AI transcript
0:00:05 Today’s episode is sponsored in part by Teachable, Fundrise, Mint Mobile, Working Genius, Indeed,
0:00:06 and Shopify.
0:00:11 Teachable makes it easy for creators to monetize their content with full control.
0:00:15 Head to teachable.com and use code “PROFITING” to claim your free month on their pro-paid
0:00:16 plan.
0:00:20 Grow your real estate investments in minutes with the Fundrise flagship fund.
0:00:26 Add the Fundrise flagship fund to your portfolio with as little as $10 at fundrise.com/profiting.
0:00:29 Save big on wireless with Mint Mobile.
0:00:35 Get your new three-month premium wireless plan for just $15 a month at mintmobile.com/profiting.
0:00:39 Unlock your team’s potential and boost productivity with Working Genius.
0:00:44 Get 20% off the $25 Working Genius assessment at workinggenius.com with code “PROFITING”
0:00:46 at checkout.
0:00:49 Attract interview and hire all in one place with Indeed.
0:00:53 Get a $75 sponsored job credit at indeed.com/profiting.
0:00:55 Terms and conditions apply.
0:00:59 Shopify is the global commerce platform that helps you grow your business.
0:01:04 Sign up for a $1 per month trial period at Shopify.com/profiting.
0:01:08 As always, you can find all of our incredible deals in the show notes.
0:01:12 So often we look at a person’s personality type and we think that tells us what kind
0:01:16 of job they should have, but Working Genius is what you do.
0:01:20 It actually allows us to avoid hiring people who are going to be miserable.
0:01:24 You’ve written in the past that it’s a mistake to think that A-level talent doesn’t need
0:01:26 to be managed.
0:01:29 Working Genius helps us understand how they might need to be managed, but the truth of
0:01:33 the matter is every person in the world benefits from management.
0:01:38 I don’t care if you’re running a $10 billion company and you’re managing the CMO.
0:01:40 Everybody needs to be managed.
0:01:45 The thing about a short meeting, it’s efficient, but it’s not necessarily effective.
0:01:47 Most organizations try to…
0:01:49 And that’s why people hate meetings.
0:02:13 Yeah, fam, welcome back to the show and today we are airing part two of my conversation with
0:02:15 Patrick Lenchoni.
0:02:19 We’re going to be talking all about working geniuses for teams.
0:02:24 Now, if you didn’t listen to part one of my episode with Patrick, I would go back now
0:02:25 and take a listen to that.
0:02:30 Part one of the episode is really the foundation of learning about working geniuses, working
0:02:33 competencies and working frustrations.
0:02:37 We go over the six different working geniuses and that part one episode is really focused
0:02:39 on the individual.
0:02:42 So how can we understand what our working geniuses are?
0:02:45 How can we understand what to do with our competencies and frustrations and how to
0:02:47 treat them?
0:02:52 How do all these different six core working geniuses work together to put on a project?
0:02:55 And we really focus on the individual with Patrick Lenchoni.
0:03:00 Now Patrick Lenchoni is an expert on team building and team efficiencies.
0:03:03 He wrote over 12 bestselling business books.
0:03:05 He’s one of the most famous business authors.
0:03:10 He has a consultancy group called the Table Group that helps companies improve their operations,
0:03:12 working culture and team efficiency.
0:03:17 So he knows all about how to have rockin’ teams, which is what we’re going to be talking
0:03:19 about today in part two.
0:03:21 Really focused on teams and organizations.
0:03:26 How do we roll out the working genius assessment to our teams?
0:03:29 How do we use that to identify gaps within our organization?
0:03:32 How do we use that to retain our employees better?
0:03:36 How do we use that to improve our meetings and productivity as a whole?
0:03:39 So I think you guys are going to learn a lot from this conversation.
0:03:45 Let’s jump into part two of my conversation with the amazing Patrick Lenchoni.
0:03:50 So I want to move on to more team effectiveness, productivity, talking about how we can roll
0:03:53 this out to our whole organization.
0:03:54 So let’s start there.
0:03:59 If we wanted to roll this out to our organization, what are the stages of actually doing that?
0:04:01 What should we think through?
0:04:03 We’re doing that more and more now.
0:04:09 The first thing is, and the good news about this is the results resonate with people so
0:04:12 quickly that there’s not a lot of organizing you have to do.
0:04:16 In other words, once a team, I think it’s good to do it in teams.
0:04:20 But we have organizations where everybody in the company does their working genius.
0:04:22 And suddenly people are, and they know what they are.
0:04:24 People remember what they are.
0:04:27 And so people are going around the office going, “Hey, could you come to this meeting?
0:04:28 Well, I’m not in your team.”
0:04:30 I know, but if you come to them, we really need some galvanizing.
0:04:31 We don’t have anybody on our team that does that.
0:04:35 So first of all, just get as many people in your organization to know what they are.
0:04:41 The language, the vocabulary, and the way people work together is going to change.
0:04:42 But then do the team map.
0:04:47 The team map is a piece of paper that shows you in all six geniuses where you have people
0:04:49 with geniuses or frustrations.
0:04:51 And so you can see the gaps.
0:04:53 And right away, literally, you look at it.
0:04:59 I had a team I worked with, Hala, and it was a technology company, but a big one.
0:05:03 And they had nobody on the executive team with invention, none, nobody.
0:05:04 And it was a technology company.
0:05:06 Wow, that’s terrible.
0:05:07 And they were frustrated.
0:05:09 For 10 years, they hadn’t had a new idea.
0:05:11 They were using their old products.
0:05:13 And they were like, “Why can’t we come up with a new product?”
0:05:16 Well, we looked at their type and it’s because they were all about implementation.
0:05:17 They were all like, “Well, we got to make our numbers.
0:05:19 We got to have our tight schedule.”
0:05:23 And nobody there liked to sit back and ask questions and come up with new ideas, except
0:05:25 for one guy on the team.
0:05:26 And he was their lawyer.
0:05:30 And they were like, “Why don’t you take over new technology acquisition?”
0:05:32 He’s like, “Well, I’m the chief legal counsel.”
0:05:33 And they’re like, “Yeah, but you like it, don’t you?
0:05:34 And you’re good at this.”
0:05:35 And he’s like, “I love it.
0:05:37 I would love to do that.”
0:05:39 Two years later, he was no longer even in the legal department.
0:05:41 He was running that part of their business.
0:05:45 So the answer to your question about how do you roll this out, get people to do this and
0:05:49 talk about it on their teams and they are going to solve problems.
0:05:52 Just looking at it and going, “Well, hell, I could do that.
0:05:53 I love that.”
0:05:55 And somebody else is going to go, “You love that?
0:05:56 Why?
0:05:57 I hate it.”
0:05:58 And they’re like, “Well, because I’m this.”
0:06:01 And they’re going to go, “Well, let’s change the way we’re getting this done.”
0:06:04 So there’s not a lot to do there, but there is this.
0:06:10 We have a program, which we call certification, which is you can take one person in an organization
0:06:13 and make them an expert in this in two days.
0:06:16 We have this training thing where you can do it online, it’s virtual.
0:06:19 And in two days, you can become an expert and then you can be the consultant to your organization
0:06:21 to help them figure out how to do this.
0:06:22 I love that.
0:06:24 We’ve had like 3,000 people get certified already.
0:06:26 Companies will say, “We’re sending three of our people through certification and they’re
0:06:29 going to teach everybody in the organization how to use this.”
0:06:33 I’m definitely rolling this out to my organization, because first of all, it’s so cost effective.
0:06:39 It’s $25, not expensive, and the amount of money that you’ll save from productivity and
0:06:42 not having to hire, it’s just a game changer.
0:06:47 And even just the activity itself, I feel is going to make my employees happy and feel
0:06:49 like we care about them.
0:06:54 And I’m just going to roll it out as an activity that we do across the company, and then everybody
0:07:00 has new language, which creates a deeper bond, because everyone’s talking about, “Are you
0:07:01 an innovator?
0:07:02 Do you have tenacity?”
0:07:06 It’s something else to bond everybody together as well.
0:07:10 And it’s not a judgment thing, because there are some things that people go, “I don’t want
0:07:11 to be put into a box.
0:07:12 I don’t want to be limited.”
0:07:16 They don’t respond to this like that very much at all, because it’s about joy and energy.
0:07:19 And everybody wants to be able to share it to people, “Hey, I really love doing this,
0:07:21 so if you could let me do this more, I’d be really happy.”
0:07:24 They don’t feel like they’re being judged, it’s really about revealing to other people
0:07:27 what their favorite things are.
0:07:33 So it doesn’t feel like any people get condemned, it feels like it’s people feeling understood.
0:07:38 The other thing is that I want to implement it as part of the hiring process.
0:07:40 Oh, I got to tell you a story.
0:07:45 So in hiring, there’s certain legal limitations about using assessments.
0:07:46 Oh, really?
0:07:49 Yeah, but it’s not as bad as people think.
0:07:53 But we actually had a lawyer come to our office, I would work with him and his team.
0:07:54 I didn’t know this.
0:07:59 He was the guy that argued the case before the Texas Supreme Court to not let them use
0:08:02 assessments in hiring, because they thought it could be biased and all those other things.
0:08:03 So he hated assessments.
0:08:05 I did not know this.
0:08:07 We did working genius with him and his team.
0:08:11 At the end of two days, I found out that he was that guy.
0:08:17 And he goes, “I think this one works,” because he was actually giving people feedback and
0:08:21 he goes, “I can’t believe how everybody is resonating with this,” and it makes sense
0:08:22 to me.
0:08:26 And I’m actually now talking to them using the working genius.
0:08:31 Because it’s related to work itself, it actually allows us to avoid hiring people who are going
0:08:35 to be miserable or hiring somebody and putting them in the wrong job.
0:08:41 So we’re developing, it’s almost done, an AI tool where you could type in one paragraph
0:08:42 job description.
0:08:46 We want this person to do this and this and this and this, and it’ll spit back to you the
0:08:52 most likely working geniuses that will help find the person that would do that.
0:08:53 And you know who loves it?
0:08:56 It’s employees who are getting hired and they’re like, “I don’t want a job I’m going to hate.”
0:08:57 Exactly.
0:09:02 So it’s a great matchmaking tool and we use it when we talk to people.
0:09:07 You can’t necessarily force people to, but a lot of staffing companies, they’re going
0:09:09 to get their candidates all to do it.
0:09:11 They’re staffing companies to do this now.
0:09:14 And then when their clients call and say, “Hey, we need somebody to do this job,” they look
0:09:17 at their working genius and they go, “Hey, I think this job would be great for you.”
0:09:19 Or, “I think I have a person who would love this.”
0:09:25 It’s taking staffing and hiring from a crapshoot where 50% of the time a person is like, “I
0:09:29 don’t know why I took this job,” to one where we’re getting a lot better at knowing who’s
0:09:31 going to succeed and who’s not.
0:09:34 I’m sort of disappointed because I was so excited that I was like, “Okay, I’m just going
0:09:38 to make this mandatory because, for example, I’m looking for an EA and I need to make sure
0:09:41 they can create and I need to make sure they have tenacity.
0:09:45 I need those two things, innovation and tenacity.”
0:09:46 I love it.
0:09:51 So, an EA is a perfect job because one EA is not the same as another.
0:09:54 Hey, one CEO is not the same as another, depends on what kind of company is.
0:09:56 So you’re looking for an EA.
0:10:00 What you can say to them is, “Hey, I would love for you to take this if you want to.
0:10:01 It’ll help you.
0:10:02 It’s a gift.
0:10:03 Here’s a gift for you to do this.”
0:10:07 Then I’m just going to describe what I want.
0:10:11 And if you think that it’s a good match for you, then that’s fantastic.
0:10:12 We’ll talk about that.
0:10:16 But oftentimes it’s the candidate who will look at it and go, “Oh, no, please don’t hire
0:10:17 me for this job.
0:10:18 This is going to be miserable for me.”
0:10:23 Because for you, you’re saying you want somebody with tenacity and you said somebody who can
0:10:24 create.
0:10:25 Yeah.
0:10:28 Invention and they’ve got to get stuff done.
0:10:29 Okay.
0:10:32 So that’s called the methodical architect.
0:10:37 If I had an administrative assistant and we’re hiring one for me right now because I’m moving
0:10:40 to a new place, I need a new one.
0:10:44 And I need a DT, which is discernment and tenacity.
0:10:45 You know why?
0:10:49 Because I will not give them detailed job descriptions.
0:10:51 They’re going to figure out how to help me.
0:10:56 Now, if I were a different personality as a CEO, I would tell somebody what to do it.
0:10:59 I might want them to be an ET, which is to do whatever I tell you.
0:11:03 But I’m going to say to them, “Could you figure out what you think I need?”
0:11:04 Because I don’t know.
0:11:05 And that’s really different.
0:11:09 And in your case, because of the work you do, you want somebody who’s actually creative.
0:11:12 Now, there’s a lot of people that don’t want an EA that has that.
0:11:17 So it’s not so much about every job with that title needs the same thing.
0:11:20 Frankly, one person’s executive assistant is different than another’s.
0:11:22 One person’s head of marketing is different.
0:11:24 People talk about this like, “What would be a good head of marketing?”
0:11:25 And I’m like, “I don’t know.
0:11:28 Do you want somebody who’s lead generation and closes deals or do you want somebody that’s
0:11:32 kind of with a new brand strategy and understands the market from a strategic standpoint?”
0:11:34 Those are two different roles.
0:11:38 Do you know how often, and you know, the CEOs hire a head of marketing and they don’t
0:11:39 even know what their working geniuses are?
0:11:41 And they say, “Well, they were good at marketing before.
0:11:44 Yeah, but they did a totally different job.”
0:11:49 So I think working genius, I don’t know how to make it mandatory for a candidate, but
0:11:53 usually you can say to the candidate, “If you want to figure out what you are, I’ll
0:11:55 tell you what we want.”
0:11:59 And then you can convince me that you think you could do that.
