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 Cortes. Hi there,

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welcome back to the Working and Purpose
Program. Thanks for tuning in again this

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week. I'm your host, Doctor
Release Cortes to when you lie from Dallas,

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which is home base for me.
If you don't know me yet,

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I'm my management consultant specializing in meaning
and purpose, organization, logo therapist,

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inspirational speaker, social scientists, and
author. My team and I help companies

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discover and articulate their purpose to throw
it through their culture and operations. We

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work with forward thinking or forward reaching
organizations to develop inspirational leaders who create cultures

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where people actually want to come to
work and do their best, and we

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provide programs like the Grab Your Gusta
that enable individual teamerms to discover and unleash

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their passion and purpose at work to
catalyze fulfillment, engagement, and productivity.

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You learn more about us and how
we can work together at at leastcoretest dot

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Com. With us today is Marshall
Mosher, founder and CEO of Vestigo,

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which utilizes the mental performance enhancing power
of action sports to create real and virtual

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reality based experiences that train teams to
embrace adaptability, foster and mindset of innovation,

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and overcome our biologic desire for stability
and comfort. He's also the host

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of the podcast Inside the Adventure.
We're talking today about the state of today's

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remote workforce, how virtual reality can
be leveraged to enhance learning experiences, and

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the work Marshal and his team do
at Vestigo to elevate team connection and performance.

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He joined it today from the road. Marshall, Welcome to Working on

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Purpose. Thanks for having me here, doctor Cortez, and so great to

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have you. Got to start first, speaking of you being on the road.

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I was going to say you were
calling in from Atlanta, and which

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you might be, but you let's
talk about where you're actually joining us for

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the show. I'm looking at what
looks to be like a vehicle with all

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kinds of equipment behind you. So
where are you? Yeah, that's right.

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So, speaking of meeting and purpose, I personally love the intersection of

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technology and venture, both with what
my company does and what I do personally.

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So I love all different types of
action sports. Those are the things

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that make me come alive personally.
So I've been traveling and working remotely from

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a camper van for the past year, going to different cities that have really

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amazing combinations of tech startup hubs but
also adventure sports. So right now I'm

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here in Telly Ride Park to ride
at the base of the mountain. Actually,

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that is so amazing. And we're
going to talk more about your love

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of adventure sports here and probably the
second segment. But what I want to

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do first, Marshal, because I
think you have a really unique vantage point

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on this, is I want to
talk about the state of today's workforce,

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particularly the remote workforce, because I
have clients that are just hurting trying to

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figure out how to make this work
and address it right. So, you

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know, I think we've kind of
kind of come to the place of that

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this idea of remote work is more
than a passing fad these days, and

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leaders are struggling, they're in pain
to keep their teams connected, performing and

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innovating. So will you share from
your vantage point what you're seeing, like

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literally the road warrior, what are
you seeing with companies and the remote teams

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today? What's going on for you? Yeah? Well, as you said

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already, remote work is here to
stay in some capacity, and most of

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our clients are working either fully remotely
or hybrid work structure with their teams.

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And even with a hybrid structure,
that's just less opportunities for people to be

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able to get together in person and
build those meaningful relationships. But even when

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you are together in person in the
office, meaningful relationships is the key word

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there, that still don't really get
that many opportunities to do even for in

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person teams. So we've taken all
the psychology behind what creates meaningful relationships,

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a lot of Berne Brown's work on
vulnerability, a lot of other psychological research

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in terms of neuroscience of what actually
creates deeper relationships and the ability for us

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to remember those experiences. And action
sports are actually a great tool for that.

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Of course, when you think action
sports, you're probably thinking of some

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TikTok or Instagram video. You saw
some guy based jumping off a cliff,

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and you probably saw I would never
do that in a million years. But

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there are plenty of sports and opportunities
to challenge our comfort zone, challenge our

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received limits that are incredibly safe and
accessible. So when we started, we

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would use those real life adventure sport
experiences like repelling, for example, sort

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of the inverse of climbing. You
start at the top of the cliff,

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you walk down with a rope attached
to you. Incredibly easy going with gravity,

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anyone can do it. But when
you're standing on the edge of that

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cliff only supported by a rope,
your brain is telling you all kinds of

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things to reasons why you should not
be there. But it's a great opportunity

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for us to push through that fear, get outside of our comfort zone,

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and oftentimes when we do those experiences
on the other side of those we form

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deeper relationships with the people we do
them with and a deeper connection with ourselves.

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Our ability to realize that challenge is
really all up here to mindset a

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focus thing that we have to overcome. So now we're actually using virtual reality

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adventure sports as an even more accessible
opportunity to create those powerful opportunities for teams

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to come together regardless of weather in
the office or virtual and go through these

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experiences that still create the same emotional
reaction as that person on the edge of

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the cliff, like I described in
their repelling experience, which wasn't possible a

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few years back. So this is
brand new in terms of the technology being

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able to recreate that type of experience
and that type of impact. So now

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we're of course using VR headsets for
companies that have either bought them for their

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employees or companies who haven't will ship
out the headsets to all the employees for

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that experience to create those impact building
opportunities to build the relationships that we so

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desperately need in today's remote work culture. Awesome, that is so awesome.

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Now. I think I remember if
I read if I read this right,

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Marshall, that a few years maybe
up to a few years ago, you

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were actually focused on providing more of
those actual adventure experiences. And I don't

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know exactly when the virtual reality came
into play for you. When was that

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yeah. So we actually started the
company at Singularity University, which is a

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startup accelerator. It was housed out
at that NASA AIM Center at the time,

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partnered with Google. Very focused on
using future exponential technology to create positive

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impact for problems that might not even
exist yet, so very future oriented,

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and that's when we came up with
the idea of using virtual reality to solve

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this problem of how we connect as
individuals in a remote work culture. Of

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course this is years before COVID,
but a lot of the experts of the

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time we're saying that our future of
work would be very remote in the future.

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Of course COVID accelerated that, but
we wanted to use virtuality to solve

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that problem. But we had a
big problem as a company. VR tech

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wasn't ready yet. So do we
just pause the company? Do we shut

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it down and restart it when VR
is there. We figured we would come

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up with the most basic form of
an MVPM in a reviable product in the

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startup lingo, which is, instead
of using virtual adventrics and so's just use

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

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take their team or something like that, and what the impact would be.

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So we actually measured the impact of
those experiences before VR was ready, and

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then in about twenty seventeen twenty eighteen, when the tech was ready, we

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did both at the same time,
and then COVID of course forced us to

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go completely virtual, but the virtual
reality side of things was always the long

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term goal. Fascinating, What an
interesting story, So glad I asked that

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that I didn't know that. That's
fascinating. Okay, so let's do this

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for a second, Marshall, I
want to park a virtual reality for just

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a second because I want to talk
more about that also again in the second

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segment, more specifically for our listeners
and viewers who really don't know much about

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it. But I want to do. What I want to do now is

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just address some of the issues and
opportunities that are present in the business world

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today. So I know that some
companies have literally given up entirely and working

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with remote teams just because of the
challenges they've encountered, Like it doesn't work,

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we're not productive, we can't communicate, et cetera, et cetera.

