May 12, 2026

Stop Trying to Do Better -- It’s Not Working

Stop Trying to Do Better -- It’s Not Working
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Here’s a hard truth: Most leaders are focused on the wrong thing. They chase performance, tactics, and productivity—yet overlook the one factor that drives it all: who they are being. In this provocative episode, Ryan Gottfredson reveals why only about 15% of people are genuinely self-aware—and how that blind spot is quietly limiting your impact. If you want to break through to a new level of leadership, stop tweaking what you do and start transforming the internal operating system underneath it

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

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WEBVTT

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The topics and opinions express in the following show are

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solely those of the hosts and their guests and not

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or its employees are affiliates. Any questions or comments should

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be directed to those show hosts. Thank you for choosing

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W FOURCY Radio.

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

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answer to this question. People ache for meaning and purpose

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at work, to contribute their talents passionately and know their

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lives really matter. They crave being part of an organization

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that inspires them and helps them grow into realizing their

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highest potential. Business can be such a force for good

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

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guidance and inspiration to help usher in this world we

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

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Elise Cortes.

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Welcome back to Working on Purpose program, which has been

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brought to you with passion and pride since February of

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twenty fifteen. Thanks for tuning in this week. Great to

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have you. Mostly are sitting on untapped human energy, and

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I helped them unleash it. I'm an organizational psychologist, local therapist,

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workforce advisor and the founder of the Gusto Now movement.

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But my favorite title that I traffic in is simply

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that I traffic and energy, not the surface level motivation

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or another engagement initiative, but the deeper force what I

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call Gusto, the life force of performance that drives commitment, perseverance,

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and genuine ownership of a shared mission and the clients

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we serve. You can learn more about us on how

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we can work together at Gusto dashnow dot com or

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my personal site at least coortes dot com. Getting in

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today's program, we have with us doctor Ryan Godfredson. He

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is a cutting edge leadership development author, researcher, and consultant.

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He helps organizations vertically develop their leaders, primarily through a

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focus on mindsets to elevate the organization and culture. He

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is the author of the Elevated Leader, Leveling Up Your

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Leadership through Vertical Leader Vertical Development, which we talked about

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last time he was on air today we're diving into

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another of his books, Becoming Better, the groundbreaking science of

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Personal Transformation. We will be talking about the difference between

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vertical and horizontal development, and also the difference between the

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being and doing side of ourselves, and we'll talk about

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some of the things that people can do to start

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the process of vertically developing on their own. He joins

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us again from Orange County, California, Doctor Ryan govertson a

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hearty welcome back to Working on Purpose.

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Hey, thanks for having me back. We must have done

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something right last time.

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I think so. I told you before we got on air,

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I might.

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Be a fan. Well, I just love having these conversations,

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so yeah, let's geek out.

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Well if we must, But look at this beautiful thing

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that you brought into the world, and first time we

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also just celebrate you, Ryan one. You know, you're very,

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very real and personable and vulnerable in this book, and

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I really appreciate that it helps us all realize that

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we're on this journe need together. Right, We're all in

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this development thing. We're never done. And you know, sometimes

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it gets a little sticky and ooh and GOOHI in there.

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Yeah it does, But I love I mean I loved

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your intro. I'm sitting there and listen to your intro,

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and you know you you love focusing on energy and

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helping them people harness that energy and provide that productively.

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And I think a lot of what we're going to

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talk about is how do we unlock ourselves so that

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we can put forth that energy. I've just learned that

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each of us and myself included, we have, like I

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am almost a vision And remember those old cartoons where

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people have, like, you know, a chain around their ankle

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and there's this big ball, right, a weighted ball. Yes,

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I just think that we all have those that are

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holding us down and holding us back. The question is

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are we aware of what they are? And do we

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know how to unlock it? And I've just discovered that

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not many people are in touch with those and most

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people don't know how to unlock it. But if we

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can do that, it's unlimited potential. So I'm excited to

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dig in.

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I love how we've situated this already. Let's go Okay,

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so first we want we want to first invite our

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listeners and viewers into this realm that we're going to

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be only discussing, which is vertical development. But before we

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do that, let's have you do this once again, distinguish

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horizontal and vertical development.

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Yeah, horizontal development is a formative. So the two different

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types of development there are, they are completely different developmental

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strategies and pathways. Okay, and we are all familiar with

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horizontal development. Horizontal development is most development. It's improving our talent,

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our knowledge, and our skills. This is our education systems,

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our athletic programs, and our organizational develop development efforts almost

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slowly focused on here's what you need to know and

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here's what you need to do. And then the name

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of the game with horizontal development is in a way,

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you've got to work hard and you've got to push hard. Okay,

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that's what we are accustomed to. But it is not

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the only developmental pathway. Now. It is a good developmental pathway,

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but it is limited. In fact, I would dare say

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that when we engage in horizontal development, our potential is

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only incremental improvement. Now there's a different developmental path and strategy.

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And that's vertical development. Vertical development isn't adding knowledge and

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skills to what we have, it's upgrading our internal operating system.

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So you might say horizontal development is putting tools in

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our tool belt. We love tools, that's great, But vertical

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development is all about upgrading the person wearing the tool belt.

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And so this when we engage in vertical development, it

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can be transformational and something that's unique. And we'll dive

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into this is vertical development really isn't about pushing harder,

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working harder. It's actually more about letting go, particularly from

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those weights that might be holding us back.

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I really love that whole analogy of the tool belt

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and a person wearing the tool belt. I think that

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really really brings it home. Okay, now we need We

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did say listeners and viewers that we were going to

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geeg out. So this is really going to help you

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learn so much if you listen to what we're talking

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about today and take it to heart. Ooh, it's just

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great stuff. So now that you've done vertical and horizontal,

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and now we got to hit the being and doing

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sides of ourselves. If you could distinguish those.

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Yeah, and it's just a different terminology. So what I've

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learned is that we have two different sides of ourselves.

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One side of ourselves is our doing side, that's our talent, knowledge, skills,

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and abilities, and we need that. And I'm going to

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give you an example. I'll use somebody who's been in

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the news lately if you follow sports, and it's Tiger Woods.

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Tiger Woods has been in the news. We know Tiger

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Woods because he is incredible along his doing side. Throughout

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his past, he's been an incredibly skilled, skilled golfer, right

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he has. He's really far out on the doing side

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if you think about an X access. But he's also

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been in the news lately because he has some issues,

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some personal issues, maybe some substance abuse issues. And when

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we look at those issues that Tiger Woods has, they

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don't have anything to do with his doing side. His talent,

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his knowledge and skills has something to do with another

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side of himself, which is his being side, and our

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being side is the quality and sophistication of our internal

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operating system. And when somebody has issues, and we've all

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had issues, so I'm not trying to judge Tiger, which

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I mean, we all have issues. It's just are we

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aware of what issues we have? And if we've got

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issues that are holding us back in our lives, it

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generally has a lot more to do with our being

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side than our doing side, and so to kind of

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merge this terminology together. Horizontal development is improving along our

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doing side, Vertical development is improving along our being side.

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And so what I've just recognized is that almost all

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of us are in we're We're almost all familiar with

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our doing side. We know how much skills we have,

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how much knowledge we have, how much abilities that we have.

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But what I found is that not many people really

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know the true quality of their being side. And so

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this just by making this distinction doing side and being side,

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it opens up a new and possibly different way to

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evaluate ourselves.

