Enhance Decision-Making Through Emotional Intelligence Training

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Yes, Ferris. Ferris, yeah. I love it. Love the

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name. Okay, we're gonna go live. Adrienne, yes.

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Adrienne. Like the movie Rocky, yo Adrienne.

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I was gonna say Adrienne. Oh, I love that. Rocky.

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She was so olive oil -ish. Like from Popeye,

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I think she was, I don't know, she reminded me

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of olive oil. My parents loved olive oil. Okay,

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let's go. Okay, here we go. Okay, since we're

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live, so we very well could be. Hi, everyone.

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I am so excited. Okay, I have to be fully transparent

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that I did look at Ferris. I had to. First of

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all, handsome guy, had to go on his LinkedIn.

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I'm like, ooh, we're talking emotional intelligence.

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Just watch a little snippet, but that's all I

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know of him. Like, that's it. I did no prep.

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Okay, so with that said, because I don't do prep,

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because this is a Lazy Girls podcast, I would

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like for you to introduce yourself to us. And

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where are you coming from in the world? Where

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in the world are you? Yeah, well, welcome to

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the Lazy Girl podcast. I'm happy because I'm

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a lazy guy, right? I am here. My name is Ferris

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Ranky. I'm here in London, UK, live with you.

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This afternoon, for me, is probably a bit earlier

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in the day for you guys. But it doesn't matter

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where you are in the world. You're going to be

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in for a great conversation. Yeah, yeah, so that's

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me. What do you speak about? What do you do?

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So like I was reading your headline on LinkedIn.

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Yes, and my headline on LinkedIn says strategy

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and emotional intelligence. Because what I do

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is I go into companies, help them with their

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strategy, but not coming up with the ideas, getting

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their teams to work better, right? So that's

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where the emotional intelligence comes in. Because

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so much of strategy is if your team aren't bought

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in, if your company aren't bought in, you ain't

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going nowhere. And so to get them to really buy

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into it, you need more emotional intelligence.

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You need to be able to give them what they want

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and then great things will happen. So that's

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what I do. I go into companies, either facilitate

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or I do training, but it's all about people.

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It's all about reading people, understanding

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people. What is that person in that room thinking

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right now? How are they feeling about this? And

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let's help them through that journey. So yeah,

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I do lots of interesting stuff. I love that.

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I want to talk about emotional intelligence.

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And I wanted to also talk about, so I've changed,

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I've been trained in the ELI mindset. So the

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entrepreneurial mindset and how important that

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is. And I, you know, when I think of emotional

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intelligence or you're going into a business

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and you're talking to all of them, you have a

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strategy put forward, where does having the mindset

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of an entrepreneur, come in? Like, how does that

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work for you? And do you kind of access that

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right away? Do you see the difference when someone

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thinks like they're the owner of the business

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or not? Yeah, I mean, what is an entrepreneur,

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right? It can be lots of different things. But

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the thing about entrepreneurs is they are quite

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different, right? They've got skin in the game.

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They're willing to take risks. They're willing

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to move fast and break things. And that's all

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great. But are others following behind them?

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Do other people have the same levels of risk?

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Are they just as excited to move at that pace?

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And that's where the emotional intelligence comes,

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you know, you need as an entrepreneur, because

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it's all good and well, you running fast. It's

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the old saying, if you want to go fast, go alone.

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But if you want to go far, go together. Right.

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And so you can't speed off at the front. You

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need to think. Well, damn it. What's John feeling

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right now? Why is he not following me? What can

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I do to help him just go a bit quicker and join

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me? Even if it means I have to slow down a little

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bit. So I always tell people I work with, herd

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a buffalo can only run as fast as the slowest

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buffalo. So if you're the leader, drop back,

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help that final buffalo. So I really, I find

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it fascinating because having that entrepreneurial

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mindset, even if you're just in business, I grew

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up in a family business, so you could always

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tell those that actually felt like they had ownership.

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So even if you have ownership in your job, but

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is that something you could teach? Is that something

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you can emulate so that other people follow others

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that are doing that? Or do some people just say

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no? Some people will say no. Some people are

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like, it's five o 'clock, I want to go home.

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My biggest priority is not your business, is

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not making money. And that's totally fine. If

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we're honest, only about 10 % of people want

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to learn, want to have this. what they call a

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growth mindset, want to get better day in, day

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out. And that's absolutely fine, right? It'd

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be tiring if everyone in the world had that.

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But when I talk about the buffalo, the other

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90 % still need to come with you, right? And

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they still need to move. So often the stuff I'm

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doing with companies is not about, you know,

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inspiring somebody to change. It's changing the

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things around them so that they change anyway,

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without them realizing. Because we all have drivers,

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things we... that make us more exciting. We all

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have resistors, things that we're like, oh, I

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don't want to go anywhere near that. So as long

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as you can give another human being more of their

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drivers and avoid their resistors, they will

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change their behaviors. They will pick up and

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they might not realize they're doing it. OK,

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so let's let's go. You know, I mean, obviously

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I have about a million followers, so let's let's

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address all of them. And I'd love to hear a success

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story. And then, of course, the opposite. So

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would you share? I think we all want to know

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what it feels like to, you know, with what you're

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doing and then what that success looks like.

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Yeah, I mean, I can tell you loads of great stories.

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Right. Let's talk about let's talk about a story

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with a client of mine. So a big consumer goods

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company. Right. And they make all kinds of consumer

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products. Let's say they make shampoo. Right.

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Every month. They need to estimate how much shampoo

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they're gonna sell in the US this year this month

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So how much should we make because they don't

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want to make too much because then they've got

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to put it in warehouses It's gonna cost them

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lots of money and they don't make too little

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because then they're gonna miss out on sales

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All right. So what was happening with this company

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is they were always making too much They were

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always making too much and they had to buy extra

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warehouses. They had to put the shampoo in and

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the other products. And then some of the products

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would go off. So throw them away and lose money

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on them. And we're talking like tens of millions

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of dollars, like even hundreds of millions of

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dollars. Now, they thought initially it was a

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problem with, hey, do we know how to forecast?

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Do we have a good prediction of how much we need?

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So they fixed that. They spent millions of dollars

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on that, didn't fix it. They then thought maybe

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it's our processes. So they spent millions of

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dollars on that, didn't fix it. And then I came

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along, I was chatting to one of their senior

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guys, and I said, do you know what? I think the

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problem is the communication between two teams,

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right? Lack of emotional intelligence, right?

