Healthy N Wealthy N Wise

Leadership Lessons with David Rosenberg – powered by Happy Scribe

Are you living your best life as a salesperson or entrepreneur, or do you find you’re working all the time on this hamster wheel of life while stressed out and not financially free, which is the exact opposite of what you had signed up for, especially now in this global pandemic? If this is you, you are not alone. I found myself there in 2008 when I lost everything, including my health, and had to pivot. Working from home for the first time with no money.

I rebuilt my life from scratch, juggling motherhood and marriage to get my life back and be recession and pandemic proof today. Now we live laptop lifestyles with our kids and are poised to travel the world together. How did we do it? Join me as I share my health and wealth and wisdom secrets, tips, tools and expert interviews to equip you to be recession proof and live your best life. My name is Lois Coffey and this is healthy and wealthy and wise.

Well, all right, all right, all right. Happy Friday, everyone. This is Coach Lewis with another Livea Friday podcast. If you’re tuning in live here inside of the healthy and wealthy and wise community. I want to welcome you. So feel free as always. You know the drill comment below hashtag live and where you are tuning in from. If you’re watching the replay, whether it’s in YouTube or wherever you find this, please go ahead and comment below hashtag replay.

And if you see value today, go ahead during the show or on the replay to hit the share button and share with your community. As always, I have an amazing, amazing guest expert and is going to be wowing you with his wisdom and knowledge. So you also have the opportunity over the next 30 minutes to ask questions. So not only hit the share button, but also comment below. So if you haven’t already done so, also, if you find this later, we want you inside of my health and welfare.

And why is Facebook community so just go to healthy, wealthy and wise dotcom and you’ll actually not only find me there, but about a thousand other go givers, positive, like minded people. It’s a judgment free zone who we all are here to cheer one another on, like Prince would say, to get through this thing called life, to have your best health, your best health and your best wisdom. So I’m going to go ahead and introduce our amazing guest today.

I actually think it’s been three years since I met this man, David Rosenberg, who lives here just east of me in San Diego County. He’s a speaker and author, a podcast or I was just on his podcast not too long ago with his amazing partner, Darren. And so the coach, he’s a former naval flight officer. And this is kind of a fun story. If you’ve ever seen the movie Top Gun, he was Goose, but he lived.

So that’s a really good thing. He’s led six different companies in the private sector and he’s worked with over a hundred companies all over the country. In fact, I think one of them is in my home city of Minneapolis, Minnesota, if I’m not mistaken. And he’s he’s he’s created a lot of change in leadership and all sorts of other amazing things as their their leader. So I want to say hi to Shaun White, who is actually in Minnesota.

He’s in the Minneapolis saying hello. He’s a fellow sales coach. So you’re in for a treat today, Shaun. So, Dave, why don’t we go ahead and share with us a little bit more about your story and why you do what you do. Sure. Thank you and thanks for your introduction, although I have to say I, I believe in under promising. So I wish you had said I was going to be a boring, lackluster guest this way.

I don’t have this high bar. I have to do that meeting right now. So, you know, you’ve set the bar kind of high now. Why? I do what I do. So obviously, my story is a 60 year old story and we only have 30 minutes.

So good point.

I’ll try and keep it brief. But I think that why I do what I do is which is I think a great question can be summed up when I talk about the last company I ran, obviously before my current business where I’m a solo printer. So I don’t really consider that running a company, although I wear all the hats, I was brought into a. VP of local moving company here in San Diego, a buddy of mine was the owner of the company, they had been in business for 10 or some odd years and he was looking for help to grow and expand the company.

And when I started, there are. Estimate was a gentleman who had a ninth grade education, grew up in Barrio Logan. So for those of you who are not local, that’s a not so good neighborhood where the you go to bed to the sound of gunfire. And he had, as I said, ninth grade education. So had been a mover. And by the time I met him, he had worked his way up through the operations department to now he was doing estimates he was making fifteen dollars an hour plus twenty five dollars for every move he booked and he had zero sales training.

Wow.

