Sept. 9, 2025

Executive Abundance: Leading with Clarity, Credibility and Purpose for Cascading Impact

Executive Abundance: Leading with Clarity, Credibility and Purpose for Cascading Impact
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True leadership goes beyond hitting the numbers — it’s about creating meaningful impact that resonates with everyone you serve. In this episode Mitchell Levy explores how leaders can embody what he calls “Executive Abundance” by bringing clarity, credibility, and purpose to their role. We’ll look at what it means to lead in a way that energizes your personal life, inspires employees, delights customers, reassures investors, and uplifts the broader community.

Working on Purpose is broadcast live Tuesdays at 6PM ET and Music on W4CY Radio (www.w4cy.com) part of Talk 4 Radio (www.talk4radio.com) on the Talk 4 Media Network (www.talk4media.com). Working on Purpose is viewed on Talk 4 TV (www.talk4tv.com).

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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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make no recommendations or endorsements for radio show programs, services,

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or products mentioned on air or on our web. No

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Radio or its employees are affiliates. Any questions or comments

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should be directed to those show hosts. Thank you for

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choosing 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 with Passion Enterprise since February of twenty fifteen.

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Thanks for tuning in this week. Great to have you.

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I'm your host, doctor Elise Cortez. If we've not met

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before and you don't know me, I am a workforce advisor,

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organizational psychologist, management consultant, logo therapists, speaker and author. My

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team and I at Gusta Now help companies to unliveen

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and fortify their operations by building a dynamic, high performance culture,

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inspirational leadership, and nurturing managers activated by meaning and purpose.

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Many organizations are not aware of how critical it is

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to invest in developing their leaders and managers not just

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for their own effectiveness, but also to avoid burnout and

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keep them fulfilled and so that they can measure and

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also that they can measure and monitor the purpose experience

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in their organization to keep it working as an operational imperative.

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So much you can actually do with purpose And did

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you know that inspired employees outperform their satisfied peers by

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a factor of two point twenty five to one. In

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other words, inspiration is good for the bottom line. More

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about us and how we can work together at Gusto,

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dashnow dot com or my personal site at least Quartes

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dot Com getting In today's program, we have with us

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Mitchell Leedy. He's a global credibility expert, a two time

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ted X speaker, an international best selling author of over

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sixty books, a certified stakeholder centered coach, and an executive

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coach at Marshall Goldsmith's one hundred Coaches. He's an accomplished

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entrepreneur who has created twenty businesses in Silicon Valley, including

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four publishing companies that have published over seven hundred and

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fifty books. He's provided strategic consulting to hundreds of companies

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and has been in the chairman of a board of

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a NASDAQ listed company. Today, we'll be talking about, among

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other things, his new concept of executive abundance. He joins

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today from Gupertino, California, otherwise known as Apple Country. Mitchell,

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A hearty welcome to Working on Purpose.

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It's great to be here. Thanks for having me. I

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didn't realize I was had a tongue twister bio.

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But you know, well, I have to say I personally

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need a small nap before we get started after reading

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all that. Just a small way, a power nap.

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And I'm good sleep. That's not a good way to

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start a show.

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Yeah, just a little nap. No, you're gonna laugh with this.

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I had a couple of guys on that wrote a

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book on momentum. It was fantastic, and one of them

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said something about yawning on the show, and I said,

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that has never happened in the ten and a half

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year years that I've been hosting the show. And don't

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be the first one to do it. You either, Mitchell.

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You tempted me, don't do it now.

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So we just first have to start with this idea here.

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I'm sure that in the decades that I've been walking

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the planet that I had never before met a global

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credibility expert. So let's start with that.

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So what's the question?

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What is it and what does it do?

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So what ended up happening in I was a book publisher,

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sat on the board of a public firm, started a

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bunch of companies, and around the year twenty nine, I'm thinking, yeah,

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the book publishing market is slowly coming to the end.

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We've got Amazon bringing in and making books really a

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commodity item. And then COVID hit. I didn't realize this

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at the time. Covid just killed my publishing business. And

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so in twenty nineteen, I started on a Napoleon Hill journey.

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I interviewed five hundred thought leaders on the concept of credibility. Wow,

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and I think after you do something like that, So

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pick a topic, anything you're particularly interested in, and start

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interviewing people. And it took me he or I interviewed

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five hundred people and two things came out of it.

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One was, and I know we're on radio, so feel

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free to take a look google Mitchell Levy credibility equation.

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I'm going to share something. This is the definition of

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credibility that came out of it. It's the quouty in

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which you're trusted, known and light. Underneath each of those

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are ten values. And so it took me a while

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to even after doing all the interviews, it took me

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a while to sort of live in the new framework,

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the new culture, the new concept of credibility. One of

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my podcasts now is called leaders Live in their Values,

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And the values are values or credibility. So when I interview,

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I'm just listening for and asking questions to go after

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the ten values. So a global credibility expert is someone

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who can look at any company, any human and quickly

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see things that they're doing which add credibility to who

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they are, and things that they're doing that take credibility away.

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That's just gorgeous. And I love that idea of having

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one of my topics that I really care about and

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just go find people to interview. I love that idea.

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Oh that's exciting, right there so many things we've already

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kicked off already, and I knew this was going to

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be really, really crunchy and chewy, and we're off already. Okay,

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So I want to talk a little bit about your coaching.

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I can't imagine what it we be like on the

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other end of being coached by you. Profound changes happen

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on the other side of that, I'm sure. Can you

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say a little bit about why are you so compelled

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to coach?

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And interesting? By the way, I'll ask you politely, is

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starring with two rs or one guest starring Mitchell Levy

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And by the way, it doesn't.

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Matter, I don't know.

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Actually, if it is one, then that's really credible because

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we're authentically going live that way, you know, I think

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what happens. And I love that we're on this show

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called live, Live Working on Purpose or live Working on purpose. Sorry,

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actually both work. By the way, not only should we

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live working on purpose, but we should be working on purpose.

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We exist in purpose. We should wake up every day

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and smile because we're doing what we feel like we

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are meant to do, and we're playing by our roles,

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not by somebody else's right. And so one of the

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things that I do, and this is true on everything,

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let me tell you something that happened. When I interviewed

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five hundred thought leaders on credibility and came up with

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the definition, I also unraveled a superpower. And I wasn't sure.

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Maybe I already I always had it as a publisher,

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I sort of focused on the right topics. But when

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you interview five hundred people and you focus on and

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by the way, my superpower is clarity. I could sit

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with any company or any human and help them articulate

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where they're executing on their purpose and less than ten words. Now,

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lots of people have different definitions for the word clarity.

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So I'm just going to say I could sit with

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you and help you come up with what I call

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your SEAPOP, your customer point of possibilities. Love it right,

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and and that represents in less than ten words. Represents

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many things. It represents your compass, It represents the as humans,

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we vibrate at a frequency. It represents the frequency that

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your body vibrates at. So, to go back to your question,

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if you're being coached by Mitchell, the first thing that

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we do is whether you're the CEO of an ink

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five thousand company or or a business owner, first thing

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we do is we figure out who are you right

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and who are you is represented by your seapop, what

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playground are you playing in? And then the next question

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is do you want to still continue to play in

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that playground? Typically the answer of bs or do we

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want to gravitate to something else? And most importantly is

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how do how do we play in the playground that

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those around us us are playing with us in the

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same playground, And I know that there was an analogy.

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It will make it really really simple. If you're a

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parent and you're watching new kids playing the playground, you

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just want to make sure everyone plays fair, whatever that is.

