How Purpose Can Positively Impact the Mental Health Crisis

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

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

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

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them and helps them grow into realizing
their highest potential. Business can be such

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

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

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Working on purpose. Now. Here
is your host, Doctor Elise Cortes.

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Welcome back to the Working on Purpose
Program. Thanks for tuning again this week.

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I'm your host, doctor Elise Cortez, joining you live from Dallas,

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Texas, which is home base for
me. You've been tuning in for a

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while, you know this program is
a thought leship series that enlightens and inspires

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listeners with insights from distinguished business leaders
and subject better experts. Here on Working

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on a Purpose, We're commit into
realizing a world where works enriching and a

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purposeful part of life. Leaders inspire
people to realize their own greatness while contributing

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their passion and business is elevated to
unleashing spectacular cause in the world. Each

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week in these conversations, I hope
you walk away with something that changes the

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way you think and that you can
immediately put to use. Much of the

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content we discuss on this program as
a reflection of the work I do.

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So as you listen, if you
catch any glimpse of anything I can do

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to help you, go to my
website at a leascoretes dot com and use

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the contact me feature to message me. Let's talk about what's going on for

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you at how I might be able
to help at any rate. I'm glad

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we're connected, and thanks for listening. Now onto this week's program with us

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today is Ray White. He is
the co founder of Joyages, and app

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based program designed to make an impact
on the mental health crisis in America.

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He is also Cheap Innovation Officer at
ACAP Health, a leading provider of solutions

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for the employee benefits industry, and
the author of four books, which include

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Joyage's Alexia's Legacy, Lessons for Leadership
in Life, Happiness Hacks, two Minutes

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to Learn Happiness, Connecting Happiness and
Success. We'll be talking today about the

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role and importance of purpose in today's
world. The work he and team do

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at joyages in our common perspective on
the world of work, what it looks

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like post pandemic. He joined you
today from Dallas, Ray, Welcome to

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working on Purpose. Hey, thanks
for having me Lise so fun right.

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I don't remember how it was we
initially got connected, but I'm so glad

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to have you in my sphere and
looking forward to sharing your passion and your

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expertise with our listeners. Now.
I think is more important than ever to

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talk about purpose. But before we
do, I think it's important that our

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listeners know a little bit more about
your background and just how you approach the

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space that you're in. So will
you just sketch a little bit of your

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background in spending some years helping companies
grow, but you began to realize something

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else was there for you. Sure. Yeah, So my background is performance

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companies and like you said, helping
small companies get bigger, medium companies get

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bigger. And you know, one
of the things we found, especially in

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the technology area, is we had
lots of young people who knew technology and

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lots of older clients who didn't,
and we needed those young people to be

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leaders for the older, more experienced
people. And so in teaching them leadership.

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One of the key factors is teaching
them success. A person doesn't want

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to follow somebody they don't believe they're
going to be successful at getting them to

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breach their bills, and so we
started teaching them about success, and in

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working with younger people on success,
we found that happiness was a real key

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point and something that they were all
very concerned about, much more so than

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maybe my generation was. And so
that led us to lots of research and

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work with lots of psychologists, and
what the research clearly showed is that if

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we could teach people habits and skills
around being happier, that those habits and

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skills help them be more successful.
And so we could create a more engaged

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and more or productive workforce by teaching
them how to be happier, how to

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be grateful, how to smile,
how to have better relationships, and all

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those kinds of things that it seems
kind of obvious now, but it took

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us a while to get the research
and really start teaching people how to be

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happier so they could be successful and
be better leaders. I am fully aligned.

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In fact, when I was reading
two of your four books, I

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recognize that there's some good overlap and
what you discussed in your book and what

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I'm discussing in mind. So we
are very aligned in our messaging, which

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will make sense to you listeners as
we go along here as we both nod

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heads to each other. So one
of the things that you've said in our

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first conversation, which I thought was
so riveting and one of the many reasons

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I wanted to have you on the
show, is that you said that this

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purpose stuff is not just about the
ROI the return on an investment to the

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company, but that it can also
impact mental health of society. And of

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course I agree with that, and
I understand the research behind that, but

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tell us more about your perspective.
Yeah, So it was really interesting to

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find that people having a purpose,
people have a meaning in their life and

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kind of knowing their why, can
actually have an impact at the cellular level.

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It can actually help them be healthier. And you know, there's research

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that shows that people who take care
of plants actually live longer than people who

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don't take care of plants, and
that people who have stronger meaning in their

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life and have a reason to get
up are going to be more healthy and

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they're going to do things to be
more healthy, and they're going to make

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better choices. And so there's lots
of ways that meaning and purpose interact with

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your actual physical health, your emotional
health, your mental health, and it

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all works together and comes together.
So it's fascinating and the science is really

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starting to prove this out. You
know, you've always heard this as good

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wisdom, but the science is proving
that this wisdom is true. Indeed,

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in fact, one of the things
that you talk about in your book,

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and then this is part of the
app which we'll talk about in the second

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segment. But I'm really interested in
you actually specifically focus on suicide, preventing

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suicide, and so part of what
my interest in when I'm out speaking on

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passion, inspiration, purpose is Yes, I do want us to lower the

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opioid use that we have in this
country, which is pandemic really and certainly

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I want to impact the suicide numbers. So can you say a little bit

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more about you've got some really specific
aims with what the work that you're doing

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around mental health. That's exactly right. You know, one of the things

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that people feel when they turn to
suicide is they feel hopeless and helpless,

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and if you can teach them to
have hope, if you can give them

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a reason to have hope, and
part of that is teaching them their purpose.

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By teaching them to have hope,
you give them a reason to keep

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going. If they have a why
to get up every morning, then they're

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not going to be as likely to
go down a path that hurts. And

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so, you know, we're really
focused on just helping people after they're in

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trouble, But how do we teach
people skills ahead of time? How do

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we teach people today who you know, every day everybody has struggles, everybody

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has challenges with their relationships and financial
and stress and anxiety and those kinds of

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things, And how do we teach
habits and skills so people can deal with

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those and never really get to crisis. So we want to have programs and

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ways to help people in crisis,
but we also want to teach people ahead

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of time and really be preventative preventative
care for brain health rather than just waiting

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until the crisis. Two things.
One is you do talk about it in

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your book that it's important that when
we do get access to a why,

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that we connected to serving people beyond
ourselves and I completely align with that as

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well. There's something about in being
of service to others that's really important in

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the why and gives you more of
a sense to get up. People need

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you, they count on you.
So that's an important thing to call out,

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and I want to presence a video
to that. I'm if you do

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you know who Ben ben Xander is
who wrote the Art of Possibility. I'm

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not familiar with. He's fantastic.
He's a beautiful human being and he's got

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a video that's out on YouTube about
I think it's called the Art of Possibility.

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But what's There's a funny scene that
he shares where this guy hails a

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cab in New York City when you
could still do that right, jumps in

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the back of the cap and he
says to the driver, hurry up,

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fast go. The driver goes,
where are we going? He goes,

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doesn't matter. I'm needed everywhere?
Right? Isn't that great? And it

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should be like that? Right?
I so needed, I'm so necessary.