0:12:02 Let’s hold that thought and take a quick break with our sponsors.
0:12:06 Hey, yeah, ma’am, launching my LinkedIn Secrets Masterclass was one of the best things I’ve
0:12:11 ever done for my business, and I didn’t have to figure out all the nuts and bolts of creating
0:12:13 a website for my course.
0:12:15 I needed a lot of different features.
0:12:18 I needed chat capabilities in case anybody had questions.
0:12:21 I needed promo code discounts.
0:12:27 I needed a laundry list of features to enable what I was envisioning with my course.
0:12:28 But here’s the thing.
0:12:32 All I had to do was literally lift a finger to get it all done.
0:12:37 And that’s because I used Shopify.
0:12:42 Shopify is the easiest way to sell anything, to sell online or in person.
0:12:45 It’s the home of the number one checkout on the planet.
0:12:50 And Shopify is not so secret secret as Shoppay, which boosts conversions up to 50%.
0:12:56 That means way fewer cards get abandoned and way more sales get done.
0:13:00 So when students tell me that they can’t afford my course, I let them know about payment
0:13:02 plans with Shoppay.
0:13:03 It is a game changer.
0:13:07 If you’re into growing your business, your commerce platform better be ready to sell
0:13:12 wherever your customers are scrolling or strolling on the web in your store, in their feed, and
0:13:14 everywhere in between.
0:13:18 Put simply, businesses that sell more sell with Shopify.
0:13:23 Upgrade your business and get the same checkout we use at YAP Media with Shopify.
0:13:29 And for your $1 per month trial period at Shopify.com/profiting and that’s all lowercase,
0:13:34 go to Shopify.com/profiting to upgrade your selling today.
0:13:38 That’s Shopify.com/profiting.
0:13:42 Young and Profiters, chances are if you’re listening to this show, you’ve got an expertise
0:13:44 that you can teach other people.
0:13:48 Chances are you can make passive income by creating your first course.
0:13:53 If you’ve been on the fence about creating a course, what are you waiting for?
0:13:57 It is so easy to launch a course these days because Teachable has got your back.
0:14:00 Teachable is the number one course platform.
0:14:04 It is simply the best platform for content creators to start or grow an online business
0:14:05 authentically.
0:14:09 That’s because Teachable offers more product options to create and sell than any other
0:14:15 platform with online courses, digital downloads, coaching services, memberships, and communities.
0:14:20 You can engage your online audience on a deeper level and you can get selling fast with easy
0:14:24 to use content and website builders plus a variety of AI tools.
0:14:27 They have an AI curriculum generator.
0:14:30 They have automatic subtitles and translations.
0:14:34 They’ve really figured out how to use AI to optimize our course creation and make it
0:14:35 much faster.
0:14:39 They also have a top rated mobile app that allows your customers to enjoy your products
0:14:40 on the go.
0:14:45 On Teachable, creators also get more power and ownership over monetizing their content.
0:14:49 Your content shouldn’t get lost in the algorithm and you shouldn’t have to rely on other companies
0:14:50 to pay you.
0:14:54 Now is the perfect time to join Teachable because you get an exclusive deal with our
0:14:56 partner code, Profiting.
0:15:01 Go to teachable.com and use code profiting to unlock a free month on their pro plan.
0:15:05 You’ll get all their marketing, product creation features to build out your offerings and there’s
0:15:07 no limitations on this trial.
0:15:09 So you definitely don’t want to miss this.
0:15:10 Again, it’s teachable.com.
0:15:14 You can use code profiting for an entire free month on Teachable.
0:15:18 Be a part of the 100,000 plus creators who are already using Teachable to turn their
0:15:21 expertise into a thriving online business.
0:15:25 Young Game Profiters, when I started my podcast, I had a volunteer team.
0:15:29 I was able to just go on social media, put up a post, recruit some interns and it was
0:15:30 no big deal.
0:15:34 But as we scaled as a company, I need real A players.
0:15:39 I need people with experience, but we’re a small company and so I don’t have an HR team.
0:15:45 However, I found the secret sauce to hiring effectively with no HR team and the secret
0:15:47 is indeed.
0:15:51 Indeed is your go-to hiring and matching platform where you can find vet and lock in the best
0:15:54 talent all in one place.
0:15:57 Stop bouncing around between different job sites and let Indeed’s matching engine help
0:16:00 you build your dream team fast.
0:16:05 I’m super glad I found Indeed when I did because now hiring is so much easier.
0:16:06 We’re not just doing it from scratch.
0:16:09 We do our hiring all in one place.
0:16:11 Indeed matches you with quality candidates.
0:16:16 In fact, a recent survey found that 93% of employers agree that Indeed delivers the highest
0:16:19 quality matches compared to other job sites.
0:16:25 Getting high quality matches the minute you put up a post saves you so much time.
0:16:26 Trust me.
0:16:27 I know.
0:16:32 Join the over 3 million businesses worldwide that use Indeed to hire A players fast and
0:16:37 listeners of the show will get a $75 sponsored job credit to give your jobs more visibility
0:16:40 at indeed.com/profiting.
0:16:46 That’s indeed.com/profiting and tell Indeed you heard about them on this podcast, Terms
0:16:47 and Conditions apply.
0:16:48 Need to hire?
0:16:53 You need Indeed.
0:16:54 I love it.
0:16:55 That’s what I’ll do.
0:16:57 That’s the approach that I’ll take.
0:17:01 Another thing with teams is that you say that there’s sometimes genius gaps.
0:17:05 Can you talk to us about some of the common genius gaps and how we can actually figure
0:17:07 out if we have any gaps in our organization?
0:17:08 Yeah.
0:17:13 If there’s an organization that has no T, right, that you look like there’s five people
0:17:17 working on it and nobody has tenacity, they’re like, how come we have these great ideas?
0:17:21 We get motivated and then they never seem to get implemented or you only have one T
0:17:25 on your team and you’re killing her or you’re killing him because every time you get to
0:17:29 the last stage, we’re going to that person going, okay, can you finish this?
0:17:32 And the finishing stage often takes a long time and we’re crushing that person.
0:17:37 I did an organization once where I looked and they had like 10 people startup and one
0:17:40 person on the team had tenacity.
0:17:41 And I think her name was Laura.
0:17:43 And I said, hey, Laura, I just met them for the first time.
0:17:46 Do you ever think you’re going to get crushed and does everybody else think she might quit
0:17:47 because we make her do too much?
0:17:49 And they were like, oh my gosh, how did you know?
0:17:52 Because she’s the only one that finishes.
0:17:58 And they’re like, oh no, we got to hire more finishers or actually rethink about how we
0:18:00 do these things.
0:18:05 Or if you’re a company that has no W and I, you might be the most organized, efficient
0:18:10 company in the world, but nobody’s actually saying, maybe we need a new product or maybe
0:18:12 our customers aren’t happy.
0:18:16 So you’re not identifying the opportunities.
0:18:20 So any gap in the six things, if there’s an egregious gap, causes problems.
0:18:25 If there’s no enablement, I had an organization that I worked with that served churches.
0:18:28 So they’re very kind, but nobody had enablement.
0:18:32 And they were like, how come nobody helps?
0:18:33 Shouldn’t we be helpers?
0:18:34 We work with churches.
0:18:36 It’s like, oh, nobody has the genius of enablement.
0:18:39 Nobody comes along and says, yeah, I’ll volunteer to do that for you.
0:18:44 And so any gap is going to show up and usually teams look at the gap on the thing and in
0:18:47 five minutes they’re like, oh yeah, this is why that project failed or this is why we
0:18:50 were good at this thing, but why we’re not good at this thing.
0:18:51 So it’s pretty predictable.
0:18:54 It’s pretty self-explanatory.
0:18:58 And you say that the best way to identify these is by visualizing everything with the
0:19:00 team maps.
0:19:02 What’s that process like?
0:19:07 Everybody takes their assessment on an account and then they just say print the team map.
0:19:11 The piece of paper comes out and it says wonder and it shows the list of people that have
0:19:14 it as a genius and the list of the people that have it as a frustration.
0:19:16 And if there’s none, then they all have it as a thing in the middle.
0:19:17 It’s very easy to see.
0:19:18 And there’s green and red.
0:19:23 So you look at this thing and you go, oh my gosh, we have no green in discernment.
0:19:26 Or we have a whole bunch of reds.
0:19:32 In my organization, we had a whole bunch of reds in invention and I was the only green.
0:19:37 And so not only was I the only inventor, but the other people in my organization really
0:19:40 hated having to come up with new ideas.
0:19:42 And what that told us is two things.
0:19:47 One, we can’t be pulling me out of invention too much because there’s nobody else that’s
0:19:48 going to fill that gap.
0:19:52 And when we hired the next person, it would be sure to be nice if they had invention as
0:19:55 a genius or at least certainly as a competency.
0:19:59 So there was a little bit more of that in the atmosphere on the team.
0:20:02 Yeah, it reminds me of my organization so much.
0:20:08 I started with a social agency, super innovative, always going viral.
0:20:11 And then I launched my network, Kate’s running my agency.
0:20:15 She’s more of enablement, tenacity, and I’m always just, we’re using the same strategies
0:20:16 that I did.
0:20:20 And then I’m trying to figure out the new strategies and I’m getting mad at her because
0:20:26 I’m like, you’re not inventing, but now I realize that’s not what she’s good at.
0:20:29 I need to get somebody else that’s going to invent.
0:20:31 How great is that?
0:20:35 Because what happens is then people will say things like, so I don’t have enablement and
0:20:36 tenacity.
0:20:41 And it’s very easy for people to think that I or for me to think about myself that I’m
0:20:42 lazy.
0:20:46 Now, I work my ass off, but I’ll go like, I guess I’m kind of lazy because I don’t have
0:20:48 an enablement and tenacity.
0:20:52 It’s like, well, I’m just not an implementer, but I’ll work really hard in the things that
0:20:53 I do.
0:20:57 Or a person that doesn’t have invention, we can go, they’re not very smart.
0:20:58 And they’re like, what do you mean?
0:21:00 They’re like, well, gosh, I come up with these ideas.
0:21:01 Can’t they come up with an idea?
0:21:03 No, it’s just a different genius.
0:21:05 They’re smart, but in the thing that they do.
0:21:07 So it avoids judgmentalism.
0:21:12 Now, let me tell you, if a person is really lazy, you know, I have a book called The Ideal
0:21:16 Team Player and it’s about humble, hungry, smart, the three values of a good team player.
0:21:18 There are people that aren’t hungry.
0:21:19 They don’t work hard.
0:21:24 So there are people that are slackers and, yeah, they deserve to be recognized as such,
0:21:26 but that’s not about their skill set.
0:21:28 It’s about maybe they’re just not motivated.
0:21:29 Maybe they never learned how to work hard.
0:21:31 Maybe they don’t really care that much.
0:21:35 I’m not trying to say that there aren’t things that you should let somebody go from your
0:21:36 organization for.
0:21:38 There are.
0:21:43 But if it’s just that they’re wired differently, man, that’s a tragedy when we lose good people
0:21:46 because they’re just wired differently and we attribute it to something else.
0:21:50 I totally agree, and it’s really hard to hire people and it wastes a lot of time.
0:21:55 So if you could just plug people and switch roles and lateral moves, that’s going to save
0:21:57 a lot of money and time.
0:21:58 Yeah.
0:22:01 I really think in terms of productivity, if you have four people and you have them in
0:22:05 roles and you didn’t know why and you figure out they’re working genius and you make adjustments,
0:22:07 you’re going to save two hires.
0:22:10 There was a saying years ago, I remember when I first got out of school and they said, if
0:22:13 you have five engineers working on a project and it’s not getting done, get rid of two of
0:22:14 them.
0:22:17 What they meant is sometimes it’s just that there’s too many.
0:22:21 But I actually think when you tap in, if you have five engineers working on a team and you
0:22:25 actually help them understand their geniuses, they’re going to get the work of nine done.
0:22:26 Yeah.
0:22:28 I can’t wait to implement this.
0:22:30 Would you please let me know how that goes?
0:22:33 I can’t wait to hear what you guys learned.
0:22:38 It is so fun to get stories back from people who have rebirthed an employee by helping them
0:22:39 figure out their thing.
0:22:40 Of course.
0:22:44 I’m excited hiring the wrong person or letting go of the wrong.
0:22:46 I’d love to hear those stories.
0:22:47 Of course.
0:22:48 I’d love to tell you about it.
0:22:49 I’m very excited.
0:22:54 In terms of how you roll it out to an organization, is it a different process or are we still
0:22:58 going and taking the assessment individually or are we signing up our organization so we
0:23:00 can see all the results?
0:23:02 If you go on there, it’s very clear.
0:23:06 I know that because people do it all the time and I can also tell you, I don’t know.
0:23:08 As the inventor of this, I’m amazed.
0:23:12 I’ll be in some place and I’ll say, “Hey, you should take the assessment,” and then
0:23:15 I’ll go, “I have to find somebody that can get you on to do that because I don’t even
0:23:16 know how to do it.”
0:23:17 It’s very simple.
0:23:20 When you go on it and everybody fills it out, it’s just one person signs them all up and
0:23:22 they put it in the same account.
0:23:23 Got it.
0:23:28 Youngandprofiting.co/work, you guys can take the assessment individually or you can sign
0:23:29 up your organization.
0:23:30 We’ll make sure of it.
0:23:31 Call us if you want.
0:23:36 We’re at tablegroup.com and you can find us on the internet and you can call us and we’ll
0:23:37 walk you through it.
0:23:38 Okay, perfect.
0:23:42 Let’s get into some more tactical stuff because I know you’re really good about having good
0:23:43 meetings.
0:23:48 We talked about Zoom, just some productivity, team management type of stuff.
0:23:52 You’ve written in the past that it’s a mistake to think that A-level talent doesn’t need
0:23:54 to be managed.
0:23:58 What do we need to know about how much to manage someone and especially maybe in the
0:24:00 context of working geniuses?