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You know, if a really big kid comes by, you

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don't want him pushing your kid on the swings. You

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don't want the big kid sort of focusing on the seesaw,

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other than that. If he's a nice kid or she's

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a nice kid, that's okay. Right. So there are some

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general rules for playing in your playground, and when you're

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coached by me, we not only help to find what

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those rules are for each person, but that person typically

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the CEO is going to be sharing those rules with

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their team. So the team has a culture and they

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could play by the same rules and that makes really

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interesting thing. Now let me let me Can I add

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to that? Would you mind? No?

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I don't want to add to that.

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You know that. So I there's a you know, sometimes

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things come out of your mouth and you go, yeah.

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There's two interpretations. One interpret One interpretation of rules are

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black and white. You know, you either go left or

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you go right. Another interpretation or rules are more like rules,

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which are guidelines. Right, so right. So so for me,

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my thought process is, if you're the CEO of the company,

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the best thing you could do is empower your team

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to also know the playground they're playing in. So every

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every person on the management staff has their own seapop.

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Now they understand the corporate seapop, and their seapop has

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to their customer point of possibilities, has to fit in

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the corporate seapop. If it doesn't, by the way, it's

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time for them to leave. Yeah, And as the CEO,

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you have to be really clear higher, slow, fire fast.

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The best things I ever learned by running four different

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CEO networking groups. You know, it's it's higher, slow, firefast.

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And if you recognize at some point in time that

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you're playing on a particular playground and there are people

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in your team that are toxic to that playground and

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they're managing others, they gotta.

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Go absolutely absolutely Yeah, I gotta believe. Okay, so this

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is perfect for us to talk about. I gotta believe

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that anybody who's listening or watching this this podcast today

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is going clarity. Oh that sounds really good right about now.

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You know, there's so much going on in the world

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where people are like upside down and backwards, don't know

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which end is up, et cetera. So I would think

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that clarity would be something that people are just clamoring for. Yes,

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are your phone ringing off the hook?

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Even if I go sort of, so here's what judging.

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I spent a year understanding what credibility was, then created

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a business helping to deploy credibility and spent three and

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a half years create a nice six figure business and

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spent three and a half years deploying credibility. Now, it

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wasn't a change the world business. It was just, you know,

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I made good money, had fun leisure type business. But

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I now that I've done this research, I want to

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put in a marketplace something that would allow us to

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live in a better way. The ted X I did,

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if you want to look at it, is called we

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are losing our humanity and I'm tired of watching it happen.

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And so what's interesting is if we live credibly and

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just exude the values of credibility, will be more humane.

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So three and a half years went by, I go, yeah,

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this is not a change the world business. Let's try

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something else, this clarity thing. I'm really good at that.

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Let's create a Clarity certification program. So I created the

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Clarity Certification program once again, grew it really quickly to

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a six figure business. And seven months ago I had

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a friend of mine, and I have to be careful

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about how I say, slap me to face, virtually slap

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me in a face. So it was a guy my

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named Ken Cook I'll name him, and Ken gets on

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the phone with me, and he says something really interesting.

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He goes, Mitchell, I know every living marketing legend alive today,

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and there's nobody who knows clarity like you. Like my ego.

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My head got really big. He then says, Mitchell, re

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want me how many people don't have it? So based

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on the research, ninety eight percent of people don't have clarity.

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I good buy it up.

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He then says Mitchell, I'm gonna say something you don't like. Okay,

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so he starts the conversation. My head's really big, and

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then he says he's going to say something I don't like,

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and I couldn't imagine what it would be. And what

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I want you to visualize. If you're if you're visualizing

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a balloon, you're at a birthday party, you're visualizing a balloon,

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and then you you take a pin and you stick

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it in the balloon. What happens? It pops like immediately

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there is no balloon. So that's what he did to

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my ego in two or three sentences. I didn't expect this,

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So here's what he said. He goes, Mitchell. By the way, Mitchell,

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this is just a something to do with marketing. He goes,

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you are world class at doing something that ninety eight

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percent of your audience doesn't have. And they don't have

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it because they either think they have it and they don't,

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or they don't think they need it. Either way, that

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number sucks. And when you hear that, I'm like, yeah,

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he's not wrong. So he threw me a lifeline. And

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that lifeline I'll tell you what it is in the

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second and then the next day I woke up and

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I found that was That was my first gift from

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Ken Cook. My second gift. I woke up the next

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morning and had it. So here's what he did. He

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looked me in the eyes, he goes, Mitchell, what can

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you do for me? This it that will put money

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in my pocket tomorrow. First words out of my mouth

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executive presence. An executive presence grew into what I now do,

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which is called executive abundance, and that's part of my

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executive coaching piece of it. Before we talk about that

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and switch, what I want to do is tell you

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the gift I woke up with the following morning. Please,

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this is crazy. I've known this at least I've known

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this my ow entire life, and I've essentially ignored it

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to seven months ago. Now every marketer is going to

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listen to this, and of course, Mitchell, I have to

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tell you, I've been in Silicon Valley. I'm a thought leader.

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I'd put stuff out there, people buy it. I've lived

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a really nice life so far. But seven months ago

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I recognize something really important. Okay, here it is sell

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them what they want, deliver what they need.

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Yes, you tell me that when we first spoke that,

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I've got that down. It's gold.

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So here's the interesting thing I recognize after five and

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a half years, a year worth of research, three and

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a half years ors of deploying credibility, a year worth

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of deploying clarity. After five and a half years, I

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realized what I was focusing on was what people need.

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They need clarity and they need credibility. But that's not

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what they want. So that's not what they're asking for.

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What they want?

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What are they asking for?

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Me?

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If you're a fast growing CEO in five thousand CEOs

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leading the future with executive abundance, you're looking for abundance.

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And then the other thing I did is I ended

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up purchasing a LinkedIn agency, and the primary focus there

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is on business owners, so it's business owners escaping slimy

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LinkedIn sales tactics. So that's the stuff that people want.

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They both get the same thing, just in different doses.

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They both get clarity or credibility.

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Okay, we're going to talk more about that, but let's

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grab our first break because I want to I do

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want to dive into the executive abundance next. I am

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your host, Doctor Elise Cortez. We're on the air with

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Mitchell Leedy. He's a global credibility expert and certified stakeholders

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centered coach. We've been talking a bit about where all

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this work compassion came from. After the break, we're going

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to get into his newest concept, which is executive rebundance,

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which has already teed up for us.

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We'll be right back.

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Doctor Elise Cortez 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 a greater purpose among stakeholders and develop purpose

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

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and commitment within the workforce. To learn more or to

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invite a lease to speak to your organization. Please visit

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her at Elisecortes dot com. Let's talk about how to

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get your employees working on purpose. This is working on

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Purpose with doctor Elise Cortes. To reach our program today

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or to open a conversation with Elise, send an email

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to a lease a l I se at Eliscortes dot com.

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Now back to working on purpose.

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Thanks for stating with us, and welcome back to working

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on purpose. I'm your host, doctor Release Cortes, as I

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am dedicated to help them create a world where organizations

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thrive because their people thrive are led by inspirational leaders

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that help them find and contribute their greatness. And we

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do business at Betters the World. I keep researching and

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writing my own books, so one of the latest came out.

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It's called The Great Revitalization. How activating meaning and purpose

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can radically enliven your business. And I wrote to help

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leaders understand what today's diverse and demanding workforce really wants

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from their world of work. And then I give you

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twenty two bestice practices that you can fold into your

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culture to provide that for them. You can find my

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books on Amazon or my personal site at least Cortest

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dot com picking up with where we were from with

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our guest Mitchell Levy. He's an author of more than

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sixty books, with the next one coming out soon on

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abundant Leadership, which is where we're going next. I love

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the name of it already, so let's talk about I

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think you started to tell us the train of where

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it began to emerge for you.