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So I'm interested to know if you
could share with us what are some of

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the hallmarks of companies whose remote workforces
are working well for them, what's going

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on for them that is actually right. Yeah, So it's a tough question

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because there's so many factors that go
into it. But if I had to

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choose one thing, I would say
they're taking the budget of what they used

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to have to pay for office space, which obviously we all know massive budget,

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and they're putting that budget into opportunities
to engage their team, which generally

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is a much smaller budget. Usually, unfortunately, team development and team building

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is a smaller budget than it should
be, and companies unfortunately deal with repercussions

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of that in turnover and retention,
in the amount of money it takes to

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recruit someone all those recruiter fees and
to train them. So now I'm seeing

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a lot of companies taking a little
bit of that budget for office space and

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putting it into team development. For
example, Pinterest has gone completely remote and

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they're doing something similar where they're empowering
each of their teams to their team leader

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to come up with opportunities that are
unique to engage their team. And one

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of those teams actually chose to use
one month's budget just by everyone on their

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team a virtual reality headset and then
the following month's budgets to use different opportunities

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in invertu reality to be able to
engage your team. That's just one example,

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but I'm seeing a lot of companies
do that, and it seems like

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the ones who are focusing on their
people are the ones that are not dealing

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with the you know, the what
do they call it, the mass resignation,

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great resignation, yes, right,
exactly of everyone realizing that it's an

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opportunity for a change with the companies
that focus on really engaging their people are

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the ones that are doing the best. From what I can tell on that

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front, that was a Jim Marshall, thank you so much. Let's take

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what we were paying for office rent
and office space and put it into developing

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and connecting people. Brilliant. That's
not just because you and I are both

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in the people's space, right,
That's not just because that's not the only

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reasons it's brilliant, but it just
is. So from what I've kind of

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come to gather Marshall, is I
watched this thing and study this thing.

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Is I really have come to believe
that the pandemic has forced something of like

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a union strike among talent today,
and so what I mean by that is,

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you know, talent has got the
upper hand if you will. It's

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like they are the flexibility and they
don't necessarily want to return to the office.

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It's not one hundred percent of the
time. And I feel like we've

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been given this really swift kick upstairs. This is a new world, a

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new frontier, and I don't think
there's any way that we're probably really ever

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going to go back to something else, And so finding an optimal way to

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support and engage the workforce without immediate
physical presence seems pretty critical to me.

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What's your advantage point on that?
I agree, And that brings up an

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interesting point that I was just talking
with a friend actually about the other day.

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One of my friends works are one
of the top consulting firms who's now

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requiring their team to come back in
person, and they're experiencing a lot of

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a lot of turnover, a lot
of people leaving because of that decision.

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So regardless of whether companies are coming
back together in person, which generally is

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being in person is a better way
to build relationships, or if they're completely

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remote, companies are still having the
same problem. Of how do we retain

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our talent, how do we build
that talent. So of course I'm a

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little biased, obviously, but I
think virtual reality is one of the most

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powerful tools we can use. Of
course, it's not the end all be

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all this play of things we need
to do, but at the very least,

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I would encourage everyone listening today to
find a friend who has an Oculus

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Quest headset. A lot of people
have been buying them for their kids because

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virtual reality, generally in the beginning, was a tool for video games,

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so a lot of kids are getting
them. Just find a friend with an

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Oculos Quest headset, go over to
their house, or if you're worried about

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COVID, leave it on the front
door and just borrow it and see for

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yourself what it can do. It's
way better than it was three four years

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ago, and I think it's a
massive game changer for an incredibly cheap price.

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It's only two ninety nine per headset
for employees to be able to feel

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like you're together and to describe what
that's like for anyone who hasn't done it.

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If you've seen the movie Ready Player
one, it's a really great Hollywood

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portrayal of what the future of VR
could look like Steven Spielberg movie. Of

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course, we're not there yet,
but it's a great portrayal of what it

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most likely will be. Where we
are now, though, is similar.

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You're in a virtual environment where you
can walk across the virtual room, you

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can pick up, you know,
a virtual object. Where we're at a

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virtual happy hour, you actually pick
up a virtual drink. You can walk

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over to a friend who is in
an avatar kind of looks like a cartoon,

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picks our character version of themselves and
shake their hand. It actually feels

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like you're together in person. And
then, of course, outside of the

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benefit of being together in person,
you can also recreate office space. You

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can stream your computer into virtual reality. You can work from wherever you want,

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whether it's a space station or a
waterfowl or a beachh and you can

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be able to have those whiteboard moments
where you're standing next to a whiteboard and

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putting up sticky notes in virtuality.
So so many collaborative tools, creative tools,

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opportunities for feeling together in person.
And then, of course our specialty

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is creating meaningful experiences through virtuality to
be able to build those deeper relationships,

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so all kinds of things you can
do. Of course, again I'm biased

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because I run a virtual reality company, but I think twenty twenty two is

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going to be the year people start
to realize how impactful virtual reality is,

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especially from a B to B standpoint, because right now it's mostly consumer focused,

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which is why I wanted to have
you on the show. Now,

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we have a question here from Ara
who's listening in your live and he is

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asking, are there industries outside of
tech that are more receptive to virtual reas?

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Oh? Yeah, yeah, most
of our clients are actually not in

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the tech space. A lot are. For short, tech companies are more

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aware of opportunities to use tech for
their team. We've worked with plenty of

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accounting firms, law firms, professional
services that aren't really tech focused at all.

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The biggest challenge that everyone has,
and you'd be surprised even the tech

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companies have this challenge, is people
navigating virtuality for the first time. Remember

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the first time you got on a
laptop or a computer, like, what

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is this track? Bad thing?
I have to draw with my fingers?

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And that sounds ridiculous now, but
that's kind of where we are with virtual

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reality because imagine a mouse on a
computer. The way you navigate virtuality is

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three dimensional space. It's completely different. So teaching people and employees how to

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navigate it is a little bit of
a challenge, but that comes with all

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new technology, just like the computer, you know, the touchscreen, smartphones,

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pretty much everything that we've ever had, and sometimes it's a little bit

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harder for people who aren't directly working
in technology. But that's not to say

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that everyone can't do it. We've
worked with all kinds of people and usually

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in the first experience we do with
the company, we actually have Zoom as

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a resource. We can jump on
a video call, show them how to

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hold the controller, make sure they're
not holding it upside down or their backwards

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

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thanks so much for engaging with us, he says, just upgraded to Oculus

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too. I'm an older boomer.
Virtual reality just isn't for kids. Yay.

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Way to go, Ira, We
couldn't get our ninety year old parents

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to give up the headsets. Yay. Ira, that's fantastic. Thank you

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so much for sharing that, and
well what I'll also stay to that,

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Ira, Thank you so much.
It's so cool to have your weigh in

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

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

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

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site at a client, we did
a lot of it through Zoom and we

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

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and you know other sort of tools
that just really were you know MENTI media

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for example, Fundtle interactive tool,
and it was once they got it,

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they were so empowered that they knew
how to do it and it just allowed

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them to go to the next step. So to your point, marshall,

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right, don't let's not forget ladies
and gentlemen. We all come into this

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world a helpless baby who can't feed
itself, talk, walk, anything.

