June 30, 2026

Enter the Mission Generation: Redefining Career, Contribution, and Calling

Enter the Mission Generation: Redefining Career, Contribution, and Calling
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A new career narrative is emerging—one driven less by prestige and more by purpose. People everywhere are seeking to use their gifts in service of something larger than themselves. This episode invites you into the Mission Generation: a movement reshaping how we think about work, success, and fulfillment—and how you can step into meaningful contribution that rebuilds our future, no matter where you are in your career.

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WEBVTT

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The topics and opinions express in the following show are

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solely those of the hosts and their guests and not

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those of W FOURCY Radio. It's employees are affiliates. We

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be directed to those show hosts. Thank you for choosing

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W FOURCY Radio.

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What's working on Purpose? Anyway? Each week we ponder the

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answer to this question. People ache for meaning and purpose

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at work, to contribute their talents passionately and know their

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lives really matter. They crave being part of an organization

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that inspires them and helps them grow into realizing their

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highest potential. Business can be such a force for good

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in the world, elevating humanity. In our program, we provide

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guidance and inspiration to help usher in this world we

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all want Working on Purpose. Now, here's your host, doctor

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Elise Cortez.

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Welcome back to the Working on Purpose program, which has

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been brought to you with passion and pride since February

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of twenty fifteen. Nice tuning in this week.

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Great to have you.

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I'm your host, doctor Elise Cortes. Most leaders are sitting

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on untapped human energy, and I help them unlock it.

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I'm an organizational psychologist, local therapist, workforce advisor and the

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founder of the Gusto Now movement. But the title I

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live by is much simpler. I traffic and energy, not

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the surface level motivation or another engagement initiative, but the

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deeper force what I call Gusto, the life force for

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performance that drives the commitment, perseverance, and genuine ownership of

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a shared mission in the clients we serve. You can

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learn more about on how we can work together at

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Gusto dashnow dot com or my personal site, Eliscortes dot com.

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Getting into today's program we have with us are run Gupta,

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who is the CEO of Noble Reach Foundation, a public

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charity with a mission to develop and mobilize America's top

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talent and innovation networks across academia, industry, and government for

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high impact solutions that strengthened the security and prosperity of

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our nation. He's also a venture capitalist lecturer at Stanford

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University and adjunct Entrepreneurship professor at Georgetown University and author

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of Venture Meets Mission and The Mission Generation. Reclaim Your Purpose,

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Rewrite Success, Rebuild Our Future, which is what we're talking

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about today. His home is Washington, TC, but he joined

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it today from San Francisco, a ruin a hearty welcome

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to Working on Purpose.

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Thank you so much for having me, Elisa.

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Eric, so welcome. I'm so happy to meet you. And

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I told you before we got an air that I

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absolutely devoured and loved your book and totally aligned with

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Mission Generation.

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I meant it, you wrote it for me. Thank you

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for that.

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As I told you, I learned and got more pearls

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and insights about myself just reading your book too, and

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help me better understand just why I've been on the

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path that I've been on. So a lot of personal

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gain that I got out of it too, and I'm

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so happy to share this with our listeners and viewers

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around the world.

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I'm very kind to you the conversation well.

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And I also say this, as I shared before we

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got on air, in the last ten years, I have

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read more than five hundred books, and this book is outstanding.

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Okay, I mean a lot. I appreciate it.

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So so welcome.

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Well, listeners and viewers haven't snuggled up with your background

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and your experiences I have. So let's just open the

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conversation with you sharing a bit about your background and

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just why you were so compelled to write this book.

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Yeah, so the lens that I got to write this book,

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it's important for folks to understand. So, my father was

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in public service. He was in an Avy for forty

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five years. To public service was in our family. I

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grew up. In my professional career was in venture capital,

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so I started Carlisle and was at Columbia Capital. So

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the power of innovation and the power of entrepreneurship, and

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in the latter half of my career there was really

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mapping how that I could bring the entrepreneurle ecosystem to

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solve mission driven problems in government in areas like cybersecurity

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and national security.

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Uh.

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And you saw both the challenges of making that happen,

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but you also saw the magic when you could make

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it happen. And I think that really kind of it

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was hard to go back to just typical venture investing

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that you could do felt had both purpose to an

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and profit. Uh. After that, I started teaching uh and

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uh Georgetown, I was teaching in business school, and I

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was teaching at Stanford Stanford in Washington and created a

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class called Valley meets Mission Really around again, how do

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you take the entrepreneural spirit of the Valley but not

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wasted on candy Cross three point zero? Like, how do

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we take that that talent, that spirit, that vibrancy, but

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you pointed at solving large societal problems but any core

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profit way. And uh, you know what I saw is

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that students, when shown the opportunity, you know, naturally gravitated

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to it, but that the academic institutions themselves were kind

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of siloing students into you know, one of two lanes.

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Either you're going to go make money but you know

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your career may be hollow, or you go solve meaningful

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problems but then you you forego financial security.

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Uh.

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And those felt like two very unsustainable paths, and that,

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you know, showing them that there was a place in

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between was what inspired writing the first book, Venture Meets Mission, Uh,

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to highlight to them that there's a world there where

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you could try to do both. Around that, we raised

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a foundation where we have now half a billion dollar endowment. Uh.

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Really around two of the core tenants of that book,

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which was the superpowers of our country here in the US,

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is that we create talent better than anyone elsonal world,

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and we innovate better than any realsonal world. And the

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evidence is that everyone from around the world comes here

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to do. Both we haven't done is really invest in

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modernizing the infrastructure so that those two ecosystems are connect

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to government to solve problems at scale. So we're not

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getting our best talent going into government, and we're not

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getting our best innovators to collaborate with government to solve

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problems at scale. One a stack that brings that to

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life is less than seven percent of tech workers in

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government today or under the age of thirty. We have

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four times over the age of sixty. And if we

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really believe we need to tech forward government to meet

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our citizen demands but also maintain global leadership, that should

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feel like we're alert to people. And so we really

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set out to build a program that did that. And

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that's what Noble reached us today, which is like, how

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do we inspire this next generation around national service, but

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especially our top tech talent to go into government, and

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we can talk more about what that program is as

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we go forward. All I will say though, in tying

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it to the book, is that part of what inspired

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to write the second book, The Mission Generation, was really

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based on the energy, the positivity, the optimism, the desires

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of young folks wanting to serve right now, and we

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felt it was important to get that story out there.

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We talk about it not only in the young in

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terms of young folks, but mid career and late career

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folks as well, because we define the Mission Generation it's

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not about being about age, but about being about agency

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and a growing groups that really want to combine civic

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responsibility with personally ambition. They don't want the ore, they

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want the end. And I think there's a lot going

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on right now, which is why the time is now

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to really talk about that, highlight it and also have

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them not feel alone in feeling that way, And so

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we can chat more about that.

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Well, first, let me say that was beautifully articulated and

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incredibly inspiring, certainly up to something I don't know how

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how many Apparently you've been issued more hours in a

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day than most of us.

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That's what I'm getting out of this.

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So for otherseners and viewers who haven't read the book,

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like I have, you part of what you just said

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there towards the end starts to speak to what you

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mean by mission generation, But can you speak to that

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just more directly?

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Sure? You know, really, what we were really trying to

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get at and talking about the Mission generation was the

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spirit of folks that we're seeing out there that are

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really don't want to subscribe to the two binary choices

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that they feel like are put in front of them.

