1 00:00:08,633 --> 00:00:12,637 Questions we ask them all day, but often. 2 00:00:13,013 --> 00:00:16,516 And how well do we ask them in our leadership role? 3 00:00:16,516 --> 00:00:21,062 How do you use questions to help you be a more effective coach? 4 00:00:21,646 --> 00:00:25,316 And if you had greater skills and confidence in asking questions, 5 00:00:25,650 --> 00:00:30,196 how would that change your results and outcomes as a leader? 6 00:00:30,780 --> 00:00:33,783 It's a great question, and these are questions 7 00:00:34,325 --> 00:00:36,578 that are that matter, and they're the kinds of questions 8 00:00:36,578 --> 00:00:39,456 we're going to explore during this episode. 9 00:00:39,456 --> 00:00:43,418 So welcome to another episode of the Remarkable Leadership Podcast, 10 00:00:43,752 --> 00:00:48,048 where we are helping leaders like you grow personally and professionally 11 00:00:48,465 --> 00:00:50,925 to lead more effectively and make a bigger, positive difference 12 00:00:50,925 --> 00:00:53,887 for their teams, organizations and the world. 13 00:00:53,887 --> 00:00:58,725 If you are listening to this show in the future, you could join us live, 14 00:00:59,976 --> 00:01:02,353 on your favorite social media channel. 15 00:01:02,353 --> 00:01:07,358 You can find out when those are happening and how you can get connected 16 00:01:07,567 --> 00:01:10,904 and therefore see this, see them, see them, slash hear them sooner 17 00:01:11,196 --> 00:01:16,701 and get the beautiful, wonderful ideas into your practice sooner. 18 00:01:17,035 --> 00:01:19,746 And you can do all that by joining our Facebook or LinkedIn groups. 19 00:01:19,746 --> 00:01:23,291 Just two of the platforms where you can watch, go to remarkable 20 00:01:23,291 --> 00:01:26,503 podcast.com/facebook or remarkable 21 00:01:26,503 --> 00:01:31,216 podcast.com/linkedin to be LinkedIn. 22 00:01:32,008 --> 00:01:32,967 And know what's going on. 23 00:01:32,967 --> 00:01:35,261 Today's episode is brought to you by my latest book, 24 00:01:35,261 --> 00:01:38,932 Flexible Leadership Navigate Uncertainty and Lead with confidence. 25 00:01:39,307 --> 00:01:42,519 It's time to realize that styles can get in our way, and that following 26 00:01:42,519 --> 00:01:45,522 our strengths might not always be the best approach. 27 00:01:45,688 --> 00:01:49,275 In a world more complex and uncertain than ever, our 28 00:01:50,485 --> 00:01:52,862 leaders need a new perspective and a new set of tools 29 00:01:52,862 --> 00:01:56,908 to create the great results their organizations and teams need. 30 00:01:57,158 --> 00:02:00,078 And that's what flexible leadership provide you. 31 00:02:00,078 --> 00:02:03,289 Learn more and order your copy today at remarkable 32 00:02:03,289 --> 00:02:06,292 podcast.com/flexible. 33 00:02:06,334 --> 00:02:11,256 And after all of that, we've got the administration out of the way. 34 00:02:11,256 --> 00:02:12,924 Let me bring in my guest. 35 00:02:12,924 --> 00:02:14,634 It looks like we might have a technical challenge. 36 00:02:14,634 --> 00:02:17,637 Let me check on that really quickly. 37 00:02:19,931 --> 00:02:21,182 See if that works. 38 00:02:21,182 --> 00:02:22,433 And if it does, great. 39 00:02:22,433 --> 00:02:24,602 And if it doesn't, we'll move on. 40 00:02:24,602 --> 00:02:26,020 We're going to move on. 41 00:02:26,020 --> 00:02:27,480 So let me introduce my guest. 42 00:02:27,480 --> 00:02:30,400 His name is Dave Reynolds. Let me tell you a little bit about him. 43 00:02:30,400 --> 00:02:33,778 He is a serial entrepreneur who has launched and developed a variety 44 00:02:33,778 --> 00:02:36,781 of new products and services for nearly two decades. 45 00:02:37,115 --> 00:02:40,493 He is the founder and CEO of the ruminate Group, 46 00:02:40,493 --> 00:02:43,788 a growth consulting firm that helps clients think strategically, 47 00:02:44,247 --> 00:02:47,834 facilitate team growth, and navigate crucial conversations. 48 00:02:48,126 --> 00:02:52,005 With a background in sales leadership, performance management, and succession 49 00:02:52,005 --> 00:02:55,425 planning, Dave is passionate about growth, acceleration 50 00:02:55,425 --> 00:03:00,513 and how asking the right questions yields the best answers. 51 00:03:00,555 --> 00:03:03,975 He explores those passions in his new book, Radical Growth 52 00:03:04,350 --> 00:03:09,147 transform into an unstoppable leader through mastering the Art of questions. 53 00:03:09,898 --> 00:03:11,649 I mentioned he's in another country than me. 54 00:03:11,649 --> 00:03:16,154 He's in Halifax, Nova Scotia, Canada today. 55 00:03:16,696 --> 00:03:19,365 And so hey, welcome, Dave. 56 00:03:19,365 --> 00:03:20,909 So glad that you're here. 57 00:03:20,909 --> 00:03:21,534 Appreciate it. 58 00:03:21,534 --> 00:03:23,036 Thanks very much, Kevin, for having me. 59 00:03:23,036 --> 00:03:25,622 And fantastic introduction. 60 00:03:25,622 --> 00:03:27,999 Well, I took the one your mother gave me. 61 00:03:27,999 --> 00:03:30,168 So let's see what we've got. 62 00:03:30,168 --> 00:03:34,839 Someone here, this in Vienna, and we've got someone who's here in Houston. 63 00:03:35,173 --> 00:03:38,843 And we're glad that, that they and others are with us. 64 00:03:38,843 --> 00:03:40,845 So what I want to do, 65 00:03:40,845 --> 00:03:43,723 Dave, is sort of start out by making an assumption, 66 00:03:43,723 --> 00:03:45,433 and you can tell me if my assumption is correct, 67 00:03:46,434 --> 00:03:47,769 that when you were like, 68 00:03:47,769 --> 00:03:50,772 I don't know, eight years old, you probably weren't 69 00:03:51,606 --> 00:03:54,400 expecting to be, 70 00:03:54,400 --> 00:03:57,320 a person who's written books and that sort of thing. 71 00:03:57,320 --> 00:03:59,906 I don't know, maybe you thought you were going to be a hockey player, I don't know. 72 00:03:59,906 --> 00:04:03,076 But my question is like, tell us a little bit more about that journey. 73 00:04:03,076 --> 00:04:07,080 In short, that leads you to this place and the writing of this book. 74 00:04:08,289 --> 00:04:08,748 Yeah. 75 00:04:08,748 --> 00:04:11,793 It's funny, when I look back and where I would have been a, 76 00:04:12,043 --> 00:04:15,296 I think I always knew I was going to be a salesperson in some way. 77 00:04:16,214 --> 00:04:19,217 From persuasion to just being talkative, but 78 00:04:19,300 --> 00:04:22,303 never thought that, I would wind up here. 79 00:04:22,971 --> 00:04:24,973 And so anybody ever ask? 80 00:04:24,973 --> 00:04:29,018 It's kind of a serendipitous moment of how one area job moved to the next. 81 00:04:29,018 --> 00:04:31,062 So it's been really exciting. 