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

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So you know, there's all kinds
of space to learn. And as I

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res also teaching us so excited and
also don't forget, our kids can teach

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us a lot of Absolutely, that's
the thing that we advise people to do

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for the first time is give to
you their kids. Let them figure it

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out and they can teach you.
They figured out in like five seconds.

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It's true. My eighteen year old
daughter is my best teacher, so she

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can't get too far away from me. Let's got our first break. This

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is so fun. Thanks Marshall.
I'm your host, Alike Cortes. We've

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been on the air with Marshall Mosher. He's the founder and CEO of Thistigo,

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which utilizes the mental performance enhancing power
of actions Force to create real and

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virtual reality based experiences that train teams
to embrace adaptability, foster and mindset of

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innovation, and overcome our biological desire
for stability and comfort. We've been talking

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a bit about the state of the
today's workforce and virtual teams. After the

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break, want to talk a little
bit more about virtual reality. What is

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it, how do we use it
in learning? How we can better extend

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it and extrapolate it. Stay with
us, We'll be right back. Doctor

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Elise Cortes is a management consultant specializing
in meaning and purpose and inspirational speaker and

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author. She helps companies visioneer for
greater purpose among stakeholders and develop purpose inspired

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leadership and meaning infused cultures that elevate
fulfillment, performance and commitment within the workforce.

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To learn more or to invite Alease
to speak to your organization, please

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visit her at Eleasecortes dot com.
Let's talk about how to get your employees

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working on purpose. This is working
on Purpose with doctor Elise Cortes. To

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reach our program today or open a
conversation with Alise, send an email to

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a Lease Alise at Eleasecortes dot com. Wow, back to working on Purpose.

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Thanks for staying with us, and
welcome back to working on Purpose.

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Before we go back into the program, I'd like to invite you to check

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out the book that I put out
last November of twenty twenty. It's called

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Purpose Ignited, How Inspiring Leaders ignite
passion and Elevate Cause. I wrote it

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to awaken readers to their passion and
their purpose and to help develop them into

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inspiritual leaders that actually work in a
way that invites people to bring their best

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and make their best contribution and do
business that betters the world. So I'm

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happy about that it's out there.
I'd love you to check it out.

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It's also the basis of my programs
that I do for leadership, as well

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as the grab your Guster for all
employees if you're just joining the program.

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My guest today is Marshall Mosher.
He's the founder and CEO of Vitigo,

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which utilizes the mental performance enhancing power
of action sports to create real and virtual

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reality based experiences that train teams to
embrace adaptability, foster a mindset of innovation,

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and overcome our biological desire for stability
and comfort. He's also the host

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of the podcast Inside the Inside the
Adventure. I'm your host, Julie Cortes.

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So for this next section, Marshall, what I want to do is

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I really want to focus on virtual
reality as a tool. And I know

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for a lot of people who probably
are tuning in or probably learn just tuning

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in to learn more about what it
is actually, So let's just start there

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and now they kind of cover a
little something about the virtual workforce that we're

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in today. What is virtual reality
in your words? That's a great question.

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I know it can get confusing and
we're all hearing everything about the metaverse

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and all those things, so I'll
kind of break it down for everyone.

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So virtual reality is the generic term
for any type of recreation of the reality

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you're in. That could be something
like, you know, a movie set

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with you know three sixty video around
you. It could be a headset that

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you slide your phone into and allows
you to see in three you know three

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sixty to move your head around and
see different perspectives of different viumes. Those

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are all virtuality, but when people
talk about virtuality, they're generally specifically referencing

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a type of virtuality. That's what's
called six degrees of freedom virtual reality,

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which means that you can not only
look around, but you can move around.

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If I take a step forward in
my virtual world, I'll actually be

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moving forward in what I see.
I can pick up virtual objects, I

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can shake virtual hands of other virtual
avatars that I'm actually interacting with, and

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it actually feels like you're together in
person. That's not possible with three sixty

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video, which is technically virtuality,
and that's what we had years ago.

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So a lot of people have a
misconception on virtuality that it's the Google cardboards,

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the Oculus go, the thing you
slide your cell phone into. It's

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not wrong, it is virtuality,
but it's not what people are talking about

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today. You also have a difference
between two different types of virtuality in terms

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of the six degrees of freedom virtuality. You have a standalone headset, the

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Oculus Quest and the Oculus Quest two. Those are great examples. And when

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I say standalone, I mean it
does not need any external hardware for it

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to work. Other headsets require sensors
in the four corners of the room called

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lighthouses. They require a big gaming
computer to process all the graphics you see.

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You I say gaming computer, I
don't mean MacBook Pro. I mean

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a tower Microsoft computer with a high
end graphics card. Those have much higher

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end versions of virtuality in terms of
what you're seeing and actually feels like you're

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in a Pixar movie or a high
end video game, which is pretty amazing

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but requires a lot more tech and
a lot more things. So the standalone

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had sets, the Oculus Quest and
the Oculus Quest two. While the graphics

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aren't as good. That's what most
people are talking about when they say virtual

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reality. And I know there were
a lot of things there, but like

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I said in the first half of
the show, find someone with an Oculus

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Quest two or Quest one and just
try it for yourself. By the way,

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I have to share with you The
first time I think I really came

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across the word metat universe was when
my daughter introduced me to the Spider Man

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series, right, the Marvel series. And actually just last night I was

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in the theater watching Spider Man The
Way Home and we DoD It's pretty darn

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good and it definitely showcases many universes. So just it is cool the space

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that we're stepping into, and I
just I'm so excited to have you on

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because I think you really are pulling
us literally into the future. It's really

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great 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

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

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

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kind of things that happen inside developing
organization and connecting culture. So I'm interested

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in 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 a lot of things virtuality can
do, and we'll do in the

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future augmenting learning, and the classroom
style setting is definitely one of them.

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

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great job of portraying what could be
there's actually seen in I think it's the

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

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

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

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

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

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

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

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

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tailor 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

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fun 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 selfishly, another reason I wanted

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

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

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

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this show because I learned so much
and so obviously, you know, I

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

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

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those things seeing and become much more
interesting, you know, through virtual reality.

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So just really promising what you're doing
and what you're what you're showing the

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

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

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Internet when it first came out.
To make a website, you had to

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be a developer. There's no other
way. I remember a lot of yeah,

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a lot of education on how to
do that. Now almost no websites

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are coded from scratch. Just hold
no code movement of using things like Squarespace,

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WordPress, I think workflow, a
ton of different websites. I think

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even has one build that website for
you with no coding experience. That's also

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going to happen more so in the
future, but already is starting to happen

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in virtual reality where we have world
builders, you don't have to code anything,

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so of course it'll be a lot
easier for people to make those environments

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and to be able to utilize virtuality
as a tool. And do you know,

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off the top of your head,
an example of a company that's using

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virtual reality well in their their learning
environment. Well, Facebook is probably the

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company that's done the most for virtual
reality. They bought Oculus a long time

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ago, and they've been the ones
that they've been building out the hardware for

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Oculus as well as a lot of
software. And then in that platform,

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they're creating a lot of opportunities,
like these world builders, for people to

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create their own worlds. They're creating
office space well, opportunities for engagement.

