Elevating Performance, Productivity and Profitability through Eudaimonic Happiness

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W Forcy Radio. What's Working on
Purpose? Anyway? Each week we ponder

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the answer to this question. People
ache for meaning and purpose at work,

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potential. Business can be such a
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humanity. In our program, we
provide guidance and inspiration to help usher in

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this world we all want Working on
Purpose. Now, here's your host,

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Doctor release Cortez. Welcome back to
Working your Purpose program. Last tuning in

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again this week, I'm your host, doctor Elis Cortez, joining you at

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this time, not from Dallas,
which is home base for me, but

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from Seattle. I'm in the Cedar
Lodge, which is in the c Tach

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Airport area. So if you hear
some noise and gallivanting, that's what's happening

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here. People are going about the
business of life. It's wonderful. If

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you don't know me, I'm a
management consultant, organizational logo therapist, speaker

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and author. My team and Iolis
Cortes and Associates help companies to enliven and

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fortify their operations by articulating their purpose
and building inspirational leaders and cultures activated by

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meaning and purpose to turn those companies
from a flatline EKG through a vibrant destination

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workplace. There people are intrinsically motivated
to perform with their best, grow into

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their full potential, and are committed
to stay and help deliver in the company's

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mission. You learn more about us
now we can work together at at least

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Cortez dot com. Now listen to
Jaday's program. You are in for a

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treat. My friends with us today
is doctor Pellai, who is an educator,

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musician, best selling author, and
the founder of Profitable Happiness through book,

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software, training, and music.
It seeks to change the world by

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helping organizations build cultures of high employee
engagement, experience, and performance. His

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latest book is Profitable Happiness, the
Five Key Habits of a High Performance Organization,

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which informs we'll be talking about today
on air. You do today from

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Austin, Texas, Doctor Pele,
welcome to Working on Purpose. How are

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you, Doctor Ellis, Thank you
so much for the invitation. I'm so

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excited to be here. It's so
wonderful to talk to you again. Book

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in my day with you. We
started the day with together at seven am

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my time in Seattle, and now
here we are three pm my time in

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Seattle. So welcome back, Pale. It's at least in the Doctor Pella

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show. There you go. So
first, let me just celebrate as I

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like to do, Doctor Pelee.
You know both of us are authors,

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and you know this is the latest
thing that you brought into the world.

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It's beautiful. I've read it,
you know, as an author, I'm

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always amazed what it takes to actually
bring a book into the world. So

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congratulations to you. It is more
than making a baby. Just so you

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know, I've done both. So
so I like to say that anybody who's

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been listening at all, I was
like, all right, Cortess, I

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know you're going to say that,
that's fine. All right, let's talk

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about where you came from, doctor
Pelle. You have just really a beautiful

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history and background that I really find
delightful that go into the ingredients of doctor

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Pele. So if we can first
talk about you know, you're upbringing your

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background and specifically what you learned from
your mother. So I know there's a

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lot you can share. So if
you could just do that briefly so we

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can get into the meat of what
you created. Yeah, no, I

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appreciate it. I like to think
of myself as someone who has decided that

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I will burn all boats and focus
all my energies on just one topic,

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and that topic is happiness. However, in trying to find a way in

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the world, it's it's it's not
as easy. Did you say, hey,

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I talk about happiness. It's like, you know, you know what

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type of happiness? What what happiness? What do you really mean? And

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so luckily there's a lot of evidence
in research and science about a type of

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happiness that is actually known as eudaimonic
happiness, which is different from what most

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people think about when they think of
happiness, they think of having fun and

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rarah, and that's called hedonic happiness, seeking pleasure. But this kind of

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happiness is actually well researched. It
goes all the way back to Aristotle.

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It's called udaimonic happiness, and it's
about engagement, about finding that space of

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flow where time vanishes, about having
meaning in the work that you do.

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And so I really, you know, sort of grabbed onto that because it

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made a lot of sense to me. I'm a musician. As you can

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see from my guitar in the background
and maybe my keyboard over here, you

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can see some of these things I
do. I've written albums and I even

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have an album called Profitable Happiness that
goes with this book. I'm a little

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crazy that way. I think I
guess everything, while yeah, everything's called

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profitable happiness. And so I decided
to really focus in on the research.

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You know, my PhD is in
organization and management, and so I'm really

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in line with a lot of the
research I did way back when I got

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my PhD. When I'm thinking about
how do you get organizations to have cultures

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of happy employees. How on earth
do you do that? When we know

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that happy employees do produce profitable companies, Well, how do you actually make

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that happen? So that's been the
question of my career and my life.

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And now the question that you asked
is, well, how did I get

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here? Well, if you don't
mind, I'm going to take you all

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the way back to a jungle in
Africa. That's what I want. I

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know. I'm going to take you
all the way back to a jungle in

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Africa. In the late sixties.
I was a child, maybe two three

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years old, and there was a
civil war that had broken out between Nigeria,

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which is the parent country, and
a small little tribe called the Ebos.

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That's myself. I was an evil
child, and the Evils are known

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for being, you know, very
I have to say, entrepreneurial people,

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very you know self very determined people. They really believe in themselves and they

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just didn't want to stick around and
be part of the larger country, so

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they decided to secede. Well,
now that they did that, unfortunately the

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West did not support them and it
became a blood bath. Nigeria was killing

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millions and millions of people and I
don't know if you remember these black and

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white pictures with you know, little
children, the big stocks of rushore and

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flies buzzing around their faces. I
was one of those children. We were

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starving, we were we were hungry, We were afraid of bombs killing us

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every day. It was a terrible
time to go through, but we survived

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that war because of the strangest thing
that my mother did. You know,

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what my mother did was in the
absence of food, she couldn't feed us,

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which is running from refugee camp to
refugee camp, in the absence of

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shelter. She couldn't give us these
things. But what she could do was

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the only thing she did, which
was to sing to me. And I

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say us because there were other people, you know, it's kind of you

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know, the whole It takes a
village to raise a child. Everybody's always

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around in these refugee camps, and
so my mother would just sing and she

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would sing, and she would take
my name in pale and put it inside

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of a song, as though the
song that she's written was written for me.

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And you know what this did to
me, besides the fact that it

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probably was where I started becoming a
musician at the age of two or three.

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What it did was it distracted me
from the fear of dying. It

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distracted me from the pain of hunger, and it made me happy. And

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for some reason, I found through
that experience that happiness comes before success.

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You know, a lot of people, you know Maslow's hierarchy. A lot

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of people will say that, you
know, if you want to succeed,

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you know, first you have to
get your basic needs met. Don't think

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about happiness yet. That comes later. Just work hard and just make a

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lot of money, and then someday
you'll be happy. That is a misunderstanding

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of what Maslow was really teaching.
In fact, I think that's one of

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the big misunderstandings in literature. He
wasn't saying don't ever think about your happiness.

