1
00:00:00,111 --> 00:00:02,112
The playbook for growing a swim program is

2
00:00:02,172 --> 00:00:05,093
simple. Capture some swimmers. They are

3
00:00:05,113 --> 00:00:07,534
your first customers, family and friends.

4
00:00:08,694 --> 00:00:11,775
Then you need leads, other swimmers. Word

5
00:00:11,815 --> 00:00:14,036
of mouth and conversations convert those

6
00:00:14,116 --> 00:00:16,457
leads into dues-paying customers. That's

7
00:00:16,557 --> 00:00:18,558
sales and the early sparks are often

8
00:00:18,598 --> 00:00:21,119
through lessons. Turn those customers into

9
00:00:21,219 --> 00:00:24,100
positive reviews and then reactivate those

10
00:00:24,180 --> 00:00:26,921
customers into repeat buyers. That's

11
00:00:26,981 --> 00:00:29,082
exactly what our LAP platform does.

12
00:00:30,044 --> 00:00:31,595
Lifestyle Aquatics Programming

13
00:00:45,718 --> 00:00:48,659
Team building, leadership, even personal

14
00:00:48,719 --> 00:00:50,900
growth. You've got loyalty, recruiting,

15
00:00:50,960 --> 00:00:53,661
development, responsibility, even time

16
00:00:53,881 --> 00:00:56,802
management. It's a very complete picture.

17
00:00:56,902 --> 00:00:58,823
And the author, Jim Lutz, he's not just

18
00:00:58,883 --> 00:01:00,864
theorizing. This guy spent, what, 50 years

19
00:01:00,944 --> 00:01:02,564
in competitive swimming? Yeah, from clubs

20
00:01:02,624 --> 00:01:05,345
right up to NCAA, USA swimming. Tons of

21
00:01:05,385 --> 00:01:07,026
experience before he switched careers.

22
00:01:07,166 --> 00:01:09,507
That's decades of, like, real hands-on

23
00:01:09,547 --> 00:01:11,468
leadership. It's practical wisdom, not

24
00:01:11,508 --> 00:01:12,852
just textbook stuff. Let's start with

25
00:01:12,892 --> 00:01:14,573
loyalty. The text frames it as

26
00:01:15,013 --> 00:01:17,254
foundational, but it's not static. It's

27
00:01:17,334 --> 00:01:19,335
something you have to give, earn, and

28
00:01:19,395 --> 00:01:21,736
importantly, maintain. Okay, and it breaks

29
00:01:21,756 --> 00:01:24,538
down into five key aspects. First one is

30
00:01:24,598 --> 00:01:26,859
honesty. And Luntz kicks this off with a

31
00:01:27,039 --> 00:01:28,840
really vivid story, doesn't he, about that

32
00:01:28,900 --> 00:01:31,281
blizzard in 78. Forty below windchills,

33
00:01:31,561 --> 00:01:33,502
running out of gas, just trying to get to

34
00:01:33,542 --> 00:01:36,403
a swim practice that got moved. That's a

35
00:01:36,784 --> 00:01:38,525
serious dedication right there. It really

36
00:01:38,705 --> 00:01:40,666
is. But the key takeaway wasn't just

37
00:01:40,706 --> 00:01:42,587
showing up. It was the feedback, right?

38
00:01:42,827 --> 00:01:44,889
From his coach, Frank Bush. Bush was

39
00:01:44,969 --> 00:01:47,050
honest. He said, basically, look, you're

40
00:01:47,090 --> 00:01:49,011
not the most naturally talented swimmer.

41
00:01:49,252 --> 00:01:51,213
Ouch. But honest. But then he follows up

42
00:01:51,293 --> 00:01:53,074
with, but you never miss practice. You

43
00:01:53,094 --> 00:01:55,776
make it fun. I want you here. That kind of

44
00:01:56,036 --> 00:01:58,698
direct yet supportive honesty, it clearly

45
00:01:58,738 --> 00:02:00,379
stuck with Lutz. Yeah, it shows that

46
00:02:00,439 --> 00:02:02,581
sometimes reliability and just having a

47
00:02:02,621 --> 00:02:04,743
good attitude can matter more than raw

48
00:02:04,803 --> 00:02:06,705
talent, and that honest feedback, even the

49
00:02:06,725 --> 00:02:08,286
tough parts, can actually be super

50
00:02:08,306 --> 00:02:09,818
motivating. And it makes you think about

51
00:02:09,838 --> 00:02:11,279
that idea, you know, the people who really

52
00:02:11,359 --> 00:02:13,221
want a career, they just show up and do

53
00:02:13,241 --> 00:02:15,363
the work. No fanfare needed. And Frank

54
00:02:15,403 --> 00:02:17,725
Bush, the coach, his later success kind of

55
00:02:17,745 --> 00:02:19,087
validates that perspective, doesn't it?

56
00:02:19,667 --> 00:02:22,570
Six time NCAA coach of the year, national

57
00:02:22,610 --> 00:02:24,952
championships, USA swimming director.