82 00:04:31,062 --> 00:04:35,108 And navigating to entrepreneurship, from inventing new products 83 00:04:35,108 --> 00:04:38,319 to launching new products to getting into consultancy 84 00:04:38,319 --> 00:04:41,739 just by, you know, asking a lot of really intuitive questions 85 00:04:41,739 --> 00:04:45,827 to a friend of mine that led to, hey, why do you start consulting for me? 86 00:04:46,035 --> 00:04:48,496 And I said, yes, and I'll figure it out. 87 00:04:49,706 --> 00:04:50,707 So here you are. 88 00:04:50,707 --> 00:04:53,710 So why the book specifically? 89 00:04:54,085 --> 00:04:56,004 You and I were talking before the show started. 90 00:04:56,004 --> 00:04:58,298 Before we hit record. 91 00:04:58,298 --> 00:05:01,968 A little bit about what the book's doing for you since it came out, but, like, why? 92 00:05:01,968 --> 00:05:04,971 What led you to to decide to write the book? 93 00:05:05,096 --> 00:05:06,347 Yeah, well, two things. 94 00:05:06,347 --> 00:05:08,766 I think it was always on the bucket list, 95 00:05:08,766 --> 00:05:11,561 that I always just said, I really want to write a book. 96 00:05:11,561 --> 00:05:14,647 I was just always, in admiration of people that wrote. 97 00:05:15,648 --> 00:05:18,443 But the second part was with, we serve clients 98 00:05:18,443 --> 00:05:20,320 kind of all over the world, very industry agnostic. 99 00:05:20,320 --> 00:05:21,821 And we were going through the process of 100 00:05:21,821 --> 00:05:24,365 doing a lot of executive coaching for their teams, 101 00:05:24,365 --> 00:05:26,492 and they were just seeing so much growth. 102 00:05:26,492 --> 00:05:29,912 And the CEO said, cheese, if you could just package this in, 103 00:05:30,455 --> 00:05:33,207 you know, book our program. 104 00:05:33,207 --> 00:05:36,210 She said you could you could do really well with us. 105 00:05:36,210 --> 00:05:39,213 And so I didn't think about it until later that night, you know, 106 00:05:39,339 --> 00:05:43,009 always got the abundance mentality that said, yeah, we should share this. 107 00:05:43,009 --> 00:05:46,679 We should give this, even though a lot of people try and keep those tactics in. 108 00:05:47,347 --> 00:05:49,724 So we actually developed the actual training program, 109 00:05:49,724 --> 00:05:51,726 but we, we actually led with the book first. 110 00:05:51,726 --> 00:05:53,895 And, that's what got us here. So, 111 00:05:54,937 --> 00:05:56,981 the CEO, it was, an admiration 112 00:05:56,981 --> 00:06:00,068 and thankful that, they said, hey, you know, we should put this in a book. 113 00:06:01,361 --> 00:06:01,944 I love that. 114 00:06:01,944 --> 00:06:04,947 So in True Salesman, 115 00:06:07,116 --> 00:06:10,328 fashion, I suppose you have. 116 00:06:10,328 --> 00:06:13,122 You make a pretty big promise in the subtitle. 117 00:06:13,122 --> 00:06:17,335 You say, transform into an unstoppable, viable leader. 118 00:06:17,335 --> 00:06:20,338 So let's talk about that word unstoppable 119 00:06:20,546 --> 00:06:23,383 just for a minute, because it's a big promise. 120 00:06:23,383 --> 00:06:23,925 And I'm. 121 00:06:23,925 --> 00:06:26,469 And I'm confident that you use the word intentionally. 122 00:06:26,469 --> 00:06:28,596 So let's just talk about that a little bit. 123 00:06:28,596 --> 00:06:30,139 Why unstoppable. 124 00:06:30,139 --> 00:06:32,517 And, is it really true 125 00:06:32,517 --> 00:06:35,520 that if we master the art of questions, we can become unstoppable? 126 00:06:36,104 --> 00:06:37,480 Yeah. Amazing question. 127 00:06:37,480 --> 00:06:40,817 And I think that I actually never been asked that before, but 128 00:06:40,983 --> 00:06:45,405 the reason why we created that subtitle was that we, the leaders that we work 129 00:06:45,405 --> 00:06:49,867 with, that really start going through and seeing the value of asking questions, 130 00:06:50,785 --> 00:06:52,870 you really starts breaking through the limitations 131 00:06:52,870 --> 00:06:54,372 that a lot of people set for themselves, 132 00:06:54,372 --> 00:06:57,375 not just individually, but teams and organizations, 133 00:06:58,000 --> 00:07:00,628 because we start to think differently when we ask questions, 134 00:07:00,628 --> 00:07:03,297 we increase our level of ownership and our level of accountability, 135 00:07:03,297 --> 00:07:06,676 which overall, you know, increases our level of execution. 136 00:07:06,676 --> 00:07:09,887 And a common question I asked clients that I work with is that, 137 00:07:09,929 --> 00:07:11,055 hey, if you went back two years 138 00:07:11,055 --> 00:07:14,767 to where we started and you kind of saw yourself today, what would you say? 139 00:07:14,767 --> 00:07:16,436 And they're they're really kind of dumbfounded 140 00:07:16,436 --> 00:07:19,897 that they said, like, I just I wouldn't even know the person I am today. 141 00:07:19,897 --> 00:07:23,568 And I think that being a leader that masters there are two questions 142 00:07:24,068 --> 00:07:27,196 is you can create leaders that create leaders and 143 00:07:27,613 --> 00:07:31,033 and really can kind of change your future just by really grabbing 144 00:07:31,033 --> 00:07:32,118 that skill and mastering it. 145 00:07:33,327 --> 00:07:33,953 So one of 146 00:07:33,953 --> 00:07:36,956 the things that you talk about throughout the book, 147 00:07:36,998 --> 00:07:40,418 and it really is, I think, hinted at in everything you've said so far, 148 00:07:40,835 --> 00:07:45,256 is that you're a believer in creating a culture of coaching. 149 00:07:45,256 --> 00:07:50,094 And I said in the opening that you can't detach coaching from questions. 150 00:07:50,887 --> 00:07:55,099 So what do you mean when you say a coaching culture? 151 00:07:55,099 --> 00:07:56,392 How would I know? 152 00:07:56,392 --> 00:08:00,313 Why would I want it, and how would I know if I'm moving towards it? 153 00:08:01,272 --> 00:08:01,689 Yeah. 154 00:08:01,689 --> 00:08:05,902 And so we we are always an area where a lot of people want a strategy. 155 00:08:05,902 --> 00:08:07,820 They want the strategy that's going to work. 156 00:08:07,820 --> 00:08:10,823 And that could be a coaching methodology. 157 00:08:11,032 --> 00:08:14,035 But it's the idea that, you know, culture and strategy. 158 00:08:14,035 --> 00:08:17,079 And I think the old saying was that culture is strategy for breakfast. 159 00:08:17,455 --> 00:08:20,458 We really want to make sure our coaching culture isn't just about, 160 00:08:20,833 --> 00:08:24,337 you know, introducing, say, radical growth as a strategy is 161 00:08:24,337 --> 00:08:27,757 we want radical growth to be part of, you know, organization's culture. 162 00:08:27,757 --> 00:08:30,551 So they're sharing the terminology. 163 00:08:30,551 --> 00:08:32,720 They're owning implementation. 