ConnectingRemote Teams through Virtual Reality Experiences

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What's working on purpose anyway? Each
week we ponder the answer to this question.

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People ache for meaning and purpose at
work to contribute their talents passionately and

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know their lives really matter. They
crave being part of an organization that inspires

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them and helps them grow into realizing
their highest potential business can be such a

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force for good in the world,
elevating humanity. In our program, we

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provide guidance and inspiration to help usher
in this world we all want working on

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purpose. Now Here is your host, doctor Elise Cortez. Hi there,

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welcome back to the Working of Purpose
program. Thanks for tuning in again this

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week. I'm your host, doctor
Elise Cortes to when you Lie from Dallas,

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which is home based for me if
you don't know me yet. On

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I Management Consultants specializing and meaning and
Purpose, Organizational logo therapist, inspirational speaker,

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social scientist and author. My team
and I help companies discover and articulate

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their purpose to throw it through their
culture and operations. We work with forward

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thinking or forward reaching organizations to develop
inspirational leaders who create cultures where people actually

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want to come to work and do
their best. And we provide programs like

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the Gravirgusta that enable individual teamers to
discover and unleash their passion and purpose at

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work to catalyze fulfilment, engagement,
and productivity. You learn more about us

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and how we can work together at
at least Cortes dot com with us today

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as Marshall Moshirt, founder and CEO
of Vestigo, which utilizes the mental performance

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enhancing power of action sports to create
real and virtual reality based experiences that train

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teams to embrace adaptability, foster and
mindset of innovation, and overcome our biologic

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desire for stability and comfort. He's
also the host of the podcast Inside the

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Adventure. We're talking today about the
state of today's remote workforce, how virtual

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reality can be leveraged to enhance learning
experiences, and the work Marshall and his

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team do at Vestigo to elevate team
connection and performance. He joined today from

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the road. Marshall, Welcome to
Working on Purpose. Thanks for having me

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here, doctor Cortes, and it's
so great to have you. Got to

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start first speaking of you being on
the road. I was going to say

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you're calling in from Atlanta, and
which you might be, but you let's

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talk about where you're actually joining us
for the show. I'm looking at what

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looks to be like a vehicle with
all kinds of equipment behind you. So

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where are you? Yeah, that's
right. So, speaking of meeting and

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purpose, I personally love the intersection
of technology adventure, both with my company

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does and what I do personally.
So I love all different types of action

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sports. Those are the things that
make me come alive personally. So I've

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been traveling and working remotely from a
camper van for the past year, go

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into different cities that have really amazing
combinations of tech startup hubs but also adventure

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sports. So right now I'm here
and Telly Ride parked right at the base

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of the mountain. Actually, that
is so amazing, And we're going to

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talk more about your love of adventure
sports here and probably the second segment.

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But what I want to do first, Marshal, because I think you have

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a really unique vantage point on this, is I want to talk about the

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state of today's workforce, particularly the
remote workforce, because I have clients that

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are just hurting trying to figure out
how to make this work and address it

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right. So, you know,
I think we've kind of kind of come

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to the place of that this idea
of remote work is more than are passing

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fad these days, and leaders are
struggling, they're in pain to keep their

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teams connected, performing and innovating.
So will you share from your advantage point

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what you're seeing, like literally the
road Warrior, what are you seeing with

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companies and the remote teams? Tody? What's going on for you? Yeah?

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Well, as you said, already, remote work is here to stay

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in some capacity, and most of
our clients are working either fully remotely or

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hybrid work structure with their teams.
And even with a hybrid structure, that's

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just less opportunities for people to be
able to get together in persons and build

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those meaningful relationships. But even when
you are together in person in the office,

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meaningful relationships is the key word there, that still don't really get that

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many opportunities to do even for in
person teams. So we've taken all the

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psychology behind what creates meaningful relationships,
a lot of Berne Brown's work on vulnerability,

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a lot of other psychological research in
terms of neuroscience of what actually creates

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deeper relationships and the ability for us
to remember those experiences and action sports are

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actually a great tool for that.
Of course, when you think action sports,

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you're probably thinking of some TikTok or
Instagram video you saw some guy based

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jumping off a cliff, and you
probably say, I would never do that

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in a million years. But there
are plenty of sports and opportunities to challenge

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our comfort zone, challenge our perceived
limits, that are incredibly safe and accessible.

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So when we started, we would
use those real life adventure sport experiences

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like repelling for example, it's sort
of the inverse of climbing. Start at

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the top of the cliff. You
walk down with a rope attached to you,

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incredibly easy going with gravity, anyone
can do it. But when you're

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standing on the edge of that cliff
only supported by a rope, your brain

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is telling you all kinds of things
to reasons why you should not be there.

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But it's a great opportunity for us
to push through that fear, get

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outside of our comfort zone, and
oftentimes when we do those experiences, on

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the other side of those we form
deeper relationships with the people we do them

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with and a deeper connection with ourselves. Our ability to realize that challenge is

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really all up here. It's a
mindset, a focused thing that we have

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to overcome. So now we're actually
using virtual reality adventure sports as an even

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more accessible opportunity to create those powerful
opportunities for teams to come together, regardless

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weather in the officer virtual and go
through these experiences that still create the same

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emotional reaction as that person on the
edge of the cliff, like I described

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in their repelling experience, which wasn't
possible a few years back. So this

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is brand new in terms of the
technology being able to recreate that type of

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experience and that type of impact.
So now we're of course using VR headsets

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for companies that have either bought them
for their employees or companies who haven't will

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ship out the headsets to all the
employees for that experience to create those impact

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building opportunities to build the relationships that
we so desperately need in today's remote work

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culture. Awesome. That is so
awesome now. I think I remember,

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if if I read this right,
Marshall, that a few years maybe up

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to a few years ago, you
were actually focused on providing more of those

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actual adventure experiences, and I don't
know e's actually when the virtual reality came

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into play for you. When was
that? Yeah, So we actually started

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the company at Singularity University, which
is a startup accelerator. It was housed

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out at the NASA AIM Center at
the time, partnered with Google. Very

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focused on using future exponential technology to
create positive impact for problems that might not

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even exist yet, so very future
oriented, and that's when we came up

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with the idea of using virtual reality
to solve this problem of how we connect

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as individuals in a remote work culture. Of course, this is years before

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COVID, but a lot of the
experts of the time we're saying and that

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our future of work would be very
remote in the future. Of course,

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COVID accelerated that, but we wanted
to use virtuality to solve that problem.

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But we had a big problem as
a company. The VR tech wasn't ready

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yet. So do we just pause
the company? Do we shut it down

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and restart it when VR is there? We figured we would come up with

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the most basic form of an M
and MVPM in amovible product in the startup

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LINGO, which is, instead of
using virtual eventrics, let's just use real

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adventure experiences. See if companies would, for one, even want to take

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their team onths something like that and
what the impact would be. So we

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actually measured the impact of those experiences
before VR was ready, and then in

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about twenty seventeen twenty eighteen, when
the tech was ready, we did both

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at the same time, and then
COVID of course forced us to go completely

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virtual, but the virtual reality side
of things was always the long term goal.