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I think they are working on a
classroom style thing, but a lot of

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companies are starting to do that now. I believe Microsoft is doing that and

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several others. I'm sure, even
if it's not public, that all the

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big tech companies are doing it.
But h okay, got it? Cool?

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

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want to dive in more into you. You are a fabulously interesting human being,

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Marshal Measure, and I think that
you're welcome And I just love how

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you thrive adventure and lived by this
mindset in your personal life. And you're

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constantly seeking to challenge your own limits. And I know, as I've found

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out as a Class five whitewater paddler, paraglider pilot, mountain biker, snowboarder,

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kite boarder, scuba diver, caver
climber, and jetsuit pilot with Gravity

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Industries. I love of love that
you have folded all these personal loves into

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expression of your work. To me, that is just smashing. It's just

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a specific your niche. So can
you see a bit more about how have

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you been able to one? You
know, where does that all that energy

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00:25:32.720 --> 00:25:36.279
and dynamoism come from? And too, you know, finding a way to

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actually put it into your work space. It's just phenomenal. Thanks well,

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I really love what your coffee MiG
says that do what you love, because

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00:25:42.480 --> 00:25:48.160
I think that's the most important thing
you and I spent a lot of time

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

404
00:25:52.000 --> 00:25:56.960
went to the University of Georgia as
a bio and psych double major for pre

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med. Realized my junior year I
didn't want to go to med school,

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00:26:00.119 --> 00:26:03.039
added an economics major, realized that
business was fun, but like kind of

407
00:26:03.039 --> 00:26:07.440
boring unless you're applying it to something
you love. So then I did a

408
00:26:07.480 --> 00:26:11.279
master's in Public Health administration, really
just honestly to spend more time at EGA,

409
00:26:11.319 --> 00:26:12.960
because I loved it there and it
was a great opportunity to help figure

410
00:26:12.960 --> 00:26:15.720
out what I wanted to do,
but also what I did want to do.

411
00:26:15.119 --> 00:26:18.920
On the end of six years,
I had three majors and a master's

412
00:26:18.920 --> 00:26:21.200
and still had no idea what I
wanted to do. But I took this

413
00:26:21.319 --> 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
00:26:32.160 --> 00:26:34.640
in a way that gives us personal
freedom and flexibility, but also allows us

416
00:26:34.680 --> 00:26:37.920
to be innovative and creative. And
right after that I went to Singularity,

417
00:26:37.920 --> 00:26:44.559
which is just more reinforcement of what
the future of technology would look like and

418
00:26:44.640 --> 00:26:48.480
help me to really realize that I
love this intersection between adventure technology and entrepreneurship.

419
00:26:49.039 --> 00:26:52.720
And I was a guide by the
way for the outdoor rec program that

420
00:26:52.759 --> 00:26:56.039
was my campus job as a student. So that was when I was getting

421
00:26:56.079 --> 00:26:59.039
into all these adventure sports because I
didn't really know that much about it before,

422
00:26:59.119 --> 00:27:02.799
and I knew so I actually didn't
think I'd do something professionally in that

423
00:27:02.839 --> 00:27:04.720
space, but I did know that
I loved that space, and that's what

424
00:27:04.839 --> 00:27:11.640
personally just helped me grow as an
individual. And then going through Singularity and

425
00:27:11.839 --> 00:27:15.319
doing a lot of research in terms
of what virtuality can do and what adventure

426
00:27:15.319 --> 00:27:18.839
sports do to us personally, I
realized that there was this big opportunity to

427
00:27:19.079 --> 00:27:26.799
use virtuality to create accessible and impactful
opportunities to create deep relationships. And we

428
00:27:26.880 --> 00:27:30.880
found the niche of well B to
B remote teams, which you know,

429
00:27:30.200 --> 00:27:36.039
five years ago wasn't really even thing. But personally, I really think life's

430
00:27:36.079 --> 00:27:38.519
too short to not do what you
love. And I was really thrilled to

431
00:27:38.519 --> 00:27:41.640
find that intersection because I know that's
really hard for a lot of us to

432
00:27:41.640 --> 00:27:45.440
figure out what we can do professionally. That's also empowering us to do what

433
00:27:45.440 --> 00:27:51.000
we love personally. And it really
wasn't until this past year that I really

434
00:27:51.039 --> 00:27:53.799
got to like fully embody that and
start traveling in this campra van because a

435
00:27:53.880 --> 00:27:56.319
lot of what we were doing was
in person things, and even when we

436
00:27:56.319 --> 00:28:00.839
weren't doing in person things, we
had to take in person media and pre

437
00:28:00.960 --> 00:28:03.079
COVID, it was kind of weird
to show up on some call from a

438
00:28:03.119 --> 00:28:07.200
campra bare but now after COVID,
it's spot that's right standard. No,

439
00:28:07.920 --> 00:28:11.799
yeah, right. So being able
to work and live right next to the

440
00:28:11.839 --> 00:28:14.759
things that I love, like from
the base of the mountain, it's aali

441
00:28:14.880 --> 00:28:17.240
right on the top of the mountain. I'll go paraglide in the mornings for

442
00:28:17.319 --> 00:28:19.039
an hour instead of like an hour
run. Those are the things that really

443
00:28:19.240 --> 00:28:22.920
empower me to be my best self. So it's a great combination. It

444
00:28:22.000 --> 00:28:25.720
is a great combination, Marshall and
I so applaud it. Another reason I

445
00:28:25.759 --> 00:28:29.400
wanted to showcase you because you know, life is amazingly short. It really

446
00:28:29.480 --> 00:28:33.200
is just yesterday. I sell it
well, I should say, I observed

447
00:28:33.359 --> 00:28:37.160
the three year passing and my mother
shely died. She was seventy three years

448
00:28:37.200 --> 00:28:41.200
old. That's just no time at
all, right, So really another reason

449
00:28:41.480 --> 00:28:45.160
because you just love life. And
so now today, just if you could

450
00:28:45.240 --> 00:28:48.759
say a little bit about you know, how are you working with organizations.

451
00:28:48.079 --> 00:28:52.559
I love that you found this niche
b to be remote teams. How are

452
00:28:52.599 --> 00:28:55.200
you working with them? And we'll
talk more about what does that look like,

453
00:28:55.319 --> 00:28:57.319
you know, in the next section, but queue it up for us.

454
00:28:57.759 --> 00:29:03.279
Yeah, So we work with two
types of companies on two types of

455
00:29:03.319 --> 00:29:07.359
things. In terms of the types
of companies, the first type are companies

456
00:29:07.400 --> 00:29:10.720
that have not done anything in virtuality. They have not bought headsets for their

457
00:29:10.720 --> 00:29:14.559
team, but they're interested at the
very least in learning more about VR.

458
00:29:14.960 --> 00:29:18.119
What we'll do is we have about
fifty VR headsets, not a time,

459
00:29:18.240 --> 00:29:22.000
but enough to send out headsets each
individual person at their house or at their

460
00:29:22.000 --> 00:29:25.440
office, and we all meet up
in virtual reality to have their first introductory

461
00:29:25.519 --> 00:29:27.880
VR experience and as a great way
to bring the team together for the first

462
00:29:27.960 --> 00:29:33.680
time in person. With being together
in person, those experiences are generally more

463
00:29:33.720 --> 00:29:38.319
focused on just gathering the team together
exploring a new technology, having fun.