58
00:02:25,092 --> 00:02:26,674
Yeah, he clearly knew a thing or two about

59
00:02:26,714 --> 00:02:28,836
building winning teams. His view on what

60
00:02:28,876 --> 00:02:31,178
matters carries weight. So honesty is key,

61
00:02:31,719 --> 00:02:33,640
but the text adds a layer, right? It's not

62
00:02:33,660 --> 00:02:37,048
just No, it's about tact. Speaking the

63
00:02:37,068 --> 00:02:39,771
truth, but skillfully. And also sometimes

64
00:02:39,831 --> 00:02:41,513
making those tough calls, like letting

65
00:02:41,573 --> 00:02:43,576
someone go if they're not aligned with the

66
00:02:43,616 --> 00:02:45,625
team's best interests. But framing it as a

67
00:02:45,665 --> 00:02:47,446
business decision, not personal. That's

68
00:02:47,506 --> 00:02:49,207
important. Second pillar of loyalty.

69
00:02:49,967 --> 00:02:52,168
Consistency. The Tony Robbins quote comes

70
00:02:52,208 --> 00:02:54,129
in here. It's not what we do occasionally

71
00:02:54,189 --> 00:02:55,629
that shakes our lives, but what we do

72
00:02:55,689 --> 00:02:57,690
consistently. That really makes you stop

73
00:02:57,730 --> 00:02:59,030
and think about your own habits, doesn't

74
00:02:59,070 --> 00:03:00,691
it? Totally. Those small, everyday

75
00:03:00,791 --> 00:03:02,772
actions. They add up more than the big,

76
00:03:02,872 --> 00:03:04,633
flashy things you do once in a while. And

77
00:03:04,693 --> 00:03:06,593
what's interesting is how that consistency

78
00:03:06,653 --> 00:03:08,754
directly feeds into the third aspect,

79
00:03:08,854 --> 00:03:11,374
which is confidence. Okay. How so? Well,

80
00:03:11,414 --> 00:03:13,075
if people are honest and consistent,

81
00:03:13,435 --> 00:03:15,417
there's less uncertainty. You know what to

82
00:03:15,477 --> 00:03:17,898
expect. That creates a secure environment

83
00:03:17,918 --> 00:03:19,459
where people feel more comfortable.

84
00:03:19,639 --> 00:03:22,321
Reduces anxiety. And the text mentions

85
00:03:22,421 --> 00:03:24,702
Bruce Gemmel talking about Katie Ledecky,

86
00:03:25,323 --> 00:03:28,304
how her just relentless consistency in

87
00:03:28,404 --> 00:03:31,246
practice built this incredible confidence.

88
00:03:31,306 --> 00:03:32,787
And it's not just the superstars either.

89
00:03:33,127 --> 00:03:35,068
That example of Jennifer, the natural

90
00:03:35,108 --> 00:03:36,609
leader without the captain title. Yeah.

91
00:03:36,870 --> 00:03:38,591
Just through her consistent actions,

92
00:03:38,651 --> 00:03:40,232
people trusted her. She inspired

93
00:03:40,292 --> 00:03:42,446
confidence. And the text also points out

94
00:03:42,486 --> 00:03:44,388
that real confidence often comes from, you

95
00:03:44,868 --> 00:03:46,009
know, getting through tough times,

96
00:03:46,109 --> 00:03:48,011
overcoming failure, having that support

97
00:03:48,031 --> 00:03:49,973
network, or maybe a strong faith. It

98
00:03:49,993 --> 00:03:51,714
mentions Proverbs here. Fourth element,

99
00:03:52,235 --> 00:03:54,737
the desire to excel. Loyal people aren't

100
00:03:54,757 --> 00:03:56,398
just punching the clock. They actually

101
00:03:56,438 --> 00:03:57,680
want to get better. And it makes that

102
00:03:57,720 --> 00:03:59,381
interesting point that sometimes your best

103
00:03:59,421 --> 00:04:00,722
team members aren't the most talented

104
00:04:00,842 --> 00:04:02,984
ones, but the ones who really buy into the

105
00:04:03,024 --> 00:04:04,906
system, the core values. Which means those

106
00:04:04,946 --> 00:04:06,948
core values need to be super clear, right?

107
00:04:07,310 --> 00:04:08,971
And it contrasts those who give their best

108
00:04:09,051 --> 00:04:11,873
consistently with those who just do the

109
00:04:11,913 --> 00:04:14,334
minimum or feel entitled. That phrase

110
00:04:14,674 --> 00:04:17,276
forceful, faithful or forgettable. That's

111
00:04:17,316 --> 00:04:19,717
pretty stark. It is forceful being active

112
00:04:19,757 --> 00:04:21,839
contributors, faithful being reliable,

113
00:04:21,979 --> 00:04:24,440
forgettable. Well, not making much impact.

