1
00:00:01,260 --> 00:00:04,680
announcer: marketer of the Day
episode 809 Open playbook

2
00:00:04,680 --> 00:00:08,670
revisited leadership self
awareness, relationship building

3
00:00:08,700 --> 00:00:10,620
and coaching with Larry dot.

4
00:00:15,480 --> 00:00:17,580
Robert Plank: Hey, everyone, and
welcome back to the marketer of

5
00:00:17,580 --> 00:00:20,910
the day podcast. We are here
with returning guests, Larry

6
00:00:20,910 --> 00:00:25,110
Dodd, who has a cool concept
called the Open playbook. He is

7
00:00:25,110 --> 00:00:27,870
all about strengths based
leadership. So we are going to

8
00:00:27,900 --> 00:00:32,160
catch up with Larry and hear all
about how he gets companies and

9
00:00:32,160 --> 00:00:36,330
organizations that are kind of
struggling and just chugging

10
00:00:36,330 --> 00:00:40,020
along, but not in a great way
and get some soup to new levels

11
00:00:40,050 --> 00:00:43,530
of success and new levels of
achievement. So Larry has been a

12
00:00:43,530 --> 00:00:44,670
while glad to talk to you.

13
00:00:45,150 --> 00:00:47,460
Unknown: Hey, Robert, glad to be
back and how it's been a while.

14
00:00:47,460 --> 00:00:49,890
But looking forward to catch it
up. We've got a lot going on.

15
00:00:50,430 --> 00:00:52,560
Robert Plank: We'll tell you
about that. And what do you have

16
00:00:52,560 --> 00:00:55,200
going on? And what has you
passionate last few months?

17
00:00:55,650 --> 00:00:57,960
Unknown: Well, so we've seen
We've seen open playbook really

18
00:00:57,960 --> 00:01:02,340
take off and run, we've actually
been able to take some really

19
00:01:02,340 --> 00:01:05,460
solid companies and make them
even better on top of everything

20
00:01:05,460 --> 00:01:09,120
else. So it's been a really
exciting time for us in terms of

21
00:01:09,120 --> 00:01:14,460
how we've grown. We've seen that
we've seen publish publisher for

22
00:01:14,460 --> 00:01:18,510
brains magazine contacted me,
and we're now writing articles

23
00:01:18,510 --> 00:01:23,670
as for that magazine. So that's
been an exciting development. We

24
00:01:23,670 --> 00:01:27,390
also have a documentary that
we're waiting on to come to the

25
00:01:27,390 --> 00:01:32,670
market. That's another exciting
element. And finally, we're in

26
00:01:32,670 --> 00:01:37,140
the process and production area
of developing a virtual product

27
00:01:37,170 --> 00:01:40,350
so that people can access open
playbook anytime day or night.

28
00:01:41,040 --> 00:01:43,410
Robert Plank: Well, fantastic.
So you have something magical

29
00:01:43,410 --> 00:01:46,950
here you have a lot of people
who want to get a slice of your

30
00:01:46,950 --> 00:01:49,920
attention who want to, you know,
talking about you in these

31
00:01:49,920 --> 00:01:54,750
magazines and things like that.
And so as far as what you do and

32
00:01:54,750 --> 00:01:56,970
your secret sauce, and like you
said, taking these companies

33
00:01:56,970 --> 00:02:00,690
that are solid and making them
even better, what what is it

34
00:02:00,690 --> 00:02:03,810
that you do and what makes it
unique that you know a lot of

35
00:02:03,810 --> 00:02:05,490
people just out there don't
have?

36
00:02:06,149 --> 00:02:08,639
Unknown: Well, that's really
interesting. Open playbook is

37
00:02:08,639 --> 00:02:11,849
built on the foundation of
strength based leadership. And

38
00:02:11,849 --> 00:02:15,419
we really center that on three
distinct playbooks. The first

39
00:02:15,419 --> 00:02:18,749
one is a playbook that you
receive that you're given. The

40
00:02:18,749 --> 00:02:21,689
second playbook is a playbook
you develop. And the third

41
00:02:21,689 --> 00:02:24,719
playbook is the playbook, the
giveaway. All of these are

42
00:02:24,719 --> 00:02:28,859
incredibly valuable tools for
leaders to build strong teams

43
00:02:28,859 --> 00:02:31,589
that not only meet their
expectations, but exceed them.

44
00:02:32,039 --> 00:02:36,029
And it seems simple on the
surface, but in practice, it is

45
00:02:36,029 --> 00:02:37,619
not as common as you might
think.

46
00:02:39,420 --> 00:02:42,510
Robert Plank: And yeah, and
you're so right, that it's easy

47
00:02:42,510 --> 00:02:45,720
to say but then if it's if it's
so simple, then why isn't it

48
00:02:45,720 --> 00:02:48,300
being isn't out there
everywhere. And I've been

49
00:02:48,300 --> 00:02:51,240
thinking for a couple of years
ever since I've heard about this

50
00:02:51,240 --> 00:02:54,120
idea from you about how there's
the three playbooks. And it's

51
00:02:54,120 --> 00:02:58,140
kind of just like, it has really
deep roots, right, as far as

52
00:02:58,140 --> 00:03:00,630
like, you start off as the
student. And then there's the

53
00:03:00,630 --> 00:03:02,970
middle ground where you're kind
of the teacher, and then you

54
00:03:02,970 --> 00:03:06,870
create your own students.
Because it's like, when you

55
00:03:06,870 --> 00:03:10,020
think about all these terms,
like, you know, like Leadership

56
00:03:10,020 --> 00:03:14,310
and Mentoring, it's really easy
to fall into the stereotype of

57
00:03:14,460 --> 00:03:17,340
let me just tell you what to do,
let me just order you around.

58
00:03:17,400 --> 00:03:19,740
But then it's like, the more you
get into it, the more you think

59
00:03:19,740 --> 00:03:23,880
about well, a lot of it is about
letting people do their thing,

60
00:03:24,000 --> 00:03:27,150
and giving them guidance, and
maybe not solving all their

61
00:03:27,150 --> 00:03:30,630
problems for them. So that way
that they can, that way, you

62
00:03:30,630 --> 00:03:34,260
don't hold back their growth.
And then they can become maybe

63
00:03:34,260 --> 00:03:37,470
not like an exact clone of you.
But they can kind of do what you

64
00:03:37,470 --> 00:03:41,280
do. And it just like has like an
expansive concept here of it

65
00:03:41,280 --> 00:03:44,460
just keeps on growing and
growing. And so to help us kind

66
00:03:44,460 --> 00:03:47,790
of get our heads wrapped around
this, I know that we've

67
00:03:47,790 --> 00:03:50,820
mentioned some stories from you
before. But I mean, tell us

68
00:03:50,820 --> 00:03:53,970
about some like recent
companies. Sure we were you help

69
00:03:53,970 --> 00:03:57,150
them where you came in there.
And they were missing this very

70
00:03:57,150 --> 00:03:59,760
simple concept. But you went and
fix things up. Tell me about

71
00:03:59,760 --> 00:04:00,480
some of this.