Now. Yeah. And he was doing OK. You know, he’s, he’s a very smart, likable guy and just was, you know, like many sales people just living off charisma and doing pretty good on that. And I believe salespeople should eat what they kill and they should participate in their own success and go over time to me is anathema with when it comes to sales people, if they’re really good and they can do their job in 20 hours a week, let them do their job in 20 hours a week.

And if you know, they have to work harder, they have to work harder. So I approached him with a new plan that was a hundred percent commission. And I said to him, hey, I think this is a better way for you. And frankly, he didn’t trust me. I was pretty new there. I was new in leadership there. He had no idea what I was about or who I was about and what he knew was.

You trade time for dollars, right? Many people know that, and he couldn’t understand in his mind why he would give up getting paid for every hour he worked.

I wasn’t about to force this on him. I knew that would have a negative effect, so we just let it go. And I continued I started working with him on a sales. Fast forward a year. Sit down, I go, I want to talk at this point, we had a track record, he understood the changes I was making were all for everybody and the company’s benefit. And we were we were doing really well. We had we’ve grown a lot.

And I sat down with his W-2 and I said, here’s what you made last year and it wasn’t bad.

I mean, he made sixty seventy thousand dollars, you know, somewhere in that range for. Well, that’s that’s not bad.

At 15 bucks an hour. He is working his tail off for and he spent a lot of long hours and overtime, but, you know, it was half decent.

And then I showed him what he left on the table. Had he made the change I had suggested a year ago.

Oh. It was two thirds of his take on. We’re not taking all of his growth that was significant. He gave up a six figure compensation. Yeah, at this point, his eyes go wide. And as I said, he trusted me and he said, yeah, I’ll let’s make the change. Fast forward two years. The company is sold as senior management typically does. I was moved out and so I’m doing something else on Father’s Day 2014.

Come around and I get a text from Karl just said his name. I get a text from him and he knows I tell this story all the time.

So, yeah, I get a text from him and it says just simply, Happy Father’s Day.

And I’m like, wow, I appreciate that, but I don’t have any children, you know that and his response is why I do what I do. He said, you’ve been like a father to me.

And I had always felt like I was missing out not having that legacy raise good adults who are going to help drive the ball forward and make this world even better.

And that’s when I realized I didn’t miss out that as a leader, I had the ability to affect others and by extension. Even more people, because his son was in private school at that point right today, and we stay in touch. He just called me a couple of weeks ago just to check in. Today, he owns his own moving company.

Is killing. And so my passion. It’s just that if I can reach 50 thousand managers and turn them into real leaders and help them transform their teams so that they are truly inspired and love what they do, not only does it help the businesses I’m working with, not only does it help the leaders I’m working with, not only does it help their team members who they are working with, but by extension their family, their friend, every aspect of their life.

And that ripple effect is huge. And that’s what gets me going every morning.

I love that I do that about you, your energy. When I first met you at that board meeting and you were the visitor host, I think I don’t know if you remember that day, but I still remember that day because you were so calm and you were guiding us in and what could have technically. Right. Technically, you were like the closer in that in that transaction, so to speak. But it was it was it was impactful. And you made me think of a quote from John Maxwell, who, of course, is the father of leadership.

You know, a leader of one is a leader of many. If you can’t lead one, you can’t lead any. And I’d love for you because I’ve got to imagine things have shifted in your business since the pandemic. And I think a lot of people I’m just making a guess from what I’ve seen in my coaching business, there’s a lot of people who feel lost, who feel like they they they’re juggling all the things. They don’t know where to begin.

How do you lead yourself when this pandemic has probably impacted all areas of your life, including your clients, including your family, friends, et cetera? What have you seen different. I think the biggest challenge that people are facing is really not different, it’s just a different application, which is how do we engage people when they’re working remotely? And it really comes down to a true understanding of what, in my estimation, what real leadership is. If you think about the history of human beings, homosapiens been around for approximately three hundred thousand years.

I want to give some perspective here. Civilization, which is defined as the creation of a permanent towns and dwellings. Right. And when we stop being nomadic, that’s the beginning of civilization, which only occurred when we developed. Agriculture is only twelve thousand years old. So that’s a very small percentage. I think it’s three percent of our entire history of human beings. But even once civilization started, we still lived in a scarcity environment where we had to worry about what we did in the summer to make it through the winter.