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Who can be depressed? You know
when you feel like that? So isn't

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that just marvelous? Yeah? I
think yeah, I think that's exactly right.

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And what we want people to sharing. People to understand. And the

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truth is, if you're helping other
people, and if you're doing things for

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other people, then you start to
feel that, and you start to see

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that, and you start to see
that you know, people you didn't even

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realize need you actually do need you, and there's a reason for you to

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be here. Absolutely. And the
the second point I was going to make

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here around this that I want to
call out a friend and recent radio show

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guest, Bob Hopkins here in Dallas, that I think you'll appreciate his work

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you too, listeners. He does
a program called pay which is philanthropy and

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volunteerism through education, And what he
does is he goes into schools and he

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teaches elementary school kids about the importance
of philanthropy and volunteering and doing work for

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others. And he does that for
two reasons. One, you know,

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to build them into good model human
beings, but two because he believes that

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they will embrace that path. And
then therefore, you know, choose away

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from drugs and crime when you're serving
others, I mean, those things are

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far less interesting. So I when
you think about if we can impact children

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in elementary school with the work that
you and I are doing. How awesome

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is that think about affecting the mental
health problem from that vantage point, and

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so number one, that is awesome
and fantastic exactly what we should be doing

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and not really as difficult as people
might think. The truth is, if

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we can teach people, especially young
people, and there's research on this,

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if we can teach them to believe
in themselves and teach them that they are

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capable and teach them that there are
possibilities, then they tend to respond to

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that, and they respond to that
actually better than adults do, and so

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there's really good research that just spending
some time and showing them those kinds of

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things is good. The other thing
is, you know, there's actual research

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around the chemicals they're released, and
so if you're going to reach a purpose,

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then they're serotonin release. But if
you reach a purpose that helps somebody

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else, and there's oxytocin, so
you get this double dose of chemicals.

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And by the way, those chemicals
are the same thing that are released with

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lots of drugs that people take,
and so helping other people actually does the

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same thing for your brain that taking
cocaine and those kinds of drugs does,

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and people do actually want to do
it. They get rewarded from a chemical

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standpoint, from a physical standpoint,
they get rewarded when they do it,

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which makes them want to do it
more, which also helps the person,

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uh, the person they're helping release
his chemicals which then comes back. And

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so it's just a great, you
know, a great positive spiral for people

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to help each other out. Yeah, and it costs less and there's no

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side effects. That's right. Come
in, I'm in okay. So one

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of the things that I found delightful
in your book, it's just easy to

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read both of the books that I
read, So kudos for getting those out

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and sure, and then with the
world for for a start. Thank you

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for that. Right now, what
I want to call out is you've got

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to You've got a quote from Dan
Pink, which of course I love Dan

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Pink. Who doesn't, But it's
in your Finding Purpose chapter of which book?

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Is that in that connect happiness?
Yes? And what I find interesting

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is you say, Daniel Pink and
his book Drive uses the stor We have

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Claire Boothloose to provide an example of
finding purpose. Claire Booth Looose, a

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US congresswoman in the nineteen forties,
later gave President John F. Kennedy some

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advice. She told him that a
great man is a sentence, and there's

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always a sentence that has an active
verb that is profound advice. So for

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him, for Franklin Roosevelt, his
sentence was he lifted us out of a

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great depression and helped us win a
world war. Sounds like a pretty good

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way to go in life to me. So I'm interested in how you use

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this with people or organizations, this
sentence, this sentence exercise. Yeah,

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and I think that's that's great.
So first off, my sentences I helped

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people be happy and successful, and
so that's what I do for organizations and

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executives that I coach and other people
that I work with. And to your

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point, an organization can have a
sentence just like a person can have a

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sentence. And helping people to think
through what are their values, what do

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they believe in, and what do
they want to accomplish and think of that

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from an individual level or even from
a company level, and you can start

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to put this sentence together. And
as people start to put the sentence together,

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one of the most important things is
to let them know that it doesn't

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have to be permanent. You can
do this today. It's like a suit.

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You can try it on, you
can wear it for a week,

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share it with everybody, and you
can change it next week, and you

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can continue to change it and can
continue to evolve until you really feel it,

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until it really feels good on you
and you find the perfect fit.

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And so that's what I highly encourage
people to do, is to kind of

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put all these pieces together, kind
of go through these processes to get there,

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and then when they're there, to
try it on and continue to change

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it, continue to evolve it.
You know what, I also appreciate about

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what we're talking about here in this
moment. Ray When I say in this

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moment, I mean during the coronavirus
virus pandemic shelter in place in social distancing,

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I have been working with new people
who are like, well you shoot,

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I might as well, you know, to discover my purpose in this

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time I'm not really doing much else. I think it's perfect. It's a

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time to reflect, it's a time
to consider. So I think it's for

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some people they find it hard to
do that internal work when they're quote living

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their crazy fast paced life. But
of course, in my world, right

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it's these are the yummi moments.
Why wouldn't you want to do that?

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But I feel like the pandemic is
giving us even greater access to doing this

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work. What do you think?
Yeah, I agree one hundred percent.

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And you know, one of the
things that's happening because of the pandemic is,

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you know when I go outside and
take my walks, I take a

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walk with my wife and my dogs
twice a day, and we see new

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people all the time. We're seeing
more and more people. So people are

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taking walks together, people are doing
a little more exercising. People are spending

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more time with their family. They're
forced to spend time with their family,

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which means they're forced to kind of
handle challenges and issues. And what this

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is doing is helping them see what's
important to them and helping them kind of

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take another look at their values.
You know what happens is we all get

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very busy, and we all want
to accomplish something. We want to get

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that car, get that house,
or get that promotion, and there's so

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many things going on and we don't
get to stop and think and look and

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enjoy. And I think, like
you said, with the pandemic, we

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now have time for that, and
we now have lots of other situations that

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we're not normally in that allow us
to see, hey, you know,

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this is something that's special to me, and maybe I don't want to lose

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that again, and maybe I want
to keep having that, you know,

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thirty minute conversation with my kids every
night. So yeah, I think the

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pandemic is I really hope it's helping
us going forward. And I think it

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is giving the people the opportunity to
think and reflect and kind of look at

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maybe what they want their purpose to
be and let's take that one step further

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and give open a space of possibility
for people. Ray. So I think

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you and I talked about this on
the phone when we were first chatting about

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coming on the show. But I
want to share one of my other previous

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guests that I had on Karen Hoyas. She's also working in the purpose category

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like both of us really are,
and she says in her book, and

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we talked about it on air,
she says only one percent of the global

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population is fully living their purpose at
present, and she says when we get

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to three percent, human consciousness will
be raised such that peace is actually possible.

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I think that's where'th getting up for
your thoughts, your perspective on the

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possibility of what purpose can do in
the world. Sure, yeah, I

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think that's awesome. I actually hope
the numbers are a little bigger. Some

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stats maybe show the numbers a little
bigger. But the concept that if we

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can just get enough people and she's
got a three x there, right,

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you can go from where we are
today about three times as many people,

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that we can really truly change the
world, I think is very true.

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And I think if you look at
how one individual who really believes in what

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they're doing can influence so many other
people can serve as a good example for

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them. In many cases, they
can and often do start companies and hire

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people who also believe that way.
And you know, one of the things

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we look at is we think of
companies and employees, and that's not really

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what it is. What we have
is we have employees and we have other

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people who work in the company,
and companies are made up of people.