72
00:04:01,350 --> 00:04:04,650
Unknown: Fantastic. We one
company we're working with

73
00:04:04,650 --> 00:04:08,220
extensively, we started by
simply saying with open playbook

74
00:04:08,220 --> 00:04:12,300
number one, the playbook you're
given. So that's all about

75
00:04:12,300 --> 00:04:15,120
awareness, Robert is about when
you look in that mirror as a

76
00:04:15,120 --> 00:04:18,750
leader, do you really understand
the person that looks back, you

77
00:04:18,750 --> 00:04:21,990
understand your strengths, you
understand your talents, you

78
00:04:21,990 --> 00:04:25,890
understand the areas that might
be blind spots for you. Once

79
00:04:25,890 --> 00:04:31,020
you've got awareness of your own
talents and strengths, then it's

80
00:04:31,020 --> 00:04:33,660
a lot easier when you look at
other people who are different

81
00:04:34,080 --> 00:04:38,040
to appreciate those differences.
And we even take it further than

82
00:04:38,040 --> 00:04:40,710
that. You mentioned clones
earlier in your in your

83
00:04:40,710 --> 00:04:43,860
comments. We take it further
than that. And we have people

84
00:04:43,860 --> 00:04:47,730
seek out teams that are
different. They're very diverse,

85
00:04:48,030 --> 00:04:51,690
and appreciate the differences
and other people in a way that

86
00:04:51,690 --> 00:04:55,620
makes the entire team much more
effective. So but it starts by

87
00:04:55,620 --> 00:04:59,070
you gotta you have to know your
own playbook. And once you have

88
00:04:59,070 --> 00:05:02,940
that foundation And then you go
into playbook number two. And

89
00:05:02,940 --> 00:05:05,640
playbook number two is the one
that you need to develop. Now in

90
00:05:05,640 --> 00:05:09,000
life, we develop all kinds of
playbooks, some of those for

91
00:05:09,000 --> 00:05:12,390
business, some of those for work
some of those in different

92
00:05:12,390 --> 00:05:16,230
arenas. But the idea is, if
we're now informed, we see

93
00:05:16,230 --> 00:05:19,500
people differently. And we're
able to build an effective

94
00:05:19,500 --> 00:05:23,790
business unit of different
people. For for a recent client,

95
00:05:23,790 --> 00:05:27,300
let me tell you how that
actually played out. By we had a

96
00:05:27,300 --> 00:05:31,530
situation where a manager was
having problem getting response

97
00:05:31,530 --> 00:05:35,190
back from the person, they'd
give them big project, too. And

98
00:05:35,190 --> 00:05:39,030
so we stepped back and said,
Well, let's think about what's

99
00:05:39,030 --> 00:05:42,840
happening. And we walked through
the entire process, the manager

100
00:05:42,840 --> 00:05:46,170
is giving that information and
direction in a very clear,

101
00:05:46,200 --> 00:05:49,470
concise manner. They're
following up every couple of

102
00:05:49,470 --> 00:05:54,990
days to check on the progress.
And really doing it by the book,

103
00:05:55,140 --> 00:05:58,770
while we would read in school
and management one on one, give

104
00:05:58,770 --> 00:06:03,120
them instruction follow up and
stay on top of the project. But

105
00:06:03,120 --> 00:06:06,330
the problem was the person
running the project turned off,

106
00:06:06,630 --> 00:06:10,770
they didn't respond, the project
started to lose steam. So here's

107
00:06:10,770 --> 00:06:14,880
what we found out in this
process, is by looking at the

108
00:06:14,880 --> 00:06:18,240
person who is the manager, we
found out that their very

109
00:06:18,240 --> 00:06:22,170
traditional manager, very action
oriented, very execution

110
00:06:22,170 --> 00:06:27,870
focused, and the person leading
the engagement, thought about

111
00:06:27,870 --> 00:06:31,110
the world very differently. They
thought about the world based

112
00:06:31,110 --> 00:06:35,790
upon relationship. And so every
time that the manager followed

113
00:06:35,790 --> 00:06:40,230
up, what the person running the
job heard was, you don't trust

114
00:06:40,230 --> 00:06:43,890
me, you don't believe in me,
you're not a faith in me, I told

115
00:06:43,890 --> 00:06:47,400
you, I would do that. So by
understanding these differences,

116
00:06:47,430 --> 00:06:50,130
we were able to bring people
together and make them much more

117
00:06:50,130 --> 00:06:53,190
effective and keep the project
on track. Great example of

118
00:06:53,190 --> 00:06:58,290
project number two, or playbook
to number two, we move on as a

119
00:06:58,290 --> 00:07:02,940
leader. And you think about what
great leaders do, they build

120
00:07:02,940 --> 00:07:06,120
teams that exponentially drive
greater results, and they could

121
00:07:06,120 --> 00:07:11,250
possibly do that you do that. As
a leader, you have a playbook of

122
00:07:11,250 --> 00:07:15,750
experiences, those are your
currency, the time is your

123
00:07:15,750 --> 00:07:20,220
currency. That's how we drive
that exponential growth. Our job

124
00:07:20,220 --> 00:07:24,870
as leaders is to find ways to
give our playbook away in a way

125
00:07:24,930 --> 00:07:29,160
and to a person who can then go
faster, they can get past the

126
00:07:29,160 --> 00:07:32,970
mistakes we made, they can grow
more effective. And most

127
00:07:32,970 --> 00:07:35,970
importantly, in building
culture, they can then embrace

128
00:07:35,970 --> 00:07:40,290
that culture, and do that to the
person that reports to them. And

129
00:07:40,290 --> 00:07:43,140
now all of a sudden, you have a
culture of these three playbooks

130
00:07:43,140 --> 00:07:46,350
working together, where people
are doing what they're most

131
00:07:46,350 --> 00:07:49,740
effective at doing. They're
building teams and developing

132
00:07:49,740 --> 00:07:52,170
people in a way where
everybody's more effective as a

133
00:07:52,170 --> 00:07:55,830
team. And they're leading in a
way that drives a talent and

134
00:07:55,830 --> 00:07:59,250
culture pipeline that makes the
entire organization more

135
00:07:59,250 --> 00:07:59,730
effective.

136
00:08:01,290 --> 00:08:04,470
Robert Plank: Well, fantastic.
And this whole idea of like

137
00:08:04,500 --> 00:08:08,130
leader leadership, I have to
admit, when I was younger, it

138
00:08:08,130 --> 00:08:10,470
didn't appeal to me that much,
because I was usually just on

139
00:08:10,470 --> 00:08:13,020
the receiving end of it, right?
Like, you'd be at a job. And I

140
00:08:13,020 --> 00:08:16,680
had a boss and a boss of that
boss. But then the past, maybe a

141
00:08:16,680 --> 00:08:20,850
year or so, I've been building a
team of like virtual assistants

142
00:08:20,850 --> 00:08:24,270
to do work. And I've been and
it's been hurting my brain. But

143
00:08:24,270 --> 00:08:27,450
I think I finally broke through
at some point of saying, well,

144
00:08:27,450 --> 00:08:29,970
there's this work to be done
versus, you know, problem to be

145
00:08:29,970 --> 00:08:32,730
solved. There's this thing to
do. And I used to just say,

146
00:08:32,730 --> 00:08:35,370
well, it'll take me 10 minutes,
I'll just go and do it. But

147
00:08:35,370 --> 00:08:38,700
lately, I've been saying, even
though it'll take me 10 minutes

148
00:08:38,700 --> 00:08:43,260
to do versus an hour to explain.
Now, I'd rather spend the hour

149
00:08:43,290 --> 00:08:47,070
explaining it. Because this this
way, it's like kind of like more

150
00:08:47,070 --> 00:08:50,640
more healthier, I guess, or like
more expansive or more long term

151
00:08:50,730 --> 00:08:54,330
to maybe like document or
procedure and make instructions.