0:24:04 I love that you asked in terms of working genius because I’ve been saying this for years,
0:24:08 that working genius helps us understand how they might need to be managed because not
0:24:10 everybody’s the same.
0:24:15 One of the things I find in organizations is a lot of CEOs, one of the things they don’t
0:24:18 do is they don’t manage their direct reports.
0:24:20 What they do is they say, “Well, I’m a CEO now and this person’s on my leadership team
0:24:22 so I shouldn’t have to manage them.
0:24:23 They’re an adult.”
0:24:28 Or they think that managing is micromanaging and so they say, “Well, I don’t want to micromanage
0:24:29 them.
0:24:30 I trust them.”
0:24:34 Another of the matter is every person in the world benefits from management and that’s
0:24:40 why being a CEO is so dang hard because it is unmanaged and a board does not manage a
0:24:41 CEO.
0:24:45 Oftentimes, boards need to be kind of humored and one of the hardest things about being the
0:24:49 CEO of an organization, it’s lonely and there really is no guidance.
0:24:55 You have to seek out advice but there’s nobody that says, “I own this and I will give you
0:24:56 direction.”
0:24:59 The buck stops with you when you’re the CEO so there’s something naked about that role
0:25:03 and it’s why it’s a very lonely and hard job.
0:25:08 But when leaders say, and I fall into this category too, I don’t like to manage people
0:25:11 by objectives and details and all these things.
0:25:18 Because I’m an ID, I hire people and I go, “Hey, I hired a guy recently who has ETs,
0:25:20 all implementation.”
0:25:23 But I said to him, “Hey, why don’t you just figure out what your job scope should be and
0:25:27 you tell me what success looks like and you tell me what your job should look like.
0:25:29 I want you to figure it out on your own.”
0:25:34 And he was mortified because that’s my ideal job by the way.
0:25:39 And he’s like, “I want measurables, I want structure, I want expectations set for me.”
0:25:43 And I realized I can’t manage him the way I would want to be managed.
0:25:50 I have to manage him to make him the best that he can be and too often CEOs abdicate
0:25:51 responsibility.
0:25:55 They don’t delegate and they don’t, I say at least be a good macro manager.
0:26:00 Know what they’re working on, know if they’re doing well, check in with them, provide what
0:26:06 they need based on their working genius and take responsibility for being their manager.
0:26:10 And I don’t care if you’re running a $10 billion company and you’re managing the CMO or if
0:26:15 you’re an entrepreneur and you have four employees, everybody needs to be managed.
0:26:18 It doesn’t mean that there’s a specific system for it, it doesn’t mean you’re checking in
0:26:20 every day on their deliverables.
0:26:24 It’s less about efficiency and it’s more about effectiveness.
0:26:29 And so even if you don’t necessarily like doing it, do it and do it for them based on
0:26:30 what they need.
0:26:31 Yeah.
0:26:36 Even just taking this assessment made me realize, even though I have employees that haven’t
0:26:40 taken it, I know what they are now and how I need to manage them.
0:26:41 Yeah.
0:26:43 It’s just so clear, it’s really clear.
0:26:45 And you know what you’re going to do with them?
0:26:51 You’re naturally going to go by their office and brainstorm and inspire them.
0:26:52 You’ll do that.
0:26:54 I don’t have to tell you to do that.
0:26:59 But what you might not do is go, “Okay, do you have enough information about whether
0:27:01 you’re succeeding or not?”
0:27:02 Exactly.
0:27:06 The management, the enablement stuff, how can I be a better enablement?
0:27:07 It’s chewing glass for me.
0:27:10 I don’t like it, but I have to do it.
0:27:11 You know what’s great, Hala?
0:27:13 When you go to them and you go, “Hey, you know me.
0:27:14 I’m an IG, by the way.
0:27:16 I want you to see this.”
0:27:17 And they’re going to go, “Of course you are.
0:27:18 That makes sense.”
0:27:20 But there’s things you need that I don’t do naturally.
0:27:24 So just know, though, I’m not saying that I don’t want to do them.
0:27:26 Just know that it’s not easy for me.
0:27:30 And if you come to me and say, “Hey, I need more clarity from you on something,” I’m
0:27:31 not going to take that as a complaint.
0:27:35 I’m going to take that as a compliment that you know I’m not good at it and you need to
0:27:36 provoke me to do it.
0:27:40 And that’ll give them permission to do it without going, “Hala, are you going to get
0:27:42 more specific with us?”
0:27:45 And you’re going to go, “Not naturally I won’t, but if you ask me to, I will.”
0:27:47 So they can coach you.
0:27:50 Your employees will be your best management coaches when you give them the language and
0:27:52 the permission to do that.
0:27:56 We’ll be right back after a quick break from our sponsors.
0:28:01 YapGang, I appreciate a good deal just like anyone else.
0:28:05 But I’m not going to cross a desert or walk through a bed of hot coals just to save a
0:28:06 few bucks.
0:28:11 It needs to be straightforward, no complications, and no nonsense.
0:28:15 So when Mint Mobile said that I could get wireless service for just $15 a month with
0:28:17 a three-month plan, I was skeptical.
0:28:21 But it is truly that simple to secure wireless at $15 a month.
0:28:25 And Mint Mobile made my transition incredibly easy.
0:28:26 The entire process was online.
0:28:30 It was easy to purchase, easy to activate and easy to save money.
0:28:34 The only lengthy part that took up any time was waiting on hold to cancel my previous
0:28:35 provider.
0:28:39 If you want to get started, just go to mintmobile.com/profiting.
0:28:44 You’ll see right now that all the three-month plans are only $15 a month, including the
0:28:45 unlimited plan.
0:28:50 All plans come with high-speed data and unlimited talk and text, delivered on the nation’s
0:28:52 largest 5G network.
0:28:56 And don’t worry, you can use your own phone and keep your current phone number with any
0:28:57 Mint Mobile plan.
0:29:02 Find out how easy it is to switch to Mint Mobile and get three months of premium wireless
0:29:04 for just $15 a month.
0:29:08 To get this new customer offer and your new three-month premium wireless plan for just
0:29:12 $15 a month, go to mintmobile.com/profiting.
0:29:14 That’s mintmobile.com/profiting.
0:29:19 Out your wireless bill to just $15 a month at mintmobile.com/profiting.
0:29:24 $45 upfront payment required equivalent to $15 a month.
0:29:27 New customers on first three-month plan only.
0:29:30 Speed slower above 40GB on unlimited plan.
0:29:33 Additional taxes, fees and restrictions apply.
0:29:35 See Mint Mobile for details.
0:29:38 Young Improfitors, buy low, sell high.
0:29:41 It’s easy to save, but it’s hard to do.
0:29:44 For example, high interest rates are crushing the real estate market right now.
0:29:49 Demand is dropping and prices are falling, even for many of the best assets.
0:29:54 It’s no wonder the Fundrise Flagship Fund plans to go on a buying spree, expanding its billion
0:29:57 dollar real estate portfolio over the next few months.
0:30:01 You can add the Fundrise Flagship Fund to your portfolio in just minutes with as little
0:30:10 as $10 by visiting fundrise.com/profiting, that’s f-u-n-d-r-i-s-e.com/profiting.
0:30:16 And you can diversify your portfolio with the Fundrise Flagship Fund at fundrise.com/profiting,
0:30:21 that’s f-u-n-d-r-i-s-e.com/profiting.
0:30:26 Carefully consider the investment objectives, risks, charges, and expenses of the Fundrise
0:30:28 Flagship Fund before investing.
0:30:33 This and other information can be found in the Fund’s prospectus at fundrise.com/flagship.
0:30:35 This is a paid advertisement.
0:30:40 Yeah, fam, if you’re anything like me, you didn’t start your business to spend all your
0:30:44 time managing finances, budgeting, invoicing, and tax prep?
0:30:47 Not exactly the fun part of entrepreneurship.
0:30:52 My CEO, Jason, on the other hand, is great at finances, but even he doesn’t want to
0:30:57 switch between five different apps for banking, expense tracking, and contractor payments.
0:31:00 We wanted a tool that could just do it all.
0:31:01 And guess what?
0:31:02 We found one.
0:31:04 And yes, it’s called Found.
0:31:09 Found is an all-in-one financial tool made for entrepreneurs and solopreneurs.
0:31:13 Found handles everything — business banking, bookkeeping, invoicing, vendor payments,
0:31:15 and even tax planning.
0:31:17 No more juggling multiple apps.
0:31:20 Found does it all in one place.
0:31:25 With smart features like automatic expense tracking, virtual cards for specific budgets,
0:31:30 and no hidden fees or minimum balances, Found helps us stay organized and save time.
0:31:32 Plus, signing up is quick and easy.
0:31:35 No paperwork or credit checks required.
0:31:39 Join the 500,000 small business owners who trust Found.
0:31:41 Get your business banking working for you.
0:31:45 Try Found for free at found.com/profiting.
0:31:51 Stop getting lost in countless finance apps and try Found for free at found.com/profiting.
0:31:55 Sign up for Found for free at foud.com/profiting.
0:31:58 Found is a financial technology company, not a bank.
0:32:02 Banking services are provided by Pyrmont Bank, member FDIC.
0:32:03 Found’s core features are free.
0:32:07 They also offer an optional paid product, Found Plus.
0:32:14 So something that we agree upon is to have a successful meeting.
0:32:16 It doesn’t have to be short.
0:32:17 I’ve heard that.
0:32:22 And this is something that me and my business partner, Jason, disagree upon all the time,
0:32:23 where he just wants to have short, short meetings.
0:32:27 And I’m like, we had a short meeting, but what was accomplished?
0:32:28 We don’t know what to do.
0:32:29 We need to talk about it.
0:32:31 It’s not about just having short meetings.
0:32:35 We need to know what to do and have clarity, right?
0:32:39 So I’d love for you to just break down some of your best tips in terms of having good
0:32:40 meetings.
0:32:43 And also the fact that a lot of people tuning in right now are having Zoom meetings.
0:32:44 Let’s be honest.
0:32:45 Yeah, yeah, yeah.
0:32:46 Most of the meetings are Zoom.
0:32:48 So let’s talk about that.
0:32:52 And the hardest thing about Zoom meetings, Hala, is that, first of all, we learned this at
0:32:53 the beginning of COVID.
0:32:58 I just saw this movie called Hot Fuzz, and there’s this where they go, this shit just
0:32:59 got real.
0:33:00 You know, it’s like a cop movie.
0:33:02 And that was from Bad Boys or something like that.
0:33:08 But I remember when COVID started, when we were doing our third Zoom meeting, and I finally
0:33:13 provoked real conflict, and we said, I think this shit just got real because too often
0:33:16 on Zoom, it’s harder to go there because you’re not in the same room.
0:33:19 And after the meeting’s over, you’re not going to be able to recover and walk over to the
0:33:21 kitchen and talk to them about it.
0:33:26 So sometimes we don’t go deep and get messy during Zoom meetings the way we need to.
0:33:30 So that’s the thing I would say, first of all, is when we’re doing the stuff on Zoom,
0:33:34 we’ve got to get to that place where we’re being fully human, and it’s harder when it’s
0:33:39 two-dimensional and there’s not follow-up, and we don’t have incidental time.
0:33:41 So we need to do that.
0:33:45 But the other thing is, I would love to know what your partner’s working genius is, because
0:33:51 the thing about a short meeting, it’s efficient, but it’s not necessarily effective.
0:33:54 And I’m a believer in effectiveness over efficiency, okay?
0:33:59 And so sometimes a meeting wanders, but it needed to, and sometimes it takes 45 minutes
0:34:04 in a meeting before you finally realize, oh my gosh, we were talking about the wrong thing.
0:34:07 When a person’s sitting in that meeting going, checking their watch and going, well, I have
0:34:12 another meeting to go to, and I have real work to do, here’s how to help a person understand
0:34:13 that.
0:34:16 There’s four different kinds of meetings that a leadership team has to have, and you and
0:34:18 your partner have to have.
0:34:20 There’s four, and you can’t do them simultaneously.
0:34:22 When we do them simultaneously, they see it doesn’t work.
0:34:26 I call that meeting stew, where we toss out every ingredient in the cupboard into one
0:34:29 pot and stir it up and it just tastes bad.
0:34:32 And the four different kinds of meetings that need to be separated are, one is what I call
0:34:35 a check-in, a daily check-in.
0:34:37 And that’s five to 10 minutes, like what are you doing today?
0:34:38 What are you doing today?
0:34:39 Okay, great.
0:34:40 That’s great.
0:34:41 Okay, oh, I didn’t know you were going to be doing that.
0:34:42 Tell Fred I said hi.
0:34:43 Can you ask him about this thing?
0:34:44 Okay, I can take that off my list.
0:34:48 Totally administrative check-in, don’t sit down just every day.
0:34:52 This is the me saying to my wife, hey, who’s picking the kids up from school, what time
0:34:53 you coming home?
0:34:54 Here’s how I got this meeting today.
0:34:55 Okay, great.
0:34:58 The second meeting is called your weekly tactical, if you do it weekly.
0:35:01 And this is the running the business meeting where you sit down and you go, okay, these
0:35:02 are our goals.
0:35:03 Here’s how we’re doing.
0:35:06 Do we need to solve any near-term problems?
0:35:08 This one’s green, this one’s yellow, this one’s red.
0:35:11 Alan Mulally who ran Ford did it that way too, green, yellow and red.
0:35:12 We do that at our company too.
0:35:13 How are we doing?
0:35:15 These are our five big things we’re working on.
0:35:16 How are they going?
0:35:17 What do we need to do?
0:35:19 It’s probably an hour, maybe 90 minutes.
0:35:22 It’s pretty tactical and it’s focused on moving the ball forward.
0:35:26 The problem is there’s a third meeting and we usually combine it with the second meeting.
0:35:29 And we call this the strategic topical meeting.
0:35:33 This is like there’s some big new initiative or idea or problem.