464
00:29:38.680 --> 00:29:41.759
We do focus a little bit on
leadership development for those, but generally that's

465
00:29:41.799 --> 00:29:44.880
kind of a future session, you
know, session two, three, four.

466
00:29:45.359 --> 00:29:48.440
And then we work with companies who
have already bought headsets for their team.

467
00:29:48.480 --> 00:29:52.559
They've realized remote work is here to
stay. Investing in VR really isn't

468
00:29:52.559 --> 00:29:56.599
that expensive compared to millions of dollars
in office space, and they've bought headsets

469
00:29:56.599 --> 00:29:59.200
for most of their team, like
Accentric, who's one of our clients,

470
00:29:59.200 --> 00:30:03.039
bought seventy thousand and headsets for a
big personal team. And then we'll work

471
00:30:03.039 --> 00:30:07.200
with those types of companies on a
recurring basis to create opportunities to both solidify

472
00:30:07.960 --> 00:30:12.559
and build stronger relationships, but also
focus on really key elements of leadership development

473
00:30:12.680 --> 00:30:15.839
in an experiential way. When I
say experiential, I know I described this

474
00:30:15.880 --> 00:30:21.559
a little bit before, but think
like Tony Robbins fire walk, if anyone's

475
00:30:21.559 --> 00:30:23.480
ever heard of that walk across how
he teaches you how to walk on coal

476
00:30:23.519 --> 00:30:26.759
is something you never thought you could
do well. We're doing things similar to

477
00:30:26.799 --> 00:30:32.599
that in a leadership development keynote style
experiential way that creates the same mental state

478
00:30:32.640 --> 00:30:36.240
that you'd have. You're walking across
goals creates an opportunity for us to get

479
00:30:36.240 --> 00:30:38.359
outside of our comfort zone, to
push our own limits, to see how

480
00:30:38.400 --> 00:30:41.599
far we can go and be a
better version of ourselves ultimately, but also

481
00:30:41.720 --> 00:30:45.319
to connect deeper with the people we
go through those experiences with. Those are

482
00:30:45.319 --> 00:30:49.880
more focused on companies who have their
own headsets, because we do focus on

483
00:30:49.920 --> 00:30:56.480
a recurring basis u usually quarterly,
sometimes more often as an opportunity to consistently

484
00:30:56.519 --> 00:31:02.839
reinforce those themes and work on different
themes sometimes as well. So those are

485
00:31:02.839 --> 00:31:04.920
the two types of events we do. Some focus on find some focus on

486
00:31:04.960 --> 00:31:10.519
leadership development for companies that either are
interested in VR or have already invested in

487
00:31:10.559 --> 00:31:14.640
vir Awesome. We'll have more about
that after we come back. Let's take

488
00:31:14.640 --> 00:31:17.000
our last break. I'm Released Cortez, your host. We are on the

489
00:31:17.000 --> 00:31:19.920
air with Marshall Mosher, who's the
founder and CEO of Estigo, which utilizes

490
00:31:19.960 --> 00:31:25.359
the mental performance enhancing power of Action
scores to create real and virtual reality based

491
00:31:25.359 --> 00:31:29.720
experiences that train teams to embrace adaptability, foster and mindset of the innovation,

492
00:31:30.000 --> 00:31:33.400
and overcome our biological desire for stability
and comfort. We've been talking about virtual

493
00:31:33.400 --> 00:31:37.759
reality as an opportunity to accelerate learning. After the break, we're going to

494
00:31:37.759 --> 00:31:41.319
talk about how to leverage virtual reality
in team building. Stay with us,

495
00:31:41.319 --> 00:31:45.720
we'll be right back. Doctor release
Cortes is a management consultant specializing in meaning

496
00:31:45.759 --> 00:31:52.519
and purpose and inspirational speaker and author. She helps companies visioneer for greater purpose

497
00:31:52.559 --> 00:31:59.599
among stakeholders and develop purpose inspired leadership
and meaning infused cultures that elevate fulfillment,

498
00:31:59.799 --> 00:32:05.200
performance, and commitment within the workforce. To learn more or to invite Elise

499
00:32:05.279 --> 00:32:09.119
to speak to your organization, please
visit her at elisecortes dot com. Let's

500
00:32:09.119 --> 00:32:21.160
talk about how to get your employees
working on purpose. This is Working on

501
00:32:21.200 --> 00:32:25.119
Purpose with doctor Elise Cortes. To
reach our program today or open a conversation

502
00:32:25.200 --> 00:32:32.680
with Alise, send an email to
Alise Alise at elisecortes dot com. Now

503
00:32:34.039 --> 00:32:38.160
back to working on Purpose. Thank
you for staying with us, and welcome

504
00:32:38.200 --> 00:32:42.119
back to working on Purpose. I
got to give you another update here as

505
00:32:42.160 --> 00:32:45.799
well. Just August of twenty twenty
one, I was able to get out

506
00:32:45.799 --> 00:32:49.319
a second book, and this one
isn't actually anthology. It's called Passionately striving

507
00:32:49.319 --> 00:32:52.440
and why. And it's really an
anthology of women who persevere mindly to live

508
00:32:52.440 --> 00:32:55.079
their purpose. I scoured the globe
to find them, so we literally have

509
00:32:55.119 --> 00:33:00.759
stories from Australia to Zambia and they
are very very personal intimates stories of how

510
00:33:00.799 --> 00:33:02.759
they discover their purpose and what they're
doing from it. We hope that it

511
00:33:02.799 --> 00:33:07.720
showcases that purpose isn't able to anyone
anywhere, and that when you actually work

512
00:33:07.720 --> 00:33:09.119
from purpose, you can really make
a difference in the world. So it's

513
00:33:09.160 --> 00:33:13.319
an invitation. Hope you'll check that
out as well if you're just joining us.

514
00:33:13.319 --> 00:33:15.319
My guest is Marshall Moser. He
is the founder and CEO of Istigo.

515
00:33:15.799 --> 00:33:20.480
He is also the host of the
podcast Inside the Adventure. I'm your

516
00:33:20.519 --> 00:33:22.839
host Doctor Lea's core Tense. So
for this last section here, Marshall,

517
00:33:22.880 --> 00:33:28.200
what I want to get into is
really some of more of your experience as

518
00:33:28.240 --> 00:33:31.920
to experience and understanding and research as
to why virtual reality works in these kind

519
00:33:31.960 --> 00:33:36.680
of situations. And I was blown
away to to We're a triple major.