164 00:08:32,720 --> 00:08:35,765 And and coaching is being done everywhere in the organization. 165 00:08:35,765 --> 00:08:36,641 And you'll see in the book 166 00:08:36,641 --> 00:08:39,644 we talk about coaching up, coaching down and coaching across. 167 00:08:40,478 --> 00:08:43,481 Coaching shouldn't always have to be a leader to an employee. 168 00:08:43,481 --> 00:08:44,857 It should be peer to peer. 169 00:08:44,857 --> 00:08:47,318 You should feel comfortable to lead up. 170 00:08:47,318 --> 00:08:49,737 And that's when we really see organizations that embrace 171 00:08:49,737 --> 00:08:50,821 coaching culture. 172 00:08:50,821 --> 00:08:55,910 And that is an incredible thing because you don't feel like you need to lead. 173 00:08:55,910 --> 00:08:58,037 And and only one direction. 174 00:08:58,037 --> 00:08:59,497 It can be multi-dimensional. 175 00:08:59,497 --> 00:09:02,041 And that's where we see the biggest influence of our growth is 176 00:09:02,041 --> 00:09:05,253 when we see, you know, culture, coaching culture, take flourish. 177 00:09:07,213 --> 00:09:07,630 All right. 178 00:09:07,630 --> 00:09:09,423 So we want to create a coaching culture. 179 00:09:09,423 --> 00:09:12,927 And and we've said that questions are a big part of it. 180 00:09:13,386 --> 00:09:16,764 And so I want to talk about as we promised in the episode 181 00:09:16,764 --> 00:09:19,767 title, talk about the Art of questions. 182 00:09:19,934 --> 00:09:24,438 But before we get to the art, you say there's also a science to questions. 183 00:09:24,605 --> 00:09:29,527 So tell me about the science of questions before we dive into the art. 184 00:09:30,194 --> 00:09:31,821 Yeah, it was interesting when we were working 185 00:09:31,821 --> 00:09:34,365 with our publisher on this and we were kind of said, hey, you know, 186 00:09:34,365 --> 00:09:35,992 there's an art and science to it, you know, 187 00:09:35,992 --> 00:09:38,995 because you can see when you watch somebody ask a question, 188 00:09:39,829 --> 00:09:42,456 it looks like you couldn't replicate that same process. 189 00:09:42,456 --> 00:09:46,794 But the science side is we really go on the idea 190 00:09:46,794 --> 00:09:50,298 of when you're being asked a question versus being given direction. 191 00:09:50,798 --> 00:09:53,384 You know, there's a totally different a neurological response 192 00:09:53,384 --> 00:09:56,345 on how you actually own the response, 193 00:09:56,429 --> 00:09:59,056 because you have a sense of ownership over it. 194 00:09:59,056 --> 00:10:02,310 And that's like what we talk with storytelling and or coupling, like 195 00:10:02,310 --> 00:10:04,395 there is an actual relationship that you're creating 196 00:10:04,395 --> 00:10:07,481 by asking somebody a question versus telling them what they need to do. 197 00:10:07,940 --> 00:10:11,360 And this is really where we get more people involved in the commitment stage, 198 00:10:11,360 --> 00:10:13,571 because the answers are coming from them. 199 00:10:13,571 --> 00:10:17,116 So they have a sense of empowerment by providing those answers. 200 00:10:17,116 --> 00:10:20,119 And in a lot of cases, we all know great questions. 201 00:10:20,328 --> 00:10:23,831 You know, you have to ask multiple, so you can't live in a service 202 00:10:23,831 --> 00:10:27,293 all the after and get deeper and people get a stronger 203 00:10:27,335 --> 00:10:30,630 self-awareness over being asked deeper questions. 204 00:10:30,630 --> 00:10:34,091 So we get a lot of moments where they're having those realizations 205 00:10:34,759 --> 00:10:37,928 and you can actually see their body language change. 206 00:10:37,928 --> 00:10:41,265 When you can tell that they've had that dialog 207 00:10:41,265 --> 00:10:44,226 internally the whole time, and they'll say it. 208 00:10:44,268 --> 00:10:48,230 And our response right away is, is that the first time you said that out loud? 209 00:10:48,439 --> 00:10:50,900 And they're like, yeah. 210 00:10:50,900 --> 00:10:53,944 And when they vocalize it, it just changes the relationship. 211 00:10:53,944 --> 00:10:54,820 But the response. 212 00:10:55,905 --> 00:10:56,864 Yeah, thoughts are fuzzy. 213 00:10:56,864 --> 00:10:59,825 Words bring clarity. We can talk. We can think about things a long time. 214 00:10:59,825 --> 00:11:03,287 But when we say them or write them, it changes everything. 215 00:11:03,287 --> 00:11:06,457 And I often say, Dave, that people don't argue with their own data. 216 00:11:06,666 --> 00:11:06,916 Right. 217 00:11:06,916 --> 00:11:08,793 So once people have said something, that's where 218 00:11:08,793 --> 00:11:12,088 that that's a big part of where that ownership piece comes into play. 219 00:11:12,088 --> 00:11:13,881 So I really appreciate that we started there. 220 00:11:13,881 --> 00:11:18,177 So and by the way, everybody, in case you're wondering, to think 221 00:11:18,177 --> 00:11:21,305 that this is an easy conversation for me to have when the guy 222 00:11:21,305 --> 00:11:24,975 who wrote the book about questions is here and I'm sure he's, he's mentally 223 00:11:25,101 --> 00:11:28,104 thinking about critiquing how well I'm doing it, asking questions. 224 00:11:28,979 --> 00:11:32,775 So I want to talk about barriers because like, 225 00:11:32,775 --> 00:11:36,404 so far everyone would say, yeah, questions are good. 226 00:11:37,196 --> 00:11:37,738 All good. 227 00:11:37,738 --> 00:11:39,281 It's like it's like in the US 228 00:11:39,281 --> 00:11:43,661 we'd say that's motherhood and apple pie like of course better questions. 229 00:11:43,661 --> 00:11:46,831 And yet there are barriers, especially as leaders. 230 00:11:46,831 --> 00:11:49,667 There are things that sort of keep us from doing it. 231 00:11:49,667 --> 00:11:52,336 And this to me is one of the most important conversations 232 00:11:52,336 --> 00:11:53,462 for us to have here. 233 00:11:53,462 --> 00:11:57,133 And I hope that everyone who's listening is, like, ready to take notes here, 234 00:11:57,299 --> 00:12:00,720 like from your perspective and in your experience, Dave, what are the barriers? 235 00:12:01,554 --> 00:12:02,388 Yeah. 236 00:12:02,388 --> 00:12:05,683 The immediate barrier that I would go to right away would be 237 00:12:06,100 --> 00:12:09,687 that more relationships have ended by what wasn't said. 238 00:12:09,729 --> 00:12:10,604 And what was that? 239 00:12:10,604 --> 00:12:14,316 So I'd say more people just avoid asking questions or having the conversation. 240 00:12:14,316 --> 00:12:16,402 That would be one of them. 241 00:12:16,402 --> 00:12:18,112 And the second one would be, and we've already mentioned 242 00:12:18,112 --> 00:12:22,491 is they ask questions and they accept surface level responses. 