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He was just giving a sort of
you know, hierarchy and timeframe as

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a model. So I found that
if you actually start with happiness, you'll

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end up with success. A lot
of people think you got to start with

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success first. And so because we
were happy, we were able to form

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these positive cohesive teams, develop habits
as a community, support each other,

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help each other, be friendly to
each other. Even though people are dying

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left and right, and over time
that happiness was one of the things that

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I think a lot of people attribute
that to my mother. That really helped

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us to survive as we were just
a team of people being happy even though

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we had nothing to be happy about. So that's where I really grabbed onto

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this concept of happiness and music.
And I've been fortunate to become you know,

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a podcaster like you, and a
PhD like you, and you know,

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you and I are really in the
same profession of helping people build cultures

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of purpose as you do, and
myself happiness as I do, and all

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the tools that come with it.
So that's my background. I got into

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this by the accident of a civil
war. Well, the reason I wanted

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you to share that, doctor Plea
is for two reasons. One, I

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wanted listeners and viewers to know you're
a little bit more like I know you

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as a friend. I also consider
you a friend and a colleague, and

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so they can understand just the very
unique perspective that you came from, because

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what you're drawing on is what doctor
Sar and Capline taught us in a previous

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episode experiential intelligence. And I want
each of our listeners and viewers to recognize

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that they have something in their background, something they've experienced it's unique and special

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that gives him a view in the
world that is valuable and useful to teach

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to others, just like you have
given to us. I wanted to do

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that first, so I wanted them
to understand where you came from and then

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open the pathway for them and to
invite them to come with us. Now,

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the second thing I want to do, and what your background is,

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I want you to say a little
bit about your father his influence, because

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there's at least two things that I
think he gave you that I think are

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really really powerful. So when you
say a little bit about your father's influence

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on you, that's really May I
just say that you're an awesome interviewer.

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We've never had this exchange before.
I've always interviewed you on my podcast,

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and I love your questions. It's
just powerful. Thank you so much for

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the opportunity. You're so correct.
I always attribute my love of music and

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happiness, my embracing of those things
to my mother, But my father,

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who he himself was actually a PhD
from the University of Minnesota. My father

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was really the one who taught me
about the pursuit of excellence in what everyone

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is trying to do. Now,
how did that happen? Well back to

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the Civil War again. My father
actually left Nigeria right before the Civil War

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broke out and came to America to
the University of Minnesota to study. So

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he had he was, He did
his undergrad he did, he got all

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the way to a PhD. And
he was basically stuck. Couldn't come back

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because during the Civil War, you
know, there was no way to come

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back. However, he had named
me, given me this fantastic name before

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he left UM. And the name
is, of course, as you know,

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Pele, I'm named after the greatest
soccer player on earth. Now,

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how are you going to do that
to your chat? Right? How are

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you gonna give? I mean,
come on, I'm not gonna be you

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know. Look, I tried,
I tried to play soccer, but I

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can't play soccer to say in my
life. Okay, But you know what

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happened is that in our culture and
the evil culture, if you want your

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child to achieve something, you give
them a name that they'll always hold on

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to, and that name will inspire
them even if you're not around. And

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that's just one of the things that
we do. We give names that actually

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means something that inspire people. So
he gave me the name Pela because he

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wanted me to achieve excellence in my
life, okay, and that was his

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whole purpose for me. Well,
it turns out that the reason why Pela

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just for anyone who doesn't know soccer
very well, I'll just tell you why.

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Pila is the greatest soccer player on
earth. He won massive you know,

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he was the biggest player. He
won the World Cup several times with

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his team in Brazil. And not
only that, he was a very courageous

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person who always looked out for people. During that civil war, Pela announced

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that he was going to come to
do an exhibition match in the middle of

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the civil war in Nigeria. He
left the safety and comfort of Brazil and

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he just told, you know,
against all advice, he said, I'm

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going to go do that. Yeah. And so the amazing thing, and

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this was this was captured in Time
magazine. Even Henry Kissinger, the former

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Secretary of State of the United States, wrote an article about this amazing thing

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that Pele did to go to a
civil war and play a soccer match.

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And so what he did was you
know, seeing as bravery and really reaching

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out to you know, uh,
to the masses to help other people.

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But the amazing thing is that both
Nigeria and Biafra the civil war, you

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know, the people fighting each other, they agreed to stop fighting for two

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days, for forty eight hours so
that Pele and his team could fly in,

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play the match, and fly out, and everybody watched people who were

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killing each other a day before decided
to go watch this match together in peace.

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That was amazing. So that level
of excellence is really what my father

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was trying to give me and tell
me it should be. Now. When

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someone asked Pele the soccer player,
why are you so good? What is

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it that you do? Why?
Look, if you've ever seen that picture

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of him kicking a ball backwards,
it's called a bicycle kick. He was

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the only one doing stuff like that, crazy crazy stuff. He would jump

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in the air, kick a ball
backwards and the ball would go into the

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goal right in the head. Crazy. So someone asked him, how is

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it that you're so good? And
you know what Pele said, He said,

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everything is practice. Three words,
and that's if you've watched any documentary

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about him and his father and how
he grew up, he'll see that he

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truly believed that and he practiced that. That's how he became Pele. So

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he didn't become Pele because he was
just a talented guy, right, there's

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a lot of talented people. He
became play because of his discipline of petition

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and practice and building habits, habits. That's where I wanted to That's the

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word that doctor Release has been trying
to day. Building habits is the path

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to any form of excellence, whether
it's excellence as a soccer player or excellence

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in an organization. And so I
became a musician instead of a soccer player.

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And I can tell you as a
musician, all we do all day

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is practice our skinness, right,
practice and get our habits going in our

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fingers. It's called muscle memory,
right, same thing. So that's that's

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my expertise. I'm a habit maker, right. And so I want to

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just before we go into our first
break here, because I want to send

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people off with something specific. I
want to situate what you say in your

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book and what you want to talk
about this morning on our call here we

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are in twenty twenty three now,
and Gallup's most recent polls indicate that two

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of their most related metrics around happiness, engagement and well being remain at an

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all time low, with only twenty
one percent of employees engaged in working in

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terms of overall well being. As
you said, if you talked about this

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morning, that those numbers are pretty
much stuck for the last three decades.

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So this is what you and I
are both focused on. So I want

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you, if you would, doctor
Pile just to kind of quickly briefly situate

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why those numbers are important. They
We're going to take our first break,

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okay. So first of all,
they have not been fixed because people are

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not focusing on the right things.
Right. You know, I have a

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little parable that I like to share
it. It's the goose and the golden

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eggs. If you remember how yes
I do, Yes, yeah, the

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farmer. The farmer had a goose
giving him golden eggs, and he wanted

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to get the eggs, so he
killed the goose. Now that's terrible,

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but the analogy is the golden eggs
are the results, the outcomes that organizations

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want. But instead of taking care
of the goose, the employees. They

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focus only on the outcomes unfortunately,
so I think that that's a debilitating challenge

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that all organizations have to cross.
They have to start to focus on employees.

