
And you can use, we call it the four square method.
And this four square method you can use to map anything.
And I'll talk about that a bit at the end.
But today's exercise is more about doing than about listening.
The concept is pretty straightforward.
So we're going to give you a very detailed example.
And we're going to give you,
we're going to give you a little bit of an overview of what we've
gone through before.
And we're going to use her particular work situation.
And her tasks.
To go through it so that you can do the same.
So you will need a blank piece of paper. We didn't provide.
Worksheets.
To the leaders.
So they do actually have worksheets for you to work on.
So we're going to give you a little bit of an overview.
and maybe in about 10 or 12 minutes we'll break out
and try and give you as much time as possible
to work through these sheets with your team.
So let me jump straight to sharing my screen here
because that will be the easiest way
is to show you what we have in mind.
So everybody see my screen, we're all good?
Yeah, yep.
So yeah, so finding joint work is this idea
that delight drives discipline.
And it's a lot of people think
that if they're disciplined, they'll gain delight.
That's a hard way of doing it, you can do it that way,
certainly the tough way around.
But if you find delight in what you do,
you've just looked up and the hours are gone,
you've really enjoyed it.
I don't know how many times
when you've really enjoyed what you were doing
and you looked up and the day was already gone,
you say, wow, that was amazing.
And you look like a super disciplined person,
but you didn't experience it as discipline,
you experienced it as delight.
So let me introduce a simple four square method.
You can do this for anything.
You can map, like for instance,
the cost of a vacation where it says joy,
you can put the cost of vacation
and you can put on the side, how much fun was it?
And you can map cost to fun.
And so the idea is that,
obviously it's low on the left and going high.
And so, just like an X, Y table.
So very straightforward.
And what we are looking for here is,
we're looking for this zone number one,
zone number one,
where your contribution to the organization is high
and your joy is high.
You love doing it and it really contributes
to the organization or to what you're doing.
Zone number two is high contribution, but not a lot of joy.
It's like, yeah, it's okay.
I mean, don't particularly enjoy it,
but hey, it's important and I do it.
Zone number three is the stuff that gives us a lot of joy,
but it doesn't really make a high contribution,
basically wasting time.
And number four, fourth area is the zone
we wanna get rid of.
It's low contribution and low joy.
So whatever you map on a table like this,
you can map anything on this table
and you always give them those categories.
The most desirable is one, the least desirable is four.
And in general, the first thing you do
is try to delete four.
That's sort of the rule of thumb
whenever you use this table.
So we're gonna use the same four square analysis tool
for helping you find delight and joy at work.
So as we went through this,
I'm gonna start with number four, category four.
And this is sort of the meaningless category.
It's meaningless to you.
Maybe the company needs some of the stuff,
but to you personally is low joy, low contribution.
This is the meaningless category.
And so Jenny, you and I sort of prepped this up a little bit
and you gave me some tasks, right?
So I'd like everybody,
if you're making this square for yourself,
we're gonna do that in a minute.
First, we'll walk you through an example
and then have you do the same.
We're gonna ask you to put three tasks
in each of these squares.
In category one, two, three, and four,
we're gonna ask you to put three tasks in each one.
So Jenny, you gave me these three tasks
as your least low contribution, low joy tasks, right?
Doing insurance, sales tax.
I can just tell the enthusiasm on your face
when I read the list and timesheets.
So tell me, how did you think about that?
And what was your approach to addressing these issues?
Right, so the first is, can I delete this?
And with four, the block four,
looking to see what I can delete out of there
because it's the lowest, the low joy and low contribution.
So with those things, with insurance,
obviously I couldn't delete that.
So what I did with insurance was I delegated it
to someone else, to an insurance company
that would just manage that for us.
And then with sales tax, I automated that.
So we hired an outside company
that automates the process from start to finish
to registering us in a state,
to collecting the sales tax and remitting it.
I literally don't have to do anything.
They send me notifications
when we are approaching a threshold in a state
and we have to register.