243 00:12:23,325 --> 00:12:25,619 You know, hey, how's your day going? Good. 244 00:12:25,619 --> 00:12:27,371 How are sales? Good. 245 00:12:27,371 --> 00:12:30,458 And we accept these surface level responses versus, 246 00:12:31,417 --> 00:12:31,917 excuse me. 247 00:12:31,917 --> 00:12:34,712 And you're asking amazing. 248 00:12:34,712 --> 00:12:37,840 You know what's good, you know, and session sales. 249 00:12:37,840 --> 00:12:39,884 And they're saying, oh, and you're asking 250 00:12:39,884 --> 00:12:41,510 what's your what's your goal for the month? 251 00:12:41,510 --> 00:12:43,846 And you're going a little bit deeper. 252 00:12:43,846 --> 00:12:46,265 So surface level for sure. 253 00:12:46,265 --> 00:12:48,225 Looking for a reframe question. 254 00:12:48,225 --> 00:12:51,187 So if somebody says, you know, I don't know. 255 00:12:52,271 --> 00:12:55,274 Sometimes people might ask if you did know, what would you say. 256 00:12:56,150 --> 00:12:58,611 And, and sometimes you just have to look 257 00:12:58,611 --> 00:13:01,614 at different, tactics like mirroring. 258 00:13:01,781 --> 00:13:06,285 And I would say the biggest barriers are people avoiding the conversations. 259 00:13:07,244 --> 00:13:09,330 I would say living at the surface level. 260 00:13:09,330 --> 00:13:12,625 And I'll probably another point is being proactive 261 00:13:12,792 --> 00:13:15,795 with your questions versus reactive. 262 00:13:16,045 --> 00:13:20,257 So a lot of times where somebody might ask a question or reactively, you might be 263 00:13:20,257 --> 00:13:23,469 actually stimulating an emotional response versus a logical response. 264 00:13:23,469 --> 00:13:25,554 So that would be really what I would say. 265 00:13:25,554 --> 00:13:27,014 Some of the biggest barriers are when 266 00:13:27,014 --> 00:13:29,141 because when you're asking proactive questions, 267 00:13:29,141 --> 00:13:33,229 you're invested in the conversation versus you're looking at checking a box 268 00:13:33,229 --> 00:13:34,396 in a reactive environment. 269 00:13:36,065 --> 00:13:36,732 One of the things 270 00:13:36,732 --> 00:13:39,735 that I find and so so speak to this if you want. 271 00:13:40,486 --> 00:13:44,198 One of the things that I find for leaders a lot of times is that they're, 272 00:13:44,198 --> 00:13:48,160 they're afraid of asking because they don't know how to respond 273 00:13:48,160 --> 00:13:51,163 to the answer or, 274 00:13:51,455 --> 00:13:54,458 they don't ask because they think they already know. 275 00:13:54,667 --> 00:13:55,125 Yeah. 276 00:13:55,125 --> 00:13:57,878 Comments about either one of those thoughts. 277 00:13:57,878 --> 00:13:58,420 Yeah. 278 00:13:58,420 --> 00:14:02,049 And I think like that's it's like, can I be a subject matter expert? 279 00:14:02,049 --> 00:14:03,342 Can I respond to that? 280 00:14:03,342 --> 00:14:06,846 So people will feel like they need to immediately respond 281 00:14:06,846 --> 00:14:10,724 and there's actually something really graceful about pausing 282 00:14:10,975 --> 00:14:13,936 and asking for a moment to think about that. 283 00:14:13,936 --> 00:14:16,021 And if anything, it actually, 284 00:14:16,021 --> 00:14:18,691 stimulates a deeper conversation. 285 00:14:18,691 --> 00:14:22,027 I really agree with you a lot on that is like having to feel like you. 286 00:14:22,027 --> 00:14:23,445 You need to know all the answers. 287 00:14:23,445 --> 00:14:26,740 Actually, if anything, when I enter an organization, the reason 288 00:14:26,740 --> 00:14:30,578 why we're industry agnostic is sometimes the less I know, the more I can help. 289 00:14:31,328 --> 00:14:34,331 And so what I mean by that is if I'm just curious, 290 00:14:34,999 --> 00:14:38,419 I don't I don't have to really be the technical expert, 291 00:14:38,419 --> 00:14:41,463 but I can actually pull more information out of the person I'm working with 292 00:14:41,797 --> 00:14:45,259 and get it into a better system just by being curious versus, hey, 293 00:14:45,259 --> 00:14:47,344 this is how I've done it, this is how you should do it. 294 00:14:48,387 --> 00:14:51,390 And that for me is a great approach. 295 00:14:51,849 --> 00:14:54,810 Yeah, I really do love that a lot. 296 00:14:54,810 --> 00:14:57,813 I want you mentioned something in the book, 297 00:14:58,272 --> 00:15:01,275 and I think this gets at this point, it 298 00:15:01,692 --> 00:15:05,112 if we are if as we get better at asking questions, we can do what 299 00:15:05,112 --> 00:15:05,946 you suggest here. 300 00:15:05,946 --> 00:15:08,866 You suggest that we need to move from being transactional 301 00:15:08,866 --> 00:15:11,827 to being transformational. 302 00:15:11,952 --> 00:15:12,912 What do you mean? 303 00:15:12,912 --> 00:15:14,788 And what's the difference? 304 00:15:14,788 --> 00:15:15,956 Yeah, transactional. 305 00:15:15,956 --> 00:15:19,543 We see a lot of times, especially coaching in certain environments, 306 00:15:19,543 --> 00:15:21,462 they're they're kind of ad hoc. They're, 307 00:15:21,462 --> 00:15:24,465 they're doing because they have to do it, not because they want to do it. 308 00:15:25,341 --> 00:15:28,802 It might be a KPI or a metric that needs to be met to have coaching. 309 00:15:29,386 --> 00:15:30,930 Transformational is is going. 310 00:15:30,930 --> 00:15:35,392 I'm making an intentional, proactive investment in coaching that I remember. 311 00:15:35,392 --> 00:15:37,353 I've actually been in telecommunications. 312 00:15:37,353 --> 00:15:41,065 We had to coach a certain amount of time, but once I started shifting 313 00:15:41,065 --> 00:15:44,234 into seeing coaching as my competitive advantage for growth, 314 00:15:44,777 --> 00:15:47,529 I really started realizing, oh wow. 315 00:15:47,529 --> 00:15:52,117 And by having consistent coaching conversations, I'm actually 316 00:15:52,660 --> 00:15:55,663 creating more dynamic leaders, 317 00:15:55,746 --> 00:15:58,540 higher performing sales executors. 318 00:15:58,540 --> 00:16:01,335 And not only am I making them better, 319 00:16:01,335 --> 00:16:04,630 I'm actually teaching them a skill that that's transferable to their team members. 320 00:16:04,630 --> 00:16:06,966 So the transformation happens 321 00:16:06,966 --> 00:16:09,969 on also getting people outside of their comfort zone. 322 00:16:10,219 --> 00:16:13,931 But we're doing it in a way that they're really owning that process along the way. 323 00:16:14,306 --> 00:16:18,560 So that's that's really where we see a lot of transformation, is really about 324 00:16:19,144 --> 00:16:23,524 getting them into that growth mindset, but also pushing them outside 325 00:16:23,524 --> 00:16:26,860 of their comfort zone and, and where they're they're owning the next steps. 