Learning from the Best: 12 Habits that Separate the Unicorns among Leaders from the Rest

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W FOURCY Radio. What's Working on
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this world we all want Working on
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Relise Cortes. Welcome back to the
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in this week. Great to have
you. This show has been on air

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since February of twenty fifteen. It
is a pride and joy of mine.

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I'm your host, doctor Elise Cortes. If we have not met before and

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

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speaker and author. My team and
I at Gusto Now help companies to enliven

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by meaning and purpose to turn those
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too their full potential, and are
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company's mission. You can learn more
about us and know we can work together

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at Eliscortes dot com and gustodeshnow dot
com. Now getting into today's program with

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us, we have William van der
Bluman, who has been leading the vender

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Bluman Search Group for fifteen years,
where they are regularly contained to identify the

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best talent for teams, manage succession
planning, and told on all issues regarding

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teams. This year, vander Bouman
will complete their three thousandth executive search.

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Prior to his search career, William
served as a senior pastor at one of

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the largest Presbyterian churches in the United
States. He is the author of Be

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the Unicorn, Twelve data driven habits
that separate the best leaders from the rest.

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She'll be talking about today on the
program He Knows It Today from Houston,

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Bill William, Welcome to Working on
Purpose. Thanks Elise, appreciate you

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having me, absolutely, and let's
just celebrate this gorgeous thing you brought into

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the world. Look at this.
Oh, it's just every time, William.

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Every time I get a new book, and it's every week I read

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a book. It's always amazing to
me. You know what. I know

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what it takes to bring a book
into the world. And I will tell

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you this, my friend, this
is harder to bring you into the world

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than a child. I've done both. Okay, so I'm quoting you forever

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now. Absolutely. I mean I
tell people say, why do you write

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the book? And so well,
it's not because I wanted to. It's

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not I mean, it's not fun. You won't make money unless your last

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name is Rowling, you know.
So you know, we have seven children.

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So I have been and I tell
people this all the time, So

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now I can actually quote you.
I've been in the labor and delivery suite

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many, many, many times.
I have not given birth to a child.

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I do not know what it's like
to give birth to a child.

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I'm not saying anything or minimizing giving
birth to a child, but man,

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getting a book out of you feels
like what it looks like my wife has

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gone through. Oh, that's a
great way to say it. Well,

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I'm not to say a great way
to say I'm gonnaquote you on that.

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Okay, Well, I have to
tell you it's a miracle to bring a

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child in the world. I'll just
say that. So I have to tell

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you. You won't know this from
because you wouldn't know this about my background.

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But one of the things I really
appreciate about what you've done in your

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book is where you drew your your
analysis from. Because I started my career

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in human capital twenty five years ago
in recruiting. So I want to start

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by saying that you do have a
very unique vantage point on which to be

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able to understand these and discern these
twelve habits. So I just want to

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celebrate that first thank you, thank
you. Sometimes the expert is not the

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smartest person, it's just the one
with the most repetitions. Yeah, yeah,

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no, I but you have a
really really interesting, you know,

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bird's eye view on this, especially
because of the kinds of people you recruit

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for organizations that you search for.
So again, as you say you're not

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staffing all positions, you've been asked
to get the next superstar. So that's

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just huge. So anyway, really, I mean, I'm envious that you

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have such a great data set,
so we won't have time to get into

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all twelve of the habits. And
besides all that, ladies and gentlemen want

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we want you to get the book
anyway, So we're going to talk about

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a few of them that I think
are really pretty interesting and really add to

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what this shows curated content really really
has already provided in the nine years you

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had on air. So I want
to start with the notion that you tal

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talk in your book, and I
love the way that you've laid it out.

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It's so crisp and well organized.
But you talk about the habits and

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then you talk about why hired managers
favor them, and then you talk about

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how we can cultivate them in ourselves, which I just think is wonderful.

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So the first habit that I want
to talk about is this idea of the

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fast and so that's not really something
we hear a lot about, you know,

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being fast, as it's distinguishing habits. So bring that to life for

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us a little bit if you will, Wow, Well, is it okay

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if I give a little backstory please? Yeah. So this started as a

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selfish research project. I wanted to
figure out how to spot top talent quickly.

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Like so during the pandemic we had
a shutdown, right and some everybody

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had a little time on their hands, and we realized we've now done thirty

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thousand top top top interviews. Not
we've done more than that in interviews,

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but the last best of the best, we've done thirty thousand of those.

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And so we asked a question,
like, of the best of those,

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do these people have anything in common? And that was the question that sort

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of led to a selfish study figuring
if I can spot these people quicker,

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I'll be a better search consultant,
clients will be happier, Everything goes faster

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and better. A surprise happened on
the way we studied what these people had

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in common, and it was an
absolutely consistent and an absolute surprise. I

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would be IQ of one sixty they
all have that. No, I thought,

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well, maybe they all got to
go to great schools and have a

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pedigree and a network and you know
Ivy League that sort of thing. Nope,

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that wasn't it either. It wasn't
even as mundane as they all had

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fabulous hair, which I'm jealous of, or that they were the quarterback or

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they head cheerleader or whatever the thing. It wouldn't any of those sort of

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outward appearance or inborn things. It
wasn't even traits that they had. What

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they had in common were habits,
things that they do, particularly as it

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relates to how humans treat other humans. And these habits that came out are

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absolutely coachable. Yeah I didn't know
that. Yes, absolutely, it's training.

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It's a development plan. And when
I realized, oh my gosh,

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we're not just able to spot a
unicorn, now I'm able to teach you

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how to become one. Well then
it was like, I think we got

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to write a book. And the
first so each you know, there's an

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intro chapter and then maybe another one. But then you get to twelve chapters

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on these twelve habits, right,
the very first one is the fast,

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And I get asked about this a
lot. I'm not entirely sure why they

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ended up being the first one.
I do know that it's the easiest one

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to tweak in your life to make
you stand out in craft. So what

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do you mean, William, I'm
not fast? At least I'm not fast

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either. I'm Dutch. We're not
built for speed. We're built for wind

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resistance. So like, it's done
great. So it's not speed, it's

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responsiveness. And I probably could have
said responsiveness, but that wouldn't have led

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to fun questions like this one.
So fast does not mean I ran a

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four three forty of the combine.
Fast does not mean, you know,

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I can juggle and all the fast
just means I get back to people.

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And it turns out these unicorns,
the best of the best we've ever interviewed,

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are almost compulsively driven to get back
to people. And then when you

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look a layer beneath that and say, well what about everybody else, we're

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all pretty horrible at it. Yes, agreed, I mean just included.

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Yes, Oh, I fail all
the time. At it. But but

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like we went past our candidates,
we went to well, we surveyed all

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thirty thousand of our unicorns. We
also surveyed two hundred and fifty thousand people

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that are just you know, random
sample sized sort of thing. And what

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was so interesting is people graded themselves
of the two hundred fifty thousand, the

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non unicorns, the rest of us, the normal people. We interviewed the

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or surveyed the two hund fifty thousand, and in a very long survey,

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asked them, would you grade yourself
above average, below average average at these

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following things? Are you above average
or not at getting back to people?