114
00:04:24,940 --> 00:04:27,482
Leaders need to know who's who. And that

115
00:04:27,582 --> 00:04:30,184
St. Francis quote fits, too, about wanting

116
00:04:30,244 --> 00:04:32,065
your life to be a testament to something

117
00:04:32,165 --> 00:04:34,291
bigger. OK, and the fifth aspect. The

118
00:04:34,331 --> 00:04:36,752
ability to inspire by actions. Michael

119
00:04:36,772 --> 00:04:38,453
Jordan's the example here. His emotions

120
00:04:38,474 --> 00:04:40,555
weren't tied just to winning or losing. He

121
00:04:40,595 --> 00:04:42,276
found ways to contribute even on off

122
00:04:42,316 --> 00:04:44,397
nights. That hits home for me. I

123
00:04:44,437 --> 00:04:45,978
definitely used to tie my own self-worth

124
00:04:46,018 --> 00:04:48,060
way too much to how the team did. Big

125
00:04:48,100 --> 00:04:49,501
emotional roller coaster. A lot of people

126
00:04:49,521 --> 00:04:51,062
do. It took a while to realize the

127
00:04:51,082 --> 00:04:52,482
relationships and connections were still

128
00:04:52,502 --> 00:04:54,423
there, win or lose. And that's the core

129
00:04:54,483 --> 00:04:56,784
idea, isn't it? Give your absolute best,

130
00:04:56,824 --> 00:04:58,545
have a clear conscience, regardless of the

131
00:04:58,585 --> 00:05:00,826
scoreboard, be forceful, faithful,

132
00:05:01,006 --> 00:05:02,807
unforgettable through what you do. And the

133
00:05:02,867 --> 00:05:05,108
leader's role is motivator, teacher,

134
00:05:05,228 --> 00:05:07,989
educator. Yeah. Not just manager. And that

135
00:05:08,029 --> 00:05:09,749
Roger Bannister story, Breaking the Four

136
00:05:09,769 --> 00:05:12,671
Minute Mile, it shows how one person's

137
00:05:12,811 --> 00:05:15,252
actions can totally smash mental barriers

138
00:05:15,292 --> 00:05:17,213
for everyone else. Such a great example.

139
00:05:17,553 --> 00:05:18,934
Okay, so we've got loyalty as the

140
00:05:18,974 --> 00:05:20,735
foundation. How do you actually bring the

141
00:05:20,775 --> 00:05:23,076
right people onto the team? That brings us

142
00:05:23,156 --> 00:05:25,698
to recruiting. And the e-book frames

143
00:05:25,778 --> 00:05:27,519
recruiting as finding the right fit, not

144
00:05:27,559 --> 00:05:29,100
just grabbing the most talented person

145
00:05:29,120 --> 00:05:31,082
available. It's about aligning with the

146
00:05:31,142 --> 00:05:33,883
culture, the goals. Makes sense. So what

147
00:05:33,923 --> 00:05:35,885
are the key aspects here? There are five

148
00:05:35,905 --> 00:05:38,613
again, right? Yep, five again. First, and

149
00:05:38,913 --> 00:05:41,233
maybe most important, character. The

150
00:05:41,273 --> 00:05:43,554
bedrock. Talent gets you noticed, but

151
00:05:43,654 --> 00:05:45,075
character is what you build the whole

152
00:05:45,135 --> 00:05:47,375
program on. And it mentions a small thing,

153
00:05:47,475 --> 00:05:49,636
like doing tasks promptly when expected.

154
00:05:49,756 --> 00:05:51,557
That speaks volumes. Little things matter.

155
00:05:51,757 --> 00:05:54,020
Okay, second. Willingness to do what's

156
00:05:54,080 --> 00:05:56,461
necessary to be prepared. The anecdote

157
00:05:56,522 --> 00:05:58,243
about Frank Bush's optional Sunday

158
00:05:58,283 --> 00:05:59,804
workouts. Right. No one had to be there.

159
00:06:00,044 --> 00:06:02,226
But the ones who were truly driven saw it

160
00:06:02,306 --> 00:06:04,427
as an opportunity. It shows that internal

161
00:06:04,487 --> 00:06:06,529
motivation, that willingness to go the

162
00:06:06,589 --> 00:06:08,410
extra mile. Yeah. That's what you look

163
00:06:08,430 --> 00:06:10,572
for. And if someone keeps underperforming,

164
00:06:10,752 --> 00:06:12,713
even with help, maybe it's time for them

165
00:06:12,753 --> 00:06:14,515
to look elsewhere. The text touches on

166
00:06:14,555 --> 00:06:16,736
that too. Yeah, it hints that maybe their

167
00:06:16,776 --> 00:06:18,897
strengths lie elsewhere. It even quotes

168
00:06:18,957 --> 00:06:20,317
Proverbs about, you know, trying to

169
00:06:20,417 --> 00:06:22,418
correct someone who isn't receptive versus

170
00:06:22,498 --> 00:06:24,539
guiding someone wise. Interesting

171
00:06:24,599 --> 00:06:26,320
perspective. Okay, third element of

172
00:06:26,360 --> 00:06:28,935
recruiting. Using the word next sounds

173
00:06:28,995 --> 00:06:31,257
simple, but it means seeing each recruit

174
00:06:31,337 --> 00:06:33,979
as an individual. Unique story, unique

175
00:06:34,059 --> 00:06:35,861
talents, different levels of commitment.

176
00:06:36,201 --> 00:06:38,243
Don't just lump them together. Look beyond

177
00:06:38,263 --> 00:06:40,945
the stats, see the person. And the leader

178
00:06:40,985 --> 00:06:42,486
needs to support them through the ups and

179
00:06:42,506 --> 00:06:44,728
downs, right? Focus on small wins,

180
00:06:45,269 --> 00:06:47,210
positive mindset. Which leads to the

181
00:06:47,271 --> 00:06:49,673
fourth aspect, commitment to trust your

182
00:06:49,713 --> 00:06:51,734
talents. Ah, the mental game again. The

183
00:06:51,754 --> 00:06:54,016
example of Chad, the distance swimmer with

184
00:06:54,056 --> 00:06:56,294
self-doubt. Right, it often isn't a lack

185
00:06:56,314 --> 00:06:58,236
of ability, it's a loss of confidence in

186
00:06:58,277 --> 00:07:00,439
that ability. That's huge. And that story

187
00:07:00,479 --> 00:07:02,843
about telling a swimmer, there is no place

188
00:07:02,883 --> 00:07:06,127
for hope right now. Whoa. That's intense.