152
00:08:54,540 --> 00:08:59,790
And then also, maybe I lost a
little bit of time, that first

153
00:08:59,790 --> 00:09:03,300
time creating the instructions.
But then the next time like

154
00:09:03,300 --> 00:09:05,850
tomorrow when it needs to be
done the day after the day after

155
00:09:05,970 --> 00:09:09,030
now that you get the slowly get
that time back. And so and it's

156
00:09:09,030 --> 00:09:13,230
been it took forever just to get
out of my own way and to grasp

157
00:09:13,230 --> 00:09:18,420
this really simple idea of time
lost short term, but then time

158
00:09:18,420 --> 00:09:22,650
gained long term. And so do you
come across this kind of this

159
00:09:22,650 --> 00:09:26,070
kind of resistance to the open
playbook idea of people saying,

160
00:09:26,070 --> 00:09:28,980
well, it's always been done this
way, or I can do it better, I

161
00:09:28,980 --> 00:09:31,860
can do it faster, any kind of
kind of unlearning that needs to

162
00:09:31,860 --> 00:09:33,210
be done with these people you
help?

163
00:09:33,959 --> 00:09:37,439
Unknown: Well, those are
probably the least effective

164
00:09:37,439 --> 00:09:40,589
words. You could say if we've
always done it this way. But

165
00:09:40,589 --> 00:09:43,619
it's actually an entry point
that we find very, very often.

166
00:09:43,949 --> 00:09:48,119
And what happens in leadership
is we tend to, we tend to have a

167
00:09:48,149 --> 00:09:51,449
kind of a distorted thought
process in our culture of how to

168
00:09:51,449 --> 00:09:54,299
lead because we've used the
dominant leader, the strong

169
00:09:54,299 --> 00:09:58,799
leader, the directive leader,
but more and more today, and I

170
00:09:58,799 --> 00:10:01,559
think it's really it's been this
way We all along with my mentors

171
00:10:01,559 --> 00:10:05,999
have brought me up is that the
effective leader leaves awake

172
00:10:05,999 --> 00:10:10,139
leaders behind them. They leave
people in their path who have

173
00:10:10,139 --> 00:10:14,129
worked for them and grown, and
they become a leader that people

174
00:10:14,129 --> 00:10:18,119
want to work for, for that
reason. Part of that is doing

175
00:10:18,119 --> 00:10:22,649
exactly what you just described,
stepping back and realizing the

176
00:10:22,649 --> 00:10:26,849
short term answer, I could do
everything. But the better

177
00:10:26,849 --> 00:10:31,439
answer, to get great people and
to keep great people and retain

178
00:10:31,439 --> 00:10:36,869
talent is to take the time to
give them a chance to grow, and

179
00:10:36,869 --> 00:10:40,769
to share in their growth and
development. How do we do that?

180
00:10:41,069 --> 00:10:45,449
We give our playbook away. But
they do the work necessary to

181
00:10:45,449 --> 00:10:46,229
build their own.

182
00:10:48,240 --> 00:10:49,950
Robert Plank: And you've
mentioned here about some of

183
00:10:49,950 --> 00:10:54,000
these kind of, like, Aha is
almost right. And it's like,

184
00:10:54,030 --> 00:10:56,700
there's there's like we said
that there's the way it's been

185
00:10:56,700 --> 00:10:59,610
done, or there was like the
obvious solution. And then it's

186
00:10:59,610 --> 00:11:03,450
almost feel like a like a Zen
master at times of just like

187
00:11:03,510 --> 00:11:06,180
sitting and doing nothing and
doing like the more of like the

188
00:11:06,180 --> 00:11:10,440
slow thinking to figure out some
of the solutions. Like earlier

189
00:11:10,440 --> 00:11:13,410
we mentioned that it was like a
communication problem of saying,

190
00:11:13,410 --> 00:11:16,980
well, the person I'm talking to
values relationship, so I need

191
00:11:16,980 --> 00:11:20,610
to, like think more in terms of
those. And like I've had the the

192
00:11:20,610 --> 00:11:23,940
communication problem of
thinking like, well, like, they

193
00:11:23,940 --> 00:11:26,790
don't want to work. No, they do
want to work, I'm been paying

194
00:11:26,790 --> 00:11:29,880
them to work, they want to have
the value, and like something

195
00:11:29,880 --> 00:11:33,150
that every now I'm gonna keep
coming across as like this, this

196
00:11:33,150 --> 00:11:37,260
really kind of leadership hack
of, well, if someone like don't

197
00:11:37,260 --> 00:11:40,230
come to me with a problem, come
to me with a problem plus a

198
00:11:40,230 --> 00:11:43,500
solution or come to me with like
a problem plus three solutions.

199
00:11:43,500 --> 00:11:46,830
And I And every now and then we
come across like a really just

200
00:11:46,860 --> 00:11:50,160
such a simple, like, maybe trick
is the wrong word. But it's

201
00:11:50,160 --> 00:11:53,700
simple like like saying or
strategy. And so do you have a

202
00:11:53,700 --> 00:11:57,570
favorite or like a good strategy
kind of along those lines of

203
00:11:57,570 --> 00:12:00,060
saying like, well, you know, if
nothing else works, or you're

204
00:12:00,060 --> 00:12:02,880
not sure where to start, here's
a tool to pluck out of the

205
00:12:02,880 --> 00:12:04,800
toolbox, anything like that come
to mind?

206
00:12:05,370 --> 00:12:07,560
Unknown: Well, the way that the
way that I like to manage and

207
00:12:07,560 --> 00:12:10,080
build people starts with
selection, so you make sure that

208
00:12:10,080 --> 00:12:13,530
you have a good strong
relationship. And then you're

209
00:12:13,530 --> 00:12:17,280
always taking that person that
you're growing just a little bit

210
00:12:17,280 --> 00:12:20,580
past that comfort zone, right.
And so a lot of that is

211
00:12:20,580 --> 00:12:24,930
challenging and much in the way
you describe is okay. Don't come

212
00:12:24,930 --> 00:12:27,960
to me with a problem for me to
solve. I want to know what you

213
00:12:27,960 --> 00:12:31,650
think. I want to know what you
think and how we go about that.

214
00:12:31,860 --> 00:12:34,980
And then I have them articulate
that to me, and I take the time

215
00:12:34,980 --> 00:12:39,240
to step back and say, Okay, now
let's talk about how that works

216
00:12:39,240 --> 00:12:42,870
and how we might go a different
route, I invest the only real

217
00:12:42,870 --> 00:12:45,750
currency I have as a leader,
that one thing I have that

218
00:12:45,750 --> 00:12:50,460
nobody else has. And that's the
experience. And so I focus on

219
00:12:50,460 --> 00:12:53,880
the person. But having come up
through the accounting arena,

220
00:12:53,880 --> 00:12:57,630
which is a whole nother crazy
story. I do appreciate the

221
00:12:57,630 --> 00:13:01,620
structure. So I start with the
person, but I moved to the

222
00:13:01,620 --> 00:13:05,070
structure quickly, either
organizationally, or where I'm

223
00:13:05,070 --> 00:13:09,510
trying to lead that person.
Because we can only really like

224
00:13:09,510 --> 00:13:13,980
the path, Robert, if I'm doing
all their thinking for them. And

225
00:13:13,980 --> 00:13:17,160
at the end of the day, I'm the
guy who's doing all the work,

226
00:13:17,310 --> 00:13:20,400
and they're not going to be
fulfilled, excited, challenged.