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Awesome. Okay, now we've laid some really important groundwork that

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has helped distinguish some key terms that you use throughout

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your book. Okay, so then what I would love to

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do to bring it back down to the ground because

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you and I can get really theoretical and very geeky here.

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You talk about I love how you share the multiple

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examples of how you work with people, but you talk

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about how personal transformation always involves an upgrade and an

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elevation to this being site. And you go on to

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say that when you coach people, they become more emotionally

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in control and regulated in many different ways. So to

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help us help our listeners and viewers understand and think

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about how they can start to try this on what

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ways do you start to notice that they're more emotionally

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in control and regulated?

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Good when? And then this is just a pretty cursory

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gauge of our being side altitude, And that's by asking

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the question how reactive are you?

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So?

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For example, if you get cut off on the freeway,

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how prone are you to react? I'm a parent and

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I have kids who play sports. When my child doesn't

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do something, well, how much do I react as a

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parent when I get feedback? How quick am I to

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get defensive? When when a problem happens at work? How

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quick am I to put out the fire? Right? And

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so our being side. One way to gauge our being

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side is how reactive is our body's internal operating system? Right?

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We just know some people fly, you know, just in

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these uncomfortable situations. Their body's internal operating system is flying

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to let me control, let me make sure there's no problems,

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let me just ease my emotional burden, whereas other people

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have a wider window of tolerance where they can sit

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in some of these uncomfortable situations, and not that they

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love sitting there, but by having the capacity to sit

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with the discomfort, it gives them a greater ability to

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choose their response to the situation as opposed to knee

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jerk react to the.

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Situation beautifully articulated. Okay, now, let's if we can with

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the with the utmost love and respect scare our listeners

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and viewers just dismedge. And that is by situating that

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we have so much of our response is automatic and

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non conscious until we do this work. So you think

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about this, that means that we are kind of puppets

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to our operating system here and we don't even know

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that we're being controlled. And that's so so important. So

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if you could speak to this notion of how much

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of this response you're talking about until we work on

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it is automatic and non conscious reaction.

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Yeah, this is super fascinating, right because we all think that, oh, yeah,

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we are we are in the driver's seat of our lives.

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And the statistic really causes us to question that, which

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is psychologists and neuroscientists that found that ninety five percent

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of our thinking, feeling, judging, and acting is driven by

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our non conscious automatic processing and that that's on average.

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I don't think that's everybody. But what if, for example,

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what if we could have only ninety percent of our thinking, feeling, judging,

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and processing be driven by our non conscious automatic processing. Now,

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the reason for this is because our brain is our

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biggest calorie user within our body, and so our body

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has to operate in a way that saves energy. We

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just can't do everything consciously, so our brain is really

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efficient at putting things at a non conscious level. And

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so one of the ways that I think about this,

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and this is one of the things that we've learned,

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is that how we are wired and programmed to survive

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our childhood is not the same wiring and programming that

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we need to thrive as adults, as parents, as spouses,

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as leaders, as employees, as fill in the blank. And

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so we have all adopted automatic programming based upon our past,

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our life's experience, and then we should come to a

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point in time in our adulthood where we ask the question,

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is my wiring really optimize for my purpose for the

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impact that I want to have in my life? And generally,

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if we ask that question, we'll find that not every

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aspect about our wiring is aligned with the best version

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of ourselves.

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Yeah, and then there's the notion of the stuff that

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I think many people are starting to recognize how important

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it is to unlearn things, to let go of things

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and no longer serve us. But that takes an awareness process,

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and I want to bring home to as we continue

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on this first segment to talk about the promise the

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opportunity of this vertical development here you mentioned earlier is

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getting a less reactive. Part of the opportunity is to

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learn how to be less reactive. But I absolutely love

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the way that you put forth this very elegant definition

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of vertical development. You say, a clearer way to define

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it is elevating our internal operating system's ability to interpret,

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process and respond to our world in value creating ways

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as opposed to self protective ways. Let's unpeel that a

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little bit.

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Yeah, Well, let's take the example I brought it up

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earlier of receiving feedback or constructive criticism. Right, how would

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you say that most people respond to receiving constructive criticism,

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They get defensive defensive? Right, That's again that's usually a

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need jerk reaction. And what's going on is they're putting

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up a shield, right, And why would we put up

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a shield is because our body automatically and not unconsciously,

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is interpreting this constructive criticism as an attack. Now, it

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could be an attack, but my experience is is it's

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generally not a true attack. Right. We really aren't in

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any danger, but our body is prone to respond as

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though it is. But that's not the best way and

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that's not the most sophisticated way for us to make

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meaning of our world. It is a self protective way.

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Is protecting our emotions in the short term, but it's

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also holding us back from learning, growth and development in

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the long term. So on one side, the more reactive

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is generally self protective in the short term, but then

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being wired for value creation on the other side is

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where we have this capacity to sit in short term

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discomfort in pursuit of long term growth and development. And

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so we just kind of painted this continuum being wired

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for self protection versus value creation. And there's different ways

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that we can investigate this, but just to simplify this,

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where we fall along that continuum is effectively our being

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side altitude.

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So beautiful love, how you talk? Okay, let's let our

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listeners and viewers just chew on what we were presented

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so far. I think it was a fair amount here,

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so let's let them marinate a sma as while we

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take our first break. I'm your host, doctor Earles Cortez.

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But we've been in the air with doctor Ryan Godferdson,

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who's a cutting edge leadership development author, researcher and consultant.

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He helps organizations divertically develop their leaders, primarily through a

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focus on mindsets to elevate the organization and the culture.

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We've been talking about the opportunity the promise of doing

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this vertical development work. After the break, we're going to

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start really geeking out and talk and take a more

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of a deeper dive into what is that being sided.

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We'll be right back.

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Doctor Elise Cortes is a management consultant specializing in meaning

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

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visioneer for greater purpose among stakeholders and develop purpose inspired

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

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commitment within the workforce. To learn more or to invite

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a lease to speak to your organization, please visit her

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

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your employees working on purpose. This is working on Purpose

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with doctor Elise Cortes. To reach our program today or

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to open a conversation with Elise, send an email to

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Elise alisee at Elisecortes dot com. Now back to working

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on Purpose.

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Thanks for staying with us, and welcome back to working

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on Purpose. I'm your host, doctor Elise Cortes, as I too,

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am dedicated to help them create a world where organizations

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thrive because they're people thrive. They're led by inspirational leaders

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that help them find and contribute their greatness, and we

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do business that betters the world. I keep researching and

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writing my own books, so one of my latest came

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out called The Great Revitalization. How activating meaning and purpose

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can radically in liven your business. And I order to

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help leaders understand today's discerning workforce. What do they want

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to need from you to give you their best and

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want to stick around? And then I provide you twenty

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two best practices to equip you to provide it for

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them for your leadership and your culture. You can find

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my books on Amazon or my personal site at least

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Coortes dot com. If you are just now joining us.

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My guest is doctor Ryan Godferdson. He's the author of

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Becoming Better, the groundbreaking science of personal transformation. So the

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first place I want to start here, which I think

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is really hopelessly alluring and helps us understand so much Ryan,

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is talk about how how much the central nervous system

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is is our body's command center. Let's start with kind

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of a little bit of an orientation around that.