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Fascinating, What an interesting story.
So glad I asked that I didn't

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know that. That's fascinating. Okay, so let's do this for a second,

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Marshal, I want to park a
virtual reality for just a second because

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I want to talk more about that
also again in the second segment, more

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specifically for our listeners and viewers who
really don't know much about it. But

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I want to do. What I
want to do now is just address some

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of the issues and opportunities that are
present in the business world today. So

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I know that some companies have literally
given up entirely in working with remote teams

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just because of the challenges they've encountered, like it doesn't work, we're not

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productive, we can't communicate, et
cetera, et cetera. So I'm interested

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to know if you could share with
us. What are some of the hallmarks

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of companies whose remote workforces are working
well for them? What's going on for

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them that is actually right. Yeah, So it's a tough question because there's

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so many factors that go into it. But if I had to choose one

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thing, I would say they're taking
the budget of what they used to have

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to pay for office space, which
obviously we all know, and they're putting

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that budget into opportunities to engage their
team, which generally is a much smaller

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budget. Usually, unfortunately, team
development team building is a smaller budget than

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it should be, and companies unfortunately
deal with repercussions of that in turnover and

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retention on the amount of money it
takes to recruit someone all those recruiter fees

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and to train them. So now
I'm seeing a lot of companies taking a

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little bit of that budget for office
space and putting it into team development.

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For example, Pinterest has gone completely
remote and they're doing something similar where they're

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empowering each of their teams to their
team leader to come up with opportunities that

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are unique to engage their team.
And one of those teams actually chose to

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use one month's budgets just buy everyone
on their team a virtual reality headset and

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then the following month's budgets to use
different opportunities in invertuality to be able to

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engage a team. That's just one
example, but I'm seeing a lot of

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companies do that, and it seems
like the ones who are focusing on their

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people are the ones that are not
dealing with the you know, the what

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do they call it, the mass
resignation, the Great resignation, yes,

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right, exactly, of everyone realizing
that it's an opportunity for a change.

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The companies that focus on really engaging
their people are the ones that are doing

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the best. From what I can
sell on that front, that was a

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Jim Marshall, thank you so much. Let's take what we were paying for

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office rent and office space and put
it into developing and connecting people. Brilliant.

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That's not just because you and I
are both in the people's space,

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right, That's not just because that's
not the only reasons it's brilliant, but

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it just is. So from what
I've kind of come to gather Marshall,

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is I've washed this thing and study
this thing. Is I really have come

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to believe that the pandemic has forced
something of like a union strike among talent

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today. And so what I mean
by that is, you know, talent

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has got the upper hand if you
will. It's like they are the want

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flexibility and they don't necessarily want to
return to the office. It's one hundred

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percent at the time, and I
feel like we've been given this really swift

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kick upstairs. This is a new
world, a new frontier, and I

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don't think there's any way that we're
probably really ever going to go back to

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something else, And so finding an
optimal way to support and engage the workforce

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without immediate physical presence seems pretty critical
to me. What's your advantage point on

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that? I agree, And that
brings up an interesting point that I was

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just talking with a friend actually about
the other day. One of my friends

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works are one of the top consulting
firms who's now requiring their team to come

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back in person, and they're experiencing
a lot of a lot of turnover,

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a lot of people leaving because of
that decision. So regardless of whether companies

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are coming back together person, which
generally is being in person is a better

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way to build relationships, or if
they're completely remote companies are still having the

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same problem of how do we retain
our talent, how do we build that

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talent. So of course I'm a
little biased, obviously, but I think

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virtual reality is one of the most
powerful tools we can use. Of course,

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it's not the end I'll be all
this play of things we need to

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do, but at the very least, I would encourage everyone listening today to

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find a friend who has an Oculus
Quest headset. A lot of people have

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been buying them for their kids because
virtual reality, generally in the beginning,

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was a tool for video games,
so a lot of kids are getting them.

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Just find a friend with an Oculus
Quest headset, go over to their

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house, or if you're worried about
COVID, leave it on the front door

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and just borrow it and see for
yourself what it can do. It's way

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better than it was three four years
ago, and I think it's a massive

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game changer for an incredibly cheap price. It's only two ninety nine per headset

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for employees to be able to feel
like you're together and to describe what that's

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like for anyone who hasn't done it. If you've seen the movie Ready Player

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one, it's a really great Hollywood
portrayal of what the future of VR could

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look like Steven Spielberg movie. Of
course, we're not there yet, but

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it's a great portrayal of what it
most likely will be. Where we are

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now, though, is similar.
You're in a virtual environment where you can

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walk across the virtual room. You
can pick up, you know, a

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virtual object. When we're at a
virtual happy already, actually pick up a

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virtual drink. You can walk over
to a friend who is in an avatar

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kind of looks like a cartoon,
picks our character version of themselves and shake

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their hand. It actually feels like
you're together in person. And then,

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of course, outside of the benefit
of being together in person, you can

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also recreate office space. You can
stream your computer into virtual reality. You

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can work from wherever you want,
whether it's a space station or a waterfall

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or a beach. And you can
be able to have those whiteboard moments where

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you're standing next to a whiteboard and
putting up sticky notes in virtuality. So

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so many collaborative tools, creative tools, opportunities for feeling together in person.

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And then, of course our specialty
is creating meaningful experiences through virtuality to be

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able to build those deeper relationships,
so all kinds of things you can do.

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Of course, again I'm biased because
I run a virtual reality company,

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but I think twenty twenty two is
going to be the year people start to

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realize how impactful virtual reality is,
especially from a B to B standpoint,

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because right now it's mostly consumer focused, which is why I wanted to have

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you on the show. Now,
we have a question here from Ira who's

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listening in your live and he is
asking, are there industries outside of tech

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that are more receptive to virtual Oh? Yeah, yeah, most of our

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clients are actually not in the tech
space. A lot are, for sure.

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Tech companies are more aware of opportunities
to use tech for their team.

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We've worked with plenty of accounting firms, law firms, professional services that aren't

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really tech focused at all. The
biggest challenge that everyone has, and you'd

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be surprised even the tech companies have
this challenge, is people navigating virtuality for

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the first time. Remember the first
time you got on a laptop or a

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computer, like, what is this
track? Bad thing? I have to

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draw with my fingers? And that
sounds ridiculous now, but that's kind of

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where we are. With virtual reality
because imagine a mouse on a computer.

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The way you navigate virtualities three dimensional
space is completely different. So teaching people

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and employees how to navigate it is
a little bit of a challenge, but

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that comes with all new technology,
just like the computer, you know,

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the touchscreen, smartphones, pretty much
everything that we've ever had, and sometimes

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it's a little bit harder for people
who aren't directly working in technology. But

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that's not to say that everyone can't
do it. We've worked with all kinds

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of people and usually in the first
experience we do with a company, we

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actually have Zoom as a resource.
We can jump out a video call,

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show them how to hold the control, make sure they're not holding it upside

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down and backwards you'd be surprised,
and help coach people through that first experience.

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Ira, thanks so much for engaging
with us, he says, just

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upgraded to Oculus too. I'm an
older boomer. Virtual reality just isn't for

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kids. Yay. Way to go, Ira, We couldn't get our ninety

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year old parents to give up the
headsets. Yay. Ira, that's fantastic.

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Thank you so much for sharing that. And I'll also say to that,

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Ira, thank you so much.
It's so cool to have you weigh

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in on this. You know,
last year was a big deal in terms

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of I know, a lot of
my work went online too, and so

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instead of you know, doing leadership
development courses in person in a conference room

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on side and a client, we
did a lot of it through Zoom and

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we taught a lot of people how
to use and interact with you know,

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Zoom and you know other sort of
tools that just really were you know,

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Minty Media for example, fund interactive
tool, and it was once they got

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it, they were so empowered that
they knew how to do it and it

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just allowed them to go to the
next step. So to your point,

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marshall, right, we don't let's
not forget ladies and gentlemen. We all

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come into this world a helpless baby
who can't feed itself, talk, walk,

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anything. Yet we can become people
that literally send men and women to

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the moon. So you know,
there's all kinds of space to learn.