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And the overwhelming answer was oh yes, okay, great. The average response

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time for people to take the survey
we sent them, yeah, so it

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was about six days. We called
the people at survey monkey that we had

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hired out to help us run this
thing, So what's the average response time?

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They're like, most of your good
responses are going to come in in

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the first three to four days.
So what does that tell you? People

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that were grading themselves above average are
below average? So we're not good at

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getting back to people we talked to. At least this I'm going to date

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myself here. But do you remember
e harmony? Oh yeah, yep,

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it's kind of the og. It's
before we were ever swiping right or left.

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You know, it's the beginning.
And we said, so, when

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your software sends one of your subscribers
a hey, we may have found a

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potential match, how's the response time, it's terrible. And think about that

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for a minute. A site like
e harmony fabulous outlook for people that are

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trying to find someone to spend their
life with. Right, And theoretically everyone

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in that database is motivated to try
and find someone that they can spend their

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life with. And then when you
get a prospect, you wait forever to

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write back. Right. We saw
marketing and I can bore you with all

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kinds of studies, but the reality
is the unicorns are all most scary,

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how driven they are to get back
to people quickly, and the rest of

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us are not. And if it's
it, it is the first chapter,

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and it is the easiest tweak is
the easiest one. If you will start

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getting back to people, you will
rise to the top, whether it's in

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dating or parenting or business or what
have you. So yeah, and we

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can talk in great detail about that
or not, depending on what helps you

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and the listeners today, Well,
thank you. I what I would love

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to do is get through like a
good like three or four of these,

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So let's not go super in detail. But what I do want to do,

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because what I love about hosting the
show is I like it to be

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one part educational, one part inspirational, so to be able to walk away

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put in the stuff to work.
So one of the other tips that you

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put in your book on learning how
to Cultivate the Fast was to make incentives

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for faster responses, So encourage your
people to respond more quickly and so that

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you know, you see lots of
times that there's a service level agreement of

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respond within twenty four hours or whatever
it is. Maybe it's something else,

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but I like that idea too.
And then setting you also say to say

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quick, achievable, achievable deadlines.
And then you also just cracked me if

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you said no one needs a month
to make their benefits elections. Now they

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do not. So just little things
like that, I think that just really

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gives some guardrails we be able to
figure out how do I become more fast?

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Well, and I'm still learning it. I remember I was a lifetime

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ago. I was a pastor long
long, long time ago. I was

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a very very young senior pastor of
a church were I was called in to

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help them with a relocation they were
doing. And we were looking for a

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new place to meet on Sundays until
our building was built, okay. And

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I'm with one of the board members
and we're riding around and driving down the

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road by the new property. So
you know that YMCA just down the road

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that they don't use that on Sundays. Like really, he said, yeah,

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I actually know the board chair.
I'm like cool. And so we

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get back to my office and he's
dropping me off from lunch, comes in

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and here's the number for the chair
okay. And then we sit and talk

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for a little bit and he looks
at me and says, why haven't you

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called him yet? And I said, Todd, I'm sitting here with you.

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And he said, William, I
want to have a place to meet

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on Sunday. Listen, let me
tell you something. The first chance you

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get to respond to people is almost
always the best chance you're going to get.

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You know, I will drilled into
me. I love that, and

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I will tell you as a result
of written in your book, I am

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also, which has been I guess
I finished it a few days ago.

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I'm doing that thanks to you.
You're teaching me already, so I'm I'm

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coachable, William uncoachable. All right, Well, let's talk about this next

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one here before we have to grab
our first break, and the next one

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that I want to talk about,
which we do talk about in the show

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quite a bit, and that's authenticity. But I like the way that you

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distinguished some of the benefits of authenticity. So first, if you could talk

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about how this is such a unicorn
habit. Why, yeah, well,

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I think you know. I work
with a lot of people who spend time

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in front of a microphone, whether
it's the CEO that does meetings, or

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a college president that's fundraising, or
a pastor or whatever it is, and

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it's amazing to me how rare it
is to find someone who's the same on

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stage as they are backstage. And
that doesn't mean authenticity does not mean always

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telling all of the story and painful
detail that's awkward and makes people go,

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oh my gosh, you need to
share all that. That's not all.

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Yes, authentic is are you the
same in the daylight as you are in

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the dark, and the unicorns are
the ones who do this. Most of

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us do not. This one scares
me a little bit at least because there

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is no privacy anymore. I understand, Yeah, I mean, how many

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times have you been talking about a
car with your phone in your pocket and

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then your social media feed has the
car ad coming up? Like right,

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So all the time. There is
no hiding anymore. And when we do

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a search for for for a candidate, we can do a social media history

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scrub to see how they're doing.
I remember a dear friend of mine whose

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son was graduating from college, and
she's like, he's getting ready to enter

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the job market. So I kind
of watched him on Facebook. Was years

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ago, and he's a senior at
college, great guy that he had a

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big college experience, and his post
profile picture on his Facebook was him in

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a toga with the caesar wreath,
the whole you know, fraternity everything.

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The day after he graduated, he
changed his picture to him walking somewhere like

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in Haiti with an orphan holding his
hand. We'll switch so, and you

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know, I get why he did
it, but but I think cultivating an

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authenticity that runs a little deeper is
is going to help you stand out?

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Yeah, and I also liked that, you know, you also talked about

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it that when we're authentic, we
it really helps build confidence and trust and

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and this is such a very important
phrase today's psychological safety. Absolutely absolutely,

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And I I can I give you
a life hack that's not in the book

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on authenticity? Can I keep it
to myself? Okay, go for it.

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So, so, if you were
sat with someone in a conversation and

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at the end of the conversation,
you're sitting there saying they made me feel

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like I was the only person in
the room. Yeah. Yeah. Most

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of the time that's happened, it's
either my wife when you know, particularly

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when you're first in a relationship and
you're all, you know, puppy,

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you know. But but surprisingly the
other times it's happened are with the most

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successful people I've ever met, and
it's because they're unicorns and there's something they're

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doing in there listening to me that
breeds authenticity trusty, and I've tried for

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it, and there are a lot
of different ways, but here's one life

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hack that can help everyone here today. Okay, look people in the eye

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when you talk to them. Oh, William, that's easy. But why

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am I tuning into this radio show? That's silly. No, no,

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no, no, no. People
don't do it, particularly gen Z and

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millennials. You know my kids who
call FaceTime us all the time from college.

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They FaceTime and I don't know why
they FaceTime because I'm looking at their

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nose, they're looking up, they're
doing something else. It's not It's not

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normal for people to look people in
the eye, and even when they do,

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people are rarely looking someone else in
the eye. What do I mean

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one of our eyes is the one
we see with the other one gives you

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peripheral vision. See really only looking
out of one of your eyes. I

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have noticed this in myself, but
I didn't know that that was actually true.

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Thank you for saying that right there. And here's the life hack.