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One is going into a world where you can do

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meaningful work and have some responsibility and impact people, but

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in that path there's not a way to really establish

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financial security. And the other is to pursue a path

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of financial security in making money. But in that pathway

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you give up the opportunity to really have impact and

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have meaning. And what we were really highlighting is that,

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you know, what we were seeing is that people no

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longer wanted to subscribe to both either of those. They

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wanted to integrate those together into a meaningful career. And

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we started writing it arguably for early career folks, but

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saw that the same questions existed for mid career and

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late career folks, They just manifest themselves differently given the

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environments that they're in. And the reason we think now

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is the time to be talking about this again and

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why this is surfacing up again is that, you know, look,

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as I said, my dad had one job for forty years.

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I had one career, multiple employers, but I stayed in

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my lane. Going forward, you know, we believe people will

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have four to six careers over sixty years. So careers

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are extending longer and you'll have more of them, and

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so we don't have the scaffolding to support that. And

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the reason I say people will be working longer is,

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you know, I think most people would agree that people

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are just going to be living longer. We're just the

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early stages of a lot of advancements and life sciences

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and all the work that's being done around longevity. And

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so in that process, you know, we will need to

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be thinking about new scripts of how do we do this.

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The scripts we have today are built for a more

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stable world, and they're built for shorter careers, and so

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we tend to create career pathways that are singular, you know,

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you know, and that you're going to get on and

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you stay on for thirty years. I'm going to go

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and be in the private sector. I'm going to be

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in the public sector. I'm going to go in academia.

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I'm going to go into the not for profit sector.

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And we attach ourselves to institutions, and we attach ourselves

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to titles. Those are getting disrupted, and that's that's disconcerting

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the folks, right, Like you know, with AI and everything happening,

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there's a squirrel around that. Having said that, you know,

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the only thing that will be stable, We argue then

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is purpose and meaning And you know, what is the

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why you're doing what you're doing. What's the problem that

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you're solving that you care about, Right, That's how you

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need to be building your career, not about the institution

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that you want to attached to, but what the what's

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the problem that really gives you energy, as you said,

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really kind of like gets you up in the morning,

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right and as you thinking about it even late at night.

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And those problems are going to transcend sectors, and so

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building your career off that will be a more stable

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way to deal with the ever changing world that we're

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walking into in a meaningful way. And so you know,

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we we argue that stability is the new risk, right,

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It's it's riskier today to do the more stable thing

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because in that process you're also giving away agency, And

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in a process, in a time that's changing so quickly,

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you know, building your career and what you care about

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and maintaining that agency becomes incredibly important. And so what

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we try to talk about in the book is, you know,

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is right like, how do we think about career pathways

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differently as people have four to six careers over an

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extended period of time, and what's the scaffolding that we

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need to support that?

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So much good stuff in that ruin.

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So you're right now speaking of this topic from the

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vantage point of people and their individual's careers, and I

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want to now kind of pull it a little bit

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differently from the vantage point of how these organizations that

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are going to count on that talent to pull them

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forward can attract them. And so the numbers that you

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provide in the book are incredible, and I've seen them

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many of them in other forms before, but we just

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share a couple of them and let you comment on them.

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You have one cis you say that the data confirmed

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what we were seeing firsthand. Eighty six percent of gen

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Z and eighty nine percent of millennials consider a sense

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of purpose as essential to job satisfaction. Other researchers found

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that two thirds of older workers delay retirement specifically to

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do meaningful work, and your own National Service found that

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four out of five people believe that doing purpose work

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helps you live longer. And you say, the mission generation

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isn't a passing trend. It's a fundamental shift spanning every

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career stage. So why I want you to bring that

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up and speak to that is, of course, the work

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that we do at GUSTO now is helping to activate media,

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purpose and organizations and culture so that people will be

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able to be ignited like that you'll be able to

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attract that kind of talent to pull you forward. So

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can you speak a little bit to some of these

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numbers that you have here and that I just shared.

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Yeah, So you know, context is the why now right?

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Context is like why are people feeling this right now?

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Yep?

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And you know the pisis on that is. Look, we're

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coming off with COVID. We're seeing geopolitical conflict like we

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haven't seen in decades. We are seeing environmental conflict engage

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around us. Great power competition with an adversary is back

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in a way that we again have not seen in decades,

264
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and then we've got Ai. It's creating a very disruptive force.

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That's a lot of swirl, that's a lot of history

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in a short period of time. As one of my

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friends likes to say. And the belief is that when

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things are stable, when things are fine, the ground is solid,

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you focus. It's easy to focus on yourself. It's easy

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just to do your own thing. But when it gets shaky,

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when the sand shift, and when it gets rocky, you

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reach out to others for support. That's that's it's a

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very human reaction. It's the world we're in right now.

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And that's the world when people feel uncertainty, when they

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feel like there's not there's not clarity of what tomorrow

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is going to look like. You want to be part

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of something larger than yourself, yes, And I think that's

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what's driving these numbers. At least that's why young folks

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today are sitting there going, you know, coming off of

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COVID like, I want to do something that's meaningful. I

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don't know what tomorrow holds, you know, how do I

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how do I get that satisfaction in some capacity, and

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purpose place an important role in that. You know, they

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want to be able to not only be able to

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tell their friends or doing things purposely. They internally care

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about this now right in a way they've had time

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to reflect on it, and uh, you know, I we

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we write and it was great that you kind of

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called it out. You know, this line about how you

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know mission is kind of like stock options. You know,

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everyone wants to be part of something mission oriented. They

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don't know why exactly. They don't even know how valuable

293
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it's going to be. But it's no different than like

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people going like I just want to go get equity

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and they don't know what that is, but like they

296
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know there's upside to it. There's a lot more upside

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than what you know it's going to be coming from

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just their cash comp And so the same way people

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ask for cash plus equity, you know, I think they're

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looking for you know, income plus mission because that mission

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they don't know what it upside is, you know, is

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it transformative upside or is it just marginal upside? But

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they know it's good for them. They know it will

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give them energy. You know, it's an and and so

305
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I think that's the explanation that we're seeing with the

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numbers that you that you highlighted. And again, I don't

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think this is something that's only for early career folks.

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I think mid career folks, you know, again, are asking

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these same questions. You know, you've been at a firm

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for fifteen years and you get to a certain spot,

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you're a VP, and you're going like, this is it?

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Like I thought there was going to be more to

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this manifest itself differently because you may have a mortgage

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and a couple kids in the family, but you're asking

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yourself some of the same fundamental questions. And then you

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take folks that are you know, mid fifties, you know,

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early sixties and maybe empty nesting now, and they're asking

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themselves the same things. Right, Like, wait a second, Like

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the scripts we've been given have been all about stability.

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You show a lease and you know this better than

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I that. You know, humans are wired to seek stability

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and security over even happiness. So we will, we will,

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you know, index towards that and are so we shouldn't

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be surprised that our systems have been have been wired

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that way as well. The issue is that as we

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get into those scripts of like stability and comfort, you know,

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again speaking of someone over fifty five, you get there

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and you're like, all right, you're supposed to slow down

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and just kind of be comfortable and do your thing,

330
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and you're like, what if the energy I get is

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from the discomfort and the vulnerability that I was having

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putting myself out there.

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Yes, speaking my love language are oude.

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And so it's that that I think is really the

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question we put out there, which is like, maybe the

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scripts that we've been given just aren't applying to us

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now in the same way because they need to be retired,

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and uh, you know, I think that's what people are feeling.

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I also think, and you know, we talk about this

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as well, which is, you know, part of the script

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used to be, you know, life had three phases. You

342
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learned for your first thirty your life, and then you earned,

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you monetized what you learned in a working capacity for

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the middle thirty your life, and then you waited till

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the last thirty your life to return to give back.