520
00:33:36.720 --> 00:33:39.119
I was like, Okay, this
guy is completely an overachiever. I got

521
00:33:39.160 --> 00:33:44.200
to meet him. So first I
want to talk about I want to understand

522
00:33:44.319 --> 00:33:46.799
how does your research and neuroscience tell
you. What does it tell you about

523
00:33:46.880 --> 00:33:52.920
using your approach to virtual reality,
to team building and to even just building

524
00:33:52.960 --> 00:33:57.480
connections. Yeah, that's a great
question. So to answer that question,

525
00:33:57.599 --> 00:34:01.079
we really have to start a little
bit more basic than virtuality. So virtuality

526
00:34:01.160 --> 00:34:04.599
is just a tool that's not the
destination, and the tool is able to

527
00:34:04.599 --> 00:34:07.320
recreate something and that we experience,
you know, throughout our lives, and

528
00:34:07.360 --> 00:34:14.079
it's experiences generally that are challenging us. So challenge based experiences that get us

529
00:34:14.119 --> 00:34:16.480
outside of our comfort zone where we
have to push through and overcome that challenge

530
00:34:16.599 --> 00:34:21.199
with someone else. And the ability
to overcome that challenge not only makes us

531
00:34:21.199 --> 00:34:23.719
stronger, but it makes the relationship
between the people stronger. It's the hero's

532
00:34:23.760 --> 00:34:28.239
journey. It's the theme of pretty
much every Hollywood movie these days. You've

533
00:34:28.280 --> 00:34:31.719
seen it a million times, you've
experienced it a million times biologically evolving as

534
00:34:31.760 --> 00:34:37.400
humans, those are the experiences that
build our tribes quite literally. Thousands of

535
00:34:37.559 --> 00:34:40.320
years ago, our tribe were the
people we would be struggling with, you

536
00:34:40.360 --> 00:34:44.800
know, surviving the winter with,
you know, hunting whatever, carebo with

537
00:34:45.000 --> 00:34:49.000
what we've been with those experiences are
really what build relationships, but there's a

538
00:34:49.079 --> 00:34:52.639
key to that. It's really challenge
based experiences. Of course, regular experiences

539
00:34:52.639 --> 00:34:55.559
build relationships to but the psychology shows
us that when we get outside of our

540
00:34:55.559 --> 00:35:00.119
comfort zone and we're vulnerable about the
fact that those challenges are hard, we're

541
00:35:00.119 --> 00:35:04.679
able to bond deeper with the people
who go through those experiences, and ideally,

542
00:35:04.679 --> 00:35:07.800
if we can overcome the experience together, the relationship is even stronger.

543
00:35:07.039 --> 00:35:13.159
Virtual reality is just replicating the ability
to have a challenge based experience that biologically

544
00:35:13.239 --> 00:35:16.039
feels real. And when I say
biologically feels real, I mean like when

545
00:35:16.039 --> 00:35:21.559
I describe the repelling experiences we used
to do previously to virtual reality. There's

546
00:35:21.559 --> 00:35:23.199
only one way to have that experience, like You're Gonna die, is to

547
00:35:23.239 --> 00:35:25.800
put yourself in a situation where you
think you're gonna die. And of course

548
00:35:25.840 --> 00:35:29.599
we don't want to have any actual
risk involved, so we would do things

549
00:35:29.639 --> 00:35:32.960
like repelling where the risk is less
than the drive to the actual site,

550
00:35:34.039 --> 00:35:37.199
but the impact is really strong.
You've never done it before. In your

551
00:35:37.199 --> 00:35:40.199
brain, you're migdalas releasing all those
chemicals that tell you you're leaning off a

552
00:35:40.239 --> 00:35:45.119
cliff. Biologically and evolutionarily that's not
a good thing. And now we can

553
00:35:45.280 --> 00:35:51.599
recreate that exact same feeling and they
release to the exact same neurotransmitters in virtual

554
00:35:51.599 --> 00:35:54.760
reality without the need to actually be
there. And I know it sounds ridiculous

555
00:35:54.800 --> 00:36:00.480
because the logical part of our brain, the prefrontal cortex, it doesn't forget

556
00:36:00.519 --> 00:36:05.119
that we're in our office or in
our living room. But the amygdala,

557
00:36:05.280 --> 00:36:07.880
which is responsible for regulating fear,
is a deeper part of the brain that

558
00:36:08.000 --> 00:36:13.360
evolved first, and that actually isn't
quite as connected to the prefrontal cortex the

559
00:36:13.440 --> 00:36:16.360
logic side of things as we like
to think. So we can replicate that

560
00:36:16.400 --> 00:36:22.039
feeling of fear, that challenge,
and the opportunity to overcome that challenge in

561
00:36:22.119 --> 00:36:27.840
virtuality, and I think that is
the single biggest opportunity the virtuality has.

562
00:36:28.159 --> 00:36:30.559
In my opinion, I'm of course
biased, but I think that's more impactful

563
00:36:30.719 --> 00:36:35.360
than creating an opportunity to feel like
you're together physically in the same space,

564
00:36:35.440 --> 00:36:37.800
creating virtual office space, playing VR, video games, all the other tools

565
00:36:37.800 --> 00:36:42.679
that VR can be used for.
I think the opportunity to feel like you're

566
00:36:42.719 --> 00:36:46.360
teleported into an environment that has real
stakes and a real challenge to overcome that

567
00:36:46.480 --> 00:36:51.360
challenge with the people y're around.
I think that's the game changer. Oh

568
00:36:51.400 --> 00:36:53.519
my gosh, I'm having so many
Dean ding Ding's going on right now,

569
00:36:53.559 --> 00:36:57.920
Marshall, because what I come to
in my own life, my own work,

570
00:36:57.960 --> 00:37:00.760
I'm very much out to help organization
to discover and articulate their purpose and

571
00:37:01.039 --> 00:37:05.639
their cultures, but also leaders,
individual leaders on their journeys. And what

572
00:37:05.679 --> 00:37:09.119
I've come to understand is that a
lot of people are just really comfortable and

573
00:37:09.159 --> 00:37:14.039
they don't you know, where I
discover. You know, what do we

574
00:37:14.079 --> 00:37:16.800
know Marshall? That growth does not
happen to us while we're sitting very comfortably,

575
00:37:16.800 --> 00:37:21.000
sitting on the couch eating bonbonds,
watching our favorite TV show. That's

576
00:37:21.039 --> 00:37:23.519
not when it occurs. So I've
often thought to myself, Wait a minute,

577
00:37:23.559 --> 00:37:27.000
how do I find a way to
get these people to be uncomfortable?

578
00:37:27.039 --> 00:37:30.000
Do I make them get a divorce? Do I, you know, throw

579
00:37:30.039 --> 00:37:32.159
them off a cliff? Do I
give them some awful, terrible illness they

580
00:37:32.159 --> 00:37:35.800
have to give? You know what? Do I do to inject some kind

581
00:37:35.840 --> 00:37:40.400
of immediacy here? And you've just
delivered it to me? And that is

582
00:37:40.440 --> 00:37:44.559
so amazing, because you know,
you're right, we need something to be

583
00:37:44.559 --> 00:37:49.400
able to catalyze that something, some
kind of discomfort. So I have to

584
00:37:49.440 --> 00:37:52.400
imagine then, if people do register
the sensation in their amignala, I have

585
00:37:52.480 --> 00:37:57.320
to believe then that their heart rate
must increase, they must perspire. Is

586
00:37:57.360 --> 00:38:00.920
this all happening as well? Oh
yeah, yeah. So most of the

587
00:38:00.920 --> 00:38:04.079
experience we do we do nowadays are
virtual, but when we used to do

588
00:38:04.159 --> 00:38:06.880
in person experiences we still every now
and then, we used to do a

589
00:38:06.920 --> 00:38:09.679
lot more of them. I mean, we had to bring like sanitization wipes

590
00:38:09.719 --> 00:38:13.320
to wipe the controllers down because they
be covered in sweat. Oh wow,

591
00:38:13.760 --> 00:38:17.119
those hands are literally sweating and the
experience that it puts them in so absolutely.