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And as I was also teaching us
so excited also, don't forget our kids

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can teach us a lot of Absolutely, that's the thing that we advise people

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to do for the first time is
give it to the kids. To let

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them figure it out and they can
teach you. They figure it out in

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like five seconds. It's true.
My eighteen year old daughter is my best

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teacher, so she can't get too
far away from me. Let's forget our

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first break. This is so fun. Thanks Marshall, I'm your host,

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Alas Cortez. We've been on the
air with Marshall Musher. He's the founder

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and CEO of this Stigo, which
utilizes the mental performance enhancing power of Actions

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Force to create real and virtual virtual
reality based experiences that train teams to embrace

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adaptability, foster and mindset of innovation, and overcome our biological desire for stability

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and comfort. We've been talking a
bit about the state of the today's workforce

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and virtual teams. After the break, we're going to talk a little bit

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more about virtual reality. What is
it, how do we use it in

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learning? How we can better extend
it and extrapolate it. To stay with

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this, we'll be right back.
Doctor Release Cortez as a management consultant specializing

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in meaning and purpose and inspirational speaker
and author. She helps companies visioneer for

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greater purpose among stakeholders and develop purpose
inspired leadership and meaning infused cultures that elevate

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fulfillment, performance, and commitment within
the workforce. To learn more or to

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invite a Lease to speak to your
organization, please visit her at Eleise Cortez

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dot com. Let's talk about how
to get your employees working on purpose.

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This is working on Purpose with doctor
Release Cortez. To reach our program today

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00:16:51.559 --> 00:16:56.440
or open a conversation with Elise,
send an email to Elise ali Se at

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Elise Cortez dot com. Now back
to working on Purpose. Thanks for staying

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with us, and welcome back to
working on Purpose. Before we go back

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into the program, I'd like to
invit you to check out the book that

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I put out last November of twenty
twenty. It's called Purpose Ignited, How

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Inspiring Leaders Nite Passion and Elevate Cause. I wrote it to awaken readers to

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their passion and their purpose and to
help develop them into inspirational leaders that actually

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work in a way that invites people
to bring their best and make their best

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contribution and do business that betters the
world. So I'm happy about that it's

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out there. I'd lovely to check
it out. It's also the basis of

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my programs that I do for leadership
as well as the grab your Guster for

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all employees if you're just joining the
program. My guest today is Marshall Mosher.

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He's the founder and CEO of Astigo, which utilizes the mental performance enhancing

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power of action sports to create real
and virtual reality based experiences that train teams

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to embrace adaptability, foster and mindset
of innovation, and overcome our biological desire

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for stability and comfort. He's also
the host of the podcasts Inside the Adventure.

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I'm your host, Alice Cortez.
So for this next section, Marshall,

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what I want to do is I
really want to focus on virtual reality

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as a tool. And I know
for a lot of people who probably are

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tuning in or probably learn just tuning
in to learn more about what it is

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actually, So let's just start there
and now that kind of cover a little

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something about their virtual workforce that we're
in today. What is virtual reality in

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your words? That's a great question. I know it can get confusing and

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we're all hearing everything about the metaverse
and all those things, so I'll kind

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of break it down from everyone.
So virtual reality is the generic term for

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any type of a recreation of the
reality you're in. That could be something

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like, you know, a movie
set with you know three sixty video around

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you. It could be a headset
that you slide your phone into and allows

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you to see in three you know
three sixty to move your head around and

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see different perspectives of different environments.
Those are all virtuality, but when people

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talk about virtual reality, they're generally
specifically referencing a type of virtuality. That's

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what's called six degrees of freedom virtuality, which means that you could not only

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look around, but you can move
around. If I take a step forward

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in my virtual world, I'll actually
be moving forward in what I see.

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I can pick up virtual objects,
I can shake virtual hands of other virtual

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avatars that I'm actually interacting with,
and it actually feels like you're together in

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person. That's not possible with three
sixty video, which is technically virtuality,

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and that's what we had years ago. So a lot of people have a

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misconception on virtuality that it's the Google
cardboards, the Oculus go, the thing

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you slide yourself phone into. It's
not wrong, it is virtuality, but

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it's not what people are talking about
today. You also have a difference between

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two different types of virtuality in terms
of the six degrees of freedom virtuality.

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You have a standalone headset, the
Oculus Quest and the Oculus Quest too.

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Those are great examples. And when
I say standalone, I mean it does

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not need any external hardware for it
to work. Other headsets require sensors in

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the four corners of the room called
lighthouses. They require a big gaming computer

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to process all the graphics you see
ago. When I say gaming computer,

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I don't mean MacBook Pro. I
mean a tower Microsoft computer with a high

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end graphics card. Those have much
higher end versions of virtuality in terms of

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what you're seeing and actually feels like
you're in a Pixar movie or a high

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end video game, which is pretty
amazing but requires a lot more tech and

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a lot more things. So the
standalone had sets, the Oculus Quest and

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the Oculus Quest too, while the
graphics aren't as good. That's what most

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people are talking about when they say
virtual reality. And I know there are

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a lot of things there, but
like I said in the first half of

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the show, find someone with an
Oculus Quest two or Quest one and just

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try it for yourself. Uh huh. By the way, I have to

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share with you. The first time
I think I really came across the word

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meta universe was when my daughter introduced
me to the Spider Man series, right,

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the Marvel series. And actually just
last night I was in the theater

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watching Spider Man The Way Home and
we do it's pretty darn good and it

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definitely showcases meta universes. So just
it is cool the space that we're stepping

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into. It. I just I'm
so excited to have you on because I

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think you really are pulling us literally
into the future, and it's really great

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to be a Yeah, it's great
to learn from you. So next,

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what I want to do is since
a lot of the work that I do

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inside organization is about teaching, it's
about developing leaders, It's about developing the

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capacity to be able to communicate effectively, cultivate emotional touches, all these kind

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of things that happen inside developing organization
and connecting cultures. So I'm interested in

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your perspective. What you know about
how virtual reality is augmenting the classroom,

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learning experience or environments of companies or
clients that you're working with. Yeah,

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there's there's a lot of things virtuality
can do and we'll do in the future

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augmenting learning and the classroom style setting
is definitely one of them. I would

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like to point out references from movies
because I think Hollywood does a great job

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of portraying what could be and it's
actually seen in I think it's the first

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of the new Star Trek movies,
where like kids Bock or one of the

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people from his planet is in this
pod. You see this room of like

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a bunch of different odds and there's
three sixty video around them. They have

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their own little artificial intelligence teacher.
That's a little bit different from where virtuality

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is going, but but portrays a
lot of the same factors. We'll be

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able to be in an environment that's
completely customizable. We can create the classroom

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into anything we want, which means
every day is a field trip and you

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can learn in whatever environment is best
for that kid. You can also tailor

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the content to that individual who's learning, as well the other students in the

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classroom, or the teacher itself.
Eventually might even be an AI teacher who

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specifically customizes the content to that person. Now I know it's not very fun

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to make relationships with fake artificial intelligence. Video game characters. But the point

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I want to get across is that
it can be much more customizable and a

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lot more immersive. Awesome, that's
so awesome. It's so exciting, you

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know, certainly, you know frankly, and it's selfishly. Another reason I

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wanted to have you on the show
is I learned something from each and every

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one of my guests. Marshall.
I've been doing the show for almost seven