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And you know, in a world where you're living longer

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and things are changing really rapidly, I think what we're

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finding is this idea of like learning and monetizing that

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for twenty years, that that's collapsed, right, because whatever skill

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you've learned, usually by the two years out of school,

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it's already obsolete. So learning is continuous and likewise this

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idea of waiting till the end for purpose, I think

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folks are feeling like, I want to do that. I

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want to integrate that now.

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Ye.

356
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So I think what we're seeing is like, uh, you know,

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three threads getting it woven together is what the what

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people want their career to look like. Yeah, I think

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that's the transition that we're in right now.

360
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Beautiful.

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Let's let our listeners and viewers reflect on that as

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we take our first break. That's a good place for

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them to consider what you just shared. That there was

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quite a bit. I'm your host, doctor Reli's Cortes. We

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are on the air with Arun Gupta, who is the

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CEO of Noble Reach Foundation, a public charity with a

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mission to develop and mobilize America's top talent and innovation

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networks across academia, industry, and government for high impact solutions

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that strengthen the security and prosperity of our nation. He's

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also a Venture Capitalist lecture at Stanford University. We've been

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talking a bit about what's under the Mission generation, why

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it's so important, how it's coming, how it's coalescing. After

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the raak, we're going to talk a little bit about

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We're going to start talking about how you can use

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what they've written in the book to help mobilize you toward.

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This mission generation yourself. We'll be right back.

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Doctor Elise Cortes is a management consultant specializing in meaning

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and purpose. An inspirational speaker and author, she helps companies

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visioneer for greater purpose among stakeholders and develop purpose inspired

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leadership and meaning infused cultures that elevate fulfillment, performance, and

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commitment within the workforce. To learn more or to invite

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a lease to speak to your organization, please visit her

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at elisecortes dot com. Let's talk about how to get

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your employees working on purpose. This is working on Purpose

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with doctor Elise Cortes. To reach our program today or

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00:20:49.759 --> 00:20:52.519
to open a conversation with Elise, send an email to

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Elise A. L Se at elisecortes dot com. Now back

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to working on Purpose.

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Thanks for saying well us, and welcome back to working

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on Purpose.

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I'm your host, doctor Elise Cortes, as I am dedicated

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to helping create a world where organizations thrive because they're

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people thrive. They're led by inspirational leaders that help them

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find in contribute their greatness, and we do business that

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betters the world. I keep researching and writing my own books,

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and oftentimes the fodder and research comes from this program

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and what I learned from my guests. So one of

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my last books that came out is called The Great Revitalization,

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How activating meaning and Purpose can radically and liven your business.

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And I wrote it to help leaders understand what today's

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discerning workforce wants from you to be able to give

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their very best and stick around for you. And then

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I provide you twenty two best practices to equip you,

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through your leadership and your culture to provide that for them.

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You can find my books on Amazon or at Leastcortes

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dot com if you are just now joining us. My

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00:21:49.000 --> 00:21:51.200
guest is Arun Gupta. He is the co author of

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the Mission Generation, Reclaim Your Purpose, Rewrite Success, Rebuild our Future. Okay,

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so I would love to dive in now that we've

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really set a really nice table for why this is

411
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so important and have people leaning in. Let's also give

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them some of the tools from your book. But first,

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I think it might be useful to just start just

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briefly talking about the four forms of resistance that often

415
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block people from pursuing meaningfulk I thought that was really

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really powerful if we could hit on that.

417
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Yeah, So as we lay into how do we get

418
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to wanting to do more mission driven work and why

419
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people want to do it? The first thing we felt

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like we needed to address up front, so what keeps

421
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us from doing it? It seems so obvious that everyone

422
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should be doing it, Like why doesn't everyone just jump

423
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into it? And we called out four sets of resistances,

424
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which are really layers, starting from the inside working out

425
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The first and probably the most important is you know

426
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a psychological layer, you know inside of you what keeps

427
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you from doing it? Meaning fair failure is it? You know,

428
00:22:55.960 --> 00:22:58.960
can I do this? Imposter syndrome? Those are all things

429
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that you know, individual rules have to grapple with when

430
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they start to look at making these transitions. The second

431
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is more relational resistance, where what we talk about is

432
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more actually the people that are actually your friends and

433
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family that you're close to people that care about you,

434
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so it's coming from a place of love, but may

435
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may bring resistance in by the language that they use,

436
00:23:22.200 --> 00:23:25.599
you know, saying hey, at least that seems a little risky,

437
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would you really want to do that? You know, those

438
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kinds of things can stop people from really wanting to

439
00:23:30.559 --> 00:23:33.279
move the next forward because you're looking for almost a

440
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sense of approval from those closest to you, and if

441
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you don't feel like you get it, you may not

442
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pursue it in the same way. The third is societal

443
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working out here, we're talking more about like a concern

444
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that like will people value this, will will it be

445
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a prestige marker? Will it be meaningful to others? But again,

446
00:23:57.519 --> 00:24:00.920
all of those, you know, like relational societal, those are

447
00:24:01.000 --> 00:24:06.119
external that works right, Those are looking for external validation

448
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in different capacities. And then the final one is institutional,

449
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like once you get into an industry, whether it again

450
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be academia, government, industry, the idea that like I've been

451
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here now five years or ten years, can I just leave?

452
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Is there's a level of lock in that keeps people

453
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from you know, pivoting or moving across sectors. And that's

454
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real people within your colleagues, for example, going like, well

455
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why would you leave this? And what you don't realize

456
00:24:38.200 --> 00:24:41.559
many times is you know them saying that is less

457
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about what you're doing. It's more of a commentary on

458
00:24:45.839 --> 00:24:50.799
the decisions they made, them questioning their own decisions, right,

459
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And so the fact that you're looking to do something

460
00:24:54.759 --> 00:25:00.799
different can surface those feelings, you know, one hundred percent,

461
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And that's what is the institutional resistance.

462
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Okay, that was I think our listeners and viewers, I

463
00:25:07.839 --> 00:25:10.559
encourage you to consider which of those resistances you might

464
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be experiencing. Now, then let's move on to start showcasing

465
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some of the beautiful tools you have in your book

466
00:25:16.319 --> 00:25:18.839
around So starting with a compass capital.

467
00:25:18.839 --> 00:25:20.319
I thought that were compass capitals.

468
00:25:20.559 --> 00:25:22.920
There are six of them, and two that you start

469
00:25:22.960 --> 00:25:24.920
within the book, of course, our Mission and Money. And

470
00:25:25.079 --> 00:25:26.519
I love how you talk about it, as you've been

471
00:25:26.559 --> 00:25:30.599
saying already, is that you know that they're not at

472
00:25:30.640 --> 00:25:32.599
odds with each other. They can they can compound and

473
00:25:33.200 --> 00:25:37.039
reinforce each other, and I appreciate that. So let's go

474
00:25:37.119 --> 00:25:40.400
through the six compass capitals if we can.

475
00:25:41.880 --> 00:25:49.200
And so what we in defining the compass capitals the lens.