0:35:38 And it’s really interesting and it’s really urgent.
0:35:42 And so we try to talk about it in the same breath where we’re going through our goals
0:35:44 and we never give it enough time.
0:35:48 This is the meeting where we need to go into a room, clear out two hours and say we have
0:35:52 a competitive threat or we have this new product idea or this new partnership.
0:35:55 Like you talked to me before about there’s new partnerships you’re developing.
0:35:58 You don’t have that during your regular weekly meeting.
0:36:02 Have a separate meeting and all we’re going to talk about is that partnership.
0:36:07 And go in there, roll up your sleeves, grab some food, get a whiteboard and argue and
0:36:10 debate and dream and do this.
0:36:13 That’s what people in business school call a case study.
0:36:16 It’s the most fun you can ever have.
0:36:20 And yet we kill that fun by having it in 10 minute increments in between going through
0:36:22 our checklists.
0:36:24 It robs our meetings.
0:36:26 It makes the tactical meetings confusing.
0:36:30 It makes the strategic meetings far too limited.
0:36:34 And when the leaders of an organization do that, they really lose their way.
0:36:39 So when somebody says, let’s have a short meeting, I say, yeah, make your daily check-in
0:36:40 short.
0:36:45 Hey, maybe make your weekly tactical fairly short, but never cut off a conversation that
0:36:49 needs to be explored and worked through and it’s messy.
0:36:52 And that’s the biggest problem I see in organizations, they combine their strategic conversations
0:36:57 and their tactical ones in the same meeting and it’s never good for anybody.
0:37:00 The fourth kind of meeting, I think it’s once a quarter, you should probably do it.
0:37:03 And maybe it takes two hours, maybe it takes a half a day.
0:37:06 And that’s just the quarterly check-in where you just get out of the office, you take a
0:37:09 breath and you say, is this working?
0:37:12 That’s probably a WI meeting where you just step back and go, is there anything we’re
0:37:14 not seeing?
0:37:15 What’s going on in the market?
0:37:18 How are we doing as a team behaviorally?
0:37:20 You just need to do that every once in a while.
0:37:25 Those four kinds of meetings, most organizations try to have all four in one meeting and they
0:37:29 call it their weekly meeting and that’s why people hate meetings.
0:37:33 I’m actually really proud of my company because we do all four.
0:37:34 You do?
0:37:35 We do all four.
0:37:38 So we call each other scrappy hustlers, that’s our name.
0:37:39 I love it.
0:37:41 And every morning we do a hustler huddle.
0:37:45 I do it with my executive team, I do it with my sales and marketing team 15 minutes.
0:37:46 What are we grateful for?
0:37:47 What are we working on?
0:37:49 Are there any blockers?
0:37:51 How do you feel now?
0:37:55 Every single morning, we do something called G90s where we talk for 90 minutes every week.
0:38:00 Me and my executive team about all of our problems called G90.
0:38:05 Then we do a monthly strategic meeting to talk about any strategies and then we do a
0:38:08 quarterly planning, which is the ideation stuff.
0:38:09 Wow.
0:38:11 So I feel like we’re really on track here.
0:38:12 You got it.
0:38:14 That is crazy.
0:38:18 Because you know that people have different contexts when they go into those meetings
0:38:19 and you can’t do them all together.
0:38:20 Good for you.
0:38:21 Yeah.
0:38:22 No wonder we’re doing so great.
0:38:23 Seriously.
0:38:24 Seriously.
0:38:25 Meetings are key.
0:38:27 I had such a great conversation with you.
0:38:29 I loved learning about the working genius.
0:38:33 I loved understanding how this is going to impact our teams.
0:38:37 I end my show with two questions that I ask all of my guests.
0:38:41 You can just think of this as not having to do with the topic necessarily, just whatever
0:38:43 comes from your heart.
0:38:48 The first one is what is one actionable thing our young and profitors can do today to become
0:38:50 more profiting tomorrow?
0:38:51 Wow.
0:38:53 I want to give a thoughtful answer to that.
0:38:58 I think that one of the things that people don’t do when they’re young is get very clear
0:39:04 about who they are and what their personal values are and we’re too opportunistic and
0:39:08 kind of reacting to whatever’s going on and actually sit down and write down this is the
0:39:10 person I want to be and this is what I want to do.
0:39:11 And it’s so crazy.
0:39:15 It’s so simple, but they say if you don’t know where you’re going, all roads lead there
0:39:17 or no road is right.
0:39:20 And so I just think people need to be a little clear about, yeah, this is what I’d kind of
0:39:23 like to do and who I’d like to be.
0:39:25 That contextualizes everything else.
0:39:27 So that’s a very general thing, but it’s so simple.
0:39:30 And most people are like, yeah, I haven’t really done that.
0:39:31 Yeah.
0:39:35 So actually step back and think about who you want to be in the future, your future you.
0:39:37 What do you want to grow into?
0:39:38 Yeah.
0:39:39 Absolutely.
0:39:44 What would you say is your secret to profiting in life and this can go beyond business?
0:39:45 Two things.
0:39:46 It’s healing.
0:39:49 It’s identifying the things that happened to me when I was young that I thought were
0:39:53 my superpowers, but they were actually wounds because I was working out of those.
0:39:58 And then every day I pray, I wake up and I pray, I’m Catholic Christian, I listen to
0:40:03 some Bible readings and I pray and that is all the difference between waking up and feeling
0:40:08 like scattered and lost and feeling like, oh yeah, yeah, everything’s good.
0:40:11 Just to dig deep on that just a bit.
0:40:14 Is that sort of a gratitude practice that you have?
0:40:18 Like what do you feel like that does to set the foundation for your day and how can people
0:40:19 mimic that?
0:40:20 Well, I think it’s everything.
0:40:21 It’s interesting that you asked that.
0:40:22 I have this app.
0:40:23 It’s called Amen.
0:40:27 It goes through the readings of the day, which is like seven minutes, eight minutes of the
0:40:31 readings, Old Testament, maybe Psalms in the gospel.
0:40:33 And then it asks you a series of questions.
0:40:37 And I think in those questions, it kind of gets at the four areas of prayer, which is
0:40:43 gratitude, what you’re grateful for, petition, what you want, what you need, praise, which
0:40:44 is God, you’re good.
0:40:45 This is great.
0:40:48 And then sorrow, hey, I want to be better and I’m sorry I did these things.
0:40:52 I think it touches on all four of those kinds of prayer.
0:40:53 Gratitude is the thing I need to work on the most.
0:40:58 I grew up, every time I accomplished something, I would go like, okay, what’s next?
0:41:01 And I never felt safe just going, oh, that was wonderful.
0:41:02 Thank you.
0:41:03 That’s great.
0:41:05 So gratitude is a deficiency area for me.
0:41:06 And I learned that from John Gordon.
0:41:07 I don’t know if you know who John Gordon is.
0:41:08 Yes.
0:41:09 So I had him on the show.
0:41:10 Yep.
0:41:12 Oh, he’s like one of my favorite human beings, my good dear friend.
0:41:14 And the gratitude thing is so critical.
0:41:20 Michael Jervis came on the show and he taught me this morning ritual where he says before
0:41:24 he even gets out of the covers, the first thing he does is what are three things I’m
0:41:25 grateful for.
0:41:26 Wow.
0:41:27 Before you get out of the covers.
0:41:30 So now every morning, before I even wake up, when I’m laying in my bed, before I get
0:41:33 out of bed, I just say, what am I grateful for?
0:41:34 And then I get up.
0:41:35 And it just helps a little bit.
0:41:39 Especially if I remember to do it, it’s always a better day.
0:41:40 That’s great.
0:41:41 I’ll remember that.
0:41:42 That’s fantastic.
0:41:46 Patrick, where can everybody learn more about you and everything that you do?
0:41:47 My company is called The Table Group.
0:41:51 So if you go to tablegroup.com, you can find us there.
0:41:54 The Working Genius stuff is at workinggenius.com.
0:41:56 They can get to that through your site.
0:41:58 You know, there’s one thing I have that I’ve started recently.
0:42:04 I do a morning three-minute devotional for professionals who are followers of Jesus.
0:42:08 But if you’re not, if you’re curious about Jesus, you can do it too because I love everyone.
0:42:09 But it’s a three-minutes.
0:42:10 It’s called the three-minute reset.
0:42:12 Me and a guy named Christophanic do it.
0:42:14 And I’ve found that a lot of people really like it.
0:42:16 And I just started doing this January 1 of this year.
0:42:20 And it’s every weekday because a lot of people are like, I don’t know what I want to do around
0:42:21 my faith.
0:42:22 And it’s like, well, here’s three minutes.
0:42:23 Maybe you can just start with three minutes.
0:42:27 And it’s combining stuff that I do in the work world with faith.
0:42:28 And so a lot of people really like that.
0:42:29 It’s grown.
0:42:31 How do you join it?
0:42:34 You just go wherever podcasts are and type in the three-minute reset in my name.
0:42:36 Oh, it’s a podcast that you can listen to every morning.
0:42:37 Yeah.
0:42:39 It’s essentially a podcast with a daily three-minute thing.
0:42:40 Oh, cool.
0:42:41 We’ll put the link in the show notes.
0:42:46 Again, guys, if you want to take the working genius assessment, go to youngandprofiting.co/work.
0:42:48 We’ll put that link in the show notes.
0:42:50 I can’t wait to hear what you guys think about that assessment.
0:42:52 If it helped you, let us know.
0:42:53 Write us a review.
0:42:57 Patrick, thank you so much for joining us on Young and Profiting Podcast.
0:42:59 It’s been a blast.
0:43:03 Thank you, Hala.
0:43:07 Thank you for tuning in for the second part of my wonderful conversation with Patrick
0:43:08 Lynchoni.
0:43:12 If you missed part one, you can find it right next to this episode in your Young and Profiting
0:43:13 feed.
0:43:14 It’s definitely worth going back for.
0:43:18 I really enjoyed learning more about how the different types of working genius can impact
0:43:20 teams and organizations.
0:43:24 I cannot wait to implement some of these takeaways with my own crew.
0:43:28 Every team is only as good as the sum of its individual pieces, and sometimes those individuals
0:43:32 are just in the wrong places, often through no fault of their own.
0:43:36 The best salesperson does not always make the best sales manager, and we shouldn’t
0:43:42 force them or incentivize them to fill a role that is wrong for them and wrong for the company.
0:43:46 Nor do you want to lose smart people just because they are not wired to do the job you
0:43:47 have given them.
0:43:51 A lot of young companies and startups suffer from lopsided teams.
0:43:56 They may have plenty of inventors and galvanizers, but lack employees who can get things done
0:43:58 or who can enable others to do the same.
0:44:02 Or they may have plenty of implementers, but few new ideas, and it’s just as important
0:44:07 to find the right mix of these skills as it is to find the right mix of subject expertise.
0:44:11 Patrick recommended creating a detailed team map to help identify where the genius gaps
0:44:13 are within your teams.
0:44:16 This can help you reassign tasks and reshape groups and roles.
0:44:19 It can also inform your hiring decisions.
0:44:23 The right person for the job might not be the one that you think based on conventional metrics.
0:44:26 Thanks for listening to this episode of Young and Profiting.
0:44:29 If you listened, learned and profited from this conversation, then why keep it all to
0:44:30 yourself?
0:44:34 Send it to a friend or colleague that you think could benefit from the same insights.
0:44:38 If you did enjoy this show and you learned something, then why not drop us a five-star
0:44:40 review on Apple Podcasts?
0:44:44 This is such a helpful way to show your support and also help us to reach more people and
0:44:45 keep climbing up the charts.
0:44:49 If you prefer watching your podcasts as videos, you can find us on YouTube.
0:44:53 Just look up Young and Profiting and you’ll find all our episodes there.
0:44:55 Looking to get in touch with me?
0:44:59 You can find me on Instagram or on LinkedIn by searching my name, Halla Taha.
0:45:04 Finally, a quick shout out my incredible production team and all the different types of working
0:45:05 genius they possess.
0:45:07 You guys are the best.
0:45:10 Before I sign off, I wanted to let you know that this is my AI voice.
0:45:15 At Yap Media, we’ve been experimenting with AI to see just how far we can push it.
0:45:20 Send me a DM on LinkedIn or Instagram, or send me an email to let me know what you think.
0:45:34 This is your host, Halla Taha, aka The Podcast Princess, signing off.
0:45:37 [MUSIC PLAYING]
0:45:47 [BLANK_AUDIO]
0:00:06 and Shopify.
0:00:11 Teachable makes it easy for creators to monetize their content with full control.
0:00:15 Head to teachable.com and use code “PROFITING” to claim your free month on their pro-paid
0:00:16 plan.
0:00:20 Grow your real estate investments in minutes with the Fundrise flagship fund.
0:00:26 Add the Fundrise flagship fund to your portfolio with as little as $10 at fundrise.com/profiting.
0:00:29 Save big on wireless with Mint Mobile.
0:00:35 Get your new three-month premium wireless plan for just $15 a month at mintmobile.com/profiting.
0:00:39 Unlock your team’s potential and boost productivity with Working Genius.
0:00:44 Get 20% off the $25 Working Genius assessment at workinggenius.com with code “PROFITING”
0:00:46 at checkout.
0:00:49 Attract interview and hire all in one place with Indeed.
0:00:53 Get a $75 sponsored job credit at indeed.com/profiting.
0:00:55 Terms and conditions apply.
0:00:59 Shopify is the global commerce platform that helps you grow your business.
0:01:04 Sign up for a $1 per month trial period at Shopify.com/profiting.
0:01:08 As always, you can find all of our incredible deals in the show notes.
0:01:12 So often we look at a person’s personality type and we think that tells us what kind
0:01:16 of job they should have, but Working Genius is what you do.
0:01:20 It actually allows us to avoid hiring people who are going to be miserable.
0:01:24 You’ve written in the past that it’s a mistake to think that A-level talent doesn’t need
0:01:26 to be managed.