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Ninety percent of all humans are right
eye dominant, So that means you have

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a nine to ten chance of getting
it right when you're talking to the next

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person you're talking to, look dead
in their right eye and they will walk

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away. Saying, he made me
feel special, she made me feel like

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I was in I trust her,
I believe him. He's authentic. So

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a little white hack that we learned
on the way that's not in the book,

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So freeby for everybody, bonus for
coming into the show. Okay,

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on that note, let's let them
think about that while we grab our first

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break. I am your host,
Doctor Releas cortesk. We run the Earth

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with William vender Bluman, who has
been leading the vender Blumin Search Group for

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fifteen years, where they are regularly
routined to identify the best talent for teams,

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manage succession planning, and consult on
all issues regarding teams. We've been

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talking about a couple of the data
driven habits from who Spook. After the

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break, we're going to hit a
couple more. Stay what this will be

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

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

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

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

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

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

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Purpose with doctor Elise Cortes. To
reach our program today or to open a

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00:19:51.640 --> 00:19:56.559
conversation with Elise, send an email
to a lease A l Se at Elisecortes

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00:19:56.640 --> 00:20:07.079
dot com. Now back to working
on purpose. Thanks for staying with us,

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and welcome back to working on purpose. I'm your host, doctor Early's

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Cortes, as I too, am
dedicated to helping to create a world where

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people realize their potential at work and
are led by inspirational leaders that help them

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find and contribute their greatness, and
we do business that better is the world.

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I also keep writing books so I
know the birthing experience. My last

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one came out in March of twenty
twenty three, and it's called The Great

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Revitalization How activating meaning and purpose can
radically enliven your business. I wrote it

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for leaders to help them understand the
lay of today's land, of what it

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takes to be able to attract and
keep the best talent who want meeting and

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purpose, and then I provide twenty
two best practices to help them develop that

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in their culture. If you are
just joining us, my guest is William

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00:20:44.599 --> 00:20:48.079
Vander Bluman. He is the author
of Be the Unicorn, Twelve data driven

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habits that separate the best leaders from
the rest, which we want to continue

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on here. Okay, So,
as I said, we can't give all

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of them to you, ladies and
gentlemen, but I want to give you

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a few that have really stood out
and that I thought were really crunchy for

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me. So the next one I
definitely want to hit, William is the

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one on agility. And you really
got me with that opening agile fact you

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put in your book. I also
love that you do that, that you

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have those facts for all of your
habits as well. So do you want

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to share the agile factor do you
want me to? Well, you can

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share the fact and I'll share a
personal learning. How's that? Okay?

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So you know, as somebody who
continues, you know this aging process goes

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on the agile factor you have in
your book. That really struck me,

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As you say. A physical therapist
friend told me the other day about a

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continuing education class she'd taken over the
weekend. It was on geriatric physical therapy,

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and she shared a sobering fact.
Once a person is no longer able

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to get up off the floor on
their own. Their life expectancy is less

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than five years. Practice agility,
my friends. Yeah, yeah, And

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a couple of these habits we're better
at when you're younger than as we get

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older. This is one of them. I noticed this personally years ago,

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our seventh kid, who she probbe
ten years ago. She was just a

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toddler. And I'm a very slow
jogger. Yeah, I think I remember

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the story from your book Go ahead. Yeah. And I got to the

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place where I was starting to get
injured. So I started trying to do

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stretching and I'm pretty stiff, so
you know, the stretching was harder than

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the running. And I'm at home, I've done my five mile run.

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I'm stretching. I'm sweating like crazy, just you know, trying to touch

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my toes. My daughter walks in, looks at me, sits down on

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the floor, ties herself into a
human pretzel as only a little kid can

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because they just babies bounce, they
do. And then she stands up and

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looks at me and laughs and leaves
the room. Not a word said.

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Message, Well, the youngest can
get away with that, But it dawned

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on me, Hey, William,
every day you're alive, you get less

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flexible. Humans are never more flexible
than the minute they come out of the

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womb. And that's that's agility and
learning that It's like when you can teach

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a kid to languages at once until
they're like five or six years old,

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and it does not confuse them one
bit. But when we get older and

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an iPad comes out and you say, but I like a legal pad,

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you know, the flexibility is not
what it used to be. So this

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is one that will get worse as
you get older. But nobody's working on

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it. And if you will just
put a little bit of work in,

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your agility will go up. And
I promise you your value in whatever arena

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you're living your life, whether that's
as a parent or a student, or

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an employer or an employee, it
will go up. Think back, at

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least you're such an expert on workplace
and and per I bet the people you

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talked to during the pandemic when they
talked about who they're keeping and who they

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have to let go of, the
people they kept were the ones that showed

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a lot of agility because we all
had other duties as necessary. And let's

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figure out zoom and let's figure it. That was just a new gold standard

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for people. It's only going to
continue the advent of AI, which is

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already here and is not going away, right, is going to demand that

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people learn new ways of creating value
and those who work on that agility,

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which is hard. I can touch
my toes now, but it took a

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long time. It's hard, but
it will separate you from the field and

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is worth giving a shot. I
really appreciate that, and I think that

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is so, so so true,
even talk about things like, you know,

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don't add waste to projects, you
know, don't waste time during meetings,

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00:24:55.440 --> 00:24:57.759
don't have news at all if you
can possibly do it. But there's

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this idea cost thinking about how can
you get better at things and add more

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value that I really thought was critical
and definitely wanted to be able to showcase

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for our listeners and our viewers.
Just it's as simple as take up a

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new habit, yeah, a new
hobby, learn to play the piano.

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I'm trying to learn tennis right now. My wife plays. Sooner or later,

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all these children will be grown.
We need something to do together,

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so take on and try something new. Well, And that's another one of

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the things I liked about what you
had in your book is you offer a

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section on agility test and you say
that when you're interviewing a candidate and you

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want to find out how agile they
are, you tend to ask a few

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questions. And one of them is
what new hobby have you developed? Which

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I think is fantastic. The other
one that I really thought was pretty interesting

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as asking them what part of history
do you like studying the most? That

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really really was compelling to me.
And you said why in the book do

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you want to say? Why here? Why do you have I can tell

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00:25:48.680 --> 00:25:53.119
you why right now without trying to
remember the quote in the book. You

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00:25:53.200 --> 00:26:03.079
know, my sense is people who
are drawn to seasons like the Renaissance I

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would love to live in, or
the dawn of the internet, or the

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printing press. People who are like
man that must have been fun to be

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in an era where we just discovered
a whole new part of the planet over

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here. You know, those who
lean toward that kind of thing are the

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kind of people who naturally are working
on their agility. And I mean I

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remember doing a chief communications officer search
during the pandemic Big Client, and they

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were worried about having communications that were
omni channel, like how do we do

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print media? And TikTok right like, so this person had to be able

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to think in a like polylingual sort
of way. And when I was interviewing,

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and it's very fast moving, fast
growing client, so you know,

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agility is a key. When I
was interviewing one of the candidates, I

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said, so, what you got
any new hobbies. That's kind of interesting

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00:27:00.119 --> 00:27:03.720
and she said, yeah, i'm
learning French. Well, this is southern

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California and I live in Texas.
French is not a super helpful language in

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southern California. It's not in It
is in Napa Valley, I guess,

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but not in Texas and where this
woman was. I said, oh,

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that's interesting. Why French? You
know you think Spanish should be more helpful.