326 00:16:28,153 --> 00:16:30,823 I think it's interesting that the way you describe that, 327 00:16:30,823 --> 00:16:34,702 that shift for you was a transformation going from 328 00:16:34,702 --> 00:16:38,831 I have to coach to I get to coach or I want to coach 329 00:16:38,831 --> 00:16:42,584 or there's great value in me coaching and and anytime. 330 00:16:42,584 --> 00:16:46,296 And so that same transformation hopefully is occurring for all of you 331 00:16:46,296 --> 00:16:49,842 listening in terms of, it's okay for me to ask questions. 332 00:16:49,842 --> 00:16:53,137 I want to ask questions, I can ask better questions. 333 00:16:53,137 --> 00:16:56,765 And if I'm going to ask better questions, one of the things we need to know is 334 00:16:56,765 --> 00:16:59,059 what are the kinds of questions we can ask. 335 00:16:59,059 --> 00:17:03,188 So, we learned a little bit of this in school, but we've all slept since then. 336 00:17:03,188 --> 00:17:05,774 But you you take us a step further in that. 337 00:17:05,774 --> 00:17:09,945 So when you think about it today, for us in the workplace, 338 00:17:09,945 --> 00:17:14,658 as coaches, as, as as team members, what are the types of questions 339 00:17:14,658 --> 00:17:15,701 we should be considering? 340 00:17:16,994 --> 00:17:17,411 Yeah. 341 00:17:17,411 --> 00:17:20,831 So when we look at just your basic open ended questions, 342 00:17:21,206 --> 00:17:24,668 I think we're all anybody that's on this show is is listening. 343 00:17:24,668 --> 00:17:26,795 We're already already doing these open ended questions. 344 00:17:26,795 --> 00:17:28,964 We're asking big or broad questions. 345 00:17:28,964 --> 00:17:32,926 But what I'll I'll challenge everybody on around open ended questions is start 346 00:17:32,926 --> 00:17:36,305 with big and broad opening questions so you can ask an open ended question 347 00:17:36,847 --> 00:17:40,517 so people feel comfortable and they give momentum into asking questions. 348 00:17:40,517 --> 00:17:43,896 And they can be more specific with an open ended question to get more detail. 349 00:17:45,147 --> 00:17:48,233 I really feel that asking confirming questions 350 00:17:48,233 --> 00:17:51,361 is a really great strategy for two reasons. 351 00:17:51,361 --> 00:17:54,698 It shows your listening because as a confirming statement, 352 00:17:54,907 --> 00:17:58,786 you're having that say, you know, just to clarify what you just mentioned 353 00:17:58,786 --> 00:18:03,248 was and you'll go through the area of of just telling I heard what you said 354 00:18:03,707 --> 00:18:06,710 is, is that the most important next step that you're seeing? 355 00:18:06,835 --> 00:18:09,838 And then they're using that opportunity to kind of confirm that, 356 00:18:10,714 --> 00:18:11,799 those are really great. 357 00:18:11,799 --> 00:18:13,634 One that's had a big impact. 358 00:18:13,634 --> 00:18:16,553 We've worked with a couple big project management teams 359 00:18:16,553 --> 00:18:19,181 is actually leveraging mirroring questions. 360 00:18:19,181 --> 00:18:21,100 And we have an example of this in the book. 361 00:18:21,100 --> 00:18:24,436 And, I remember one of our clients is saying, you know, we're really stuck. 362 00:18:24,436 --> 00:18:27,189 You know, they're just not being not being helpful. 363 00:18:27,189 --> 00:18:30,275 And and I know they're off track, but they won't admit they're off track. 364 00:18:30,275 --> 00:18:33,278 And we went through this whole area where I said, okay, grab a timer. 365 00:18:33,821 --> 00:18:36,198 And here's a set of questions I ran through. 366 00:18:36,198 --> 00:18:37,908 And so when she did a project, 367 00:18:37,908 --> 00:18:40,702 they say, hey, can you give us an update on the project? 368 00:18:40,702 --> 00:18:42,746 And she says, yeah, projects go well. 369 00:18:42,746 --> 00:18:43,705 And the goal with Mary 370 00:18:43,705 --> 00:18:47,167 is always saying the last three words that the person said in a mirroring fashion. 371 00:18:47,709 --> 00:18:50,712 So she said the project's going well. 372 00:18:51,004 --> 00:18:54,007 Put on the timer, let the silence happen. 373 00:18:54,299 --> 00:18:57,427 18 seconds went by, which probably felt like two days, and they. 374 00:18:57,427 --> 00:18:58,762 Said it felt like two days. 375 00:18:58,762 --> 00:19:01,181 I have stories I can tell you about that 100%. 376 00:19:01,181 --> 00:19:02,266 It felt like forever. 377 00:19:02,266 --> 00:19:04,309 Okay. But 18 seconds later, what happened? 378 00:19:04,309 --> 00:19:07,271 10s later they said, you know what? 379 00:19:07,271 --> 00:19:09,106 We've we've run into a couple roadblocks. 380 00:19:10,190 --> 00:19:11,733 And she said, okay, 381 00:19:11,733 --> 00:19:14,736 you've had a couple roadblocks again, hit the timer. 382 00:19:15,070 --> 00:19:18,657 So she said she went for 15 seconds and they came out 383 00:19:18,657 --> 00:19:21,952 with, we've got some, you know, issues of timing. 384 00:19:22,536 --> 00:19:25,539 You know, we don't we don't know why the budget's off course. 385 00:19:26,081 --> 00:19:26,915 And we're seeing these things. 386 00:19:26,915 --> 00:19:28,417 And she did still 387 00:19:28,417 --> 00:19:31,837 keep doing the mirroring activity until they got into a deeper conversation. 388 00:19:32,379 --> 00:19:34,673 She said the relationship was never the same after that. 389 00:19:34,673 --> 00:19:37,843 It was perfectly on point where they were engaged. 390 00:19:37,843 --> 00:19:39,928 They were part of the process 391 00:19:39,928 --> 00:19:42,306 because they were they were worried about putting these on the table. 392 00:19:42,306 --> 00:19:47,269 But when you give people space and timing to really respond, 393 00:19:47,269 --> 00:19:50,272 but you give them in an area where they really have to own the truth, 394 00:19:50,314 --> 00:19:54,026 that is where mirroring really, truly comes into practice. 395 00:19:54,026 --> 00:19:56,236 And, it's such an exciting activity, 396 00:19:56,236 --> 00:20:00,240 but extremely difficult to wait 18 seconds for somebody to respond. 397 00:20:00,574 --> 00:20:01,658 That's a long time. 398 00:20:01,658 --> 00:20:04,912 But here's the thing the longer you're waiting, 399 00:20:05,495 --> 00:20:08,540 the more you're especially if there's positional power, which you describe here. 400 00:20:08,540 --> 00:20:08,749 Right? 401 00:20:08,749 --> 00:20:11,543 The coach, the boss, the leader person. 