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years now, and I shudder to
think who I would be if I didn't

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host the show, because I learned
so much and so obviously, you know,

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I do have an online digital platform
where I'm not releasing my courses,

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and I'm interested, of course,
it'd be so cool to see how can

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I make those things seeing and become
much more interesting, you know, through

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virtual reality. So just really promising
what you're doing and what you're what you're

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showing the world. Thanks. Yeah, another great analogy of how people can,

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like yourself, go out and actually
make their own virtual environments. Think

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of the Internet when it first came
out. To make a website, you

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had to be a developer. There's
no other way, and I remember a

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lot of yeah, a lot of
education on how to do that. Now

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almost no websites are coded from scratch, just hold no code. Movement of

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using things like squares Space, WordPress, I think, workflow a ton of

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different websites. I think even thought
has want to build that website for you

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with no coding experience. That's also
going to happen more so in the future,

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but already is starting to happen in
virtual reality. Where you have world

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builders, you don't have to code
anything, So of course it'll be a

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lot easier for people to make those
vis and to be able to utilize virtu

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reality as a tool. And do
you know off the top of your head

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and an example of a company that's
using virtual reality well in their their learning

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environment, well, Facebook is probably
the company that's done the most for virtual

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reality. They bought Oculus a long
time ago and they've been the ones I've

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been building out the hardware for Oculus
as well as a lot of software.

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And then in that platform, they're
creating a lot of opportunities, like these

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world builders for people to create their
own worlds. They're creating office space well,

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oppnees for engagement. I think they
are working on a classroom style thing.

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But a lot of companies are starting
to do that now. I believe

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Microsoft is doing that and several others. I'm sure even if it's not public,

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that all the big tech companies are
doing it. Okay, got it?

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Cool? Cool? All right?
So now what I want to do

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is I want to dive in more
into you. You are a fabulously interesting

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human being, Marshall Mooser, and
I think that's you. You're welcome and

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I just love how you thrive it
adventure in lump by this mindset in your

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personal life and you're constantly seeking to
challenge your own limits. And I know,

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as I've found out as a Class
five whitewater paddler, paraglider pilot,

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mountain bike or snowboarder, kiteboarder,
scuba diver, caver climber, and jetsuit

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pilot with Gravity Industries, I love
of love that you have folded all these

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personal loves into the expression of your
work. To me, that is just

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smashing. It's just a specific your
niche. So can you see a bit

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more about how have you been able
to one you know, where does that

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all that energy and dynamism come from, and to you know, finding a

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way to actually put it into a
workspace. It's just phenomenal. Thanks Well,

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I really love what your coffee Mic
says that do what you love,

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00:25:42.200 --> 00:25:47.759
because I think that's the most important
thank you. And I spent a lot

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of time trying to figure out what
it was that I wanted to do.

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I initially went to the University of
Georgia as a bio and psych double major

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00:25:56.680 --> 00:25:59.359
for premed. Realized in my junior
year I didn't want to go to med

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00:25:59.400 --> 00:26:03.920
school, added an economics major,
realized that business was fun but like kind

407
00:26:03.920 --> 00:26:07.440
of boring unless you're applying it's something
you love. So then I did a

408
00:26:07.440 --> 00:26:11.240
master's in Public Health administration, really
just honestly to spend more time in EGA,

409
00:26:11.319 --> 00:26:12.920
because I loved it there and it
was a great opportunity to help figure

410
00:26:12.920 --> 00:26:15.640
out what I wanted to do,
but also what I did want to do.

411
00:26:15.079 --> 00:26:18.880
On the end of six years,
I had three majors and a master's

412
00:26:18.880 --> 00:26:21.200
and still had no idea what I
wanted to do. But I took this

413
00:26:21.279 --> 00:26:25.720
entrepreneurship class and the last semester of
that MPa program and fell in love with

414
00:26:25.720 --> 00:26:32.119
this concept that we can create opportunities
to both balance our passions and our professions

415
00:26:32.119 --> 00:26:34.640
in a way that gives us personal
freedom and flexibility, but also allows us

416
00:26:34.640 --> 00:26:37.880
to be innovative and creative. And
right after that, I went to Singularity,

417
00:26:37.920 --> 00:26:42.799
which is just more reinforcement of what
the future of technology would look like

418
00:26:44.480 --> 00:26:48.599
and help me to really realize that
I love this intersection between adventure technology and

419
00:26:48.720 --> 00:26:52.599
entrepreneurship. And I was a guide
by the way for the Outdoor Wreck program

420
00:26:52.599 --> 00:26:55.680
that was my campus job as a
student. So that was when I was

421
00:26:55.759 --> 00:26:57.519
getting into all these adventure sports because
I didn't really know that much about it

422
00:26:57.640 --> 00:27:02.799
before, and I k I actually
didn't think I'd do something professionally in that

423
00:27:02.839 --> 00:27:04.640
space, but I did know that
I love that space, and that's what

424
00:27:04.799 --> 00:27:11.599
personally just helped me grow as an
individual. And then going through Singularity and

425
00:27:11.799 --> 00:27:15.279
doing a lot of research in terms
of what virtuality can do and what adventure

426
00:27:15.319 --> 00:27:18.359
sports due to us. Personally,
I realized that there was this big opportunity

427
00:27:18.720 --> 00:27:26.200
to use virtuality to create accessible and
impactful opportunities to create deep relationships, and

428
00:27:26.680 --> 00:27:30.640
we found the niche of well B
to B remote teams, which five years

429
00:27:30.640 --> 00:27:36.440
ago wasn't really even thing. But
personally, I really think life's too short

430
00:27:36.519 --> 00:27:38.759
to not do what you love.
And I was really through to find that

431
00:27:38.799 --> 00:27:41.839
intersection, because I know that's really
hard for a lot of us to figure

432
00:27:41.880 --> 00:27:45.519
out what we can do professionally.
That's also empowering us to do what we

433
00:27:45.559 --> 00:27:51.240
love personally. And it really wasn't
until this past year that I really got

434
00:27:51.279 --> 00:27:55.119
to like fully embody that and start
traveling in this campervan because a lot of

435
00:27:55.119 --> 00:27:56.680
what we were doing was in person
things, and even when we weren't doing

436
00:27:56.720 --> 00:28:00.319
in person things, we had to
take in person meetings and pre COVID,

437
00:28:00.920 --> 00:28:03.559
it was kind of weird to show
up on some college from a campervan.

438
00:28:04.000 --> 00:28:08.119
But now after COVID, it's fine. It's right standard now, yeah,

439
00:28:08.279 --> 00:28:12.079
right. So being able to work
and live right next to the things that

440
00:28:12.119 --> 00:28:15.480
I love, like from the base
of the mountain it tally at the top

441
00:28:15.519 --> 00:28:18.160
of the mountain, I'll go payglide
in the mornings for an hour instead of

442
00:28:18.200 --> 00:28:21.000
like an hour run. Those are
the things that really empower me to be

443
00:28:21.039 --> 00:28:22.799
my best self. So it's a
great combination. It is a great combination,

444
00:28:22.799 --> 00:28:26.480
Marshall, and I so applaud it. Another reason I wanted to showcase

445
00:28:26.519 --> 00:28:30.680
you because you know, life is
amazingly short. It really is. Just

446
00:28:30.920 --> 00:28:33.839
yesterday, I sell it well,
I should say I observed the three year

447
00:28:33.839 --> 00:28:37.799
passing and my mother showly Dimes,
who was seventy three years old. That's

448
00:28:37.839 --> 00:28:41.240
just no time at all, right, so really another reason because you just

