Soulful Leadership Creates Connection and Competitive Advantage

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There are some people that make their
work just another thing they have to do,

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and there are those that make their
work something that they want to do.

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Welcome to Working on Purpose with your
host Elise Cortes. In our program,

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we provide guidance and inspiration from those
people who have found deeper meaning and

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personal connection to their work life.
It's beyond nine to five. It's working

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on Purpose. Now Here is your
host, Elise Cortes. Welcome back to

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Working on Purpose show. Thanks for
tuning in again this week. I'm your

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host, Elise Cortes. Join you
live from Dallas, Texas, which is

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home base for me. If you've
been tuning in for a while, you

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know this program is all about helping
people create more meaningful and productive personal and

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work lives and equipping leaders, insight
organizations to cultivate meaning and purpose that elicit's

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passion, inspired contribution, innovation,
and persevering performance. I talk with my

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guest to draw on their expertise and
share my own experience consulting, speaking and

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developing workforces across the globe. Every
week. In these conversations, I hope

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you walk away with something you can
immediately put to use in your life,

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and that you come alive with the
possibility of living with passion, working on

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purpose, and are inspired to discover
for yourself just how big and fulfilling your

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life, work and leadership can be. And if you do catch fire from

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anything you hear, reach out and
tell me about it. Email me at

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a lease at a leasecoretes dot com, or use the contact me feature on

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my website to message me and tell
me how I can help lots of ways.

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Whether you want to join the email
distribution list to stay informed of these

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radio show topics, you want to
see about joining a catch fire online inspiration,

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accountability or mastermind community, or inquire
about one of the leadership experience and

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retreats across the US. You want
information on the purpose driven leadership programs for

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individuals or companies offered via webcast or
on site, or you want to see

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about having me speak for your company
or conference 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 once again is doctor Arthur C. McCoy. He's a licensed clinical psychologist

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who has been treating clients for more
than thirty five years. He is a

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member of American Psychological Association and the
Massachusetts Psychological Association. He is the author

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of numerous books, including The Stress
Solution Using Empathy and Cognitive Behavioral Therapy to

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Reduce anxiety and develop resilience, and
most recently, The Soulful Leader, Success

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with Authenticity, Integrity, and Empathy. We'll be talking about that latest book

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today. He joins us from Boston, Massachusetts. Doctor Cera McCauley. Welcome

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back to Working on Purpose. Thank
you, Elise. It's nice to hear

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your voice again, Ben, isn't
it though. I was so thrilled when

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we were connecting and corresponding and you
said, hey, I've got another book,

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and I said, hey, you
got to come back and talk to

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me about it. So I'm very
grateful to be on the show again.

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Thank you. Well, I really
enjoy you. And as I mentioned before

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we got on the air together,
I have cross path with people in my

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leadership program, one of which recently
who was connected to you, so knows

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your stuff and aspires to lead with
emotional intelligence, among other things you espouse.

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So I want to get into this
book here because there's much in here

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for our listeners to get acquainted with
and wrap themselves around. So let's dive

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in. You're ready, Yes,
I'm ready. Okay. So first,

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let's a quint to listeners with one
of the phrases that you use in the

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book. That's that's AI E leaders. That stands for authenticity, integrity and

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empathy. And I found it so
interesting. I love the way you write

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it, so it's so accessible.
But you say that we all know on

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a visceral emotional level when someone has
soul, and we feel this in the

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presence, and we're elated and energized
by that. And I completely agree with

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that. And you talk when you
were a young child going to that family

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wedding and the attorney without the soul, with the abundance of arrogance. I

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just remember that story so well.
So the very first thing we have to

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ask, since your book is called
The Soulful Leader, can we develop and

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grow soul? I think we can, at least particularly by expanding empathy.

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You know, we all are born
with empathy, neurons and empathy, but

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empathy atrophies like an unused muscle if
it's not taught in practiced, and empathy

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teaches us to go beyond the surface, to look into the heart and soul

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of another human being. It's really
the capacity to understand and respond to the

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unique experiences of another And I think
when you develop that ability, when you

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expand your empathic range, you really
do touch other people's soul. And consequently

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we also change brain chemistry. We
know now through functional MRIs that when you

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give and receive empathy with another human
being, you release oxytocin, which is

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what women produce when they're pregnant.
And oxytocin is a numerical neurotransmitter that makes

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people feel trusted, It makes people
feel compassionate, generous, It reduces inflammation,

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and it reduces the release of quotasola
stress hormone. So it is a

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hormone that's very important for connecting.
And you know it's also called the love

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or connecting hormone. I like it, and I remember being pregnant. I

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was very happy, loving pregnant human
being. I never minded being petted,

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all those sort of things. It
was fun for me. So you're bringing

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you back to a wonderful time in
my life. Thank you. You're welcome.

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No charge, right, Okay,
okay, well let's go on here

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now what I find interesting and again, let's just keep diving deeper into your

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book here. Soul. That's an
interesting word that we hear bantat about quite

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a bit, but you defined it
as the invisible, intangible part of every

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human being that yearns for attachment to
something deeper and broader than what we perceive

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to be ourselves. If I've got
that right, I got there from the

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introduction. Would you say more about
that? Well, I think sol you

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know, you know, we sense
it, we know when someone has it.

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We particularly That's why I began the
book with talking about one of my

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clients, who's a noted musician who's
played with people like Aretha Franklin and Lady

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Gaga and Jennifer what's Jennifer's last name, al Hudson, Jennifer Hudson. He

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opened for Jennifer Hudson once and he
said, you know when you're when you're

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in people like that, when you're
in their presence, you just feel their

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soul. So I think we experience
soul and we know somebody is very authentic

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when we know that they have integrity
and we feel safe with them. I

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think it is it is a desire
to connect to something beyond ourselves, beyond

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ourselves, and I think it's a
desire to be of service to others.

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So I think we expand our soul
in that way. It's very difficult to

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define, but we feel it.
I think it's an emotional connection. It's

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something that we sense and feel emotionally, and it makes us feel more connected

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to other people. Okay, so
two follow up items to that. If

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I can doctor C to shorten your
wonderful name, I quite like your name.

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I know you make you talk about
what that was like growing up with

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that name in your book, but
I love your name. It's beautiful.

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Thank you. So the other thing
you sort of say attached to the whole

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notion of a soulful leader is you
also say that that person is not motivated

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by status or image, but really
is more interested in making the most of

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all they encounter. And I find
that just really beautiful and gosh, who

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doesn't want to be around that?
And then the second thing I wanted to

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ask and to sort of delve into
then regarding that, is this all sounds

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really amazing, and this is the
space that I live in and dwell in.

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But for our listeners who are getting
acquainted with this material, how would

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they recognize someone who is a soulful
leader. What is this person doing?