402 00:20:12,753 --> 00:20:14,838 The longer we're waiting, 403 00:20:14,838 --> 00:20:20,010 the more we're showing them that it's okay, that we really do want to know 404 00:20:20,135 --> 00:20:21,929 that we're not just asking the questions 405 00:20:21,929 --> 00:20:24,932 on the checklist that we really want to know, 406 00:20:25,724 --> 00:20:30,562 and that space is giving that person time to to think that through, 407 00:20:30,604 --> 00:20:33,607 think it out, decide how they want to say it to your point earlier, 408 00:20:33,774 --> 00:20:35,067 and it can make all the difference. 409 00:20:35,067 --> 00:20:37,736 And that's, that's a that's a drastic length of time. 410 00:20:37,736 --> 00:20:40,906 Let me just tell all of you, it probably won't always take that long. 411 00:20:41,031 --> 00:20:44,201 But I love that strategy, that mirroring strategy. 412 00:20:44,201 --> 00:20:48,247 And you use something similar earlier in the conversation when you said, 413 00:20:50,290 --> 00:20:52,125 well, someone answered, I don't know. 414 00:20:52,125 --> 00:20:54,378 Well, if you did, no, what would you say? 415 00:20:54,378 --> 00:20:57,256 I thought that was a brilliant question, and I wanted to bring it back 416 00:20:57,256 --> 00:20:58,674 in case someone missed it before. 417 00:20:58,674 --> 00:20:59,508 It's a great question. 418 00:20:59,508 --> 00:21:01,677 If you did know, what would you say? 419 00:21:01,677 --> 00:21:05,514 Because that's that's setting the person up. 420 00:21:07,599 --> 00:21:08,934 To have 421 00:21:08,934 --> 00:21:12,312 enough confidence to say what they're probably thinking. 422 00:21:12,729 --> 00:21:14,731 Right. I just I just love that question. 423 00:21:14,731 --> 00:21:18,860 I want to make sure that everyone sort of had that locked in for themselves. 424 00:21:19,403 --> 00:21:21,071 So, life life hack heaven. 425 00:21:21,071 --> 00:21:24,074 I was driving the other day with my girlfriend and, 426 00:21:24,157 --> 00:21:27,160 we said, you know, how do you, where would you like to go eat? 427 00:21:27,452 --> 00:21:30,372 And, you know, and she said, doesn't matter to me. 428 00:21:30,372 --> 00:21:33,417 And then I said, well, if it did matter, where would you like to go? 429 00:21:34,001 --> 00:21:37,212 And she said right away the exact spot where she wanted to go. 430 00:21:37,212 --> 00:21:40,215 I was like, oh, this is working. 431 00:21:41,466 --> 00:21:42,801 You just so 432 00:21:42,801 --> 00:21:45,804 you just salvaged relationships right there, Dave. 433 00:21:45,846 --> 00:21:48,849 You didn't even know that you saw if you're watching everybody. 434 00:21:48,849 --> 00:21:49,599 I kind of went like this 435 00:21:49,599 --> 00:21:54,229 because every buddy that's in a long term relationship has had that conversation. 436 00:21:55,480 --> 00:21:57,607 I promise you that they have. 437 00:21:57,607 --> 00:22:00,652 And, what what a great what a great, great way to do that. 438 00:22:00,652 --> 00:22:02,529 By using Mary in questions, we talked about open 439 00:22:02,529 --> 00:22:05,615 ended questions, starting broad and getting more more specific. 440 00:22:05,615 --> 00:22:08,243 We talked about confirming questions or paraphrasing questions. 441 00:22:08,243 --> 00:22:09,703 We've talked about mirroring questions. 442 00:22:09,703 --> 00:22:12,456 Any other question types you want to talk about before we move on? 443 00:22:12,456 --> 00:22:16,251 Yeah, I would say to go back to the idea of surface level elements. 444 00:22:16,626 --> 00:22:19,004 I would go into more of the probing questions 445 00:22:19,004 --> 00:22:22,174 and I would say this is where leaders can probably strengthen 446 00:22:22,174 --> 00:22:25,886 the most is that, you know, just asking probing questions. 447 00:22:26,053 --> 00:22:27,846 And that doesn't mean asking the same question. 448 00:22:27,846 --> 00:22:30,223 It's a matter of looking at a sequence of questions. 449 00:22:30,223 --> 00:22:33,727 And I remember walking with the CEO by kind of one of the sales teams. 450 00:22:33,727 --> 00:22:36,563 And see, you kind of want to show me how to connect with everybody. 451 00:22:36,563 --> 00:22:37,981 And he talk to the sales manager. 452 00:22:37,981 --> 00:22:40,025 He said, oh, our sales. 453 00:22:40,025 --> 00:22:42,110 The sales manager said, oh, they're good. 454 00:22:42,110 --> 00:22:44,946 And I and I walk by and I could see us. 455 00:22:44,946 --> 00:22:48,617 I was close enough with them that I said, perfect, hey, sales are good. 456 00:22:48,617 --> 00:22:50,744 I said, how's your month gone? 457 00:22:50,744 --> 00:22:51,787 Pretty good too. 458 00:22:51,787 --> 00:22:54,748 So give me similar responses, like what was your goal for the month? 459 00:22:54,748 --> 00:22:56,750 And they shared their goal and they said, amazing. 460 00:22:56,750 --> 00:22:58,585 Like, where are you at month day? 461 00:22:58,585 --> 00:23:00,504 He shares it. And I said, okay, interesting. 462 00:23:00,504 --> 00:23:02,422 I said, are you on track to meet your goal? 463 00:23:02,422 --> 00:23:05,092 And he said, well, not really. 464 00:23:05,092 --> 00:23:06,426 And I said, okay, interesting. 465 00:23:06,426 --> 00:23:08,011 So sales are good. 466 00:23:08,011 --> 00:23:11,014 And we just kind of had a fun way of challenging each other. 467 00:23:11,223 --> 00:23:14,559 He said, these are some of the areas that we're we're stalling in. 468 00:23:14,559 --> 00:23:18,230 And it was interesting because you had to go 3 or 4 layers deeper, 469 00:23:18,939 --> 00:23:19,648 but it was interesting. 470 00:23:19,648 --> 00:23:22,192 I watched in the office next week, the CEO 471 00:23:22,192 --> 00:23:24,903 and he came out and said, hey, we're back on track. 472 00:23:24,903 --> 00:23:27,948 And so it was interesting by probing and caring and investing, 473 00:23:28,824 --> 00:23:33,328 we created a relationship with each other that he felt that he wanted to share. 474 00:23:33,703 --> 00:23:37,958 Having committed to making a change versus getting away with a surface 475 00:23:37,958 --> 00:23:42,671 level question and going back to not being on track. 476 00:23:43,922 --> 00:23:45,006 So that highlights two things. 477 00:23:45,006 --> 00:23:45,340 Everybody. 478 00:23:45,340 --> 00:23:49,469 Number one is it's something that we said before by asking the question, 479 00:23:49,469 --> 00:23:52,472 you get people out of their head and putting words to it, 480 00:23:52,639 --> 00:23:56,560 which changes their understanding as well as the commitment, as you said. 481 00:23:56,685 --> 00:23:57,436 But the other thing 482 00:23:57,436 --> 00:24:01,273 that questions do for us is they can be a way to build relationship. 483 00:24:01,273 --> 00:24:04,734 And if we as leaders want to be more effective as leaders, 484 00:24:04,734 --> 00:24:07,737 we want to have better relationship working relationship to other folks. 