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The leaders are people, and the
employees are people, and everybody in there

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are people, and all of those
people can provide an example with their purpose.

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And if a leader, a leader
in the company says this is my

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purpose and everybody gets a ligne behind
it. Then more and more people are

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going to join in, and more
and more people are going to feel better

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about themselves, and more and more
people are going to work with other people

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and want to help them out and
share their purpose, and so more and

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more people having a purpose, living
their purpose, aligning their purpose with other

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people. You know, we really
start to have the world in a great

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direction where you know, we all
like where we're going, and we all

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find ways to make it work.
You get through a lot of challenges,

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you feel like your purpose is aligned
with the purpose you're working with. It

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doesn't have to be the same,
but as long as you feel like it's

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aligned, then you know, I
can put up with a lot, I

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can deal with a lot of challenges. And so I think, like you

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said, that takes us more towards
peace and harmony and people really believe in

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each other and helping each other and
supporting each other. M hm. I

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completely agree, and I want to
add something to that. But let's grab

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our first break and I'll do it
afterwards. I'm your host, doctor Earles

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Cortes. We know they are with
Ray White, who is the co founder

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of Joyages, and app based program
designed to make an impact on the mental

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health crisis in America. He's also
Chief Innovation Officer at ACAP Health, a

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leading provider of solutions for the employee
benefits industry. He joined us today from

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Dallas. We've been talking a bit
about the importance of purpose. After the

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break, we're going to talk more
about his app, Joyages. Stay with

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us, we'll be right back.
Doctor Elise Cortes is a management consultant specializing

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

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

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

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invite Elise to speak to your organization, please visit her at Eleasecortes dot com.

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

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working on Purpose with doctor Elise Cortes. To reach our program today or open

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a conversation with Elise, send an
email to Alise Alise at Elisecortes dot com.

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Now back to working on purpose.
Thanks for staying with us and Welcome

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back to Working on Purpose if you're
just joining us. My guest is Ray

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White. He's the co founder of
Joyages, and app based program designed to

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make an impact on the mental health
crisis in America. He is also Chief

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Innovation Officer at ACAP Health, which
is a leading provider of solutions for employee

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benefits and industry. He's also the
author of four books. One is Joyages,

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also Alexia's Legacy Lessons for Leadership and
Life, Happiness Hacks, two Minutes

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to Learn Happiness, and Connecting Happiness
and Success. I'm your host, Alis

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Cortez. So the comment I wanted
to make about what you were saying before

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that we went on break about this
notion of more people working from purpose.

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That is exactly why I'm doing the
work that I'm doing, Ray, because

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i want to be part of that
ripple effect. I want to first turn

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people onto their purpose, help them
discover it, and then I'm helping them

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to unleash it into the world.
Exactly for that reason, I want to

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increase the consciousness of the world,
the connective of the world, and the

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way that life and work is experienced
in a much more positive fashion. So

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you set it up beautifully. So
listeners, that's the work we're doing together.

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Let's let's get on board, all
right, ready to talk about your

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ap sure? Okay, So first
I want to understand and help our listeners

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understand how you got the idea to
start Joyages, which you tagline is the

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preventative care solution for brain health.
I love that. So where do the

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idea come from? Yeah, the
idea came from in writing the books.

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We needed to share a way for
people to develop these skills that are going

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to help them with emotional health and
success and happiness overall, and an app

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seem like the best way to do
that. Also, you know, in

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our research, there's clearly a crisis
in America and people are starting to recognize

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it but they haven't in the past. And there's a crisis with the number

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of people who have anxiety and the
number of people who have depression, and

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the number of people who are at
risk for suicide, and those numbers are

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going up significantly. And so you
know, with all that together, we

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needed a way to help teach people
positive skills and habits, to help get

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resources in their hands so they get
help immediately, and even to help there's

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this concept are actually a statistic from
NOMI National Association for Mental Illness, and

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the statistic is that from the day
of the first symptom to the day of

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diagnosis for depression is eleven years.
Wow. Yeah, in that time period,

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we're living a lot of life.
There's a lot going on in our

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lives before we get there, and
we needed something to interrupt that and to

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make that go faster. And so
another reason to have the app is so

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that people people say, Hey,
I'm feeling kind of sad, but I'm

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not sure. Well, so there's
a way to see if you have depression

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on the app. There's a way
to see if you're suffering from anxiety on

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the app and actually see what level
you are and actually get information about what

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you can do and how you can
do it, and resources and those kinds

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of things. So all of that
came together to be a good reason to

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provide something like this to basically help
as many people out as we can.

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You know, what's so great about
that, Ray and listeners really hang on

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to this. What is so great
about what you've created and brought into the

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world, Ray, is that to
be able to give people that kind of

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access to their own health when you
know, when we are feeling either depressed

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or anxious, it's really hard to
distinguish that for ourselves and go, hey,

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hang on, you know what,
I think I'm depressed. No,

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it doesn't work that way, you
know, to your point, the eleven

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year thing, So to provide them
something that allows them to start to get

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access and data points that hey,
you might need some help is an incredible

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thing to put into the world.
Ray, Yeah, it's something you know,

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we're very focused on. How can
we help there are you know,

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we will go to a dentist and
get our teeth, you know, get

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our teeth cleaned and check up on
our teeth, and we'll go to the

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primary care physician once a year to
make sure that, you know, we're

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healthy and don't have any problems.
But we're not doing that for our brain.

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And we need to start doing that
for our brain. And so,

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you know, we tried to create
something that in three minutes a day,

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you can find out how you're doing, you can find out skills or learn

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skills to do better, and you
can you know, continually improve and brush

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up on your brain or brush up
on your brain. Hell, I love

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how you talk about that in the
book too about brushing up. I think

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that's fantastic and thinking about it on
the same level that you're going to brush

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your teeth day, so we're also
going to work on your brain. Let's

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just get to it and add add
that into your day. So I played

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with your app and I think it's
I love it's interactive functionality. To me,

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it occurs for me like a learning
and engagement system. That's how I

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see it and play with it.
Yeah, that's what it was imagined as

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is Number one. Can you get
in quickly so you get to kind of

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talk about how happy you are today, which most people don't stop and think.

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Most people go through their day and
they don't up and think how happy

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I am I? And why am
I happy? Or why am I not

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happy? And so you can do
that in like five seconds. Check your

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level of happiness, think about your
happiness, and then you can go in

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and pick what you want to learn. Right, we will give you content

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based on who you are and how
you use the app. The algorithms work

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to give people. Everybody should have
a different experience. But then you can

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also choose if today's a rough day, Let's say with my wife, I'm

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having a tough time, Well,
it gives you skills on how to deal

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with that and how to work on
that. If I'm feeling really anxious today,

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I can take a test and see
how anxious I am and to where

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I can learn about what's triggering my
anxiety and how to identify those triggers and

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how to do something about those triggers. And again, you can do all

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that in two to three minutes,
so it's not like you need to spend

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an hour on the app. You
can go in and get out two to

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three minutes a day and you know, five or ten if you want to

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brilliant, and that is just about
the right the right amount of time for

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most our attention spans these days.
So that's perfect, right, exactly right.