189
00:07:06,267 --> 00:07:07,689
It really emphasizes needing that

190
00:07:07,869 --> 00:07:10,653
rock-solid belief, backed by preparation.

191
00:07:11,013 --> 00:07:12,776
Hope isn't enough when the pressure's on.

192
00:07:13,174 --> 00:07:15,295
and it mentions Ben Crenshaw admiring

193
00:07:15,355 --> 00:07:17,136
Harvey Pennock's patience and giving

194
00:07:17,196 --> 00:07:20,638
credit. That adds humility. Plus, it

195
00:07:20,678 --> 00:07:23,019
touches on resisting new ideas, sticking

196
00:07:23,039 --> 00:07:24,420
with the familiar even if it's not

197
00:07:24,460 --> 00:07:26,526
working. Yeah, ultimately trusting your

198
00:07:26,546 --> 00:07:28,487
gut, your instincts, and acting in line

199
00:07:28,527 --> 00:07:30,287
with your values. Okay, and the fifth

200
00:07:30,347 --> 00:07:33,008
recruiting aspect. Passion. You need to

201
00:07:33,048 --> 00:07:34,548
find out what really drives someone.

202
00:07:34,768 --> 00:07:36,648
Money's often just a vehicle, not the core

203
00:07:36,668 --> 00:07:38,469
motivation. What's their deep down

204
00:07:38,509 --> 00:07:40,709
enthusiasm? Finding that spark. Yeah. And

205
00:07:40,729 --> 00:07:42,990
the idea of gamers, the ones who just find

206
00:07:43,010 --> 00:07:44,670
a way to win because they believe. Comes

207
00:07:44,710 --> 00:07:46,450
back to the mind being the biggest hurdle.

208
00:07:46,890 --> 00:07:49,111
Positivity is key. Real champions are

209
00:07:49,171 --> 00:07:51,211
relaxed, comfortable, which leads to

210
00:07:51,251 --> 00:07:53,672
winning. And self-worth has to come from

211
00:07:53,732 --> 00:07:56,181
inside. Aligning heart and mind, deciding

212
00:07:56,201 --> 00:07:58,422
to make a difference. And that quote, love

213
00:07:58,462 --> 00:08:00,724
people and use things, not love things and

214
00:08:00,804 --> 00:08:02,825
use people. Find what works for that

215
00:08:02,865 --> 00:08:04,826
individual. And loving what you do is

216
00:08:04,866 --> 00:08:06,447
essential for the long haul. Needing

217
00:08:06,587 --> 00:08:08,628
structure, discipline. Freedom's like a

218
00:08:08,708 --> 00:08:11,650
rope, right? Pull yourself up or hang

219
00:08:11,670 --> 00:08:14,903
yourself. Oof, good analogy though. And

220
00:08:14,943 --> 00:08:16,544
the swimmer schedule example shows that

221
00:08:16,584 --> 00:08:18,725
level of commitment. Then that final

222
00:08:18,765 --> 00:08:22,107
analogy, golf and love being deceptively

223
00:08:22,208 --> 00:08:24,189
simple and endlessly complicated. Yeah,

224
00:08:24,229 --> 00:08:25,810
sums up dealing with people pretty well.

225
00:08:25,930 --> 00:08:27,991
Okay, so loyalty established, people

226
00:08:28,031 --> 00:08:30,033
recruited. Now development, this is the

227
00:08:30,113 --> 00:08:32,114
ongoing part, right? Yeah. Requires real

228
00:08:32,174 --> 00:08:33,635
effort from leaders. It doesn't just

229
00:08:33,715 --> 00:08:35,656
happen. And that story about the quiet

230
00:08:35,696 --> 00:08:37,838
musician with cat snakes and his goal

231
00:08:37,878 --> 00:08:39,798
sheet, Right. It shows you got to find out

232
00:08:39,818 --> 00:08:41,359
what makes people tick. Show genuine

233
00:08:41,419 --> 00:08:43,299
interest beyond just their job function.

234
00:08:43,439 --> 00:08:45,780
See the whole person and then be honest in

235
00:08:45,820 --> 00:08:48,240
assessments. Challenge them to improve. It

236
00:08:48,300 --> 00:08:50,241
mentions proverbs again about humility and

237
00:08:50,301 --> 00:08:53,722
wisdom and tailoring feedback. Huge. Not

238
00:08:53,762 --> 00:08:55,302
everyone receives critique the same way.

239
00:08:55,382 --> 00:08:57,122
Definitely not. So first step in

240
00:08:57,142 --> 00:08:58,583
development is finding their strengths.

241
00:08:59,123 --> 00:09:01,243
Finding that hot button. What motivates

242
00:09:01,283 --> 00:09:02,984
them? What are they naturally good at?