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What are their behaviors that we might
recognize? Well. Soulful leaders at least

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lead from the bottom up, not
the top down. They know everyone in

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their organization. They don't treat anyone
as more important than anyone else. So

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they don't just relate to the people
at the top, which many many leaders

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who do lack soul do. They
relate to everyone. They know who the

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receptionists are, they know who their
secretaries are. They know a little bit

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about their family, or more than
a little bit. They know who cleans

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the floors, they know who plows
the snow, they know who does the

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landscaping. Connected to their organization in
a whole comprehensive way, and they lead

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balanced lives. And that's why they're
so attractive, because they know how to

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turn the dial down. They have
what I call a dimmer switch. The

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light is not always on bright,
and when they need to be serious and

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intense, they are. But they're
also love to play and they love to

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have fun, and they usually have
a very good sense of humor, very

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different than what I talk about in
the book as performance addicts. Performance addicts

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usually are always trying to perfect themselves, and they make people feel uncomfortable.

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Rather than the consequence of being next
to a soulful leader, soulfial leaders make

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people feel at ease, and they
really make you want to develop the abilities

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they have. Performance addicts, on
the other hand, are so bottom line

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driven and so driven to perfection that
they create stress in their employees and they

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make people feel very uncomfortable, and
as a result, they people are not

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as creative and productive as they could
be. Two things come to mind really

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quick, because I want to make
sure and get through as much as I

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can here. But the very first
thing that comes to my mind when you

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speak about this is I go back
to all the work I've done over in

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my career with employee engagement. And
one of the things that we see when

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we talk with employees about their experience
of work that really can detract from it

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negatively is when they feel like nobody
recognizes them. They walk through the building

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and nobody even says hello, and
the leaders don't even look their way,

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let alone know their name. And
so I think immediately on the place of

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what a difference it would make in
terms of just engagement. And then of

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course today we call that fulfillment in
the workplace if there were more soulful leaders.

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So that's the first thing. Any
comments on that, well, yeah,

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I think you know, when you
walk into a building. I was

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saying that I was given a talk
a few days a few weeks ago that

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I went into a business that I
was consulting to and I walked in and

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the receptionist was doing a crossword puzzle. It took her about thirty second to

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look up. And when she looked
up, no smile, a little disturbed

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that I had interrupted what she was
doing. And you know, I said,

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what a way to be greeted in
a business, And you know,

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everything fell into place after that.
I mean, none of the people walking

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through the hall were particularly friendly.
I was saying good morning to people.

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Some of them gave you that nod. You know, they can't really acknowledge

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another human being. And the leadership
was the same. So it started right

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from the beginning. You know.
Sometimes, you know, when we take

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our kids to colleges and when they
were trying to pick a college, and

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you know, we think such and
such a school is the place for them

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to be. But they once they
sensed the culture, they decide I don't

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want to go here. I don't
want My kids were right away, Dad,

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I don't want to go here.
They knew they were looking for warmth

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and connection, and when they don't
see that and they only saw the competitiveness

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of the people around them, their
peers, they got very discouraged and didn't

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want to be in that environment.
And I think businesses, corporations are the

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same. Just like that receptionist,
she set the tone. But if there

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was a soul for leader there,
if the leader of that small business was

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in touch with authenticity, integrity and
empathy and he was utilizing those capacities,

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she wouldn't have been allowed to be
like that because he wouldn't have he would

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have known that that's a turnoff to
anyone entering the building. Right right now,

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here's the second thing, but just
totally leapfroging off. That I gotta

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believe. And if I'm wrong,
you tell me. But I've got to

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believe that. A really great example
of a soulful leader and rest soul.

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I don't think he's with us anymore
is herb Kella Hare of Southwest Airlines.

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I had the privilege of flying one
time I was getting I got on a

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flight really late toward the end of
the flight early one morning, and I'm

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in the back, the very back
of the line, just getting on trying

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to get on the flight. There's
all this commotion going on behind me,

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and lo and behold it's herb Kella
Hair getting on the flight on the same

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flight going with me down to Houston
from Dallas. And he walks through the

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plane and the whole plane just rrupts
like this man is in the house,

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and he's so warm and beautiful and
connecting. Got to conserve Peanis to everybody

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at one point during the flight.
Then he got off the flight, doctor

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Cerah McCauley, and literally it was
like this wake of people running up to

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him as I walk behind him through
the airport in Houston. Yes, it

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was so beautiful. I thought,
Wow, I want to be that person.

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I want to grow into being that
person, to be of service like

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that. Yes, so you're describing
exactly what happens. I think when you're

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in the presence of a soulful leader. What happens is even when they're not

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present, because they exemplified certain behaviors, people want to act like that.

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People want to behave with integrity and
have high ethics, and they want to

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relate with humility and concern and sensitivity. It just makes you want to be

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that way, just like it makes
it made those musicians want to play at

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their highest level because your spirits are
lifted when you're in the presence of someone

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like them. Absolutely just came to
me as an example as we were talking.

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So okay, so now for those
listeners who are like this cell sounds

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really good and really nice and really
fluffy and you know, sweet and all

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that sort of thing. But wait
a minute, how about the fact that

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we're talking about business here, So
let's talk about the roi of leaders who

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think active behave in this soulful manner. And so I know from some other

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research around purpose, of course that
this really has some nice financial meat to

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it. But talk about the financial
argument to be made in favor of SOLF

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for leadership, Well, just a
few studies of least. So, for

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instance, the companies who won the
Corporate Health Award I'll perform the S and

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P five hundred by two hundred percent
points or more. Lady Geek is a

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consulting company in London which rates companies
on degrees of empathy. The top ten

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companies increase value twice as much as
those in the bottom ten. Why because

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AI lead has caused positive brain changes
in themselves and in others, and they

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create a spirited atmosphere that naturally allows
productivity and financial gain. There's no question

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about that. Harvard b studies,
Princeton Business School studies, number of studies

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have indicated that when you relate with
authenticity, integrity, and empathy, profits

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rise. There's no question about that. And when you relate differently, when

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you relate with a tendency to demean
others, to be critical, to be

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short tempered, and to be temperamental, the opposite happens. You know,

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there was a study of fifty one
thousand leaders and they came out, and

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the study came out with one blaring
fact. Leaders who were disliked had one

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in two thousand chances of being considered
a good leader. What did that do?

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It lowers the mood of the organization
and it resulted in less revenue and

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less creativity. So when we lead
in this way, we increase profits,

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we don't decrease profits. I completely
I have followed some of the same studies

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and completely completely accept them as well, and so I just appreciate you being

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able to present that for our listeners
who haven't seen those studies yet. So

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I'm completely on board with you.
And then, somewhat related to this notion

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of leaders who maybe aren't liked,
you see something very interesting in your book

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that I want to quickly touch on
before we take our first break, and

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that is if we can contrast this
whole empathic connection with what you describe in

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your book as people who have access
to money and power, but who often

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succume to believing that happiness comes through
possessions, data, sex, and even

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extravagantifications. We all see in those
kind of leaders. So can you say

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more about that. Well, they're
what I call performance addicts. They believe

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that perfecting appearance and achieving status is
going to secure love and respect. And

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it's a myth. It's created early
in our families, and it's reinforced by

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our culture's obsession with appearance and status. And what we've done is when we

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emphasize this, we create people that
live on perfection. You know, they

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try to perfect themselves. They always
compare and contrasting themselves to others, and

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they do the same thing with their
spouses and their children. And they tend

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to drive people crazy because they have
this false belief system that it achievement is

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going to bring them love. And
often these are people who are very capable.