476
00:25:49.200 --> 00:25:52.720
We tried to bring to this. Once we've identified the resistances,

477
00:25:53.119 --> 00:25:54.839
once you can name it and know what you want

478
00:25:54.880 --> 00:25:57.240
to do, we also need to think about like how

479
00:25:57.240 --> 00:26:01.000
do we how do we define success? Yeah, and which

480
00:26:01.000 --> 00:26:06.920
is why part of the subtitle includes rewriting success right,

481
00:26:06.960 --> 00:26:09.720
Like how do we think about success differently? And the

482
00:26:09.759 --> 00:26:11.880
reason we think that's important is because our systems are

483
00:26:11.920 --> 00:26:15.799
wired for a certain definition of success. We talk about

484
00:26:15.799 --> 00:26:19.720
the idea of net worth we were in a larger room,

485
00:26:19.839 --> 00:26:23.079
or if we had your ask to your audience, everyone

486
00:26:23.160 --> 00:26:25.279
kind of tell us what your net worth is? People

487
00:26:25.319 --> 00:26:29.559
would probably scribble down some you know, approximation of their

488
00:26:29.599 --> 00:26:32.920
savings account, investment in portfolio and real estate aspects. It's

489
00:26:32.960 --> 00:26:37.519
a financial number. It's the way we think about it

490
00:26:36.240 --> 00:26:39.720
and accepted when someone says what's your networth? That that's

491
00:26:39.759 --> 00:26:43.480
what they're talking about. And the problem is that you

492
00:26:43.519 --> 00:26:45.279
know if it, well, this is what your crew in

493
00:26:45.279 --> 00:26:46.880
networks is what you bring in a table. We all

494
00:26:46.920 --> 00:26:51.640
know that we bring much more than just that, as

495
00:26:51.680 --> 00:26:54.599
as far as value and what we bring each day,

496
00:26:55.160 --> 00:26:59.400
and as we think about that, we need to put

497
00:26:59.400 --> 00:27:01.160
words around it. The problem is we don't put words

498
00:27:01.160 --> 00:27:04.000
around it, and so what are those other capitals and

499
00:27:04.240 --> 00:27:08.960
in that context what we create define There were five

500
00:27:09.000 --> 00:27:14.559
other capitals that go with financial and we, as you stated,

501
00:27:15.400 --> 00:27:17.960
are very clear that financial capital is important. So this

502
00:27:18.039 --> 00:27:20.319
is not a he don't worry about finances, go do

503
00:27:20.359 --> 00:27:23.200
what you need to go do. Hey, we recognize it's

504
00:27:23.200 --> 00:27:26.920
important because if you don't feel a sense of financial security,

505
00:27:26.920 --> 00:27:30.640
that's going to dwarf other feelings. But all we're saying

506
00:27:30.720 --> 00:27:35.599
is that can't be the only dominant feeling. And also

507
00:27:36.200 --> 00:27:41.240
in that way, financial becomes goes from being a place

508
00:27:41.279 --> 00:27:43.440
that can give you autonomy to do what you want

509
00:27:44.039 --> 00:27:47.960
to becoming a scoreboard. And once financial becomes a scoreboard

510
00:27:48.039 --> 00:27:52.319
that has its own downside to it. And so you

511
00:27:52.400 --> 00:27:54.559
start with wanting to have financial security so you can

512
00:27:54.599 --> 00:27:57.480
create autonomy, I think many get swept up in it

513
00:27:57.519 --> 00:28:01.599
then and becomes a scoreboard, which then doesn't lead to

514
00:28:01.839 --> 00:28:04.000
a more balanced way of creating the capital. So what

515
00:28:04.039 --> 00:28:06.720
are the other capitals? So we talk about, for example,

516
00:28:07.839 --> 00:28:10.000
in a world that we're going into, especially in AI

517
00:28:11.599 --> 00:28:16.440
experiential capital, the different experiences that you have in a

518
00:28:16.519 --> 00:28:21.480
world where AI goes after IQ over EQ, meaning AI

519
00:28:21.599 --> 00:28:25.319
can go deep and you can codify expertise. Well, what's

520
00:28:25.359 --> 00:28:30.200
harder to do is unique human experiences that lead to judgment.

521
00:28:32.240 --> 00:28:35.599
You know, So the more unique experiences you have that

522
00:28:35.640 --> 00:28:40.160
are different, a more unique human lens you bring to

523
00:28:40.200 --> 00:28:45.200
the table in any discussion analysis that takes place. So

524
00:28:45.400 --> 00:28:47.880
experiential capital, we think in the world we're walking into

525
00:28:47.920 --> 00:28:52.240
becomes incredibly more valuable. And being able to make sure

526
00:28:52.279 --> 00:28:55.519
you're putting yourselves in new experiences that push you out

527
00:28:55.519 --> 00:29:01.319
of your comfort zone. The second learning capital, what not

528
00:29:01.440 --> 00:29:05.759
about learning skills, but how do you drive curiosity right

529
00:29:05.839 --> 00:29:09.640
in a world of AI? Uh you are, It's less

530
00:29:09.680 --> 00:29:12.240
about the having the right answers. It's about knowing the

531
00:29:12.279 --> 00:29:16.079
right questions to ask. And you know, arguably the limitation

532
00:29:16.440 --> 00:29:19.000
around what humans and a I can do together is

533
00:29:19.039 --> 00:29:23.039
about imagination of what humans bring the table and not

534
00:29:23.160 --> 00:29:26.759
really at the core of that is curiosity. The third

535
00:29:27.240 --> 00:29:30.039
is trust capital and are arguably, and you know, when

536
00:29:30.079 --> 00:29:31.559
I look back on my own career, I think it's

537
00:29:31.559 --> 00:29:35.960
probably the most valuable one, and that's relationships that you build, uh.

538
00:29:36.000 --> 00:29:38.920
And you know, we talk about like trust capital is

539
00:29:38.920 --> 00:29:42.039
the only capital you really don't own, right because it's

540
00:29:42.039 --> 00:29:45.880
bestowed upon you by people around you earn it. Yeah,

541
00:29:46.680 --> 00:29:48.640
you earn it, but you don't own it. But trust

542
00:29:48.720 --> 00:29:52.079
capital is incredibly important, and I would argue again in

543
00:29:52.119 --> 00:29:57.000
the world of AI that human trust element will become

544
00:29:58.039 --> 00:30:00.759
even more valuable. And I look at my career and

545
00:30:00.880 --> 00:30:03.240
things I'm able to do today, a lot of it

546
00:30:03.319 --> 00:30:10.359
was based on relationships that we invested in and grew

547
00:30:10.880 --> 00:30:15.119
over a thirty year span. That's hard to replicate. And

548
00:30:15.200 --> 00:30:19.559
so that's where trust capital comes from. Health capital here

549
00:30:19.599 --> 00:30:22.200
we talk about the context of self care and taking

550
00:30:22.200 --> 00:30:24.240
care of yourself. If you are going to be working

551
00:30:24.240 --> 00:30:27.759
now for sixty years and seventy years, it becomes important

552
00:30:28.359 --> 00:30:35.319
to make sure you're taking care of yourself, not physically, mentally, emotionally,

553
00:30:36.319 --> 00:30:40.839
and that may even include taking you know, career transition

554
00:30:41.200 --> 00:30:47.400
breaks to re energize and recharge to get back into it.

555
00:30:47.519 --> 00:30:50.240
And so we think health capital is incredibly important. And

556
00:30:50.279 --> 00:30:52.279
then the finally the one that you know, the book

557
00:30:52.359 --> 00:30:55.599
ended with the financial capital is really mission and meaning

558
00:30:56.720 --> 00:30:59.920
because at the end of the day, you know, people

559
00:31:00.079 --> 00:31:02.400
want to have meaning in what they do. Uh, it

560
00:31:02.440 --> 00:31:06.279
doesn't all of these don't have to be equal at

561
00:31:06.279 --> 00:31:09.480
all times, but we intentionally use the word capitals in there,

562
00:31:09.519 --> 00:31:12.920
because like financial capital, we wanted to draw the parallel

563
00:31:13.480 --> 00:31:17.880
that if you even invest a little bit early and

564
00:31:18.000 --> 00:31:22.680
a little bit consistently, it'll compound over time, and that

565
00:31:22.759 --> 00:31:26.559
compounding effect will give you an ability to do things

566
00:31:26.559 --> 00:31:30.839
that you would have never thought were possible and bring

567
00:31:30.880 --> 00:31:33.839
a sense of balance, but also be a navigation tool

568
00:31:33.960 --> 00:31:36.559
for you as you in a world that's changing really rapidly,

569
00:31:37.480 --> 00:31:41.759
because it's going to be less about having the right pathways,

570
00:31:42.880 --> 00:31:45.799
but it's more about being able to, you know, navigate

571
00:31:45.799 --> 00:31:46.559
with the right direction.