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Yeah, So we defined our being side as the quality

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and sophistication of our internal operating system, right, which is

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our internal operating system is really responsible for our as

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we've talked about our character, our mindsets, our psyche, our

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emotional regulation abilities. And so when we say internal operating system,

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what bodily system are we really talking about, Well, that's

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our body's nervous system, right. Our nervous system is, as

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you mentioned, our body's command center. Because our nervous system

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is the interaction serves as the interactor between the world

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around us and us. Right, how do we interact with

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our world? It's through our senses, our psie, our touch,

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our smell, our hearing, right, and so we have our

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senses that are picking up on signals in the world

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around us, and then the nervous system is sending those

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signals through our senses and through our body to the

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back of our brain. And there at the back of

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our brain, our body's nervous system there right there, there's

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a gateway and they the because we can't process all

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information that comes into our body, so our body's nervous

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system has to decide which information is going to get

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filtered in and which isn't. So information is coming in,

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it goes to our brain, then it's okay, does it

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go in or does it not go in for anything

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that is allowed in. The second kind of job there

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at the brain that our nervous system has to engage

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in is interpret the information that comes in. So, for example,

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we might experis failure, and of course that's going to

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come in through our senses. We're going to feel that

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that's going to go to our brain, and the brain's

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going to say, all right, this is important, let's filter

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it in. And then there's an automatic assignment to failure.

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Or we could go back to that example of constructive criticism, right,

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and there's an automatic assignment. That's why we say ninety

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five percent of our thinking feeling, judging, and acting is

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driven by our non conscious automatic processing. Because information goes in,

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it gets automatically interpreted, and then based on the interpretation,

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there's an automatic activation of a response. And all of that,

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again is automatic. And so you know, in some ways,

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like I love geeking out and getting into the weeds,

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and this is getting really into the weeds, but I

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hopefully in a clear way, just to help us to

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see that this vertical development path that we're talking about

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is very different than what we're used to. We're not

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adding things right, knowledge and skills, we're refining how our

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bodies literally, our body's nervous system works well.

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And I would say in many ways, Ryan, what you're

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doing through your work and through your books is you're

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helping us all understand better how we have been wired internally.

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We're not used to looking like that. We look at

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the outsiders, my makeup, all Kade does, my mask, garret running,

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you know, this is my suit match, my shoes. We're

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not used to taking a deep dive inside of ourselves.

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And your work really helps us understand how our brains work.

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And you know what's really important to know about that,

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which is this notion of how it's always directing us

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from pain and toward pleasure. And when you start thinking

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about that, gosh, and if you interpret something as pain

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like Ryan's about to say, how I did in that presentation,

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I'm going to brace myself because it's going to be painful.

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I'm not going to like it. Versus this guy knows

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what he's doing. What if I listen with an open mind,

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in an open ear, might I just learned something here

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that can actually improve how much money I make in

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a year?

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Yeah? Well so yeah, let me give you just a

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personal example for me. I mean, here's one of the

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things that I've come to learn is I don't know

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how familiar you are with attachment theory, but attacked. Yeah.

394
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Well, I read your book of course cover to cover,

395
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as I'm prone to do, and I've read it for

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other Yes, so it's fascinating and I love how you

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talk about that in your book.

398
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Yeah. So, attachment theory is a theory that suggests that

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our bonds with our primary caregivers as children shapes how

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our body becomes wired. So when people have a good

401
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and what they call secure relationship with their primary caregiver,

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then their body's nervous system is more regulated. Okay, Now, unfortunately,

403
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there's a lot of people who don't have great relationships

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with their primary caregivers and they develop what are either anxious, avoidant,

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or disorganized attachment styles. So one of the things that

406
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I've learned, is I've tried to kind of investigate my programming,

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is I learned that I didn't have a close bond

408
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with my primary caregivers my parents at a very early age.

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I didn't have this close bond, and I developed what

410
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is called an anxious sorry, an avoidant attachment style. So

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for an avoidant attachment style, we become wired to see

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that connection to another person is actually harmful for us.

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And here's why that makes sense for me, is because

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while my parents are always there for me physically, they

415
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were rarely there for me emotionally. Yes, so I experienced

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during my upbringing emotional neglect, and so a way for

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me to protect myself from the pain of emotional neglect,

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my body learned to not develop connections with other people.

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And so it was a self protective safety mechanism that

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my body adopted as a way to protect myself. And so,

421
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of course this is a part of my wiring where

422
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my body wants to keep others at an arms distance

423
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because it helps me feel more safe and more secure. Right.

424
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In other words, I don't like when I feel a

425
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close connection. It makes me feel vulnerable and uncomfortable. And

426
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so this is something that guided was a part of

427
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all of my interactions with other people throughout my life,

428
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and I had no clue that this was going on.

429
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And then, of course I get married, I have kids,

430
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and my relationship just wasn't what I envisioned it to be.

431
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And I was very quick at that time to kind

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of point my finger at my partner, my spouse, be like,

433
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here's all the things that you're doing that's impacting me

434
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in a negative way. And what I didn't realize that

435
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I always had this figurative arm up towards my life

436
00:26:02.240 --> 00:26:05.000
and it was a part of just my programming. And

437
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I've had to learn to kind of deconstruct that to

438
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develop more optimal programming that allows me right and my

439
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nervous system to be okay with letting somebody else in.

440
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And that's been a big part of my vertical development journey.

441
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And I just use myself as an example to hopefully

442
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bring the ideas to life, but too to also just normalize,

443
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like most people do, did not have a secure attachment

444
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with their primary caregivers and deal with some sort of

445
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attachment related issues. And if we don't awaken to that,

446
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and if we don't address that, we're just going to

447
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in a way be living in third class when our

448
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opportunity is first class.

449
00:27:00.079 --> 00:27:03.279
Hmm and who Okay, So I think you just hooked

450
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an awful lot of our listeners and viewers right there. Okay, Now,

451
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let's talk about a few things that kind of well,

452
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just that will bring more and more to life what

453
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this whole operating system is about. And the fact that

454
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you know, our programming between self protection or value creation

455
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is on a continuum where everybody's on this continuum somewhere.

456
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I also want to call out, especially since I'm all

457
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about meaning and purpose, that this internal operating system is

458
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a meaning making system. That's what it does. And so

459
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I also want to call out how important this is

460
00:27:33.559 --> 00:27:35.599
going to be so important for listeners and viewers to get.

461
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How you talk to us in your book about how

462
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this operating system always makes us feel right and good

463
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about how we're interpreting these things and respond to them.

464
00:27:44.480 --> 00:27:46.240
This is the right way to do it for us.

465
00:27:46.960 --> 00:27:48.640
Can you speak a little bit of that, because this

466
00:27:48.680 --> 00:27:51.640
is where people get held in they get held hostage.

467
00:27:52.519 --> 00:27:55.640
It is yes, And I'll give you another personal example.

468
00:27:55.759 --> 00:27:59.079
So I grew up. You know, I've talked a little

469
00:27:59.079 --> 00:28:02.319
bit about my parents. My parents were maybe the most

470
00:28:02.319 --> 00:28:04.359
frugal people that I had ever met. There was a

471
00:28:04.400 --> 00:28:06.720
reason for that they had, you know, I won't go

472
00:28:06.839 --> 00:28:10.039
into all of the background there, but I grew up

473
00:28:11.319 --> 00:28:14.400
my dad. Right before I was born, he lost his business.