243
00:09:03,484 --> 00:09:05,764
That Native American proverb about letting

244
00:09:05,784 --> 00:09:07,585
go of the planned life for the one

245
00:09:07,645 --> 00:09:10,639
waiting. That fits here too. Maybe hidden

246
00:09:10,679 --> 00:09:12,625
strengths emerge. Like the contrast

247
00:09:12,645 --> 00:09:15,107
between role players and those gamers who

248
00:09:15,147 --> 00:09:18,088
just elevate under pressure. Magic Johnson

249
00:09:18,128 --> 00:09:19,949
in the Rookie Finals is such a perfect

250
00:09:20,009 --> 00:09:21,790
example. Incredible story. And the

251
00:09:21,830 --> 00:09:24,392
leader's job. Treat everyone fairly, but

252
00:09:24,632 --> 00:09:27,733
not necessarily equally. Maximize their

253
00:09:27,773 --> 00:09:29,775
specific talent. The quote from First

254
00:09:29,815 --> 00:09:32,156
Peter emphasizes using your God-given

255
00:09:32,256 --> 00:09:34,517
strengths in service. Makes sense. So once

256
00:09:34,537 --> 00:09:36,118
you know their strengths, their hot

257
00:09:36,158 --> 00:09:38,139
buttons, individualize their development.

258
00:09:38,273 --> 00:09:40,134
Precisely. Like the example of the agent

259
00:09:40,154 --> 00:09:41,755
who's great with clients, but hates cold

260
00:09:41,795 --> 00:09:43,737
calls. You work on the weakness, but you

261
00:09:43,757 --> 00:09:45,678
don't kill the strength. Set goals they

262
00:09:45,698 --> 00:09:47,920
can control. And accept that failure in

263
00:09:47,980 --> 00:09:49,661
practice is normal when you're pushing

264
00:09:49,721 --> 00:09:50,902
limits. Yeah, it's the art of coaching,

265
00:09:50,942 --> 00:09:52,603
right? Knowing when to push, when to back

266
00:09:52,743 --> 00:09:54,664
off, rebuild confidence. And setting goals

267
00:09:54,765 --> 00:09:57,987
yearly, quarterly, monthly, weekly, daily.

268
00:09:58,347 --> 00:10:00,068
Having that roadmap. And again, that

269
00:10:00,128 --> 00:10:01,749
foundation of faith helps weather the

270
00:10:01,789 --> 00:10:03,791
storms. But development isn't just

271
00:10:03,851 --> 00:10:06,072
strengths. You have to address weaknesses

272
00:10:06,112 --> 00:10:09,457
too. The relay team example. Talented

273
00:10:09,477 --> 00:10:11,398
swimmer, never the anchor, because of

274
00:10:11,518 --> 00:10:13,379
pressure weakness. Right. You don't ignore

275
00:10:13,439 --> 00:10:16,061
it. You manage it strategically. And don't

276
00:10:16,101 --> 00:10:19,063
avoid adversity. Use it to learn. That

277
00:10:19,123 --> 00:10:22,426
sign. See it. Face it. Get over it. Pretty

278
00:10:22,466 --> 00:10:24,147
blunt. And the contrast between

279
00:10:24,187 --> 00:10:25,588
championship performers and those who

280
00:10:25,628 --> 00:10:28,670
always fall short. It highlights the need

281
00:10:28,890 --> 00:10:31,132
to confront those weaknesses. And avoiding

282
00:10:31,192 --> 00:10:33,713
schadenfreude, actually helping people

283
00:10:33,753 --> 00:10:35,790
through struggles. Successful people work

284
00:10:35,830 --> 00:10:38,271
on their weaknesses. A smooth sea never

285
00:10:38,311 --> 00:10:40,292
made a skilled mariner. Learn from tough

286
00:10:40,332 --> 00:10:42,433
times, don't just complain. Opposition

287
00:10:42,533 --> 00:10:43,873
often means you're moving forward.

288
00:10:44,353 --> 00:10:46,154
Greatest accomplishments begin as greatest

289
00:10:46,194 --> 00:10:48,015
adversity. Okay, this next one sounds

290
00:10:48,055 --> 00:10:50,476
tricky. Love them enough to let them hate

291
00:10:50,536 --> 00:10:52,857
you. Tough love. Basically, yeah.

292
00:10:53,037 --> 00:10:54,478
Sometimes telling people what they need to

293
00:10:54,538 --> 00:10:56,059
hear, not what they want to hear, is

294
00:10:56,119 --> 00:10:57,739
essential for their growth, even if they

295
00:10:57,759 --> 00:10:59,320
don't like it initially. That saying,

296
00:10:59,520 --> 00:11:00,981
they'll hate us for weeks, love us at

297
00:11:01,021 --> 00:11:03,834
championships, takes guts as a leader. It

298
00:11:03,874 --> 00:11:06,495
does. Leading by example is key. And the

299
00:11:06,575 --> 00:11:08,636
shift from yelling to asking, what did you

300
00:11:08,676 --> 00:11:10,497
think, that encourages ownership,

301
00:11:10,677 --> 00:11:12,598
self-reflection. Much better approach.

302
00:11:13,098 --> 00:11:14,839
Enforcing boundaries is part of it, too.

303
00:11:15,339 --> 00:11:17,200
It's on the worker to meet expectations.