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And what was clear is every month, these two

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different departments would meet to decide on

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the amount of shampoo they would make. Now, one

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team was full of introverts, very technical people,

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right? And they would sit behind a computer,

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work out the number. And then they'd present

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it to the other team who are the sales guys,

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extroverts. And the sales guys would listen to

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the number and they go, a hundred, I can sell

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a thousand. Let's make a thousand because I'm

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such a great sales person. I'm such a great person.

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So they'd make a thousand, but they'd only sell

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a hundred because the introverts were right.

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So I said, look, we can fix that. That is just

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right. What I'm going to do is teach those introverts

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how to talk with more emotional intelligence

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to an extrovert. So how they can have a better

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conversation. So we train them for a couple of

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months. What happens? They manage to convince

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those extroverts the correct number. So it eliminates

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the problem overnight by fixing the conversation,

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not by building a bigger model, not by getting

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more IT in place, fix how human beings talk to

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each other, and you can eliminate tens of millions

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of dollars of cost. Okay, brilliant, brilliant.

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I don't even know how you could like know that

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right away, but you're right the communication

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between departments can absolutely so that is

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that that is real. I like want to process that

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story. I love it. I love it. I love the change

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of it. And just the whole idea that what we think

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about our life, I'm not in that line of work

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with shampoo or any product that is made. But

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in a way I am, because I grew up in the promotional

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products industry. So that's always been an issue

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with products that maybe have a shelf life. So

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I love that. OK, give us one that just such a

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challenge, because it sounds like a challenge

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with success. That was a challenge of success.

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I mean, hey, I can tell you lots of... I've had

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situations where literally teams are toxic, right?

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People are at each other's throats, pretending

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to be civil. I actually prefer the teams where

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they are openly hostile to each other, because

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at least they're acknowledging it. It's the ones

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who are passive aggressive, talking behind each

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other's backs. And what it does is it grinds

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down... the business, right? It comes to a halt

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in one form or another. They miss sales targets.

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People get blamed, you know, and despite sometimes,

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you know, I've been in those situations and there's,

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there's very little I can do because it's quite

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late in the day. You know, if, if, if you're

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brought in only when this is at the complete

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straining point, pretty much, you know, you're

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not going to change behaviors. You're not really

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even going to be given any time or respect. And

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I've had that situation where people have just

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turned and, you know, insulted me in my face

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and said, you know, buddy, but out right this

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isn't that you know without acknowledging that

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and you know i'm not a counselor i'm there to

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fix the strategy i just do it through people

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um i love that yeah let's go into your emotional

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intelligence i'm sorry i didn't mean to cut you

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off but i want to i want to go back because we

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didn't really get an explanation what that is

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and and i think that There's a lot of, you know,

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for EQ, but for your business, what does it mean?

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Because I feel like it's a little different.

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So I think the way to explain this is we have

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an equation that you probably see at the bottom

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of my name, right? Success equals IQ times EQ

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times FQ. Now, let me just explain that and where

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the EQ sits in that. So if you want to be successful

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in life with your strategy, any strategy, right?

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First of all, have a goal, right? It doesn't

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matter if you run a company or you're just personally

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like, I want to get fitter, right? I want to

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learn a language. So have an objective, have

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a goal. To get there, you need IQ. That is the

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best idea of how to get there. If you don't have

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the best idea, then that's where we come in and

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help companies. Because too many people lazily

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pick the first idea. Oh, I've got to get fitter.

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I'm just going to go on a diet. Hey, buddy, there's

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100 ways you can get fitter. Don't just take

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the first one. Often, improving your IQ is about

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coming up with more ideas, stress testing it,

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being better. So that's the IQ side. Then comes

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the EQ. If you have a great idea, you need to

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take others with you. It's that herd of buffalo,

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right? There's no point. If you don't take others

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with you, then it's just a piece of paper, right?

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If you're not selling the idea, if you're not

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getting people excited by it, that's where emotional

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intelligence comes in, right? I used to be a

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school teacher, Adrian, right? And I remember

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my first year, the kids walked all over me. I

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tried teaching them by just shouting at them.

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And my boss came in one day and said, what are

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you doing? They're 10 years old. They are not

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going to flex. You need to flex. Stop being an

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idiot. And that's the same I say to leaders.

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Do not expect your team to come and meet you

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halfway. You have to bridge the gap if you really

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want to take them with you. But too many leaders

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just stand there and go, well, I told them. Why

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are they not listening? Have you tired telling

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them in a different way? Have you tried changing

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your approach? So that's what EQ is about. Read

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the room. See your impact. Flex. Flex again.

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Keep flexing. And then the final bit, the FQ,

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that's focus question. You can have a great idea.

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You can have everyone on board. But if you are

00:11:59.730 --> 00:12:02.769
not focused on delivering it, then you're not

00:12:02.769 --> 00:12:06.470
going to be successful. And that can mean you're

00:12:06.470 --> 00:12:09.990
doing too many things. So rationalize. And this

00:12:09.990 --> 00:12:11.730
happens in companies all the time. They do 100

00:12:11.730 --> 00:12:14.850
strategic projects, 150. And you're like, that's

00:12:14.850 --> 00:12:17.440
crazy. You wouldn't do 150 things in your life.

00:12:17.500 --> 00:12:19.440
You wouldn't move house, learn a language, change

00:12:19.440 --> 00:12:21.879
jobs, you know, get married all at the same time.

00:12:22.100 --> 00:12:24.320
You'd do like two or three. So it's the same

00:12:24.320 --> 00:12:27.240
in business. Have more focus, remove distractions.