227
00:13:20,700 --> 00:13:23,400
And at the end of the day, it'll
be a poor manager, leading

228
00:13:23,430 --> 00:13:27,570
people who probably aren't very,
very happy.

229
00:13:29,370 --> 00:13:31,590
Robert Plank: And that's been on
my mind as well. Like, it's

230
00:13:31,590 --> 00:13:34,110
almost like you're reading my
diary. And some of these things

231
00:13:34,110 --> 00:13:37,560
were sometimes like, I hire
someone, and they're really good

232
00:13:37,560 --> 00:13:40,620
at some kind of task. And I like
load up some different tasks and

233
00:13:40,620 --> 00:13:43,260
try them out from different
things. And right now I'm almost

234
00:13:43,260 --> 00:13:45,810
at the point where I'm, I'm
trying to like elevate like one

235
00:13:45,810 --> 00:13:48,900
person in particular to like
more of a manager role, because

236
00:13:48,990 --> 00:13:51,390
he's done the work, he knows how
it's done. He knows what to look

237
00:13:51,390 --> 00:13:55,500
for. And it's a little bit scary
for me. And then because I don't

238
00:13:55,500 --> 00:13:58,110
want to, like lose a good
person, I don't want to push

239
00:13:58,110 --> 00:14:01,080
them too much. And I'm also a
little bit worried about them if

240
00:14:01,080 --> 00:14:03,690
they're like, well, if they're
just trying to be eager to

241
00:14:03,690 --> 00:14:08,010
please me, or if they're like
moving past their their point of

242
00:14:08,010 --> 00:14:11,190
happiness or anything like that.
And so there's a lot to think

243
00:14:11,190 --> 00:14:15,900
about here. And, and what helps
me many times with these kind of

244
00:14:16,080 --> 00:14:20,280
overly personal problems is to
see that happen with someone

245
00:14:20,280 --> 00:14:23,430
else, right? See it happen in
some other industry, some other

246
00:14:23,430 --> 00:14:26,160
company, some other person with
this problem. And I remember

247
00:14:26,160 --> 00:14:29,040
last time you were talking
about, like helping out like the

248
00:14:29,040 --> 00:14:31,710
baseball team. And so do you
have any more interesting

249
00:14:31,710 --> 00:14:35,220
stories this time around of like
a specific company or a specific

250
00:14:35,220 --> 00:14:39,150
person where they need your
help, and you help them conquer

251
00:14:39,150 --> 00:14:42,210
the problem in a new way? Yeah,
absolutely.

252
00:14:42,960 --> 00:14:45,900
Unknown: Actually, the baseball
example is a great example. I

253
00:14:45,900 --> 00:14:48,750
was brought on as a control over
a major league baseball team.

254
00:14:49,020 --> 00:14:52,620
The image has been acquired. And
so we went through about the

255
00:14:52,620 --> 00:14:56,790
first six, nine months of that,
and I was asked to speak at a

256
00:14:56,790 --> 00:15:00,240
major university in the Bay Area
for their MBA and Words

257
00:15:00,240 --> 00:15:03,900
management. Now, Robert, I was
from a small school, and I

258
00:15:03,900 --> 00:15:08,550
didn't have an MBA, most of
their students were lawyers and,

259
00:15:08,970 --> 00:15:12,900
you know, MBA candidates. And so
I remember sitting out of my car

260
00:15:12,900 --> 00:15:16,770
before I went in. And the way we
all do before we give a talk is

261
00:15:16,770 --> 00:15:20,070
we're kind of going through
those steps, I had the talk

262
00:15:20,070 --> 00:15:23,220
exactly where I wanted it. The
only thing I wasn't sure about

263
00:15:23,220 --> 00:15:27,240
was the first part, how I got
that job, because I got that job

264
00:15:27,240 --> 00:15:30,300
in one interview, and it was the
job that everybody else wanted.

265
00:15:30,930 --> 00:15:33,780
I was fortunate enough to have
the exact temperament and skill

266
00:15:33,780 --> 00:15:37,050
set to be at the right place at
the right time with the right

267
00:15:37,050 --> 00:15:41,460
thing to offer, and with the
right attitude. So right before

268
00:15:41,460 --> 00:15:45,330
I went into to give the talk, I
asked myself a very simple

269
00:15:45,330 --> 00:15:50,820
question. Who are you here for?
Why are you doing this? And that

270
00:15:50,820 --> 00:15:53,160
really answered the question,
because the leadoff part of the

271
00:15:53,160 --> 00:15:57,180
talk was about getting that job
in one interview, and I thought,

272
00:15:57,450 --> 00:15:59,670
wow, would these people think
I'm lucky? Will they think I

273
00:15:59,670 --> 00:16:02,040
knew somebody will they think I
don't deserve it, you know, all

274
00:16:02,040 --> 00:16:05,010
the self defeating talk that we
can fall into. But when I

275
00:16:05,010 --> 00:16:08,730
switched it to what can I offer,
and who am I here for a whole

276
00:16:08,730 --> 00:16:13,080
different story, went in gave
the talk. It was, it was really,

277
00:16:13,110 --> 00:16:16,530
for me a good talk, I felt like
it was awesome. At the end of

278
00:16:16,530 --> 00:16:20,100
the talk, a young man walks up
the center of the aisle, and

279
00:16:20,100 --> 00:16:22,590
says, you know, we saw have a
posting in here for an intern

280
00:16:22,590 --> 00:16:25,230
for your team. And I just
figured I would never have a

281
00:16:25,230 --> 00:16:28,560
chance. But after hearing how
you got your job, in one

282
00:16:28,560 --> 00:16:33,810
interview, I'm going to try, I'm
going to send in my resume. And

283
00:16:33,810 --> 00:16:36,120
he walked out. And I talked with
a lot of other people, but I

284
00:16:36,120 --> 00:16:40,530
always remembered him. Flat,
fast forward about four or five

285
00:16:40,530 --> 00:16:43,710
months, we're in the middle of
baseball season. And if you've

286
00:16:43,710 --> 00:16:46,350
ever worked in a sports
environment, when you're in

287
00:16:46,350 --> 00:16:48,840
season, and it's game day, man,
things are happening. And

288
00:16:48,840 --> 00:16:51,900
they're happening fast
everywhere. And one of our

289
00:16:51,900 --> 00:16:55,080
community development guys, John
walks in. It's got somebody

290
00:16:55,080 --> 00:16:57,270
trailing behind them. He says,
Hey, Larry, you got a minute.