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They know how to achieve, but
they don't know how to love.

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They don't know how to maintain intimacy, and they don't know how to listen

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and pathetically to create those lasting connections
in their lives. Really, it's such

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an opportunity here to be able to
develop and I hope that at least a

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few of the people are listening that
might identify with that will really give some

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some consideration to listening to the rest
of what we have to say here and

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see if there's something there for them. So with that, let's take our

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first break. I'm Elisee Cortes,
your host. We are on the Doctor

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Arthur Seah McCauley. He is a
licensed clinical psychologist who has been treating clients

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for more than thirty five years.
He is the author of numerous books,

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including The Stress Solution Using Empathy and
Cognitive Behavioral Therapy to Reduce Anxiety and develop

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Resilience, and most recently, The
Soulful Leader, Success with Authenticity, Integrity

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and Empathy. He joke you today
from Boston. We've been talking a bit

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about his book and what just is
a soulful Leader. Stay with us,

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00:16:56.679 --> 00:17:07.920
We'll be right back. Alise Cortes
is a speaker and engagement and development catalyst.

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She designs and delivers professional development,
leadership and engagement workshops and can bring

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her expertise to your organization. She
will help ignite meaningful development within your workforce

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that will increase employee engagement, performance
and retention. To learn more or to

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invite Elise to speak to your organization, please visit her at www dot Elisecortes

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dot com. She would welcome the
opportunity to help get your employees working on

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purpose. This is working on Purpose
with Elise Cortes. To reach our program

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00:17:45.200 --> 00:17:51.880
today, send an email to a
lease Alise at Alisecortes dot com. Now

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back to working on purpose. Thanks
for staying with us, and welcome back

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to working on purpose. If you
just joined. Yes, My guest is

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doctor Arthur Siah McCauley. He's a
licensed clinical psychologist and the author of numerous

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books, including the most recent book, The Soulful Leader. Success with Authenticity,

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Integrity, and Empathy. You can
interact with him on social media,

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as he is the founder of the
Empathy and Goodness Project on Facebook and Healthy

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Empathic Achievement on LinkedIn. I'm your
host, Alis Cortes, So doctor C

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on the break and I were talking
a little bit about some of the studies

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here related to happiness, and I
wanted to go ahead and present set since

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we were talking about why that's important
to our conversation today. So will you

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say a little bit more about I
think there's one study particular by Harvard of

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happy people that you think is relevant
just conversation. Yes, you know,

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people at least men in nineteen eighty
were followed up till now as to what

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makes them most successful in their lives
and they were asked, you know,

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especially the people that rated themselves as
extremely happy, what did they credit for

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that sense over time? And seventy
six percent in that study said their primary

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credit to being that happy was the
success of intimate relationships, you know,

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And that's very interesting because when you're
just focusing on the bottom line, you're

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not really focused on maintaining intimacy with
those people that are close to you.

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You're thinking that profits are going to
bring you love and respect. As we

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were talking before, the break.
You know, It's just it goes back

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to what I guess you and I
might maybe consider the basics, right,

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I mean, I know that in
the work that I do in my research

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and looking at well being and fulfillment
and the work of the positive psychology movement

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and doctor Martin Seligman. Yes,
the importance of intimate, close connected relationships

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is one just a handful of really
important things that we know producers and contributes

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to well being. So finding ways
to cultivate that in where we spend most

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of our time, which is at
work, is critical. Yes, people

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want to be happy in the workplace
when they feel respected, when they feel

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appreciated, when they feel understood,
when and they're not afraid to ask questions

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of leaders. You know, one
study indicated that seventy percent of people in

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the corporate world are hesitant to ask
a question of a leader. And why

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was that when they when they probe
why it was because they usually received demeaning

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and critical answers. So why would
you ask a question whom somebody who's going

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to respond to you that way?
I entirely understand that. I see it

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all the time in some of the
cultures I work with and to that end.

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One of the things that you say
that's really really interesting, and I

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think all leaders ought to be listening
if they're hearing this now, is you

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say in the first chapter that sixty
percent of Americans said they would take a

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pay cut if they were to work
for a company with a culture that promotes

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and practices empathy. Yes, and
of course I understand that work is way

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more than just a paycheck, but
can you say more about why this is

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so for people? Well, when
you're when you're in an environment where people

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are interacting with empathy and kindness and
sensitivity, it changes brain chemistry as we

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were really as we were discussing earlier, and it makes people happy. It

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makes people more creative, it makes
people more productive, and obviously profits increase,

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so you want to come to work. You also feel that there's an

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openness to discussing things. You can
ask questions, you can make points,

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you can brainstorm with leaders and people
who are not necessarily at the top of

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the totem pole in your company.
So it's an environment where there's a lot

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of discussion and there's a lot of
curiosity and growth, and people want to

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come to work because of that,
Because why wouldn't you want to be an

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environment like that. It's sort of
like a great family with families that allow

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for diversity and differences of opinion.
You always want to hang out at that

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family's house when you're a young person
because they're welcoming and they're open to your

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points of view. And that when
it's a closed door, when companies are

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run with dogmatism and they're run with
some bias and prejudice, the door is

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closed to growth, The door is
closed to advancing yourself in a spirited way,

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and it creates depression and discouragement.
You know what I'm listening listening to

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and here when you speak to that, of course, is the work that

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I do helping people really cultivate meaning, passionate inspiration and discover and grow their

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purpose. Right, And so,
because we spend so much of our time

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at work, to your point,
we are willing to take a pay cut

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if we can get more of that
really rich meaning and connectivity in our lives

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because it gives so much more to
the rest of our lives. Yes,

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yes, Well, let's go on
next and talk about this notion of the

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bee corp. And this is something
that's going to come on my writer over

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the last couple of years, and
so I want to talk about the attractiveness

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of that business model. But before
we do, for the people who don't

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know what a bee corp is quickly, what is it? In your words,

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Well, these are companies that create
value for employees, local community,

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and the environment, and they're growing
rapidly, not only in our country but

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throughout the world. They're more focused
on being of service to the community and

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to making advancements in our environment.
So it's not just profit. They're also

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focused on being very ethical and being
very concerned with the world that they're in.

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Wherever their buildings are, wherever they're
building and doing construction, they're very

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concerned about how they're affecting the community. And what is it about that?