449
00:28:41.440 --> 00:28:45.759
love life. And so now today, just if you could say a little

450
00:28:45.759 --> 00:28:48.480
bit about you know, how are
you working with organizations. I love that

451
00:28:48.519 --> 00:28:52.160
you found this niche B to B
remote teams. How are you working with

452
00:28:52.200 --> 00:28:55.480
them? And we'll talk more about
what does that look like, you know,

453
00:28:55.680 --> 00:28:59.119
in the next section, but quee
it up for us. Yeah,

454
00:28:59.160 --> 00:29:03.119
So we work with two types of
companies on two types of things. In

455
00:29:03.200 --> 00:29:07.039
terms of the types of companies,
the first type are companies that have not

456
00:29:07.079 --> 00:29:11.200
done anything in virtuality. They've not
bought headsets for their team, but they're

457
00:29:11.240 --> 00:29:15.680
interested at the very least in learning
more about VR. What we'll do is

458
00:29:15.720 --> 00:29:18.119
we have about fifty VR headsets,
not a time, but enough to send

459
00:29:18.160 --> 00:29:22.599
out headsets each individual person at their
house or at their office, and we

460
00:29:22.640 --> 00:29:26.440
all meet up in virtuality to have
their first introductory VR experience as a great

461
00:29:26.440 --> 00:29:30.839
way to bring the team together for
the first time in person. With being

462
00:29:30.839 --> 00:29:36.759
together in person, those experiences are
generally more focused on just gathering the team

463
00:29:36.799 --> 00:29:40.680
together, exploring a new technology,
having fun. We do focus a little

464
00:29:40.680 --> 00:29:42.759
bit on leadership development for those,
but generally that's kind of a future session,

465
00:29:42.759 --> 00:29:45.920
you know, session two, three, four. And then we work

466
00:29:45.960 --> 00:29:48.839
with companies who have already bought headsets
for their team. They've realized remote work

467
00:29:48.920 --> 00:29:53.519
is here to stay, Investing in
VR really isn't that expensive compared to millions

468
00:29:53.519 --> 00:29:56.440
of dollars in office space, and
they've bought headsets for most of their team,

469
00:29:56.559 --> 00:30:00.680
like Accenture, who's one of our
clients, bought seventy tho and headsets

470
00:30:00.839 --> 00:30:03.559
for a big part of their team. And then we'll work with those types

471
00:30:03.599 --> 00:30:10.200
of companies on a recurring basis to
create opportunities to both solidify and build stronger

472
00:30:10.240 --> 00:30:14.680
relationships, but also focus on really
key elements of leadership development in an experiential

473
00:30:14.680 --> 00:30:17.319
way. When I say experiential,
I know I described this a little bit

474
00:30:17.319 --> 00:30:22.119
before, but think like Tony Robbins
firewalk, if anyone's ever heard of that,

475
00:30:22.640 --> 00:30:23.880
walking across how he teaches you how
to walk on coal and something you

476
00:30:23.920 --> 00:30:27.160
never thought you could do well.
We're doing things similar to that in a

477
00:30:27.279 --> 00:30:33.039
leadership development keynote style experiential way that
creates the same mental state that you'd have

478
00:30:33.200 --> 00:30:36.720
you're walking across coals. Creates an
opportunity for us to get outside of our

479
00:30:36.759 --> 00:30:40.079
comfort zone, to push our own
limits, to see how far we can

480
00:30:40.160 --> 00:30:42.359
go and be a better version of
ourself ultimately, but also to connect deeper

481
00:30:42.400 --> 00:30:45.880
with the people we go through those
experiences with. Those are more focused on

482
00:30:45.920 --> 00:30:51.960
companies who have their own headsets,
because we do focus on a recurring basis

483
00:30:52.680 --> 00:30:57.200
you usually quarterly, sometimes more often, as an opportunity to consistently reinforce those

484
00:30:57.240 --> 00:31:03.039
themes and work on different themes sometimes
as well. So those are the two

485
00:31:03.079 --> 00:31:06.319
types of events we do. Some
focus on fun, some focus on leadership

486
00:31:06.319 --> 00:31:10.559
development for companies that either are interested
in VR or have already invested in the

487
00:31:10.640 --> 00:31:12.920
air. Awesome, Well, how
more about that after we come back,

488
00:31:14.279 --> 00:31:15.640
let's take our last break. I'm
a Least Cortez, your host. We

489
00:31:15.680 --> 00:31:19.079
are on the air with Marshall Mosher, who's the founder and CEO of Istigo,

490
00:31:19.119 --> 00:31:23.119
which utilizes the mental performance enhancing power
of Actions Force to create real and

491
00:31:23.240 --> 00:31:29.240
virtual reality based experiences that train teams
to embrace adaptability, foster and mindset of

492
00:31:29.279 --> 00:31:33.680
innovation, and overcome our biological desire
for stability and comfort. We've been talking

493
00:31:33.720 --> 00:31:37.519
about virtual reality as an opportunity to
accelerate learning. After the break, we're

494
00:31:37.519 --> 00:31:41.079
going to talk about how to leverage
virtual reality in team building. Stay with

495
00:31:41.160 --> 00:31:45.240
us, we'll be right back.
Doctor Release Cortez as a management consultant specializing

496
00:31:45.279 --> 00:31:51.680
in meaning and purpose and inspirational speaker
and author. She helps companies visioneer for

497
00:31:51.759 --> 00:31:57.880
greater purpose among stakeholders and develop purpose
inspired leadership and meaning infused cultures that elevate

498
00:31:57.960 --> 00:32:04.480
fulfillment, performance, and commitment within
the workforce. To learn more or to

499
00:32:04.519 --> 00:32:07.799
invite a lease to speak to your
organization, please visit her at Elise Cortez

500
00:32:07.880 --> 00:32:13.039
dot com. Let's talk about how
to get your employees working on purpose.

501
00:32:20.200 --> 00:32:23.880
This is Working on Purpose with doctor
Elise Cortez. To reach our program today

502
00:32:24.000 --> 00:32:30.880
or open a conversation with Elise,
send an email to Elise ali Se at

503
00:32:30.880 --> 00:32:37.519
Elise Cortez dot com. Now back
to working on Purpose. Thanks for staying

504
00:32:37.559 --> 00:32:40.039
with us, and welcome back to
working on Purpose. I gotta give you

505
00:32:40.079 --> 00:32:44.960
another update here as well. On
just August of twenty twenty one, I

506
00:32:45.000 --> 00:32:46.960
was able to get out a second
book, and this one isn't actually anathology.

507
00:32:47.000 --> 00:32:52.240
It's called Passionately Striving and Why,
and it's really an adulogy of women

508
00:32:52.240 --> 00:32:54.279
who persevere Miley to live their purpose. I scoured the globe to find them,

509
00:32:54.319 --> 00:32:59.039
so we literally have stories from Australia
to Zambia and they are very very

510
00:32:59.079 --> 00:33:01.759
personal intimates stories of how they discover
their purpose and what they're doing from it.