474
00:28:14.759 --> 00:28:18.759
He was an entrepreneur, lost his business and that's a

475
00:28:18.759 --> 00:28:22.920
pretty dramatic thing for most individuals, and he went on

476
00:28:23.039 --> 00:28:26.000
to take a he was a civil engineer, a stable

477
00:28:26.160 --> 00:28:31.160
civic job. And I grew up with my dad kind

478
00:28:31.240 --> 00:28:34.319
of preaching to me that you never want to be

479
00:28:34.359 --> 00:28:36.759
an entrepreneur and you never want to go into debt

480
00:28:38.160 --> 00:28:41.960
because being an entrepreneur and debt are risky. These are

481
00:28:42.000 --> 00:28:45.079
things that could put you and your family in harm's way.

482
00:28:45.200 --> 00:28:49.039
And he had learned that given his life experience, and

483
00:28:49.119 --> 00:28:51.319
so I grew up with that mentality. I never want

484
00:28:51.359 --> 00:28:53.240
to be an entrepreneur and I never want to grow

485
00:28:53.279 --> 00:28:56.000
into debt. And what I didn't realize at the time

486
00:28:56.160 --> 00:28:59.640
was what this was this is wiring that was more

487
00:28:59.720 --> 00:29:04.000
pro to helping me stay safe than it was having

488
00:29:04.039 --> 00:29:08.359
an impact on the world. And I got to a

489
00:29:08.440 --> 00:29:11.240
point in my career where I kind of reached this

490
00:29:13.400 --> 00:29:16.799
you know, fork in the road where I had to

491
00:29:17.200 --> 00:29:20.720
I had to make a choice. Do I continue playing

492
00:29:20.799 --> 00:29:24.240
it safe or do I become willing to take risk

493
00:29:24.319 --> 00:29:26.519
in order to have the impact or live out the

494
00:29:26.559 --> 00:29:29.920
purpose that I feel like I was born to fulfill.

495
00:29:30.200 --> 00:29:31.799
Understand that question, yes.

496
00:29:32.200 --> 00:29:35.400
And and this is and you know at the time,

497
00:29:35.440 --> 00:29:39.799
this is really tricky for me to navigate. But by

498
00:29:40.599 --> 00:29:44.079
help by awakening to this idea that I have got

499
00:29:44.119 --> 00:29:48.000
some wiring that's saying to me, play it safe, play

500
00:29:48.039 --> 00:29:52.039
it safe, play it safe. And that feels right to me,

501
00:29:52.839 --> 00:29:58.680
because who likes to, you know, step into muddy, difficult situations.

502
00:29:59.240 --> 00:30:02.119
So while that felt right to me, I also had

503
00:30:02.119 --> 00:30:05.640
to recognize it was holding me back for my goals

504
00:30:05.640 --> 00:30:10.720
and my dreams. That I couldn't simultaneously be safe and

505
00:30:10.880 --> 00:30:14.160
play it safe and reach my goals and dreams. I

506
00:30:14.240 --> 00:30:16.880
needed to. I needed to make a choice on which

507
00:30:16.960 --> 00:30:22.799
one I valued more and that as as I awakened that,

508
00:30:24.160 --> 00:30:26.440
it helped me realize is I needed to have a

509
00:30:26.599 --> 00:30:30.359
mindset shift and that I was never going to reach

510
00:30:30.400 --> 00:30:33.720
my goals and dreams unless I changed my mindset about

511
00:30:33.759 --> 00:30:39.680
how I thought about and saw risk. And it's only

512
00:30:39.720 --> 00:30:43.519
by changing my mindset from being playing it safe to

513
00:30:43.599 --> 00:30:46.720
achieve in my purpose. It's only by shifting that mindset

514
00:30:46.920 --> 00:30:48.680
that then I was like, Okay, I'm going to do

515
00:30:48.720 --> 00:30:51.160
big and bold things. I'm going to write books, I'm

516
00:30:51.160 --> 00:30:53.000
going to put myself out there. I'm going to You know,

517
00:30:53.480 --> 00:30:57.359
we wouldn't be having this conversation unless I had previously

518
00:30:57.400 --> 00:30:58.119
made that shift.

519
00:30:58.440 --> 00:31:00.759
I totally get this, and I'm alone with your brother.

520
00:31:00.839 --> 00:31:04.240
I got you. Okay, I want to just situate before

521
00:31:04.240 --> 00:31:06.119
we go on to our next break here. One of

522
00:31:06.160 --> 00:31:08.000
the things that you talk about in your book pretty

523
00:31:08.079 --> 00:31:12.000
extensively is there's three big factors that impact are being

524
00:31:12.079 --> 00:31:16.279
able to elevate at our altitude that most people really

525
00:31:16.319 --> 00:31:19.079
are not hardly at all aware of. And so the

526
00:31:19.119 --> 00:31:22.720
three factors are that really help us develop this self

527
00:31:22.759 --> 00:31:26.599
protective wiring and constrain our being side development our traumatic

528
00:31:26.680 --> 00:31:29.599
life experiences which most most of us have had, probably

529
00:31:29.640 --> 00:31:33.079
one of living in unhealthy cultures, which is where both

530
00:31:33.160 --> 00:31:35.119
you and I are certainly trying to help elevate and

531
00:31:35.119 --> 00:31:39.079
improve that game and our neurological functionality. So we don't

532
00:31:39.079 --> 00:31:40.960
have time to go into that, but I just wanted

533
00:31:40.960 --> 00:31:43.599
to situate for our listeners and viewers that you treat

534
00:31:43.599 --> 00:31:45.599
that in your book and that I want to put

535
00:31:45.640 --> 00:31:47.720
that out there as a possibility for what they want

536
00:31:47.759 --> 00:31:50.359
to probably start looking at as possibility for themselves. But

537
00:31:50.480 --> 00:31:52.359
quickly comment on that before going to break.

538
00:31:52.640 --> 00:31:55.519
Yeah, no, great summary. So, yeah, how do we develop

539
00:31:55.519 --> 00:31:58.759
the wiring that we have. It's our life's experience, it's

540
00:31:58.799 --> 00:32:01.920
our current culture. And those are two things that I'm

541
00:32:01.960 --> 00:32:05.119
going to say are nurture related, but there are some

542
00:32:05.319 --> 00:32:08.920
nature elements that we need to consider, such as neurodivergency.

543
00:32:09.079 --> 00:32:11.680
So most commonly, at least what I see in my

544
00:32:11.799 --> 00:32:14.759
line of work is ADHD. So one of the things

545
00:32:14.799 --> 00:32:16.960
that we've learned and we could tap into the you know,

546
00:32:17.440 --> 00:32:23.039
at the neuroscience level, ADHD actually is some brain wiring

547
00:32:23.079 --> 00:32:26.759
deficiencies that does cause one to be more wired for

548
00:32:26.799 --> 00:32:31.000
self protection as opposed to value creation. And the good

549
00:32:31.039 --> 00:32:35.079
news is that for all of these things life experience,

550
00:32:35.160 --> 00:32:40.720
current culture, and even most neurodivergencies, we could do something

551
00:32:40.799 --> 00:32:43.839
about all of those to change our wiring. Now there

552
00:32:43.920 --> 00:32:48.319
might be some limitations for some neurodivergencies, at least, you know,

553
00:32:48.359 --> 00:32:50.279
some of those things might put a cap for example,

554
00:32:50.279 --> 00:32:53.640
if somebody's autistic. We just don't know how to take

555
00:32:53.680 --> 00:32:57.440
somebody from being autistic to not being autistic. But that

556
00:32:57.480 --> 00:33:02.680
doesn't mean there can't be being sided within whatever spectrum

557
00:33:02.759 --> 00:33:03.279
they might be.