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And when we come back, I'll
give you what I call the three

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HSH strategy of focus that all organizations
need to begin to look at if they

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want to start taking care of the
goose, the employees to get the golden

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eggs. That is beautiful, doctor
Pelle. I think a great way to

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go into the break. And what
I want to send you, ladies and

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gentlemen, into the break thinking about, is the power of a name says.

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What we're also going to talking about
today is intrinsic motivation. I want

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you to think about what can you
call your team, what can you call

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your company that would be compelling,
something that actually makes you reach for excellence

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or something beyond yourself. As doctor
Pelle's name is given to him, So

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if you would think about that,
and let's go on our next break,

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our first break. I'm your host, doctor Elise Cortez. We don't there,

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doctor Pelle, who is an educator
and musician, best selling author,

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and the founder of Profitable Happiness.
We've been talking a bit about where he

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came from, where his ideas came
from, and why this is now important.

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Now we're going to get into after
the break some of his key principles

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says to how to actually make it
happen. Stake with us will be right

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back. Doctor Elise Cortez is a
management consultant specializing in meaning and purpose.

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An inspirational speaker and author, she
helps companies visioneer for greater purpose among stakeholders

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and develop purpose inspired leadership and meaning
infused cultures that elevate fulfillment, performance,

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and commitment within the workforce. To
learn more or to invite a lease to

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speak to your organization, please visit
her at Elise Cortez dot com. Let's

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talk about how to get your employees
working on purpose. This is working on

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purpose with doctor Elise Cortez. To
reach our program today or to open a

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conversation with Elise, send an email
to Elise al i se at Elise Cortez

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dot com. Now back to working
on purpose. Thanks for staying with us,

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and welcome back to working on purpose. Before we get back into the

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program, I do want to remind
you, and if you don't already know

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this, that I am on the
Purpose and Enjoy Tour right now. I'm

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in Seattle. This tour is a
collaboration with joy Lee. That's an organization

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that teaches mindful practices to build a
happy, healthy, resilient world. And

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of course my firm at Least Cortez
and associates that activate meaning and purpose and

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company culture and leadership to increase fulfillment, performance and retention. Together, we

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started this in March. We are
actually going across various cities across the United

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States to find our tribe and build
a community of people who seek to elevate

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their lives and businesses by cultivating meaning, purpose and joy. So here we

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are in Seattle. Now we're heading
down to Portland. Here. If you

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want to learn more about the tour
and the cities that are planned, you

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can go to gustosnow dot com,
go to the tour tab and then find

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your city. Now if you're just
joining us, my guest is doctor Peles.

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He's the founder of Profitable Happiness.
We're talking about his latest book on

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the topic and the system and software
to be devised to enable companies to achieve

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profitable happiness. I'm your host,
Doctor Lee's Cortez So let's get further into

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this, shall we. I want
to I want to start giving our listeners

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and viewers a little bit more of
the science and some of your methodology that

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you've created. Of course, you
know I love anything research oriented. I

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love your methodology. You know,
I aligned with your methodology. So I

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want to be able to give our
listeners and viewers some of the meat so

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they can walk away already enabled to
start to use this stuff. So first,

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you, like me, do this
thing where you get research because of

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the episodes that you do, right, So I read the books. You

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read the books, and that is
a form of your your research. So

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you have talked about how you have
developed some pitable insights from guests and that

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has come that's actually supported to research, and that you actually have found this

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model and acronym of happy that represents
these five key employee habits that organizations need

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to build cultures and high performance around. I think it makes sense to start

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there. What is this happy acronym
all about? Yeah? No, no,

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great, great question. First of
all, the happy acronym, while

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some people may think it's trite,
is designed precisely for the purpose of making

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sure nobody forgets it. Right.
So it may be oh, he's got

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an acronym called happy, yeah,
but you're never going to forget that I

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have an acronym called happy, right. It just goes with you. So

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that's the purpose of developing the minomic
the the acronym h appy. Now,

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what it actually stands for are the
various elements that create engagement, the various

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elements that create positive well being and
organizations, happier employees and so on and

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so forth. So if you go
back to the analogy that we we shared

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about the about the goose and the
golden eggs, think of the goose as

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the employees, and then of course
the golden eggs says the outcome such as

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sales results, business results, and
so on of employees. If you kill

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the goose, you're gonna you're gonna
lose the outcomes, right, And that's

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that's what happens when when leaders ignore
the well being of their employees, they're

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essentially killing the goose. So in
order to make that goose healthy, we

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need to focus on five elements based
on research. Number one is of course

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happiness, but not hedonic happiness.
You diamonic happiness, the kind of happiness

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that's closer tied to engagement and flow
and so on. And you know,

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if you want to know the truth, I didn't want to call my book

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you diamonic happiness. Lost the crowd. Yeah, I'm not sure it's solved

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very good, but that's what the
science teaches us. So I called it

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profitable happiness. That that's where that
name came from. And then the next

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thing is appreciation. So AH is
for profitable happiness, you diamonic happiness,

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and A is for appreciation. Research
study after study shows and even common sense

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shows us that when a human being
feels appreciated, they will go the extra

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mile. They will do better than
they even thought they were going to do,

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because guess what somebody cares about what
I'm about to do or about what

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I've been doing. And the kind
of appreciation that carries the most weight.

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Sure, peer appreciation is fine and
so on, but the kind of appreciation

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that really connects with people is the
type that is given by managers. Yes,

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now, appreciation is really you know
of two types. You know,

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you do a great job, and
you have done a great job, right,

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there's what you've done versus who you
are, And when managers are able

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to really help their employees feel appreciated
as a daily practice, they are really

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creating a productive employee, and that's
an important number two. Number three is

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pride. Pride is another feeling,
very very under researched. If I may

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say that there's not a lot of
not a lot of hard research on this,

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but a lot of people have done
great dissertations on this, and I've

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read a lot of them, and
you know, we found that if a

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person feels by the way, again, there are two types of pride.

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There's there's a negative kind of pride, r hubristic, I'm the best in

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the world type of pride, and
we know some leaders who act that way,

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right, We're not going to go
there. So there's that kind of

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pride. But then there's another kind
of pride, which is a really strong

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satisfaction and belief and positive feeling around
the work one does or around the company

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that one works for. So I'm
proud of my work, I'm proud of

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my company in a positive way.
That's the kind of pride that we're talking

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about. And what makes that pride
possible again is when people give recognition,

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especially when leaders and managers give recognition
to employees. That pride swells up within

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them and makes them want to even
go the go beyond and doing the greater

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things. So that the HP and
the fourth is the P the second P,

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which is participate participation. A lot
of people talk about employee experience.