0:01:29 Working Genius helps us understand how they might need to be managed, but the truth of
0:01:33 the matter is every person in the world benefits from management.
0:01:38 I don’t care if you’re running a $10 billion company and you’re managing the CMO.
0:01:40 Everybody needs to be managed.
0:01:45 The thing about a short meeting, it’s efficient, but it’s not necessarily effective.
0:01:47 Most organizations try to…
0:01:49 And that’s why people hate meetings.
0:02:13 Yeah, fam, welcome back to the show and today we are airing part two of my conversation with
0:02:15 Patrick Lenchoni.
0:02:19 We’re going to be talking all about working geniuses for teams.
0:02:24 Now, if you didn’t listen to part one of my episode with Patrick, I would go back now
0:02:25 and take a listen to that.
0:02:30 Part one of the episode is really the foundation of learning about working geniuses, working
0:02:33 competencies and working frustrations.
0:02:37 We go over the six different working geniuses and that part one episode is really focused
0:02:39 on the individual.
0:02:42 So how can we understand what our working geniuses are?
0:02:45 How can we understand what to do with our competencies and frustrations and how to
0:02:47 treat them?
0:02:52 How do all these different six core working geniuses work together to put on a project?
0:02:55 And we really focus on the individual with Patrick Lenchoni.
0:03:00 Now Patrick Lenchoni is an expert on team building and team efficiencies.
0:03:03 He wrote over 12 bestselling business books.
0:03:05 He’s one of the most famous business authors.
0:03:10 He has a consultancy group called the Table Group that helps companies improve their operations,
0:03:12 working culture and team efficiency.
0:03:17 So he knows all about how to have rockin’ teams, which is what we’re going to be talking
0:03:19 about today in part two.
0:03:21 Really focused on teams and organizations.
0:03:26 How do we roll out the working genius assessment to our teams?
0:03:29 How do we use that to identify gaps within our organization?
0:03:32 How do we use that to retain our employees better?
0:03:36 How do we use that to improve our meetings and productivity as a whole?
0:03:39 So I think you guys are going to learn a lot from this conversation.
0:03:45 Let’s jump into part two of my conversation with the amazing Patrick Lenchoni.
0:03:50 So I want to move on to more team effectiveness, productivity, talking about how we can roll
0:03:53 this out to our whole organization.
0:03:54 So let’s start there.
0:03:59 If we wanted to roll this out to our organization, what are the stages of actually doing that?
0:04:01 What should we think through?
0:04:03 We’re doing that more and more now.
0:04:09 The first thing is, and the good news about this is the results resonate with people so
0:04:12 quickly that there’s not a lot of organizing you have to do.
0:04:16 In other words, once a team, I think it’s good to do it in teams.
0:04:20 But we have organizations where everybody in the company does their working genius.
0:04:22 And suddenly people are, and they know what they are.
0:04:24 People remember what they are.
0:04:27 And so people are going around the office going, “Hey, could you come to this meeting?
0:04:28 Well, I’m not in your team.”
0:04:30 I know, but if you come to them, we really need some galvanizing.
0:04:31 We don’t have anybody on our team that does that.
0:04:35 So first of all, just get as many people in your organization to know what they are.
0:04:41 The language, the vocabulary, and the way people work together is going to change.
0:04:42 But then do the team map.
0:04:47 The team map is a piece of paper that shows you in all six geniuses where you have people
0:04:49 with geniuses or frustrations.
0:04:51 And so you can see the gaps.
0:04:53 And right away, literally, you look at it.
0:04:59 I had a team I worked with, Hala, and it was a technology company, but a big one.
0:05:03 And they had nobody on the executive team with invention, none, nobody.
0:05:04 And it was a technology company.
0:05:06 Wow, that’s terrible.
0:05:07 And they were frustrated.
0:05:09 For 10 years, they hadn’t had a new idea.
0:05:11 They were using their old products.
0:05:13 And they were like, “Why can’t we come up with a new product?”
0:05:16 Well, we looked at their type and it’s because they were all about implementation.
0:05:17 They were all like, “Well, we got to make our numbers.
0:05:19 We got to have our tight schedule.”
0:05:23 And nobody there liked to sit back and ask questions and come up with new ideas, except
0:05:25 for one guy on the team.
0:05:26 And he was their lawyer.
0:05:30 And they were like, “Why don’t you take over new technology acquisition?”
0:05:32 He’s like, “Well, I’m the chief legal counsel.”
0:05:33 And they’re like, “Yeah, but you like it, don’t you?
0:05:34 And you’re good at this.”
0:05:35 And he’s like, “I love it.
0:05:37 I would love to do that.”
0:05:39 Two years later, he was no longer even in the legal department.
0:05:41 He was running that part of their business.
0:05:45 So the answer to your question about how do you roll this out, get people to do this and
0:05:49 talk about it on their teams and they are going to solve problems.
0:05:52 Just looking at it and going, “Well, hell, I could do that.
0:05:53 I love that.”
0:05:55 And somebody else is going to go, “You love that?
0:05:56 Why?
0:05:57 I hate it.”
0:05:58 And they’re like, “Well, because I’m this.”
0:06:01 And they’re going to go, “Well, let’s change the way we’re getting this done.”
0:06:04 So there’s not a lot to do there, but there is this.
0:06:10 We have a program, which we call certification, which is you can take one person in an organization
0:06:13 and make them an expert in this in two days.
0:06:16 We have this training thing where you can do it online, it’s virtual.
0:06:19 And in two days, you can become an expert and then you can be the consultant to your organization
0:06:21 to help them figure out how to do this.
0:06:22 I love that.
0:06:24 We’ve had like 3,000 people get certified already.
0:06:26 Companies will say, “We’re sending three of our people through certification and they’re
0:06:29 going to teach everybody in the organization how to use this.”
0:06:33 I’m definitely rolling this out to my organization, because first of all, it’s so cost effective.
0:06:39 It’s $25, not expensive, and the amount of money that you’ll save from productivity and
0:06:42 not having to hire, it’s just a game changer.
0:06:47 And even just the activity itself, I feel is going to make my employees happy and feel
0:06:49 like we care about them.
0:06:54 And I’m just going to roll it out as an activity that we do across the company, and then everybody
0:07:00 has new language, which creates a deeper bond, because everyone’s talking about, “Are you
0:07:01 an innovator?
0:07:02 Do you have tenacity?”
0:07:06 It’s something else to bond everybody together as well.
0:07:10 And it’s not a judgment thing, because there are some things that people go, “I don’t want
0:07:11 to be put into a box.
0:07:12 I don’t want to be limited.”
0:07:16 They don’t respond to this like that very much at all, because it’s about joy and energy.
0:07:19 And everybody wants to be able to share it to people, “Hey, I really love doing this,
0:07:21 so if you could let me do this more, I’d be really happy.”
0:07:24 They don’t feel like they’re being judged, it’s really about revealing to other people
0:07:27 what their favorite things are.
0:07:33 So it doesn’t feel like any people get condemned, it feels like it’s people feeling understood.
0:07:38 The other thing is that I want to implement it as part of the hiring process.
0:07:40 Oh, I got to tell you a story.
0:07:45 So in hiring, there’s certain legal limitations about using assessments.
0:07:46 Oh, really?
0:07:49 Yeah, but it’s not as bad as people think.
0:07:53 But we actually had a lawyer come to our office, I would work with him and his team.
0:07:54 I didn’t know this.
0:07:59 He was the guy that argued the case before the Texas Supreme Court to not let them use
0:08:02 assessments in hiring, because they thought it could be biased and all those other things.
0:08:03 So he hated assessments.
0:08:05 I did not know this.
0:08:07 We did working genius with him and his team.
0:08:11 At the end of two days, I found out that he was that guy.
0:08:17 And he goes, “I think this one works,” because he was actually giving people feedback and
0:08:21 he goes, “I can’t believe how everybody is resonating with this,” and it makes sense
0:08:22 to me.
0:08:26 And I’m actually now talking to them using the working genius.
0:08:31 Because it’s related to work itself, it actually allows us to avoid hiring people who are going
0:08:35 to be miserable or hiring somebody and putting them in the wrong job.
0:08:41 So we’re developing, it’s almost done, an AI tool where you could type in one paragraph
0:08:42 job description.
0:08:46 We want this person to do this and this and this and this, and it’ll spit back to you the
0:08:52 most likely working geniuses that will help find the person that would do that.
0:08:53 And you know who loves it?
0:08:56 It’s employees who are getting hired and they’re like, “I don’t want a job I’m going to hate.”
0:08:57 Exactly.
0:09:02 So it’s a great matchmaking tool and we use it when we talk to people.
0:09:07 You can’t necessarily force people to, but a lot of staffing companies, they’re going
0:09:09 to get their candidates all to do it.
0:09:11 They’re staffing companies to do this now.
0:09:14 And then when their clients call and say, “Hey, we need somebody to do this job,” they look
0:09:17 at their working genius and they go, “Hey, I think this job would be great for you.”
0:09:19 Or, “I think I have a person who would love this.”
0:09:25 It’s taking staffing and hiring from a crapshoot where 50% of the time a person is like, “I
0:09:29 don’t know why I took this job,” to one where we’re getting a lot better at knowing who’s
0:09:31 going to succeed and who’s not.
0:09:34 I’m sort of disappointed because I was so excited that I was like, “Okay, I’m just going
0:09:38 to make this mandatory because, for example, I’m looking for an EA and I need to make sure
0:09:41 they can create and I need to make sure they have tenacity.
0:09:45 I need those two things, innovation and tenacity.”
0:09:46 I love it.
0:09:51 So, an EA is a perfect job because one EA is not the same as another.
0:09:54 Hey, one CEO is not the same as another, depends on what kind of company is.
0:09:56 So you’re looking for an EA.
0:10:00 What you can say to them is, “Hey, I would love for you to take this if you want to.
0:10:01 It’ll help you.
0:10:02 It’s a gift.
0:10:03 Here’s a gift for you to do this.”
0:10:07 Then I’m just going to describe what I want.
0:10:11 And if you think that it’s a good match for you, then that’s fantastic.
0:10:12 We’ll talk about that.
0:10:16 But oftentimes it’s the candidate who will look at it and go, “Oh, no, please don’t hire
0:10:17 me for this job.
0:10:18 This is going to be miserable for me.”
0:10:23 Because for you, you’re saying you want somebody with tenacity and you said somebody who can
0:10:24 create.
0:10:25 Yeah.
0:10:28 Invention and they’ve got to get stuff done.
0:10:29 Okay.
0:10:32 So that’s called the methodical architect.
0:10:37 If I had an administrative assistant and we’re hiring one for me right now because I’m moving
0:10:40 to a new place, I need a new one.
0:10:44 And I need a DT, which is discernment and tenacity.
0:10:45 You know why?
0:10:49 Because I will not give them detailed job descriptions.
0:10:51 They’re going to figure out how to help me.
0:10:56 Now, if I were a different personality as a CEO, I would tell somebody what to do it.
0:10:59 I might want them to be an ET, which is to do whatever I tell you.
0:11:03 But I’m going to say to them, “Could you figure out what you think I need?”
0:11:04 Because I don’t know.
0:11:05 And that’s really different.
0:11:09 And in your case, because of the work you do, you want somebody who’s actually creative.
0:11:12 Now, there’s a lot of people that don’t want an EA that has that.
0:11:17 So it’s not so much about every job with that title needs the same thing.
0:11:20 Frankly, one person’s executive assistant is different than another’s.
0:11:22 One person’s head of marketing is different.
0:11:24 People talk about this like, “What would be a good head of marketing?”
0:11:25 And I’m like, “I don’t know.
0:11:28 Do you want somebody who’s lead generation and closes deals or do you want somebody that’s
0:11:32 kind of with a new brand strategy and understands the market from a strategic standpoint?”
0:11:34 Those are two different roles.
0:11:38 Do you know how often, and you know, the CEOs hire a head of marketing and they don’t
0:11:39 even know what their working geniuses are?
0:11:41 And they say, “Well, they were good at marketing before.
0:11:44 Yeah, but they did a totally different job.”
0:11:49 So I think working genius, I don’t know how to make it mandatory for a candidate, but
0:11:53 usually you can say to the candidate, “If you want to figure out what you are, I’ll
0:11:55 tell you what we want.”
0:11:59 And then you can convince me that you think you could do that.
0:12:02 Let’s hold that thought and take a quick break with our sponsors.
0:12:06 Hey, yeah, ma’am, launching my LinkedIn Secrets Masterclass was one of the best things I’ve
0:12:11 ever done for my business, and I didn’t have to figure out all the nuts and bolts of creating
0:12:13 a website for my course.
0:12:15 I needed a lot of different features.
0:12:18 I needed chat capabilities in case anybody had questions.
0:12:21 I needed promo code discounts.
0:12:27 I needed a laundry list of features to enable what I was envisioning with my course.
0:12:28 But here’s the thing.
0:12:32 All I had to do was literally lift a finger to get it all done.
0:12:37 And that’s because I used Shopify.
0:12:42 Shopify is the easiest way to sell anything, to sell online or in person.
0:12:45 It’s the home of the number one checkout on the planet.
0:12:50 And Shopify is not so secret secret as Shoppay, which boosts conversions up to 50%.
0:12:56 That means way fewer cards get abandoned and way more sales get done.
0:13:00 So when students tell me that they can’t afford my course, I let them know about payment
0:13:02 plans with Shoppay.
0:13:03 It is a game changer.
0:13:07 If you’re into growing your business, your commerce platform better be ready to sell
0:13:12 wherever your customers are scrolling or strolling on the web in your store, in their feed, and
0:13:14 everywhere in between.
0:13:18 Put simply, businesses that sell more sell with Shopify.
0:13:23 Upgrade your business and get the same checkout we use at YAP Media with Shopify.
0:13:29 And for your $1 per month trial period at Shopify.com/profiting and that’s all lowercase,
0:13:34 go to Shopify.com/profiting to upgrade your selling today.