558
00:33:03.279 --> 00:33:06.039
On, which we will dive into after the break. So

559
00:33:06.039 --> 00:33:08.279
I just wanted to situate that before we go in

560
00:33:08.319 --> 00:33:10.920
to the next piece. So I'm your host, Doctor Release Cortez.

561
00:33:10.960 --> 00:33:13.000
We've run the uar of doctor Ryan Godfredson. He's a

562
00:33:13.039 --> 00:33:16.960
cutting edge leadership development, author, researcher and consultant. He helps

563
00:33:17.039 --> 00:33:20.839
organizations vertically develop their leadership, primarily through a focus on

564
00:33:20.960 --> 00:33:24.400
mindsets and to elevate the organizations and the culture. In

565
00:33:24.400 --> 00:33:26.920
this segment, we've been really helping you get much more

566
00:33:26.960 --> 00:33:31.960
clarity about understanding what makes for your being site, what's

567
00:33:32.119 --> 00:33:36.079
under there, what's running it. And now hopefully we've situated

568
00:33:36.079 --> 00:33:37.759
and got you interested enough that after the break we're

569
00:33:37.759 --> 00:33:39.400
going to talk about some ways that you can actually

570
00:33:39.480 --> 00:33:41.079
start to elevate it for yourself.

571
00:33:41.400 --> 00:33:59.079
We'll be right back, doctor Release Cortez, is a management

572
00:33:59.079 --> 00:34:03.440
consultant special and Meaning and Purpose, an inspirational speaker and author.

573
00:34:03.720 --> 00:34:07.240
She helps companies visioneer for greater purpose among stakeholders and

574
00:34:07.279 --> 00:34:11.760
develop purpose inspired leadership and meaning infused cultures that elevate fulfillment,

575
00:34:11.880 --> 00:34:15.440
performance and commitment within the workforce. To learn more or

576
00:34:15.440 --> 00:34:18.159
to invite a lease to speak to your organization, please

577
00:34:18.239 --> 00:34:21.639
visit her at elisecortes dot com. Let's talk about how

578
00:34:21.679 --> 00:34:30.159
to get your employees working on purpose. This is Working

579
00:34:30.199 --> 00:34:33.559
on Purpose with doctor Elise Cortes. To reach our program

580
00:34:33.599 --> 00:34:36.400
today or to open a conversation with Elise, send an

581
00:34:36.400 --> 00:34:42.440
email to Elise alisee at elisecortes dot com. Now back

582
00:34:42.480 --> 00:34:43.800
to working on Purpose.

583
00:34:49.159 --> 00:34:50.840
Thanks for stating with us, and welcome back to Working

584
00:34:50.920 --> 00:34:53.679
on Purpose. I'm your host, doctor release Cortes. As you

585
00:34:53.760 --> 00:34:55.920
know by now, this program is dedicated to empowering and

586
00:34:55.960 --> 00:34:58.840
inspiring you along your journey to realize more of your potential.

587
00:34:59.280 --> 00:35:01.440
I mentioned that my last book came out recently, The

588
00:35:01.480 --> 00:35:04.599
Great Revitalization, which has those twenty two best practices to

589
00:35:04.599 --> 00:35:06.480
be able to elevate your culture and your leadership. What

590
00:35:06.559 --> 00:35:08.159
I did for you is I created a very simple

591
00:35:08.199 --> 00:35:10.360
three page assessment it's free. You can pull it off

592
00:35:10.440 --> 00:35:13.559
my website at gustodeshnow dot com and will help you

593
00:35:13.599 --> 00:35:16.199
to understand extent to which your organization is meeting the

594
00:35:16.519 --> 00:35:20.280
discerning standards of today's workforce. If you are just now

595
00:35:20.320 --> 00:35:22.920
joining us. My guest is doctor Ryan Godfordson. He's the

596
00:35:22.960 --> 00:35:26.880
author of Becoming Better, the groundbreaking science of Personal Transformation.

597
00:35:27.719 --> 00:35:31.079
So before we get into the actual some of the

598
00:35:31.159 --> 00:35:33.159
ways that you share with us in your book about

599
00:35:33.159 --> 00:35:36.360
starting to elevate ourselves vertically, I want to do the

600
00:35:36.440 --> 00:35:39.079
numbers if you will. And you mentioned in the very

601
00:35:39.079 --> 00:35:42.360
first segment that very few people really do a lot

602
00:35:42.400 --> 00:35:44.880
of work on themselves, So if you could you want.

603
00:35:44.920 --> 00:35:47.000
Of course I love your work on mind one point zero,

604
00:35:47.039 --> 00:35:50.039
two point zero, three point zero, but you have done

605
00:35:50.119 --> 00:35:54.119
research that helps us understand adult development levels across the

606
00:35:54.599 --> 00:35:57.760
general population as well as the executive population. Can you

607
00:35:57.760 --> 00:36:01.880
help us understand what percentage population is comprised in which

608
00:36:01.920 --> 00:36:03.199
of those areas.

609
00:36:03.599 --> 00:36:08.159
Yeah, So when we talk about vertical development and really

610
00:36:08.199 --> 00:36:10.960
doing this being side work, well, of course we want

611
00:36:11.000 --> 00:36:13.119
to ask are there any frameworks that are out there

612
00:36:13.159 --> 00:36:16.079
that can help us evaluate our altitude? And there is.

613
00:36:16.679 --> 00:36:20.760
It comes from the field of adult developmental psychology. Now,

614
00:36:20.840 --> 00:36:25.440
adult developmental psychology has found that adults can develop. There

615
00:36:25.480 --> 00:36:29.960
are three primary stages of adult development. But what's interesting

616
00:36:30.079 --> 00:36:33.760
is they find that while adults can develop, most don't.

617
00:36:35.280 --> 00:36:37.079
And so what the research has found is when we

618
00:36:37.119 --> 00:36:39.719
look across all adults, we've got these three stages and

619
00:36:39.800 --> 00:36:43.199
this kind of represents low on our being side altitude

620
00:36:43.239 --> 00:36:46.559
too high on our being side altitude. Sixty four percent

621
00:36:46.960 --> 00:36:51.320
operate in level one, thirty five percent are in level two,

622
00:36:51.400 --> 00:36:56.320
and only one percent get to level three. So most

623
00:36:56.400 --> 00:37:02.679
people again don't really vertical develop in their adult lives.

624
00:37:02.760 --> 00:37:05.639
And I don't think it's because they can't. I think

625
00:37:05.639 --> 00:37:08.559
it's because they don't know how to and they don't

626
00:37:08.599 --> 00:37:11.079
even know to focus on it. Right, That's where we

627
00:37:11.119 --> 00:37:15.599
started today, is we're opening up a different developmental pathway

628
00:37:16.079 --> 00:37:19.960
than what most people are familiar with. Now, to your point,

629
00:37:20.360 --> 00:37:23.400
these percentages differ if we look at leaders. So if

630
00:37:23.440 --> 00:37:26.320
we look at executives and organizations, we find that seven

631
00:37:26.400 --> 00:37:29.400
percent are at the base level, most of them have

632
00:37:29.400 --> 00:37:32.679
gotten to the second level, eighty five percent operate there,

633
00:37:32.880 --> 00:37:37.840
and only eight percent at that third level. So, yeah,

634
00:37:37.880 --> 00:37:40.159
in our last conversation, We went into a lot of

635
00:37:40.199 --> 00:37:43.519
depth on some of the distinguishing factors of those different levels,

636
00:37:43.920 --> 00:37:47.719
but it just kind of anyways. Just understanding those percentages,

637
00:37:48.039 --> 00:37:52.800
I think gives us a gauge for where we might be,

638
00:37:53.320 --> 00:37:57.840
which is likely either level one or level two, which

639
00:37:57.880 --> 00:38:01.639
suggests there's a higher ordered version of ourselves that we

640
00:38:01.679 --> 00:38:02.719
should be striving for.