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Yeah, so executive abundance. I first started with the concept

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of executive presence. You know, having published seven hundred and

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fifty books, having been on a ton of stages. I've

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probably talked, been at least three thousand stages, have helped

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many of my authors and speakers be successful and CEOs,

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and I thought, oh, executive presidence, that's really cool. But

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then lots of people doing executive presence, and that there

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was a little bit too much ego associated with that.

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So I I By the way, all this happened in

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a two week period after Ken Cook sort of flattening

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the face and told me that that my what I

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was selling was not something that people wanted, and I'm like, uh, yeah, okay,

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So in a two week period, I sort of started

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switching from executive presence. I went to executive gravitas.

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I love that word.

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That's really cold too. But as I started test driving

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it with with my audience people I was talking with,

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I'm like, there's something it doesn't work there. And then

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ultimately I settled on abundance and then went to I

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when I realized it was executive abundance, I went and

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picked up executive abundance dot Com and I'm like, oh, perfect,

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it was meant it was meant to be. And what

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the first thing I did after making that happen. I

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started I started sharing my seapop with different conference organizers,

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and the second one I shared it with immediately said, Mitchell,

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I got a conference coming up. It's called the Purpose Summit.

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I know it, Yeah, like in four or five months,

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and I'm going to basically build a program around you

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so you can do this. I need to hear more

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about executive abundance. And what was fascinating was I believe

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I needed to live in the world of what's house speakers.

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Like an actor, you know, if you're playing a part,

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you got to so as a as a speaker, I

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needed to live in that world to fast forward. The

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next thing I needed to do is is start the

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writing of my book on executive abundance, and as soon

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as I got mostly into it, I'm like, yeah, I

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need to change my dissertation. So I was doing a dissertation. Research. Yeah, research, Sorry,

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let's start again. I was doing a research dissertation and

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then I realized, you know what I need to do

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a capstone project I need to have that comes out

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of it. I need to do academic research on this

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concept of executive abundance. But what I want to come

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out of it is I want to actually have a

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blueprint that my clients and other people can use to

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actually deploy executive abundance inside their companies. And so that's

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that's where I'm at now. And I wake up every

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morning ecstatic. I mean, I just it is very cool

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when you wake up and you talk to prospects, you

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talk to clients, and they go, yeah, I need this,

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and there's a nice playground. It's a very nice environment.

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But it's at least what's interesting. It is not the

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world we live in today. We live in a world

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today that primarily is structured around quarterly financial reports. Right,

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So we live in a world called or exemplified by

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this concept of short termism. Yes, and life can be different,

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and so that's where I'm right in the midst of

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my dissertation research to be able to put some academic

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grounding around the concept of executive abundance before the book

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comes out.

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Okay, let me comment on one thing before we go

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any further on ideas, because I want to showcase for

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our listeners and viewers what we're seeing here, which is

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a man who is very passionate about what he cares

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about and you give yourself over it to that, and

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I think it's so amazing, and I always like to

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be able to call these things out for our listeners

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and viewers because some people listen to the show because

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they want to see what it looks like to be

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turned on by life. They're inspired by that. They're looking

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for hope and connection to that kind of energy. Some

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people are here because they want to learn what it

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is that we're talking about and fold that into their businesses.

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But a lot of people, and I know them because

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they're in my speaking audiences too. One they don't know

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what they're passionate about. When I ask what are you

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passionate about? About eighty five percent of the audience will

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oftentimes realize when I ask the question, they don't have

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an answer. So I want to celebrate just how passionate

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you are that you just give yourself over to this stuff.

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And then the second thing I want to put forth

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is imagine, ladies and gentlemen, if you could have people

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in your organization turned on like Mitchell is and they

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then give themselves over to whatever is they really care about,

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and you get the benefit of a turned on human

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who's probably going to be out there innovating new product

427
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services for your customers because they care about them when

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they're connected. So that's what I also wanted to situate

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and celebrate here what it looks like when a human

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being is really turned on and unleash to go after

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what they really care about. Just what could happen?

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And let's what I'm going to add to that, that's

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what you and I both do, right. And the thing is,

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in an abundant world, we're not competitors. We're potential partners.

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We haven't partnered yet with a corporation, but we will, right,

436
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And that's what's what's fascinating is the and this is,

437
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by the way, this is the one thing that's really

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difficult to replicate out of Silk and Valley. There have

439
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been many, many, many, many geographical areas that have tried

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to replicate Silk and Valley. And there are three things

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that make Soak and Valley soilkon Valley. One is is

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the money, right, so you got you got money to invest.

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Second is people, so you've got good educated people who

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are learning and growing and doing new things. And the third,

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and this is what's hard to replicate, is that even

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when there are people solving a problem from different companies,

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they'll still help each other out right, because it's more

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about solving the problem than it is about one company

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versus another winning. Right.

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00:26:10.759 --> 00:26:13.359
I'm sure I did not know that is that is tremendous.

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I love that I had Paul Skinner in my podcast

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on back in twenty eighteen. He p he's become a

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friend and not been able to get away from me since.

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But his first book is called Competitive Collaborative Advantage. It's

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the whole idea that we can get much more done

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when we collaborate than if we compete with each other.

457
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Agreed.

458
00:26:32.440 --> 00:26:35.799
Okay, well, so where are we taking this abundant executive

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abundance concept? Where's it going's? How is it going to

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live and grow in the world.

461
00:26:40.839 --> 00:26:47.960
So what I'm doing at the moment is getting a

462
00:26:48.000 --> 00:26:52.119
PhD in the concept, and the dissertation will be focused

463
00:26:52.160 --> 00:26:58.279
on executive abundance. And we'll see I have absolutely unrealistic

464
00:26:58.279 --> 00:27:00.240
goals of how quickly I'm going to make this happen,

465
00:27:01.599 --> 00:27:05.920
and well, you know, and here's the thing. I've got

466
00:27:05.920 --> 00:27:07.680
these goals and if I hit them, a holy cow,

467
00:27:07.799 --> 00:27:10.160
that's amazing. And if not, I'm not going to beat

468
00:27:10.200 --> 00:27:14.880
myself up for it. And as soon as the dissertation

469
00:27:15.119 --> 00:27:17.599
is done. And what's happening is I'm I'm going to

470
00:27:17.640 --> 00:27:22.359
continue to be writing the Executive Abundance book. At the

471
00:27:22.440 --> 00:27:28.720
same time I'm creating coursework and I'll create two chatbots. Right.

472
00:27:28.839 --> 00:27:34.640
So the coursework, the online coursework is in two different flavors.

473
00:27:35.319 --> 00:27:39.599
The first flavor is to the CEO, very summarized, very focused,

474
00:27:40.160 --> 00:27:43.319
and very much Hey, let's get on the same page.

475
00:27:43.400 --> 00:27:45.920
This is this concept of executive abundance. This is what

476
00:27:45.960 --> 00:27:49.440
you want your team to have. The second piece of

477
00:27:49.440 --> 00:27:53.440
coursework is for everyone else. And the everyone else is

478
00:27:53.599 --> 00:27:55.920
this is the detail that you need to focus on.