0:13:38 That’s Shopify.com/profiting.
0:13:42 Young and Profiters, chances are if you’re listening to this show, you’ve got an expertise
0:13:44 that you can teach other people.
0:13:48 Chances are you can make passive income by creating your first course.
0:13:53 If you’ve been on the fence about creating a course, what are you waiting for?
0:13:57 It is so easy to launch a course these days because Teachable has got your back.
0:14:00 Teachable is the number one course platform.
0:14:04 It is simply the best platform for content creators to start or grow an online business
0:14:05 authentically.
0:14:09 That’s because Teachable offers more product options to create and sell than any other
0:14:15 platform with online courses, digital downloads, coaching services, memberships, and communities.
0:14:20 You can engage your online audience on a deeper level and you can get selling fast with easy
0:14:24 to use content and website builders plus a variety of AI tools.
0:14:27 They have an AI curriculum generator.
0:14:30 They have automatic subtitles and translations.
0:14:34 They’ve really figured out how to use AI to optimize our course creation and make it
0:14:35 much faster.
0:14:39 They also have a top rated mobile app that allows your customers to enjoy your products
0:14:40 on the go.
0:14:45 On Teachable, creators also get more power and ownership over monetizing their content.
0:14:49 Your content shouldn’t get lost in the algorithm and you shouldn’t have to rely on other companies
0:14:50 to pay you.
0:14:54 Now is the perfect time to join Teachable because you get an exclusive deal with our
0:14:56 partner code, Profiting.
0:15:01 Go to teachable.com and use code profiting to unlock a free month on their pro plan.
0:15:05 You’ll get all their marketing, product creation features to build out your offerings and there’s
0:15:07 no limitations on this trial.
0:15:09 So you definitely don’t want to miss this.
0:15:10 Again, it’s teachable.com.
0:15:14 You can use code profiting for an entire free month on Teachable.
0:15:18 Be a part of the 100,000 plus creators who are already using Teachable to turn their
0:15:21 expertise into a thriving online business.
0:15:25 Young Game Profiters, when I started my podcast, I had a volunteer team.
0:15:29 I was able to just go on social media, put up a post, recruit some interns and it was
0:15:30 no big deal.
0:15:34 But as we scaled as a company, I need real A players.
0:15:39 I need people with experience, but we’re a small company and so I don’t have an HR team.
0:15:45 However, I found the secret sauce to hiring effectively with no HR team and the secret
0:15:47 is indeed.
0:15:51 Indeed is your go-to hiring and matching platform where you can find vet and lock in the best
0:15:54 talent all in one place.
0:15:57 Stop bouncing around between different job sites and let Indeed’s matching engine help
0:16:00 you build your dream team fast.
0:16:05 I’m super glad I found Indeed when I did because now hiring is so much easier.
0:16:06 We’re not just doing it from scratch.
0:16:09 We do our hiring all in one place.
0:16:11 Indeed matches you with quality candidates.
0:16:16 In fact, a recent survey found that 93% of employers agree that Indeed delivers the highest
0:16:19 quality matches compared to other job sites.
0:16:25 Getting high quality matches the minute you put up a post saves you so much time.
0:16:26 Trust me.
0:16:27 I know.
0:16:32 Join the over 3 million businesses worldwide that use Indeed to hire A players fast and
0:16:37 listeners of the show will get a $75 sponsored job credit to give your jobs more visibility
0:16:40 at indeed.com/profiting.
0:16:46 That’s indeed.com/profiting and tell Indeed you heard about them on this podcast, Terms
0:16:47 and Conditions apply.
0:16:48 Need to hire?
0:16:53 You need Indeed.
0:16:54 I love it.
0:16:55 That’s what I’ll do.
0:16:57 That’s the approach that I’ll take.
0:17:01 Another thing with teams is that you say that there’s sometimes genius gaps.
0:17:05 Can you talk to us about some of the common genius gaps and how we can actually figure
0:17:07 out if we have any gaps in our organization?
0:17:08 Yeah.
0:17:13 If there’s an organization that has no T, right, that you look like there’s five people
0:17:17 working on it and nobody has tenacity, they’re like, how come we have these great ideas?
0:17:21 We get motivated and then they never seem to get implemented or you only have one T
0:17:25 on your team and you’re killing her or you’re killing him because every time you get to
0:17:29 the last stage, we’re going to that person going, okay, can you finish this?
0:17:32 And the finishing stage often takes a long time and we’re crushing that person.
0:17:37 I did an organization once where I looked and they had like 10 people startup and one
0:17:40 person on the team had tenacity.
0:17:41 And I think her name was Laura.
0:17:43 And I said, hey, Laura, I just met them for the first time.
0:17:46 Do you ever think you’re going to get crushed and does everybody else think she might quit
0:17:47 because we make her do too much?
0:17:49 And they were like, oh my gosh, how did you know?
0:17:52 Because she’s the only one that finishes.
0:17:58 And they’re like, oh no, we got to hire more finishers or actually rethink about how we
0:18:00 do these things.
0:18:05 Or if you’re a company that has no W and I, you might be the most organized, efficient
0:18:10 company in the world, but nobody’s actually saying, maybe we need a new product or maybe
0:18:12 our customers aren’t happy.
0:18:16 So you’re not identifying the opportunities.
0:18:20 So any gap in the six things, if there’s an egregious gap, causes problems.
0:18:25 If there’s no enablement, I had an organization that I worked with that served churches.
0:18:28 So they’re very kind, but nobody had enablement.
0:18:32 And they were like, how come nobody helps?
0:18:33 Shouldn’t we be helpers?
0:18:34 We work with churches.
0:18:36 It’s like, oh, nobody has the genius of enablement.
0:18:39 Nobody comes along and says, yeah, I’ll volunteer to do that for you.
0:18:44 And so any gap is going to show up and usually teams look at the gap on the thing and in
0:18:47 five minutes they’re like, oh yeah, this is why that project failed or this is why we
0:18:50 were good at this thing, but why we’re not good at this thing.
0:18:51 So it’s pretty predictable.
0:18:54 It’s pretty self-explanatory.
0:18:58 And you say that the best way to identify these is by visualizing everything with the
0:19:00 team maps.
0:19:02 What’s that process like?
0:19:07 Everybody takes their assessment on an account and then they just say print the team map.
0:19:11 The piece of paper comes out and it says wonder and it shows the list of people that have
0:19:14 it as a genius and the list of the people that have it as a frustration.
0:19:16 And if there’s none, then they all have it as a thing in the middle.
0:19:17 It’s very easy to see.
0:19:18 And there’s green and red.
0:19:23 So you look at this thing and you go, oh my gosh, we have no green in discernment.
0:19:26 Or we have a whole bunch of reds.
0:19:32 In my organization, we had a whole bunch of reds in invention and I was the only green.
0:19:37 And so not only was I the only inventor, but the other people in my organization really
0:19:40 hated having to come up with new ideas.
0:19:42 And what that told us is two things.
0:19:47 One, we can’t be pulling me out of invention too much because there’s nobody else that’s
0:19:48 going to fill that gap.
0:19:52 And when we hired the next person, it would be sure to be nice if they had invention as
0:19:55 a genius or at least certainly as a competency.
0:19:59 So there was a little bit more of that in the atmosphere on the team.
0:20:02 Yeah, it reminds me of my organization so much.
0:20:08 I started with a social agency, super innovative, always going viral.
0:20:11 And then I launched my network, Kate’s running my agency.
0:20:15 She’s more of enablement, tenacity, and I’m always just, we’re using the same strategies
0:20:16 that I did.
0:20:20 And then I’m trying to figure out the new strategies and I’m getting mad at her because
0:20:26 I’m like, you’re not inventing, but now I realize that’s not what she’s good at.
0:20:29 I need to get somebody else that’s going to invent.
0:20:31 How great is that?
0:20:35 Because what happens is then people will say things like, so I don’t have enablement and
0:20:36 tenacity.
0:20:41 And it’s very easy for people to think that I or for me to think about myself that I’m
0:20:42 lazy.
0:20:46 Now, I work my ass off, but I’ll go like, I guess I’m kind of lazy because I don’t have
0:20:48 an enablement and tenacity.
0:20:52 It’s like, well, I’m just not an implementer, but I’ll work really hard in the things that
0:20:53 I do.
0:20:57 Or a person that doesn’t have invention, we can go, they’re not very smart.
0:20:58 And they’re like, what do you mean?
0:21:00 They’re like, well, gosh, I come up with these ideas.
0:21:01 Can’t they come up with an idea?
0:21:03 No, it’s just a different genius.
0:21:05 They’re smart, but in the thing that they do.
0:21:07 So it avoids judgmentalism.
0:21:12 Now, let me tell you, if a person is really lazy, you know, I have a book called The Ideal
0:21:16 Team Player and it’s about humble, hungry, smart, the three values of a good team player.
0:21:18 There are people that aren’t hungry.
0:21:19 They don’t work hard.
0:21:24 So there are people that are slackers and, yeah, they deserve to be recognized as such,
0:21:26 but that’s not about their skill set.
0:21:28 It’s about maybe they’re just not motivated.
0:21:29 Maybe they never learned how to work hard.
0:21:31 Maybe they don’t really care that much.
0:21:35 I’m not trying to say that there aren’t things that you should let somebody go from your
0:21:36 organization for.
0:21:38 There are.
0:21:43 But if it’s just that they’re wired differently, man, that’s a tragedy when we lose good people
0:21:46 because they’re just wired differently and we attribute it to something else.
0:21:50 I totally agree, and it’s really hard to hire people and it wastes a lot of time.
0:21:55 So if you could just plug people and switch roles and lateral moves, that’s going to save
0:21:57 a lot of money and time.
0:21:58 Yeah.
0:22:01 I really think in terms of productivity, if you have four people and you have them in
0:22:05 roles and you didn’t know why and you figure out they’re working genius and you make adjustments,
0:22:07 you’re going to save two hires.
0:22:10 There was a saying years ago, I remember when I first got out of school and they said, if
0:22:13 you have five engineers working on a project and it’s not getting done, get rid of two of
0:22:14 them.
0:22:17 What they meant is sometimes it’s just that there’s too many.
0:22:21 But I actually think when you tap in, if you have five engineers working on a team and you
0:22:25 actually help them understand their geniuses, they’re going to get the work of nine done.
0:22:26 Yeah.
0:22:28 I can’t wait to implement this.
0:22:30 Would you please let me know how that goes?
0:22:33 I can’t wait to hear what you guys learned.
0:22:38 It is so fun to get stories back from people who have rebirthed an employee by helping them
0:22:39 figure out their thing.
0:22:40 Of course.
0:22:44 I’m excited hiring the wrong person or letting go of the wrong.
0:22:46 I’d love to hear those stories.
0:22:47 Of course.
0:22:48 I’d love to tell you about it.
0:22:49 I’m very excited.
0:22:54 In terms of how you roll it out to an organization, is it a different process or are we still
0:22:58 going and taking the assessment individually or are we signing up our organization so we
0:23:00 can see all the results?
0:23:02 If you go on there, it’s very clear.
0:23:06 I know that because people do it all the time and I can also tell you, I don’t know.
0:23:08 As the inventor of this, I’m amazed.
0:23:12 I’ll be in some place and I’ll say, “Hey, you should take the assessment,” and then
0:23:15 I’ll go, “I have to find somebody that can get you on to do that because I don’t even
0:23:16 know how to do it.”
0:23:17 It’s very simple.
0:23:20 When you go on it and everybody fills it out, it’s just one person signs them all up and
0:23:22 they put it in the same account.
0:23:23 Got it.
0:23:28 Youngandprofiting.co/work, you guys can take the assessment individually or you can sign
0:23:29 up your organization.
0:23:30 We’ll make sure of it.
0:23:31 Call us if you want.
0:23:36 We’re at tablegroup.com and you can find us on the internet and you can call us and we’ll
0:23:37 walk you through it.
0:23:38 Okay, perfect.
0:23:42 Let’s get into some more tactical stuff because I know you’re really good about having good
0:23:43 meetings.
0:23:48 We talked about Zoom, just some productivity, team management type of stuff.
0:23:52 You’ve written in the past that it’s a mistake to think that A-level talent doesn’t need
0:23:54 to be managed.
0:23:58 What do we need to know about how much to manage someone and especially maybe in the
0:24:00 context of working geniuses?
0:24:04 I love that you asked in terms of working genius because I’ve been saying this for years,
0:24:08 that working genius helps us understand how they might need to be managed because not
0:24:10 everybody’s the same.
0:24:15 One of the things I find in organizations is a lot of CEOs, one of the things they don’t
0:24:18 do is they don’t manage their direct reports.
0:24:20 What they do is they say, “Well, I’m a CEO now and this person’s on my leadership team
0:24:22 so I shouldn’t have to manage them.
0:24:23 They’re an adult.”
0:24:28 Or they think that managing is micromanaging and so they say, “Well, I don’t want to micromanage
0:24:29 them.
0:24:30 I trust them.”
0:24:34 Another of the matter is every person in the world benefits from management and that’s
0:24:40 why being a CEO is so dang hard because it is unmanaged and a board does not manage a
0:24:41 CEO.
0:24:45 Oftentimes, boards need to be kind of humored and one of the hardest things about being the
0:24:49 CEO of an organization, it’s lonely and there really is no guidance.
0:24:55 You have to seek out advice but there’s nobody that says, “I own this and I will give you
0:24:56 direction.”
0:24:59 The buck stops with you when you’re the CEO so there’s something naked about that role
0:25:03 and it’s why it’s a very lonely and hard job.
0:25:08 But when leaders say, and I fall into this category too, I don’t like to manage people
0:25:11 by objectives and details and all these things.
0:25:18 Because I’m an ID, I hire people and I go, “Hey, I hired a guy recently who has ETs,
0:25:20 all implementation.”
0:25:23 But I said to him, “Hey, why don’t you just figure out what your job scope should be and
0:25:27 you tell me what success looks like and you tell me what your job should look like.