We had to plan ahead and. That only ended about two hundred and fifty years ago for first world countries with the advent of the Industrial Revolution, there are still many places in the world today that that still live in scarcity. But for those of us fortunate to be in First World, only in the last two hundred and fifty years have we stopped having to worry about making it through the winter. The reason that’s important is it’s baked into our DNA that our number one.

Imperative is to survive. And so we’ve historically always chosen leaders who increased our chance of survival. What’s going on today is people don’t know how to do that. They don’t know what they don’t understand that the pandemic. I shouldn’t say they don’t understand there understand how this impacts leadership. They know that the pandemic has put people in fear and run, et cetera. Right. But as in his hierarchy of needs, which is really about survival, talked about the safety and security.

And so leaders need to understand and address that and get people to the goal of leadership, in my estimate, is to create self actualized individuals, people who are ignited by the work they are doing. And that’s how we get people excited. And so the pandemic has brought us down to that safety and security level. And what we need to do is meet those needs, make them still feel part of the team right to love and belonging, which is the next need above that.

That’s more difficult because we’re remote and right then make sure they’re still felt they feel the esteem that is required in order to achieve self actualization.

Oh, I love it. You’re talking about self actualization. I wore my my meditation shirt and you can see it. This is living in the now as opposed to the past. The future. I know.

I thought it was just me on a hammock on a Sunday. You know, it could be it’s it’s whatever you want it to be. But that reminds me of just how much I slowed down last year. I also saw a lot of people start doing that reflection. And I wanted to give a shout out. We have guests from all over the world. So really quickly. Sean was a fellow Navy alumni, so he wanted to share that with you.

So he’s excited. And Helen from Hong Kong talking about, yeah, one hundred percent. You can contribute like a parent without the person being your child. And then Adeel, who is in Pakistan. So just wanted to give you guys a shout out and thank you guys for being here. And if you’re just joining us, remember to comment below where you’re tuning in from. And if you have questions for Dave, we got about another just under 20 minutes to go.

So feel free to to chime in with questions. How does someone if you were to give, like, the three best tips, maybe you talk about it in your book, on your podcast, is there quick and easy tips? Maybe easy isn’t the right word for that self actualization process. Yeah, well, I mean, it actually is pretty simple. First, we need to create an environment of safety and security. So I’m just gonna walk us through the four four levels of Maslow’s hierarchy below.

OK, and this is, in fact, what the 200 pages of my book covers. So we meet we meet the physiological need, the lowest need simply by hiring somebody.

And that’s how we that’s how we put food and food on the table. Right. That’s how we we make sure that people can breathe drink.

That doesn’t mean you just hire anybody. In fact, Stephen, Dr. Steven covid, start with the end of mind. If we want people who are going to be self actualized, we need to hire people that at least have the opportunity, who are excited about our purpose and who share our values. Because values are how we make decisions so that when we open the door for them to self actualization, they don’t seek to go elsewhere. Now, if they do, because we’re not 100 percent in our in our hiring.

Right. That’s great. Support them on that. Do not be one of those people who says, oh, no, no, no, no, I spent all this time investing in you and now you want to go elsewhere. Right? Be outward, be caring and support them in that because you don’t want them on your team anyway if they’re not that happy. Right. So, so. So move on. But that’s number one. Right.

So that means that need. Safety and security, obviously, there’s the physical safety aspect, right, OSHA, and we make sure people are safe if the job is a dangerous job, woofers one of the most dangerous jobs in the country. Right. Make sure people are trained in all of that. But it goes beyond that. Train them and how to do their job correctly. Formal training, not not. Follow me around. I have written standards and procedures have clear, accurate job descriptions.

You tell people what is expected of them. Right. Have solid metrics to they know how much of it is expected. So this way people know what the minimum requirements are and they will rise above that. That sets the basement. Right. And then train them. So you’re setting people up for success. And give them clear direction and how they can advance in your company by having defined career paths. Now it doesn’t have to be cut in stone, but at least let them know what it takes to move up, for example.