572
00:31:47.920 --> 00:31:51.039
Beautifully explained to thank you around again, Let's let our

573
00:31:51.079 --> 00:31:52.920
listeners and viewers reflect on that as we take our

574
00:31:52.960 --> 00:31:56.039
second break. I'm your host, doctor Earle's Cortes. We go

575
00:31:56.160 --> 00:31:58.200
on the air with Arun Gupta, who is the CEO

576
00:31:58.400 --> 00:32:01.440
of Noble Reach Foundation, which is a public charity with

577
00:32:01.519 --> 00:32:04.039
a mission to develop and mobilize America's top talent and

578
00:32:04.079 --> 00:32:08.359
innovation networks across academia, industry, and government for high impact

579
00:32:08.359 --> 00:32:11.039
solutions that strengthen the security and prosperity of our nation.

580
00:32:11.440 --> 00:32:15.319
He's also a venture capitalist lecture at Stanford University. We've

581
00:32:15.319 --> 00:32:17.119
been talking a bit about some of the tools he

582
00:32:17.160 --> 00:32:18.640
has in the book. They have on the book here

583
00:32:18.720 --> 00:32:21.400
after the break, We're first going to cue up some

584
00:32:21.440 --> 00:32:25.519
of the cohort of investors that are seeing no longer

585
00:32:25.599 --> 00:32:28.319
just content to see the mission and returns of its rival,

586
00:32:28.480 --> 00:32:31.240
of these rival goals of just financial but also put

587
00:32:31.279 --> 00:32:32.839
in their money where their mouth is, to pay able

588
00:32:32.880 --> 00:32:35.759
to extend this reach. Just really really fascinating and inspiring.

589
00:32:36.000 --> 00:32:36.759
We'll be right back.

590
00:32:52.119 --> 00:32:55.319
Doctor release Courts has as a management consultant specializing in

591
00:32:55.400 --> 00:32:59.079
meaning and purpose. An inspirational speaker and author, she helps

592
00:32:59.079 --> 00:33:02.519
companies vision for a greater purpose among stakeholders and develop

593
00:33:02.599 --> 00:33:07.359
purpose inspired leadership and meaning infused cultures that elevate fulfillment, performance,

594
00:33:07.400 --> 00:33:10.400
and commitment within the workforce. To learn more or to

595
00:33:10.480 --> 00:33:13.519
invite Elise to speak to your organization, please visit her

596
00:33:13.599 --> 00:33:16.839
at elisecortes dot com. Let's talk about how to get

597
00:33:16.839 --> 00:33:25.640
your employees working on purpose. This is working on Purpose

598
00:33:25.759 --> 00:33:29.039
with doctor Elise Cortes. To reach our program today or

599
00:33:29.079 --> 00:33:31.839
to open a conversation with Elise, send an email to

600
00:33:31.880 --> 00:33:37.279
Alise A. L Se at elisecortes dot com. Now back

601
00:33:37.319 --> 00:33:38.680
to working on Purpose.

602
00:33:43.839 --> 00:33:45.559
Thanks for saying with us, and welcome back to working

603
00:33:45.599 --> 00:33:49.079
on Purpose. I'm your host, doctor Elise Cortes. I mentioned

604
00:33:49.119 --> 00:33:51.799
in the last break that the great Revitalization came out,

605
00:33:51.880 --> 00:33:54.720
and I mentioned the twenty two best precreases that are

606
00:33:55.000 --> 00:33:58.240
I used to equip you to create that destination workplace.

607
00:33:58.720 --> 00:34:01.559
On gustodeshnow dot com, you can find a simple three

608
00:34:01.559 --> 00:34:03.799
page assessment to learn just how you're faring as a

609
00:34:03.839 --> 00:34:06.920
destination workplace if you are just now joining us. My

610
00:34:06.920 --> 00:34:09.280
guest is Aroun Gupta. He's the co author of the

611
00:34:09.320 --> 00:34:14.679
Mission Generation, Reclaim Your Purpose, Rewrite Success, Rebuild Our Future. So,

612
00:34:14.800 --> 00:34:17.599
as I queued up before the break, here a round.

613
00:34:17.840 --> 00:34:20.880
I've seen this and other of my other guests. But

614
00:34:20.960 --> 00:34:24.920
the list of organizations and investor investment groups that you

615
00:34:24.960 --> 00:34:26.599
list in your book here of course we won't with

616
00:34:26.760 --> 00:34:30.199
them all is incredible. And so this idea that I

617
00:34:30.280 --> 00:34:33.280
mentioned that there's this cohort of investors are no longer

618
00:34:33.320 --> 00:34:37.960
wanting to see mission and returns as rival goals. And

619
00:34:38.000 --> 00:34:39.760
what we're seeing too, what I've been seeing is that

620
00:34:39.760 --> 00:34:43.360
they're actually more attracted to mission oriented organizations because of

621
00:34:43.400 --> 00:34:48.440
their resiliency, their fervor their united workforce around that cause.

622
00:34:48.480 --> 00:34:51.119
And so if you could there's a whole bunch in here.

623
00:34:51.280 --> 00:34:52.960
Just if you could just share with us a couple

624
00:34:53.000 --> 00:34:55.119
of them to help us understand who they are and

625
00:34:55.400 --> 00:34:56.920
what they're investing in and maybe why.

626
00:34:58.199 --> 00:35:01.239
Yeah, so it's important, maybe look at it from different

627
00:35:01.280 --> 00:35:05.199
asset classes. So you have the large financial institutions, you know,

628
00:35:05.280 --> 00:35:10.119
like the investment banks, and there you see the JP Morgans,

629
00:35:10.159 --> 00:35:13.119
the Golden Sacks in the world taking a real leading

630
00:35:13.440 --> 00:35:15.840
ship role and wanting to say, we want to support

631
00:35:15.920 --> 00:35:20.519
national resilience companies. You know, Jamie Diamond and JP Morgan's

632
00:35:20.559 --> 00:35:25.079
announced that they've got a strategic Resilience initiative whereby they're

633
00:35:25.079 --> 00:35:27.800
going to dedicate one point five trillion dollars over the

634
00:35:27.800 --> 00:35:31.480
next ten years the companies that are working at this

635
00:35:31.559 --> 00:35:36.639
intersection of national resilience because you know, no longer do

636
00:35:36.719 --> 00:35:41.559
we think that national security problems or national resilience problems

637
00:35:41.800 --> 00:35:45.320
are really government's problems. It's an all of country issue.