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Why do workers these days want to
work for such socially aware companies. Well,

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again, when you're in those companies, you are valued not only for

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being for helping to produce profits,
but you're valued as a human being,

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and you're also expanding your service to
others because you realize that this is a

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company that cares about the environment,
They care about how how the people in

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the community are treated. They often
offer workshops to people in the community to

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come in and learn about the company. So is something beyond the walls you're

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in, you're you're it's a more
expansive view of what is healthy and what

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is of service to the to the
world. I mean, it's not You're

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not just limited to what you're producing
or the products you're producing. So how

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I would see that Then again,
through my lens doctor c is, through

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my meaning and work and identity research, I discovered that, no surprise,

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people want to be part of something
bigger and greater than themselves. And that

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is an example of that. Right, They've attached themselves to something that is

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a going concern that's doing good in
the world, and they couldn't be able

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to do that kind of work on
their own, but by joining that organization,

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they are bigger for it. Yes, yes, exactly. They know

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that this is an organization that goes
beyond a narrow view. It has a

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more comprehensive view of what success is. Success isn't just making money or producing

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certain products, but success is engaging
the people around you in your community,

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in your nation and try trying to
be a positive force in that world.

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I absolutely agree with that. I
just love that and so appreciate either.

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I'm not going to talk about examples
that I think actually negatively exemplify the opposite,

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but I really want to embrace what
you just said. It's just so

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important. Now along the way,
doctor c. One of the things that

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I find really interesting is, let's
face it, right, when we're out

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in the world of work and really
up to something, we're going to face

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difficulty, We're going to face challenge, and you talk about resilience and its

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role in helping us reach the height
of the human experience. As you say,

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I love that, love the way
you say that, And to me,

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behind resilience is adversity and I've really
come to embrace what someone else who

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is on my show, Steve Gavatorta, says that embracing adversity is really what

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helps us become who were meant to
become. So will you say more about

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the importance of resilience in leadership.
Well, I think you know leaders soulfually

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is exude resilience because they're calm,
they're not anxious, they're excellent listeners,

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and they're not quick reactors. You
know, you know from your work at

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least that when people are reacting quickly, it's usually from some unworked out conflict

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from the past. But soulfully is
are calm and the face of reason and

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conflict, and obviously that produces resiliency
because people can come forth and share their

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ideas with you as well, and
they realize that not reacting quickly is not

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empathic. Empathy is objectively truth oriented. It tries to find out the facts.

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And when you're a soulful leader,
you exude that calmness and you want

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to ascertain what the real problem is, not quickly, but methodically thoughtfully,

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And of course that builds resilience.
Not only not only displaying resilience as a

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leader, but you're you're helping others
feel the same kind of resilience because you're

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slowing down the whole process to solve
problems and to strategize. Yes, and

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I appreciate what you say because I
can tell you what you're what you're picking

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up for me right now is when
I was doing my doing a leadership bill

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on the session last week. In
it, there was a woman who was

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she was very, very busy,
and she was sitting next to another woman

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and the woman's remarked about her You
just make me nervous being around you.

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You just made me nervous. All
that energy is just yeah, it just

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makes me crazy. And now you're
helping me really identify and compare and contrast.

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Not that we were trying to judge, but just compare and contrast those

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different styles. Yes, when you're
a quick reactor and when you have an

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edge and a judgmental tendency, it
doesn't promote resilience. It promotes stress and

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a desire to move away from you
because you're only you're producing a stress response.

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And you know, once you produce
cortisol, you're thinking becomes very narrow

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and repetitive and obsessive. But when
you are calm, when you give a

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sense of calmness to others, especially
in the face of conflict, I mean,

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that's what people really admire, that
you don't panic, that you're not

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overly anxious. You slow the process
down and you want to ascertain what's really

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happening, what's leading to the conflict
in your organization. You know, I

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want to really just acknowledge and thank
you for being able to render to us

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so beautifully, so eloquently what you've
discovered and the work that you do in

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such a way that makes it so
easy to understand. I thank you for

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00:28:11.920 --> 00:28:18.079
that. Well, thank you,
you're very kind. It's just I'm learning

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from you. You're a part of
my mentor community. So I'm on my

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00:28:22.319 --> 00:28:26.640
journey forever and forever learning from each
other, my friend. Okay, good,

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00:28:26.680 --> 00:28:30.160
good, that's the way it's supposed
to be. Right. Well,

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you might tell from just the things
I'm asking you. As I went through

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and read your book, and I
did read it from cover to cover,

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I just picked up for this conversation
the things that really spoke to me or

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really were connected to the things that
I care about or what I want a

407
00:28:41.720 --> 00:28:45.039
presence from my listeners. So one
of the things you talk about in your

408
00:28:45.039 --> 00:28:49.240
book is that women have a tendency
to accept irrational reasons for why they don't

409
00:28:49.240 --> 00:28:53.319
advance, and that they often don't
hold people to their word. And I

410
00:28:53.359 --> 00:28:56.640
certainly see this in my coaching with
women as well. So I want to

411
00:28:56.680 --> 00:29:03.799
first understand from your perspective, you're
learned perspective in your experience, why where

412
00:29:03.799 --> 00:29:07.880
did this tendant seek developing women and
why does it persist? You know,

413
00:29:07.920 --> 00:29:11.519
it's interesting. I had a department
several years ago at least in it.

414
00:29:11.839 --> 00:29:15.839
You know, I was a director
in a hospital of a department. And

415
00:29:15.880 --> 00:29:21.000
here's here's my example that I think
explains this. A man, a male

416
00:29:21.119 --> 00:29:23.000
psychologist, would come in and say, you know, I would like at

417
00:29:23.079 --> 00:29:26.319
least a ten to twelve percent raise
this year. I think I really added

418
00:29:26.359 --> 00:29:30.880
to the development of the hospital,
and so forth and so on. A

419
00:29:30.920 --> 00:29:33.240
woman would come in and say,
A female psychologist would come in and say,

420
00:29:33.599 --> 00:29:37.200
well, you know, do you
think it's possible that maybe you know,

421
00:29:37.440 --> 00:29:41.240
I know, maybe we're not making
as much money as we hope,

422
00:29:41.240 --> 00:29:42.960
but do you think maybe I might
get a raise? Maybe, but not

423
00:29:44.440 --> 00:29:47.960
necessarily right away, but you know, maybe sometime during the year. You

424
00:29:48.000 --> 00:29:51.960
know, I think women often have
a conflict with being assertive, but because

425
00:29:51.960 --> 00:29:56.440
they think it may make them seem
aggressive and less feminine. Okay, just

426
00:29:56.599 --> 00:30:02.559
being assertive, there's nothing wrong with
us for a raise. People would ask

427
00:30:02.559 --> 00:30:04.839
for it, you know, and
some of my female colleagues I would have

428
00:30:04.920 --> 00:30:10.359
to give them a raise and tell
them and sort of coach them that it's

429
00:30:10.359 --> 00:30:12.720
okay for you to ask. And
it was amazing to me. These are

430
00:30:12.799 --> 00:30:19.039
PhDs and mds. But the gender
conditioning was still prevalent. And I think

431
00:30:19.039 --> 00:30:23.599
it's still prevalent today because you know, I have a leadership and communication groups.

432
00:30:23.599 --> 00:30:27.079
I have three that have been ongoing
for over thirty years, male and

433
00:30:27.160 --> 00:30:30.880
females, and I still see the
same distinction between the men and the women.