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The other thing I want to call
out about it that I think is

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just smart is that the joyages app
mirrors much of the content in your Joyage's

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book, which you know, I'm
doing something somewilar with my book. Is

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if it's not an app, it's
online. But I just I appreciate just

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you know, the complementarity of that. Yeah, we really wanted to make

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sure there's as many ways for people
to get the help they need and for

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people to you know, learn the
skills. And so we've got the book

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in an audio format. We've got
the book so you can read it,

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and we've got the apps so people
can access it anywhere they want. They

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can also access the book on Kindle. So how many ways can we give

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access so that people have those resources
and they have those resources on a daily

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basis, and they also have those
resources when there's an emergency or crisis or

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they want to help somebody out.
In the app itself, I always find

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it amazing. I have a friend
who has has created and launched his own

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app, and I just find that
idea that you've launched an app into the

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world be such an amazing thing.
Just briefly, what was the development process?

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Like, how long did it take? How many times did you lose

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your hair? Yeah? So first
off, there are lots of iterations and

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it's never completed, it's never done. There's always things we can improve.

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But yeah, we started with I
actually started with a young intern to build

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something that I could show to people. And then you know, kind of

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a guy in his garage and me
and him in his garage working on something.

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He went actually in his garage.
He was in his living room.

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But yeah, we worked on,
you know, just something that we could

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show to companies, and then from
there we went into full scale, you

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know, highly scalable, high level
app development, content development, so that

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we can you know, provide this
to very large companies and make sure they

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can always help their employees. So
it's an interesting process. It's very iterative,

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never what you imagined, put in
different way. It's never what you

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started out thinking. And we've had
lots of great people that give us great

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input, and especially the users.
You know. One of the things you

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do with an app is you put
it out there and see how people use

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it, and based on how they
use it, you can add or change

410
00:28:17.839 --> 00:28:22.839
things. For instance, one of
the pieces of content that everybody really likes

411
00:28:22.920 --> 00:28:26.000
is the relationships and how to build
better relationships, and so that leads us

412
00:28:26.039 --> 00:28:30.839
to do more things with relationships.
We've actually got a piece on the app

413
00:28:30.960 --> 00:28:34.240
or activity on the app called Relationship
Builder. We're you know, in the

414
00:28:34.279 --> 00:28:38.559
early stages of now and so we
learned things from the user, we learned

415
00:28:38.599 --> 00:28:42.720
things from people we talked to,
and then we try to adapt and make

416
00:28:42.759 --> 00:28:48.839
it what people want. I think
it's brilliant, just brilliant, very inspiring

417
00:28:48.880 --> 00:28:52.319
to me. All right, So
let's talk about a little bit with the

418
00:28:52.359 --> 00:28:56.359
companies that you work with. So
I'm interested to understand how do you work

419
00:28:56.400 --> 00:29:00.559
with companies to help them improve the
mental health and the will being of their

420
00:29:00.559 --> 00:29:03.279
employees. And you know, how
does that Does it show up as this

421
00:29:03.359 --> 00:29:07.599
is an employee engagement opportunity? Does
it show up as this is a well

422
00:29:07.599 --> 00:29:11.759
being function? What is that?
Yeah? And you know, one of

423
00:29:11.759 --> 00:29:15.599
the things we're doing is getting lots
of calls these days because employers and especially

424
00:29:15.599 --> 00:29:19.559
COVID nineteen has allowed them to do
this. They care about their employees.

425
00:29:19.599 --> 00:29:23.160
They really do care. And because
they care, they want to do something.

426
00:29:23.200 --> 00:29:26.880
They want to have an impact.
They understand that this is a crisis,

427
00:29:26.960 --> 00:29:30.799
anxiety, depression, suicide, It's
a crisis and they want to solve

428
00:29:30.839 --> 00:29:37.799
it. And so we look to
number one, take all of the resources

429
00:29:37.799 --> 00:29:40.960
that they want to use to help
their employees with well being or mental health

430
00:29:41.000 --> 00:29:42.240
or those kinds of things that put
them in one place. And so we

431
00:29:42.799 --> 00:29:47.920
customize the app for every company so
that they can use all of their programs

432
00:29:47.920 --> 00:29:52.359
and all their resources. Then the
other thing we do is work with them

433
00:29:52.400 --> 00:29:56.920
on how they want to engage,
and sometimes it's just lots of emails and

434
00:29:56.839 --> 00:30:02.440
other messaging to their employees about joyages
and sometimes just through a wellness platform and

435
00:30:02.480 --> 00:30:06.640
a wellness program, and sometimes it's
through their insurance program and what they do

436
00:30:06.720 --> 00:30:11.240
with their benefits and the types of
benefits they provide. So we really have

437
00:30:11.319 --> 00:30:15.680
tried to be very flexible with what
the people who care about their employees want

438
00:30:15.680 --> 00:30:19.720
to accomplish and helping them accomplish that. How can we get this to the

439
00:30:19.720 --> 00:30:26.519
most people and do the most help
and what works because with some for instance,

440
00:30:26.519 --> 00:30:30.000
we work with some cities, and
the things that work with cities are

441
00:30:30.079 --> 00:30:33.440
different than maybe what works with a
technology company, and so we talk to

442
00:30:33.480 --> 00:30:37.880
them differently. We have an NFL
football team, and the way we communicate

443
00:30:37.920 --> 00:30:41.559
with them is different, and so
we try to be very flexible. We

444
00:30:41.599 --> 00:30:45.319
try to learn, and then we
try to take those learnings and help other

445
00:30:45.400 --> 00:30:52.000
employers as well. Brilliant, Absolutely
brilliant, all right. So I always

446
00:30:52.039 --> 00:30:56.000
like to be able to take this
back for our listeners so they can really

447
00:30:56.119 --> 00:31:02.640
understand the application. So can you
share an example or a case study of

448
00:31:02.960 --> 00:31:07.880
how you help an organization maybe achieve
important goals or improve and increase mental well

449
00:31:07.960 --> 00:31:18.440
being. Sure, so in one
particular organization, we have increased. So

450
00:31:18.839 --> 00:31:22.680
what we do is we do these
assessments and we let the employees do these

451
00:31:22.680 --> 00:31:27.359
assessments, and we've shown an improvement
in the assessments on average of the employees

452
00:31:27.359 --> 00:31:30.920
over time. Now, one of
the things we don't do is no employees

453
00:31:30.960 --> 00:31:36.240
information has shared. No employer knows
what their employees are doing or going through.

454
00:31:36.480 --> 00:31:37.839
But we can take it, put
lots of people together and kind of

455
00:31:37.839 --> 00:31:41.160
give averages. And so we've been
able to show that we can help improve

456
00:31:41.599 --> 00:31:45.640
their anxiety levels over all of their
employees, improve their brain health over all

457
00:31:45.680 --> 00:31:49.319
the employees. And we got a
call, I want to say it was

458
00:31:49.359 --> 00:31:53.000
about three or four days ago.
One of the employees was used in the

459
00:31:53.039 --> 00:32:00.480
app and they really liked the app
and they had a family member who was

460
00:32:00.519 --> 00:32:05.039
at risk for suicide, and so
we have suicide resources immediately available and they

461
00:32:05.039 --> 00:32:07.720
were able to utilize those and get
that person to the help they needed.