00:12:27.799 --> 00:12:32.679
So IQ, EQ, FQ. I love it. FQ is not a swear,

00:12:32.879 --> 00:12:35.419
everyone, just in case. It's not a swear. It's

00:12:35.419 --> 00:12:38.559
very important. So don't go around going FQ to

00:12:38.559 --> 00:12:40.679
your clients or to people, your worker, like

00:12:40.679 --> 00:12:47.240
FQ you. OK, so I am curious. About like the generations

00:12:47.240 --> 00:12:50.620
and so the difference in the age gap. So like,

00:12:50.820 --> 00:12:54.000
you know, I'm 61 Not like talking about my age,

00:12:54.059 --> 00:12:56.659
but look how young I look at 61 on you look very

00:12:56.659 --> 00:12:59.179
young I feel young so I feel like a five -year

00:12:59.179 --> 00:13:02.500
-old but anyways So but I you know if we had

00:13:02.500 --> 00:13:05.299
this conversation where I was 20 or 30 you came

00:13:05.299 --> 00:13:07.919
in That's gonna be a different story. I feel

00:13:07.919 --> 00:13:11.480
it's 61 I can see the difference with my clients

00:13:11.480 --> 00:13:12.740
and when I'm working with them, if they're a

00:13:12.740 --> 00:13:15.620
little younger. So I have to kind of manage myself

00:13:15.620 --> 00:13:17.860
with the people around me. How are you doing

00:13:17.860 --> 00:13:19.559
that? And you probably have, there's like five

00:13:19.559 --> 00:13:22.240
generations now in the workplace in the United

00:13:22.240 --> 00:13:25.100
States, not sure about the UK. So how are you

00:13:25.100 --> 00:13:27.600
handling that when you actually, or does generation

00:13:27.600 --> 00:13:30.360
not play a role? No, generation does play a role,

00:13:30.600 --> 00:13:34.379
but generation plays a role in the same way that

00:13:34.379 --> 00:13:38.659
different cultures play a role, right? The more

00:13:38.659 --> 00:13:40.519
you can understand the point of view that somebody

00:13:40.519 --> 00:13:43.960
else is coming from and walk in their shoes and

00:13:43.960 --> 00:13:47.360
understand it, then the better you will be on

00:13:47.360 --> 00:13:49.860
that emotional intelligence. So what does the

00:13:49.860 --> 00:13:51.500
generations mean? It's you just need to spend

00:13:51.500 --> 00:13:54.799
more time listening and asking questions. It'd

00:13:54.799 --> 00:13:57.620
be the same as you or I going and meeting a Japanese

00:13:57.620 --> 00:14:01.690
person or someone from India. If we lazily used

00:14:01.690 --> 00:14:03.490
our way approach of life, and I can tell you

00:14:03.490 --> 00:14:05.210
loads of stories about this where I've got it

00:14:05.210 --> 00:14:08.070
wrong, then we're going to have bad results.

00:14:09.330 --> 00:14:11.450
But if we take the time to say, oh, this is what

00:14:11.450 --> 00:14:13.450
you do in your culture, this is what your generation

00:14:13.450 --> 00:14:19.330
value over, and then say, OK, I'll give you that,

00:14:19.769 --> 00:14:23.730
then you'd be a lot more impactful. But a lot

00:14:23.730 --> 00:14:25.450
of us just lazily go, hey, do you know what?

00:14:25.450 --> 00:14:29.009
I like this, so I'm just going to force it on

00:14:29.009 --> 00:14:37.779
you. Sorry. I remember he's pretty, he talks

00:14:37.779 --> 00:14:41.919
to me. So actually I remember my dad. So my father

00:14:41.919 --> 00:14:44.059
had, he started a big business, but then he had

00:14:44.059 --> 00:14:46.139
art galleries. And one day he called me up and

00:14:46.139 --> 00:14:50.080
he's, this is the conversation, Adrian blah,

00:14:50.340 --> 00:14:54.320
blah name wants to leave to go to a concert,

00:14:54.440 --> 00:14:57.720
but then we'll come back. It's his birthday.

00:14:57.779 --> 00:15:00.679
They want to celebrate the birthday. Like, what's

00:15:00.679 --> 00:15:03.139
going on with this younger generation? And I

00:15:03.139 --> 00:15:06.419
said, Dad, wish him a happy birthday. Let him

00:15:06.419 --> 00:15:11.220
go. Let him come back and be grateful and happy

00:15:11.220 --> 00:15:14.539
that he's willing to come back to work and give

00:15:14.539 --> 00:15:16.240
him this. Like, you just have to give it this.

00:15:16.279 --> 00:15:18.320
He's like, I don't understand. Like, my generation,

00:15:18.340 --> 00:15:20.620
we never took our birthdays off. And I'm like,

00:15:20.679 --> 00:15:22.159
I know. I work for my dad. So I was like, you

00:15:22.159 --> 00:15:23.940
never let me take my birthday off. I totally

00:15:23.940 --> 00:15:27.669
get that. For this particular person, you have

00:15:27.669 --> 00:15:32.090
to weigh the balance. And if you really like

00:15:32.090 --> 00:15:35.629
this employee, then you have to say, OK. Not

00:15:35.629 --> 00:15:38.590
everyone's going to be able to give you all the

00:15:38.590 --> 00:15:41.610
time. My dad used to, I felt, my father would,

00:15:41.809 --> 00:15:45.149
as a family -owned business, would pick up the

00:15:45.149 --> 00:15:47.830
phone and he never looked at the time. So I'm

00:15:47.830 --> 00:15:49.710
like, Dad, it's 10 p .m. Why are you calling

00:15:49.710 --> 00:15:51.990
her? Like, that's not really nice. I call all

00:15:51.990 --> 00:15:54.350
the time. It's OK. You know, I pay well, so they

00:15:54.350 --> 00:15:56.230
should answer the phone all the time. But that's

00:15:56.230 --> 00:15:58.210
what makes me think, OK, there's that generation

00:15:58.210 --> 00:16:00.929
that, you know, they, you know, I'm a boomer.