And they tell me when they're paying what state.
And so that actually moved that to block number two,
which is low joy, but high contribution.
And so we moved it to block number two.
And with timesheets, I was able to delete that
because we don't collect timesheets anymore.
So was able to delete that.
All right, let's go to your category three.
And this is the time-wasting one.
These are things that bring great.
joy, but don't really contribute necessarily.
And you gave me these three.
I did, they bring me such great joy.
Cause when I would go collect the mail,
I would get to, I'd have to walk.
It was close enough to walk from the office.
So, you know, you got to go outside
and go collect the mail, office supplies.
I don't know who doesn't love office supplies
because those are a joy to my life.
So looking for office supplies
and then Google file management.
I just, I really do enjoy organization,
but the unfortunate thing about that as well,
it brings me high joy.
It's a low contribution.
If I didn't do these things,
the business is not going to suffer hugely.
So with mail, we decided that we would do it,
the touch it once rule.
So I would touch it once,
it wouldn't bleed over into other tasks
and it wouldn't take me days to do it.
You touch it once with the office supply.
So you meant by that,
like you would literally open the mail
and then if it said you needed to write a check,
you write the check.
You take that piece of mail all the way through
until you literally can throw it away,
until it's done.
Thank you.
Yeah. Yes, that's correct.
Touch it once.
So I would start it and finish it right then.
Yes.
And then office supplies, I automated.
So what we did was we set up on Amazon an account
and if something was needed,
we just added that to our Amazon account
and then we ordered once a month.
So it took no time at all to do that.
And with the Google file management,
I delegated that because that was,
the Google file management,
while it was high joy for me,
was not something that was a good use of my time.
So we delegated that out.
Yeah, that's very good.
You know, I just thought I might just take a second.
So on the left-hand side of the screen,
you see there's sort of a step one, step two there.
So notice what Jenny was doing.
The first thing she talked about is delete it.
Don't try and optimize it and then put in,
try and make it go faster and then delete it.
If you can delete it, just delete it.
That's always the best option
if you can just completely delete it.
Notice delay, you know, in the Q book,
we have the three Ds and the A,
can I delete, can I delegate, can I delay and automate?
Delay doesn't quite work in this model.
So that's why it's not on the list,
but just delete and delegate and automate.
But here's the big thing.
If you can move something to, you know,
step two is can I move it to another block, right?
So if it is a block four,
can I make it a three or can make it a two?
Jenny showed in the last case where,
by bringing somebody else in to do the,
bringing TaxJar in to do all the taxes for us,
she was able to move from a four to a two.
So what did she move?
She moved the contribution up,
even though the joy didn't actually change,
but she moved it to a new block.
So sometimes moving it to a new block,
you can just see what has to change
for me to move from one block to the next.
So Jenny, as we go to block two,
this is really the stuff that is low joy,
but high contribution.
In other words, when you do it, it really helps.
You just don't like doing it, right?
So they're not great joy to you.
You'd love to avoid them, but they're necessary.
So this is the avoid but necessary category.
And you gave me these three when I asked you.
Do you want to walk us through these?
Sure.
So we have deposits, payroll benefits,
and then grams notes.
So with deposits, obviously high contribution.
If you receive a check that needs to go to the bank,
but it's not a joy to stand in line
for 15 minutes at a bank.
So I automated that by downloading the app
and being able to deposit checks online.
So we rarely have to go to the bank.
And with payroll and benefits, I automated that.
We got a new provider that manages that.
And so that's a lot like the sales tax.
It requires very little input from me
unless something changes.
And then I actually get to have a dashboard
where I can see the benefit to our team.
And so that actually created joy for me.
And so I was able to move that up to a number one.
And with grams notes, we delegated that
because that's a lot of time.
And we delegated that to an offshore VA.
Excellent.
Let's go to the top of the list.
So this is the power task.
These are the ones where you have high contribution,
but they're also high joy.
And obviously you want to spend most of your time
and most of your day on these type of tasks.