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She said, well, my daughter
is a senior in high school and

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I promised her a trip to France
for her graduation. That's not going to

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happen. We're not going anywhere.
We're certainly not going to Europe anytime soon.

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00:27:36.680 --> 00:27:40.039
It'll be a year or two before
travel comes up. So we thought,

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00:27:40.119 --> 00:27:44.920
okay, why not make this fun. Why don't we both together learn

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French? So that when we go
to France, we can actually try speaking

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in French and have a full immersion
experience. And I thought that you just

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passed the interview. That's the agility
that this particular client needs with this particular

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00:27:59.720 --> 00:28:02.079
job. Mm hmm. I love
that. I think that's so great,

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so smart. It makes sense to
me, and that actually, as somebody

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who does love to speak different languages, the richness of your experience is radically

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multiplied when you actually can converse in
that country's language. It's amazing the difference.

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So okay, so all right,
so maybe that maybe that kind of

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00:28:19.680 --> 00:28:22.960
leads us somewhat over to the next
one that I wanted to talk about.

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Again, we're not talking about all
of them ladies and gentlemen, because you

393
00:28:25.240 --> 00:28:26.880
get you've got to read the book. It's awesome. But the next one

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00:28:26.880 --> 00:28:32.319
that I want to talk about is
the anticipator. Yeah, yeah, who

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00:28:32.400 --> 00:28:36.160
can think ahead, who's thinking two
or three shots ahead? You know,

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00:28:37.440 --> 00:28:41.160
not to get all religious, but
as only you probably could. Well,

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00:28:41.279 --> 00:28:44.240
it's just interesting to me. I
grew up, you know, I had

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this previous life as a pastor and
still attend church and that sort of thing.

399
00:28:47.720 --> 00:28:51.920
But you know, early on in
my career. I thought Jesus was

400
00:28:52.000 --> 00:28:55.839
so nice to refer to people as
sheep. They're fluffy, you count them

401
00:28:55.839 --> 00:28:59.599
to go to sleep. They you
know what a sweet thing, until you

402
00:29:00.079 --> 00:29:03.680
I actually got a round a sheep. They're dirty, they're nasty. They

403
00:29:03.880 --> 00:29:11.039
end up in trouble primarily because they
don't look up. They're always looking for

404
00:29:11.119 --> 00:29:15.359
the next tuft of grass. Their
head is buried in what they think is

405
00:29:15.440 --> 00:29:17.400
right in front of them. They
end up walking off a cliff and the

406
00:29:17.440 --> 00:29:19.640
shepherd has to go pull him out
of a ditch. And they they're their

407
00:29:19.720 --> 00:29:26.920
own author of bad things in their
life because they don't look ahead. Now,

408
00:29:26.680 --> 00:29:29.880
oh wait, I can't see the
future. You don't have to see

409
00:29:29.920 --> 00:29:33.279
the future. You just have to
think two or three steps ahead. It's

410
00:29:33.279 --> 00:29:37.839
as simple as the old Covey seven
habits of highly effective people. Number one

411
00:29:37.119 --> 00:29:41.680
begin with the end in mind.
You know, when Tiger Woods tease off

412
00:29:41.720 --> 00:29:45.799
on a golf hole, he is
thinking about where the pin is on the

413
00:29:45.839 --> 00:29:47.960
green, even if it's going to
take him three shots to get to the

414
00:29:48.000 --> 00:29:49.599
green, because he's going to place
the first shot so that the second shot

415
00:29:49.680 --> 00:29:56.480
in the third shot makes sense.
And most people don't do that if you

416
00:29:56.720 --> 00:30:00.720
find someone who thinks ahead, who
can just sort of anticipate what you need

417
00:30:00.880 --> 00:30:06.440
before you ever articulate it, it
makes all the difference in the world.

418
00:30:06.720 --> 00:30:11.640
The best example I know is a
woman who worked alongside me as my assistant

419
00:30:11.720 --> 00:30:14.599
for years and years. I guess
I love this story in the book by

420
00:30:14.599 --> 00:30:17.039
the way I love it, I
tell the story, yeah, please do.

421
00:30:17.599 --> 00:30:22.640
So I had a fabulous assistant and
she had three kids in about three

422
00:30:22.720 --> 00:30:23.160
years, and then all of a
sudden, it was like, well,

423
00:30:23.200 --> 00:30:30.160
I probably need to raise these children. And so she left, and we

424
00:30:30.279 --> 00:30:33.960
had a brand new employee who was
a friend of one of the people we'd

425
00:30:34.039 --> 00:30:37.200
hire that we love, and oh, I don't know what she can do.

426
00:30:37.359 --> 00:30:38.799
She can help out the office,
but she really likes our cause and

427
00:30:38.880 --> 00:30:42.039
what we're doing and the purpose at
our work. Can we give her a

428
00:30:42.119 --> 00:30:47.640
try shirt? So my assistant leaves
and this young woman's there, and I'm

429
00:30:47.680 --> 00:30:48.880
like, I need to do a
search, because at the time I was

430
00:30:48.960 --> 00:30:52.880
doing a whole lot of searches.
I was probably on ten or twelve playing

431
00:30:52.920 --> 00:30:56.279
flights a week. I was trying
to run staff while I was running three

432
00:30:56.319 --> 00:31:00.480
reports and do it. So it
was a pretty big job, and I

433
00:31:00.599 --> 00:31:06.119
said, can you man this desk
while I'm doing the search for the church

434
00:31:06.200 --> 00:31:10.519
or sure. So this is back
in the days before the iPad. If

435
00:31:10.559 --> 00:31:12.319
you can remember that far back,
or if you were alive that far back,

436
00:31:12.359 --> 00:31:15.519
I guess I should say. And
in those days, I don't know.

437
00:31:15.599 --> 00:31:18.799
Do you remember the little stick you
used to get to plug into your

438
00:31:18.799 --> 00:31:22.200
computer to get a three G signal
and you could get your email and like

439
00:31:22.799 --> 00:31:26.079
AT and T would sell and it
was almost like a mobile phone attachment to

440
00:31:26.160 --> 00:31:33.519
your Yes, yes, exactly long
time ago. So I am maniacal about

441
00:31:33.559 --> 00:31:37.119
getting back to people, and it
has been a big reason why we've had

442
00:31:37.160 --> 00:31:41.160
some good fortune in our business.
I'm getting on a plane. I'm sitting

443
00:31:41.240 --> 00:31:48.160
in the seat I picked very particularly
so that the flight attendant can't see me

444
00:31:48.319 --> 00:31:52.319
very easily, so I can keep
my computer open just a little bit longer,

445
00:31:53.359 --> 00:31:56.880
get a few more things done before
I have to close it because there's

446
00:31:56.920 --> 00:32:00.799
no Wi Fi or anything on a
plane. A lead comes through. It

447
00:32:00.880 --> 00:32:04.519
comes straight to my inbox and it's
in Spanish, and I'm like, how

448
00:32:04.680 --> 00:32:13.400
cool is this? We're now international? So I messaged Bethany and said,

449
00:32:13.400 --> 00:32:15.880
can you take care of this?
And when I land, we'll talk.