00:16:01.009 --> 00:16:04.149
So we work really hard and we tend to just have

00:16:04.149 --> 00:16:06.309
a kind of a mindset of entrepreneurial. But the

00:16:06.309 --> 00:16:08.870
younger ones, they would someone young would

00:16:08.870 --> 00:16:10.549
go up to you, go, I don't want to hear from you

00:16:10.549 --> 00:16:13.740
or they their lack of. respect, just the respect

00:16:13.740 --> 00:16:15.960
for someone that's a little older than them seems

00:16:15.960 --> 00:16:19.320
to be at play too in the workplace. Are you seeing

00:16:19.320 --> 00:16:22.820
that? Yeah, I see that. And again, it's a bit

00:16:22.820 --> 00:16:26.080
of differences. I think I could put it down as

00:16:26.080 --> 00:16:28.820
more miscommunication than lack of respect per

00:16:28.820 --> 00:16:31.940
se. But yeah, generations change and so priorities

00:16:31.940 --> 00:16:34.720
and understandings. And a key component I do

00:16:34.720 --> 00:16:38.600
with teams is having that dialogue. right? What's

00:16:38.600 --> 00:16:41.279
important to me? How do I like to work? So going

00:16:41.279 --> 00:16:43.460
back to your dad's example, yeah, I want to take

00:16:43.460 --> 00:16:45.379
my birthday off. I want to, you know, this is,

00:16:45.399 --> 00:16:47.759
this is, you know, I expect to nobody, you know,

00:16:47.759 --> 00:16:51.600
no phone calls after 8pm, right? And it's having

00:16:51.600 --> 00:16:53.440
the team agree the set of rules that they were

00:16:53.440 --> 00:16:55.539
going to play to, right? And often a common thing

00:16:55.539 --> 00:16:57.539
I'll do is say, right, you each get one wish.

00:16:58.019 --> 00:17:00.340
to something that you can protect that nobody

00:17:00.340 --> 00:17:02.860
else in this team can can attack right it might

00:17:02.860 --> 00:17:05.400
be you pick up your kids from school and that's

00:17:05.400 --> 00:17:07.619
that's non -contested or you go to the gym every

00:17:07.619 --> 00:17:10.579
Wednesday to do this class or or you know yeah

00:17:10.579 --> 00:17:12.700
and I said and everyone gets their one thing

00:17:12.700 --> 00:17:14.660
but you only get one thing and you can't look

00:17:14.660 --> 00:17:16.400
at somebody else's and say I disagree with their

00:17:16.400 --> 00:17:18.579
thing because it's their thing all right and

00:17:18.579 --> 00:17:20.420
the team is always fascinated what the one thing

00:17:20.420 --> 00:17:22.799
each member picks because they'll look at it

00:17:22.799 --> 00:17:25.970
go I would never pick you know to protect doing

00:17:25.970 --> 00:17:28.750
yoga or whatever, that just seems very, but for

00:17:28.750 --> 00:17:30.930
that person, it's the most important thing. So

00:17:30.930 --> 00:17:33.369
yeah, as long as you've got the equality of you

00:17:33.369 --> 00:17:36.150
all get one thing, it doesn't really matter on

00:17:36.150 --> 00:17:39.150
the detail. I love that. So you're inside bigger

00:17:39.150 --> 00:17:42.029
companies, like you're not like, so are you,

00:17:42.130 --> 00:17:45.769
I said a hundred employees. We work at all ends.

00:17:46.190 --> 00:17:47.670
So, you know, like Amazon is one of our clients,

00:17:47.789 --> 00:17:50.210
so that kind of scale, right? But we also work

00:17:50.210 --> 00:17:53.049
with four -person businesses and little charities

00:17:53.049 --> 00:17:55.549
and little things. So because there's, you know,

00:17:55.690 --> 00:17:58.690
people are people and there is a different challenge

00:17:58.690 --> 00:18:02.210
in each company. Some it's quite hierarchical

00:18:02.210 --> 00:18:05.049
and there's some culture problems and there's

00:18:05.049 --> 00:18:06.890
generational problems and in the smaller firms,

00:18:07.029 --> 00:18:09.390
even if they all get really, you know, get on

00:18:09.390 --> 00:18:11.440
well with each other. The challenge that they

00:18:11.440 --> 00:18:15.480
generally have is saying no to stuff. Because

00:18:15.480 --> 00:18:18.359
they get on so well, they tend to be too nice.

00:18:18.559 --> 00:18:20.059
And they say, oh, well, we'll do that. And we'll

00:18:20.059 --> 00:18:21.859
do that. And actually, you have to teach them

00:18:21.859 --> 00:18:24.440
to be a bit tougher and say, no, we're not going

00:18:24.440 --> 00:18:27.839
to do this. It's great you've got such a nice

00:18:27.839 --> 00:18:30.599
vibe. But for your company, you just don't have

00:18:30.599 --> 00:18:34.819
the bandwidth. So start saying no. Oh that that

00:18:34.819 --> 00:18:37.480
I've already like I feel stressed I've like just

00:18:37.480 --> 00:18:41.380
hearing that because a problem I have is I want

00:18:41.380 --> 00:18:44.279
to do I you know I I want to just do as much

00:18:44.279 --> 00:18:47.220
as I can and more and I've had to like pull back

00:18:47.220 --> 00:18:49.339
to make sure you know okay Adrian you can't you

00:18:49.339 --> 00:18:52.500
let that no and it's it is very hard when you

00:18:52.500 --> 00:18:55.299
have but then I would say oh when you have an

00:18:55.299 --> 00:18:58.519
entrepreneurial mindset but reality I don't even

00:18:58.519 --> 00:19:00.359
know if that really is an entrepreneurial mindset

00:19:00.359 --> 00:19:03.049
because most of the time you'd want to not do

00:19:03.049 --> 00:19:06.130
anymore and you want the profit. So what in mind

00:19:06.130 --> 00:19:09.089
do I have? What's going on in my head? You have

00:19:09.089 --> 00:19:14.589
an abundant mindset. We all have problems sometimes

00:19:14.589 --> 00:19:17.049
putting boundaries up, but actually that's what

00:19:17.049 --> 00:19:20.490
really good entrepreneurs do. They say strategy,

00:19:20.730 --> 00:19:22.769
and this is the world I operated, is just as

00:19:22.769 --> 00:19:25.009
much about what you won't do as what you will

00:19:25.009 --> 00:19:27.430
do. But too many people find it easy to pick

00:19:27.430 --> 00:19:29.609
the things they will do, but actually correctly

00:19:29.609 --> 00:19:31.339
they're saying, we're not doing this. We are

00:19:31.339 --> 00:19:33.720
not doing this. We're not launching this product.

00:19:33.980 --> 00:19:36.960
We're not entering this market. Give everyone

00:19:36.960 --> 00:19:40.900
that surety. Oh, that quote is intense. Wow.