0:25:29 I want you to figure it out on your own.”
0:25:34 And he was mortified because that’s my ideal job by the way.
0:25:39 And he’s like, “I want measurables, I want structure, I want expectations set for me.”
0:25:43 And I realized I can’t manage him the way I would want to be managed.
0:25:50 I have to manage him to make him the best that he can be and too often CEOs abdicate
0:25:51 responsibility.
0:25:55 They don’t delegate and they don’t, I say at least be a good macro manager.
0:26:00 Know what they’re working on, know if they’re doing well, check in with them, provide what
0:26:06 they need based on their working genius and take responsibility for being their manager.
0:26:10 And I don’t care if you’re running a $10 billion company and you’re managing the CMO or if
0:26:15 you’re an entrepreneur and you have four employees, everybody needs to be managed.
0:26:18 It doesn’t mean that there’s a specific system for it, it doesn’t mean you’re checking in
0:26:20 every day on their deliverables.
0:26:24 It’s less about efficiency and it’s more about effectiveness.
0:26:29 And so even if you don’t necessarily like doing it, do it and do it for them based on
0:26:30 what they need.
0:26:31 Yeah.
0:26:36 Even just taking this assessment made me realize, even though I have employees that haven’t
0:26:40 taken it, I know what they are now and how I need to manage them.
0:26:41 Yeah.
0:26:43 It’s just so clear, it’s really clear.
0:26:45 And you know what you’re going to do with them?
0:26:51 You’re naturally going to go by their office and brainstorm and inspire them.
0:26:52 You’ll do that.
0:26:54 I don’t have to tell you to do that.
0:26:59 But what you might not do is go, “Okay, do you have enough information about whether
0:27:01 you’re succeeding or not?”
0:27:02 Exactly.
0:27:06 The management, the enablement stuff, how can I be a better enablement?
0:27:07 It’s chewing glass for me.
0:27:10 I don’t like it, but I have to do it.
0:27:11 You know what’s great, Hala?
0:27:13 When you go to them and you go, “Hey, you know me.
0:27:14 I’m an IG, by the way.
0:27:16 I want you to see this.”
0:27:17 And they’re going to go, “Of course you are.
0:27:18 That makes sense.”
0:27:20 But there’s things you need that I don’t do naturally.
0:27:24 So just know, though, I’m not saying that I don’t want to do them.
0:27:26 Just know that it’s not easy for me.
0:27:30 And if you come to me and say, “Hey, I need more clarity from you on something,” I’m
0:27:31 not going to take that as a complaint.
0:27:35 I’m going to take that as a compliment that you know I’m not good at it and you need to
0:27:36 provoke me to do it.
0:27:40 And that’ll give them permission to do it without going, “Hala, are you going to get
0:27:42 more specific with us?”
0:27:45 And you’re going to go, “Not naturally I won’t, but if you ask me to, I will.”
0:27:47 So they can coach you.
0:27:50 Your employees will be your best management coaches when you give them the language and
0:27:52 the permission to do that.
0:27:56 We’ll be right back after a quick break from our sponsors.
0:28:01 YapGang, I appreciate a good deal just like anyone else.
0:28:05 But I’m not going to cross a desert or walk through a bed of hot coals just to save a
0:28:06 few bucks.
0:28:11 It needs to be straightforward, no complications, and no nonsense.
0:28:15 So when Mint Mobile said that I could get wireless service for just $15 a month with
0:28:17 a three-month plan, I was skeptical.
0:28:21 But it is truly that simple to secure wireless at $15 a month.
0:28:25 And Mint Mobile made my transition incredibly easy.
0:28:26 The entire process was online.
0:28:30 It was easy to purchase, easy to activate and easy to save money.
0:28:34 The only lengthy part that took up any time was waiting on hold to cancel my previous
0:28:35 provider.
0:28:39 If you want to get started, just go to mintmobile.com/profiting.
0:28:44 You’ll see right now that all the three-month plans are only $15 a month, including the
0:28:45 unlimited plan.
0:28:50 All plans come with high-speed data and unlimited talk and text, delivered on the nation’s
0:28:52 largest 5G network.
0:28:56 And don’t worry, you can use your own phone and keep your current phone number with any
0:28:57 Mint Mobile plan.
0:29:02 Find out how easy it is to switch to Mint Mobile and get three months of premium wireless
0:29:04 for just $15 a month.
0:29:08 To get this new customer offer and your new three-month premium wireless plan for just
0:29:12 $15 a month, go to mintmobile.com/profiting.
0:29:14 That’s mintmobile.com/profiting.
0:29:19 Out your wireless bill to just $15 a month at mintmobile.com/profiting.
0:29:24 $45 upfront payment required equivalent to $15 a month.
0:29:27 New customers on first three-month plan only.
0:29:30 Speed slower above 40GB on unlimited plan.
0:29:33 Additional taxes, fees and restrictions apply.
0:29:35 See Mint Mobile for details.
0:29:38 Young Improfitors, buy low, sell high.
0:29:41 It’s easy to save, but it’s hard to do.
0:29:44 For example, high interest rates are crushing the real estate market right now.
0:29:49 Demand is dropping and prices are falling, even for many of the best assets.
0:29:54 It’s no wonder the Fundrise Flagship Fund plans to go on a buying spree, expanding its billion
0:29:57 dollar real estate portfolio over the next few months.
0:30:01 You can add the Fundrise Flagship Fund to your portfolio in just minutes with as little
0:30:10 as $10 by visiting fundrise.com/profiting, that’s f-u-n-d-r-i-s-e.com/profiting.
0:30:16 And you can diversify your portfolio with the Fundrise Flagship Fund at fundrise.com/profiting,
0:30:21 that’s f-u-n-d-r-i-s-e.com/profiting.
0:30:26 Carefully consider the investment objectives, risks, charges, and expenses of the Fundrise
0:30:28 Flagship Fund before investing.
0:30:33 This and other information can be found in the Fund’s prospectus at fundrise.com/flagship.
0:30:35 This is a paid advertisement.
0:30:40 Yeah, fam, if you’re anything like me, you didn’t start your business to spend all your
0:30:44 time managing finances, budgeting, invoicing, and tax prep?
0:30:47 Not exactly the fun part of entrepreneurship.
0:30:52 My CEO, Jason, on the other hand, is great at finances, but even he doesn’t want to
0:30:57 switch between five different apps for banking, expense tracking, and contractor payments.
0:31:00 We wanted a tool that could just do it all.
0:31:01 And guess what?
0:31:02 We found one.
0:31:04 And yes, it’s called Found.
0:31:09 Found is an all-in-one financial tool made for entrepreneurs and solopreneurs.
0:31:13 Found handles everything — business banking, bookkeeping, invoicing, vendor payments,
0:31:15 and even tax planning.
0:31:17 No more juggling multiple apps.
0:31:20 Found does it all in one place.
0:31:25 With smart features like automatic expense tracking, virtual cards for specific budgets,
0:31:30 and no hidden fees or minimum balances, Found helps us stay organized and save time.
0:31:32 Plus, signing up is quick and easy.
0:31:35 No paperwork or credit checks required.
0:31:39 Join the 500,000 small business owners who trust Found.
0:31:41 Get your business banking working for you.
0:31:45 Try Found for free at found.com/profiting.
0:31:51 Stop getting lost in countless finance apps and try Found for free at found.com/profiting.
0:31:55 Sign up for Found for free at foud.com/profiting.
0:31:58 Found is a financial technology company, not a bank.
0:32:02 Banking services are provided by Pyrmont Bank, member FDIC.
0:32:03 Found’s core features are free.
0:32:07 They also offer an optional paid product, Found Plus.
0:32:14 So something that we agree upon is to have a successful meeting.
0:32:16 It doesn’t have to be short.
0:32:17 I’ve heard that.
0:32:22 And this is something that me and my business partner, Jason, disagree upon all the time,
0:32:23 where he just wants to have short, short meetings.
0:32:27 And I’m like, we had a short meeting, but what was accomplished?
0:32:28 We don’t know what to do.
0:32:29 We need to talk about it.
0:32:31 It’s not about just having short meetings.
0:32:35 We need to know what to do and have clarity, right?
0:32:39 So I’d love for you to just break down some of your best tips in terms of having good
0:32:40 meetings.
0:32:43 And also the fact that a lot of people tuning in right now are having Zoom meetings.
0:32:44 Let’s be honest.
0:32:45 Yeah, yeah, yeah.
0:32:46 Most of the meetings are Zoom.
0:32:48 So let’s talk about that.
0:32:52 And the hardest thing about Zoom meetings, Hala, is that, first of all, we learned this at
0:32:53 the beginning of COVID.
0:32:58 I just saw this movie called Hot Fuzz, and there’s this where they go, this shit just
0:32:59 got real.
0:33:00 You know, it’s like a cop movie.
0:33:02 And that was from Bad Boys or something like that.
0:33:08 But I remember when COVID started, when we were doing our third Zoom meeting, and I finally
0:33:13 provoked real conflict, and we said, I think this shit just got real because too often
0:33:16 on Zoom, it’s harder to go there because you’re not in the same room.
0:33:19 And after the meeting’s over, you’re not going to be able to recover and walk over to the
0:33:21 kitchen and talk to them about it.
0:33:26 So sometimes we don’t go deep and get messy during Zoom meetings the way we need to.
0:33:30 So that’s the thing I would say, first of all, is when we’re doing the stuff on Zoom,
0:33:34 we’ve got to get to that place where we’re being fully human, and it’s harder when it’s
0:33:39 two-dimensional and there’s not follow-up, and we don’t have incidental time.
0:33:41 So we need to do that.
0:33:45 But the other thing is, I would love to know what your partner’s working genius is, because
0:33:51 the thing about a short meeting, it’s efficient, but it’s not necessarily effective.
0:33:54 And I’m a believer in effectiveness over efficiency, okay?
0:33:59 And so sometimes a meeting wanders, but it needed to, and sometimes it takes 45 minutes
0:34:04 in a meeting before you finally realize, oh my gosh, we were talking about the wrong thing.
0:34:07 When a person’s sitting in that meeting going, checking their watch and going, well, I have
0:34:12 another meeting to go to, and I have real work to do, here’s how to help a person understand
0:34:13 that.
0:34:16 There’s four different kinds of meetings that a leadership team has to have, and you and
0:34:18 your partner have to have.
0:34:20 There’s four, and you can’t do them simultaneously.
0:34:22 When we do them simultaneously, they see it doesn’t work.
0:34:26 I call that meeting stew, where we toss out every ingredient in the cupboard into one
0:34:29 pot and stir it up and it just tastes bad.
0:34:32 And the four different kinds of meetings that need to be separated are, one is what I call
0:34:35 a check-in, a daily check-in.
0:34:37 And that’s five to 10 minutes, like what are you doing today?
0:34:38 What are you doing today?
0:34:39 Okay, great.
0:34:40 That’s great.
0:34:41 Okay, oh, I didn’t know you were going to be doing that.
0:34:42 Tell Fred I said hi.
0:34:43 Can you ask him about this thing?
0:34:44 Okay, I can take that off my list.
0:34:48 Totally administrative check-in, don’t sit down just every day.
0:34:52 This is the me saying to my wife, hey, who’s picking the kids up from school, what time
0:34:53 you coming home?
0:34:54 Here’s how I got this meeting today.
0:34:55 Okay, great.
0:34:58 The second meeting is called your weekly tactical, if you do it weekly.
0:35:01 And this is the running the business meeting where you sit down and you go, okay, these
0:35:02 are our goals.
0:35:03 Here’s how we’re doing.
0:35:06 Do we need to solve any near-term problems?
0:35:08 This one’s green, this one’s yellow, this one’s red.
0:35:11 Alan Mulally who ran Ford did it that way too, green, yellow and red.
0:35:12 We do that at our company too.
0:35:13 How are we doing?
0:35:15 These are our five big things we’re working on.
0:35:16 How are they going?
0:35:17 What do we need to do?
0:35:19 It’s probably an hour, maybe 90 minutes.
0:35:22 It’s pretty tactical and it’s focused on moving the ball forward.
0:35:26 The problem is there’s a third meeting and we usually combine it with the second meeting.
0:35:29 And we call this the strategic topical meeting.
0:35:33 This is like there’s some big new initiative or idea or problem.
0:35:38 And it’s really interesting and it’s really urgent.
0:35:42 And so we try to talk about it in the same breath where we’re going through our goals
0:35:44 and we never give it enough time.
0:35:48 This is the meeting where we need to go into a room, clear out two hours and say we have
0:35:52 a competitive threat or we have this new product idea or this new partnership.
0:35:55 Like you talked to me before about there’s new partnerships you’re developing.
0:35:58 You don’t have that during your regular weekly meeting.
0:36:02 Have a separate meeting and all we’re going to talk about is that partnership.
0:36:07 And go in there, roll up your sleeves, grab some food, get a whiteboard and argue and
0:36:10 debate and dream and do this.
0:36:13 That’s what people in business school call a case study.
0:36:16 It’s the most fun you can ever have.
0:36:20 And yet we kill that fun by having it in 10 minute increments in between going through
0:36:22 our checklists.
0:36:24 It robs our meetings.
0:36:26 It makes the tactical meetings confusing.
0:36:30 It makes the strategic meetings far too limited.
0:36:34 And when the leaders of an organization do that, they really lose their way.
0:36:39 So when somebody says, let’s have a short meeting, I say, yeah, make your daily check-in
0:36:40 short.
0:36:45 Hey, maybe make your weekly tactical fairly short, but never cut off a conversation that
0:36:49 needs to be explored and worked through and it’s messy.
0:36:52 And that’s the biggest problem I see in organizations, they combine their strategic conversations
0:36:57 and their tactical ones in the same meeting and it’s never good for anybody.
0:37:00 The fourth kind of meeting, I think it’s once a quarter, you should probably do it.