450
00:32:15.559 --> 00:32:21.279
Get up in the air and it's
not Spanish. I realize it's not and

451
00:32:21.359 --> 00:32:23.079
then I don't know it well,
but I knew enough to know this is

452
00:32:23.119 --> 00:32:30.720
Portuguese. And if you know Portuguese
at all, the best probability is this

453
00:32:30.839 --> 00:32:37.119
is Brazil, and they're a little
bit crabby when you mix up Spanish and

454
00:32:37.240 --> 00:32:40.799
Portuguese. So I land. At
the minute I land and can turn on

455
00:32:40.880 --> 00:32:45.359
my phone, I call please,
oh wait is and she says to me,

456
00:32:45.400 --> 00:32:50.279
William, you know what that wasn't
Spanish. I'm like, oh,

457
00:32:51.160 --> 00:32:53.119
you knew that. I mean,
I knew you knew some Spanish. She

458
00:32:53.240 --> 00:32:55.319
said yeah. I said, well, how'd you figure that out? This

459
00:32:55.400 --> 00:33:00.920
is before iPads, think back to
technology, right, not too far from

460
00:33:00.039 --> 00:33:06.119
dial up modems, And she said, well, I found this thing on

461
00:33:06.240 --> 00:33:10.400
a website that translates languages, which
was a new idea. So I ran

462
00:33:10.440 --> 00:33:15.079
it through a translator. I figured
out it's Portuguese. Like cool, she

463
00:33:15.119 --> 00:33:17.240
said, Now I hope I'm not
in trouble. Okay, why do you

464
00:33:17.359 --> 00:33:20.480
hope you're not in trouble? Well, I just went ahead and dealt with

465
00:33:20.559 --> 00:33:23.440
it. Okay, what'd you do? She said? Well after I read

466
00:33:23.480 --> 00:33:28.039
the translation, he was getting ready
to speak to a bunch of pastors about

467
00:33:28.079 --> 00:33:30.160
succession. And I know that you've
written on that. I know we have

468
00:33:30.240 --> 00:33:34.039
a book on that. And so
I went through our blog and I searched,

469
00:33:34.079 --> 00:33:37.400
and I know I've only been here
a week, but I found a

470
00:33:37.480 --> 00:33:39.759
white paper you wrote years ago on
succession that seemed to be the kind of

471
00:33:39.839 --> 00:33:43.640
thing that he was looking for.
So I ran it through the translator,

472
00:33:43.839 --> 00:33:46.640
got it into Portuguese. I went
ahead and branded it. I saved it

473
00:33:46.720 --> 00:33:49.880
as a PDF. I didn't want
to be able to mess with it when

474
00:33:49.880 --> 00:33:53.160
it's your words, you know,
just make it an unalterable document. And

475
00:33:53.279 --> 00:33:59.799
I went ahead and send it to
him. I hope that's okay. That's

476
00:34:00.079 --> 00:34:05.880
okay, rock Star. So so
here's here's something new. I'm no longer

477
00:34:05.960 --> 00:34:13.880
looking for an executive assistant. Will
you please join me? And it wasn't

478
00:34:14.679 --> 00:34:17.039
she's a smart lady, But it
wasn't her smarts, and it wasn't her

479
00:34:17.840 --> 00:34:22.880
responsiveness. All those things were there, but it was her ability to think

480
00:34:23.039 --> 00:34:27.679
a shot or two ahead of what
was in front of her right and say,

481
00:34:27.719 --> 00:34:30.159
how do I get something done that
will make things easier for him when

482
00:34:30.159 --> 00:34:36.880
he lands. Yeah, and oh
my gosh, hall of fame. I

483
00:34:37.360 --> 00:34:39.559
love that. And here's the funny
thing, William, I lived in Spain,

484
00:34:39.679 --> 00:34:43.199
so I still speak Spanish. I'm
here to Coasta Rican. That's so.

485
00:34:43.239 --> 00:34:45.599
I got that in court test Alo
Espanol. I lived in Rio Diijenar

486
00:34:45.679 --> 00:34:50.159
for two years, so I speak
I speak Portuguese. Huge difference between those

487
00:34:50.199 --> 00:34:53.199
two languages when you are writing them, especially, So anyway, let's let

488
00:34:53.239 --> 00:34:57.039
our listeners and viewers sort of think
about how they might be able to become

489
00:34:57.039 --> 00:35:00.360
more of an anticipator while we take
our last break. Here your host,

490
00:35:00.400 --> 00:35:02.039
Doctor release Cortes. We are on
the air with William van der Bluman,

491
00:35:02.199 --> 00:35:06.159
who has been leading the vander Blumen
Search group for fifteen years, where they

492
00:35:06.159 --> 00:35:09.880
are regularly routained to identify the best
talent for teams, manage succession planning,

493
00:35:10.079 --> 00:35:14.440
and consult on all issues regarding teams. We've been talking about a couple more

494
00:35:14.440 --> 00:35:16.079
of his habits. After the breaker, we're going to hit one more and

495
00:35:16.159 --> 00:35:20.679
then I want to hear a story
from him about someone who is radically transformed

496
00:35:20.719 --> 00:35:37.960
by learning these habits. Stay with
us. Will be right back, Doctor

497
00:35:38.000 --> 00:35:44.159
Elise Cortez is a management consultant specializing
in meaning and purpose. An inspirational speaker

498
00:35:44.280 --> 00:35:49.079
and author. She helps companies visioneer
for a greater purpose among stakeholders and develop

499
00:35:49.159 --> 00:35:53.599
purpose inspired leadership and meaning infused cultures
that elevate fulfillment, performance, and commitment

500
00:35:53.679 --> 00:35:58.159
within the workforce. To learn more
or to invite a lease to speak to

501
00:35:58.239 --> 00:36:02.079
your organization, please visit her at
Elisecortes dot com. Let's talk about how

502
00:36:02.119 --> 00:36:12.840
to get your employees working on purpose. This is working on Purpose with doctor

503
00:36:12.880 --> 00:36:16.320
Elise Cortes. To reach our program
today or to open a conversation with Elise,

504
00:36:16.519 --> 00:36:22.639
send an email to a lease a
li Se at eliscortes dot com.