641
00:38:03.519 --> 00:38:07.360
And what I would like to champion is is that possibility.

642
00:38:07.440 --> 00:38:09.039
Since so much of the work both of us are

643
00:38:09.039 --> 00:38:12.000
doing is helping people realize more of their potential, that

644
00:38:12.079 --> 00:38:14.239
ought to help you see there is so much more

645
00:38:14.239 --> 00:38:16.280
for you to grow into, and you know we're here

646
00:38:16.320 --> 00:38:18.639
to help, and there is so much you can do

647
00:38:18.920 --> 00:38:21.039
to help elevate that, which is where we're going to

648
00:38:21.079 --> 00:38:24.480
go next. So one of the things that you offer

649
00:38:24.559 --> 00:38:26.800
here in terms of helping to awaken the quality and

650
00:38:26.800 --> 00:38:30.199
sophistication of your internal operating system is just working to

651
00:38:30.679 --> 00:38:33.360
deepen your self awareness. And of course you talk about

652
00:38:33.400 --> 00:38:35.679
in your book how everybody thinks they're very self aware.

653
00:38:35.880 --> 00:38:37.719
Most of us would great ourselves. Oh, yes, we're very

654
00:38:37.719 --> 00:38:41.639
self aware, but you have research in your book this

655
00:38:41.679 --> 00:38:42.239
is otherwise.

656
00:38:43.239 --> 00:38:46.159
Yeah, I tap into the research done by Tasha Erit.

657
00:38:46.519 --> 00:38:50.800
She's a great researcher in the self awareness space, and I, yeah,

658
00:38:50.840 --> 00:38:54.119
I think you'll find these percentages interesting. So she went

659
00:38:54.440 --> 00:38:58.519
in our research. She went and asked people, are you

660
00:38:58.679 --> 00:39:03.639
self aware? Right? And so what percentage of people said, Oh, yeah,

661
00:39:03.679 --> 00:39:06.079
I think I'm self aware. What she found is that

662
00:39:06.280 --> 00:39:09.320
ninety five percent of people say that they're self aware.

663
00:39:09.840 --> 00:39:12.280
But then she went in and threw a pretty rigorous

664
00:39:12.320 --> 00:39:17.000
process evaluated what percentage of people are actually self aware,

665
00:39:17.639 --> 00:39:20.559
and what she said is ten to fifteen percent are

666
00:39:20.599 --> 00:39:24.599
actually self aware. And she's famous for saying this line.

667
00:39:24.800 --> 00:39:27.360
That means that at least eighty percent of us are

668
00:39:27.480 --> 00:39:30.400
lying to ourselves about ourselves, which I think is kind

669
00:39:30.400 --> 00:39:33.320
of a comical way of thinking about this. But I

670
00:39:33.360 --> 00:39:36.199
think that what we've talked about helps us make sense

671
00:39:36.199 --> 00:39:39.480
of this data that she's found, which is I think

672
00:39:39.519 --> 00:39:42.559
that most of us think that we're self aware because

673
00:39:42.599 --> 00:39:46.639
we know about our doing side. But if we are

674
00:39:46.800 --> 00:39:49.199
truly going to be self aware, we've got to be

675
00:39:49.280 --> 00:39:52.280
deeply in touch with our being side. And I'm just

676
00:39:52.559 --> 00:39:56.039
my experience is that very few people have gotten there.

677
00:39:56.199 --> 00:39:58.840
But hopefully by having conversations like this we can help

678
00:39:58.880 --> 00:39:59.400
more people.

679
00:40:00.119 --> 00:40:01.719
A couple at least will show we'll come to the

680
00:40:01.719 --> 00:40:04.719
party with us. Yeah, okay, So I certainly am a

681
00:40:04.760 --> 00:40:07.679
fan of Stephen Rcovey and I have had his son

682
00:40:07.880 --> 00:40:11.599
Stephen Mr. Covey and Cynthia Covey on my podcast. But

683
00:40:11.679 --> 00:40:13.480
of course you reference his seven have us of highly

684
00:40:13.480 --> 00:40:15.760
effective people, and that is where I think it's interesting

685
00:40:15.800 --> 00:40:18.679
people are like, yeah, self awareness, what's that? His definition

686
00:40:18.760 --> 00:40:20.719
that you provide in the book is the ability to

687
00:40:20.840 --> 00:40:24.679
stand apart from ourselves and examine our thinking, our motives,

688
00:40:24.920 --> 00:40:29.000
our history, our scripts, our actions, and our habits and tendencies.

689
00:40:29.800 --> 00:40:31.960
I think when you, now, if I were to pose

690
00:40:32.000 --> 00:40:34.280
that question to the audience, how aware are you of

691
00:40:34.360 --> 00:40:37.000
those things? I wonder if the answer would change.

692
00:40:38.000 --> 00:40:39.920
Yeah. No, I think that's a great point, right, because

693
00:40:39.920 --> 00:40:43.199
when you talk about our scripts, our habits, our tendencies,

694
00:40:43.920 --> 00:40:46.760
those are the things that are driven by our non

695
00:40:46.760 --> 00:40:50.199
conscious automatic processing of the wiring that is baked in

696
00:40:51.280 --> 00:40:55.559
to our body. And so if we are not in

697
00:40:55.599 --> 00:40:59.679
touch with that wiring and how we are programmed, then

698
00:40:59.679 --> 00:41:01.760
it's really hard to be self aware.

699
00:41:02.119 --> 00:41:06.320
M H. And of course, you know we would be

700
00:41:06.360 --> 00:41:08.679
remiss if we didn't have you on the podcast talking

701
00:41:08.679 --> 00:41:11.840
about understanding the quality and kind of our mindsets. And

702
00:41:11.880 --> 00:41:13.480
I do want you to kind of walk us through

703
00:41:13.519 --> 00:41:16.280
because you've got I think four chapters on the different mindsets.

704
00:41:16.719 --> 00:41:19.639
But you know, people think well mindset. I think a

705
00:41:19.679 --> 00:41:21.519
lot of people have heard of growth and fixed today,

706
00:41:21.519 --> 00:41:23.639
which I know you address as well, but there are

707
00:41:23.679 --> 00:41:27.199
so many others and so helping people to understand what

708
00:41:27.199 --> 00:41:30.039
the heck is a mindset? So let's talk about that first,

709
00:41:30.039 --> 00:41:32.679
what's a mindset? And then thinking about how can we

710
00:41:32.760 --> 00:41:36.280
become more aware of them besides taking your assessment of course, yeah.