0:37:03 And maybe it takes two hours, maybe it takes a half a day.
0:37:06 And that’s just the quarterly check-in where you just get out of the office, you take a
0:37:09 breath and you say, is this working?
0:37:12 That’s probably a WI meeting where you just step back and go, is there anything we’re
0:37:14 not seeing?
0:37:15 What’s going on in the market?
0:37:18 How are we doing as a team behaviorally?
0:37:20 You just need to do that every once in a while.
0:37:25 Those four kinds of meetings, most organizations try to have all four in one meeting and they
0:37:29 call it their weekly meeting and that’s why people hate meetings.
0:37:33 I’m actually really proud of my company because we do all four.
0:37:34 You do?
0:37:35 We do all four.
0:37:38 So we call each other scrappy hustlers, that’s our name.
0:37:39 I love it.
0:37:41 And every morning we do a hustler huddle.
0:37:45 I do it with my executive team, I do it with my sales and marketing team 15 minutes.
0:37:46 What are we grateful for?
0:37:47 What are we working on?
0:37:49 Are there any blockers?
0:37:51 How do you feel now?
0:37:55 Every single morning, we do something called G90s where we talk for 90 minutes every week.
0:38:00 Me and my executive team about all of our problems called G90.
0:38:05 Then we do a monthly strategic meeting to talk about any strategies and then we do a
0:38:08 quarterly planning, which is the ideation stuff.
0:38:09 Wow.
0:38:11 So I feel like we’re really on track here.
0:38:12 You got it.
0:38:14 That is crazy.
0:38:18 Because you know that people have different contexts when they go into those meetings
0:38:19 and you can’t do them all together.
0:38:20 Good for you.
0:38:21 Yeah.
0:38:22 No wonder we’re doing so great.
0:38:23 Seriously.
0:38:24 Seriously.
0:38:25 Meetings are key.
0:38:27 I had such a great conversation with you.
0:38:29 I loved learning about the working genius.
0:38:33 I loved understanding how this is going to impact our teams.
0:38:37 I end my show with two questions that I ask all of my guests.
0:38:41 You can just think of this as not having to do with the topic necessarily, just whatever
0:38:43 comes from your heart.
0:38:48 The first one is what is one actionable thing our young and profitors can do today to become
0:38:50 more profiting tomorrow?
0:38:51 Wow.
0:38:53 I want to give a thoughtful answer to that.
0:38:58 I think that one of the things that people don’t do when they’re young is get very clear
0:39:04 about who they are and what their personal values are and we’re too opportunistic and
0:39:08 kind of reacting to whatever’s going on and actually sit down and write down this is the
0:39:10 person I want to be and this is what I want to do.
0:39:11 And it’s so crazy.
0:39:15 It’s so simple, but they say if you don’t know where you’re going, all roads lead there
0:39:17 or no road is right.
0:39:20 And so I just think people need to be a little clear about, yeah, this is what I’d kind of
0:39:23 like to do and who I’d like to be.
0:39:25 That contextualizes everything else.
0:39:27 So that’s a very general thing, but it’s so simple.
0:39:30 And most people are like, yeah, I haven’t really done that.
0:39:31 Yeah.
0:39:35 So actually step back and think about who you want to be in the future, your future you.
0:39:37 What do you want to grow into?
0:39:38 Yeah.
0:39:39 Absolutely.
0:39:44 What would you say is your secret to profiting in life and this can go beyond business?
0:39:45 Two things.
0:39:46 It’s healing.
0:39:49 It’s identifying the things that happened to me when I was young that I thought were
0:39:53 my superpowers, but they were actually wounds because I was working out of those.
0:39:58 And then every day I pray, I wake up and I pray, I’m Catholic Christian, I listen to
0:40:03 some Bible readings and I pray and that is all the difference between waking up and feeling
0:40:08 like scattered and lost and feeling like, oh yeah, yeah, everything’s good.
0:40:11 Just to dig deep on that just a bit.
0:40:14 Is that sort of a gratitude practice that you have?
0:40:18 Like what do you feel like that does to set the foundation for your day and how can people
0:40:19 mimic that?
0:40:20 Well, I think it’s everything.
0:40:21 It’s interesting that you asked that.
0:40:22 I have this app.
0:40:23 It’s called Amen.
0:40:27 It goes through the readings of the day, which is like seven minutes, eight minutes of the
0:40:31 readings, Old Testament, maybe Psalms in the gospel.
0:40:33 And then it asks you a series of questions.
0:40:37 And I think in those questions, it kind of gets at the four areas of prayer, which is
0:40:43 gratitude, what you’re grateful for, petition, what you want, what you need, praise, which
0:40:44 is God, you’re good.
0:40:45 This is great.
0:40:48 And then sorrow, hey, I want to be better and I’m sorry I did these things.
0:40:52 I think it touches on all four of those kinds of prayer.
0:40:53 Gratitude is the thing I need to work on the most.
0:40:58 I grew up, every time I accomplished something, I would go like, okay, what’s next?
0:41:01 And I never felt safe just going, oh, that was wonderful.
0:41:02 Thank you.
0:41:03 That’s great.
0:41:05 So gratitude is a deficiency area for me.
0:41:06 And I learned that from John Gordon.
0:41:07 I don’t know if you know who John Gordon is.
0:41:08 Yes.
0:41:09 So I had him on the show.
0:41:10 Yep.
0:41:12 Oh, he’s like one of my favorite human beings, my good dear friend.
0:41:14 And the gratitude thing is so critical.
0:41:20 Michael Jervis came on the show and he taught me this morning ritual where he says before
0:41:24 he even gets out of the covers, the first thing he does is what are three things I’m
0:41:25 grateful for.
0:41:26 Wow.
0:41:27 Before you get out of the covers.
0:41:30 So now every morning, before I even wake up, when I’m laying in my bed, before I get
0:41:33 out of bed, I just say, what am I grateful for?
0:41:34 And then I get up.
0:41:35 And it just helps a little bit.
0:41:39 Especially if I remember to do it, it’s always a better day.
0:41:40 That’s great.
0:41:41 I’ll remember that.
0:41:42 That’s fantastic.
0:41:46 Patrick, where can everybody learn more about you and everything that you do?
0:41:47 My company is called The Table Group.
0:41:51 So if you go to tablegroup.com, you can find us there.
0:41:54 The Working Genius stuff is at workinggenius.com.
0:41:56 They can get to that through your site.
0:41:58 You know, there’s one thing I have that I’ve started recently.
0:42:04 I do a morning three-minute devotional for professionals who are followers of Jesus.
0:42:08 But if you’re not, if you’re curious about Jesus, you can do it too because I love everyone.
0:42:09 But it’s a three-minutes.
0:42:10 It’s called the three-minute reset.
0:42:12 Me and a guy named Christophanic do it.
0:42:14 And I’ve found that a lot of people really like it.
0:42:16 And I just started doing this January 1 of this year.
0:42:20 And it’s every weekday because a lot of people are like, I don’t know what I want to do around
0:42:21 my faith.
0:42:22 And it’s like, well, here’s three minutes.
0:42:23 Maybe you can just start with three minutes.
0:42:27 And it’s combining stuff that I do in the work world with faith.
0:42:28 And so a lot of people really like that.
0:42:29 It’s grown.
0:42:31 How do you join it?
0:42:34 You just go wherever podcasts are and type in the three-minute reset in my name.
0:42:36 Oh, it’s a podcast that you can listen to every morning.
0:42:37 Yeah.
0:42:39 It’s essentially a podcast with a daily three-minute thing.
0:42:40 Oh, cool.
0:42:41 We’ll put the link in the show notes.
0:42:46 Again, guys, if you want to take the working genius assessment, go to youngandprofiting.co/work.
0:42:48 We’ll put that link in the show notes.
0:42:50 I can’t wait to hear what you guys think about that assessment.
0:42:52 If it helped you, let us know.
0:42:53 Write us a review.
0:42:57 Patrick, thank you so much for joining us on Young and Profiting Podcast.
0:42:59 It’s been a blast.
0:43:03 Thank you, Hala.
0:43:07 Thank you for tuning in for the second part of my wonderful conversation with Patrick
0:43:08 Lynchoni.
0:43:12 If you missed part one, you can find it right next to this episode in your Young and Profiting
0:43:13 feed.
0:43:14 It’s definitely worth going back for.
0:43:18 I really enjoyed learning more about how the different types of working genius can impact
0:43:20 teams and organizations.
0:43:24 I cannot wait to implement some of these takeaways with my own crew.
0:43:28 Every team is only as good as the sum of its individual pieces, and sometimes those individuals
0:43:32 are just in the wrong places, often through no fault of their own.
0:43:36 The best salesperson does not always make the best sales manager, and we shouldn’t
0:43:42 force them or incentivize them to fill a role that is wrong for them and wrong for the company.
0:43:46 Nor do you want to lose smart people just because they are not wired to do the job you
0:43:47 have given them.
0:43:51 A lot of young companies and startups suffer from lopsided teams.
0:43:56 They may have plenty of inventors and galvanizers, but lack employees who can get things done
0:43:58 or who can enable others to do the same.
0:44:02 Or they may have plenty of implementers, but few new ideas, and it’s just as important
0:44:07 to find the right mix of these skills as it is to find the right mix of subject expertise.
0:44:11 Patrick recommended creating a detailed team map to help identify where the genius gaps
0:44:13 are within your teams.
0:44:16 This can help you reassign tasks and reshape groups and roles.
0:44:19 It can also inform your hiring decisions.
0:44:23 The right person for the job might not be the one that you think based on conventional metrics.
0:44:26 Thanks for listening to this episode of Young and Profiting.
0:44:29 If you listened, learned and profited from this conversation, then why keep it all to
0:44:30 yourself?
0:44:34 Send it to a friend or colleague that you think could benefit from the same insights.
0:44:38 If you did enjoy this show and you learned something, then why not drop us a five-star
0:44:40 review on Apple Podcasts?
0:44:44 This is such a helpful way to show your support and also help us to reach more people and
0:44:45 keep climbing up the charts.
0:44:49 If you prefer watching your podcasts as videos, you can find us on YouTube.
0:44:53 Just look up Young and Profiting and you’ll find all our episodes there.
0:44:55 Looking to get in touch with me?
0:44:59 You can find me on Instagram or on LinkedIn by searching my name, Halla Taha.
0:45:04 Finally, a quick shout out my incredible production team and all the different types of working
0:45:05 genius they possess.
0:45:07 You guys are the best.
0:45:10 Before I sign off, I wanted to let you know that this is my AI voice.
0:45:15 At Yap Media, we’ve been experimenting with AI to see just how far we can push it.
0:45:20 Send me a DM on LinkedIn or Instagram, or send me an email to let me know what you think.
0:45:34 This is your host, Halla Taha, aka The Podcast Princess, signing off.
0:45:37 [MUSIC PLAYING]
0:45:47 [BLANK_AUDIO]
Patrick Lencioni realized they struggled with innovation because he was the only one with the “invention” working genius. This pushed him to rethink his team’s roles and align them with their strengths. The result? A surge in collaboration and creativity, proving the power of the Working Genius framework. In this episode, Patrick shares how to apply the Working Genius model to unlock your team’s full potential and foster a culture of innovation and effectiveness. Patrick Lencioni is one of the founders of The Table Group and the pioneer of the organizational health movement. He is the author of 13 books, which have sold over 9 million copies and have been translated into more than 30 languages.
In this episode, Hala and Patrick will discuss:
– How to identify and leverage your team’s natural strengths
– The three phases of work for seamless execution
– Strategies for filling “genius gaps” in your team
– Why innovation often stalls and how to reignite it
– The role of team maps in optimizing collaboration
– Matching tasks to talents to prevent burnout
– How to make meetings more effective
– And other topics…
Connect with Patrick:
Patrick’s LinkedIn: https://www.linkedin.com/in/patrick-lencioni-orghealth/
Take the Working Genius Assessment:
Use code ‘PROFITING’ at checkout for 20% off the Working Genius Assessment at youngandprofiting.co/work
Sponsored By:
Shopify – Sign up for a one-dollar-per-month trial period at youngandprofiting.co/shopify
Mint Mobile – To get a new 3-month premium wireless plan for just 15 bucks a month, go to mintmobile.com/profiting.
Indeed – Get a $75 job credit at indeed.com/profiting
Found – Try Found for FREE at found.com/profiting
Connecteam – Enjoy a 14-day free trial with no credit card needed. Open an account today at Connecteam.com
Resources Mentioned:
The Working Genius Podcast:
https://podcasts.apple.com/us/podcast/the-working-genius-podcast-with-patrick-lencioni/id1553105854
The Six Types of Working Genius: A Better Way to Understand Your Gifts, Your Frustrations, and Your Team: https://www.amazon.com/Types-Working-Genius-Understand-Frustrations/dp/1637743297
The Five Dysfunctions of a Team: A Leadership Fable: https://www.amazon.com/Five-Dysfunctions-Team-Leadership-Fable/dp/0787960756
At The Table: https://podcasts.apple.com/us/podcast/at-the-table-with-patrick-lencioni/id1474171732
The 3-Minute Reset: https://podcasts.apple.com/us/podcast/3-minute-reset-pat-lencioni-chris-stefanick/id1717490448
LinkedIn Secrets Masterclass, Have Job Security For Life:
Use code ‘podcast’ for 30% off at yapmedia.io/course.
Top Tools and Products Of The Month: https://youngandprofiting.com/deals/
More About Young and Profiting
Download Transcripts – youngandprofiting.com
Get Sponsorship Deals – youngandprofiting.com/sponsorships
Leave a Review – ratethispodcast.com/yap
Watch Videos – youtube.com/c/YoungandProfiting
Follow Hala Taha
LinkedIn – linkedin.com/in/htaha/
Instagram – instagram.com/yapwithhala/
TikTok – tiktok.com/@yapwithhala
Twitter – twitter.com/yapwithhala
Learn more about YAP Media’s Services – yapmedia.io/