And that moving company, we instituted a policy that if you wanted to move off the truck and go to bigger things, you need to first qualify as a lead mover. We had trouble getting people to take responsibility for the move, being a lead mover until we did this, because people saw it as a job the moment we said this is your pathway upwards dangling carrot.

People saw it as a career and then they started fighting for that position. And then we got to choose the best instead of just begging people. It’s a totally different dynamic.

So that creates that safety and security need, because people now have job security, they know what’s required of them to keep their job. It takes that pressure away because now they can self regulate. Now we need to create a sense of love and belonging. We do that by creating a culture, by purpose, driven culture, by celebrating your values.

And your purpose and passion and you put that in every document, every formal document, every procedure needs to, in my opinion, reflect what are the values that the procedure reinforces. Right. Or how does this advance your purpose and passion as a company? And then talk about that and celebrate that, finally, you need to hold people accountable or you need to create esteem by recognizing the behaviors you want repeated. And holding people accountable to the behaviors that you want to cease and stop and do it in a loving, caring way where it’s about them, not about you.

When you hold people in esteem like that, we only think about we only hold people accountable that we feel are capable. So if you get afraid to hold somebody accountable, what you’re really saying is you’re not capable.

Accountability is ownership. I know having been a personal trainer and a coach, some people think accountability is a swear word. And I love how you said it’s holding someone capable. I see your question and I want to get that get to that after. I just just also maybe if you if you can duplicate what you just did. As for people like in my community, most people don’t work for companies. They’re entrepreneurs, solo printers. They’re one hundred percent commission sales.

Maybe they have a network marketing team. So I can see some parallels when they’re recruiting their their sales team members. But how would you take Maslow’s needs when people are on their own? Sure. Well, again, just apply it to yourself, right? So every single step of the way. So, for example, I’m on my own when I create a new process, for example, when I started my podcast. Right. And producing myself.

Because typically what we do is we do think we’re on solar panels. We do it ourself until we get enough resources to outsource. Right. I write down every procedure, even though I’m the one doing it. So six months, probably a year ago now, I was doing Vlok and I produced my own, I wrote down a procedure. Now I don’t do them every week like I used to. In fact, I do them rarely now. But the beauty is I can go pick up my procedure and know exactly how to produce that.

VLOK Right. I have procedures for how I make my phone calls, how I use my CRM as if I am working for me. And it takes that pressure off because now I know what activities I need to engage in, which creates a sense of safety and security.

Right. There’s no wonder what do I do now? Right. I know exactly what to do, just like I work for me.

Structure and systematic approaches always save time and energy. Right, and as important, because those are hugely important, it saves you aggravation, the mental right to your T-shirt. Think about what what your T-shirt really means, right, being the now. What’s so important about being in the now, because stress. Doesn’t exist in the moment. You know, Sean mentioned he’s also a martial artist. Years ago, I had to do a talk when I was in college and there was a communication class.

And so, like, what am I going to do? This is obviously before I was a professional speaker, I thought, I’m going to do something on. Why is it that martial art, which is developed for combat in life and death situations, creates that sense of peace and serenity? Doesn’t that seem a little counterintuitive? Counter-intuitive. But what I realized is when I was fighting and obviously I wasn’t fighting for life and death as a sport at this point, but when I was fighting, I was most effective when I lived in the moment when I didn’t anticipate what was going to happen or worry about the point that I just took because, you know, I missed a block or something, but I was just focused.

It sort of focused and not focused in that moment in that zone that all athletes are aware. Were you just reacting? There’s no stress in the moment. The stress comes from thinking about what happened in the past. We’re thinking about what is going to happen in the future, but if you are right here right now centered right now, you realize that I am fine. There’s no stress. That is when you can do that for yourself. Now you create that sense of love and belonging, right?

Plus celebrate your wins. Take we get so focused on looking ahead and what we haven’t achieved yet, we fail to look in our rearview mirror and see how far we’ve come.

Yeah, it’s so easy to focus on the negative. I think we’re conditioned to that, that that living in fear is very, you know, keeping up with the Joneses comparison syndrome and all kind of goes together instead of just focusing on your your own brilliance. Sean has a question. How do you think your military leadership experience has helped or hindered the civilian aspect of training and leading? Yeah, that’s a great question. You know, one of the great things about the military was you’ve got a ton of leadership, it’s not just experience, but you’ve got a ton of leadership training.