638
00:35:45.920 --> 00:35:48.079
You see firms like giving Goldman Sacks taking a real

639
00:35:48.199 --> 00:35:50.039
leader to the role with how they bring in talent

640
00:35:50.440 --> 00:35:53.320
and wanting to support these kinds of companies in a

641
00:35:53.400 --> 00:35:56.519
meaningful way. And so you're seeing, you know, the most

642
00:35:56.519 --> 00:36:02.480
prominent in financial institutions taking that. In addition, you know,

643
00:36:02.519 --> 00:36:07.639
you're starting to see or are seeing venture capital firms

644
00:36:08.119 --> 00:36:11.480
play a leadership role here and recognizing that it and

645
00:36:11.480 --> 00:36:13.320
they're not doing it. And look, let's just be clear,

646
00:36:13.480 --> 00:36:16.440
this isn't just altruism like you said, this is this

647
00:36:16.559 --> 00:36:20.679
is good business sense, right, and and that's fine, and

648
00:36:20.679 --> 00:36:23.440
that's the whole point, Like, we need a world where

649
00:36:23.480 --> 00:36:27.760
we can have mission driven capitalism, where we could be

650
00:36:27.800 --> 00:36:31.480
doing good and in the process of doing well, we're

651
00:36:31.519 --> 00:36:34.960
doing good for people around us. And and so in

652
00:36:35.000 --> 00:36:37.079
those kinds of firms that we're seeing, you know, you

653
00:36:37.199 --> 00:36:43.000
see UH firms like and recent Horowitz, UH firms like

654
00:36:43.440 --> 00:36:49.280
General Catalysts, Founder's Fund taking a real role of building

655
00:36:49.440 --> 00:36:52.280
you know, some of the biggest companies that we see today,

656
00:36:53.000 --> 00:36:57.119
in the largest companies around things like national security, healthcare,

657
00:36:57.559 --> 00:37:02.800
energy and solving space and solving these big problems. And

658
00:37:03.239 --> 00:37:06.800
you know, they require different kinds of capital, the require

659
00:37:06.800 --> 00:37:10.400
different kind of patients. But what they're also seeing is

660
00:37:10.440 --> 00:37:14.519
that the fervor of being able to attract great talent

661
00:37:15.239 --> 00:37:18.920
is also much easier here because you're able to show

662
00:37:18.920 --> 00:37:22.199
that you're making a real difference. And back to the

663
00:37:22.239 --> 00:37:24.599
idea of having stock options, that equity that you may

664
00:37:24.639 --> 00:37:26.280
get in one of these companies. And you know, we

665
00:37:26.320 --> 00:37:30.360
just saw one of the largest IPOs ever as an example,

666
00:37:30.880 --> 00:37:34.079
you know, can be also really financially rewarding for you

667
00:37:34.280 --> 00:37:37.079
in the process. And so I think as though success

668
00:37:37.159 --> 00:37:39.800
stories are coming out and people are seeing that more,

669
00:37:40.679 --> 00:37:44.440
we're starting to see, you know, more funding go into

670
00:37:44.440 --> 00:37:46.920
these kinds of companies. As more funding goes in, you

671
00:37:46.920 --> 00:37:49.800
see better talent come in. As better talent comes in,

672
00:37:49.840 --> 00:37:53.280
the ecosystem gets stronger. As the ecosystem gets stronger, you

673
00:37:53.320 --> 00:37:57.000
see better success stories. You see better success stories. The

674
00:37:57.039 --> 00:38:00.000
early investors make money, and when they make money, money

675
00:38:00.079 --> 00:38:02.679
goes back in. It's a virtuous cycle, right. It's the

676
00:38:02.719 --> 00:38:08.480
story of the valley, and in a weird way, it

677
00:38:08.519 --> 00:38:12.320
is the valley going back to its roots. You know,

678
00:38:13.000 --> 00:38:16.559
Silicon Valley started as a government initiative, right, it was,

679
00:38:16.599 --> 00:38:19.679
it was DARPA. It was a lot of federal funding

680
00:38:19.800 --> 00:38:24.039
that was going in those early kind of venture deals.

681
00:38:24.079 --> 00:38:28.519
And so the fact that it's now the valley that's

682
00:38:29.119 --> 00:38:34.920
it's leading the innovation ecosystem is I think incredibly important

683
00:38:35.119 --> 00:38:38.519
to note. But also I think one of the key differentiators.

684
00:38:38.599 --> 00:38:42.159
Why I remain optimistic for where we're going because I

685
00:38:42.639 --> 00:38:47.000
think two things that are really hard to replicate anywhere

686
00:38:47.000 --> 00:38:49.320
else in the world is our education ecosystem and our

687
00:38:49.320 --> 00:38:54.960
innovation ecosystem, And largely because those are both deeply cultural.

688
00:38:55.360 --> 00:38:58.079
You don't just put up, you know, one hundred universities

689
00:38:58.119 --> 00:39:00.000
and say, hey, they're just going to operate the same way,

690
00:39:00.800 --> 00:39:03.159
and you're not going to just create a venture ecosystem

691
00:39:03.400 --> 00:39:05.440
because people have tried for the last thirty forty years.

692
00:39:05.480 --> 00:39:09.280
It's not like people are holding a secret. People try,

693
00:39:09.440 --> 00:39:12.079
but it's a deeply cultural thing, and I think it's

694
00:39:12.079 --> 00:39:17.599
a very American thing. It's an American spirit where you

695
00:39:17.639 --> 00:39:21.159
can try, you can fail, you dust yourself up, you

696
00:39:21.199 --> 00:39:24.079
get up again. People around you ask you what did

697
00:39:24.119 --> 00:39:26.440
you learn, and if you, you know, have good answers

698
00:39:26.480 --> 00:39:29.360
to that, they want to give you another shot. And

699
00:39:29.400 --> 00:39:32.960
then you do it again. In many places you fail

700
00:39:33.079 --> 00:39:34.880
and it's kind of you got a scarlet letter on

701
00:39:34.920 --> 00:39:36.719
you and you know no one's going to give you

702
00:39:36.760 --> 00:39:40.760
funding again. And so that's a hard cultural thing to unwind.

703
00:39:41.519 --> 00:39:45.760
And I think that's, you know, what makes you know

704
00:39:45.920 --> 00:39:50.400
this country great? I think it is, you know, look,

705
00:39:50.960 --> 00:39:54.280
we're at the two fiftieth right now, and so it

706
00:39:54.440 --> 00:39:58.079
really is kind of you know, I proposed to talk

707
00:39:58.119 --> 00:40:02.119
about the fact that, you know, our founding fathers were entrepreneurs.

708
00:40:02.159 --> 00:40:04.800
When you think about it, right right, right, right, we

709
00:40:04.880 --> 00:40:09.920
call them founders. They created a document, you know, like

710
00:40:09.960 --> 00:40:12.599
a definitive document. We called it a declaration of independence.

711
00:40:13.719 --> 00:40:16.639
They had a vision, but they didn't have a pathway.

712
00:40:17.480 --> 00:40:19.519
So there was a lot of testing and learning along

713
00:40:19.559 --> 00:40:23.400
the way, and they've created a remarkable system for us today.

714
00:40:24.039 --> 00:40:26.320
And you know, what we try to pose in the

715
00:40:26.320 --> 00:40:29.159
book at the two hundred and fiftieth juncture is that

716
00:40:29.360 --> 00:40:34.400
it's the mission generations now opportunity to step up and

717
00:40:34.840 --> 00:40:38.119
either an opportunity or a challenge to build a system

718
00:40:38.239 --> 00:40:42.119
of interdependence. So the same way our founding fathers created

719
00:40:42.159 --> 00:40:46.360
a system of independence, now we've got to if we're

720
00:40:46.360 --> 00:40:49.079
going to continue progressing in the way that we'd like

721
00:40:49.119 --> 00:40:52.400
to see, we have to recognize that it's going to

722
00:40:52.400 --> 00:40:55.519
be the interdependence of these sectors, the interdependence of how

723
00:40:55.519 --> 00:40:58.639
we work in the community, the interdependence of how we

724
00:40:58.679 --> 00:41:01.559
go solve problems that will enable us to reach our

725
00:41:01.639 --> 00:41:02.400
highest potential.