304
00:11:17,700 --> 00:11:19,320
And that, quote, if you want to make

305
00:11:19,360 --> 00:11:22,662
everyone happy, go sell ice cream. So

306
00:11:22,742 --> 00:11:24,222
true. Creating an environment where

307
00:11:24,262 --> 00:11:26,623
mistakes are teaching moments, not reasons

308
00:11:26,683 --> 00:11:28,444
for punishment. The story about the

309
00:11:28,484 --> 00:11:29,945
swimmer worried about their time and the

310
00:11:30,005 --> 00:11:32,286
perspective about China helps keep things

311
00:11:32,346 --> 00:11:34,770
grounded. Perspective is everything. So

312
00:11:35,372 --> 00:11:37,516
how do we measure if all this development

313
00:11:37,576 --> 00:11:40,121
is working? How is success measured? Is it

314
00:11:40,182 --> 00:11:42,204
just winning? Great question. The text

315
00:11:42,324 --> 00:11:44,365
challenges that. Is it just wins, or is it

316
00:11:44,405 --> 00:11:46,427
personal growth effort? The parent

317
00:11:46,447 --> 00:11:48,608
confused about inconsistent progress. And

318
00:11:48,628 --> 00:11:50,549
that's relatable. Like, work performance,

319
00:11:50,670 --> 00:11:52,511
it fluctuates. Progress isn't always

320
00:11:52,591 --> 00:11:54,752
linear. Regression often comes before

321
00:11:54,812 --> 00:11:57,274
improvement. And misusing metrics, like

322
00:11:57,334 --> 00:11:59,175
focusing only on the close rate in sales

323
00:11:59,195 --> 00:12:00,696
without looking deeper. Need the whole

324
00:12:00,736 --> 00:12:02,498
picture. And feedback should be private,

325
00:12:02,538 --> 00:12:03,999
constructive. It's not personal. It's

326
00:12:04,059 --> 00:12:06,661
business. Handle issues individually. And

327
00:12:06,681 --> 00:12:08,682
the pressure analogy, diamond versus

328
00:12:08,742 --> 00:12:11,404
crushed orange. How people handle it

329
00:12:11,484 --> 00:12:14,526
differs. Don't let others' opinions derail

330
00:12:14,566 --> 00:12:17,067
you. Stay focused on the goal. That

331
00:12:17,187 --> 00:12:18,928
humorous classified ad description

332
00:12:19,048 --> 00:12:20,909
lightens it up but reminds us a number

333
00:12:20,949 --> 00:12:22,270
doesn't tell the whole story of the

334
00:12:22,290 --> 00:12:24,211
journey. Ultimately, you decide what's

335
00:12:24,252 --> 00:12:26,913
right for you. Set your path. Character is

336
00:12:26,953 --> 00:12:29,014
what you do when no one's watching. Be

337
00:12:29,074 --> 00:12:31,236
truthful. Build that stable disposition.

338
00:12:31,596 --> 00:12:34,181
Proact. Don't just react. Like John Wooden

339
00:12:34,201 --> 00:12:36,242
said, character is lasting, you control

340
00:12:36,282 --> 00:12:38,144
that. And the section wraps with that

341
00:12:38,184 --> 00:12:40,846
poem, Success, emphasizing the journey and

342
00:12:40,886 --> 00:12:43,267
integrity over just the win. Okay, moving

343
00:12:43,307 --> 00:12:45,769
to responsibility. Starts with that Freud

344
00:12:45,829 --> 00:12:47,691
quote about people wanting freedom but

345
00:12:47,751 --> 00:12:49,552
fearing responsibility. Interesting

346
00:12:49,572 --> 00:12:52,114
paradox. It is, and it emphasizes handling

347
00:12:52,154 --> 00:12:54,016
yourself well, even when unsupervised.

348
00:12:54,456 --> 00:12:56,537
Integrity matters. And that relatable bit

349
00:12:56,577 --> 00:12:58,439
about one negative comment, ruining a

350
00:12:58,479 --> 00:13:00,961
great day. How easily external stuff

351
00:13:01,001 --> 00:13:03,272
affects us. Need resilience. Yeah, and not

352
00:13:03,332 --> 00:13:04,933
feeling entitled to be happy all the time.

353
00:13:05,133 --> 00:13:07,454
Mistakes happen. Accept it. Learn. Reason

354
00:13:07,494 --> 00:13:09,415
and results matter. Excuses don't count.

355
00:13:09,755 --> 00:13:11,856
Pretty direct. Plan your work. Work your

356
00:13:11,876 --> 00:13:15,157
plan. Honest assessment first. And allow

357
00:13:15,177 --> 00:13:17,858
yourself to feel earned happiness. Trust

358
00:13:18,039 --> 00:13:20,755
positive trends. Find your inherent worth,

359
00:13:20,895 --> 00:13:22,916
not just based on achievements. You have a

360
00:13:22,976 --> 00:13:24,837
responsibility to prove yourself, take the

361
00:13:24,877 --> 00:13:27,618
leap despite fear. Powerful stuff. The

362
00:13:27,638 --> 00:13:29,738
leader has to define success, evaluate

363
00:13:29,778 --> 00:13:31,419
fairly, and stand by their people.

364
00:13:31,979 --> 00:13:33,679
Adversity is just a speed bump. Right,

365
00:13:33,719 --> 00:13:35,660
thank God and good times and bad. The

366
00:13:35,740 --> 00:13:37,461
Orange Barrels analogy, a just course,

367
00:13:37,521 --> 00:13:39,321
don't quit. And that question, how's that

368
00:13:39,341 --> 00:13:41,022
working out for you? Gentle way to start a

369
00:13:41,042 --> 00:13:42,864
tough conversation. and everyone needs

370
00:13:42,904 --> 00:13:45,285
attention, good times and bad. Okay,

371
00:13:45,785 --> 00:13:48,647
allocating responsibility. The Bear Bryant

372
00:13:48,667 --> 00:13:51,208
story, delegating, trusting his

373
00:13:51,268 --> 00:13:53,388
assistants. That's huge, trusting their

374
00:13:53,408 --> 00:13:55,189
preparation. How do you feel when

375
00:13:55,229 --> 00:13:58,050
responsibility is allocated? Empowered or

376
00:13:58,110 --> 00:14:00,215
like it's just grunt work? When

377
00:14:00,255 --> 00:14:03,156
struggling, step back, remember positives,

378
00:14:03,616 --> 00:14:05,996
focus on strengths. Rely on core values,

379
00:14:06,196 --> 00:14:08,617
faith. Proverbs warns about deceitful

380
00:14:08,637 --> 00:14:10,637
speech here. Then, adding and reducing

381
00:14:10,677 --> 00:14:12,758
responsibility. When to delegate, when to

382
00:14:12,798 --> 00:14:14,278
do it yourself. Autonomy versus

383
00:14:14,358 --> 00:14:16,279
micromanagement, that's a tricky balance.