592
00:38:17.639 --> 00:38:21.719
Yeah, that's so great. Okay, So now that you did an

593
00:38:21.719 --> 00:38:27.079
impeccable job of illig just understand why
virtual reality really works from a neuroscience perspective.

594
00:38:27.079 --> 00:38:30.679
Thank you. That was just stunning. Now I want to understand yeah,

595
00:38:30.000 --> 00:38:32.199
yeah, thank you. And one
other really quick thing that they're out

596
00:38:32.199 --> 00:38:35.800
there for a neuroscience standpoint, If
you want to go down that rabbit hole,

597
00:38:36.119 --> 00:38:40.079
it's a really amazing organization called the
Flow Research Collective founded by Stephen Cotler,

598
00:38:40.079 --> 00:38:44.079
who wrote a book called A Bunch
of Books, The Rise of Superman

599
00:38:45.519 --> 00:38:46.360
and a bunch of other ones.
He has some new ones out, but

600
00:38:46.360 --> 00:38:52.360
it's all about the neuroscience of flow
state, which generally can be induced most

601
00:38:52.400 --> 00:38:55.360
effectively from action sports. And that's
one of the reasons why action sports is

602
00:38:55.400 --> 00:38:59.159
such a powerful tool because you don't
have to, like you said, you

603
00:38:59.159 --> 00:39:00.960
know, put someone in horrible situation, encourage them to get a divorce,

604
00:39:01.039 --> 00:39:04.400
and maybe that's what's best for them, but you have to put them in

605
00:39:04.400 --> 00:39:07.280
those types of situations. You can
recreate that feeling in a safe and fun

606
00:39:07.320 --> 00:39:12.239
way through action sports. So that's
why action sports is such a powerful way

607
00:39:12.440 --> 00:39:15.519
to create those opportunities. It's a
great job of putting that into a book,

608
00:39:15.880 --> 00:39:17.880
stunning. I'm sure I need to
check them out as well. I

609
00:39:19.119 --> 00:39:21.960
wrote that down. Thank you so
much for that. Okay, So what

610
00:39:22.000 --> 00:39:25.400
I want to do next is I
want to understand how these experiences, being

611
00:39:25.480 --> 00:39:30.320
in these virtual reality experiences around action, adventure, etc. Help empower to

612
00:39:30.440 --> 00:39:35.079
foster innovation. How does that work? What's the connection there? Yeah,

613
00:39:35.239 --> 00:39:37.280
so when we look at innovation and
what it actually is, it's more of

614
00:39:37.280 --> 00:39:44.159
a psychological problem than anything else,
and this is why startups routinely outperform large

615
00:39:44.199 --> 00:39:47.760
companies with way more resources, and
it's because it's a mindset and a psychology

616
00:39:47.800 --> 00:39:51.880
factor. As a startup, you
don't have much to lose. Your back's

617
00:39:51.920 --> 00:39:54.840
against a wall. You have a
ticking clock of when you're going to run

618
00:39:54.880 --> 00:39:59.119
out of money literally, so you
have to make it happen, and you

619
00:39:59.119 --> 00:40:01.840
don't care about taking risks to make
it happen. So your appetite for risk,

620
00:40:02.280 --> 00:40:07.079
your appetite to get outside of your
comfort zone, is much higher than

621
00:40:07.119 --> 00:40:13.039
most larger companies who are going to
get a paycheck regardless of whether their innovative

622
00:40:13.039 --> 00:40:17.440
idea succeeds or fails. So creating
the really kind of practicing the muscle,

623
00:40:17.599 --> 00:40:21.280
just like at a gym, of
getting outside of your comfort zone and pushing

624
00:40:21.320 --> 00:40:25.280
through fear has been shown to directly
translate into the ability to push through fear

625
00:40:25.280 --> 00:40:29.079
and the innovation process to get outside
of our comfort zone, to take a

626
00:40:29.159 --> 00:40:32.239
risk and to do something that might
terrify us, especially because our fear of

627
00:40:32.320 --> 00:40:35.920
failure, so we can push through
that fear of failure. Of course,

628
00:40:35.960 --> 00:40:40.400
it takes a team with a leader
that accepts that failure is a likely outcome,

629
00:40:40.440 --> 00:40:45.119
which that's probably the first step.
Giving the team the opportunity to practice

630
00:40:45.119 --> 00:40:50.760
getting outside of their comfort zone,
to push through fear and to see what

631
00:40:50.800 --> 00:40:53.480
it's like on the other side is
actually a really key indicator of teams being

632
00:40:53.480 --> 00:40:59.719
able to innovate and create at a
deeper level. Wow, that's really cool.

633
00:41:00.159 --> 00:41:00.800
You know, for the longest time, I never thought of myself as

634
00:41:00.800 --> 00:41:06.159
being a creative person, but I've
changed my mind about that, and I

635
00:41:06.920 --> 00:41:09.719
thrive in being creative. But the
idea of innovation and being able to like

636
00:41:09.840 --> 00:41:15.159
almost institutionalize that is really really compelling
to me. So that opens something right

637
00:41:15.199 --> 00:41:17.239
there. Then the next thing that
I want to talk about it and I

638
00:41:17.239 --> 00:41:21.119
think I might have already answered this
for myself, but I already knew that.

639
00:41:21.159 --> 00:41:24.280
I wanted to ask you how these
experiences that you help provide through the

640
00:41:24.320 --> 00:41:30.800
adventure and virtual reality help bind a
team together psycho psychologically and socially. And

641
00:41:30.880 --> 00:41:35.599
before you answer that, I then
immediately went to, well, come on,

642
00:41:35.679 --> 00:41:37.199
you know, look at the people
that serve in the armed forces,

643
00:41:37.199 --> 00:41:40.320
and they go through these crazy things
where their life is at risk, and

644
00:41:40.360 --> 00:41:44.480
they never forget those people and they
served with or even people that went to

645
00:41:44.519 --> 00:41:46.800
college together, and they went through
the ups and downs of you know,

646
00:41:47.159 --> 00:41:51.719
start making your way into a new
environment, etc. So I think I

647
00:41:51.760 --> 00:41:53.400
know part of the answer to the
question, but I just know you can

648
00:41:53.480 --> 00:41:59.239
answer better than me. So what
is it about these experiences that really binds

649
00:41:59.239 --> 00:42:01.719
people together so pschologically and socially.
Well, you have to point it out

650
00:42:01.760 --> 00:42:07.039
a really good fact. There's two
types of organizations who understand the importance of

651
00:42:07.239 --> 00:42:10.559
challenge and pain and suffering and overcoming. University the military. There's a lot