00:19:41.079 --> 00:19:42.779
Can I write that down? I want to put that in

00:19:42.779 --> 00:19:46.740
the comments. So strategy is as much about what

00:19:46.740 --> 00:19:55.039
you won't do as what you will do. Wow. Wow. Oh,

00:19:55.500 --> 00:19:57.200
Angie just wrote, I used to say, if I play this

00:19:57.200 --> 00:20:00.319
full, I'll get a second play. Is that always

00:20:00.319 --> 00:20:05.059
a profitable mindset? Angie probably hasn't heard

00:20:05.059 --> 00:20:07.700
of something called Parkinson's Law, Adrienne

00:20:07.700 --> 00:20:11.759
and Angie, right? Parkinson's Law says that work

00:20:11.759 --> 00:20:15.019
expands to fill the time that we give it. I call

00:20:15.019 --> 00:20:17.000
this the suitcase phenomenon. Have you ever been

00:20:17.000 --> 00:20:19.740
on holiday and taken a suitcase, yeah? Now what

00:20:19.740 --> 00:20:21.700
happens if you take a large suitcase, you fill

00:20:21.700 --> 00:20:24.900
it, yeah? If you take a small suitcase, you fill

00:20:24.900 --> 00:20:27.039
it. Now what happens when you take a large suitcase?

00:20:27.349 --> 00:20:29.250
I don't know about you, I come back from my holiday

00:20:29.250 --> 00:20:32.650
and I haven't worn half the clothes. Exactly.

00:20:33.349 --> 00:20:35.309
Right. But I still was like, but I filled the

00:20:35.309 --> 00:20:37.390
suitcase. Right. That's the thing. It's like

00:20:37.390 --> 00:20:39.009
the second plate. If you get a second plate,

00:20:39.089 --> 00:20:41.269
you'll fill it. You don't necessarily need that

00:20:41.269 --> 00:20:44.390
food or we'll eat it all. So always, always if

00:20:44.390 --> 00:20:47.029
given the choice, take the smaller bag, take

00:20:47.029 --> 00:20:50.589
the smaller plate, fill it well, enjoy all the

00:20:50.589 --> 00:20:54.170
food on it. All right. And you won't miss the

00:20:54.170 --> 00:20:57.400
second plate. Oh, I love it. Angie, is that awesome?

00:20:57.779 --> 00:20:59.619
Angie said the strategy comment is brilliant.

00:20:59.779 --> 00:21:02.599
It really is, Angie. I want to go to bed tonight

00:21:02.599 --> 00:21:05.940
and just take the comment with me. Wow, OK. Well,

00:21:06.119 --> 00:21:09.700
yeah, get a room. I'm going to get a room with

00:21:09.700 --> 00:21:12.460
a comment. That's what I'm going to do. So with

00:21:12.460 --> 00:21:16.180
emotional intelligence, what about if you are,

00:21:16.180 --> 00:21:18.980
and I think I am, but nobody's ever diagnosed

00:21:18.980 --> 00:21:23.380
me, that I am the 10th man? So, and I'm a very

00:21:23.380 --> 00:21:25.160
positive person, as you probably could tell,

00:21:25.319 --> 00:21:27.039
because I like everything, I love everything,

00:21:27.099 --> 00:21:29.460
that's a problem too, when you are very positive,

00:21:29.519 --> 00:21:32.740
that's not a great thing. But I found, if I was

00:21:32.740 --> 00:21:36.880
in a boardroom, and everyone hears an idea, and

00:21:36.880 --> 00:21:39.279
everyone says yes to the idea, and everyone kind

00:21:39.279 --> 00:21:41.700
of says, I'm always the one that's like, wait

00:21:41.700 --> 00:21:44.160
a second, let's, and then I'm thinking, I'm the

00:21:44.160 --> 00:21:46.259
10th man, I come in, I'm like, you know, maybe

00:21:46.259 --> 00:21:48.220
not, maybe that's not the best solution, what

00:21:48.220 --> 00:21:51.380
if, And then that's always seen as like, Adrienne's

00:21:51.380 --> 00:21:53.279
so negative because look at her. And I'm like,

00:21:54.019 --> 00:21:56.140
so what happens to someone like me, the 10th

00:21:56.140 --> 00:21:58.980
man? I love the 10th man. I love people like

00:21:58.980 --> 00:22:01.680
you, Adrienne. But there's a time and a place.

00:22:02.099 --> 00:22:05.099
So one of my favorite activities I do with companies

00:22:05.099 --> 00:22:07.920
and teams is called a premortem. Have you ever

00:22:07.920 --> 00:22:12.000
heard of a premortem? No. OK, a premortem is

00:22:12.000 --> 00:22:15.720
take whatever idea you have, whatever plan, and

00:22:15.720 --> 00:22:19.009
tell your team or tell yourself, I'm now going

00:22:19.009 --> 00:22:22.789
to spend 15 minutes destroying this plan. I'm

00:22:22.789 --> 00:22:24.369
going to be so negative about it. I'm going to

00:22:24.369 --> 00:22:27.170
find all the reasons it is a terrible plan. And

00:22:27.170 --> 00:22:28.829
I'm going to write them down. So do it as a team,

00:22:28.890 --> 00:22:30.890
right? Make it a fun team building. And say,

00:22:31.490 --> 00:22:34.230
I want all the ideas. So this allows the people

00:22:34.230 --> 00:22:36.930
who are very negative to have the pedestal, right?

00:22:37.170 --> 00:22:39.410
And they will usually punch themselves out. At

00:22:39.410 --> 00:22:41.329
some point, they've run out of, that's it. Those

00:22:41.329 --> 00:22:43.390
are all the bad ideas. And you go, brilliant.

00:22:43.680 --> 00:22:45.160
right? Which are the ones we're most worried

00:22:45.160 --> 00:22:47.299
about? Now let's turn it around and let's all

00:22:47.299 --> 00:22:49.720
think, how do we make sure these things never

00:22:49.720 --> 00:22:52.420
happen? Right? So thank you, Adrian, for giving

00:22:52.420 --> 00:22:54.660
us that input. Now we're going to be all positive.

00:22:54.700 --> 00:22:57.539
How do we make sure this never happens? Ooh,

00:22:57.700 --> 00:23:00.440
I love that. That would be really good if you're

00:23:00.440 --> 00:23:02.900
doing like a SWOT assessment to get people to

00:23:02.900 --> 00:23:04.880
think. I think that's really important. I share

00:23:04.880 --> 00:23:07.299
the story often that I was on a first degree

00:23:07.299 --> 00:23:10.220
murder trial in Kissimmee, Florida. It was crazy.