434
00:30:32.119 --> 00:30:33.680
I mean, there's no question that
women are paid less for doing the

435
00:30:33.720 --> 00:30:37.680
same job. We know that from
numerous studies. But this idea of not

436
00:30:37.799 --> 00:30:42.920
being feminine and being aggressive rather than
just seeing it as assertion. You know,

437
00:30:44.000 --> 00:30:47.759
both males and females do better when
they're assertive. The men that would

438
00:30:47.799 --> 00:30:51.559
come in and be very demanding and
overly aggressive, I mean that wasn't very

439
00:30:51.640 --> 00:30:57.079
impressive either, but women coming in
and being very passive and overly considerate of

440
00:30:57.079 --> 00:31:02.240
what the pressure they might be placing
on me as a director, you know,

441
00:31:02.359 --> 00:31:04.359
you could see that in the corporate
world, you could easily take advantage

442
00:31:04.400 --> 00:31:08.640
of that of that person. And
I see that happening consistently even today in

443
00:31:08.640 --> 00:31:12.039
twenty nineteen. You know, I
just thought of something, doctor C.

444
00:31:12.279 --> 00:31:18.519
I believe this is still as absolutely
persists. It still persists because what I

445
00:31:18.559 --> 00:31:21.759
notice as a woman in the business
world is that when I do see women

446
00:31:21.799 --> 00:31:25.440
who assert themselves and ask for what
they want and what they believe they're worth.

447
00:31:25.880 --> 00:31:27.720
It stands out. We notice it, not in a bad way.

448
00:31:27.759 --> 00:31:30.759
It's like, oh, wow,
did you hear? Did you hear who

449
00:31:30.799 --> 00:31:33.440
asked for that? So that's what
tells me it's still out there. Yes,

450
00:31:34.440 --> 00:31:38.319
there's no question that it's still out
there, no question whatsoever. Because

451
00:31:38.359 --> 00:31:42.240
I have clients who are in very
high level positions in the corporate world and

452
00:31:42.279 --> 00:31:47.720
they still have difficulty asking for what
they deserve. Men in general, and

453
00:31:47.759 --> 00:31:51.200
I'm generalizing, but men in general
do not have that difficulty. In fact,

454
00:31:51.359 --> 00:31:53.559
they tend to ask for more than
what they deserve. And that's been

455
00:31:53.559 --> 00:31:56.880
my experience as well. What I
tell the women that I work with,

456
00:31:57.119 --> 00:32:00.440
doctor Cus, we can learn from
those men can teach us something else.

457
00:32:00.599 --> 00:32:04.880
Let's go ask for more than we
deserve or more than we think we deserve.

458
00:32:05.880 --> 00:32:08.000
Well, let's grab our last break. It's already time. I am

459
00:32:08.000 --> 00:32:12.319
Elise Cortez, your host. We
run the Air with doctor Arthur Sarah McCauley.

460
00:32:12.400 --> 00:32:15.039
He's a licensed clinical psychologist who has
been treating clients for many years.

461
00:32:15.359 --> 00:32:20.599
He is the author of numerous books, including Distress Solution Using Empathy and Cognitive

462
00:32:20.599 --> 00:32:24.119
Behavioral Therapy to reduce anxiety and develop
resilience, and most recently, The Soulful

463
00:32:24.200 --> 00:32:29.480
Leader, Success with Authenticity, integrity
and Empathy. He joined today from Boston,

464
00:32:29.519 --> 00:32:31.839
Massachusetts. We'll be talking more about
his book after the break. Stay

465
00:32:31.880 --> 00:32:44.000
with us. Alice Cortez is a
speaker and engagement and development catalyst. She

466
00:32:44.119 --> 00:32:49.960
designs and delivers professional development, leadership
and engagement workshops and can bring her expertise

467
00:32:50.000 --> 00:32:53.720
to your organization. She will help
ignite meaningful development within your workforce that will

468
00:32:53.759 --> 00:32:59.480
increase employee engagement, performance and retention. To learn more or to invite a

469
00:32:59.559 --> 00:33:04.799
last to speak to your organization,
please visit her at www dot Elise Coortes

470
00:33:04.920 --> 00:33:08.680
dot com. She would welcome the
opportunity to help get your employees working on

471
00:33:08.759 --> 00:33:20.000
purpose. This is working on Purpose
with Elease Cortes. To reach our program

472
00:33:20.039 --> 00:33:24.000
today, send an email to A
lease A L I s E at Aleasecortes

473
00:33:24.079 --> 00:33:37.119
dot com. Now back to working
on purpose. You're listening to Working on

474
00:33:37.160 --> 00:33:40.559
Purpose with Elise Cortes. To reach
our program today, please call in to

475
00:33:40.720 --> 00:33:46.039
five six one six two three nine
four two nine. Again that's five six

476
00:33:46.200 --> 00:33:51.960
one six two three nine four two
nine. You may also send an email

477
00:33:52.000 --> 00:33:58.799
to Elise A. L i se
at Elisecortes dot com. Now back to

478
00:33:58.920 --> 00:34:02.599
working on Purpose. Yes, thanks
for staying with us, and welcome back

479
00:34:02.599 --> 00:34:06.880
to working on Purpose if you're just
joining us. My guest is doctor Arthur

480
00:34:06.920 --> 00:34:09.599
CM Marcoli. He is a licensed
clinical psychologist who has been treating clients for

481
00:34:09.639 --> 00:34:14.280
many years and he's the author of
numerous books, including the most recent one,

482
00:34:14.360 --> 00:34:17.400
The Soulful Leader, Success with Authenticity, Integrity, and Empathy. You

483
00:34:17.440 --> 00:34:21.840
can interact with him on social media
as he's the founder of the Empathy and

484
00:34:21.880 --> 00:34:27.159
Goodness Project on Facebook and Healthy Empathic
Achievement on LinkedIn. I'm your host,

485
00:34:27.239 --> 00:34:30.039
Alice Cortes. So doctor C for
this last segment here, I want to

486
00:34:30.119 --> 00:34:37.679
kick it off with a taboo topic
and that is religion. So you have

487
00:34:37.800 --> 00:34:42.119
a beautiful segment in your book which
I just really appreciated, as I mentioned

488
00:34:42.159 --> 00:34:45.559
on the break that where you mentioned
that you observe yourself and learn from Christianity,

489
00:34:45.639 --> 00:34:51.239
Judaism and Buddhism, and I really
appreciate that you're open to various perspectives

490
00:34:51.280 --> 00:34:54.239
and you take what is meaningful meaningful
from each of them, and you also

491
00:34:54.360 --> 00:34:59.800
say I love this point that we
as adults are responsible to examine our early

492
00:35:00.320 --> 00:35:02.840
that we have about ourselves and others, and as we consider what is true

493
00:35:04.000 --> 00:35:06.920
for us, including our faith,
and that we need to be open to

494
00:35:07.039 --> 00:35:09.639
learning and growing from others' faith.
And I think this is profoundly important in

495
00:35:09.639 --> 00:35:14.960
today's age especially. But can you
say more about this from your vantage point?