462
00:32:08.039 --> 00:32:12.640
And then they were able to take
the app and meet with this person.

463
00:32:13.480 --> 00:32:15.359
And apparently they've been doing this for
about three or four weeks now, meaning

464
00:32:15.400 --> 00:32:21.319
us with this person on a regular
basis and just talking about different lessons in

465
00:32:21.400 --> 00:32:25.839
the app. And so they go
through, they will watch a video separately

466
00:32:25.880 --> 00:32:29.240
and then they'll come together and talk
about it. And so it gives a

467
00:32:29.279 --> 00:32:34.920
way for these two people to connect. And obviously it gave her the resources

468
00:32:34.920 --> 00:32:38.599
she needed to help with that family
member. And so this is exactly what

469
00:32:38.599 --> 00:32:42.039
we want to do. And I
always say, if we can help one

470
00:32:42.079 --> 00:32:45.839
person like that and we've accomplished our
goal and things are good, that's beautiful.

471
00:32:45.920 --> 00:32:50.640
Ray talk about working on purpose works
for me. Well, let's grab

472
00:32:50.680 --> 00:32:52.200
our last break. I'm your host, Alice Cortes. We're on the Aric

473
00:32:52.279 --> 00:32:55.279
ray White, who was the co
founder of Joyages. It's an app based

474
00:32:55.279 --> 00:33:00.160
program designed to make an impact on
the mental health crisis in America. He's

475
00:33:00.160 --> 00:33:04.319
also Chief Innovation Officer at ACAP Health, which is the leading provider of solutions

476
00:33:04.319 --> 00:33:07.119
for the employee benefits industry. You
joined today from Dallas. After the break,

477
00:33:07.119 --> 00:33:10.039
we're going to talk more about what
life and work might look like post

478
00:33:10.079 --> 00:33:27.920
pandemic. Stay with us, we'll
be right back. Doctor Elise Cortes is

479
00:33:27.960 --> 00:33:32.880
a management consultant specializing in meaning and
purpose and inspirational speaker and author. She

480
00:33:34.079 --> 00:33:39.880
helps companies visioneer for greater purpose among
stakeholders and develop purpose inspired leadership and meaning

481
00:33:39.920 --> 00:33:46.279
infused cultures that elevate fulfillment, performance, and commitment within the workforce. To

482
00:33:46.400 --> 00:33:51.720
learn more or to invite Aleise to
speak to your organization, please visit her

483
00:33:51.759 --> 00:33:55.480
at elisecortes dot com. Let's talk
about how to get your employees working on

484
00:33:55.559 --> 00:34:07.960
purpose. This is Working on Purpose
with doctor Elise Cortes. To reach our

485
00:34:07.960 --> 00:34:12.400
program today or open a conversation with
Alise, send an email to a lease

486
00:34:13.000 --> 00:34:31.840
Alise at elisecortes dot com. Now
back to working on Purpose. Thanks for

487
00:34:31.880 --> 00:34:35.599
staying with us, and welcome back
to working on Purpose. If you're just

488
00:34:35.639 --> 00:34:37.519
tuning in. My guest is Ray
White. He's the co founder of Joyages,

489
00:34:37.559 --> 00:34:40.280
which is an app based program designed
to make an impact on the mental

490
00:34:40.320 --> 00:34:45.199
health crisis in America, and the
chief innovation officer at ACAP Health, which

491
00:34:45.239 --> 00:34:47.519
is a leading provider of solutions for
the employee benefits industry. I'm your host,

492
00:34:47.519 --> 00:34:52.280
Elise Cortes. So for this last
segment here, Ray, I really

493
00:34:52.320 --> 00:34:55.360
wanted to focus on what we can
do to craft the world of life and

494
00:34:55.440 --> 00:34:58.960
work that we all want to live
in. And I do see that the

495
00:34:58.960 --> 00:35:01.760
pandemic gives us an opportunity, through
its reboot, to do just that,

496
00:35:01.840 --> 00:35:07.559
to really recast revamp the world of
work. And I care about that because

497
00:35:07.559 --> 00:35:09.440
so much of our life takes place
at work. So if we can impact

498
00:35:09.519 --> 00:35:14.280
that, we have a great chance
of greatly improving ones overall life. So

499
00:35:15.360 --> 00:35:21.639
when I think about the opportunity for
employers to reinvent the workforce and make them

500
00:35:21.719 --> 00:35:24.840
more humane, especially when you consider
that the Galop Organization says that eighty five

501
00:35:24.880 --> 00:35:28.800
percent of the global workforce does not
want to go to work on Monday,

502
00:35:28.840 --> 00:35:35.400
I see this as just an awesome
opportunity. So question for you is your

503
00:35:35.480 --> 00:35:39.239
thoughts about reinvention. How can we
better reinvent the workplace in this new opportunity.

504
00:35:40.360 --> 00:35:44.840
Well, I think one of the
things that's going to impact us is

505
00:35:44.960 --> 00:35:49.639
everybody working from home and getting used
to that. Most recent I think it

506
00:35:49.679 --> 00:35:52.400
was a Gallops that he actually fifty
nine percent of people said, Hey,

507
00:35:52.480 --> 00:35:54.800
I'd prefer to work from home.
Well, if they're going to be working

508
00:35:54.840 --> 00:35:59.679
from home, we're going to have
to have a different way to manage them.

509
00:35:59.760 --> 00:36:01.440
Right. The way we manage people
is they come in we see that

510
00:36:01.440 --> 00:36:05.480
they're there, so we know that
they're working, and that's not really true

511
00:36:05.599 --> 00:36:08.960
or the case. And so we're
going to need to do things. And

512
00:36:09.039 --> 00:36:12.440
you know, we talk a lot
about purpose, but people are going to

513
00:36:12.559 --> 00:36:15.599
need to understand the purpose of the
company and be aligned with it. Because

514
00:36:15.639 --> 00:36:20.519
if you're working from home and you
get up in the morning, why would

515
00:36:20.559 --> 00:36:22.000
you go to work? Why do
you want to, you know, be

516
00:36:22.119 --> 00:36:25.760
diligent when nobody's watching you, except
you're aligned with the purpose and you believe

517
00:36:25.800 --> 00:36:30.440
in what the people are doing.
And so, you know, purpose is

518
00:36:30.480 --> 00:36:31.840
one of the main ways, but
there's lots of ways. We're going to

519
00:36:31.880 --> 00:36:37.760
have to manage people differently, look
at things differently, and basically allow people

520
00:36:37.760 --> 00:36:42.239
to be more flexible to live their
lives in a different way than what we're

521
00:36:42.320 --> 00:36:47.239
used to. Agreed, one of
the things that I'm so present to one

522
00:36:47.280 --> 00:36:50.840
of the great things about gettingto host
this show, Ray is every week I'm

523
00:36:50.880 --> 00:36:53.960
having a delicious, nurturing conversation with
somebody who generally teaches me something or helps

524
00:36:54.000 --> 00:36:58.559
me see things a little bit differently. And I had a fantastic conversation a