711
00:41:36.119 --> 00:41:37.840
No, great question, and if it's okay, I'm going to

712
00:41:37.960 --> 00:41:40.760
step back for a second and set and set it

713
00:41:40.840 --> 00:41:45.280
up so I think it'll lend well for further in

714
00:41:45.320 --> 00:41:48.760
our conversation. So we kind of started this segment asking

715
00:41:48.800 --> 00:41:51.800
the question, well, how do we go about developing along

716
00:41:51.840 --> 00:41:55.199
our being side? And to your point, self awareness is critical,

717
00:41:55.239 --> 00:41:58.960
but I'm going to paint it in three different layers

718
00:41:59.119 --> 00:42:03.679
that we could think of about doing being side development work.

719
00:42:03.719 --> 00:42:06.280
So I'm going to call them surface level, deeper level,

720
00:42:06.360 --> 00:42:10.559
and deepest level. Okay, and at the surface level, well,

721
00:42:10.599 --> 00:42:14.440
first of all, any activity, regardless of depth has to

722
00:42:14.480 --> 00:42:17.960
be something that helps us better regulate and upgrade our

723
00:42:18.039 --> 00:42:22.280
nervous system. Okay, so surface level activities are the starter

724
00:42:22.440 --> 00:42:25.119
level activities that anybody can engage in that help with

725
00:42:25.199 --> 00:42:32.079
our emotional and nervous system regulation. These are things like meditation, yoga,

726
00:42:32.320 --> 00:42:36.800
gratitude journaling, even cold plunging are some examples of some

727
00:42:36.920 --> 00:42:39.360
surface level and these are good and there's good starter

728
00:42:39.519 --> 00:42:43.159
things because they help us to better be able to

729
00:42:43.280 --> 00:42:49.039
regulate ourselves over time. So those are starter level strategies. Now,

730
00:42:49.079 --> 00:42:51.800
when you start to talk about mindsets, we start to

731
00:42:51.800 --> 00:42:54.960
get into this deeper level. So at this deeper level,

732
00:42:55.519 --> 00:43:00.079
we want to identify what are the specific aspects of

733
00:43:00.119 --> 00:43:05.079
our bodies. Programming and mindsets is one of the best

734
00:43:05.199 --> 00:43:08.239
lenses for us to investigate that. Right, you brought up

735
00:43:08.280 --> 00:43:11.039
fixed and growth. We can investigate do I have more

736
00:43:11.079 --> 00:43:13.000
of a fixed mindset? Do I have more of a

737
00:43:13.000 --> 00:43:16.280
growth mindset? But there's more mindsets out there than just

738
00:43:16.320 --> 00:43:20.079
fixed and growth. There's things like closed and open prevention

739
00:43:20.239 --> 00:43:24.000
and promotion inward and outward, and all of these exist

740
00:43:24.039 --> 00:43:26.760
on this continuum that we talked about earlier, from self

741
00:43:26.800 --> 00:43:30.880
protection to value creation and what I've learned and I've

742
00:43:30.920 --> 00:43:33.400
got a free mindset assessment if anybody wants to take

743
00:43:33.440 --> 00:43:35.960
it on my website. And what I've learned is that

744
00:43:36.000 --> 00:43:40.000
most people are generally kind of more value creating with

745
00:43:40.119 --> 00:43:44.840
one or two mindset sets and more self protective with

746
00:43:45.119 --> 00:43:49.679
three or four two or three mindset sets. And so

747
00:43:49.800 --> 00:43:54.519
what that suggests is that the more that we can

748
00:43:54.559 --> 00:43:59.960
investigate our mindsets in these different nuanced ways, the grit

749
00:44:00.559 --> 00:44:03.920
and the more clear picture we can get about our

750
00:44:04.000 --> 00:44:08.320
bodies wiring. And then when we find any wiring that

751
00:44:08.480 --> 00:44:12.519
isn't aligned with our kind of goals and aspirations, then

752
00:44:12.559 --> 00:44:16.280
we could do the work of shifting or upgrading that wiring.

753
00:44:17.400 --> 00:44:19.760
And so that's the deeper level. I do want to

754
00:44:19.760 --> 00:44:21.920
talk a little bit about the deepest level, but let

755
00:44:21.920 --> 00:44:23.880
me pause there and see if you want to add anything.

756
00:44:24.679 --> 00:44:26.320
I love that. Thank you, no, because I want to

757
00:44:26.320 --> 00:44:27.719
get so much out of you as I possibly can't

758
00:44:27.800 --> 00:44:28.159
keep going.

759
00:44:28.599 --> 00:44:31.280
Okay, yeah, just the deepest level. Is what I've learned

760
00:44:31.320 --> 00:44:34.000
is you don't want to start at the deepest level.

761
00:44:34.039 --> 00:44:37.360
You generally do proceed down through these different levels, and

762
00:44:37.400 --> 00:44:41.960
the deepest level we generally need some sort of professional support.

763
00:44:42.199 --> 00:44:45.400
So this usually comes in some form of therapy. So

764
00:44:45.559 --> 00:44:52.119
trauma therapy, neurofeedback therapy, psychedelic assisted therapy. These are all

765
00:44:52.360 --> 00:45:00.000
research backed ways that make the most movement in up

766
00:45:00.079 --> 00:45:04.119
grading our internal operating system. They just generally aren't the

767
00:45:04.119 --> 00:45:08.679
places to start. But the more we dive into this work,

768
00:45:09.000 --> 00:45:12.559
the more we see. Ah, I probably need some of that,

769
00:45:13.079 --> 00:45:13.320
m H.

770
00:45:15.119 --> 00:45:16.800
And you have so much you could say more about

771
00:45:16.880 --> 00:45:18.960
about mindset, but I want to just do two more

772
00:45:19.000 --> 00:45:20.880
things before I let you go today. One is, I

773
00:45:20.920 --> 00:45:22.960
just want to situate that one of what you do

774
00:45:23.000 --> 00:45:27.440
in organizations is you also help them understand their collective mindset,

775
00:45:27.480 --> 00:45:30.440
and that helps you understand oftentimes the fears that are

776
00:45:30.519 --> 00:45:32.719
driving the organization. I just want to say how powerful

777
00:45:32.760 --> 00:45:34.599
that is. I don't want to spend a lot of

778
00:45:34.599 --> 00:45:36.280
time on that, but because I want to go back

779
00:45:36.280 --> 00:45:39.480
to staying actionable here for this segment, a few other

780
00:45:39.559 --> 00:45:41.760
things that you also talked about that I thought were

781
00:45:41.920 --> 00:45:44.719
interesting to the accountability mirror. Can you see just a

782
00:45:44.719 --> 00:45:45.360
bit more about that?

783
00:45:46.599 --> 00:45:50.320
Well, so, yeah, this is I brought this up because

784
00:45:51.039 --> 00:45:56.519
I love trying to find people who have vertically developed

785
00:45:56.679 --> 00:45:58.440
and I you know, and so I could use them

786
00:45:58.480 --> 00:46:03.400
for examples. And I think one of the most transformational

787
00:46:03.400 --> 00:46:06.760
and almost dramatic examples of somebody who has vertically developed.