511
00:33:02.000 --> 00:33:06.839
We hope that it showcases that purpose
is available to anyone anywhere, and

512
00:33:06.880 --> 00:33:08.240
that when you actually work from purpose, you can really make a difference in

513
00:33:08.240 --> 00:33:12.039
the world. So it's an invitation. I hope you'll check that out as

514
00:33:12.039 --> 00:33:15.200
well if you're just joining us.
My guests Marshall Mosher. He's the founder

515
00:33:15.200 --> 00:33:19.599
and CEO of Estigo. He is
also the host of the podcast Inside the

516
00:33:19.599 --> 00:33:22.079
Adventure. I'm your host, doctor
Elie's Cortez. So for this last section

517
00:33:22.160 --> 00:33:25.519
here, Marshall, what I want
to get into is really some of more

518
00:33:25.559 --> 00:33:31.079
of your experience as to experience and
understanding and research as to why virtuality works

519
00:33:31.119 --> 00:33:35.480
in these kind of situations. And
I was blown away that you were a

520
00:33:35.519 --> 00:33:38.279
triple major. I was like,
Okay, this guy is completely an overachiever.

521
00:33:38.759 --> 00:33:43.359
I got to meet him So first
I want to talk about I want

522
00:33:43.359 --> 00:33:46.319
to understand how does your research and
neuroscience tell you. What does it tell

523
00:33:46.359 --> 00:33:52.200
you about using your approach to a
virtual reality to team building and to even

524
00:33:52.279 --> 00:33:57.160
just building connections. Yeah, that's
a great question. So to answer that

525
00:33:57.240 --> 00:34:00.240
question, we really have to start
a little bit more basic than virtual reality.

526
00:34:00.279 --> 00:34:02.680
So virtual reality is just a tool. It's not the destination, and

527
00:34:02.759 --> 00:34:07.759
the tool is able to recreate something
and that we experience throughout our lives,

528
00:34:07.159 --> 00:34:13.920
and it's experiences generally that are challenging
us. So challenge based experiences that get

529
00:34:13.960 --> 00:34:15.840
us outside of our comfort zone where
we have to push through and overcome that

530
00:34:15.960 --> 00:34:20.960
challenge with someone else. And the
ability to overcome that challenge not only makes

531
00:34:21.039 --> 00:34:23.320
us stronger, but it makes the
relationship between the people stronger. It's the

532
00:34:23.360 --> 00:34:27.880
hero's journey. It's the theme of
pretty much every Hollywood movie these days.

533
00:34:28.039 --> 00:34:31.119
You've seen it a million times,
you've experienced it a million times, biologically

534
00:34:31.159 --> 00:34:36.840
evolving as humans, those are the
experiences that build our tribes quite literally.

535
00:34:36.880 --> 00:34:40.159
Thousands of years ago, our tribe
were the people we would be struggling with,

536
00:34:40.239 --> 00:34:44.159
you know, surviving the winner with, you know, hunting whatever,

537
00:34:44.280 --> 00:34:47.320
Caribou with what we been with.
Those experiences are really what build relationships.

538
00:34:47.599 --> 00:34:51.800
But there's a key to that.
It's really challenge based experiences. Of course,

539
00:34:51.880 --> 00:34:54.639
regular experiences build relationships too, but
the psychology shows us that when we

540
00:34:54.679 --> 00:34:59.679
get outside of our comfort zone and
we're vulnerable about the fact that those challenges

541
00:34:59.719 --> 00:35:02.559
are hard, we're able to bond
deeper with the people who go through those

542
00:35:02.599 --> 00:35:07.000
experiences, and ideally, if we
can overcome the experience together, the relationship

543
00:35:07.039 --> 00:35:10.280
is even stronger. Virtual reality is
just replicating the ability to have a challenge

544
00:35:10.320 --> 00:35:15.599
based experience that biologically feels real.
And when I say biologically feels real,

545
00:35:15.920 --> 00:35:20.559
I mean like when I describe the
repelling experiences we used to do previously to

546
00:35:20.639 --> 00:35:22.400
virtual reality. There's only one way
to have that experience, like you're going

547
00:35:22.519 --> 00:35:25.199
to die, is to put yourself
in a situation where you think you're gonna

548
00:35:25.239 --> 00:35:28.639
die. And of course we don't
want to have any actual risk involved,

549
00:35:28.800 --> 00:35:31.719
so we would do things like repelling
where the risk is less than the drive

550
00:35:31.800 --> 00:35:36.559
to the actual site, but the
impact is really strong. You've never done

551
00:35:36.599 --> 00:35:38.920
it before. In your brain,
you're magdalis releasing all those chemicals that tell

552
00:35:39.000 --> 00:35:44.199
you you're leading off a cliff.
Biologically and evolutionarily, that's not a good

553
00:35:44.199 --> 00:35:49.159
thing. And now we can recreate
that exact same feeling and the release of

554
00:35:49.199 --> 00:35:53.159
the exact same neurotransmitters in virtue reality
without the need to actually be there.

555
00:35:53.440 --> 00:35:58.360
And I know it sounds ridiculous because
the logical part of our brain, the

556
00:35:58.400 --> 00:36:02.320
prefrontal cortex, it doesn't forget that
we're in our office or in our living

557
00:36:02.400 --> 00:36:07.760
room. But the amygdala, which
is responsible for regulating fear, is a

558
00:36:07.800 --> 00:36:10.719
deeper part of the brain that evolved
first, and that actually isn't quite as

559
00:36:10.719 --> 00:36:15.280
connected to the prefundal cortex, the
logic side of things, as we like

560
00:36:15.400 --> 00:36:19.800
to think. So we can replicate
that feeling of fear, that challenge,

561
00:36:20.800 --> 00:36:23.679
and the opportunity to overcome that challenge
in virtuality, and I think that is

562
00:36:23.760 --> 00:36:29.280
the single biggest opportunity the virtuality has. In my opinion, I'm of course

563
00:36:29.320 --> 00:36:32.559
biased, but I think that's more
impactful than creating an opportunity to feel like

564
00:36:32.599 --> 00:36:37.440
you're together physically in the same space, creating virtual office base, playing VR,

565
00:36:37.559 --> 00:36:38.719
video games, all the other tools
that VR can be used for.

566
00:36:39.239 --> 00:36:44.920
I think the opportunity to feel like
you're teleported into an environment that has real

567
00:36:44.960 --> 00:36:49.000
stakes and a real challenge to overcome
that challenge with the people you're around.

568
00:36:49.559 --> 00:36:52.760
I think that's the game changer.
Oh my gosh, I'm having so many

569
00:36:52.840 --> 00:36:55.400
ding ding dings going on right now, Marshall, because what I come to

570
00:36:55.639 --> 00:36:59.320
in my own life, my own
work, I'm very much out to help

571
00:36:59.440 --> 00:37:02.440
organization to discover and articulate their purpose
and their cultures, but also leaders,

572
00:37:02.480 --> 00:37:07.559
individual leaders on their journeys. And
what I've come to understand is that a

573
00:37:07.559 --> 00:37:12.239
lot of people are just really comfortable
and they don't you know, where I

574
00:37:12.400 --> 00:37:15.360
discover you know what we what do
we know? Marshall? That growth does

575
00:37:15.480 --> 00:37:17.719
not happen to us while we're sitting
very comfortably, sitting on the couch eating

576
00:37:17.719 --> 00:37:22.360
bon bonds, watching our favorite TV
show. That's not when it occurs.

577
00:37:22.480 --> 00:37:24.159
So I've often thought to myself,
Wait a minute, how do I find

578
00:37:24.159 --> 00:37:27.719
a way to get these people to
be uncomfortable. Do I make them get

579
00:37:27.760 --> 00:37:30.760
a divorce? Do I, you
know, throw them off a cliff?