291
00:16:57,300 --> 00:17:00,180
And so I did what I
unfortunately, I'm ashamed to

292
00:17:00,180 --> 00:17:02,940
say I did too much. I said,
John, I'm really busy. Can I

293
00:17:02,940 --> 00:17:05,790
reschedule? And he looked me
dead set in the eyes, Robert,

294
00:17:06,030 --> 00:17:10,230
and said, Larry, I need five
minutes of your time. And so and

295
00:17:10,230 --> 00:17:13,350
so we walked into my office,
this guy's following him, he

296
00:17:13,350 --> 00:17:16,530
sits down. We started a little
bit of small talk, and he looks

297
00:17:16,530 --> 00:17:19,290
at me, he goes, You don't
remember me, do you? And I go,

298
00:17:19,290 --> 00:17:23,010
Well, you know, you look, you do
look kind of familiar to me. And

299
00:17:23,010 --> 00:17:28,080
he says, I was at that talk that
you gave at this major

300
00:17:28,080 --> 00:17:31,590
university. I came up and talk
to you afterwards. And I told

301
00:17:31,590 --> 00:17:34,290
you that I was going to apply
for this job, when I wouldn't

302
00:17:34,290 --> 00:17:39,510
have done that before. Your
story was the difference. And

303
00:17:39,510 --> 00:17:46,530
I'm here because of that story.
And he got up, walked out. Oh,

304
00:17:46,530 --> 00:17:49,110
and then he said, Thank You
mustn't forget that. He got up

305
00:17:49,110 --> 00:17:51,720
and he walked out. Robert, I sat
there for 15 minutes in the

306
00:17:51,720 --> 00:17:56,910
middle of a game day, realizing
the impact that we have, as

307
00:17:56,910 --> 00:18:01,920
leaders, to build people who are
awesome, by just giving a little

308
00:18:01,920 --> 00:18:05,370
bit of ourselves often it's our
most vulnerable part. And

309
00:18:05,370 --> 00:18:08,910
bringing that out, I could never
have expected that. That was I

310
00:18:08,910 --> 00:18:14,340
thought, just an experience on a
summer afternoon. And then

311
00:18:14,490 --> 00:18:18,540
hormones flash forward. And here
he is. That's not me.

312
00:18:18,570 --> 00:18:21,120
Specifically, that's all of us.
We all have the power to do

313
00:18:21,120 --> 00:18:23,730
that. And we all have the
stories because no matter where

314
00:18:23,730 --> 00:18:27,240
we are in life, somebody's
looking to where we're at today,

315
00:18:27,240 --> 00:18:31,710
right now, and saying, how did
that person get there? Our

316
00:18:31,710 --> 00:18:33,060
stories are the way we show
them.

317
00:18:34,620 --> 00:18:38,640
Robert Plank: And that's again,
it's simple, but it's huge. And

318
00:18:38,670 --> 00:18:41,550
it's it's easy to think like oh,
that's just like some like

319
00:18:41,550 --> 00:18:44,490
cheesy, like, inspirational
thing to say. But I mean, like

320
00:18:44,490 --> 00:18:48,060
you said, you never know what
what you're doing right now

321
00:18:48,060 --> 00:18:50,790
today, like, even like you being
on this podcast, maybe someone

322
00:18:50,790 --> 00:18:53,640
will listen to justice one
episode, and then they'll go and

323
00:18:53,670 --> 00:18:56,850
make some better decisions or
take some different action that

324
00:18:56,850 --> 00:19:00,510
they wouldn't have otherwise.
And I feel like, probably like

325
00:19:00,510 --> 00:19:03,330
98% of the time, we don't even
know what happens, right? It

326
00:19:03,360 --> 00:19:06,660
never gets back to us. Unless
there's some freaky coincidence,

327
00:19:06,750 --> 00:19:10,470
like what happened with you. But
what I get from from you saying

328
00:19:10,470 --> 00:19:13,980
that is? It's easy to be
negative, right? It's easy to

329
00:19:14,100 --> 00:19:17,760
think like, oh, you know, I had
that one bad day 12 years ago,

330
00:19:17,760 --> 00:19:20,670
and that one person cut me off
in traffic. But I mean, why not

331
00:19:20,670 --> 00:19:25,020
think about the positive of it,
of maybe when you showed up for

332
00:19:25,050 --> 00:19:28,500
that speaking gig, or you made
that phone call or you spoke to

333
00:19:28,500 --> 00:19:32,340
that one person? You never know
if that changed someone's course

334
00:19:32,340 --> 00:19:35,190
of action and now they're doing
something new that they wouldn't

335
00:19:35,190 --> 00:19:38,970
have done before. If not for
your advice and it's like it's

336
00:19:39,000 --> 00:19:41,760
an it for me it's probably very
deep but like if I really think

337
00:19:41,760 --> 00:19:46,200
about it, like certain like very
insignificant events come to

338
00:19:46,200 --> 00:19:49,980
mind of like this One teacher
said this one thing and nothing

339
00:19:49,980 --> 00:19:52,710
else this teacher ever said
really lasted except for like

340
00:19:52,710 --> 00:19:55,890
this one thing or this one
speaking gig. Someone just had

341
00:19:55,890 --> 00:19:58,680
this one sentence in there. And
that's the one thing that stuck

342
00:19:58,680 --> 00:20:01,020
and it's like, we don't know
What's going to because

343
00:20:01,020 --> 00:20:03,870
everyone's different, we don't
know what's going to be the one

344
00:20:03,870 --> 00:20:07,560
helpful thing that someone else
is, is going to help someone,

345
00:20:07,650 --> 00:20:11,220
and so and so that stuck with
me, or you said, he said, like,

346
00:20:11,250 --> 00:20:15,420
why am I here? And who am I here
to help? And like that's, that's

347
00:20:15,420 --> 00:20:19,020
another helpful reminder of if
we doubt ourselves or if you

348
00:20:19,020 --> 00:20:21,780
think that, you know, you have
like that imposter syndrome or

349
00:20:21,780 --> 00:20:26,190
something like that, well shift
the focus and outside of you to

350
00:20:26,190 --> 00:20:29,670
someone else. And then that also
solves the problem of like, what

351
00:20:29,670 --> 00:20:32,010
speakers? How would they say
like, I have this one speech

352
00:20:32,010 --> 00:20:34,860
have this one message, and I
need to customize it to this

353
00:20:34,860 --> 00:20:38,190
other audience? How do I do
that? Well, why am I here? Who

354
00:20:38,190 --> 00:20:40,800
am I here to help and like you
said there many times, it's just

355
00:20:40,800 --> 00:20:43,500
changing the beginning. And then
the rest the the meat of

356
00:20:43,500 --> 00:20:46,320
everything is kind of the same,
but just the kind of the

357
00:20:46,380 --> 00:20:49,560
appealing to it and the store
you work in, you can just change

358
00:20:49,560 --> 00:20:52,920
that one part. And then it
suddenly it kind of fits the,

359
00:20:53,460 --> 00:20:57,270
the the tool fits the hole a
little bit better, so to speak.

360
00:20:57,420 --> 00:21:00,420
And and yeah, that's, it's
simple, but very helpful.

361
00:21:00,750 --> 00:21:03,360
Unknown: Yeah. And just to build
on your thought, there, here's

362
00:21:03,360 --> 00:21:06,300
what's really interesting, and
we really focus on this a lot

363
00:21:06,330 --> 00:21:09,960
and open playbook. What's
interesting is when you develop

364
00:21:09,960 --> 00:21:14,190
a habit, right, a good habit,
and and that habit is that

365
00:21:14,190 --> 00:21:16,590
you're looking at your
strengths, you're thinking about

366
00:21:16,590 --> 00:21:19,230
how you're using them, you're
looking back at your past

367
00:21:19,230 --> 00:21:22,230
catalogue of wherever you're at
those stories that are evidence

368
00:21:22,230 --> 00:21:26,220
of your strengths. And you get
in the habit of sharing us and

369
00:21:26,220 --> 00:21:29,790
not in a not an arrogant way,
but in a very humble way, and

370
00:21:29,790 --> 00:21:32,460
investing yourself and other
people what happens, and this is

371
00:21:32,460 --> 00:21:36,450
a coolest thing. What happens is
you start to attract that type

372
00:21:36,450 --> 00:21:39,990
of talent around you. And pretty
soon you have a wake of people

373
00:21:39,990 --> 00:21:42,540
who have worked for you. And
they said, Oh, yeah, I moved

374
00:21:42,540 --> 00:21:46,380
exponentially forward working
for this person. Wow, this is a

375
00:21:46,380 --> 00:21:49,710
small business world. Now you as
a leader have the opportunity to

376
00:21:49,710 --> 00:21:53,190
show how all these people have
done well working for you. Do

377
00:21:53,190 --> 00:21:55,260
you think that's gonna get you
the best talent? Do you think

378
00:21:55,260 --> 00:21:57,330
that's gonna keep them there?
Absolutely.