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In fact, I would say there
was a battle between employee experience and employee

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engagement, and employee experience is winning
right now. People seem to see that

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as the more powerful force of companies, and it's all good. I say,

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they're all important, But employee experience, right is impotent without employees creating

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that experience. Okay, this is
the challenge that a lot of organizations don't

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understand. You can't just command and
control, come down from the high mountain

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and saying this is your experience.
Guess what how about you invite those employees

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to participate in creating that employee experience. When they take ownership of it,

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they will love it. And that's
the simple approach that I take with this

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idea of participation being so important.
And the last thing, which is the

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why is or yardsticks, which means
measure everything. Measure anything that you want

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to turn into a culture or a
habit. You got to measure it.

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You know, Peter Drucker once said
what we measure is what will be improved.

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I think I'm paraphrasing, but he
said what gets measured gets improved.

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I would agree, but I think
a more powerful statement would be what gets

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measured becomes a habit because you're always
thinking about it, you're always doing it,

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you're always measuring it. Before you
know it, the power of habits,

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the psychological and cerebral and brain power
of habits, muscle memory takes over

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and you now have a thing that
everybody just automatically does. So when you

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measure things all the time, you're
building cultures, you're building habits. And

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so that's what I have built.
My entire book, my software, and

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my practice around is helping people implement
h appy, gorgeous, so beautiful.

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You know I learned with all that. Okay, now I gotta tell you

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I learned so much from you in
your book about habit formation, my friend.

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Thank you for that. So if
you would, I want you to

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take us into the ABC of habit
creation. M Wow. I love how

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you put it as ABC, because
that is really what it is. Now

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for those who don't think they're as
much of a nerd as doctorate lease or

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myself. I'm going to try to
talk about what ABC means because it is

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really the center of habits, but
not a lot of people are aware of

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that. In something called organizational behavior
management or OBIM or just the practice of

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helping people change behavior, even if
it's a if it's in a home where

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you know, people who are challenged
with behavior are brought to ABC is applied

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to them to help them build new
habits. All right, it's a well

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science backed, proven approach to behavior
change and creation and modification. Now what

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does ABC st stand for? It
stands for the three stages of any behavior.

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The first is what happens before a
behavior, it's called the antecedent a.

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The second is the behavior itself,
and the third is what happens after

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a behavior, which is the consequence. Now, if you go all the

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way back to Pavlov, for example, where he was, you know,

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bringing dogs and I can't remember what
monkeys, maybe different animals, and maybe

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he would give them a little antecedent
you know, here's the food, and

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that would act as the thing that
comes before the behavior, that that that

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Pavlov wanted, and they would get
the food do the behavior and then they

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would get a good consequence, you
know, and if they didn't do the

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right behavior, they would get a
bad consequence. Right. So this is

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how you create behavior in all not
only humans, but animals. Right.

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So ABC is a well known acronym
and approach. Now, if you want

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to build habits right proactively with human
beings, you got to go beyond ABC.

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Now, this is what you will
not find in the literature, but

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you will find it in my book. What you need to do is you

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need to make every stage of the
ABC system desirable because if you don't do

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that, you're gonna have an apathy. You're gonna have people not wanting to

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00:29:15.160 --> 00:29:18.559
deal with making habits. Look,
I gotta tell you making habits it is

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00:29:18.599 --> 00:29:22.319
not easy. It's hard work.
You have to challenge yourself. Oh I

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00:29:22.359 --> 00:29:26.799
gotta get up right now and go
take that walk, or oh I gotta

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You know, it's hard work,
a lot of mental energy. So if

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you don't make it desirable, it'll
never get done, no habit will be

408
00:29:33.000 --> 00:29:37.960
formed. So how do you make
the ABC desirable? A make it get

409
00:29:37.960 --> 00:29:42.279
your attention, so when it's time
to do that new behavior, get their

410
00:29:42.319 --> 00:29:48.720
attention, whether it's allowed belvet rings, or it's a sweetening of the incentives

411
00:29:48.720 --> 00:29:52.440
that make you want to do it, whatever it is, get attention.

412
00:29:52.079 --> 00:29:56.960
Then they do the behavior. While
they're doing the behavior, most people will

413
00:29:56.000 --> 00:30:00.319
quit because they get tired, lack
of motivate, or something else. So

414
00:30:00.359 --> 00:30:06.759
you need to provide them a belief
that's the be a belief system, motivation

415
00:30:06.839 --> 00:30:10.319
to continue, and then at the
end when it's time for a consequence that

416
00:30:10.319 --> 00:30:12.279
will make them want to go back
and do the behavior. Make sure it's

417
00:30:12.319 --> 00:30:18.319
a positive consequence. Make sure it's
a celebration because when people celebrate, that's

418
00:30:18.319 --> 00:30:22.759
a c And people celebrate, they
get the positive important doorphins, they feel,

419
00:30:22.799 --> 00:30:26.880
the pride, they feel, the
appreciation. All of those things make

420
00:30:26.920 --> 00:30:30.440
them want to do that behavior again. So if you want happy employees,

421
00:30:30.119 --> 00:30:34.759
use the ABC approach on the concept
of happiness. If you want engagement,

422
00:30:36.319 --> 00:30:40.480
use ABC to build engagement habits and
so on and so forth. And that's

423
00:30:40.519 --> 00:30:42.559
basically what my book is about,
is how do you use habits, which

424
00:30:42.599 --> 00:30:47.680
is like the superpower of human beings
is habits. How do you use that

425
00:30:48.240 --> 00:30:53.599
to change organizations from the employee onward. M That was so deliciously articulated artill.

426
00:30:53.839 --> 00:30:56.519
Thank you, and I think that's
one of the most powerful things about

427
00:30:56.559 --> 00:31:00.960
your book. And you're right,
what you have written is so crisp.

428
00:31:00.039 --> 00:31:04.880
It delineates habits and access to habits
so beautifully and compellingly. I can't tell

429
00:31:04.880 --> 00:31:07.079
the number of people that I've met
who said, oh, I gotta get

430
00:31:07.079 --> 00:31:11.079
into a exercise program. You're never
going to get there. Saying gotta,

431
00:31:11.359 --> 00:31:14.480
it's never going to get there.
So, ladies and gentlemen, if you

432
00:31:14.759 --> 00:31:17.079
care at all about habits, it's
really about creating a culture. This is

433
00:31:17.079 --> 00:31:19.000
the book to pick up. So
while I am going to send you off

434
00:31:19.000 --> 00:31:22.880
to Amazon or wherever it is that
you get your books, let's go on

435
00:31:22.920 --> 00:31:26.039
to our next break here and then
multi will carry on here. I'm your

436
00:31:26.039 --> 00:31:29.039
host, doctor Elise Cortez. We
on the year doctor Pele, who was

437
00:31:29.079 --> 00:31:33.640
an educator, musician, bestselling author
and the founder of Profitable Happiness. We've

438
00:31:33.640 --> 00:31:36.400
been talking a bit about some of
the guts of his book, just what

439
00:31:36.559 --> 00:31:38.279
really makes the essence of it.
After the break order to get into some

440
00:31:38.279 --> 00:31:41.359
of the more finer details of it, say, well, this will be

441
00:31:41.480 --> 00:32:00.559
right back. Doctor Elise Cortez is
a management Consultantizing and Meaning and Purpose.