So these are the three you gave me.
Yes, the coaching, high joy,
high contribution because we have a community
that we coach in living the brilliant life.
And I enjoy that very much relating to people one-on-one
and process.
I love, love process.
Quick books.
I mean, it's like a puzzle sometimes.
times. And my, actually my favorite part of that was when something would go wrong in QuickBooks
and I would have to go and find the answer. So it's kind of like a mystery slash treasure hunt,
love QuickBooks. And the great thing about it is, is that it adds high value to the business.
The business needs that to function and training the team. I, I really, really value our team
and I love partnering with people in their growth and their development because,
you know, there's just been such a huge impact in my life when people have partnered with me
in growth and development. And so I love doing that with the team and the Joy Table is one of
the ways in which we do that as well. So this comes simply down to prioritize, do it now.
So, you know, and so we can definitely go through that. Now we've put a worksheet together
that can help you actually go through that. So I'm just going to give, take a second here
and Jenny, if you can drop the worksheet for me, that'd be great. Is that everybody
already got the worksheet? They did. I dropped it, but I could drop it again. Yeah.
Yeah. You did already drop it. Okay. I'll just pick it up from there. I just want to walk you
through the, the worksheet. So what are we going to do now is we're going to, we're going to divide
you up into back, you know, do the breakout sessions. And so take time to think through
these tasks, try to come up with three tasks for each one. Just this little exercise will move you
into that, into that power zone where there's great contribution, great joy. And you don't
necessarily have to get rid of every task in your life in to get them all into one, but you want to
over time. So this is a great exercise to do every once a month, once every two months, every now
and again, just to take, especially if you feel your joy dropping in what you're doing. So I'm
going to just share for a second, one more screen. So you can just see how it was, you know,
obviously a little more challenging to put it together in for this, in this format, but you can
see here on the, I don't know if you, let me make it larger. Is that better? Everybody can see those
notes. Can you read them? So if, you know, for the solopreneurs or for the, you know, for those doing
the, the, the team one. So, you know, what is your, so we got you going, like, what is your biggest
contribution? What's the most of like, you can see we're setting you up so that you can put those
tasks down first and then map them. And so then map them into those four areas that we mentioned
earlier, and then exercise three. Now, this is really important that you do them in this order,
start with block four, and then you literally just follow those check boxes that we've got there
every time looking to what you have to do. So clearly if you've got something in block three,
what do you have to do to a task that's in block three to move it to a one? Just look at which
axis is changing. If I'm in block three and I'm moving it to a one, what do I have to change?
I have to increase the contribution, right? So to move a three to a one, I have to increase the
contribution. If I'm in a two, how do I get it to a one? I have to find a way to get more joy in that
task. It's already a high contribution, so I just have to find a way to be. Now in season two,
we're going to talk a lot about how to do practical things, about how to add joy, mixing things you
love with things you don't like so much. And we're going to use a lot of power habits and work habits
and those kinds of things in season two, we'll talk more of it. But just for now, as you're
thinking about it, but the fours, ideally you don't want to have fours in your life, right?
I want to just throw in like a little extra here just for the leaders. If you're
thinking about your clients, you could use this y-axis, you could put dollars, you know, what's
the revenue? And the bottom could be effort. So your low, you know, what you don't want is
low dollars and high effort. So low dollars, high effort would be this block down here. That will be
your four block. Notice the number would change, but there you want to delete fours. So in this
particular case, the same thing, you could plot each client's name in each of these boxes and
figure out which clients are high dollars. You don't want high dollars, low effort, right? That
would be your block number one in that particular case. So always look at what's the most desirable.
In this case, we'd like you to get rid of as many fours as you can, either move them to a three,
move them to a two, but preferably just delete them. All right. You can go through the rest of
the exercise and we'll hand you back to you, Jenny. You're muted, Jenny. You're still muted.
Thank you. I'm just talking to myself as I do. So that was really fun. I hope you guys have.
of as much fun doing that exercise with your teams as we do here.