479
00:27:56.000 --> 00:27:59.519
This is what you should expect from your executive and

480
00:27:59.559 --> 00:28:03.200
your execusative team, and this is where we're going. This

481
00:28:03.279 --> 00:28:07.240
is what we're doing right and so right now it's

482
00:28:07.240 --> 00:28:13.119
conceptual because haven't built built that together. But what's nice

483
00:28:13.119 --> 00:28:17.920
about today's world with AI the way it is, with

484
00:28:19.319 --> 00:28:23.599
technology the way it is, the ability to create a

485
00:28:23.680 --> 00:28:27.359
stream of course work to make that happen. This is

486
00:28:27.400 --> 00:28:33.240
not an insurmountable multi year plan. This is maybe multi

487
00:28:33.279 --> 00:28:38.359
week worst case, multi month, but it's it's it is

488
00:28:38.440 --> 00:28:41.839
something that is if and this is what I agree

489
00:28:41.839 --> 00:28:44.920
with you before. If you're if you have a company,

490
00:28:45.039 --> 00:28:47.160
you want your employees to go, oh my god, I

491
00:28:47.160 --> 00:28:50.200
can make this happen because all the tools are out

492
00:28:50.200 --> 00:28:53.279
there to make it happen. When you have this IT department,

493
00:28:53.319 --> 00:28:57.160
that's stopping the employees from from using the tools. They're

494
00:28:57.200 --> 00:29:01.119
not corporate authorized, you know, get a hold of yourself.

495
00:29:01.160 --> 00:29:03.720
I mean, I understand there's lawyers and lawsuits and all

496
00:29:03.759 --> 00:29:06.559
that stuff, right, they have to worry about, but you

497
00:29:06.640 --> 00:29:09.799
need to use the technology that is at your fingertips.

498
00:29:09.799 --> 00:29:12.119
If you don't, your competitors well, and if your competitors do,

499
00:29:12.599 --> 00:29:16.759
they're going to just really jump past you super quickly.

500
00:29:18.519 --> 00:29:21.880
Absolutely agreed, Completely agreed, And I want to situate a

501
00:29:21.920 --> 00:29:26.200
fun little term for you, since you helped us with

502
00:29:26.240 --> 00:29:29.519
a few already, And that's this idea of logo philosophy

503
00:29:29.599 --> 00:29:31.799
or logo therapy. So one of my degrees is in

504
00:29:31.839 --> 00:29:34.799
logo philosophy and listeners and viewers, if you don't know

505
00:29:34.839 --> 00:29:38.039
what that is, that is really the work of doctor Vitrifrankel,

506
00:29:38.200 --> 00:29:40.480
who you might recognize as the author of Man Search

507
00:29:40.480 --> 00:29:42.920
for Meaning in many other books as well, who gave

508
00:29:43.000 --> 00:29:46.359
us the field of existential psychology. And so in the

509
00:29:46.359 --> 00:29:49.720
world of logo philosophy and logo therapy, what we know

510
00:29:50.079 --> 00:29:53.480
is that there's the whole premise is that our search,

511
00:29:54.079 --> 00:29:57.440
our main search concern as humans, is for meaning, and

512
00:29:57.480 --> 00:30:01.200
that we have that we are irreducibly spiritual creatures, and

513
00:30:01.359 --> 00:30:04.680
that's and we're looking for meaning. So the opportunity to

514
00:30:04.799 --> 00:30:08.000
ignite that human spirit, to unleash that human spirit, I

515
00:30:08.000 --> 00:30:11.640
think is the opportunity that so many organizations are missing

516
00:30:11.680 --> 00:30:14.240
out on and squandering because of the way they stable

517
00:30:14.279 --> 00:30:18.839
people in seats and restrict them and remove their autonomy

518
00:30:18.880 --> 00:30:21.960
and their choice. Now we're down to like a fraction

519
00:30:22.079 --> 00:30:23.720
of that human and which is part of the reason

520
00:30:23.759 --> 00:30:28.200
that today the global employe engagement rate is twenty one percent.

521
00:30:31.599 --> 00:30:32.920
I don't know how you run I don't know how

522
00:30:32.920 --> 00:30:34.759
you run a company with that. I don't know how

523
00:30:34.759 --> 00:30:37.720
you get anything done with that kind of unemployment employee

524
00:30:37.720 --> 00:30:38.359
engagement rate.

525
00:30:38.799 --> 00:30:41.799
Oh and by the way, if you think that you

526
00:30:41.839 --> 00:30:45.279
could fix that by delegating it to If you're the CEO,

527
00:30:45.640 --> 00:30:48.119
and you think you could fix that by delegating it

528
00:30:48.160 --> 00:30:53.359
to some human resource person without giving them the authority

529
00:30:53.440 --> 00:30:56.400
to actually make it happen, you're dreaming.

530
00:30:57.000 --> 00:31:01.200
Yeah, yeah, agreed, seaking of a dreaming. Let's let our

531
00:31:01.200 --> 00:31:03.920
listeners and viewers have just a small little short nap

532
00:31:04.079 --> 00:31:06.240
losers and viewers while we take our very last break.

533
00:31:06.720 --> 00:31:08.920
I'm your host, doctor Elise Cortez. We've been on the

534
00:31:08.960 --> 00:31:11.720
air with Mitchell Levy. He's a global credibility expert and

535
00:31:11.799 --> 00:31:15.119
a certified stakeholder centered coach. We've been talking about his

536
00:31:15.240 --> 00:31:19.640
newest concept, Abundant Executive Abundance. After the break, we're one

537
00:31:19.640 --> 00:31:21.920
of the things we're going to talk about is the

538
00:31:22.000 --> 00:31:25.400
four steps to creating a purpose driven organization. Be right back.

539
00:31:40.839 --> 00:31:44.400
Doctor Elise Cortez is a management consultant specializing in meaning

540
00:31:44.440 --> 00:31:48.240
and purpose an inspirational speaker and author. She helps companies

541
00:31:48.359 --> 00:31:51.640
visioneer for a greater purpose among stakeholders and develop purpose

542
00:31:51.680 --> 00:31:56.039
inspired leadership and meaning infused cultures that elevate fulfillment, performance,

543
00:31:56.079 --> 00:31:59.119
and commitment within the workforce. To learn more or to

544
00:31:59.160 --> 00:32:02.079
invite at least to be to your organization, please visit

545
00:32:02.119 --> 00:32:05.319
her at elisecortes dot com. Let's talk about how to

546
00:32:05.359 --> 00:32:13.880
get your employees working on purpose. This is Working on

547
00:32:13.960 --> 00:32:17.519
Purpose with doctor Elise Cortes. To reach our program today

548
00:32:17.640 --> 00:32:20.359
or to open a conversation with Elise, send an email

549
00:32:20.440 --> 00:32:26.000
to Elise A LISEE at eliscortes dot com. Now back

550
00:32:26.039 --> 00:32:27.400
to working on Purpose.

551
00:32:32.559 --> 00:32:34.279
Thanks for staying with us, and welcome back to working

552
00:32:34.319 --> 00:32:37.200
on Purpose. I am your host, doctor Elise Cortes. As

553
00:32:37.240 --> 00:32:39.599
you know by now, this program is dedicated to empowering

554
00:32:39.640 --> 00:32:41.839
and inspiring you along your journey to realize more of

555
00:32:41.839 --> 00:32:44.079
your potential. If you want to learn how we can

556
00:32:44.119 --> 00:32:46.000
work together and learn more about one of the things

557
00:32:46.039 --> 00:32:48.160
we do is the gust Joinell Academy for leaders and

558
00:32:48.160 --> 00:32:51.559
individuals on various journeys alike. Make your way to our site,

559
00:32:51.640 --> 00:32:54.759
it's gustodeshnow dot com and then go to the training

560
00:32:54.759 --> 00:32:56.279
tab and you can find out all about what we're

561
00:32:56.319 --> 00:32:58.759
doing there if you are just now joining us. My

562
00:32:58.799 --> 00:33:01.200
guest is Mike Mitchell Lee. He's the author of over

563
00:33:01.279 --> 00:33:04.759
sixty books, with the next one throughout soon on abundant leadership,

564
00:33:04.759 --> 00:33:06.599
which is what we were talking about in the last segment.