442
00:32:00.680 --> 00:32:07.279
An inspirational speaker and author, she
helps companies visioneer for greater purpose among stakeholders

443
00:32:07.279 --> 00:32:12.640
and develop purpose inspired leadership and meaning
infused cultures that elevate fulfillment, performance,

444
00:32:12.640 --> 00:32:15.480
and commitment within the workforce. To
learn more or to invite a lease to

445
00:32:15.519 --> 00:32:21.079
speak to your organization, please visit
her at Elise Cortez dot com. Let's

446
00:32:21.119 --> 00:32:30.480
talk about how to get your employees
working on purpose. This is working on

447
00:32:30.519 --> 00:32:34.839
Purpose with doctor Elise Cortez. To
reach our program today or to open a

448
00:32:34.880 --> 00:32:38.720
conversation with a lease, send an
email to a lease a l I se

449
00:32:38.759 --> 00:32:49.519
at Elise Cortez dot com. Now
back to working on Purpose. Thanks for

450
00:32:49.559 --> 00:32:52.279
staying with us, and welcome back
to working on Purpose. I mentioned to

451
00:32:52.279 --> 00:32:54.079
you in the first break that we're
off doing this Purpose and Joy Tour.

452
00:32:54.440 --> 00:32:58.079
Two of my latest books are on
that tour. They came out in a

453
00:32:58.079 --> 00:33:00.839
March of twenty twenty three. One
is called The Great Revitalization. How activating

454
00:33:00.920 --> 00:33:05.640
meaning and Purpose can radically enliven your
business. This is for leaders to learn

455
00:33:05.640 --> 00:33:08.799
how to build elevating and high performing
leadership and culture. The other recently book

456
00:33:08.839 --> 00:33:13.319
that I put out is called Coloring
Life How Loss advice is to live more

457
00:33:13.400 --> 00:33:17.039
vibrant lives, which helps people navigating
loss to transform and grow into vitality.

458
00:33:17.160 --> 00:33:20.640
You can look check him out both
on on Amazon. Why I look for

459
00:33:20.759 --> 00:33:22.880
doctor Pelei's book and if you are
just joining us, he is my guest,

460
00:33:22.880 --> 00:33:27.440
doctor Peli, the founder of Profitable
Happiness. We're talking about his latest

461
00:33:27.440 --> 00:33:30.839
book on the topic and the system
and software he's devised to enable companies to

462
00:33:30.880 --> 00:33:35.079
achieve profitable happiness. I'm your host, doctor Les Cortez. So for this

463
00:33:35.200 --> 00:33:37.799
last segment, Doctor Pelei, I
just want to I want to just dive

464
00:33:37.839 --> 00:33:39.519
into a few of the concepts.
There were so many, but just a

465
00:33:39.559 --> 00:33:44.839
few that I think are really essential
for listeners of yours to understand why your

466
00:33:44.880 --> 00:33:47.599
work is so important. So first
we've got to go into this whole idea

467
00:33:47.680 --> 00:33:53.319
of a bidirectional domino habit of listening. I can virtually guarantee you that this

468
00:33:53.400 --> 00:33:59.720
is a novel concept for most organizations, as you know. So could you

469
00:33:59.759 --> 00:34:04.440
talk a little bit about this notion
of listening as as an essential bidirectional domino

470
00:34:04.519 --> 00:34:08.800
habit. Yeah, So first let's
start with a domino habit So a habit

471
00:34:09.599 --> 00:34:15.440
is really a behavior that you have
turned into an automatic sequence using the power

472
00:34:15.480 --> 00:34:21.119
of the brain. In fact,
I have right here a model of the

473
00:34:21.159 --> 00:34:25.079
brain, and the way it basically
works is, you know, inputs come

474
00:34:25.159 --> 00:34:30.559
in a site, sound and so
on and so forth into the conscious brain.

475
00:34:30.840 --> 00:34:32.400
And if you want to turn anything
you're learning, whether it's riding a

476
00:34:32.400 --> 00:34:37.320
bike or playing the piano or the
guitar, into a habit, then you

477
00:34:37.320 --> 00:34:40.559
have to keep repeating it, and
keep repeating it until you push it down

478
00:34:42.239 --> 00:34:46.480
into the basil ganglia. I'm looking
because I have a map on my wall.

479
00:34:46.559 --> 00:34:49.519
It looks just like this. I
talk about this all the time.

480
00:34:49.559 --> 00:34:54.079
I love it. And so this
idea of habits, this idea of habits,

481
00:34:54.800 --> 00:34:58.960
it's really more than just oh I
have a habit. It's really a

482
00:34:59.000 --> 00:35:02.280
superpower that we humans have. And
when people know how to tap into habits,

483
00:35:02.280 --> 00:35:06.119
they can do amazing things, things
they didn't believe they could do.

484
00:35:06.480 --> 00:35:09.639
So how about we apply that to
engagement? How about we apply that to

485
00:35:10.440 --> 00:35:14.880
happiness. This is the thing that
has not been done. You know,

486
00:35:14.880 --> 00:35:16.719
we've tried many things, and as
we said, thirty years have gone by,

487
00:35:16.760 --> 00:35:22.280
and I don't think anybody has really
brought the power of habit making into

488
00:35:22.360 --> 00:35:28.960
the arena of engagement. And so
when we talk about listening as a bidirectional

489
00:35:29.039 --> 00:35:32.800
thing and as a domino habit,
one habit, one positive habit will create

490
00:35:34.159 --> 00:35:37.239
multiple positive habits. That's what a
domino habit is. In my book,

491
00:35:37.920 --> 00:35:40.519
I coined that term, so I
don't know if you'd see it anywhere else.

492
00:35:40.960 --> 00:35:46.199
So a domino habit really is a
big sort of apparent habit that allows

493
00:35:46.239 --> 00:35:49.920
other great habits to happen. Let
me give you an example. If I

494
00:35:49.960 --> 00:35:53.199
say I'm going to lose weight,
right, and I'm going to I'm going

495
00:35:53.239 --> 00:35:59.559
to have to maybe walk every morning. Okay, what might happen out of

496
00:35:59.599 --> 00:36:02.320
walking every morning is I'll feel when
I come back, I gotta take a

497
00:36:02.320 --> 00:36:07.039
shower. Now. If I was
because I'm hot and muggy or something after

498
00:36:07.079 --> 00:36:10.679
the walk, if I was someone
who didn't like taking showers in the morning,

499
00:36:10.719 --> 00:36:14.480
guess what I'm doing now, I'm
building a habit about taking showers.