525
00:36:58.639 --> 00:37:01.280
couple weeks back with Marcus Buckingham,
who spent twenty five years at the Gallop

526
00:37:01.360 --> 00:37:06.360
organization and was part of the whole
Strengths movement and still is today, And

527
00:37:06.400 --> 00:37:12.400
he's very much keen on the notion
of helping organizations to separate themselves from the

528
00:37:12.440 --> 00:37:17.320
old bureaucratic processes that were built to
make life easy for the company but frankly

529
00:37:17.440 --> 00:37:22.239
miserable for the individual employee that was
had to conform to it. So he's

530
00:37:22.320 --> 00:37:27.519
very much out to create a more
humane workplace and really individualize the experience for

531
00:37:27.599 --> 00:37:30.559
people. So one of the people
that I'm coaching, she was mentioning that

532
00:37:31.840 --> 00:37:35.320
in her work and her team.
She said, some of the people are

533
00:37:35.400 --> 00:37:38.400
loving just to your point, staying
at home and they're thriving, and others

534
00:37:38.480 --> 00:37:40.800
hate it and need to get back. And so she said, I recognize.

535
00:37:40.840 --> 00:37:45.039
I want to accommodate both of those
parties so they can be their best

536
00:37:45.800 --> 00:37:51.119
brilliant, Right, that's the opportunity. So from that vantage point, Ray,

537
00:37:51.239 --> 00:37:53.800
what do you think leaders and companies
can do to help employees ease back

538
00:37:53.840 --> 00:37:58.199
to work when they actually do come
back. Well, So there's a couple

539
00:37:58.199 --> 00:38:01.840
of things. Number One, we
need to understand that people are going to

540
00:38:01.920 --> 00:38:09.559
be scared that they've actually gone through
trauma. There's actually a risk of PTSD

541
00:38:09.679 --> 00:38:15.519
post traumatic stress from people being scared
about financials, scared about their health,

542
00:38:15.599 --> 00:38:19.199
those kinds of things. And so
the first thing is to recognize that these

543
00:38:19.239 --> 00:38:22.400
people are going to be going through
all kinds of things. And then to

544
00:38:22.480 --> 00:38:28.559
your point, there's these people who
really will feel safer, they'll feel more

545
00:38:28.559 --> 00:38:30.960
comfortable if they can stay at home, and there's these other people that really

546
00:38:30.960 --> 00:38:35.480
need to interact with people, and
they need to go see people and be

547
00:38:35.559 --> 00:38:40.039
around people. And so if we
can understand that they're scared and that they're

548
00:38:40.159 --> 00:38:45.920
stressed and they're anxious, and then
we can build systems that allow them to

549
00:38:45.079 --> 00:38:51.920
make choices that keep them comfortable,
then the employers are going to be much

550
00:38:52.000 --> 00:38:55.960
more successful. For instance, we
can open up our offices and say if

551
00:38:57.000 --> 00:39:00.360
you want to come in, you're
welcome, but you don't have to come

552
00:39:00.400 --> 00:39:04.840
in, and that gives people the
option to decide what they're going to do

553
00:39:05.000 --> 00:39:09.000
and to pick what works best for
them. And then we can also have

554
00:39:09.119 --> 00:39:14.000
work groups and let work groups decide. Maybe work groups don't want to come

555
00:39:14.039 --> 00:39:16.440
in five days a week, Maybe
they want to come in every Tuesday and

556
00:39:16.480 --> 00:39:20.800
Thursday and work from home on Monday, Wednesday and Friday, and maybe that

557
00:39:20.880 --> 00:39:23.360
work group it works for them.
So if we could be flexible like that

558
00:39:23.519 --> 00:39:28.719
and kind of look at first off, understand the emotions that people are going

559
00:39:28.760 --> 00:39:31.320
to be going through with all this
change, and then adapt to that and

560
00:39:31.360 --> 00:39:36.320
be flexible to that, then I
think we can really build something well where

561
00:39:36.360 --> 00:39:39.559
our employees will appreciate it and where
we'll have them be more productive and more

562
00:39:39.559 --> 00:39:45.000
engaged. I like it. I
like it. Okay, let's talk about

563
00:39:45.159 --> 00:39:49.440
let's step up a little bit further. So we've been talking about the workplace

564
00:39:49.480 --> 00:39:52.920
here Ray and the individuals who contribute
to it and are part of it and

565
00:39:52.000 --> 00:39:54.880
interacting with it. What I want
to do next is I want to look

566
00:39:54.920 --> 00:40:00.199
at, like from the socio economic
vantage point of the cascading effects of more

567
00:40:00.199 --> 00:40:04.559
of an increased workforce. Obviously,
the very first thing that's going to we

568
00:40:04.639 --> 00:40:07.000
notice is we'll notice that the traffic
is less, and then of course we

569
00:40:07.039 --> 00:40:10.400
have less oil consumption. We're already
seeing that. What else do you see

570
00:40:10.480 --> 00:40:15.840
playing out in terms of these kinds
of patterns. One of the major patterns

571
00:40:15.920 --> 00:40:21.920
is how we measure work and again, you know, the old way that

572
00:40:21.920 --> 00:40:27.159
we've been doing since, you know, the early nineteen hundreds is activity.

573
00:40:27.239 --> 00:40:30.679
If we see enough activity, which
means if we see people at work,

574
00:40:30.760 --> 00:40:35.360
we assume they're doing their email,
we assume they're being productive and engaged.

575
00:40:35.880 --> 00:40:39.519
And so that's going to now change
to what are they actually accomplishing? And

576
00:40:39.599 --> 00:40:45.920
it'll be a situation where we don't
really care how many hours they work.

577
00:40:45.960 --> 00:40:47.880
I know that sounds crazy, but
we don't really care how many hours they

578
00:40:47.880 --> 00:40:52.440
work. We'll give them a set
of goals and if they achieve those goals

579
00:40:52.480 --> 00:40:55.039
and they achieve those results, then
they'll be happy. We'll be happy,

580
00:40:55.079 --> 00:40:59.000
and it won't matter how long it
took them. Some people it will take

581
00:40:59.039 --> 00:41:01.920
sixty hours, twenty hours, but
that doesn't matter. What did you achieve.