565
00:33:07.119 --> 00:33:08.039
So before we go on.

566
00:33:08.039 --> 00:33:09.400
I just want to share with you that I just

567
00:33:09.400 --> 00:33:11.839
got a text from one of the one of my

568
00:33:11.880 --> 00:33:15.640
team members, Lydia. Lydia, you're a rock star, and she said,

569
00:33:15.640 --> 00:33:18.480
I'm loving this show. You guys are great together. So

570
00:33:18.519 --> 00:33:19.279
we have one fan.

571
00:33:20.720 --> 00:33:22.519
Hey, you know it starts something. It always has to

572
00:33:22.519 --> 00:33:23.079
start somewhere.

573
00:33:23.359 --> 00:33:26.559
Yes, it does. Well, we'll take it, thank you, Lydia. Okay,

574
00:33:26.599 --> 00:33:29.039
So I love this because we've queued up purpose a

575
00:33:29.079 --> 00:33:31.359
few times in this conversation. Of course, you and I

576
00:33:31.440 --> 00:33:34.359
are aligned on how critical and central that really is

577
00:33:35.359 --> 00:33:38.000
many organizations, of course, says you know, and I know

578
00:33:38.480 --> 00:33:41.759
understand purpose wash They just sort of banty about a phrase.

579
00:33:42.240 --> 00:33:44.160
But I do want to situate. I like to be

580
00:33:44.160 --> 00:33:45.759
able to give our listeners and viewers things that they

581
00:33:45.759 --> 00:33:47.920
can immediately put to use and to work when they

582
00:33:47.960 --> 00:33:50.839
listen to this podcast. And you have an article on

583
00:33:51.000 --> 00:33:53.519
LinkedIn that talks about these four steps to creating a

584
00:33:53.559 --> 00:33:55.799
purpose driven organization. Let's talk about it.

585
00:33:56.759 --> 00:33:58.640
I would love to do you mind if we define

586
00:33:58.680 --> 00:34:01.759
purpose first it go for it all right? Oh and

587
00:34:02.279 --> 00:34:05.880
by the way, you in the previous segment, you talked

588
00:34:05.880 --> 00:34:10.159
about logo therapy and logo philosophy. So I I asked

589
00:34:10.199 --> 00:34:12.559
my chat bought what it was, and it's very cool.

590
00:34:12.599 --> 00:34:16.719
I will incorporate that most likely in my dissertation. So

591
00:34:16.719 --> 00:34:20.760
I think right on, I'm thrilled to hearing that. You know,

592
00:34:21.039 --> 00:34:25.519
here's the thing. If you look at the definition of

593
00:34:25.559 --> 00:34:28.360
the word purpose, it means so many different things for

594
00:34:28.639 --> 00:34:34.320
different people, and also incorporates a religious component to many people.

595
00:34:34.400 --> 00:34:36.199
As a matter of fact, if you think about purpose

596
00:34:36.320 --> 00:34:40.280
driven organizations, now we're talking about well organizations that bring

597
00:34:40.280 --> 00:34:43.840
God into the company, right, Because that's the purpose. And

598
00:34:44.719 --> 00:34:48.239
I want to look at it differently. And so I'm

599
00:34:48.239 --> 00:34:50.400
going to encourage you. And even though I said let's

600
00:34:50.400 --> 00:34:54.800
define purpose, I'm actually going to define something different than purpose.

601
00:34:55.360 --> 00:34:59.800
I'm going to define how you can execute on your purpose, right,

602
00:35:00.000 --> 00:35:03.519
And that is different than defining purpose. I might say, well, Bitchell,

603
00:35:03.639 --> 00:35:06.440
that that's an interesting use of words, here's the thing,

604
00:35:07.320 --> 00:35:08.920
and our best thing I could do is give you

605
00:35:08.920 --> 00:35:13.480
a story. I've written sixty five books. Sixty six is

606
00:35:13.519 --> 00:35:17.199
the most important. That sound executive abundance. I've published seven

607
00:35:17.280 --> 00:35:22.320
hundred and fifty. And what happens is I in the world.

608
00:35:22.400 --> 00:35:24.840
By the way, if you could go to you can

609
00:35:24.880 --> 00:35:27.599
go to chat gpt and says and ask the question,

610
00:35:27.599 --> 00:35:29.440
how many people want to write a book, how many

611
00:35:29.480 --> 00:35:32.039
actually write the book, how many published a book. Well,

612
00:35:32.079 --> 00:35:35.320
apparently eighty percent of the population wants to write a book,

613
00:35:35.360 --> 00:35:39.480
only six to twelve percent actually write it, and zero

614
00:35:39.519 --> 00:35:42.320
point one percent actually publish it, even though there's so

615
00:35:42.360 --> 00:35:45.440
many books out right, that's amazing. So the interesting part

616
00:35:45.519 --> 00:35:47.400
is now one of the reasons they don't write the

617
00:35:47.440 --> 00:35:49.559
book because they've been taught they want to write the

618
00:35:49.599 --> 00:35:54.079
great American novel. Right. So, by the way, if you

619
00:35:54.079 --> 00:35:55.840
were just listened to the radio that had the double

620
00:35:55.880 --> 00:35:57.679
quotes on, they want to write the book that it

621
00:35:57.760 --> 00:36:00.840
is like the book that's the be end all book

622
00:36:00.880 --> 00:36:03.679
of that solves all human hunger and whatever it is. Right.

623
00:36:03.760 --> 00:36:07.760
So what's interesting is when I would work with that author,

624
00:36:08.000 --> 00:36:10.159
I'd go, hey, you know what, let me help you

625
00:36:10.199 --> 00:36:13.239
write your second book. Your second book's just going to

626
00:36:13.280 --> 00:36:16.719
talk about your philosophy and your approach and how you execute,

627
00:36:16.760 --> 00:36:19.280
how you add value to your clients. And they go, Okay,

628
00:36:19.320 --> 00:36:20.880
I'll write the second book. I'll go back to the

629
00:36:20.880 --> 00:36:24.079
first book another point in time. And after we write

630
00:36:24.159 --> 00:36:27.559
with them and publish their second book, they sometimes most

631
00:36:27.599 --> 00:36:30.039
of the time, never go back to their first book.

632
00:36:30.920 --> 00:36:33.159
And so that's what I want to say about the

633
00:36:33.159 --> 00:36:37.880
word purpose. Okay, purpose is some big thing that means

634
00:36:37.920 --> 00:36:41.039
so many different things to different people. What I call

635
00:36:41.079 --> 00:36:44.320
a SEPOP is your customer point of possibilities. It is

636
00:36:44.440 --> 00:36:48.000
where you are executing on your purpose today. It's a

637
00:36:48.079 --> 00:36:50.320
vibrational energy. It's when you wake up in the morning

638
00:36:50.320 --> 00:36:52.039
you go, oh my god, I really have to make

639
00:36:52.079 --> 00:36:55.000
this happen. And so as a CEO, your job is

640
00:36:55.039 --> 00:36:57.199
to have people inside the company who wake up and

641
00:36:57.360 --> 00:37:02.159
have a vibrational energy that's an alignment with yours and

642
00:37:02.239 --> 00:37:04.599
the philosophy of where the company wants to go. And

643
00:37:04.639 --> 00:37:07.760
here's the most important thing. You empower them, yes to

644
00:37:07.880 --> 00:37:11.480
be successful to do that. Sorry, I got carried away.