500
00:36:14.800 --> 00:36:16.320
But that's not what started this.
I wanted to lose weight, and I

501
00:36:16.360 --> 00:36:21.440
took a walk, so they're taking
a walk. Is a domino habit that

502
00:36:21.519 --> 00:36:24.480
gives me things like brushing my teeth
in the morning. This is a kind

503
00:36:24.480 --> 00:36:29.960
of an extreme example taking a shower, but it really is how you build

504
00:36:30.039 --> 00:36:32.920
other habits. So in an organization, if we pick a habit and we

505
00:36:32.960 --> 00:36:38.440
say we want to build engagement in
order for people to be engaged, they're

506
00:36:38.440 --> 00:36:44.039
going to start forming other small,
positive habits. That's really how it works

507
00:36:44.239 --> 00:36:47.840
in order to support the parent habit. Now, the habit that I have

508
00:36:47.920 --> 00:36:53.880
found in the organizations creates the best
domino habits is listening. Now you might

509
00:36:53.920 --> 00:36:58.320
say, well, why why listening. Well, let's be honest. How

510
00:36:58.360 --> 00:37:02.719
well do leaders really listen to their
employees and how well do employees really listen

511
00:37:02.760 --> 00:37:07.960
to leaders. That's why it has
to be bidirectional. Now, leaders could

512
00:37:07.000 --> 00:37:09.920
say, hey, yeah, but
we do these surveys. We listen all

513
00:37:09.960 --> 00:37:14.400
the time. We get all these
surveys and people. But you want to

514
00:37:14.440 --> 00:37:17.440
know the truth, employees don't like
surveys that much. They're getting tired of

515
00:37:17.480 --> 00:37:21.800
them, and so what they and
by the way, when they do fill

516
00:37:21.840 --> 00:37:25.960
out these surveys with their suggestions and
their feelings, nothing happens. It's like

517
00:37:27.000 --> 00:37:34.360
their responses go to this big corner
office in the sky to die and they're

518
00:37:34.400 --> 00:37:37.920
like well, why am I giving
you all my great suggestions and feedback and

519
00:37:37.039 --> 00:37:42.639
frustrations if nobody does anything about them. That's why you need the reciprocity,

520
00:37:42.679 --> 00:37:46.440
the bidirectional listening and listen to you, you listen to me, I take

521
00:37:46.480 --> 00:37:51.079
action on what I listened to.
You can see that acting transparently. And

522
00:37:51.159 --> 00:37:53.400
we're doing it back and forth.
I guess who does it back and forth

523
00:37:53.599 --> 00:38:00.679
of listening and responding and taking action
a jazz band, all right? And

524
00:38:00.800 --> 00:38:06.039
so in my book, my central
analogy is the idea of a jam,

525
00:38:06.400 --> 00:38:10.599
when impromptu jam, where musicians come
together and they listen to each other carefully,

526
00:38:10.960 --> 00:38:15.599
they follow each other in wherever the
music is going to go. And

527
00:38:15.760 --> 00:38:22.440
that's how organizations can improve their you
know, interactions, by doing these by

528
00:38:22.840 --> 00:38:24.960
finding ways to listen to each other. Now you will have to ask questions.

529
00:38:25.679 --> 00:38:28.960
Pulse surveys are a good way to
do that, but don't make them

530
00:38:29.000 --> 00:38:32.679
long, short, get to the
point questions. But do them more frequently

531
00:38:34.199 --> 00:38:37.039
and you'll be getting that back and
forth happening more like a jazz band.

532
00:38:37.119 --> 00:38:43.519
And that's that's what I've found to
be really powerful is bidirectional listening that has

533
00:38:43.599 --> 00:38:49.480
reciprocity and transparency and accountability right,
which is what allows then the employees also

534
00:38:49.480 --> 00:38:52.360
start to weigh in with what workplace
do they actually want and why. The

535
00:38:52.400 --> 00:38:55.039
reason I want you to bring that
after, doctor Palaia is that I've done

536
00:38:55.039 --> 00:39:00.480
many employee engagement services with organizations,
but and I that they share those results,

537
00:39:00.920 --> 00:39:04.719
but many organizations don't. So it's
the black hole thing. So now

538
00:39:04.760 --> 00:39:07.880
we need that circular piece, that
bidirectional piece you're talking about. So that's

539
00:39:07.880 --> 00:39:10.599
what I wanted to first distinguished.
Now second, if you would, I

540
00:39:10.679 --> 00:39:15.159
know you'll you know a lot about
this. I want you to distinguish appreciation

541
00:39:15.360 --> 00:39:22.840
versus gratitude. M Now, I
don't know if I'm pulled out a second.

542
00:39:22.960 --> 00:39:27.960
I'm not sure I'm that qualified to
appreciate to talk about the difference between

543
00:39:28.280 --> 00:39:32.800
gratitude and appreciation, because they're really
they're really, actually very different. Appreciation

544
00:39:32.920 --> 00:39:38.559
is something that you can do to
someone and maybe there's another angle I'm missing,

545
00:39:38.599 --> 00:39:44.519
but you can actually show appreciation to
someone. But gratitude is something you

546
00:39:44.639 --> 00:39:46.119
kind of have to generate yourself.
You have to say, you know what

547
00:39:46.199 --> 00:39:51.400
I feel. I'm going to spend
some time and feel gratitude for this thing

548
00:39:51.440 --> 00:39:55.400
that I have, and so it's
a personal it's kind of a personal action

549
00:39:55.559 --> 00:40:00.480
that you're taking, versus appreciation really
can come from someone else. Right,

550
00:40:00.519 --> 00:40:05.079
of course, you can appreciate yourself
too, but you know, other people

551
00:40:05.119 --> 00:40:07.000
can either appreciate you or not appreciate
you, and that can be a real

552
00:40:07.039 --> 00:40:13.360
problem. I think the big distinction
is the difference between appreciation and recognition,

553
00:40:13.480 --> 00:40:19.519
which is another area where people kind
of don't. Yeah, So for recognition,

554
00:40:19.960 --> 00:40:22.840
you know, recognition has been shown
by a lot of research to be

555
00:40:22.000 --> 00:40:27.280
the engine of pride. This is
what makes people feel proud of their work,

556
00:40:27.599 --> 00:40:30.079
is when someone recognizes you, Oh
wow, great job that thing you

557
00:40:30.119 --> 00:40:37.480
did. And appreciation is really more
something that people do to show you about,

558
00:40:37.840 --> 00:40:42.400
to show you they appreciate the quality
of who you are versus the quality

559
00:40:42.440 --> 00:40:45.159
of what you've done. Yes,
so what you've done goes in the recognition

560
00:40:45.199 --> 00:40:51.000
camp. Appreciation takes the who you
are camp. Right, it's sort of

561
00:40:51.079 --> 00:40:54.519
you know, I'm getting that personal
connection who I am. And then the

562
00:40:54.679 --> 00:41:00.079
first one, gratitude is what I
need to generate and feel by myself in

563
00:41:00.199 --> 00:41:05.760
order to be happy. In fact, the greatest tool of happiness is generating

564
00:41:05.880 --> 00:41:09.000
personal gratitude. For everything around you. So whether you're doing a gratitude journal

565
00:41:09.079 --> 00:41:14.360
yourself or you're just thinking about it, you're the blessings you have every morning.