00:23:11.119 --> 00:23:16.059
And we were or mistrial because we were split.

00:23:16.359 --> 00:23:18.440
But when we went to the judge and said we're

00:23:18.440 --> 00:23:21.039
split, the judge came back and said, if you believe

00:23:21.039 --> 00:23:23.839
he's guilty, I want you to argue that he's innocent.

00:23:23.900 --> 00:23:25.640
And if you think he's innocent, I want you to

00:23:25.640 --> 00:23:27.819
argue that he's guilty. And that was like a really

00:23:27.819 --> 00:23:30.160
mind change for me. And I did it. Some people

00:23:30.160 --> 00:23:32.799
were like, no, I can't. Nope, nope, nope. I'm

00:23:32.799 --> 00:23:35.819
not going to think another way. And you know,

00:23:35.960 --> 00:23:37.559
poo poo on the judge. And I'm like, the judge

00:23:37.559 --> 00:23:40.690
told me what to do, so I'm going to do it. That's

00:23:40.690 --> 00:23:44.970
another thing. There's people like me that, so

00:23:44.970 --> 00:23:46.750
I'm going to share this. Everyone close your

00:23:46.750 --> 00:23:49.069
ears. My daughter may hear. So my daughter said

00:23:49.069 --> 00:23:50.630
to me the other day that someone said that I

00:23:50.630 --> 00:23:53.769
was a sheeple, that I follow people, that I follow

00:23:53.769 --> 00:23:56.849
the rules. And I'm like, oh my God, that's such

00:23:56.849 --> 00:24:00.349
a nice thing to say because isn't there two kinds

00:24:00.349 --> 00:24:02.049
of people? One that follows the rules and one

00:24:02.049 --> 00:24:04.569
that doesn't follow the rules. I'm much happier

00:24:04.569 --> 00:24:07.549
if I follow the rules. But the funny thing is

00:24:07.549 --> 00:24:10.819
that That doesn't actually make you a sheeple

00:24:10.819 --> 00:24:12.779
if you follow the rules It doesn't mean I'm following

00:24:12.779 --> 00:24:14.480
the rules and doing everything that everyone

00:24:14.480 --> 00:24:16.819
says I'm just doing the things that are right

00:24:16.819 --> 00:24:19.799
So we have a interesting, you know, well, you're

00:24:19.799 --> 00:24:21.819
in the United States. So you're you're you know,

00:24:22.140 --> 00:24:24.119
you're not you're not dealing Well, you are actually

00:24:24.119 --> 00:24:26.420
you have a lot of the political craziness that

00:24:26.420 --> 00:24:30.660
we have And I was in the US two weeks ago I was

00:24:30.660 --> 00:24:33.740
down in Miami, you know, so I know the craziness

00:24:33.740 --> 00:24:38.230
Miami's so different Yeah, yeah. But anyway,

00:24:38.430 --> 00:24:40.869
yeah, yeah. Well, you know, I think the difference

00:24:40.869 --> 00:24:43.069
between you and your daughter's viewpoint is

00:24:43.069 --> 00:24:44.730
fascinating. It's that old saying, you know,

00:24:45.049 --> 00:24:46.990
one person's treasure is another person's trash,

00:24:47.470 --> 00:24:49.769
or the old saying, you know, I heard a great

00:24:49.769 --> 00:24:53.430
story the other day where Mikey in the sort of

00:24:53.430 --> 00:24:58.250
80s sent two... two analysts to Africa to assess

00:24:58.250 --> 00:25:01.690
the market. And one guy came back said, hey,

00:25:01.869 --> 00:25:03.589
we're never going to sell any shoes because nobody

00:25:03.589 --> 00:25:06.250
wears shoes out there. And the other person came

00:25:06.250 --> 00:25:08.029
back and said, hey, it's the best market in the

00:25:08.029 --> 00:25:09.829
world ever because nobody wears shoes out there.

00:25:10.049 --> 00:25:11.990
So two people can look at the same thing and

00:25:11.990 --> 00:25:14.210
have a completely different interpretation. So

00:25:14.210 --> 00:25:17.690
never forget that. I love that. It's one of those

00:25:17.690 --> 00:25:19.930
things that we know, but then hearing it again,

00:25:20.230 --> 00:25:22.069
I find that that's what's so important with someone

00:25:22.069 --> 00:25:24.250
like you that you can bring in. So when you're

00:25:24.250 --> 00:25:26.640
in the room, you can say, you know what? I knew

00:25:26.640 --> 00:25:30.259
that, but I forgot about that. Do you start with

00:25:30.259 --> 00:25:32.299
a test? Like, is there anything like the disc

00:25:32.299 --> 00:25:35.000
or any of those programs to kind of find out

00:25:35.000 --> 00:25:38.240
where people are with their personality? I keep

00:25:38.240 --> 00:25:39.960
them in my back pocket, and they are useful.

00:25:40.000 --> 00:25:42.619
But to be honest, observation, talking to people.

00:25:42.779 --> 00:25:44.480
When you see a team working together, you can

00:25:44.480 --> 00:25:47.000
spot a lot of things. And if you want to find

00:25:47.000 --> 00:25:48.279
out about your team or get your team working

00:25:48.279 --> 00:25:49.759
better together, you don't need a disc. You don't

00:25:49.759 --> 00:25:52.279
need anything. Just pick 10 questions. Get everyone

00:25:52.279 --> 00:25:54.220
in your team to stand up. Say, right, I'm going

00:25:54.220 --> 00:25:56.900
to read out a statement. If you are option A,

00:25:56.980 --> 00:25:58.259
go to the left of the room. If you're option

00:25:58.259 --> 00:26:00.059
B, go to the right of the room. Are you a morning

00:26:00.059 --> 00:26:02.259
or a night person? Are you a big picture or a

00:26:02.259 --> 00:26:05.859
detailed person? Are you an introvert or an extrovert?