379
00:21:59,040 --> 00:22:01,050
Robert Plank: And like, you hear
all the time about how like

380
00:22:01,050 --> 00:22:04,260
these, these huge speakers like
like, oh, like a Robert Allen

381
00:22:04,260 --> 00:22:06,900
type, or someone, they'll make
these kind of like certification

382
00:22:06,900 --> 00:22:09,390
programs like, right, where like
coaching programs where they

383
00:22:09,390 --> 00:22:13,110
say, you know, sure I've, I've
taught these people, but in

384
00:22:13,110 --> 00:22:16,170
order to scale, I've kind of
taken my recipe and then other

385
00:22:16,170 --> 00:22:18,870
people teach the way I do it.
And then it seems like that

386
00:22:18,870 --> 00:22:23,190
would have way more of an impact
than you just doing on your own.

387
00:22:23,190 --> 00:22:25,500
And so it's like, it really
makes the brain go crazy, right?

388
00:22:25,500 --> 00:22:27,990
When you think about well, it's
not just me, it's about other

389
00:22:27,990 --> 00:22:31,890
people I've helped and then and
even pays off in selfish ways

390
00:22:31,890 --> 00:22:35,190
too, because you can say, well,
don't, don't talk about how

391
00:22:35,190 --> 00:22:37,710
great I am talking about how
great these other people are,

392
00:22:37,710 --> 00:22:40,590
that I've I've helped out but
then it kind of it finds its way

393
00:22:40,590 --> 00:22:43,080
back to you. And so when you
talk about these things like the

394
00:22:43,110 --> 00:22:46,200
the strengths, right strengths,
like like relationships, or like

395
00:22:46,200 --> 00:22:51,720
experience, is there a like a
test to take or multiple choice

396
00:22:51,720 --> 00:22:54,060
or categories to pluck out? Or
is it a matter of like, just

397
00:22:54,060 --> 00:22:55,020
thinking it through.

398
00:22:56,100 --> 00:22:59,160
Unknown: So I'm a Gallup Clifton
Strengths certified coach, we

399
00:22:59,160 --> 00:23:02,910
use Gallup strength based
methodology is our baseline. And

400
00:23:02,910 --> 00:23:06,810
the concept underlying that and
in fact, I've used that and been

401
00:23:06,810 --> 00:23:10,320
focused on that my career since
2004, it literally changed my

402
00:23:10,320 --> 00:23:14,760
career. And it is became the
foundation of open playbooks

403
00:23:14,790 --> 00:23:19,110
looking at strengths. And how do
we use that. But it isn't an

404
00:23:19,110 --> 00:23:21,870
assessment. It's not a test,
because at the end of the day,

405
00:23:22,530 --> 00:23:25,890
the assessment gives us an idea
of how we're naturally wired.

406
00:23:26,160 --> 00:23:28,830
Why is that important? It's
important because if we

407
00:23:28,830 --> 00:23:32,700
understand how we're wired, and
what inherent strengths we are,

408
00:23:32,970 --> 00:23:35,490
now, we got something to work
with. Now we got something to

409
00:23:35,490 --> 00:23:40,110
build upon. Now we're informed
and aware and have an ability to

410
00:23:40,110 --> 00:23:44,280
develop a strategy all moving
forward. That's the way I do it

411
00:23:44,430 --> 00:23:48,360
all moving forward, not ignoring
areas that we might have blind

412
00:23:48,360 --> 00:23:51,960
spots with being very much aware
of them and building teams that

413
00:23:51,960 --> 00:23:55,650
drive on strength. I gotta tell
you, I think gallops Clifton

414
00:23:55,650 --> 00:23:58,020
Strengths is the best product to
do that.

415
00:23:59,010 --> 00:24:00,750
Robert Plank: And it seems like
from your answer here, you're

416
00:24:00,750 --> 00:24:04,470
saying that even assessment is
not like the final verdict,

417
00:24:04,470 --> 00:24:07,860
right? That you can kind of use
a blend of like, well, here's

418
00:24:07,860 --> 00:24:11,160
what the assessment told me.
Here's what I think of myself.

419
00:24:11,160 --> 00:24:13,500
Here's what other people have
said in my reaction. And it's

420
00:24:13,500 --> 00:24:15,930
like, like anything else in
life, how you know, life is

421
00:24:15,930 --> 00:24:19,470
consisted of like, your, like
your skill, and plus your luck

422
00:24:19,470 --> 00:24:23,070
plus, like the the resources at
your disposal, I imagine it's

423
00:24:23,070 --> 00:24:25,830
the same as far as figuring out
the strength. It's like, it's a

424
00:24:25,830 --> 00:24:28,560
blend of many things, and then
you figure out your strategy

425
00:24:28,560 --> 00:24:29,190
from there.

426
00:24:29,760 --> 00:24:33,810
Unknown: Yeah, so there's a lot
to unpack with that. So, from

427
00:24:33,810 --> 00:24:37,440
the assessment, it literally
changed my career. I've done a

428
00:24:37,440 --> 00:24:40,800
lot of them. I think that we're
all have something to offer. I

429
00:24:40,800 --> 00:24:43,920
do think that the underlying
philosophy here is the best for

430
00:24:43,920 --> 00:24:47,730
what I do and what I think and
how I think organizations can

431
00:24:47,730 --> 00:24:53,460
build winning teams. That said,
it's one data point. And it's an

432
00:24:53,460 --> 00:24:57,150
informed data point that allows
us to elevate the conversation

433
00:24:57,150 --> 00:25:00,300
between a manager or a leader
and the people that worked for

434
00:25:00,300 --> 00:25:03,570
them, and handled it in a
transparent way, Robert, it

435
00:25:03,570 --> 00:25:06,900
gives us a basis to talk
differently. And to think about

436
00:25:06,960 --> 00:25:09,840
how this team comes together and
how these people perform the

437
00:25:09,840 --> 00:25:13,530
best. But there's all kinds of
different data points. It's not

438
00:25:13,530 --> 00:25:16,860
a limiting thing that says, if
you test this way, you can't do

439
00:25:16,860 --> 00:25:20,040
this. It's very much an
informative thing that says,

440
00:25:20,040 --> 00:25:24,030
here's, here's the inherent
group of strengths that you tend

441
00:25:24,030 --> 00:25:27,840
to lean on. How do we use those
to produce the results you want

442
00:25:27,840 --> 00:25:31,770
to do in the best way. So it
becomes a data point that allows

443
00:25:31,770 --> 00:25:35,640
us to be better at building our
careers in a way that's

444
00:25:35,640 --> 00:25:40,590
purposeful, that's focused on
strength. And that allows us to

445
00:25:40,620 --> 00:25:44,280
build people who work better
with people is really powerful.