505
00:36:22.119 --> 00:36:30.639
Now back to working on purpose.
Thanks as stating with us, and welcome

506
00:36:30.679 --> 00:36:34.599
back to working on Purpose. I'm
your host, doctor Elease Cortes. As

507
00:36:34.679 --> 00:36:37.920
I mentioned in the last break on
the book that I just brought out here,

508
00:36:37.960 --> 00:36:39.960
which is the great revitalization, what
I did for you is I created

509
00:36:40.039 --> 00:36:45.519
a three page assessment put it on
my website for you that will allow you

510
00:36:45.639 --> 00:36:50.480
to discernment, to determine the extent
to which your culture is suited for today's

511
00:36:50.599 --> 00:36:54.000
meeting in purpose crowd. So You
can find it at gustodeshnow dot com if

512
00:36:54.039 --> 00:36:58.480
you are now just joining us.
My guest is William van der Bluman is

513
00:36:58.519 --> 00:37:01.079
the author of Be the Unicorn,
Twelve data driven habits that separate the best

514
00:37:01.119 --> 00:37:05.599
leaders from the rest. So the
next one I want to talk about here,

515
00:37:05.719 --> 00:37:08.559
which again we do talk about on
this program quite a bit, this

516
00:37:09.079 --> 00:37:14.559
is the self aware? Please can
we find more the self aware? Yeah?

517
00:37:15.519 --> 00:37:20.079
Yeah, I need to be more
self aware. I mean, you

518
00:37:20.119 --> 00:37:24.480
know what's so interesting about the research
and the reality of self awareness? Alease,

519
00:37:25.760 --> 00:37:30.119
We asked the unicorns to force rank, like what are you best out

520
00:37:30.159 --> 00:37:36.519
of these twelve what are you worst? The self assessment of our unicorns showed

521
00:37:36.599 --> 00:37:40.119
that the unicorns believe that the weakest
of their twelve habits is self awareness.

522
00:37:42.039 --> 00:37:45.880
Okay, you turn around. Survey
two hundred fifty thousand people that are normal

523
00:37:45.960 --> 00:37:52.920
people, and ninety three percent of
them said I'm above average at self awareness.

524
00:37:54.760 --> 00:37:59.679
So you know, like I don't
have an applied math degree or anything,

525
00:37:59.800 --> 00:38:04.559
but ninety three percent of a group
is not above average. Sorry,

526
00:38:04.760 --> 00:38:08.519
right, right, So, so
on the one hand, it's a huge

527
00:38:08.599 --> 00:38:13.119
blind spot for most of us.
On the other hand, the unicorns who

528
00:38:13.159 --> 00:38:15.679
are actually pretty good at it realize
how much better they need to get at

529
00:38:15.719 --> 00:38:22.960
it. Yeah, and it's it's
just it's like when I was young and

530
00:38:22.159 --> 00:38:25.679
was it seminary at Princeton and you
have to go through all this assessment to

531
00:38:25.719 --> 00:38:30.239
see whether you can be a minister
in the Prestrian church. Some of it's,

532
00:38:30.599 --> 00:38:32.639
you know, visit with psychologists,
career counselor is this sort of thing.

533
00:38:34.119 --> 00:38:37.960
And I don't even remember which appointment
I was at, but I had

534
00:38:37.960 --> 00:38:42.280
to take all these Myers Briggs Berkman, you know, all the all the

535
00:38:42.360 --> 00:38:46.159
batteries of tests, right, And
the person came back and said, well,

536
00:38:46.639 --> 00:38:51.960
based on what you have done in
these inventories, we think that you've

537
00:38:52.000 --> 00:38:53.639
got a lot of strengths here and
here and here, and they went through,

538
00:38:53.880 --> 00:38:58.360
I mean a lot of strengths.
They're very flattering and then they said,

539
00:38:58.440 --> 00:39:06.400
it does seem that you might have
a hard time accepting criticism. And

540
00:39:07.159 --> 00:39:10.960
before I even thought, I just
looked at the person and said, I

541
00:39:12.119 --> 00:39:21.920
do not. And I'm afraid that's
where we all live to some extent.

542
00:39:22.280 --> 00:39:29.519
And it's good to know that in
the last three four years particularly, we're

543
00:39:29.639 --> 00:39:34.400
making the need for mental health more
and more of a stated thing, right,

544
00:39:34.559 --> 00:39:37.519
yes, and not just mental health
for people that are severely ill,

545
00:39:37.599 --> 00:39:40.880
but like, have you worked through
your stuff as we all have it?

546
00:39:42.199 --> 00:39:46.079
Right? And again not to go
all religious, but I think most listeners

547
00:39:46.159 --> 00:39:50.599
probably know the old saying, you
know, why didn't you get the log

548
00:39:50.679 --> 00:39:52.719
out of your own eye before you
worry about the splinter in your friends?

549
00:39:53.480 --> 00:39:57.519
And that was easy walking. And
I used to think that meant like judge

550
00:39:57.599 --> 00:40:01.880
not lest you be judged, or
you know know, hey, you know

551
00:40:01.960 --> 00:40:06.800
everybody's got a bad don't pick on
people, or a lot of what I

552
00:40:06.840 --> 00:40:12.400
didn't realize might have been behind that
teaching is until you work through your own

553
00:40:12.480 --> 00:40:16.800
stuff, you're not going to be
much help to others. So true and

554
00:40:16.920 --> 00:40:21.920
one is just hard work, it
is, and you know, really increasingly

555
00:40:22.000 --> 00:40:23.840
too to that in William, I
have come that, you know, we

556
00:40:24.000 --> 00:40:29.280
all the sooner that we can work
through all of our past pains and torments

557
00:40:29.320 --> 00:40:32.039
and and really step on the path
towards healing, the more effective and connected

558
00:40:32.119 --> 00:40:35.760
we can be. And all of
us have to do that, we all,

559
00:40:36.079 --> 00:40:37.840
none of us are immune. We
have to do it. And that's

560
00:40:37.880 --> 00:40:40.880
why some of the things who say
in the book around the self awareness habit

561
00:40:40.960 --> 00:40:45.880
that are so interesting compelling to me
is you talk about why our managers love

562
00:40:45.960 --> 00:40:49.360
this one is because the less anyone
has to tell you, the smooth things

563
00:40:49.480 --> 00:40:51.960
run right. So you have to
come. You have to if you have

564
00:40:52.000 --> 00:40:53.480
to come to somebody saying, look, you're overpowering people in meetings, you're

565
00:40:53.599 --> 00:40:57.280
an anybody to talk. They already
know that, or they're not doing it,

566
00:40:57.519 --> 00:41:00.519
just the better. And so there
were so many pearls in this one

567
00:41:00.599 --> 00:41:02.960
that I just thought, you know, one could harvest if we really put

568
00:41:04.039 --> 00:41:07.320
this stuff to work. Well,
I know I need to work on it.