645
00:37:11.960 --> 00:37:15.079
Would you stop apologizing for being passionate? Just up already.

646
00:37:15.840 --> 00:37:17.840
It's a requirement to be on the show. By the way,

647
00:37:18.039 --> 00:37:21.920
you were fully screened. We're good. Well, so let's talk

648
00:37:21.960 --> 00:37:24.199
about so did you did you go through all the steps?

649
00:37:24.280 --> 00:37:24.400
Yes?

650
00:37:24.480 --> 00:37:25.920
If you did, I want to echo them.

651
00:37:26.000 --> 00:37:29.119
No, no, no, So I think I skirted the issue directly.

652
00:37:29.199 --> 00:37:31.199
So you were.

653
00:37:31.039 --> 00:37:33.440
Defining purpose first, yes, and what it means.

654
00:37:33.360 --> 00:37:36.679
Thank you for it works contract. So so what I

655
00:37:36.880 --> 00:37:41.920
call the four steps, which was the article or a

656
00:37:41.920 --> 00:37:45.880
better way to think about it, is the engine of

657
00:37:46.039 --> 00:37:51.159
executive abundance is four c's. We've already talked about two

658
00:37:51.159 --> 00:37:55.280
of them. Everything starts with a simple formula, and that's

659
00:37:55.320 --> 00:37:59.440
your clarity until you until you have clarity. Like people

660
00:37:59.440 --> 00:38:01.199
say to me, so they send me the book, is

661
00:38:01.239 --> 00:38:03.159
this going to be a good book? My first question

662
00:38:03.480 --> 00:38:05.960
is it a good book for what? What do you

663
00:38:06.000 --> 00:38:09.159
want to do with it? Right? Right? If I talked

664
00:38:09.199 --> 00:38:11.880
to a CEO, Hey, here's our purpose statement. This is

665
00:38:11.920 --> 00:38:16.079
a good purpose statement for what right? What do you

666
00:38:16.079 --> 00:38:19.639
want to do? Right? And so clarity is the most

667
00:38:19.679 --> 00:38:25.119
important think about credibility as an operating system. Now there

668
00:38:25.119 --> 00:38:27.760
are two other SE's that are important in the four

669
00:38:27.800 --> 00:38:31.360
step process. So it always starts with with clarity. And

670
00:38:31.519 --> 00:38:34.440
by the way, to be clear, if ninety eight percent

671
00:38:34.440 --> 00:38:37.440
of companies in humans do not have clarity, there's a

672
00:38:37.480 --> 00:38:40.239
lot of opportunity here because that's the first thing that

673
00:38:40.440 --> 00:38:45.599
has to happen, right, Okay, and clarity once again should

674
00:38:45.639 --> 00:38:49.280
be where are you executing on your purpose? And less

675
00:38:49.320 --> 00:38:54.440
than ten words? Okay? Now, what comes after clarity and

676
00:38:54.480 --> 00:38:59.400
credibility is consistency. Right, So a lot of times you

677
00:38:59.480 --> 00:39:03.559
see people and who they show up as on LinkedIn

678
00:39:03.920 --> 00:39:08.599
and Facebook and Instagram and x are different people because

679
00:39:08.599 --> 00:39:11.519
they have different audiences. So they're changing their personality to

680
00:39:11.599 --> 00:39:17.159
focus on different audiences. That's not being consistent, right. Consistency

681
00:39:17.280 --> 00:39:20.440
is showing up the same way whether you're online or

682
00:39:20.639 --> 00:39:24.440
in person. By the way, to be clear, whether you're

683
00:39:24.480 --> 00:39:28.480
with family or friends or work, work associates, it's all

684
00:39:28.519 --> 00:39:34.239
the same, right. Consistency. Now, all of that is really hard,

685
00:39:35.480 --> 00:39:40.000
and so the fourth C is commitment. You need to

686
00:39:40.000 --> 00:39:43.400
have to commit to make it happen even when things

687
00:39:43.480 --> 00:39:49.400
get tough, right. And so in the article I wrote

688
00:39:49.400 --> 00:39:52.599
it as four steps to make it simple, but and

689
00:39:52.719 --> 00:39:56.480
it really starts with clarity, and it is really those

690
00:39:56.760 --> 00:40:00.320
that's the right order. But when you're looking had an

691
00:40:00.360 --> 00:40:03.519
engine all parts of an engine all work together all

692
00:40:03.559 --> 00:40:07.639
the time. Because what happens is the world changes. You

693
00:40:07.719 --> 00:40:12.320
may change your seapop your clarity statement because the world's changed.

694
00:40:13.039 --> 00:40:16.159
Not only is technology different, but your audience who consumes

695
00:40:16.199 --> 00:40:19.639
technology is different, and you need to change your seapop. Well,

696
00:40:20.000 --> 00:40:21.840
how do you do that in a way that's that

697
00:40:22.039 --> 00:40:25.599
still is credible and have the consistency and commitment so

698
00:40:25.639 --> 00:40:28.760
that the entire workforce that works with you is on

699
00:40:28.800 --> 00:40:29.679
top of that with you.

700
00:40:31.239 --> 00:40:35.079
Okay, so a couple of things. First, let's just describe

701
00:40:35.119 --> 00:40:37.159
that as the most appropriate way that I know how

702
00:40:37.239 --> 00:40:40.719
to describe that. And that's yummy. That was just yummy.

703
00:40:41.000 --> 00:40:43.400
Use a technical word, isn't it? Though?

704
00:40:43.760 --> 00:40:45.880
It really is? And that is a great that's a

705
00:40:45.880 --> 00:40:48.360
great belly laugh, by the way. That's an authentic laugh,

706
00:40:48.480 --> 00:40:51.679
by the way. So I want to I want to

707
00:40:51.679 --> 00:40:53.920
echo something you said about how when the world changes,

708
00:40:53.960 --> 00:40:55.960
because people get a little lost. I think sometimes on

709
00:40:56.039 --> 00:40:58.480
this purpose thing, because first and foremost we have to

710
00:40:58.519 --> 00:41:02.039
recognize what you're saying. What's under what you're saying is

711
00:41:02.079 --> 00:41:04.320
for something to count as purpose, we have to always

712
00:41:04.360 --> 00:41:08.880
be of service to something beyond ourselves. So we're serving

713
00:41:08.920 --> 00:41:13.199
something whether that's a human or a cause or the whales,

714
00:41:13.239 --> 00:41:16.280
whatever it is. And so to your point, this is

715
00:41:16.280 --> 00:41:18.960
where I think people get tripped up is as the

716
00:41:18.960 --> 00:41:21.840
world does change, that means so can the expression and

717
00:41:21.920 --> 00:41:25.519
the living and the function the featuring of the purpose

718
00:41:25.599 --> 00:41:28.559
change as to be able to remain of service or

719
00:41:28.639 --> 00:41:30.880
to be of better and higher service to that purpose.