788
00:46:07.000 --> 00:46:09.360
And I don't think they're done vertically developing. I don't

789
00:46:09.360 --> 00:46:12.960
think anybody is. But is David Goggins. So, David Goggins

790
00:46:13.000 --> 00:46:18.039
has written two books. His first book, oh no, it's

791
00:46:18.079 --> 00:46:20.400
facially his first book. What's his first book? Never finishes

792
00:46:20.440 --> 00:46:26.119
the second book. I'm mixing up Jim Collins's book. But

793
00:46:26.199 --> 00:46:30.039
David Goggins is this really unique person who grew up

794
00:46:30.559 --> 00:46:36.320
with rather severe childhood trauma, kind of struggled through his upbringing,

795
00:46:36.800 --> 00:46:40.519
goes into the Air Force early into his adult life,

796
00:46:40.800 --> 00:46:44.519
washes out balloons up to over three hundred pounds, becomes

797
00:46:44.559 --> 00:46:48.840
a night exterminator, and then he goes through this wild

798
00:46:48.920 --> 00:46:55.039
transformation where he loses weight, dramatically, tries out to be

799
00:46:55.079 --> 00:46:57.920
a Navy seal, makes it through Hell Week on the

800
00:46:57.960 --> 00:47:01.360
third time, third and last time, becomes a Navy seal,

801
00:47:01.440 --> 00:47:05.920
and then ultimately an ultra endurance athlete. Like the transformation

802
00:47:06.280 --> 00:47:10.079
is just incredible, And so I've kind of used him

803
00:47:10.119 --> 00:47:11.920
as an example to kind of study, well, what did

804
00:47:11.960 --> 00:47:15.679
he do? Like, what was what was his inflection points

805
00:47:16.000 --> 00:47:18.400
that helped him get there? And one of the things

806
00:47:18.400 --> 00:47:20.880
he comes back to again and again again is this

807
00:47:20.960 --> 00:47:24.320
idea of an accountability miner, which is he needed to

808
00:47:24.320 --> 00:47:27.880
get raw and honest with himself in front of himself,

809
00:47:28.519 --> 00:47:31.159
and so he used the daily habit of shaving his

810
00:47:31.280 --> 00:47:33.280
face and shaving his head. He's kind of got a

811
00:47:33.280 --> 00:47:37.000
bald look to him, and he used that as his

812
00:47:37.199 --> 00:47:40.079
time to get raw and honest with himself every day.

813
00:47:40.760 --> 00:47:43.039
And it's not that we all need to do that,

814
00:47:43.480 --> 00:47:45.199
but I want to point out a couple of things

815
00:47:45.199 --> 00:47:46.239
that I think are really.

816
00:47:46.039 --> 00:47:47.960
Partul Go Faster because running out of time.

817
00:47:49.239 --> 00:47:53.920
It is a daily habit of activating the value creating

818
00:47:54.320 --> 00:47:59.039
mindset neuro connections. And that's this is a surface level

819
00:47:59.119 --> 00:48:03.840
strategy where every day he is activating more positive and

820
00:48:03.920 --> 00:48:09.320
value creating mindset neural connections. And of course we're never

821
00:48:09.360 --> 00:48:11.960
going to become strong by doing it once. We only

822
00:48:12.000 --> 00:48:14.639
become strong by doing it again and again and again

823
00:48:14.719 --> 00:48:19.039
and again. And that's one of the hallmarks of vertical

824
00:48:19.079 --> 00:48:23.280
development efforts. It's a less about pushing hard, it's more

825
00:48:23.280 --> 00:48:26.280
about small little things repeated over time.

826
00:48:27.880 --> 00:48:29.400
I want to thank you again for coming back on

827
00:48:29.480 --> 00:48:32.440
working on a purpose. I so appreciate that you come

828
00:48:32.480 --> 00:48:34.800
into my life. I learn from you, I'm inspired by you,

829
00:48:34.840 --> 00:48:36.599
and now I get to share with my listeners and viewers.

830
00:48:37.119 --> 00:48:38.679
Thank you for coming back on again.

831
00:48:38.960 --> 00:48:40.719
Oh thanks for having me. It's been lovely.

832
00:48:41.519 --> 00:48:43.480
Listeners and viewers. You're going to want to learn more

833
00:48:43.480 --> 00:48:46.320
about doctor Ryan Godferson, the work he does helping leaders

834
00:48:46.400 --> 00:48:50.119
vertically develop in his books Becoming Better and the Elevated Leaders.

835
00:48:50.159 --> 00:48:51.960
You can start by going to his website. There are

836
00:48:52.000 --> 00:48:55.559
all kinds of resources there. His website is Ryan Godfredson.

837
00:48:55.639 --> 00:48:58.400
His name let me spell that for you, Ryan R.

838
00:48:58.599 --> 00:49:01.920
Y A N. God Fritson is g O T T

839
00:49:02.679 --> 00:49:06.239
FR ed so on Ryan Goodfordson dot com. That's where

840
00:49:06.239 --> 00:49:08.320
you can find a couple of free assessments and many

841
00:49:08.320 --> 00:49:11.199
other resources as well. Last week, if you missed the

842
00:49:11.199 --> 00:49:13.320
live show, you can always get to be a recorded podcast.

843
00:49:13.400 --> 00:49:16.239
We were on air with Justin High, a serial entrepreneur,

844
00:49:16.320 --> 00:49:21.880
product designer, an innovator whose career spans health, wellness, biotechnology,

845
00:49:21.880 --> 00:49:25.039
and consumer products. He serves as the president of CEO

846
00:49:25.280 --> 00:49:29.000
and CEO of Rebounds Health, where his interest in hormone health,

847
00:49:29.119 --> 00:49:32.400
especially the overlooked role of cortisol, began with the desire

848
00:49:32.440 --> 00:49:36.039
to understand how modern stress impacts the body. We talked

849
00:49:36.039 --> 00:49:40.679
about his latest book, Stress Nation, Escape the Technology Trap,

850
00:49:40.880 --> 00:49:43.960
Eliminate stress and reclaim rest, and he shared how the

851
00:49:43.960 --> 00:49:47.239
blue light in our favorite technology hijacks our cortisol levels

852
00:49:47.559 --> 00:49:50.119
close to sleep time and how we can wean ourselves

853
00:49:50.159 --> 00:49:51.920
away from it at night to get the RESTful sleep

854
00:49:51.920 --> 00:49:54.199
we need. Next week, we'll be on the air with

855
00:49:54.199 --> 00:49:57.599
Alexandra Levitt talking about her work and overhauling the education

856
00:49:57.679 --> 00:50:00.920
system to prepare you for work today, while diving into

857
00:50:01.000 --> 00:50:06.519
her new book, Solving the American and Youth Employment Crisis

858
00:50:06.599 --> 00:50:09.480
through work based Learning. So you then un Let's continue

859
00:50:09.559 --> 00:50:12.559
leaning into discovering how to elevate your operating system as

860
00:50:12.559 --> 00:50:16.519
a leader and create destination workplaces where legendary business takes place.

861
00:50:16.800 --> 00:50:17.880
Let's work on Purpose.

862
00:50:20.800 --> 00:50:23.480
We hope you've enjoyed this week's program. Be sure to

863
00:50:23.480 --> 00:50:27.159
tune into Working on Purpose featuring your host, doctor Elise Cortes,

864
00:50:27.280 --> 00:50:30.599
each week on W four CY. Together, we'll create a

865
00:50:30.639 --> 00:50:35.239
world where business operates conscientiously, Leadership inspires and passion performance,

866
00:50:35.360 --> 00:50:38.079
and employees are fulfilled in work that provides the meaning

867
00:50:38.119 --> 00:50:41.960
and purpose they crave. See you there, Let's work on purpose,