652
00:42:10.559 --> 00:42:14.239
of suffering when you go through the
trading programs of the military, and that

653
00:42:14.280 --> 00:42:20.320
makes these teams way higher performers than
otherwise. And sports, so professional sports

654
00:42:20.360 --> 00:42:24.639
do the same thing. The biggest
challenge with applying that and that model to

655
00:42:24.679 --> 00:42:30.119
the world of business is that the
way they induce that challenge and pain and

656
00:42:30.159 --> 00:42:34.880
suffering is generally through physical activity.
Physical activity is great, which is all

657
00:42:34.920 --> 00:42:38.639
healthy, but realistically, there is
no way that your average company can put

658
00:42:38.639 --> 00:42:44.400
the team through a military style boot
camp or even a professional sports style boot

659
00:42:44.440 --> 00:42:46.440
camp. It just doesn't work.
I mean, we've got so many different

660
00:42:46.440 --> 00:42:52.760
people with different abilities, and you
know, physical fitness levels just doesn't work,

661
00:42:52.920 --> 00:42:57.400
But we can recreate the same type
of emotional state, and that emotional

662
00:42:57.440 --> 00:43:02.880
state doesn't necessarily have to be correlated
anything that is physically challenging whatsoever. Of

663
00:43:02.880 --> 00:43:08.880
course, it are often often correlated, but repelling like like I mentioned before,

664
00:43:09.239 --> 00:43:15.119
that takes zero level of physical fitness
and creates the same mental state of

665
00:43:15.320 --> 00:43:19.639
terror and overcoming that fear of the
unknown. You're literally repelling into the unknowns.

666
00:43:19.679 --> 00:43:21.920
There a ton of analogies we can
make on it in terms of how

667
00:43:21.920 --> 00:43:24.639
it relates to business, and there's
no physical fitness challenge. And then of

668
00:43:24.639 --> 00:43:29.360
course virtuality takes it one step further. We don't even have to travel to

669
00:43:29.400 --> 00:43:30.719
get there. We don't have to
have any train, we don't have to

670
00:43:30.800 --> 00:43:36.039
have any guides to make sure even
set up correctly. It's all virtual,

671
00:43:36.079 --> 00:43:38.559
but it still creates a degree of
what you feel when you're actually there in

672
00:43:38.599 --> 00:43:43.679
person. It's not quite the same
yet it will be. The matrix just

673
00:43:43.679 --> 00:43:45.880
came out the new one, and
you know, eventually virtual reality might get

674
00:43:45.920 --> 00:43:50.719
to that point. Who knows,
but it's definitely better than people think it

675
00:43:50.760 --> 00:43:52.599
is in terms of the impact that
it creates. And then of course all

676
00:43:52.639 --> 00:43:58.639
the psychology around why those experiences create
that impact. A lot of great research,

677
00:43:58.719 --> 00:44:01.000
like I mentioned from the flow research
active in terms of the PhD research

678
00:44:01.039 --> 00:44:05.519
of why that actually creates that impact. But yeah, there's a lot of

679
00:44:05.519 --> 00:44:08.280
psychology on that. Okay, awesome, this has been amazing, Marsh.

680
00:44:08.360 --> 00:44:10.920
We've already gotten to the end of
the show. Already goes by so fast.

681
00:44:12.039 --> 00:44:14.440
You know, the show's listened to
by people around the world. It's

682
00:44:14.440 --> 00:44:16.039
all about trying to create a workplace
where people actually want to come to work

683
00:44:16.079 --> 00:44:20.239
do their best. We have inspirational
layers that lead them to their greatness,

684
00:44:20.280 --> 00:44:22.800
and we do business that betters the
world. How would you like to close

685
00:44:22.800 --> 00:44:28.639
the show? Yeah? I love
encouraging people to take any opportunity you can

686
00:44:28.880 --> 00:44:32.639
to challenge your comfort zone and push
your perceived limits, even if it's something

687
00:44:32.719 --> 00:44:36.599
small. There was a YouTube video
that our friends se me recently call it

688
00:44:36.639 --> 00:44:38.719
I think a hundred Days of Rejection
hundreds of failure one of the two.

689
00:44:39.239 --> 00:44:43.039
Or it's a guy who just as
little things like he tries to use a

690
00:44:43.119 --> 00:44:46.440
rock to buy a drink at Starbucks. Not very physically hard at all,

691
00:44:46.480 --> 00:44:50.079
but mentally it gets us outside of
our comfort zone. It's a little embarrassing,

692
00:44:50.559 --> 00:44:52.920
and just try things to practice getting
outside of our comfort zone and you'll

693
00:44:52.960 --> 00:44:57.920
see that that muscle actually gets stronger
in our ability to do that in the

694
00:44:57.920 --> 00:45:01.480
office place as well, whether it's
through virtually team and leadership development or something

695
00:45:01.559 --> 00:45:07.280
small on our own personal lives.
Don't be afraid to challenge that comfort zone

696
00:45:07.320 --> 00:45:09.079
whenever we have the opportunity. Great
way to finish. Marshall, I am

697
00:45:09.119 --> 00:45:12.400
so glad to know you and have
you in my life and in my circle.

698
00:45:12.440 --> 00:45:14.360
Note you've been on the show.
Thank you so much for sharing.

699
00:45:14.400 --> 00:45:15.960
It's just splendid. Same to you. Thanks so much for having me.

700
00:45:16.440 --> 00:45:20.920
Absolutely Listeners and viewers, if you'll
learn more about Marshall Mosher and the work

701
00:45:20.960 --> 00:45:25.079
Keeness team do at Vestigo, visit
Vestigo dot co. That's b E s

702
00:45:25.159 --> 00:45:29.920
T I g O dot co.
Last week. If you missed the live

703
00:45:29.920 --> 00:45:32.360
shows, you can always catual it
be recorded a podcast. We're on the

704
00:45:32.400 --> 00:45:37.960
air with actually Believe it or Not. Santa Ronnie Watson for a special holiday

705
00:45:37.960 --> 00:45:40.639
gathering celebrating that Christmas can live every
moment throughout the year. It was his

706
00:45:40.679 --> 00:45:44.639
third appearance on the program. It
was great to have him back next week,

707
00:45:44.679 --> 00:45:47.000
we'll be on the air with doctor
Woody Woodward talking about the Great resignation,

708
00:45:47.119 --> 00:45:51.599
the future of work, workforce trends, and the like. See you

709
00:45:51.639 --> 00:45:52.880
there, Remember that works at least
with it of our life. So let's

710
00:45:52.920 --> 00:45:58.679
work on purpose. We hope you've
enjoyed this week's program. Be sure to

711
00:45:58.719 --> 00:46:01.960
tune in to Working on Purpose,
featuring your host, Doctor Elise Cortes,

712
00:46:02.239 --> 00:46:07.320
each week on the Voice America Empowerment
Channel. Together, we'll create a world

713
00:46:07.360 --> 00:46:15.880
where business operates conscientiously, leadership inspires
impassioned performance, and employees are fulfilled in

714
00:46:15.960 --> 00:46:20.760
work that provides the meaning and purpose
they crave. See you there, Let's

715
00:46:20.960 --> 00:46:21.920
work on Purpose.