485 00:24:07,821 --> 00:24:08,238 Questions. 486 00:24:08,238 --> 00:24:11,241 One of the very best ways that we can do that. 487 00:24:12,117 --> 00:24:16,329 So, let's talk about follow up questions, right? 488 00:24:16,329 --> 00:24:19,332 Like or follow up in general. 489 00:24:19,416 --> 00:24:20,834 Let's spend a couple of minutes there 490 00:24:20,834 --> 00:24:24,129 before we sort of round into the final turn here. 491 00:24:24,588 --> 00:24:27,549 Yeah, I would say follow up systems and follow up 492 00:24:27,549 --> 00:24:32,846 questions are probably what has helped us drive the strong ROI for organizations 493 00:24:32,846 --> 00:24:36,641 and probably the stronger systems that we teach our teaching and coaching process 494 00:24:37,058 --> 00:24:40,687 is that every time that you're finishing, say, coaching or conversation, 495 00:24:41,354 --> 00:24:44,107 there should be a commitment to some form of action 496 00:24:44,107 --> 00:24:46,485 that comes from the progression or coaching. 497 00:24:46,485 --> 00:24:49,237 Now there's two scenarios that people are used to a coach 498 00:24:49,237 --> 00:24:52,657 that follows up and a coach that doesn't, coach that doesn't. 499 00:24:53,033 --> 00:24:54,201 Okay. Got away with it. 500 00:24:54,201 --> 00:24:55,827 Accountability drops. 501 00:24:55,827 --> 00:24:58,830 The coach that starts the next session by saying, 502 00:24:59,289 --> 00:25:02,292 you know, what actions do we commit to on our last session? 503 00:25:02,626 --> 00:25:05,462 And they talk through them. Amazing. 504 00:25:05,462 --> 00:25:08,465 Can you walk me through how that went or how did that go? 505 00:25:08,465 --> 00:25:12,677 And if you create that environment of accountability, 506 00:25:13,261 --> 00:25:15,680 that follow up system not only holds them accountable 507 00:25:15,680 --> 00:25:17,891 to being the best version of them, 508 00:25:17,891 --> 00:25:21,019 but they know somebody who's also invested in their success 509 00:25:21,019 --> 00:25:24,981 because they cared enough to follow up to make sure that they execute it. 510 00:25:25,565 --> 00:25:28,818 And that's not only created a great investment between the two of us 511 00:25:28,818 --> 00:25:30,403 or the group that we're coaching, where, 512 00:25:31,780 --> 00:25:34,783 they just feel like they they've got somebody in their corner. 513 00:25:34,991 --> 00:25:38,495 And a lot of people see accountability as punishment, accountability 514 00:25:38,495 --> 00:25:41,498 for us as motivation to go further. 515 00:25:42,290 --> 00:25:42,499 Yeah. 516 00:25:42,499 --> 00:25:44,125 If I sometimes say 517 00:25:44,125 --> 00:25:46,836 some people think accountability is the longest four letter word 518 00:25:46,836 --> 00:25:48,880 in the English language, but it doesn't have to be, 519 00:25:48,880 --> 00:25:51,883 because really, what accountability ultimately is ownership, right? 520 00:25:52,217 --> 00:25:54,844 That's what I love that you tie tying that to motivation, 521 00:25:54,844 --> 00:25:57,847 I love that. So, 522 00:25:58,473 --> 00:26:00,976 one more work related question. 523 00:26:00,976 --> 00:26:03,979 And yeah, a lot of folks 524 00:26:03,979 --> 00:26:06,982 who are watching or listening are 525 00:26:08,692 --> 00:26:09,317 their leadership. 526 00:26:09,317 --> 00:26:10,694 Context is different than it was, 527 00:26:10,694 --> 00:26:14,406 say, five years ago, because either they have folks who are fully remote 528 00:26:14,614 --> 00:26:17,742 or they only see some of the time, so that means some of the time, 529 00:26:18,118 --> 00:26:21,371 all of these questions and these skills of asking questions 530 00:26:21,371 --> 00:26:24,666 and building a coaching culture are all happening at a distance. 531 00:26:25,208 --> 00:26:27,043 Do you have any specific advice? 532 00:26:27,043 --> 00:26:27,210 If there's 533 00:26:27,210 --> 00:26:31,214 anything change in our conversation, or would you put an addendum on anything 534 00:26:31,214 --> 00:26:33,967 we've talked about? When you're doing it at a distance? 535 00:26:35,343 --> 00:26:35,719 Yeah. 536 00:26:35,719 --> 00:26:38,847 And this actually happened when we saw a lot in the pandemic where 537 00:26:38,847 --> 00:26:41,850 people switched to being in that remote environment. 538 00:26:42,183 --> 00:26:44,644 I think you can still have a very candid, 539 00:26:44,644 --> 00:26:47,647 direct conversation in a remote environment. 540 00:26:47,647 --> 00:26:51,818 I think initially a lot of people coached in teams versus coached individually. 541 00:26:52,861 --> 00:26:55,780 And we really wanted to make sure that people got back to, you know, 542 00:26:55,780 --> 00:26:58,783 you can do remote team conversations, but you should always 543 00:26:58,783 --> 00:27:01,870 still commit to doing that 1 to 1 conversation. 544 00:27:02,203 --> 00:27:05,206 And we always go back to the care and candor side. 545 00:27:05,206 --> 00:27:06,416 Is that you? 546 00:27:06,416 --> 00:27:08,501 You might care, but you might not be candid. 547 00:27:08,501 --> 00:27:09,669 So you create distance. 548 00:27:09,669 --> 00:27:12,213 You know, you might be candid, but you may not care. 549 00:27:12,213 --> 00:27:13,256 And you create dysfunction. 550 00:27:13,256 --> 00:27:15,300 But if you have care and you're candid, 551 00:27:15,300 --> 00:27:17,135 you can create those transformative environments. 552 00:27:17,135 --> 00:27:21,431 So I would say that remote always makes me feel like they're connected to the team. 553 00:27:21,806 --> 00:27:25,560 You're connecting to their contribution, you're getting them to open up. 554 00:27:25,560 --> 00:27:26,645 Because especially people 555 00:27:26,645 --> 00:27:30,398 in remote environments, depending on what their role is, they can feel very siloed. 556 00:27:30,398 --> 00:27:33,693 They can feel very disconnected that that investment into 557 00:27:33,693 --> 00:27:36,863 that conversation can really pull them back together. 558 00:27:37,030 --> 00:27:40,033 We had multiple organizations that I was a tech company 559 00:27:40,033 --> 00:27:41,743 I would think of as seven different countries, 560 00:27:41,743 --> 00:27:44,829 and they just weren't used to managing people in a 1 to 1 environment. 561 00:27:44,829 --> 00:27:47,374 Even if there were short conversations. 562 00:27:47,374 --> 00:27:50,168 It's that small investment that adds up over time. 563 00:27:50,168 --> 00:27:53,171 And we always use this Stephen Covey, the emotional bank account, 564 00:27:53,505 --> 00:27:57,175 and that is huge because that just adds up over time. 565 00:27:58,093 --> 00:28:00,011 100%. I agree with you on percent. 