But frankly, the reason I ended up creating the Lockton leadership system is there is no leadership system, so you get a bunch of disparate theory.

Now, the value is in the military and navy especially. But I know this is true in all the branches. Your leadership, the people you work for, changes every day, every 18 months, you get a new boss. Now you are also changing your jobs, your commands about every two to three years. So you’re seeing a lot of bosses in a short period of time. In my just under seven years, I went you know, I got out as a lieutenant in 03.

For those of you who are not familiar with the Navy, the equivalent of a captain in every other branch and in that seven year period I probably had. Five, six bosses, I could count, I had a lot of bosses, I had a lot of commanders who were in charge of me, so I saw a lot of different leadership styles. Then when you talked about department heads and other subordinate leaders.

Right. It’s there’s a lot of people that you can experience and then take what you want out of it. So that’s the plus.

From the miners perspective, I really didn’t get any negatives, I just picked what I needed to do and did it as a civilian, I came out and I realized a lot of the structure that was in place in the military didn’t exist.

There was no written procedures. There was no formal training. And I was working in small businesses at this time. And so. I, I just and it wasn’t so much by like, oh, I’m brilliant, I’m going to do this, it was more like, well, this is what I know and it works. Why isn’t there a written policy or procedure? And I started writing stuff down and that’s how I stumbled upon the value of formal training and written procedures.

I love that you just said some of my favorite words and I’m weird. So I have right here, this is I call my daily compass and I write down everything I’m going to do that day and carry it around even more than my phone. Right. Because the phone distracts me and creates all sorts of potential self sabotage things. So I’m sure you talk about that, too, in leadership with people, because there are a lot of personal distractions and then technology distractions.

You get social media distractions. Do you ever talk about that or coach on that?

You know, typically, no. Candidly, it’s just I guess for me we do. I think what we know and I don’t find those things distracting at this point in my life. I love technology. We talked about this on the pre show. I’m a geek. I say that with pride. I don’t I don’t have manual. I shouldn’t say that I have a notebook here where I scratch notes down real fast, but it’s nothing.

I typically go back and refer to the act of physically writing something longhand helps your brain remember it more and create neural pathways.

But from a historic perspective, so I can refer to notes, I use a CRM, it’s online, it’s accessible anywhere. And that’s my Bible. That’s my God. If that disappeared tomorrow, I’d be lost.

I know you and I even though I know you mentioned something about your age, I’m forty three and I’m so grateful, so grateful that I got into sales twenty two years ago and immediately my coach said, you need a CRM, you need your prospecting tracking sheets, sheets, paper, pen to paper tracking. And I was programed right away because now I see a lot of salespeople who they struggle with that. And like you said, if you don’t have that system, it can be a huge time waster.

I’d love for you to share you. Why did you choose the name locked on leadership and just you guys know, I’ve I’ve been having locked on leadership that come on the screen here. If you’re listening to this on iTunes later, what can they find at that website? And then I’d love for you to tell them about your free 30 minute coaching session as well.

Sure. So let’s start the first question, the name. In fighter aviation, that’s Foo Fighters, as you mentioned in the introduction, I was Goose, but I lived A14 Tomcat made famous by Top Gun, the greatest aircraft ever designed, even if it was designed in the 60s and had a computer that wasn’t as powerful as your Commodore 64 you had growing up. We still had a lot of fun in that aircraft, but when you’re searching for contacts, right, you’re in search mode, the aircraft, the radar can see a lot of different images.

And then before you prosecute a bogey, you need to put all the radar energy on that one. A contact that you’re going to prosecute because of the missile needs that in order to hone in on it, and so that’s called locking on. And when you’re when you’re locked on, they call a single target attack mode. All your energy is focused on the.

I want. People who are locked, leaders, all of their energy is focused on leadership.

You understand that as leaders we get our team to do the heavy lifting for us, right? The team is what who who’s responsible for driving the company forward from making things happen. And if you focus your energy on leadership, you don’t have to do all the work yourself and it frees up your time to do the strategic work. That’s really what your genius. Yeah, I love that elevate and delegate ly on the team. I love it. I love it.