720
00:41:31.400 --> 00:41:33.599
And I think that's where part of the reason people

721
00:41:33.639 --> 00:41:36.559
get lost. And back on the clarity piece, I do

722
00:41:36.679 --> 00:41:38.320
some of the work that we do MINTIL when we're

723
00:41:38.320 --> 00:41:41.280
working with organizations is to help people do what we

724
00:41:41.360 --> 00:41:45.559
call the wildlife scratching process together of gaining that clarity

725
00:41:45.599 --> 00:41:47.920
about what is our purpose here, why do we exist,

726
00:41:47.960 --> 00:41:49.920
and why should anybody care? What are we actually up

727
00:41:49.920 --> 00:41:54.039
to here? And because most of the time, if you

728
00:41:54.079 --> 00:41:56.280
ask somebody in organization what's the purpose of this company,

729
00:41:56.519 --> 00:41:58.599
the first thing they'll either say is I don't know,

730
00:41:58.960 --> 00:42:02.079
or we're got to be looking for the sign on

731
00:42:02.119 --> 00:42:04.480
the wall someplace that says it that they have no idea,

732
00:42:04.639 --> 00:42:07.719
they're not connected to and can't remember. So I think

733
00:42:07.719 --> 00:42:10.079
what you're bringing up is really important to talk about

734
00:42:10.079 --> 00:42:12.559
how you need to revisit this stuff. It's not a

735
00:42:12.559 --> 00:42:13.920
static statement.

736
00:42:15.119 --> 00:42:17.519
No, and that's why, by the way, having it less

737
00:42:17.559 --> 00:42:19.639
than ten words makes it easy to remember.

738
00:42:20.719 --> 00:42:25.960
I love that. I love that. Yeah, it's just this

739
00:42:26.000 --> 00:42:28.280
is so important. And you also says something earlier that

740
00:42:28.280 --> 00:42:29.599
I want to go back to too, and that was

741
00:42:29.639 --> 00:42:34.639
something about the disconnecting humanity that you are seeing that

742
00:42:34.400 --> 00:42:36.920
you that are so troubling for you. Completely agree. We're

743
00:42:36.920 --> 00:42:40.280
aligned on that, and especially inside the world of work.

744
00:42:40.320 --> 00:42:42.039
One of the things that I love about that what

745
00:42:42.119 --> 00:42:44.239
we do when we're helping other companies and how we

746
00:42:44.280 --> 00:42:47.320
live in the culture within my company is we want

747
00:42:47.360 --> 00:42:50.519
to play life full out. And what we're trying to

748
00:42:50.559 --> 00:42:54.400
do is help other organizations to ignite all those souls,

749
00:42:54.400 --> 00:42:56.920
those beautiful souls in their organization in a way that

750
00:42:57.039 --> 00:43:00.679
works for their overall life. With a recognition that every

751
00:43:00.719 --> 00:43:03.599
individual that you have working with you has a rest

752
00:43:03.639 --> 00:43:06.679
of his or her life that they bring to work

753
00:43:06.719 --> 00:43:09.039
and that comes with them as part of the package

754
00:43:09.039 --> 00:43:11.320
of their life and their contribution. And I know that

755
00:43:11.400 --> 00:43:16.519
you have that whole way of looking at you know,

756
00:43:16.599 --> 00:43:21.079
the five key stakeholder groups of a human or a person,

757
00:43:21.559 --> 00:43:24.159
which include all these different aspects. Of course, the family

758
00:43:24.199 --> 00:43:27.559
and self employee, the customers, investors, a community, and then

759
00:43:27.760 --> 00:43:30.599
so does the individual have all of those different clusters too.

760
00:43:30.679 --> 00:43:33.280
So I want you to talk a little bit more

761
00:43:33.320 --> 00:43:36.239
about this, what you're seeing in terms of the absence

762
00:43:36.280 --> 00:43:38.320
of humanity, and what is it that you want to

763
00:43:38.360 --> 00:43:39.440
do to try to address that.

764
00:43:40.320 --> 00:43:48.039
Hmmm. Well, the interesting part is I was under the

765
00:43:48.119 --> 00:43:53.559
mistaken understanding that if I came up with an updated

766
00:43:53.639 --> 00:43:55.760
definition of the word credibility, all I had to do

767
00:43:55.880 --> 00:43:57.079
is share and people know what to.

768
00:43:57.039 --> 00:43:57.400
Do with it.

769
00:43:59.280 --> 00:44:03.880
That's fine, all right, I know exactly well. I was

770
00:44:03.920 --> 00:44:07.679
doing a lot of the research happened during COVID timeframe,

771
00:44:08.039 --> 00:44:11.039
so I was in this very insular environment, and then

772
00:44:11.039 --> 00:44:14.000
when we started sharing it, I'm like, wait a second,

773
00:44:14.000 --> 00:44:16.320
people are not reacting. And by the way, as it

774
00:44:16.360 --> 00:44:20.320
turns out, I attribute it to the fact that I

775
00:44:20.440 --> 00:44:24.480
believe that ten percent of the population or do it yourselfers,

776
00:44:26.000 --> 00:44:28.239
maybe ten percent are done for you. They want to

777
00:44:28.239 --> 00:44:29.920
pay somebody else to do it in eighty percent or

778
00:44:29.960 --> 00:44:33.320
they're done with you people. So when I could share

779
00:44:34.440 --> 00:44:38.920
a c pop or if I could share the credibility definition,

780
00:44:38.960 --> 00:44:41.239
ten percent know what to do with it. But that

781
00:44:41.400 --> 00:44:47.039
doesn't change the world, right, So and so I was

782
00:44:47.360 --> 00:44:50.599
sort of sitting back trying to figure out how can

783
00:44:50.679 --> 00:44:55.159
I how can I change the world in such a

784
00:44:55.199 --> 00:44:59.079
way that we've put a framework out there, a framework

785
00:44:59.119 --> 00:45:05.199
that can be used successfully by all parties. And what

786
00:45:06.360 --> 00:45:09.960
where I'm excited about executive abundance now is that you

787
00:45:10.000 --> 00:45:13.800
have to go where the money is. So the money

788
00:45:14.159 --> 00:45:17.719
is in corporations, right, So you go to corporations and

789
00:45:17.760 --> 00:45:19.320
you go, hey, listen. And I signed the board of

790
00:45:19.360 --> 00:45:22.280
a Naztec firm, and one of the things as a

791
00:45:22.599 --> 00:45:28.320
board member of a public company, my responsibility was to

792
00:45:28.360 --> 00:45:33.519
be my fiduciary responsibility was to the shareholders, right. It

793
00:45:33.599 --> 00:45:36.639
was not to the health and family of the CEO

794
00:45:36.960 --> 00:45:39.960
and or their staff. It should have been. It's not

795
00:45:40.079 --> 00:45:43.440
that we ignored it. It was not to the employees.

796
00:45:43.639 --> 00:45:46.199
It was to the shareholders. It was not to the customers,

797
00:45:46.239 --> 00:45:48.800
although if we didn't have customers, we wouldn't be able to,

798
00:45:49.079 --> 00:45:52.559
you know, have investors who are happy. It was not

799
00:45:52.599 --> 00:45:56.039
to the community. Now, now, theoretically we should focus on

800
00:45:56.079 --> 00:45:59.559
the bigger picture. And that's what executive abundance is is

801
00:45:59.599 --> 00:46:02.000
a frame work that says, hey, let's not just focus

802
00:46:02.079 --> 00:46:07.599
on ROI return on investment for the shareholders. Let's focus

803
00:46:07.639 --> 00:46:10.719
on the family and health of the CEO, the staff,

804
00:46:10.719 --> 00:46:13.960
and the employee base. Let's focus on the employees because

805
00:46:14.000 --> 00:46:17.159
if you can empower the employees to be successful, guess what,

806
00:46:17.400 --> 00:46:20.280
They're going to make sure that your customers are happy.