384
00:14:16,319 --> 00:14:17,859
A fool and his money are soon parted,

385
00:14:18,059 --> 00:14:20,060
applied to giving responsibility too soon.

386
00:14:20,760 --> 00:14:23,400
Ensure readiness, confidence, seek help if

387
00:14:23,440 --> 00:14:25,441
needed. And don't take on too much, become

388
00:14:25,481 --> 00:14:28,522
mediocre, that advice. Give yourself fully

389
00:14:28,722 --> 00:14:31,209
to make something memorable. OK, last

390
00:14:31,269 --> 00:14:34,031
major section, time management. Starts

391
00:14:34,051 --> 00:14:36,233
with crucial advice. Make decisions that

392
00:14:36,253 --> 00:14:38,155
allow you to sleep. So fundamental. Sleep

393
00:14:38,195 --> 00:14:40,443
affects everything. It really does. I

394
00:14:40,463 --> 00:14:42,283
shared my own story here. The coaching

395
00:14:42,323 --> 00:14:45,085
change, 18-hour days, marathon training,

396
00:14:45,225 --> 00:14:47,766
coffee dependency. I totally bought into

397
00:14:48,086 --> 00:14:50,087
never quit. Outwork everyone. Common

398
00:14:50,107 --> 00:14:52,068
mindset, especially back then. Yeah. Now

399
00:14:52,128 --> 00:14:54,449
it's more work smarter. Getting sick was

400
00:14:54,469 --> 00:14:56,309
honestly a wake-up call. Led to

401
00:14:56,369 --> 00:14:58,791
forgiveness, balance. Anger holds you

402
00:14:58,851 --> 00:15:01,052
back. Yeah. And remembering my mom raising

403
00:15:01,132 --> 00:15:03,713
six kids alone, that's time management

404
00:15:03,753 --> 00:15:06,306
under pressure. Wow. The text defines time

405
00:15:06,346 --> 00:15:08,350
management simply. Planning and

406
00:15:08,370 --> 00:15:10,373
controlling time to boost effectiveness.

407
00:15:10,754 --> 00:15:12,177
Why is it important to you? Have

408
00:15:12,237 --> 00:15:13,539
priorities shifted since we talked

409
00:15:13,579 --> 00:15:15,603
loyalty? How do you react when your

410
00:15:15,643 --> 00:15:17,418
schedule feels out of control? Good

411
00:15:17,478 --> 00:15:19,239
reflective questions. Yeah. And it

412
00:15:19,259 --> 00:15:21,140
stresses sleep and nutrition. Again,

413
00:15:21,641 --> 00:15:23,902
physical and spiritual fuel, like race

414
00:15:23,922 --> 00:15:25,723
cars needing premium fuel. Things change

415
00:15:25,783 --> 00:15:27,784
so fast now. Constant learning is vital.

416
00:15:27,904 --> 00:15:29,445
Short-term fixes versus long-term

417
00:15:29,465 --> 00:15:31,106
adjustments aligned with core values.

418
00:15:31,367 --> 00:15:32,907
Filling your mind with trends versus

419
00:15:32,947 --> 00:15:35,089
deeper growth. Strive for positives to

420
00:15:35,149 --> 00:15:37,050
crowd out negatives. And a huge part of

421
00:15:37,090 --> 00:15:39,331
time management, the ability to say no.

422
00:15:39,531 --> 00:15:41,982
Often the hardest part. Saying no feels

423
00:15:42,022 --> 00:15:43,983
selfish sometimes, but top performers

424
00:15:44,103 --> 00:15:45,884
often need to, right? To protect their

425
00:15:45,964 --> 00:15:47,766
energy for the team's benefit. Protect the

426
00:15:47,806 --> 00:15:49,827
go-to person from burnout. Finally,

427
00:15:50,047 --> 00:15:52,669
inconveniences are not problems. Great

428
00:15:52,689 --> 00:15:54,810
distinction. Inconveniences need

429
00:15:54,871 --> 00:15:56,712
adaptation. Problems control you

430
00:15:56,752 --> 00:15:58,613
emotionally. Greatest accomplishments

431
00:15:58,753 --> 00:16:00,875
often follow adversity. Appreciate the

432
00:16:00,895 --> 00:16:02,516
tools you already have. That Native

433
00:16:02,536 --> 00:16:04,337
American warrior attitude. It's a great

434
00:16:04,377 --> 00:16:06,398
day to die. Give everything for a greater

435
00:16:06,438 --> 00:16:07,799
good. The humor in giving more than 100%.