And what what will they experience with your 30 minutes of free coaching? Which, by the way, guys, I put that link. It’ll be in the show notes. You can go to briefing that Lockton leadership dotcom. But what what are you giving away their today day? Yeah, so it’s really you tell me if you when you schedule that, I’m going to ask you what is the one issue you want to focus on? And we’re going to we’re going to work on and figure out why that’s an issue and what we could do to help you with that.

And candidly, frequently, the issue that people talk about or ask about isn’t the real issue. It’s in many senses it’s just like counseling where we think we know what the problem is. We’re really talking about is a symptom and you can’t fix something if you’re not truly aware of it. So we’re going to dig deep and figure out what is the real challenge and then we can come up with what a solution may be.

I love it. I love it. I love it. So, guys, please take advantage. I’ve got one more question for you, Dave, to bring it home. And I do have one announcement to please guys take advantage of that free offer, as you heard today. And this is really, really powerful. I mean, leadership has been around for a long time, but he hit on some really powerful components today. So if you’re struggling in that area, please take advantage of that.

Just a couple of quick announcements. Anybody has been paying attention to my emails next week, Tuesday. I have partnered with some seven figure mentors who are helping coaches get to seven figures in two years or less. And I’m going to be part of their program now. So I’m inviting people out there who are coaches who are wanting to get to that next level, especially in this online new normal, where you’re not able to maybe meet people face to face relatability.

We’re going to talk about that over a three hour master class. So the link is on the screen right now. Bittle, way forward, slash master class with eight, I guess, the main presenter. So that’s why it’s master class with IRC. If you have questions about that, go to that link or reach out to me directly. And then next week, Friday, we actually have not one, but two amazing episodes. The first one is going to be with Michael Whitehouse, who is a coach and a client of mine from the East Coast.

It’s going to be talking about his virtual summit experience. And we have that coming up in May. And then, of course, probably one of my biggest episodes ever here and healthy, wealthy and wise with Matt McWilliams. He’s the affiliate guy. He’s going to be two and a half hours later after Michael Special Edition. And he went from really, really struggling in business to making over twelve million dollars in eighteen months through affiliate marketing. So if you don’t know what that is.

Tune in next week. So I’m going to go ahead and close it out with you, Dave. Everybody I have on the show gets the same question. So when you hear the phrase healthy, wealthy and wise, what does that mean for you? Great question for me, healthy, wealthy, wise is pretty simple. We want to make sure we are physically, mentally, emotionally, spiritually healthy, right in balance, all in alignment and true to ourselves, which it’s really what I call integrity.

And when that happens, when we’re able to achieve that, we’re as we approach it because it may be an asymptotic relationship. You never fully 100 percent achieve. Right. There’s always a little imbalances in our life.

Recognizing that, by the way, I think is part of being healthy is understanding and living through those and not fighting those and just figuring out how, OK, you know, this is just one of those times you can’t experience highs without lows, but when as we achieve that, we become truly wealthy. Right. Not not financially wealthy, but wealthy in spirit, wealthy and wealthy and everything. And that’s wisdom, right? That understanding that that is wisdom.

The financial wealth will only come once we have all of those pieces in place and we’re able to give back to the world.

Oh, that was awesome. I love it. Every guest always touches my heart with what that means for you, because I know it has a lot of depth and meaning for me. Well, guys, that’s our show today. Please, please hit the share button again. Another powerful message. And if you’re not already inside of my healthy and wealthy and wise community where you can actually meet Dave himself and all of my amazing guest speakers, please go to healthy and wealthy and wise dot com and you’ll find how to join the group there.

So until next time, guys, here’s to your best health, your best health and your best wisdom. Bye bye for now.

Hey, guys, thank you so much for listening to this episode. If you enjoyed this, please subscribe, refer a friend and please drop me a reading or a review. If you do that, I’ll reward you with a free 20 minute free coaching session and crafting your journey to your best self. Reach out to me at Loess at Loess CofI dot com to claim your twenty minute slot until next time. Be healthy, wealthy and wise.