496
00:35:15.280 --> 00:35:17.559
Well, you know, I think
that all the major religions have something

497
00:35:17.559 --> 00:35:23.000
to contribute, and I think is
very naive and dogmatic to not believe that

498
00:35:23.039 --> 00:35:28.559
you can be open to another point
of view, not the one you necessarily

499
00:35:29.000 --> 00:35:34.000
were grew up with, but ones
as adults that you can re examine.

500
00:35:34.000 --> 00:35:37.199
I always use that. You know, there was a wonderful book that Desmonitude

501
00:35:37.239 --> 00:35:43.079
to Bishop Desmond Tutu and his Holiness
that Dalai Lama wrote not long ago,

502
00:35:43.280 --> 00:35:45.559
and you know, they have this
great relationship with each other even though they

503
00:35:45.599 --> 00:35:50.360
believe in very different things. But
you know the goal of their lives is

504
00:35:50.360 --> 00:35:52.400
the same. They want people to
be happy, They want people to be

505
00:35:52.559 --> 00:35:57.119
kind and generous and sensitive to each
other, and they want to reduce the

506
00:35:57.199 --> 00:36:00.119
prejudice and bias in the world.
And I think that you know, there

507
00:36:00.199 --> 00:36:04.440
was a quote by Thomas Paine that
I love. I used it in my

508
00:36:04.559 --> 00:36:07.159
last book Is. I saw it
in a UU church when I was driving

509
00:36:07.159 --> 00:36:10.320
by to one of my group sessions
one day, and it says, my

510
00:36:10.440 --> 00:36:15.639
religion, my religion is to do
good, and my country is the world,

511
00:36:15.039 --> 00:36:19.840
and I think, you know,
my God. Thomas Paine was criticized

512
00:36:19.840 --> 00:36:22.920
for making that comment because they thought
he wasn't nationalistic enough. But when he

513
00:36:22.960 --> 00:36:27.440
says, my religion is to do
good, and that is really the purpose

514
00:36:27.519 --> 00:36:31.280
of all great religions is to do
good, to be of service, and

515
00:36:31.360 --> 00:36:36.679
I think, why not take in
information from other sources? Why cut yourself

516
00:36:36.719 --> 00:36:42.000
off when you can grow and learn
from other perspectives. And it's you know,

517
00:36:42.039 --> 00:36:46.599
we all learned things early in life
that are not necessarily factual, but

518
00:36:47.280 --> 00:36:51.639
when we grow up we kind of
take in things whole. I was treating

519
00:36:51.639 --> 00:36:55.360
a priest not long ago from one
of the colleges in the Boston area,

520
00:36:55.440 --> 00:37:00.599
and he was a professor of theology. And he said to me, I

521
00:37:00.679 --> 00:37:02.519
understand what you mean by this.
And I said, well, I give

522
00:37:02.519 --> 00:37:05.800
me an example, and he said, well, you know, the Catholic,

523
00:37:05.880 --> 00:37:07.400
the Roman Catholics, at one point
they said don't eat meat, or

524
00:37:07.400 --> 00:37:09.960
you can't eat meat on Friday.
And he said, and of course I

525
00:37:10.039 --> 00:37:14.440
know that the reason that the Pope
said that back then was that the pork

526
00:37:14.480 --> 00:37:17.639
and the meat was bad in Europe. So they basically were giving the message

527
00:37:17.639 --> 00:37:22.159
that God said, don't eat meat
on Friday. And except, of course,

528
00:37:22.199 --> 00:37:23.880
we did away with that over the
years. And I said yes,

529
00:37:23.920 --> 00:37:27.760
And he said, but here's the
real catch that relates to your work.

530
00:37:27.760 --> 00:37:30.320
And I said, what he said, I never eat meat on Friday.

531
00:37:30.519 --> 00:37:37.440
I just what comfortable? He said, I have this crazy idea that there's

532
00:37:37.480 --> 00:37:39.400
going to be this you know,
this sword coming down from heaven and going

533
00:37:39.440 --> 00:37:43.400
through my heart or something. And
he said, I know it's ridiculous,

534
00:37:43.480 --> 00:37:46.440
but I learned it early in life, and it's so hard to unlearn that

535
00:37:46.519 --> 00:37:51.559
emotional learning, you know, because
emotional learning is recorded in the deepest part

536
00:37:51.599 --> 00:37:55.960
of the brain. That's just so
it's so important to talk about this stuff

537
00:37:55.960 --> 00:37:59.840
and really start to raise our awareness
around and so we can start to intervene

538
00:37:59.880 --> 00:38:01.960
it and start to learn from it. And in fact, right one of

539
00:38:02.000 --> 00:38:05.960
the things that I find really really
interesting is in the work that I've done

540
00:38:06.079 --> 00:38:07.639
is I do a lot of reading. As you might guess for the prep

541
00:38:07.719 --> 00:38:12.039
for these shows, but also for
myself. And I do come to believe

542
00:38:12.079 --> 00:38:15.559
that really good leaders today are voracious
learners. They're looking to improve themselves.

543
00:38:16.119 --> 00:38:21.719
They are all about developing others that
they work with and seeing the best in

544
00:38:21.760 --> 00:38:24.960
them and then of course driving results. So in relation to that, then,

545
00:38:25.039 --> 00:38:30.239
doctor C I think it would be
interesting to talk about why that openness

546
00:38:30.280 --> 00:38:35.039
to learning, the perspective of faith
of others is important in leadership. Well,

547
00:38:35.079 --> 00:38:37.679
I think it's important at least because
it speaks to diversity. And we

548
00:38:37.800 --> 00:38:45.280
know that diversity equals growth, and
it equals growth not only emotionally but also

549
00:38:45.400 --> 00:38:50.679
spiritually and intellectually. And you know
the studies, the studies are so interesting

550
00:38:50.679 --> 00:38:53.280
in the corporate world that, for
instance, if you say ten white men

551
00:38:54.079 --> 00:38:58.280
that are fifty years old and you
put them in a group to strategize about

552
00:38:58.320 --> 00:39:01.840
products they want to deliver to the
public, it's like preaching to the choir.

553
00:39:04.760 --> 00:39:07.920
If you take two African American women, a woman from Argentina, a

554
00:39:08.039 --> 00:39:14.119
Jewish man from Israel, two white
men from America, and a couple of

555
00:39:14.159 --> 00:39:17.320
the Europeans and you put them all
in one group, you open up the

556
00:39:17.360 --> 00:39:23.000
whole world because they see things so
differently and they are addressing more of the

557
00:39:23.079 --> 00:39:28.440
variables that are possible. In terms
of products, what do we find out

558
00:39:28.480 --> 00:39:32.679
in diverse groups they produce better products, And it's pretty obvious why, because

559
00:39:32.800 --> 00:39:37.079
they're not preaching to the choir.
They're seeing the world differently, and they

560
00:39:37.280 --> 00:39:43.039
also see what various groups may want
in products. So diverse groups in the

561
00:39:43.079 --> 00:39:45.960
corporate world and in the business world, they function much better and they increase

562
00:39:46.039 --> 00:39:52.599
profits, and also they increase learning
in growth in each other because we learn

563
00:39:52.679 --> 00:39:55.559
from the different experiences. Right,
if we only stay within our own tribe,

564
00:39:55.840 --> 00:40:00.360
we're very limited, we don't grow
very much. I completely agree with

565
00:40:00.400 --> 00:40:05.119
that. In fact, I am
a certified Strengths coach, and one of

566
00:40:05.159 --> 00:40:08.440
my top five strengths is individualization,
which is the theme that is always looking

567
00:40:08.480 --> 00:40:13.480
to for what's different and celebrates what's
different in others. And that really is

568
00:40:13.519 --> 00:40:15.880
who I am. And so of
course I do understand that and I embrace

569
00:40:15.960 --> 00:40:20.599
that, and so that's me and
that's how I walk through life. But

570
00:40:20.639 --> 00:40:23.320
I recognize that's not something that everyone
likes to do. So I love the

571
00:40:23.320 --> 00:40:27.559
way that you connected all of that
with diversity because I saw it there too.