807
00:46:20.440 --> 00:46:23.400
If your customers are happy, they will make sure your

808
00:46:23.440 --> 00:46:26.480
investors are happy. And we all live in a community,

809
00:46:27.239 --> 00:46:30.599
and so that's what the focus is. And so doing

810
00:46:30.639 --> 00:46:35.119
it in a dissertation format means that other researchers can

811
00:46:35.199 --> 00:46:38.519
come behind me and add value to that. So that's

812
00:46:38.599 --> 00:46:41.760
one reason for that piece of it and the reason

813
00:46:41.840 --> 00:46:43.639
for it to be a cat stone. It needs to

814
00:46:43.679 --> 00:46:47.960
be practical, pragmatic and deployed immediately, and so I do

815
00:46:48.039 --> 00:46:51.519
that as part of my practice. Both my executive coaching

816
00:46:51.559 --> 00:46:55.519
practice and surprisingly even my LinkedIn practice are many versions

817
00:46:55.559 --> 00:47:01.199
of executive Abundance and so it's I'm learning, growing, and

818
00:47:01.320 --> 00:47:06.239
deploying today. And so it's got a very practical use

819
00:47:07.000 --> 00:47:10.079
and so it's a lot better than putting out a

820
00:47:10.079 --> 00:47:13.000
definition and hoping people use it. Although at the time

821
00:47:13.039 --> 00:47:14.440
I thought that was it.

822
00:47:14.559 --> 00:47:17.920
Yes, Well, I can absolutely see the whole stakeholder centered

823
00:47:17.920 --> 00:47:20.360
approach in this, and I certainly absolutely aligned with that.

824
00:47:20.440 --> 00:47:23.320
I wrote that in my last book as well. One

825
00:47:23.360 --> 00:47:24.800
of the many reasons I wanted to have you on

826
00:47:24.880 --> 00:47:27.000
to talk about this, Mitchell, because I believe in it.

827
00:47:27.760 --> 00:47:29.800
I want you to champion this as high from the

828
00:47:29.840 --> 00:47:32.000
rooftops as we possibly can. And of course we're doing

829
00:47:32.039 --> 00:47:34.440
our small part too in the way that we do

830
00:47:34.480 --> 00:47:39.960
our work. So it's happened. It happens every time sometimes

831
00:47:40.079 --> 00:47:42.440
that this goes by so very fastward the end of

832
00:47:42.440 --> 00:47:45.039
the show, this show is being listened to by people

833
00:47:45.119 --> 00:47:46.920
around the world who care about some of the things

834
00:47:46.960 --> 00:47:49.119
we've been talking about in terms of becoming a better leader,

835
00:47:49.119 --> 00:47:52.719
a better human, enjoying their work in a more fulfilling way.

836
00:47:53.039 --> 00:47:54.239
What would you like to leave them with.

837
00:47:58.559 --> 00:48:04.119
You can wake up every morning and be happy, and

838
00:48:04.159 --> 00:48:10.000
you're happy if you can make sure you have financial

839
00:48:10.159 --> 00:48:14.960
and spiritual foundation and you're doing the things that are

840
00:48:14.960 --> 00:48:17.519
adding value to your life and to others. If you

841
00:48:17.519 --> 00:48:20.000
can be of service to others and make money doing it,

842
00:48:20.920 --> 00:48:23.800
you will be happy. And that is not a dream

843
00:48:23.800 --> 00:48:27.760
for tomorrow. That should be very actionable in terms of

844
00:48:27.800 --> 00:48:28.599
what you do today.

845
00:48:30.239 --> 00:48:33.159
Here here, I am I'm completely with with you. I'm

846
00:48:33.360 --> 00:48:37.360
just going to call your brother, Mitchell. That's what this is. So, Mitchell,

847
00:48:37.400 --> 00:48:38.880
I'm so delighted to know you and have you in

848
00:48:38.920 --> 00:48:41.760
my life. And now you also cannot get away from me.

849
00:48:41.760 --> 00:48:44.079
I'm a pretty fast runner, so you're not getting out

850
00:48:44.079 --> 00:48:46.519
of my clause. So enjoyed having you on and share

851
00:48:46.559 --> 00:48:48.480
with my listeners and viewers. Thank you.

852
00:48:48.880 --> 00:48:52.800
Oh you're welcome, my pleasure. I'm you are. By the way,

853
00:48:52.840 --> 00:48:55.840
you hinted in the break previously that you had somebody

854
00:48:55.880 --> 00:48:58.239
on for like six years ago and you haven't let

855
00:48:58.320 --> 00:49:00.679
him out of your Mitch. I was getting when I

856
00:49:00.719 --> 00:49:02.320
heard that, a good.

857
00:49:02.159 --> 00:49:05.360
Well, I haven't. That's you, Paul Skinner. Okay, So, listeners

858
00:49:05.360 --> 00:49:06.880
and viewers, if you want to learn more about Mitchell

859
00:49:06.960 --> 00:49:10.079
Lev the work he does, his speaking, or his various books,

860
00:49:10.400 --> 00:49:13.400
you can start first by his his main site Mitchell

861
00:49:13.559 --> 00:49:16.119
lev dot com. Let me spell that for you. It's

862
00:49:16.320 --> 00:49:20.239
m I T C h E L L lev l

863
00:49:20.400 --> 00:49:23.000
e v y dot com Mitchellleivy dot com. And then

864
00:49:23.000 --> 00:49:25.920
you can also go to his new site, Executive Abundance

865
00:49:26.039 --> 00:49:28.559
dot com. Either one you can check what out one

866
00:49:28.599 --> 00:49:31.079
he's doing. Last week gave you missed the live show,

867
00:49:31.119 --> 00:49:33.679
you can always catch a via recorded podcast. We are

868
00:49:33.719 --> 00:49:36.679
on air with rich Davinni, a retired Navy Seal commander

869
00:49:36.960 --> 00:49:39.679
and author of Masters of Uncertainty, The Navy Seal Way

870
00:49:39.719 --> 00:49:42.400
to turn Stress into success for you and your team.

871
00:49:42.760 --> 00:49:45.800
We talked about how his Master Uncertainty method can help

872
00:49:45.800 --> 00:49:48.880
individuals and teams elevate performance and work with work with

873
00:49:48.880 --> 00:49:51.920
our brains throughout the wonders of neuroscience. It was a

874
00:49:52.000 --> 00:49:56.239
wickedly interesting and elevating conversation. Next week, we'll be on

875
00:49:56.239 --> 00:49:58.440
the air with Tamar Ryan, who spent twenty two years

876
00:49:58.480 --> 00:50:01.760
as a CEO of the Women's b Project in Colorado

877
00:50:02.079 --> 00:50:04.039
and Know, and we're going to talk about her new

878
00:50:04.039 --> 00:50:07.639
book on Followership, which in many ways turns leadership on

879
00:50:07.719 --> 00:50:10.480
its head towards something more like servant leadership, but so

880
00:50:10.599 --> 00:50:13.360
much more than that. See you then, and together, let's

881
00:50:13.400 --> 00:50:15.719
lean in and learn together how to make workplaces that

882
00:50:15.800 --> 00:50:17.960
work for everyone and find ways to do business in

883
00:50:18.000 --> 00:50:20.559
a way that betters your world. Let's work on Purpose.

884
00:50:23.039 --> 00:50:26.639
We hope you've enjoyed this week's program. Be sure to

885
00:50:26.679 --> 00:50:30.320
tune into Working on Purpose featuring your host, doctor Elise Cortes,

886
00:50:30.440 --> 00:50:33.679
each week on W four C. Why Together We'll create

887
00:50:33.719 --> 00:50:37.840
a world where business operates conscientiously. Leadership inspires and passion

888
00:50:37.880 --> 00:50:40.960
performance and employees are fulfilled in work that provides the

889
00:50:41.000 --> 00:50:42.360
meaning and purpose they crave.

890
00:50:42.840 --> 00:50:43.440
See you there.

891
00:50:43.719 --> 00:50:45.119
Let's work on purpose.