566
00:41:14.679 --> 00:41:17.840
That's how you create happiness is through
gratitude. Oh I love that.

567
00:41:19.039 --> 00:41:22.559
And what's why I appreciate that is
you know I do I talk to later

568
00:41:22.800 --> 00:41:23.960
say you know, I do appreciate
my people. I tell them that and

569
00:41:23.960 --> 00:41:29.639
their performance with this every year.
That's not it. That's not what we're

570
00:41:29.639 --> 00:41:32.159
talking about here. Okay, So
now I want to if we can,

571
00:41:32.320 --> 00:41:35.760
I want to I want to go
a little bit layer deeper here. This

572
00:41:35.960 --> 00:41:38.840
creating a culture of positive pride.
You give some tactics here, and there's

573
00:41:38.880 --> 00:41:43.239
about seven or eight of them,
if you would just made speak to a

574
00:41:43.239 --> 00:41:45.800
few of them, because I want
people to understand that that this is actionable.

575
00:41:46.320 --> 00:41:49.920
Yeah, how do we do this? Yes? Now, just to

576
00:41:50.000 --> 00:41:53.679
be clear, listening is on that
list, because listening is that powerful domino

577
00:41:53.800 --> 00:41:58.079
habit. Yes, it makes people. That makes people feel hey, if

578
00:41:58.079 --> 00:42:00.840
they're listening to me, then maybe
I can have I can feel psychological safety

579
00:42:00.880 --> 00:42:05.760
here, which is another one of
those items that you talked about. Maybe

580
00:42:05.800 --> 00:42:09.800
I can feel free to give feedback, Maybe I can be maybe I feel

581
00:42:09.800 --> 00:42:14.840
inclusive, it's are inclusive or not
I feel inclue. Maybe I feel include

582
00:42:14.840 --> 00:42:19.559
dead in this organization, regardless of
my orientation or background, and so on

583
00:42:19.559 --> 00:42:24.360
and so forth. So all of
these things contribute to a sense of psychological

584
00:42:24.360 --> 00:42:29.760
safety. It's hard for a person
to feel pride when they don't feel safe

585
00:42:30.159 --> 00:42:34.760
in an organization. If you have
a micromanaging boss, it's really difficult for

586
00:42:34.840 --> 00:42:37.559
you to feel pride in the things
that you're doing because guess what they're doing

587
00:42:37.559 --> 00:42:45.480
it right. And so all of
these things are intertwined. And I highlight

588
00:42:45.519 --> 00:42:52.039
these things in my book because the
software that I've built, called Profitable Happiness,

589
00:42:52.559 --> 00:42:57.440
is a one to one mapping of
these concepts. It's literally taking all

590
00:42:57.480 --> 00:43:02.719
of the science about psychological safe and
listening and you know, all these concepts,

591
00:43:02.840 --> 00:43:07.559
and it's making them tangible in software. Why because if you can go

592
00:43:07.639 --> 00:43:15.000
from happiness or the feelings or engagement
to building habits that make those things really

593
00:43:15.079 --> 00:43:19.159
take action on them, that's how
you get high performance. I call that

594
00:43:19.239 --> 00:43:23.559
the three H approach. Happiness takes
you to habits, takes you to high

595
00:43:23.559 --> 00:43:28.920
performance, and the way you do
that is through software. And I want

596
00:43:28.960 --> 00:43:30.639
you to talk about that, Dr
Kelly, because I you know, you

597
00:43:30.679 --> 00:43:34.800
and I've spoken over the few years
that we've known each other, and then

598
00:43:34.840 --> 00:43:37.320
most recently about what you've just recently
created. I mean that you've created a

599
00:43:37.400 --> 00:43:44.280
framework and supporting software to help companies
create these high performance organizations through profitable happiness.

600
00:43:44.480 --> 00:43:47.239
So what I appreciate it is it's
one thing to birth the concept the

601
00:43:49.000 --> 00:43:52.000
methodology. It's quite another to go
ahead and bolt on a whole software to

602
00:43:52.039 --> 00:43:58.280
actually and engine it, if you
will. So would you say just a

603
00:43:58.280 --> 00:44:01.880
little bit about how your software works, how does it map in and back

604
00:44:01.920 --> 00:44:07.719
into your framework precisely? Um,
you know, the first thing I would

605
00:44:07.719 --> 00:44:12.599
say is that my software follows a
strategy. I'm going to use another acronym

606
00:44:12.719 --> 00:44:16.320
called leap. And the reason I'm
going to use this this acronym is because

607
00:44:16.400 --> 00:44:22.960
it identifies listening as the very first
thing that you have to do in an

608
00:44:22.039 --> 00:44:30.119
organization. The second thing is that
listening has to activate employee engagement. By

609
00:44:30.199 --> 00:44:35.440
listening to people and making it reciprocal
and making sure that people know that we're

610
00:44:35.519 --> 00:44:39.800
here together, everybody becomes more engaged. So that's l and that's equal that

611
00:44:39.880 --> 00:44:45.159
leads to action, which when repeated
over and over, creates these habits we've

612
00:44:45.199 --> 00:44:51.280
been talking about to LA and then
finally it is when these actions start to

613
00:44:51.320 --> 00:44:55.320
create the productivity that everybody's looking for, that's when we get high performance p.