580
00:37:30.039 --> 00:37:32.559
Do I give them some awful,
terrible illness they have to give? You

581
00:37:32.639 --> 00:37:37.039
know what? Do I do to
inject some kind of immediacy here? And

582
00:37:37.119 --> 00:37:43.039
you've just delivered it to me,
and that is so amazing because you know,

583
00:37:43.079 --> 00:37:45.159
you're right, we need something to
be able to catalyze that something,

584
00:37:45.280 --> 00:37:50.760
some kind of discomfort. So I
have to imagine then, if people do

585
00:37:51.199 --> 00:37:53.519
register the sensation in their amygdala,
I have to believe then that their heart

586
00:37:53.599 --> 00:37:58.480
rate must increase, they must perspire. Is this all happening as well?

587
00:37:58.960 --> 00:38:01.519
Oh yeah, yeah. So most
of the experience we do we do nowadays

588
00:38:01.519 --> 00:38:05.800
are virtual, but when we used
to do impersonal experiences we still every now

589
00:38:05.840 --> 00:38:07.159
and then, we used to do
a lot more of them. I mean,

590
00:38:07.199 --> 00:38:12.079
we had to bring like sanitization wipes
to wipe the controllers down because they

591
00:38:12.119 --> 00:38:15.800
be covered in sweat. Oh wow, those hands are literally sweating yea from

592
00:38:15.840 --> 00:38:19.639
the experience that it puts them in. So absolutely Yeah, that's so great.

593
00:38:19.920 --> 00:38:22.800
Okay, So now that you did
it an impeccable job. If we

594
00:38:22.840 --> 00:38:27.360
just understand why virtual reality really works
from a neuroscience perspective, thank you.

595
00:38:27.400 --> 00:38:30.440
That was just stunning. Now I
want to understand Yeah, yeah, thank

596
00:38:30.440 --> 00:38:32.920
you. And one other really quick
things to throw out there for a neuroscience

597
00:38:32.960 --> 00:38:36.559
standpoint, If you want to go
down that rabbit hole, there's a really

598
00:38:36.559 --> 00:38:40.519
amazing organization called the Flow Research Collective
founded by Stephen Cotler, who read a

599
00:38:40.519 --> 00:38:45.039
book called A Bunch of Books,
The Rise of Superman and a bunch of

600
00:38:45.039 --> 00:38:47.159
other ones. He has some new
ones out, but it's all about the

601
00:38:47.199 --> 00:38:53.639
neuroscience of flow state, which generally
can be induced most effectively from action sports.

602
00:38:53.639 --> 00:38:57.199
And that's one of the reasons why
action sports is such a powerful tool

603
00:38:57.199 --> 00:38:59.800
because you don't have to, like
you said, you know, put someone

604
00:38:59.840 --> 00:39:01.440
in horrible situation, encourage them to
get a divorce. I mean, maybe

605
00:39:01.440 --> 00:39:04.559
that's what's best for them, but
you don't have to put them in those

606
00:39:04.599 --> 00:39:07.599
types of situations. You can recreate
that feeling in a safe and fun way

607
00:39:07.639 --> 00:39:12.480
through action sports. So that's why
action sports is such a powerful way to

608
00:39:12.880 --> 00:39:15.440
create those opportunities. That's a great
job of putting that into a book.

609
00:39:15.840 --> 00:39:17.840
Stunning. Oh I'm sure I need
to check them out as well. I

610
00:39:19.119 --> 00:39:21.960
wrote that down. Thank you so
much for that. Okay, So what

611
00:39:22.000 --> 00:39:25.360
I want to do next is I
want to understand how these experiences, being

612
00:39:25.440 --> 00:39:30.800
in these virtual reality experiences around action
adventure, etc. Help empower to foster

613
00:39:31.000 --> 00:39:35.280
innovation. How does that work?
What's the connection there? Yeah, so

614
00:39:35.320 --> 00:39:37.239
well, we look at innovation and
what it actually is. It's more of

615
00:39:37.239 --> 00:39:44.159
a psychological problem than anything else.
And this is why startups routinely outperform large

616
00:39:44.159 --> 00:39:47.719
companies with way more resources, and
it's because it's a mindset and a psychology

617
00:39:47.760 --> 00:39:51.840
factory. As a startup, you
don't have much to lose, your backs

618
00:39:51.880 --> 00:39:54.800
against a wall. You have a
ticking clock of when you're going to run

619
00:39:54.840 --> 00:39:59.079
out of money literally, so you
have to make it happen, and you

620
00:39:59.119 --> 00:40:01.519
don't care about taking risks to make
it happen. So your appetite for a

621
00:40:01.599 --> 00:40:06.000
risk, your appetite to get outside
of your comfort zone, is much higher

622
00:40:06.840 --> 00:40:12.440
than most larger companies who are going
to get a paycheck regardless of whether their

623
00:40:12.519 --> 00:40:16.960
innovative idea succeeds or fails. So
creating the really kind of practicing of the

624
00:40:17.039 --> 00:40:20.840
muscle, just like at a gem, of getting outside of your comfort zone

625
00:40:20.840 --> 00:40:24.840
and pushing through fear has been shown
to directly translate into the ability to push

626
00:40:24.840 --> 00:40:28.800
through fear and the innovation process to
get outside of our comfort zone, to

627
00:40:28.840 --> 00:40:31.920
take a risk and to do something
that might terrify us, especially because our

628
00:40:31.960 --> 00:40:35.559
fear of failure. So when we
can push through that fear of failure.

629
00:40:35.599 --> 00:40:39.480
Of course, it takes a team
with a leader that accepts that failure is

630
00:40:39.519 --> 00:40:44.800
a likely outcome, which that's probably
the first step. Giving the team the

631
00:40:44.840 --> 00:40:49.880
opportunity to practice getting outside of their
comfort zone, to push through fear and

632
00:40:49.960 --> 00:40:52.480
to see what it's like on the
other side is actually a really key indicator

633
00:40:52.760 --> 00:40:58.920
of teams being able to innovate and
create at a deeper level. Wow,

634
00:40:59.000 --> 00:41:00.280
that's really cool. You know,
for the long time, I never thought

635
00:41:00.320 --> 00:41:04.079
of myself as being a creative person, but I've changed my mind about that,

636
00:41:04.559 --> 00:41:09.039
and I thrive in being creative.
But the idea of innovation and being

637
00:41:09.079 --> 00:41:13.960
able to like almost institutionalize that is
really really compelling to me. So that's

638
00:41:14.039 --> 00:41:16.800
that opened something right there. Then
the next thing that I want to talk

639
00:41:16.800 --> 00:41:20.079
about it and I think I might
have already answered this for myself, but

640
00:41:20.159 --> 00:41:23.079
I already knew that. I wanted
to ask you how these experiences that you

641
00:41:23.199 --> 00:41:30.159
helped provide through the adventure and virtual
reality helped bind a team together psychological,

642
00:41:30.360 --> 00:41:34.320
psychologically, and socially. And before
you answer that, I then immediately went

643
00:41:34.360 --> 00:41:36.960
to, well, come on,
you know, look at the people that

644
00:41:37.000 --> 00:41:39.320
serve in the Armed forces, and
they go through these crazy things where their

645
00:41:39.360 --> 00:41:43.039
life is at risk, and they
never forget those people and they served with

646
00:41:43.519 --> 00:41:45.480
or even people that went to college
together, and they went through the ups

647
00:41:45.519 --> 00:41:50.320
and downs of you know, start
making your way into a new environment,

648
00:41:50.320 --> 00:41:52.079
et cetera. So I think I
know part of the answer to the question,

649
00:41:52.079 --> 00:41:55.800
but I just know you can answer
it better than me. So what

650
00:41:57.039 --> 00:42:00.679
is it about these experiences that really
binds people together ecologically and socially. Well,

651
00:42:00.679 --> 00:42:04.480
you have to point it out a
really good fact. There's two types

652
00:42:04.519 --> 00:42:08.320
of organizations who understand the importance of
challenge and pain and suffering and overcoming.