446
00:25:46,020 --> 00:25:51,210
So so there's there's that
element that goes with that.

447
00:25:51,750 --> 00:25:54,690
Combine that with open playbook
and the idea that now when we

448
00:25:54,690 --> 00:25:57,510
start with those inherent
strains, we're able to have a

449
00:25:57,510 --> 00:26:01,770
whole different dialogue. And
some of the playbook though,

450
00:26:01,770 --> 00:26:05,460
that we give away in playbook
three is not going to be the

451
00:26:05,460 --> 00:26:09,120
wins, it's not going to be where
we hit the nail on the head. But

452
00:26:09,120 --> 00:26:11,970
it's where if we're working with
somebody, we're really mentoring

453
00:26:11,970 --> 00:26:15,150
a leader, somebody that were
really growing, we're going to

454
00:26:15,150 --> 00:26:18,150
share some of those painful
lessons too, right? Because

455
00:26:18,150 --> 00:26:20,760
that's gonna make them go
faster. It allows him to miss

456
00:26:20,760 --> 00:26:24,360
some of the things. And just
like sitting in front of that

457
00:26:24,390 --> 00:26:29,760
university, that was a scary
thing for me to do this a huge

458
00:26:29,760 --> 00:26:35,640
growing experience. Because it
made me feel vulnerable. And at

459
00:26:35,640 --> 00:26:39,750
the end of the day, being
vulnerable and confident in that

460
00:26:40,560 --> 00:26:42,870
is the way you're going to
connect with people, I think in

461
00:26:42,870 --> 00:26:47,130
a way that exponentially makes
more leaders behind you.

462
00:26:48,120 --> 00:26:51,390
Robert Plank: Right, I mean, I
would say that finding about

463
00:26:51,420 --> 00:26:54,450
finding out about like your
failure, failures and missteps

464
00:26:54,450 --> 00:26:58,230
and things like that is more
helpful than the biggest

465
00:26:58,230 --> 00:27:01,320
successes and like you can't be
100% negative and it can't

466
00:27:01,350 --> 00:27:04,170
always be failures offs need to
kind of explain the things to

467
00:27:04,170 --> 00:27:07,110
do, right. But But there's been
so many times when just someone

468
00:27:07,110 --> 00:27:10,530
telling me this thing here,
don't do that, or don't do it

469
00:27:10,530 --> 00:27:14,130
that hard way has has been like
way more helpful. And I mean,

470
00:27:14,130 --> 00:27:17,610
what comes to mind there is a
couple of years ago, the wife

471
00:27:17,610 --> 00:27:20,640
and I were driving around a
different dentists and local

472
00:27:20,640 --> 00:27:23,280
businesses, and we were like
dropping off boxes of donuts and

473
00:27:23,280 --> 00:27:26,220
just as like a like a first
impression. And I remember that

474
00:27:26,340 --> 00:27:29,280
every time we came close to like
a new business, like we were

475
00:27:29,280 --> 00:27:32,190
pulling up to whatever parking
lot, we were almost there, I had

476
00:27:32,190 --> 00:27:35,490
like this terrible feeling. And
it took a long time to realize

477
00:27:35,490 --> 00:27:40,620
that it was it was negative self
talk that I was not hearing or

478
00:27:40,650 --> 00:27:43,170
consciously thinking like the
self talk in the woods were

479
00:27:43,170 --> 00:27:46,350
there. But it was somehow like
just under the surface and and

480
00:27:46,350 --> 00:27:49,500
then once I and it took a long
time to realize that bad

481
00:27:49,500 --> 00:27:53,370
behavior. But then the next time
that I had that, that feeling,

482
00:27:53,460 --> 00:27:56,850
then I kind of made it a point
to like dig deep and kind of

483
00:27:57,360 --> 00:28:00,360
kind of grab the negative self
talk and listen to it. So that

484
00:28:00,360 --> 00:28:03,030
way I could counteract it. But
like so many times, it's like

485
00:28:03,030 --> 00:28:06,540
the problem we have or the thing
we shouldn't be doing. It's it's

486
00:28:06,540 --> 00:28:10,230
just out of sight just out of
reach. And then by by like, you

487
00:28:10,230 --> 00:28:13,590
know, figuring that out or
listening to someone that that

488
00:28:13,590 --> 00:28:16,890
says like, here's the bad thing.
Don't do that. Or here's how I

489
00:28:16,890 --> 00:28:21,360
came across it, it seems to be
way more helpful to say problem

490
00:28:21,360 --> 00:28:25,830
solution instead of just
solution. So as we're wrapping

491
00:28:25,830 --> 00:28:29,280
up, up and winding down here,
like you mentioned about these

492
00:28:29,310 --> 00:28:33,090
these failures and like the
painful moments, so does a

493
00:28:33,180 --> 00:28:35,910
really painful moment that we
haven't mentioned coming to mind

494
00:28:35,910 --> 00:28:38,940
for you because it has me really
curious about some of this

495
00:28:38,940 --> 00:28:39,960
vulnerable stuff.

496
00:28:41,910 --> 00:28:43,530
Unknown: You know, it was
actually painful and

497
00:28:43,530 --> 00:28:47,580
transformative. And I had worked
in in homebuilding for about

498
00:28:47,580 --> 00:28:50,820
four and a half years. The first
three years, Robert, we couldn't

499
00:28:50,820 --> 00:28:53,940
build them fast enough. We were
innovating. I was the assistant

500
00:28:53,940 --> 00:28:56,250
controller. So right in the
middle of the accounting

501
00:28:56,250 --> 00:29:00,300
function. But as as putting in
new systems, you're innovating,

502
00:29:00,300 --> 00:29:02,700
you're innovating processes,
you're growing, man, I was

503
00:29:02,700 --> 00:29:07,020
having so much fun. Then the
market changed and it crashed.

504
00:29:07,410 --> 00:29:12,150
And they wanted and rightly so,
an accountant assistant

505
00:29:12,150 --> 00:29:14,880
controller that was really
accounting minded, who like to

506
00:29:14,880 --> 00:29:18,540
do spreadsheets and debits and
credits, and all the things that

507
00:29:18,540 --> 00:29:21,390
traditionally we think of with
an accountant. I became so

508
00:29:21,390 --> 00:29:25,110
frustrated I wanted to I didn't
know what to do. I started

509
00:29:25,110 --> 00:29:28,170
doubting myself like you were
talking about in you know, in

510
00:29:28,170 --> 00:29:32,190
your calls. And I found myself
in front of a career counselor.

511
00:29:32,850 --> 00:29:36,180
And the Career Counselor did
some work with me showed me the

512
00:29:36,180 --> 00:29:40,320
Myers Briggs assessment at that
time. And you know, you have to

513
00:29:40,320 --> 00:29:43,800
understand but Robert, I was
doubting myself. I was about

514
00:29:43,800 --> 00:29:48,060
ready to quit and do all kinds
of different things outside of

515
00:29:48,060 --> 00:29:51,870
accounting, I had no idea I was
lost. And this Myers Briggs

516
00:29:51,870 --> 00:29:56,370
showed me Wow, there was nothing
wrong with me. I just had a

517
00:29:56,370 --> 00:29:59,970
skill set and a temperament that
wasn't needed in the circuit.