614
00:44:55.960 --> 00:45:00.559
Yeah. So, so my focus
has been on how to build software

615
00:45:00.599 --> 00:45:05.000
that helps you leap from where you
are now to where you need to be

616
00:45:05.400 --> 00:45:07.599
in your organization, which is a
culture of happiness. Now, how we

617
00:45:07.639 --> 00:45:14.239
do that is, basically, we
help employees focus every single week on one

618
00:45:14.320 --> 00:45:19.320
thing. Right now, you may
have heard, I think they say whatever

619
00:45:19.360 --> 00:45:22.840
you focus on is what will grow
or what will build or whatever. Right,

620
00:45:22.079 --> 00:45:24.719
that's just the way the mind works. The mind can't do two things

621
00:45:24.719 --> 00:45:29.559
really at a time very well.
Despite what you've heard about multitasking. The

622
00:45:29.639 --> 00:45:32.280
mind really likes to focus, and
if it focuses, it does very well

623
00:45:32.280 --> 00:45:36.719
on that thing. So how do
you help employees focus on something? You

624
00:45:36.760 --> 00:45:43.400
ask them questions. You know,
if I ask every time I see my

625
00:45:43.880 --> 00:45:49.760
son, hey how are you doing
on that math question? There, next

626
00:45:49.800 --> 00:45:52.119
time I see him, hey how
are you doing on that math question?

627
00:45:52.639 --> 00:45:55.320
Next time I see him, same
question, He's going to go off somewhere

628
00:45:55.320 --> 00:45:58.800
in his little world and say,
you know, what that keeps asking me

629
00:45:58.800 --> 00:46:01.800
about math? What is this math
thing? And whether he likes it or

630
00:46:01.840 --> 00:46:05.960
not, he's going to focus on
math a little bit more than he normally

631
00:46:06.000 --> 00:46:09.599
would. And that's how you get
people to focus. So you build habits

632
00:46:09.599 --> 00:46:14.760
of focus on specific things like engagement, and that's how the software works.

633
00:46:14.800 --> 00:46:17.360
Every Friday, you get an email
that invites you to answer a couple of

634
00:46:17.440 --> 00:46:23.880
questions about engagement, happiness or if
we're using doctor Elsa's book, purpose and

635
00:46:24.199 --> 00:46:31.880
those questions would help the employees over
time form habits are and cultures around those

636
00:46:31.920 --> 00:46:36.639
things. And then from that data, we take that data about all these

637
00:46:36.719 --> 00:46:39.079
questions we're asking over fifty two weeks
of a year, and then we give

638
00:46:39.079 --> 00:46:42.679
them advice. And that's where AI
comes in. I know a lot of

639
00:46:42.719 --> 00:46:45.960
people are wondering whether AI is good
or bad. Well, it's actually pretty

640
00:46:45.960 --> 00:46:50.760
good because it can give you great
advice on what to do given the data

641
00:46:50.760 --> 00:46:53.760
that you have in your organization.
So that's how our system works. Beautiful,

642
00:46:53.840 --> 00:46:55.920
and what a way to take us
into the finish. My gosh,

643
00:46:55.960 --> 00:47:00.679
Doctor Pelle, that was so much. Okay, So we know by now

644
00:47:00.679 --> 00:47:02.400
that this show was listened to by
people around the world, and they are

645
00:47:02.440 --> 00:47:07.159
interested in helping to create workplaces where
people actually thrive, want to come to

646
00:47:07.199 --> 00:47:08.840
work and do their best, and
we do business and betters to the world.

647
00:47:09.039 --> 00:47:12.920
What would you like to leave them
with? I would like to leave

648
00:47:13.000 --> 00:47:17.119
them with two things. First of
all, believe that it's possible to build

649
00:47:17.199 --> 00:47:24.960
cultures of profitable happiness, high engagement, high productivity, purpose and meaning you

650
00:47:25.119 --> 00:47:30.239
do it using software like I've just
described. And then the second thing I'd

651
00:47:30.239 --> 00:47:35.840
like to leave them with is you
can get that software right now for free

652
00:47:36.280 --> 00:47:40.039
because we are in a pre beta
phase. Our team has developed the software

653
00:47:40.079 --> 00:47:46.119
and we are looking for the right
small to medium sized enterprises or companies who

654
00:47:46.119 --> 00:47:51.159
would want to implement it so that
we can track their progress over time,

655
00:47:51.400 --> 00:47:53.840
because that data becomes the data we
use to go to market when we're ready,

656
00:47:54.039 --> 00:47:59.559
so they become prototype testers or beta
testers for us. So if anyone

657
00:47:59.639 --> 00:48:05.360
is interesting stid in having software that
really helps you build your culture of high

658
00:48:05.360 --> 00:48:09.440
performance, this is an opportunity to
get that without spending a dime. That's

659
00:48:09.480 --> 00:48:14.079
my author That's a pretty good way
to finish the show. Doctor Pele who

660
00:48:14.639 --> 00:48:17.079
bring it home all right, listeners
and viewers, He'll learn more about doctor

661
00:48:17.119 --> 00:48:20.599
Pella in the work that he is
doing. Where should they go Doctor pell

662
00:48:20.760 --> 00:48:25.960
What? What what website? Profitable
Happiness dot com is the software my personal

663
00:48:25.960 --> 00:48:30.159
speaking website If anybody wants to bring
me in to come do a little speech,

664
00:48:30.599 --> 00:48:34.320
is doctor Peli dot com. And
then of course I'm on LinkedIn and

665
00:48:34.480 --> 00:48:40.760
my handle is doctor play drpel E. Thank you listeners and viewers. Last

666
00:48:40.760 --> 00:48:44.719
week I missed the live show you
Know It's ketch. We recorded podcast if

667
00:48:44.760 --> 00:48:46.880
we were on the are with Alex
Bruckman, the author of Secrets of Next

668
00:48:46.960 --> 00:48:52.360
Level Entrepreneurs, Eleven powerful lessons to
thrive in business and lead a balance life.

669
00:48:52.400 --> 00:48:54.000
What a concept a balance life is
an entrepreneur? It was an amazing

670
00:48:54.000 --> 00:48:58.880
conversation. Next week we'll be on
the air with Alex Goorchev, the author

671
00:48:58.920 --> 00:49:02.320
of Fearless Innovation, going beyond the
buzzword to continuously drive growth, improve the

672
00:49:02.320 --> 00:49:06.599
bottom line, and enact change.
See you there. Remember that work is

673
00:49:06.639 --> 00:49:08.880
at least an important part of our
lives. It's integral to our being and

674
00:49:08.920 --> 00:49:13.159
it can be one of the best
adventures and means of realizing our potential and

675
00:49:13.239 --> 00:49:15.800
making the impact we crave. So
let's work on Purpose See you next week.

676
00:49:19.519 --> 00:49:22.000
We hope you've enjoyed this week's program. Be sure to tune into Working

677
00:49:22.000 --> 00:49:27.719
on Purpose featuring your host, doctor
Elise Cortez, each week on W FOURCY.

678
00:49:28.239 --> 00:49:31.920
Together, we'll create a world where
business operates conscientiously. Leadership inspires and

679
00:49:31.960 --> 00:49:37.320
passion performance, and employees are fulfilled
in work that provides the meaning and purpose

680
00:49:37.360 --> 00:49:39.639
they crave. See you there,
Let's Work on Purpose.