582
00:41:02.679 --> 00:41:07.800
The other thing is this concept,
especially with telecommeding, that geography is

583
00:41:07.840 --> 00:41:12.159
no longer a factor. And if
geography is no longer a factor, then

584
00:41:12.639 --> 00:41:16.079
we have to think of not just
the best ten engineers in Dallas, but

585
00:41:16.159 --> 00:41:21.480
the best ten engineers from around America, and we could have, you know,

586
00:41:21.960 --> 00:41:24.360
the best in America, not just
the best in this area. And

587
00:41:24.440 --> 00:41:31.280
so measuring results and managing people based
on results and understanding that geography is no

588
00:41:31.320 --> 00:41:35.679
longer a limitter is really going to
change the way we look at how we

589
00:41:35.760 --> 00:41:39.199
manage and work with people. That's
really interesting. I happened to read something

590
00:41:39.360 --> 00:41:45.400
very just recently ray about Facebook addressing
that whole geography issue. By the way,

591
00:41:45.400 --> 00:41:49.079
we can whatever is moving in your
background, we can hear all that

592
00:41:49.119 --> 00:41:52.599
sound. I don't know if you
can stop that movement, but it's showing

593
00:41:52.679 --> 00:41:55.760
up anyway. I think it was
Mark Zuckerberg who was talking about this,

594
00:41:55.880 --> 00:41:59.280
but he said, you know,
we'll need to address and make sure that

595
00:42:00.000 --> 00:42:05.239
as people maybe they do relocate geographically. And you know, the interesting thing

596
00:42:05.239 --> 00:42:08.039
about that to think about is if
they really ocate into a place where it's

597
00:42:08.079 --> 00:42:12.039
a lower cost of living. He
wants, of course, to be able

598
00:42:12.079 --> 00:42:15.559
to understand that in terms of how
he pays. Fascinating right, thinking about

599
00:42:15.639 --> 00:42:19.920
where people will just get up and
start to move. I know somebody here

600
00:42:19.960 --> 00:42:23.599
in Dallas who just relocated from Dallas
to Phoenix for it was a better,

601
00:42:23.760 --> 00:42:30.320
better business environment for him. Fascinating
right, comments thoughts, Yeah, Yeah,

602
00:42:30.320 --> 00:42:34.599
I think that's exactly what's going to
happen. And I think that we

603
00:42:35.000 --> 00:42:37.719
maybe won't even care where they live, and you know, I don't necessarily

604
00:42:37.800 --> 00:42:40.960
want to look at the geography of
where somebody is going. I just want

605
00:42:40.960 --> 00:42:45.960
to say, are you there?
Can you deliver the results that we want

606
00:42:45.000 --> 00:42:49.800
you to deliver? Because a lot
of people maybe they don't live in one

607
00:42:49.840 --> 00:42:55.639
place, maybe they're in Atlanta today, in la tomorrow and Canada the next

608
00:42:55.760 --> 00:43:00.639
day, but they're still delivering and
they're still doing their job and that's okay,

609
00:43:00.760 --> 00:43:04.760
and that's that's what we want.
And so you know, that's I

610
00:43:04.760 --> 00:43:07.119
think, you know, when geography
is no longer an issue, we don't

611
00:43:07.119 --> 00:43:10.760
even have to know that. All
we have to know is this is the

612
00:43:10.800 --> 00:43:15.280
result we asked for and are you
going to deliver on it. I just

613
00:43:15.360 --> 00:43:20.800
love the idea that it opens literally
not figuratively, literally a space for people,

614
00:43:20.960 --> 00:43:23.280
right, a clearing for them to
step into as their life and their

615
00:43:23.280 --> 00:43:30.519
lifestyle asked them to. I think
it's beautiful. Yeah, it's really gives

616
00:43:30.519 --> 00:43:35.079
people a lot of autonomy. It's
really freeing and it you know, you

617
00:43:35.159 --> 00:43:37.559
get more loyalty. So I actually
worked in a company we had six hundred

618
00:43:37.559 --> 00:43:42.519
and fifty people one hundred percent virtual, well, it was ninety five percent

619
00:43:42.599 --> 00:43:46.880
virtual. We had one small office, but we had extremely good loyalty.

620
00:43:47.119 --> 00:43:52.239
The number of people who stayed with
us was in the ninety five percent range,

621
00:43:52.280 --> 00:43:57.079
and so you know, people will
be loyal, they'll be happier.

622
00:43:57.760 --> 00:44:00.519
By the way. One of the
challenges we have today is we have to

623
00:44:00.519 --> 00:44:05.519
give lots of promotions to keep people
happy, keep people interested. You don't

624
00:44:05.519 --> 00:44:08.480
have to give as many promotions if
you're much more flexible with your geography and

625
00:44:08.519 --> 00:44:13.920
where people work, and also with
the hours they work. If you can

626
00:44:14.000 --> 00:44:16.199
let people not have to work nine
to five, it can work when they

627
00:44:16.239 --> 00:44:21.360
work best, whether that's at midnight
or whether that's at six am. Again,

628
00:44:21.480 --> 00:44:25.679
people are very appreciative of that opportunity. I love that. You know.

629
00:44:25.760 --> 00:44:28.920
One thing we kind of passed over
that and I wanted to make sure

630
00:44:29.159 --> 00:44:32.119
we discuss ray is I'm interested in
your perspective and how we can better support

631
00:44:32.199 --> 00:44:37.039
today than the remote workforce. I
mean, it's robustly emerged and a lot

632
00:44:37.039 --> 00:44:39.800
of people are like suddenly thrown into
this and they're not used to working from

633
00:44:39.800 --> 00:44:42.920
home. I've been doing it for
a decade, you know, more than

634
00:44:42.960 --> 00:44:46.480
a decade. What can we do
to help that group better? Well?

635
00:44:46.480 --> 00:44:51.079
One of the most important things we
can do is make sure we start utilizing

636
00:44:51.119 --> 00:44:54.920
technology. People have learned now that
you can get somebody on a zoom and

637
00:44:54.960 --> 00:44:58.760
because you can look at an eye
to eye on a zoom or on a

638
00:44:58.760 --> 00:45:01.719
Skype or something, it's a much
better experience. You know, what we

639
00:45:01.760 --> 00:45:07.480
do is we do conference calls and
we can't hear the person on the other

640
00:45:07.599 --> 00:45:09.760
line. They can't really participate and
we don't know what they're doing. So

641
00:45:09.840 --> 00:45:14.280
if we can get people on these
video chats video calls that we can see

642
00:45:14.320 --> 00:45:16.400
them and they can see us,
that we can see when they're interested in

643
00:45:16.440 --> 00:45:20.960
saying something, we can help them
join in the conversation, then that's going

644
00:45:21.039 --> 00:45:27.320
to go a long way to helping
us interact with and successfully have remote workers

645
00:45:27.559 --> 00:45:30.760
and people who want to come into
the office today but maybe need to be

646
00:45:30.800 --> 00:45:32.440
home tomorrow to do something with their
kids or take care of their kids or

647
00:45:32.440 --> 00:45:37.239
something. So building the technology around
it, and again we talked about building

648
00:45:37.280 --> 00:45:42.079
the goals and how we manage around
it. This belief that you know you

649
00:45:42.119 --> 00:45:45.280
either work forty hours or you're no
good is not true. It's really what

650
00:45:45.400 --> 00:45:50.360
results do you produce, And the
more we can manage based on results and

651
00:45:50.480 --> 00:45:53.719
manage based on production rather than based
on whether you're sitting in a chair.

652
00:45:55.199 --> 00:45:58.920
Again, the more the happier they'll
be, the more flexible will be,

653
00:45:58.960 --> 00:46:02.639
and the more productive and ah still
be Oh that's so encouraging and empowering.