653
00:42:08.400 --> 00:42:13.000
University the military. There's a lot
of suffering when you go through the trading

654
00:42:13.000 --> 00:42:17.159
programs in the military, and that
makes these teams way higher performers than otherwise.

655
00:42:17.440 --> 00:42:22.800
And sports, so professional sports do
the same thing. The biggest challenge

656
00:42:22.159 --> 00:42:27.679
with applying that and that model to
the world of business is that the way

657
00:42:27.719 --> 00:42:32.480
they induce that challenge and pain and
suffering is generally through physical activity. Physical

658
00:42:32.559 --> 00:42:37.440
activity is great, which is all
healthy, but realistically, there is no

659
00:42:37.480 --> 00:42:40.559
way that your average company can put
the team through a military style boot camp

660
00:42:40.840 --> 00:42:45.920
or even a professional sports style boot
camp. It just doesn't work. I

661
00:42:45.920 --> 00:42:52.159
mean, we've got so many different
people with different abilities and physical fitness levels.

662
00:42:52.199 --> 00:42:55.159
Just doesn't work. But we can
recreate the same type of emotional state,

663
00:42:55.639 --> 00:43:00.360
and that emotional state doesn't necessarily have
to be correlated anything that is physically

664
00:43:00.480 --> 00:43:08.079
challenging whatsoever. Of course are often
often correlated. But repelling, like I

665
00:43:08.119 --> 00:43:14.440
mentioned before, that takes zero level
of physical fitness and creates the same mental

666
00:43:14.480 --> 00:43:19.199
state of terror and overcoming that fear
of the unknown. You're literally repelling into

667
00:43:19.199 --> 00:43:21.440
the unknowns. And then a ton
of analogies we can make on it in

668
00:43:21.559 --> 00:43:24.400
terms of how it relates to business
and there's no physical fitness challenge. And

669
00:43:24.400 --> 00:43:28.800
then of course virtuality takes it one
step further. We don't even have to

670
00:43:28.840 --> 00:43:30.440
travel to get there. We don't
have to have any train, we don't

671
00:43:30.480 --> 00:43:35.559
have to have any guides to make
sure even set up correctly. It's all

672
00:43:35.639 --> 00:43:38.320
virtual, but it still creates a
degree of what you feel when you're actually

673
00:43:38.320 --> 00:43:42.519
there in person. It's not quite
the same yet, it will be.

674
00:43:42.920 --> 00:43:45.519
The matrix just came out the new
one, and you know, eventually virtuariality

675
00:43:45.559 --> 00:43:50.440
might get to that point. Who
knows, but it's definitely better than people

676
00:43:50.440 --> 00:43:52.199
think it is in terms of the
impact that it creates. And then of

677
00:43:52.199 --> 00:43:58.039
course all the psychology around why those
experiences create that impact. A lot of

678
00:43:58.039 --> 00:44:00.880
great research, like I mentioned from
the flow research active in terms of the

679
00:44:00.880 --> 00:44:05.280
PhD research of why that actually creates
that impact. But yeah, there's a

680
00:44:05.320 --> 00:44:08.000
lot of psychology on that. Okay, awesome, this has been amazing,

681
00:44:08.039 --> 00:44:10.320
Marsh. We've already gotten to the
end of the show. Already goes by

682
00:44:10.320 --> 00:44:14.159
so fast. You know, the
show's listened to why people around the world.

683
00:44:14.280 --> 00:44:15.719
It's all about trying to create a
workplace where people actually want to come

684
00:44:15.760 --> 00:44:19.880
to work do their best. We
have instirational leaders that lead them to their

685
00:44:19.880 --> 00:44:22.320
greatness, and we do business.
It betters the world. How would you

686
00:44:22.320 --> 00:44:27.679
like to close the show? Yeah? I love encouraging people to take any

687
00:44:27.719 --> 00:44:31.920
opportunity you can to challenge your comfort
zone and you push your perceived limits,

688
00:44:31.920 --> 00:44:35.760
even if it's something small. There
was a YouTube video that a friends semi

689
00:44:35.840 --> 00:44:38.360
recently call it, I think a
hundred Days of Rejections, a failure one

690
00:44:38.400 --> 00:44:42.599
of the two where it's a guy
who just does little things like he tries

691
00:44:42.639 --> 00:44:45.920
to use a rock to buy a
drink, at Starbucks. Not very physically

692
00:44:45.960 --> 00:44:49.239
hard at all, but mentally it
gets us outside of our comfort zone.

693
00:44:49.239 --> 00:44:52.079
It's a little embarrassing, and just
try things to practice getting outside of our

694
00:44:52.119 --> 00:44:57.239
comfort zone and you'll see that that
muscle actually gets stronger in our ability to

695
00:44:57.280 --> 00:45:00.559
do that in the office place as
well, whether it's through virtual autie team,

696
00:45:00.559 --> 00:45:04.360
in leadership development, or something small
at our un personal lives. Don't

697
00:45:04.360 --> 00:45:08.039
be afraid to challenge that conforence one
whenever we have the opportunity, great way

698
00:45:08.079 --> 00:45:10.199
to finish. Marshall, I am
so glad to know you and have you

699
00:45:10.239 --> 00:45:13.199
in my life and in my circle. No you've been on the show,

700
00:45:13.199 --> 00:45:15.039
Thank you so much for sharing.
It's just splendid. Same to you.

701
00:45:15.079 --> 00:45:19.360
Thanks so much for having me in. Absolutely listeners and viewers. If you'll

702
00:45:19.440 --> 00:45:22.320
learn more about Marshall Mosher and the
work he and his team do it Bestigo

703
00:45:22.800 --> 00:45:29.159
visit Bestigo dot coo. That's v
E Stigo dot coo. Last week.

704
00:45:29.159 --> 00:45:31.519
If you missed the live shows,
you can always catch your recorded podcast.

705
00:45:31.840 --> 00:45:37.039
We are on the air with actually
Believe it or Not Santa Ronnie Watson for

706
00:45:37.079 --> 00:45:40.039
a special holiday gathering celebrating that Christmas
can live. Every moment throughout the year.

707
00:45:40.320 --> 00:45:43.519
It was his third appearance on the
program. It was great to have

708
00:45:43.639 --> 00:45:45.360
him back. Next week, we'll
be on the air with doctor Woody Woodward

709
00:45:45.480 --> 00:45:50.280
talking about the great resignation, the
future of work, workforce trends, and

710
00:45:50.880 --> 00:45:52.079
the like. See you there.
Remember that works at least without of our

711
00:45:52.079 --> 00:45:58.000
life. So let's work on purpose. We hope you've enjoyed this week's program.

712
00:45:58.119 --> 00:46:00.599
Be sure to tune in too.
Working on Purpose featuring your host,

713
00:46:00.639 --> 00:46:07.000
Doctor Elise Cortez, each week on
the Voice America Empowerment Channel. Together,

714
00:46:07.320 --> 00:46:14.239
we'll create a world where business operates
conscientiously, leadership inspires impassioned performance, and

715
00:46:14.360 --> 00:46:19.519
employees are fulfilled in work that provides
the meaning and purpose they crave. See

716
00:46:19.519 --> 00:46:21.880
you there, Let's work on Purpose.