00:26:06.380 --> 00:26:08.380
And the team, just by looking physically at the

00:26:08.380 --> 00:26:12.140
other group, will see, oh, I get it. You like

00:26:12.140 --> 00:26:14.799
evenings. Now I understand why you get annoyed

00:26:14.799 --> 00:26:18.720
when I ring you or why you ring me in. And it's

00:26:18.720 --> 00:26:21.000
always eye -opening because no two people will

00:26:21.000 --> 00:26:23.539
be in exactly the same, whatever 10 questions

00:26:23.539 --> 00:26:26.680
you pick. So hopefully you'll appreciate that

00:26:26.680 --> 00:26:29.279
we all need to flex a little bit to get more

00:26:29.279 --> 00:26:32.859
out of working together. You're amazing. So I

00:26:32.859 --> 00:26:35.799
mean, just you dropped so many bombs, I was going

00:26:35.799 --> 00:26:39.500
to say so many gems in this conversation. I'm

00:26:39.500 --> 00:26:42.819
blown away. OK, so you are on LinkedIn with a

00:26:42.819 --> 00:26:46.539
great profile. Thank you. Yes, I am. I post every

00:26:46.539 --> 00:26:48.880
day. You'll find me I spend probably a bit too

00:26:48.880 --> 00:26:50.579
much time there, but I post every day. I write

00:26:50.579 --> 00:26:54.490
a weekly blog. events like this, like several

00:26:54.490 --> 00:26:57.190
podcasts a week. I just love chatting to people,

00:26:57.390 --> 00:26:59.730
meeting people, sharing ideas. Obviously, I also

00:26:59.730 --> 00:27:02.470
run a company and have a job, but these are the

00:27:02.470 --> 00:27:05.769
added bonus bits. Do you have a course that you

00:27:05.769 --> 00:27:07.930
teach others how to go in their company and do

00:27:07.930 --> 00:27:10.109
this? Because you're only one person. We can't

00:27:10.109 --> 00:27:13.180
have you in every company. No, I've got a team

00:27:13.180 --> 00:27:17.539
who do what I do. So yeah, that's how we maximise.

00:27:17.819 --> 00:27:19.920
We do courses for companies. Yeah, we do teach

00:27:19.920 --> 00:27:22.339
the skills that we bring into a room. So if people

00:27:22.339 --> 00:27:24.859
are interested, more than happy to talk. And

00:27:24.859 --> 00:27:27.400
actually, that's why I was in Miami. I was training

00:27:27.400 --> 00:27:31.220
sort of 50 leaders in these sort of skills and

00:27:31.220 --> 00:27:34.039
how to be better leaders. So I do a lot of this

00:27:34.039 --> 00:27:36.299
and I do it around the world and I very much

00:27:36.299 --> 00:27:38.839
enjoy it. Let me just take a second to talk to

00:27:38.839 --> 00:27:41.039
my promotional products industry friends, because

00:27:41.039 --> 00:27:43.819
that makes up a lot of my LinkedIn and the people

00:27:43.819 --> 00:27:46.140
I know. And I just want to say, you know, and

00:27:46.140 --> 00:27:48.519
I'm talking to suppliers that have large companies.

00:27:48.839 --> 00:27:51.220
And what I find the problem is, is that the customer

00:27:51.220 --> 00:27:53.779
service people aren't really communicating with

00:27:53.779 --> 00:27:56.220
the warehouse that's not communicating with the

00:27:56.220 --> 00:27:59.869
accounting department and the... distributors

00:27:59.869 --> 00:28:02.609
always left kind of just agitated and upset because

00:28:02.609 --> 00:28:05.029
they're not getting the right information and

00:28:05.029 --> 00:28:07.490
so and what's like one of the most important

00:28:07.490 --> 00:28:10.880
at the most important as far as As a company

00:28:10.880 --> 00:28:12.799
look at a company that customer service is the

00:28:12.799 --> 00:28:15.220
most important But it's the one that's most important

00:28:15.220 --> 00:28:17.619
to the person placing the order that they want

00:28:17.619 --> 00:28:20.619
to get that information correctly And so how

00:28:20.619 --> 00:28:23.079
do you how would you suggest getting all or what

00:28:23.079 --> 00:28:24.920
would you do? I just before we let you go I want

00:28:24.920 --> 00:28:28.200
to get an idea so company flies you in you go

00:28:28.200 --> 00:28:31.240
into this company and they make pens and all

00:28:31.240 --> 00:28:33.380
you know is that they have they are not able

00:28:33.380 --> 00:28:36.279
to get the pens out at the right time and There's

00:28:36.279 --> 00:28:40.259
a lot of mistakes and errors OK. Well, as with

00:28:40.259 --> 00:28:43.160
anything, A, I love that challenge. But it all

00:28:43.160 --> 00:28:44.799
starts with what's the specific problem we're

00:28:44.799 --> 00:28:47.599
trying to solve. So there's a great quote by

00:28:47.599 --> 00:28:50.019
Albert Einstein. I say it all the time. Albert

00:28:50.019 --> 00:28:52.059
Einstein once said, if I only had an hour to

00:28:52.059 --> 00:28:56.500
save the world, I would spend at least 55 minutes

00:28:56.500 --> 00:28:58.559
working out what the problem is, because then

00:28:58.559 --> 00:29:01.259
it's easy. But too many people spend 55 minutes

00:29:01.259 --> 00:29:04.500
just doing stuff, going and making another pen,

00:29:04.579 --> 00:29:07.420
going and blaming. Take some time. Why are we

00:29:07.420 --> 00:29:09.900
not selling pens? And I break it down into each

00:29:09.900 --> 00:29:12.079
part of the pros. Is it we don't make enough

00:29:12.079 --> 00:29:15.119
pens? Is it we can't transfer the pens? Is it

00:29:15.119 --> 00:29:17.539
we don't know how to talk to clients? So have

00:29:17.539 --> 00:29:19.759
a look. And then once you work out, oh, that's

00:29:19.759 --> 00:29:23.599
the problem, it's really easy. Well, now we get

00:29:23.599 --> 00:29:25.380
to the favorite bit. We can just generate ideas

00:29:25.380 --> 00:29:28.019
on how to solve this. Pick the best idea. We

00:29:28.019 --> 00:29:32.000
can all go home. I love that. So companies really

00:29:32.000 --> 00:29:35.079
just need to bring you in and fix a problem.

00:29:35.119 --> 00:29:38.359
There's no reason that, you know, because I feel

00:29:38.359 --> 00:29:40.079
like I can see the owner going, oh, there's nothing

00:29:40.079 --> 00:29:42.740
I can do. It is what it is. They're not going

00:29:42.740 --> 00:29:45.420
to listen to me. I've tried. So no, you haven't

00:29:45.420 --> 00:29:47.980
tried unless you've talked to Ferris. No, you

00:29:47.980 --> 00:29:50.119
haven't tried. And probably a problem that people

00:29:50.119 --> 00:29:53.140
face is too many of us try and solve problems

00:29:53.140 --> 00:29:57.460
in a room on our own, right? Get the team involved.