726
00:41:04.639 --> 00:41:06.920
I think that's why I just need to say amen,

727
00:41:07.920 --> 00:41:11.079
let me just add that, okay. So also since I

728
00:41:11.079 --> 00:41:12.440
want it, part of what we do in the show

729
00:41:12.519 --> 00:41:15.159
aroun is is we want to introduce the ideas, inspire

730
00:41:15.280 --> 00:41:17.679
something bigger for people to reachtore, but also enable them

731
00:41:17.760 --> 00:41:20.440
or equip them with tools from what we get from

732
00:41:20.440 --> 00:41:24.159
the book. So if you could introduce the mission flywheel,

733
00:41:24.320 --> 00:41:25.280
that's powerful.

734
00:41:26.880 --> 00:41:30.440
So we once we talk about the capital, if we

735
00:41:30.559 --> 00:41:34.079
really wanted to push the into the how do you

736
00:41:34.119 --> 00:41:36.079
do it? How do you implement it? Right? Well, let's

737
00:41:36.079 --> 00:41:41.280
get out of theory and at the core is in

738
00:41:41.320 --> 00:41:48.199
the world that's changing rapidly that we've been somewhat architected

739
00:41:48.320 --> 00:41:51.559
or educated to think, you know, wait for clarity and

740
00:41:51.599 --> 00:41:55.760
then go act. And what we the overarching theme of

741
00:41:55.880 --> 00:41:58.760
the Mission Flywheel and then I'll talk about it subcomponents,

742
00:41:59.239 --> 00:42:02.039
really is that like the world we're going into, you

743
00:42:02.079 --> 00:42:06.039
need to start acting and then you get signals and

744
00:42:06.039 --> 00:42:09.320
then that will bring you clarity. So again we're used

745
00:42:09.360 --> 00:42:13.039
to waiting for clarity before we act, and what we're

746
00:42:13.079 --> 00:42:15.079
now saying is we need to flip that you need

747
00:42:15.119 --> 00:42:19.440
to start acting and doing things and the signals you

748
00:42:19.480 --> 00:42:22.400
get from those actions will give you clarity on what

749
00:42:22.440 --> 00:42:23.960
you should go do. And part of the reason we

750
00:42:24.000 --> 00:42:26.480
say that is in the world that's changing really rapidly.

751
00:42:26.519 --> 00:42:29.320
By the time if you wait for clarity, by the

752
00:42:29.360 --> 00:42:31.960
time you get that clarity, the conditions that you used

753
00:42:32.239 --> 00:42:34.800
to get that clarity have changed, and so you're going

754
00:42:34.840 --> 00:42:39.199
to find yourself in always a uncertain paralysis of never acting.

755
00:42:39.800 --> 00:42:43.079
Whereas if you just start doing, and it's very much

756
00:42:43.079 --> 00:42:47.239
an entrepreneurial way of thinking, you will then you know,

757
00:42:47.360 --> 00:42:50.360
figure out, test and learn, but you'll have to also

758
00:42:50.400 --> 00:42:53.639
acknowledge that like everything that you do isn't intended or

759
00:42:53.639 --> 00:42:57.800
should work, and that can't be viewed as wasted time.

760
00:42:58.320 --> 00:43:00.360
That's a signal to say that's not good for me,

761
00:43:00.480 --> 00:43:03.480
that's fine. And again I think many times we get

762
00:43:03.519 --> 00:43:04.840
wired to like, I don't want to do something if

763
00:43:04.840 --> 00:43:07.519
I don't think it's going to work, and you've got

764
00:43:07.519 --> 00:43:10.400
to get over that is what we try to talk about.

765
00:43:10.440 --> 00:43:14.800
So in the mission flywheel to your questional is, you know,

766
00:43:14.840 --> 00:43:17.159
we talk about like, you know, starting to think about

767
00:43:17.199 --> 00:43:19.920
what does give you that energy? Right? What what what

768
00:43:19.960 --> 00:43:22.400
would fill your mission capital bucket? What are the things

769
00:43:22.400 --> 00:43:26.239
that really matter to you? Right? And then around that,

770
00:43:28.159 --> 00:43:31.800
think about how do you reframe your experiences? Like, think

771
00:43:31.840 --> 00:43:34.840
about what you're doing, what you know, what what's that

772
00:43:34.960 --> 00:43:37.159
learning capital? What are the curiosity? What are the questions?

773
00:43:37.559 --> 00:43:40.360
But like how do you think about I think what

774
00:43:40.679 --> 00:43:46.760
holds many people back is that they're worried that doing

775
00:43:46.800 --> 00:43:50.000
something different means I'm starting from ground zero again, right,

776
00:43:50.519 --> 00:43:54.440
And the reason we say reframe your experience is that

777
00:43:54.760 --> 00:44:00.239
that's just not true in that you know, you may

778
00:44:00.239 --> 00:44:02.440
have been doing something different, but you were building as

779
00:44:02.440 --> 00:44:07.039
we talked about in the capitals, either experiences or relationships

780
00:44:07.119 --> 00:44:12.960
or trust or impact, and you're building assets, you're building things.

781
00:44:13.719 --> 00:44:15.599
How do we reframe that to where you want to go?

782
00:44:16.400 --> 00:44:20.719
And so that's the reframing your experience piece. Finally, then

783
00:44:20.760 --> 00:44:22.880
we talk about not finally, but next we talk about

784
00:44:23.559 --> 00:44:27.079
running experiments back to the idea of like act and

785
00:44:27.119 --> 00:44:29.639
then get clarity start thinking about like what are three

786
00:44:29.719 --> 00:44:32.360
or four things that you can start to do to

787
00:44:32.440 --> 00:44:35.519
test out like where is this Where would I get

788
00:44:35.559 --> 00:44:38.199
my energy from? It could be volunteering, It could be

789
00:44:38.199 --> 00:44:40.880
a side hustle. It could be being an advisor to someone.

790
00:44:41.280 --> 00:44:44.679
It could just be networking with people that are outside

791
00:44:44.679 --> 00:44:47.679
your comfort zone in different areas to see what they're doing.

792
00:44:48.599 --> 00:44:53.559
But running those experience, you know, will give you. Running

793
00:44:53.559 --> 00:44:56.000
those experiments will give you a sense of like where

794
00:44:56.000 --> 00:44:59.800
do I get positive and negative signals that give me

795
00:44:59.840 --> 00:45:03.199
the energy that I want going forward. The next one,

796
00:45:03.239 --> 00:45:06.519
I think arguably is an important one that gets overlooked.

797
00:45:06.039 --> 00:45:08.960
Absolutely, and that is recruit allies.

798
00:45:10.119 --> 00:45:12.599
And I say that because you can do all the

799
00:45:12.639 --> 00:45:15.559
first three or four things and it's it's what you'll

800
00:45:15.559 --> 00:45:21.480
find is that it's very vulnerable and it's hard, and

801
00:45:21.559 --> 00:45:27.280
he can feel lonely. And when if you can recruit

802
00:45:27.320 --> 00:45:31.000
allies though, and when I say allies, these are the

803
00:45:31.039 --> 00:45:33.039
people that when you tell them, like I'll use myself

804
00:45:33.079 --> 00:45:35.679
a thing sample. I was thinking about writing a book.