566 00:28:00,011 --> 00:28:00,595 A couple things. 567 00:28:00,595 --> 00:28:03,473 Before we go, I'm going to shift gears. 568 00:28:03,473 --> 00:28:06,518 I want to ask you, Dave, what you do for fun. 569 00:28:08,019 --> 00:28:11,022 Fun. There is a lot we run a lot. 570 00:28:11,564 --> 00:28:15,068 I do triathlons, I do do our funds. 571 00:28:15,735 --> 00:28:17,445 Give me more than run. 572 00:28:17,445 --> 00:28:18,738 Yeah, a little bit. 573 00:28:18,738 --> 00:28:20,949 Swimming and bike making involved. 574 00:28:20,949 --> 00:28:21,366 Yeah. 575 00:28:21,366 --> 00:28:23,535 And I just got into a time trial 576 00:28:23,535 --> 00:28:26,705 bike this year, so it's a totally different, world. 577 00:28:26,705 --> 00:28:28,498 And having your kind of your hands out on the road. 578 00:28:28,498 --> 00:28:33,128 And I've kind of done Brazilian jiu jitsu for the last 12 years and got the chance 579 00:28:33,128 --> 00:28:35,171 to travel all over the world for Brazilian jiu jitsu. 580 00:28:35,171 --> 00:28:38,174 So I wouldn't say there's a sport I haven't tried, but 581 00:28:38,299 --> 00:28:41,553 that's usually what keeps me stimulated is, is that there's 582 00:28:41,553 --> 00:28:45,098 sports running triathlons through athletes and Brazilian jiu jitsu. 583 00:28:45,890 --> 00:28:48,393 So everybody Kevin is guilty of the stereotype. 584 00:28:48,393 --> 00:28:48,977 At the beginning. 585 00:28:48,977 --> 00:28:52,272 I said, the man's from Canada, so I used to I, I went to hockey, 586 00:28:52,272 --> 00:28:55,275 I just I messed up right from the start. 587 00:28:55,275 --> 00:28:59,529 So so Dave, what are you reading these days when you're not running or jiu jitsu? 588 00:28:59,529 --> 00:29:01,072 Doing. Yeah. 589 00:29:01,072 --> 00:29:01,489 You know what? 590 00:29:01,489 --> 00:29:02,574 I actually just went 591 00:29:02,574 --> 00:29:06,286 and got a couple of new books last night, and I was actually an avid reader. 592 00:29:06,327 --> 00:29:10,081 I've been waiting to get this book for a while, and it was, by 593 00:29:10,081 --> 00:29:14,169 Back to Your Time, Dan Martel and, big fan of his work. 594 00:29:14,169 --> 00:29:18,006 And really, as we're growing and scaling, we're trying to really put better systems 595 00:29:18,006 --> 00:29:18,506 in there. 596 00:29:19,466 --> 00:29:20,258 And, you know, the 597 00:29:20,258 --> 00:29:23,344 book is really just dedicated to putting better systems in place to grow and scale. 598 00:29:23,344 --> 00:29:24,596 And the other book that I picked up as 599 00:29:24,596 --> 00:29:28,349 well was the 8020 principle, which I think is, Richard Kosh. 600 00:29:28,349 --> 00:29:31,394 And we speak to this all the time, 601 00:29:31,394 --> 00:29:34,689 and I'm always looking for those extra little tips, tricks, quotes. 602 00:29:35,482 --> 00:29:37,692 So I'm really, really looking forward to diving that one. 603 00:29:37,692 --> 00:29:40,570 But I'm going to I'm going to go through that buy back good time first. 604 00:29:40,570 --> 00:29:42,822 Real big advocate of what Dan does. 605 00:29:42,822 --> 00:29:46,117 We'll have both of those in the show notes, along with, information 606 00:29:46,117 --> 00:29:47,076 about radical growth 607 00:29:47,076 --> 00:29:50,497 transform into an unstoppable leader through mastering the art of questions. 608 00:29:51,164 --> 00:29:54,167 As I hold this up, Dave, where else, 609 00:29:54,334 --> 00:29:56,503 do you want to point people, or how do you want people to 610 00:29:56,503 --> 00:29:57,962 if they want to connect with you, learn more 611 00:29:57,962 --> 00:29:59,923 about what you work, where you want them to go? 612 00:29:59,923 --> 00:30:00,256 Yeah. 613 00:30:00,256 --> 00:30:03,885 If you want to reach out to us on our website, ruminate group.com. 614 00:30:04,469 --> 00:30:07,931 We're very active on LinkedIn as well if you want to check us out there. 615 00:30:07,931 --> 00:30:09,849 And same thing for Instagram. 616 00:30:09,849 --> 00:30:13,311 But, yeah, we're excited to reach out and connect for everybody and, 617 00:30:14,062 --> 00:30:16,481 really appreciate the end of the show and, be able 618 00:30:16,481 --> 00:30:19,776 to promote what we've been up to and, love the questions. 619 00:30:19,776 --> 00:30:22,445 I'm always, always involved with the. 620 00:30:22,445 --> 00:30:25,448 Ruminate, the numeral eight group. 621 00:30:25,448 --> 00:30:29,536 So are you am I in eight group.com? 622 00:30:29,744 --> 00:30:31,746 For those of you that can't see it, it was on the screen. 623 00:30:31,746 --> 00:30:34,749 But if you want if you're listening, that didn't help you. 624 00:30:34,999 --> 00:30:38,920 So, before I say goodbye today, then before I say goodbye to you, 625 00:30:38,920 --> 00:30:42,507 I have the question for you that I ask you every single episode. 626 00:30:42,507 --> 00:30:44,384 And that is now what? 627 00:30:44,384 --> 00:30:46,427 What action will you take as a result? 628 00:30:46,427 --> 00:30:49,889 Like if you didn't write down 4 or 5 specific questions 629 00:30:50,265 --> 00:30:53,560 from Dave, you might want to replay this and do that. 630 00:30:53,768 --> 00:30:57,355 But whether it's that or whether it's something else that you took, what are the 631 00:30:57,355 --> 00:31:01,651 specific actions that you want to take as a result of being here? 632 00:31:01,651 --> 00:31:06,698 Because until you take action, this is not nearly as valuable as it could be. 633 00:31:06,865 --> 00:31:11,244 It's sitting here like like, soil unplanted. 634 00:31:11,452 --> 00:31:14,664 But once you plant the seeds and take the action, then 635 00:31:14,831 --> 00:31:16,541 a harvest can come your way. 636 00:31:16,541 --> 00:31:19,210 So, Dave, thank you so much for being here. 637 00:31:19,210 --> 00:31:20,920 We we had a fit and start. 638 00:31:20,920 --> 00:31:22,255 We were planning to do this. 639 00:31:22,255 --> 00:31:23,381 I don't know, six, eight weeks ago. 640 00:31:23,381 --> 00:31:26,009 And I'm glad that we finally got the chance to do it. 641 00:31:26,009 --> 00:31:27,385 Thanks for joining me. 642 00:31:27,385 --> 00:31:29,262 Thank you. Kevin, I really appreciate being on. 643 00:31:30,388 --> 00:31:34,017 So everybody, if you enjoyed this, make sure you come back. 644 00:31:34,058 --> 00:31:34,767 How do you do that? 645 00:31:34,767 --> 00:31:37,770 Make sure you're subscribed wherever you're watching or listening. 646 00:31:37,770 --> 00:31:40,899 And make sure you tell someone else to come 647 00:31:40,899 --> 00:31:44,694 listen to this or listen next week, because next week we'll be back 648 00:31:44,694 --> 00:31:47,906 with another episode of the Remarkable Leadership Podcast.