569
00:41:07.840 --> 00:41:13.280
And the more I get in touch
with my need for self awareness,

570
00:41:13.360 --> 00:41:15.159
the more I realize, oh my
gosh, I got a long way to

571
00:41:15.199 --> 00:41:19.760
go. But that's probably a whole
other podcast. Yeah, yeah, well

572
00:41:19.760 --> 00:41:21.840
I'm with you on that. And
there's a couple of other things that I

573
00:41:21.960 --> 00:41:23.480
just want to call it that I
think are a really quote one in particular,

574
00:41:24.159 --> 00:41:28.719
I love this one sentence zinger in
your book, while you miss ay

575
00:41:28.760 --> 00:41:32.039
self awareness is a pact we make
with ourselves to be better for others.

576
00:41:32.719 --> 00:41:38.840
Mm hmm. That's so powerful,
so powerful, and you know, my

577
00:41:38.960 --> 00:41:43.280
experience at least has been. If
you spend your career trying to help others,

578
00:41:43.360 --> 00:41:45.400
you'll never run out of business,
right, yeah, yeah, you

579
00:41:45.519 --> 00:41:49.800
always be in demand. Well,
speaking of that, the last one that

580
00:41:49.840 --> 00:41:52.079
I want to just briefly hit before
I want to get that story from you

581
00:41:52.320 --> 00:41:57.280
is and this is this is a
really interesting this is interesting one for it

582
00:41:57.440 --> 00:42:02.119
being one of the twelve habits.
The likable Yeah, be likable, yeah,

583
00:42:02.199 --> 00:42:08.239
factic being likable. Yeah, with
you know, three thousand completed searches

584
00:42:08.320 --> 00:42:15.000
under our belt. We were sitting
around not too long ago with the consultants

585
00:42:15.039 --> 00:42:17.880
have been with me the longest,
and I was like, hey, guys,

586
00:42:17.920 --> 00:42:21.480
you know, it's one of those
after dinner kind of sit around,

587
00:42:21.559 --> 00:42:25.159
chew the fat sort of thing.
When it gets down to two finalists in

588
00:42:25.239 --> 00:42:30.000
a really big search, what do
you think the big difference between the person

589
00:42:30.039 --> 00:42:34.840
who gets the job and the person
who doesn't is And there are three guys

590
00:42:35.039 --> 00:42:39.000
there, and all of them said
some manifestation of this sentence. Oh,

591
00:42:39.119 --> 00:42:45.400
the one who plays well with others. Yeah, it's you know, And

592
00:42:45.000 --> 00:42:52.800
as we head into a much more
automated, efficient future with our new friend

593
00:42:52.840 --> 00:43:00.320
AI, the people who are likable
will last. I have a friend who

594
00:43:00.559 --> 00:43:05.559
wrote an article for The New York
Times some years back. It still gets

595
00:43:05.639 --> 00:43:08.320
googled and red and is probably twelve
years old. And the title of the

596
00:43:08.400 --> 00:43:10.199
arc you don't even need to read
the article. Can you share the title?

597
00:43:10.519 --> 00:43:16.440
What do you do with the brilliant
jerk? I've met them over and

598
00:43:16.639 --> 00:43:21.639
over and over again. They hit
all their sales numbers, and they walk

599
00:43:21.719 --> 00:43:24.480
all over people. You know.
Now there are a few, like the

600
00:43:24.599 --> 00:43:28.920
airline pilot flying my plane. I
really don't care if they're jerk. Just

601
00:43:28.920 --> 00:43:31.480
get us landed safely, right right. But for the but that may get

602
00:43:31.519 --> 00:43:37.119
automated, you know, for the
most part, the value that will last

603
00:43:37.599 --> 00:43:45.079
in the coming labor market is humans
being good to other humans, which computers

604
00:43:45.280 --> 00:43:51.199
cannot do. So, you know, to me, the likable is one

605
00:43:51.360 --> 00:43:54.320
that is almost like a secret sauce. If you can get that down,

606
00:43:54.400 --> 00:43:59.440
you can get away with a whole
lot. You know what's so amazing about

607
00:43:59.440 --> 00:44:02.039
that, William? Many many ways, That's what I do is I teach

608
00:44:02.159 --> 00:44:07.480
adults to be nicer, to be
better to each other. It's really a

609
00:44:07.519 --> 00:44:09.679
lot of the work that I'm doing. It's crazy to me. Well,

610
00:44:09.960 --> 00:44:14.840
and then it's no wonder your success
every one of these habits is how people

611
00:44:14.920 --> 00:44:20.159
treat one another. Yeah, which
really is the ballgame between you know,

612
00:44:20.239 --> 00:44:24.760
the you ever meet somebody within five
minutes, you're like, this one's special,

613
00:44:25.519 --> 00:44:31.519
this one's different. Yeah. They're
probably practicing the majority of these habits

614
00:44:31.519 --> 00:44:36.000
all at once and you don't even
realize it. Yeah. One of the

615
00:44:36.079 --> 00:44:39.079
simple things you say in terms of
cultivating this one is stop talking and listening

616
00:44:39.559 --> 00:44:43.840
more. I mean, that's so
basic. How often I know I've been

617
00:44:43.920 --> 00:44:47.239
I've been out and had conversations.
If somebody's just add nauseum, just spewing,

618
00:44:49.079 --> 00:44:54.960
your eyes are literally glazing over and
they're still going right. I think

619
00:44:55.000 --> 00:45:00.440
we've all been there, and time
has never moved slower except be in high

620
00:45:00.440 --> 00:45:04.000
school physics class. I mean then
when you're across the table from that,

621
00:45:04.960 --> 00:45:07.679
I know, I know exactly.
So, Okay, we're getting close to

622
00:45:07.760 --> 00:45:08.599
being running out of time, So
I want to make sure we're and give

623
00:45:08.599 --> 00:45:13.039
you the chance here. I would
love for you to conjure in that data

624
00:45:13.079 --> 00:45:16.559
bank memory of yours somewhere a story
about someone that you've known or work with

625
00:45:16.639 --> 00:45:22.199
who has cultivated one or more of
these habits and realized some kind of major

626
00:45:22.239 --> 00:45:25.880
transformation in the process or having done
so. Yeah, I would say maybe

627
00:45:25.960 --> 00:45:36.159
the first thing that comes to mind, okay, would be my wife learning

628
00:45:36.880 --> 00:45:38.920
a new level of agility. We
got were blended family. She had two

629
00:45:39.000 --> 00:45:45.320
kids and they were little when we
got married, and all of a sudden,

630
00:45:45.360 --> 00:45:50.639
she's a mom of middle schoolers and
a high schooler. Wow. And

631
00:45:51.880 --> 00:45:57.760
watching her force herself into learning new
ways of stretching and growing and that's really

632
00:45:57.840 --> 00:46:02.079
I mean it. Frankly, it
made the how work. And you know,

633
00:46:02.239 --> 00:46:06.000
she'd get mad if I were giving
her credit for these things. But

634
00:46:06.599 --> 00:46:10.960
I watched that firsthand, and it
was a committed effort at learning agility and

635
00:46:12.320 --> 00:46:15.360
it changed things. And in a
year, maybe I come back on the

636
00:46:15.360 --> 00:46:19.199
show and give you five case studies
of people who've gone through this or taken

637
00:46:19.480 --> 00:46:22.280
we built. I don't know if
you know this a software assessment tool where

638
00:46:22.280 --> 00:46:28.360
you can see how you measure up
against the unicorns against everybody else, and

639
00:46:28.920 --> 00:46:30.320
give you a little bit of a
development plan. So then in a year

640
00:46:30.679 --> 00:46:34.239
we'll have all sorts of stories of
people who are like I worked on this,

641
00:46:34.440 --> 00:46:37.320
I got better, and now I'm
irreplaceable at work. I love that.