572
00:40:28.280 --> 00:40:30.719
Thank you, thank you, You're
welcome. You're welcome. So we're

573
00:40:30.719 --> 00:40:31.960
getting close to the introders a couple
more things I want to get out of

574
00:40:32.000 --> 00:40:36.599
you. And this is also important
relative to the strengths finder. There is

575
00:40:36.639 --> 00:40:40.039
a strength called empathy, and I
of course always relate that to emotional intelligence,

576
00:40:40.079 --> 00:40:44.760
and sometimes people that are in sessions
with me will go and you get

577
00:40:44.760 --> 00:40:47.639
the eye roll of, oh my
gosh, the empathy the emotional intelligence thing.

578
00:40:49.039 --> 00:40:52.880
But you make a really really interesting
argument in chapter ten about why empathy

579
00:40:53.079 --> 00:40:57.519
is so critical, and I loved
how you talk about. You say that

580
00:40:57.639 --> 00:41:02.159
empathy is that critical element in building
maintaining a healthy personal and professional life.

581
00:41:02.159 --> 00:41:07.639
But you also say that empathy teaches
us who to get close to and who

582
00:41:07.679 --> 00:41:12.880
to remain distant from, Who doesn't
want Who doesn't understand the importance of that?

583
00:41:13.280 --> 00:41:15.599
Can you say more? Well,
you know, empathy is an assessment

584
00:41:15.679 --> 00:41:20.960
tool at least it's every mind reading. It allows us to look beyond the

585
00:41:21.079 --> 00:41:25.559
surface, not just focus on what
someone looks like or how their resume reads.

586
00:41:25.559 --> 00:41:29.519
I mean, you wouldn't buy a
novel just because it has a beautiful

587
00:41:29.559 --> 00:41:31.800
picture of the ocean on it.
And you would read some reviews. Empathy

588
00:41:31.800 --> 00:41:36.679
allows us to see into the character
of another human being, and in the

589
00:41:36.800 --> 00:41:39.920
end, that's what matters most,
and that's what has been put to it.

590
00:41:40.199 --> 00:41:45.719
That's what has been valued less in
our professional and political and corporate worlds

591
00:41:45.000 --> 00:41:50.559
in recent years. Character matters.
We're more focused on status in the bottom

592
00:41:50.639 --> 00:41:54.760
line rather than character and connections.
And in order to know who to get

593
00:41:54.800 --> 00:41:58.880
close to, you have to have
a wider empathic range so that you can

594
00:41:58.920 --> 00:42:04.039
see beyond the surface and you're not
naive about assessing another You don't just base

595
00:42:04.320 --> 00:42:08.239
your opinion of another person on a
few peripheral variables. You know what their

596
00:42:08.280 --> 00:42:12.760
heart and soul is like, and
it teaches you who to negotiate with.

597
00:42:13.199 --> 00:42:16.880
It also teaches you who to get
close to and love relationships. Okay,

598
00:42:16.920 --> 00:42:21.559
so you've just opened up a whole
new realm for listeners who probably have never

599
00:42:21.639 --> 00:42:24.559
heard that empathy is an assessment tool. I haven't either, doctor C.

600
00:42:24.719 --> 00:42:30.960
So thank you for that. That
opens up whole worlds because for the people

601
00:42:30.119 --> 00:42:34.199
that are rolling their eyes about this
whole empathy thing, if you consider that

602
00:42:34.239 --> 00:42:38.760
this is a tool in that you
can use to evaluate opportunities in business and

603
00:42:38.840 --> 00:42:44.639
also relationships. That is just mind
boggling. Yes, I think it's the

604
00:42:44.719 --> 00:42:50.159
most important tool. I really do, because I've seen it over many years

605
00:42:50.199 --> 00:42:55.239
that people who expand their empathic range
usually have higher level professional lives and they

606
00:42:55.280 --> 00:43:00.599
have very deep intimate relationships in their
personal life. They relay better to friends,

607
00:43:00.599 --> 00:43:06.360
spouse's children because they can understand.
They know how to listen empathically,

608
00:43:06.840 --> 00:43:09.239
so they enter the soul in the
heart of other people. And you know,

609
00:43:09.239 --> 00:43:13.480
if you know how to do that, you can make friends anywhere well.

610
00:43:13.480 --> 00:43:15.239
And I was also thinking as you
spoke speaking of that doctor Ces,

611
00:43:15.280 --> 00:43:17.719
I was thinking, in addition to
being an assessment tool, of course,

612
00:43:17.800 --> 00:43:22.320
empathy is a connection tool. Yes, oh, absolutely absolutely, it's a

613
00:43:22.320 --> 00:43:28.440
connection tool, and it produces the
connecting hormone oxytocin, which I mean,

614
00:43:28.639 --> 00:43:31.280
I just think it's fascinating to me
now. You know, I wrote a

615
00:43:31.280 --> 00:43:35.679
book The Power of Empathy, many
years ago, and we couldn't prove that

616
00:43:36.079 --> 00:43:39.960
empathy caused the brain change back then, but giving and receiving of empathy produces

617
00:43:40.000 --> 00:43:45.519
oxytocin, that connecting love hormone that
makes us feel trusting, and it makes

618
00:43:45.599 --> 00:43:50.360
us feel understood. It makes us
feel generous. It makes us want to

619
00:43:50.400 --> 00:43:54.960
connect to another human being. I
totally get that. Well really quick here,

620
00:43:55.159 --> 00:43:59.280
you know, one of the really
important words that gets spantied about when

621
00:43:59.280 --> 00:44:04.039
we talk about anything related to organization
development and certainly leadership development, is the

622
00:44:04.079 --> 00:44:09.239
word culture. And certainly when you
talk about relationships between culture that encourages empathy

623
00:44:09.239 --> 00:44:12.599
and those that don't, that we
can start to see some financial resource we

624
00:44:12.840 --> 00:44:15.400
talked about already. But can you
just presence a little bit for us what

625
00:44:15.440 --> 00:44:21.920
you've seen in your consulting and your
practice. Where what does a company look

626
00:44:22.079 --> 00:44:27.880
like that has a strong culture built
on empathy. Well, these are companies

627
00:44:27.920 --> 00:44:32.679
that are very attractive to people seeking
work, people wanting to be part of

628
00:44:32.719 --> 00:44:39.599
them because again, they follow that
AIE leadership formula. They are authentic,

629
00:44:39.719 --> 00:44:44.639
The leaders are authentic, and people
tend to be more free to be authentic.