518
00:30:00,000 --> 00:30:05,730
Since I said, Oh, let me develop
a new playbook. Let me adjust my

519
00:30:05,730 --> 00:30:09,330
playbook and realize that I'm
somebody in the finance arena

520
00:30:09,330 --> 00:30:13,920
that likes to build people to
drive change. And before I knew

521
00:30:13,920 --> 00:30:16,830
it, I was sitting in the chair
and the interview for that major

522
00:30:16,830 --> 00:30:21,360
league baseball team, explaining
that they this is what I was

523
00:30:21,360 --> 00:30:24,510
about. And they were explaining
to me that we need change, and

524
00:30:24,510 --> 00:30:27,960
we need somebody to drive it.
And before that interview ended,

525
00:30:27,960 --> 00:30:32,790
I had an offer. And it was the
transformative event my career

526
00:30:33,180 --> 00:30:35,940
that showed me that really play
to our strengths. And when we

527
00:30:35,940 --> 00:30:39,090
really know what they are, we
really set ourselves up for

528
00:30:39,090 --> 00:30:42,330
provenance to step in and
exponential breakthroughs to

529
00:30:42,330 --> 00:30:42,660
happen.

530
00:30:44,160 --> 00:30:46,500
Robert Plank: Well, a lot of
this is making sense, especially

531
00:30:46,500 --> 00:30:50,130
how you said that playbook one
starts with the self awareness

532
00:30:50,220 --> 00:30:53,100
and knowing what your strengths
are. And also your answer here

533
00:30:53,100 --> 00:30:56,790
is reassuring, because it makes
you think that well, some of the

534
00:30:56,790 --> 00:30:58,500
things that you think are
weaknesses might not be

535
00:30:58,500 --> 00:31:00,810
weaknesses, it's just not the
right time for that right now,

536
00:31:00,810 --> 00:31:04,560
or it's not the right place for
that. And then hence the need to

537
00:31:04,560 --> 00:31:08,430
be adaptable. And to kind of
just like have that feedback

538
00:31:08,430 --> 00:31:11,190
loop of thinking like, Okay,
well, that painful time in the

539
00:31:11,190 --> 00:31:14,190
past, instead of thinking like,
oh, it's bad. And like, I'll

540
00:31:14,190 --> 00:31:16,710
just, I'll just put it away, and
I won't think about it or be off

541
00:31:16,710 --> 00:31:19,890
in this corner. It's like, well,
maybe you can use that as a way

542
00:31:19,890 --> 00:31:23,070
to do better next time or think,
you know, maybe you didn't even

543
00:31:23,070 --> 00:31:26,550
do anything wrong, it was just
just bad luck or bad timing or

544
00:31:26,550 --> 00:31:29,880
something like that. So it like
kind of puts a better, a better

545
00:31:29,880 --> 00:31:33,180
picture on some of the things
that we think might might be

546
00:31:33,180 --> 00:31:36,870
weaknesses. So our conversation
has gotten so deep talking about

547
00:31:36,930 --> 00:31:40,260
the past and about about people
and being a better people

548
00:31:40,260 --> 00:31:42,900
person. And besides being a
better person in general. So if

549
00:31:42,900 --> 00:31:46,560
people are intrigued and
interested in the line of

550
00:31:46,560 --> 00:31:49,260
conversation we have going here,
what's the next step? How do

551
00:31:49,260 --> 00:31:52,140
they find out about you and
what's happening with the

552
00:31:52,140 --> 00:31:55,380
publication and, and the
documentary and everything else?

553
00:31:55,920 --> 00:31:56,340
Wow,

554
00:31:56,370 --> 00:31:58,950
Unknown: there's a lot going on.
Probably the best place is the

555
00:31:58,950 --> 00:32:05,070
open playbook website, www dot
open hyphen, playbook.com.

556
00:32:05,430 --> 00:32:09,690
That's a great place to start.
Your brains magazine will you'll

557
00:32:09,690 --> 00:32:12,420
see a series of articles coming
out on that it's an online

558
00:32:12,420 --> 00:32:17,070
magazine, it serves Europe,
Australia, and Canada and the

559
00:32:17,070 --> 00:32:21,420
US. And so not only for me, but
there's a lot of exciting

560
00:32:21,420 --> 00:32:24,810
cutting edge thinking from a
number of authors in that

561
00:32:24,810 --> 00:32:29,190
publication as powerful. And as
far as the documentary goes, we

562
00:32:29,190 --> 00:32:32,370
don't have a release date yet.
It's in production. And our

563
00:32:32,370 --> 00:32:35,040
virtual product is in
production. And we expect that

564
00:32:35,040 --> 00:32:36,540
to release in the second half of
the year.

565
00:32:37,409 --> 00:32:40,799
Robert Plank: Fantastic. So open
dash playbook.com will be the

566
00:32:40,799 --> 00:32:43,619
place to keep up to date with
all those interesting things.

567
00:32:43,619 --> 00:32:47,789
And as we close this call up,
Larry, is there any final words

568
00:32:47,789 --> 00:32:50,189
of advice you have for us or
anything quick that you think we

569
00:32:50,189 --> 00:32:51,569
left out of our conversation?

570
00:32:52,590 --> 00:32:54,390
Unknown: You know, we covered a
lot of ground, Robert, but at

571
00:32:54,390 --> 00:32:58,140
the end of the day, if if we
take the time to step back and

572
00:32:58,140 --> 00:33:01,410
really examine the strengths and
what we have to offer, either as

573
00:33:01,410 --> 00:33:06,810
a leader or elsewise, elsewhere,
it allows us to have a much more

574
00:33:06,810 --> 00:33:10,320
fulfilling experience, and to be
able to make better decisions.

575
00:33:10,350 --> 00:33:13,890
It's a powerful experience. If
we start from strength and build

576
00:33:13,890 --> 00:33:14,310
on that.

577
00:33:14,970 --> 00:33:17,460
Robert Plank: Fantastic, no more
strength so that we don't have

578
00:33:17,460 --> 00:33:20,490
to keep on repeating the same
mistakes. And that way, we don't

579
00:33:20,490 --> 00:33:23,250
have to make things so hard. It
doesn't have to be this hard. It

580
00:33:23,250 --> 00:33:26,760
might just require a new angle,
a new way of thinking place to

581
00:33:26,760 --> 00:33:30,540
go is open dash playbook.com.
And we will see you there and

582
00:33:30,540 --> 00:33:31,920
Thanks, Larry, for showing up.

583
00:33:32,159 --> 00:33:33,809
Unknown: Thank you, Robert.
Appreciate your time.

584
00:33:38,070 --> 00:33:41,310
Robert Plank: You wish you had a
podcast just like this one. Do

585
00:33:41,310 --> 00:33:44,220
you wish you did more with your
podcast like getting more

586
00:33:44,220 --> 00:33:48,390
traffic, being active on social
media getting more guests better

587
00:33:48,390 --> 00:33:52,080
guests or you being a guest on
another podcast? Or maybe you

588
00:33:52,080 --> 00:33:55,530
just want your podcast to say
the same but you don't want the

589
00:33:55,530 --> 00:33:59,160
time commitment you currently
put into your podcast if any or

590
00:33:59,160 --> 00:34:02,340
all of that sounds great to you
go right now to d f y

591
00:34:02,340 --> 00:34:08,250
podcast.com/free to claim your
12 podcast boosters