642
00:46:37.440 --> 00:46:40.079
William, Yes, well and here's
the thing. When I connect with

643
00:46:40.159 --> 00:46:44.760
my guests, what happens is now
we're connected and you really can't get away

644
00:46:44.760 --> 00:46:46.119
from me. So you're kind of
stuck with me. And when I am

645
00:46:46.199 --> 00:46:49.280
in Houston, you know I'm going
to come knocking on your door. So

646
00:46:49.559 --> 00:46:53.039
just just know it's our version giving
you the warning. Okay, So here

647
00:46:53.079 --> 00:46:57.039
we are. You know this,
this program has listened to by people around

648
00:46:57.079 --> 00:47:00.440
the world, William who are really
interested in being part of, or help

649
00:47:00.440 --> 00:47:04.039
them to create organizations that allow them
to be their best, grown or their

650
00:47:04.079 --> 00:47:07.000
best They're led by inspiration leaders that
lead them to their greatness. They are

651
00:47:07.079 --> 00:47:09.639
part of an organization that does something
to better the world. What would you

652
00:47:09.679 --> 00:47:15.039
like to leave them with? You
know you're on the right track. The

653
00:47:15.199 --> 00:47:20.239
last of the twelve habits, and
we put it last for a reason because

654
00:47:20.239 --> 00:47:23.239
I think it's the most important.
Is the people that really separate themselves from

655
00:47:23.280 --> 00:47:29.320
the field are the ones who are
driven by a purpose. Yep. And

656
00:47:30.039 --> 00:47:35.239
I think you look at successful people, they're all driven by a north star.

657
00:47:35.679 --> 00:47:38.199
Some of their north stars are not
what I would call north I'm going

658
00:47:38.280 --> 00:47:40.840
to make as much money as I
can, and they're driven by it.

659
00:47:40.920 --> 00:47:45.360
And they succeed, and they make
a big pile of money. I think

660
00:47:45.400 --> 00:47:49.719
the most successful people fix their eyes
on a north star and run toward that,

661
00:47:50.239 --> 00:47:52.199
and it separates them from the field. And I think the higher and

662
00:47:52.320 --> 00:47:57.760
more noble your north star is,
the more you'll get noticed, the more

663
00:47:57.800 --> 00:48:00.880
irreplaceable you'll be, and the more
fulfillment you'll feel wherever that works in your

664
00:48:01.960 --> 00:48:06.880
faith or philosophy or that sort of
thing. So I would just say to

665
00:48:06.920 --> 00:48:09.599
those listening today, you're already on
the right track. You're already doing things

666
00:48:09.679 --> 00:48:15.559
that most people aren't. Just keep
down that path. Go read the book

667
00:48:15.599 --> 00:48:16.639
and tell me what I can learn. I'd love to learn from you.

668
00:48:17.719 --> 00:48:21.760
You are a delight, William.
I'm so happy to have cross paths with

669
00:48:21.840 --> 00:48:23.559
you, to have read your book
cover to cover and gotten so much from

670
00:48:23.599 --> 00:48:28.119
it. Thank you for gracing us
on working on purpose. Thanks so much,

671
00:48:28.159 --> 00:48:30.519
Elise, joy to be with you, wonderful to have you listeners,

672
00:48:30.639 --> 00:48:34.519
viewers. If you all learn more
about this amazing man, William vander Bluman,

673
00:48:34.559 --> 00:48:37.599
the work in his team, do
at vander Bluman Search Group or his

674
00:48:37.719 --> 00:48:40.159
book Be the Unicorn. Start by
visiting there's a couple sites you can go

675
00:48:40.239 --> 00:48:44.079
to. You can go to Vanderbluman
dot com. Let me spell that for

676
00:48:44.159 --> 00:48:45.719
you. No, no, no, no, no no. Here's the

677
00:48:45.760 --> 00:48:49.719
best thing. Uh, it's so
messed up you can misspell it one hundred

678
00:48:49.760 --> 00:48:52.639
ways in Google and you will get
there. Never mind listeners of viewers.

679
00:48:52.719 --> 00:48:54.559
You're on your own, Babia,
what, however, you want. One

680
00:48:54.599 --> 00:48:59.880
that you can go to is the
unicornbook dot com. That's pretty amazing.

681
00:49:00.119 --> 00:49:01.719
You did that all right. Last
week if you missed the live show,

682
00:49:01.760 --> 00:49:05.719
you can catch it on the recorded
podcast. We were on the air with

683
00:49:05.880 --> 00:49:08.800
Zach mccurio for a second time,
this time talking about the business of mattering

684
00:49:08.880 --> 00:49:13.880
in the workplace. He helped us
understand the components of how we register that

685
00:49:14.000 --> 00:49:17.719
we matter and the consequences of how
it's lack of being registered in culture and

686
00:49:17.760 --> 00:49:22.159
people's behavior. Very very compelling,
very very fascinating. Next week will be

687
00:49:22.239 --> 00:49:28.280
on the Area with David Penglaze from
Australia talking about his fascinating new book Living

688
00:49:28.320 --> 00:49:30.719
in the Light of Day, How
to avoid the success trap, strive to

689
00:49:31.920 --> 00:49:36.159
strive, to be sorry I missed, lust of it, Strive to be

690
00:49:36.239 --> 00:49:39.639
your best and live a more meaningful, flourishing and prosperous life. I've started

691
00:49:39.679 --> 00:49:45.880
this book and it's compelling to see
what he's put forth here as a possibility

692
00:49:45.000 --> 00:49:49.519
for all of us to live in
this light and literally better the world because

693
00:49:49.519 --> 00:49:52.079
of it. It's fascinating. So
see you there, and remember that work

694
00:49:52.199 --> 00:49:54.639
is one of the best adventures and
means of realizing our potential and making the

695
00:49:54.679 --> 00:50:00.679
impact we crave. So let's work
on Purpose. We hope you've enjoyed this

696
00:50:00.760 --> 00:50:05.639
week's program. Be sure to tune
into Working on Purpose featuring your host,

697
00:50:05.760 --> 00:50:09.440
doctor Elise Cortes, each week on
W four CY. Together we'll create a

698
00:50:09.480 --> 00:50:15.519
world where business operates conscientiously, Leadership
inspires and passion performance and employees are fulfilled

699
00:50:15.559 --> 00:50:20.079
in work that provides the meaning and
purpose they crave. See you there,

700
00:50:20.400 --> 00:50:21.760
Let's work on Purpose.