630
00:44:45.360 --> 00:44:50.920
They have high integrity, they model
high ethics. They don't lie to

631
00:44:51.000 --> 00:44:54.760
customers, they don't make up stories. They don't indicate that a product is

632
00:44:54.800 --> 00:45:00.599
going to be shipped may first when
they know that it won't be number first.

633
00:45:00.920 --> 00:45:05.559
They're noted for being truthful, and
because they're truthful, they're more respected

634
00:45:06.039 --> 00:45:10.199
and because they function that way,
people want to be in that organization because

635
00:45:10.239 --> 00:45:15.159
they don't have to pretend. They
can be real. They can indicate that

636
00:45:15.199 --> 00:45:17.159
they don't know when a product is
going to be released, or they're not

637
00:45:17.320 --> 00:45:22.239
sure about this particular product. They
work together with honesty, and they communicate

638
00:45:22.719 --> 00:45:29.039
to their customers with honesty, so
they gain that reputation and they change the

639
00:45:29.079 --> 00:45:34.400
brain chemistry of their customers. They
produce a sense of comfort and security in

640
00:45:34.440 --> 00:45:37.320
their customers. So when I tell
you I can deliver such and such by

641
00:45:37.400 --> 00:45:42.039
June first, you know it's the
truth. I'm not exaggerating. I'm not

642
00:45:42.239 --> 00:45:45.079
just trying to get you on board
or getting you to sign a contract.

643
00:45:45.880 --> 00:45:50.039
And here's what's so great about that
from a competitive advantage situation, Right,

644
00:45:50.119 --> 00:45:53.519
So, a client that feels connected
to someone that provides that kind of service

645
00:45:53.559 --> 00:46:00.280
and knows they can count on that
organization is far less likely to go to

646
00:46:00.280 --> 00:46:04.280
the competition, even if there's a
price reduction or maybe better terms. They

647
00:46:04.320 --> 00:46:09.400
trust this organization, yes, yes, and look, trust is critical in

648
00:46:09.519 --> 00:46:15.480
working with others and selling products and
negotiating contracts, and of course it's critical

649
00:46:15.480 --> 00:46:19.199
in any intimate relationship. If you
don't trust the person you're close to.

650
00:46:19.599 --> 00:46:22.079
And you know we get close to
people when we interact in business as well.

651
00:46:22.360 --> 00:46:25.000
But if I lie to you once, are you going to want to

652
00:46:25.000 --> 00:46:30.599
deal with me again? If a
company is noted for that, if they're

653
00:46:30.639 --> 00:46:32.840
noted like we see in the political
and corporate world today. You know,

654
00:46:34.760 --> 00:46:37.599
studies indicate three out of five leaders
are toxic. And when we know that

655
00:46:37.679 --> 00:46:40.840
people are leading that way, why
would you want to do business with them?

656
00:46:42.239 --> 00:46:45.039
Right? I wouldn't thank you very
much. Well, here we are.

657
00:46:45.440 --> 00:46:49.719
We've, like the car guys used
to say, we've spent another perfectly

658
00:46:49.719 --> 00:46:52.920
good hour together on the air.
Already, doctor C And already we're at

659
00:46:52.920 --> 00:46:55.679
the end. And you know that
this show is listened to by people across

660
00:46:55.719 --> 00:46:59.639
the globe, and I'm all about
helping them connect more meaningfully and productively with

661
00:46:59.679 --> 00:47:01.880
their work work. So say,
in the last one minute, what would

662
00:47:01.920 --> 00:47:05.679
you like to leave our listeners with? Well, I would just to say

663
00:47:05.719 --> 00:47:09.920
that you know, if you employ
AI lead leadership, authenticity, integrity and

664
00:47:09.960 --> 00:47:14.840
empathy, you're going to be It's
going to be if it becomes a major

665
00:47:14.880 --> 00:47:17.000
part of your life. It causes
a ripple effect in your homes and in

666
00:47:17.039 --> 00:47:22.440
your organizations. But remember it's not
theoretical, it's something that you have to

667
00:47:22.480 --> 00:47:25.679
put into action. Change is an
active process and when you do this,

668
00:47:27.079 --> 00:47:30.360
you become part of making a better
world, a better organization, and you

669
00:47:30.400 --> 00:47:36.039
will those around you become better persons. And I guarantee you this is infectious.

670
00:47:36.280 --> 00:47:39.239
If you conduct yourself in this way
at home and at work, you

671
00:47:39.280 --> 00:47:43.239
will attract other people who are going
to do the same thing, and it

672
00:47:43.280 --> 00:47:47.360
makes your environment very high spirited and
very enjoyable. Thank you, doctor s

673
00:47:47.360 --> 00:47:51.079
Here McCauley, who doesn't want to
be up to that. Thank you so

674
00:47:51.159 --> 00:47:54.039
much for joining us once again and
sharing your heart, beautiful soul and your

675
00:47:54.079 --> 00:47:58.480
work. I really appreciateating back with
me. Well, thank you very much.

676
00:47:58.679 --> 00:48:00.519
You're just a delight to interact with. Elise. Thank you very very

677
00:48:00.599 --> 00:48:05.239
much. Thank you so listeners,
If you want to learn more about doctor

678
00:48:05.320 --> 00:48:09.719
Arthur Sierra McCauley, go to his
website. It's Balance your Success dot com,

679
00:48:09.760 --> 00:48:15.840
so www dot Balance your Success dot
com. If miss last week's show,

680
00:48:15.840 --> 00:48:19.199
you can always catch it. A
recorded podcast, we were on the

681
00:48:19.199 --> 00:48:22.280
air with Michelle Connell of Porscha Capital
Management. We've talked about how managing and

682
00:48:22.320 --> 00:48:25.440
Investing our money wisely can help us
live a life of greater purpose, and

683
00:48:25.480 --> 00:48:30.239
the differences between how men and women
invest very interesting conversation. Next week,

684
00:48:30.280 --> 00:48:34.920
we'll be on the air with a
local Dallas young rock musician talking about his

685
00:48:34.960 --> 00:48:38.199
experience with bullying and how he has
created a purposeful message in response and through

686
00:48:38.239 --> 00:48:40.880
his music. See you there.
Remember that work is at least a third

687
00:48:40.880 --> 00:48:45.079
of our life. Sober, let's
work on purpose. We hope you've enjoyed

688
00:48:45.079 --> 00:48:50.599
this week's program. Be sure to
tune in to Working on Purpose, featuring

689
00:48:50.639 --> 00:48:55.159
your host Alise Cortes, each week
on the Voice America Empowerment Channel. This

690
00:48:55.199 --> 00:49:10.880
week, find your life's purpose at
work