00:29:57.579 --> 00:30:01.920
They will then own the problem. It's the same

00:30:01.920 --> 00:30:05.700
reason. Back in the day in the Apple Store, have

00:30:05.700 --> 00:30:07.779
you ever been to an Apple Store, Adrienne? Oh

00:30:07.779 --> 00:30:10.059
yeah, I'm an Apple Girl. Okay, you're an Apple

00:30:10.059 --> 00:30:11.859
Girl. So back in the day in the Apple Stores,

00:30:11.960 --> 00:30:13.579
they used to put the iPads when they first came

00:30:13.579 --> 00:30:17.920
out, they put them 10 degrees askew. So they

00:30:17.920 --> 00:30:20.140
weren't straight. Do you know why they used to

00:30:20.140 --> 00:30:23.079
do that? No. Because when a human being walks

00:30:23.079 --> 00:30:24.299
in, what's the first thing they're going to do

00:30:24.299 --> 00:30:29.220
when they see an iPad askew? Grab it. They're

00:30:29.220 --> 00:30:30.940
going to grab it and fix it, because human beings

00:30:30.940 --> 00:30:33.019
like things straight. And as soon as you touch

00:30:33.019 --> 00:30:36.740
an item, you are twice as likely to buy it, right?

00:30:37.619 --> 00:30:40.420
So it's psychological hacking. But anyway, they're

00:30:40.420 --> 00:30:43.319
not allowed to do that anymore. But I say, do

00:30:43.319 --> 00:30:46.359
the same thing to leaders. I say, if you give

00:30:46.359 --> 00:30:49.140
a person a problem that's 10 degrees askew and

00:30:49.140 --> 00:30:52.180
say, let them touch it and fix it, they are twice

00:30:52.180 --> 00:30:55.799
as likely to feel like they own it, right? Don't

00:30:55.799 --> 00:30:58.150
you fix it. on your own, because they'll go,

00:30:58.250 --> 00:31:01.450
well, the boss always fixes it, right? I'm not

00:31:01.450 --> 00:31:03.170
going to get involved. So they won't follow through

00:31:03.170 --> 00:31:04.730
and do all the bits that you need them to do.

00:31:05.029 --> 00:31:07.849
So it's a common mistake that I find in leaders.

00:31:07.990 --> 00:31:10.049
They think they have to be the hero, but they're

00:31:10.049 --> 00:31:11.910
not thinking smart of how do they engage their

00:31:11.910 --> 00:31:15.369
team. Oh, I love that. I love that. My favorite

00:31:15.369 --> 00:31:18.509
saying is, hey, everyone, leave your ego at the

00:31:18.509 --> 00:31:25.380
door. Nobody's a hero here. So it really is lovely

00:31:25.380 --> 00:31:27.799
talking to you. You are just as true. Let me

00:31:27.799 --> 00:31:30.279
just tell everyone. You'll have the link. And

00:31:30.279 --> 00:31:32.500
just take his name down because it should be

00:31:32.500 --> 00:31:35.980
like literally five and a half seconds to type

00:31:35.980 --> 00:31:38.799
it, write it in, and find it. find your, I mean,

00:31:38.799 --> 00:31:41.200
it's very simple because you do have a really

00:31:41.200 --> 00:31:45.339
great LinkedIn, 16 ,000 followers. I actually

00:31:45.339 --> 00:31:48.140
ring his bell, so I get everything. The content

00:31:48.140 --> 00:31:51.400
is great. It's so nice that you provide it so

00:31:51.400 --> 00:31:53.759
that because we do, we need to hear it more often.

00:31:53.799 --> 00:31:56.500
And there's a lot of smaller companies that maybe

00:31:56.500 --> 00:31:59.140
can't afford to bring you in. But at the end

00:31:59.140 --> 00:32:02.059
of the day, if you can't like when you have that

00:32:02.059 --> 00:32:04.180
problem, you're actually going to save money.

00:32:04.319 --> 00:32:06.680
so you can't think of it like we can't afford

00:32:06.680 --> 00:32:08.920
the company. How do you pronounce your company

00:32:08.920 --> 00:32:12.480
too? Shi -geto? Shi -geto. Shi -geto is the Japanese

00:32:12.480 --> 00:32:15.559
word for a sharpening stone. Oh I love that.

00:32:15.599 --> 00:32:18.000
Shi -geto. So everyone has to sharpen their stone.

00:32:18.420 --> 00:32:21.519
That's right and it may cost a little money but

00:32:21.519 --> 00:32:23.180
you're going to go through the prime steaks like

00:32:23.180 --> 00:32:25.579
butter and at the end of the day you're going

00:32:25.579 --> 00:32:27.519
to have a great cup, you're going to have great

00:32:27.519 --> 00:32:29.700
food, and you're going to have a great business

00:32:29.700 --> 00:32:32.420
with changes that are needed. So I love it. Thank

00:32:32.420 --> 00:32:34.319
you so much. Is there anything else that I missed

00:32:34.319 --> 00:32:36.819
that I didn't share? No, it's been absolutely

00:32:36.819 --> 00:32:39.160
amazing. I've really enjoyed it. So thank you

00:32:39.160 --> 00:32:42.119
very much, Adrian. And thanks to Angie and everyone

00:32:42.119 --> 00:32:44.380
else out there. I don't know all your names.

00:32:44.480 --> 00:32:45.839
I don't know any of your names, but it's been

00:32:45.839 --> 00:32:47.700
amazing. And I look forward to chatting to you

00:32:47.700 --> 00:32:49.720
some more. Oh, you have a great personality.

00:32:49.980 --> 00:32:51.579
Thank you. Thank you, everyone, for watching.

00:32:51.900 --> 00:32:53.859
Have a great rest of the day. You're awesome.

00:32:54.940 --> 00:32:57.099
I'll support your posts. I'll repost everything

00:32:57.099 --> 00:33:01.400
I can do. Thank you. All right, thank you. Bye

00:33:01.400 --> 00:33:01.700
bye.