805
00:45:36.119 --> 00:45:37.599
I've never read a book before. I don't know I

806
00:45:37.599 --> 00:45:39.840
have any business writing a book. And tell some friends

807
00:45:39.840 --> 00:45:41.760
you're thinking of writing a book, and they react in

808
00:45:41.800 --> 00:45:45.360
one of two ways you're writing a book, like why

809
00:45:45.400 --> 00:45:49.280
would you write a book? And then would you have

810
00:45:49.360 --> 00:45:51.239
another group that it's like, wow, that's kind of cool

811
00:45:51.280 --> 00:45:54.920
you're thinking of writing a book. That latter group. You know,

812
00:45:55.719 --> 00:45:59.159
then you get more energy from right because they're they're

813
00:45:59.239 --> 00:46:01.320
kind of wanting to see you succeed. They're just kind

814
00:46:01.320 --> 00:46:04.159
of like, now, you know, that doesn't mean you will,

815
00:46:04.239 --> 00:46:07.840
but you do need that energy, right, you need to

816
00:46:07.880 --> 00:46:10.360
feel like you've got some people that are kind of

817
00:46:10.360 --> 00:46:14.599
believing in what you're pursuing, uh, you know. And then

818
00:46:14.639 --> 00:46:17.119
from that, as you kind of run these experiments, you

819
00:46:17.159 --> 00:46:19.360
get your allies, you know, then you can start to

820
00:46:19.400 --> 00:46:21.280
think about like, how do you scale what it is

821
00:46:21.480 --> 00:46:23.360
now that you really want to go do. How do

822
00:46:23.400 --> 00:46:26.880
you scale it? And then how do you, you know,

823
00:46:26.960 --> 00:46:30.199
make it something that you can be, make sustainable through

824
00:46:30.199 --> 00:46:32.599
your health capital and incorporate it in a way that

825
00:46:32.880 --> 00:46:37.599
you know, becomes something that's extendable over an extended period

826
00:46:37.599 --> 00:46:38.000
of time.

827
00:46:38.719 --> 00:46:40.519
And then the last one, of course, is well being. Right,

828
00:46:40.519 --> 00:46:42.639
regenerate your well being because this is the engine that's

829
00:46:42.679 --> 00:46:47.199
going to keep this train moving. Yep. Well, so, An,

830
00:46:47.320 --> 00:46:49.440
we've come close, very close.

831
00:46:49.239 --> 00:46:49.880
To the end of the show.

832
00:46:49.920 --> 00:46:51.800
Went by so fast, and there's so much more I

833
00:46:51.840 --> 00:46:53.679
could have gotten out of you, which is why listeners

834
00:46:53.719 --> 00:46:55.239
and viewers you just got to pick up the book.

835
00:46:55.559 --> 00:46:57.800
But say, in like a minute or so, what would

836
00:46:57.840 --> 00:46:59.079
you like to leave our listeners with.

837
00:47:02.119 --> 00:47:02.320
That?

838
00:47:02.679 --> 00:47:05.039
I couldn't be more optimistic in the time that we're

839
00:47:05.079 --> 00:47:08.440
in right now, despite the fact that it can feel

840
00:47:09.239 --> 00:47:13.519
very uncertain, and that I feel that uncertainty comes from

841
00:47:13.679 --> 00:47:17.800
us striving to hold onto the old scripts then and

842
00:47:17.880 --> 00:47:21.840
seeking stability, and that if one can start to think

843
00:47:21.840 --> 00:47:25.239
about ways to embrace the change that we're entering into

844
00:47:25.800 --> 00:47:28.079
and embrace the new scripts that are in front of us,

845
00:47:29.320 --> 00:47:31.639
once we get through that unsettling period, it can be

846
00:47:31.800 --> 00:47:34.840
very empowering because I think it puts agency back into

847
00:47:34.840 --> 00:47:38.239
the individuals to build the kind of careers that they want,

848
00:47:39.239 --> 00:47:43.039
as opposed to having that agency in the hands of institutions.

849
00:47:43.760 --> 00:47:48.800
So my big thing with folks right now is you know,

850
00:47:48.920 --> 00:47:53.960
lean in, lean in hard, think about risk, but don't

851
00:47:53.960 --> 00:47:57.760
obsess about downside. Also think about the upside and think

852
00:47:57.800 --> 00:47:59.920
about what could this mean if it goes right for me,

853
00:48:00.719 --> 00:48:03.800
and if it can be transformational, you should go do it.

854
00:48:05.960 --> 00:48:08.039
Thank you Aaron for writing the book, for coming on

855
00:48:08.079 --> 00:48:10.480
air to share about it. I'm so grateful that our

856
00:48:10.519 --> 00:48:14.320
path cross that we've met that have you have totally

857
00:48:14.400 --> 00:48:18.320
positively lifted me and reinforced my journey as well. So

858
00:48:18.639 --> 00:48:20.440
thank you so much for coming on the podcast to

859
00:48:20.440 --> 00:48:21.039
talk about this.

860
00:48:22.199 --> 00:48:24.440
Elise, Thank you so much for your kind words. It

861
00:48:24.480 --> 00:48:27.400
was great to be on this have this discussion with

862
00:48:27.440 --> 00:48:29.880
you and greatly appreciate your questions.

863
00:48:30.440 --> 00:48:32.559
Most welcome listeners and viewers.

864
00:48:32.599 --> 00:48:34.159
You are going to want to learn more about our

865
00:48:34.199 --> 00:48:36.599
own group, Ton the work he's doing in the emerging

866
00:48:36.639 --> 00:48:41.159
technology entrepreneurship, public policy, and venture finance communities, and his

867
00:48:41.280 --> 00:48:44.840
books The Mission Mission Generation. You can start there learning

868
00:48:44.880 --> 00:48:49.360
more by going to Themission Generation dot com. Last week

869
00:48:49.480 --> 00:48:51.639
we missed the live show you can always catch via

870
00:48:51.719 --> 00:48:54.480
recorded podcast. We were on area with Owen O'Kaine, who

871
00:48:54.559 --> 00:48:57.360
was recognized as one of the United Kingdom's leading mental

872
00:48:57.400 --> 00:49:00.440
health experts. He is a practicing psyc with therapist and

873
00:49:00.480 --> 00:49:04.360
a former National Health Security clinical lead. We talked about

874
00:49:04.360 --> 00:49:07.800
his latest book, Addicted to Anxiety, How to Break Brick

875
00:49:07.880 --> 00:49:10.719
the Habit. It was just layered full of all ways

876
00:49:10.719 --> 00:49:13.320
as you start to recognize how you are attached to

877
00:49:13.360 --> 00:49:16.519
anxiety and how you can move away from that. Next week,

878
00:49:16.559 --> 00:49:19.280
we'll be on air with Tonil Miller once again talking

879
00:49:19.280 --> 00:49:23.159
about her latest book, Flourishing from Within, Reclaiming who you

880
00:49:23.239 --> 00:49:26.360
came to be and the life that's actually yours. See you,

881
00:49:26.360 --> 00:49:29.320
then let's continue learning how to help more people flourish,

882
00:49:29.440 --> 00:49:33.199
elevate their operating systems as leaders, and create destination workplaces

883
00:49:33.239 --> 00:49:36.480
where legendary business takes place. Let's work on Purpose.

884
00:49:39.639 --> 00:49:42.280
We hope you've enjoyed this week's program. Be sure to

885
00:49:42.320 --> 00:49:45.960
tune into Working on Purpose featuring your host, doctor Elise Cortes,

886
00:49:46.119 --> 00:49:49.320
each week on W four C. Why. Together, we'll create

887
00:49:49.360 --> 00:49:53.480
a world where business operates conscientiously. Leadership inspires and passion

888
00:49:53.519 --> 00:49:56.599
performance and employees are fulfilled in work that provides the

889
00:49:56.639 --> 00:49:59.880
meaning and purpose they crave. See you there, Let's work

890
00:50:00.079 --> 00:50:00.760
on Purpose.