654
00:46:02.719 --> 00:46:06.800
I love that. All right,
we're almost out of time here, just

655
00:46:06.880 --> 00:46:10.079
maybe a quick thought. I wanted
to hear any perspective you have on forecasting

656
00:46:10.119 --> 00:46:13.679
and where the world, where the
world of work might be going stay in

657
00:46:13.679 --> 00:46:16.480
the next two to five years,
and how we can support and enable these

658
00:46:16.519 --> 00:46:22.239
workforce members in that time period.
Yeah. So in my world, I

659
00:46:22.320 --> 00:46:25.039
believe that mental health is going to
be a big issue, and emotional health

660
00:46:25.079 --> 00:46:30.920
and supporting people. It used to
be that your private life was at home

661
00:46:30.000 --> 00:46:32.840
and all your emotional life was at
home, and then at work you were

662
00:46:32.880 --> 00:46:37.559
stoic. And that's not really true. It's never been true, and people

663
00:46:37.599 --> 00:46:40.719
are starting to realize that we have
to recognize that people have emotions both good

664
00:46:40.840 --> 00:46:45.280
and bad at work, and it's
okay to have bad emotions as long as

665
00:46:45.280 --> 00:46:49.719
you don't have bad actions. So
that's the first thing, is this belief

666
00:46:49.760 --> 00:46:54.920
and emotional and understanding that emotions reside
in the workplace. Another thing, because

667
00:46:55.360 --> 00:46:59.000
more people are going to be working
from home, we're going to have to

668
00:47:00.119 --> 00:47:05.639
adapt and how we manage people and
how we help people grow and learn and

669
00:47:05.679 --> 00:47:08.400
participate. And then the third thing
is, you know, we're learning how

670
00:47:08.400 --> 00:47:13.480
to have meetings on technology, and
so there's gon to be a lot less

671
00:47:13.519 --> 00:47:17.400
travel, a lot less people flying
from one city to another because they won't

672
00:47:17.440 --> 00:47:22.519
need to as much. And so
how you look at travel, and how

673
00:47:22.559 --> 00:47:27.679
you look at how you manage,
and how you look at understanding what emotions

674
00:47:27.719 --> 00:47:30.800
people are going through, all those
things, you're going to have significant changes.

675
00:47:31.000 --> 00:47:36.239
And a futurist I pre recorded his
show it's coming out in June.

676
00:47:36.320 --> 00:47:38.119
We were talking about the world of
work and the digitization of all that,

677
00:47:38.199 --> 00:47:44.320
and he says that it's really important
to develop soft skills like emotional intelligence and

678
00:47:44.400 --> 00:47:49.239
empathy to be able to frankly have
a role in the world that will be

679
00:47:49.280 --> 00:47:52.039
highly digitized, because machines can do
that as well as we can. And

680
00:47:52.079 --> 00:47:57.039
I think that is an excellent thing
to consider. Yeah, I think that's

681
00:47:57.039 --> 00:48:00.239
going to be. Like you said, it's a human strength and one of

682
00:48:00.280 --> 00:48:04.159
the reasons we need to use video
instead of necessarily conference calls is the concept

683
00:48:04.199 --> 00:48:07.800
that if I can look into somebody's
eyes and see what they're saying, I

684
00:48:07.800 --> 00:48:10.920
can understand maybe what's happening for them, and what they're holding back, and

685
00:48:10.960 --> 00:48:15.719
maybe what they're not not sharing,
and those things are really important. And

686
00:48:16.360 --> 00:48:20.519
by the way, that interaction is
important for us as humans. We need

687
00:48:20.960 --> 00:48:22.760
to see people eye to eye.
We need that interaction. And by the

688
00:48:22.760 --> 00:48:25.679
way, we need to hug people
and touch people as well. COVID nineteen

689
00:48:25.800 --> 00:48:30.519
is really heart inness on that.
So you just have to hug and touch

690
00:48:30.559 --> 00:48:36.039
people that are that you know are
healthy. But we need interaction with people

691
00:48:36.960 --> 00:48:39.400
visibally and physically. Absolutely we do. I lived in Brazil for a couple

692
00:48:39.400 --> 00:48:43.880
of years. The Brazilians taught me
two things. One how to communicate and

693
00:48:43.880 --> 00:48:46.760
connect with people, which involves touching, and two just really how to develop

694
00:48:46.840 --> 00:48:51.599
meaningful relationships. So thank you all
my Brazilian friends. Mundo Brigada. All

695
00:48:51.679 --> 00:48:53.320
right, so here we are at
the close rate. It happens so fast.

696
00:48:53.519 --> 00:48:58.039
This program is really intended to help
people across the world develop more meaning,

697
00:48:58.079 --> 00:49:00.000
passionate, inspiration and purpose in their
lives, in their work. What

698
00:49:00.000 --> 00:49:04.159
would you like to leave them with? I think The big thing is go

699
00:49:04.239 --> 00:49:07.360
out and help somebody else. If
you go out and help somebody else,

700
00:49:07.880 --> 00:49:09.440
that's going to help you. It's
going to make them better. It's going

701
00:49:09.519 --> 00:49:13.280
to make the world better. And
if we just all did that, then

702
00:49:13.320 --> 00:49:17.039
I think the world would be better
tomorrow. So I agree we're arm at

703
00:49:17.119 --> 00:49:20.960
arman and that Ray, Let's do
this together. And thank you for joining

704
00:49:21.039 --> 00:49:22.639
us today and sharing your heart,
your soul, your experience and the work

705
00:49:22.639 --> 00:49:27.039
that you're doing at Joyages is fantastic. Sure LEAs, thanks for your time.

706
00:49:27.440 --> 00:49:30.840
Welcome listeners. We want to learn
more about Ray White, Joyages,

707
00:49:30.000 --> 00:49:34.320
his books, or anything else he's
up to start by going to the website

708
00:49:34.400 --> 00:49:38.480
joyages dot com. Let me spell
that for you. It's joy Ages j

709
00:49:38.519 --> 00:49:43.719
O yag ees dot com. Last
week, you you missed the live show,

710
00:49:43.719 --> 00:49:45.000
you can always catch a be a
recorded podcast. We were on the

711
00:49:45.000 --> 00:49:50.639
air with doctor Nahas Sanguan talking about
how handling emotions contributes to good health,

712
00:49:50.920 --> 00:49:54.000
sound communication, and better relationships.
Sound familiar. Next week we'll be on

713
00:49:54.039 --> 00:49:58.639
the air with Patrick David Bett,
the founder and CEO of PHP Agency and

714
00:49:58.679 --> 00:50:04.079
the co author of a books release
called Your Next Five Moves Clearer Thinking solve

715
00:50:04.199 --> 00:50:07.599
faster, scale bigger, and achieve
your vision as an entrepreneur. See you

716
00:50:07.679 --> 00:50:08.800
there. Remember that work is at
least a third of our life, So

717
00:50:09.039 --> 00:50:17.800
let's work on purpose. We hope
you've enjoyed this week's program. Be sure

718
00:50:17.800 --> 00:50:22.159
to tune in too, Working on
Purpose featuring your host, doctor Elise Cortes,

719
00:50:22.440 --> 00:50:28.280
each week on the Voice America Empowerment
Channel. Together, we'll create a

720
00:50:28.320 --> 00:50:36.000
world where business operates conscientiously. Leadership
inspires impassioned performance, and employees are fulfilled

721
00:50:36.039 --> 00:50:39.199
in work that provides the meaning and
purpose they crave. See you there,

722
00:50:39.639 --> 00:50:42.119
Let's work on purpose.