436
00:16:08,918 --> 00:16:10,799
Okay, that was a really thorough, deep

437
00:16:10,839 --> 00:16:13,780
dive into Jim Lutz's principles. Loyalty,

438
00:16:14,201 --> 00:16:16,662
recruitment, development, responsibility,

439
00:16:16,722 --> 00:16:19,818
time management. So much there. Yeah, and

440
00:16:19,858 --> 00:16:21,380
those recurring themes really stand out,

441
00:16:21,400 --> 00:16:23,341
don't they? Character, perseverance, that

442
00:16:23,381 --> 00:16:25,403
necessary tough love sometimes, and

443
00:16:25,423 --> 00:16:26,984
definitely the importance of faith and a

444
00:16:27,184 --> 00:16:29,766
positive outlook. Absolutely. We hope you

445
00:16:29,806 --> 00:16:31,347
listening can really think about how these

446
00:16:31,387 --> 00:16:32,988
apply in your own world, you know, your

447
00:16:33,008 --> 00:16:35,610
teams, your life. Jim Lutz, who shared all

448
00:16:35,650 --> 00:16:37,111
this wisdom. And like he said, he's a real

449
00:16:37,191 --> 00:16:39,273
OG swim coach, so generous with his ideas.

450
00:16:39,633 --> 00:16:41,274
His e-book, by the way, is available over

451
00:16:41,334 --> 00:16:44,077
at SwimISCA.com. Good to know. And he's

452
00:16:44,097 --> 00:16:45,277
written four books, too. If anyone's

453
00:16:45,297 --> 00:16:47,579
interested in seminars, speaking, or maybe

454
00:16:47,619 --> 00:16:48,931
having him on their podcast, And

455
00:16:48,971 --> 00:16:50,473
definitely, we'd love to hear your

456
00:16:50,513 --> 00:16:52,254
thoughts on all this. You know, what

457
00:16:52,355 --> 00:16:55,117
resonated? What maybe didn't? Feel free to

458
00:16:55,157 --> 00:16:57,179
share your comments, audio, even video

459
00:16:57,219 --> 00:16:59,321
with us. We want to include your voice. We

460
00:16:59,341 --> 00:17:00,683
look forward to hearing more from Coach

461
00:17:00,723 --> 00:17:02,544
Lutz ourselves in the future. Absolutely.

462
00:17:03,025 --> 00:17:04,987
So, as you go about your day, maybe just

463
00:17:05,007 --> 00:17:07,169
mull this over. When you face that next

464
00:17:07,209 --> 00:17:08,370
tough choice, are you going to pick what's

465
00:17:08,430 --> 00:17:11,173
right? Even if it's hard. Or go for what

466
00:17:11,193 --> 00:17:14,290
seems easy. Something to think about. Now

467
00:17:14,450 --> 00:17:16,972
EASY, let's talk a little bit about EASY

468
00:17:17,213 --> 00:17:21,156
for coaches, team managers, program

469
00:17:21,196 --> 00:17:23,958
coordinators, and non-profits. Artificial

470
00:17:23,978 --> 00:17:27,361
intelligence is going to make life easier

471
00:17:28,101 --> 00:17:32,365
if we were able to get our investment in

472
00:17:32,465 --> 00:17:35,067
line with an alignment with our

473
00:17:35,127 --> 00:17:37,529
programming. and we're working on

474
00:17:37,589 --> 00:17:40,030
delivering that with you. Hey, let's talk

475
00:17:40,090 --> 00:17:42,991
a little bit about easy with the four bot

476
00:17:43,051 --> 00:17:47,726
program with go.lap.red. On this system,

477
00:17:47,826 --> 00:17:49,887
we're going to be showing you how AI can

478
00:17:49,927 --> 00:17:53,029
perform essential roles for you. We're

479
00:17:53,049 --> 00:17:54,470
going to show you how you can target,

480
00:17:54,790 --> 00:17:56,631
generate, and let AI do the heavy lifting

481
00:17:56,691 --> 00:17:58,773
on lead generation. Then we're going to

482
00:17:58,853 --> 00:18:00,614
take that lead generation, that data, and

483
00:18:00,634 --> 00:18:02,115
we're going to show you how then the next

484
00:18:02,295 --> 00:18:05,277
AI bot can nurture and qualify those leads

485
00:18:05,637 --> 00:18:07,178
so they can answer questions, they can

486
00:18:07,218 --> 00:18:09,359
engage with them in real time, and you'll

487
00:18:09,379 --> 00:18:11,641
be amazed to see exactly how much the AI

488
00:18:11,721 --> 00:18:15,043
knows about from the first contact. Next,

489
00:18:15,543 --> 00:18:18,007
the bot used logic and reasoning and

490
00:18:18,328 --> 00:18:20,812
understood the customer, answering their

491
00:18:20,852 --> 00:18:22,354
objections and making sure that it was

492
00:18:22,415 --> 00:18:24,818
directing them towards a sale in real

493
00:18:24,879 --> 00:18:27,543
time. And then after the sale, a

494
00:18:27,583 --> 00:18:30,347
receptionist, a follow-up and customer

495
00:18:30,388 --> 00:18:32,571
service, able to answer technical

496
00:18:32,651 --> 00:18:35,636
questions, drive the client satisfaction

497
00:18:35,977 --> 00:18:38,841
and be a voice of the company in a

498
00:18:38,901 --> 00:18:40,724
supportive role, being able to take an

499
00:18:40,764 --> 00:18:42,828
existing customer and to additional

500
00:18:43,168 --> 00:18:43,729
opportunities.