Unleashing the Desire to Learn

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

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

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

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

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

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

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working on purpose. Now. Here
is your host, doctor Elise Cortes.

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Welcome back to the Working and Purpose
Program. Thanks for tuning in again this

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week. I'm your host, doctor
Leuse Cortes to a new line from Dallas,

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Texas, which is home based for
me by wave introduction. I'm a

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management consultant specializing in meaning and purpose. I'm an organizational logo therapist, inspirational

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speaker, social scientist, and an
author. You can learn more about me

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in the work I do at least
coortest dot com or gustodashnow dot com.

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If you've been tuning in for a
while, you know this program is a

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thought leadership series that enlightens and inspires
listeners and viewers. With insights from distinguished

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business leaders, authors and subject better
experts. By listening, in your part

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of the movement to create inspirational leaders
and enlivening workplaces where we can thrive into

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business that betters the world. Glad
you're here now. One of this week's

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program with Us Today is John Baker, who founded D two Well in nineteen

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ninety nine the age of twenty two
while attending the University of Waterloo. DTL

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is a global software company that believes
learning is the foundation upon which all progress

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and achievement rests. We'll be talking
about the importance of ongoing learning, how

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to retool the workplace, and what
companies can do to help restart the economy.

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Joge the Today from Canada. John, Welcome to Working on Purpose,

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Aliz. It's a real, real
pleasure to join you. Thanks for having

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me on the show. Absolutely,
I'm so glad that we found each other,

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thanks to the people that brought us
together, your agent, etc.

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So when I meet people like you, John, who were literally up to

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something in life, I get so
excited about that. So I'm happy to

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share you and your story with our
listeners and viewers. And I want to

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start by talking about how D two
L came to be And if I remember

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right, it stands for a desire
to learn, and I want to just

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share what I learned by reading the
chapter in the book that you have.

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But you say that you were interested
in engineering and technology when your third year

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college systems design professor gave you an
assignment to define a problem, something that

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was actually foreign to you at that
time. So tell us why this experience

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was so formative to you and how
it really led to D two. Well,

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well, up until that point,
you know, as an engineer,

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you're taught how to solve problems,
not go find one. And so when

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you're you know, third year faculty
member says, now it's time to go

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ahead and explore the world and find
a problem that you can solve it.

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It was a challenge, and so
in our case, our little group,

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we decided to go off and reinvent
crutches. This is a long time ago,

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and you know, the crutches really
hadn't changed for a long time.

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So we went off and did something
pretty amazing there with that technology went on

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on one awards, and it got
me thinking, well, what other really

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important problems are there to solve in
the world. And that was what led

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to D two L So in my
mind, I still remember walking across campus

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one day wrestling with that challenge,
which was, what's the most important problem

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that I could solve that would have
the biggest impact on the world. And

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I couldn't think of anything bigger than
going out and transforming the way they will

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learns because learning has this nice ripple
effect. It ripples from one generation to

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the next, through your family,
within the community, or companies that you

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work in, and it really helps
us solve some of the biggest challenges that

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we all face. So I rolled
up my sleeves and as a third year

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student, decided that was what I
wanted to do with my life, was

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to pursue that big challenge. Listeners
and viewers, if you get nothing out

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of this conversation besides what he just
said, that's it, right, that's

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the ticket. What is it that
lights you up that you stand to be

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in service for your life? That
is so amazing, And John, I

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want you to know the ripple effect
has already started in my own immediate community

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thanks to you. This morning,
I was so excited thinking about having this

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conversation with you. I talked to
my seventeen year old daughter, and I

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post her that question, what do
you so care about in the world that

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you want to stand for making a
difference in solving in your lifetime? And

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of course you know there wasn't an
answer, but at least the question was

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positive. So thank you already for
helping with the ripple effect. It's beautiful.

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Well, it has an impact,
and I can tell you at seventeen,

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I didn't know what I wanted to
be either. My best guess was

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I wanted to go and become a
doctor. But it takes time and you

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know, to find that purpose,
which is what why I actually really enjoy,

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you know, the opportunity to speak
with you, because you've been pursuing

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that passion for a long time and
in terms of helping people find their purpose

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and find meaning in the work.
So looking forward to the call here today,

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Yeah, I'm so grateful that I
get to live my purpose. But

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you were only twenty two when you
figured this out. And what I thought

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was so great about what you wrote
about and what you shared so far is

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once you got the idea that you
wanted to start putting courses online, you

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went out and asked professors if you
could put their courses online. You got

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five to agree, and that opened
the door for you to consider, how

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can we use technology to reach every
learner and thus transform the way the world

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learns, which is just phenomenal John
twenty two years old. You figure that

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out saying more about how that happened
and what was the process. How did

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you find those five original professors to
start off with? Well, you got

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to remember that was nineteen ninety nine, so that was just over twenty years

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ago, and I didn't know how
to do sales back then. I just

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simply went to my professors and knocked
on their door and asked if they wanted

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to put their courses online. And
at that time, you've got to remember,

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there was no internet in the classroom, and so I would have to

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show them with printouts what their courses
could look like in an online environment and

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walk them through what was possible,
and it opened their eyes. You know,

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it was a situation where you know, you've got this young student coming

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into your office and you know,
talking about the future of learning and using

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the Internet as a way to drive
that transformation. And it was not an

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easy sell, but it was one
where I gained enough confidence with a few

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folks that it made it easier for
us to go get bigger and bigger programs

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when entire universities went entire states and
hopefully a longer term, entire countries get

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them to put their online education up. Well, let's fast forward twenty some

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years now, shall we, Because
here you are today and if you correct

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these numbers, so I don't have
them quite right, but they may not

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be completely fresh. But from my
understanding, I believe your platform served fourteen

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point three million people in fifty four
countries with nine hundred employees. That is

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breathtaking. Are those members still right? Those are still accurate? Yeah.

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We've been working really hard to scale
out our a learning platform to support students

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in schools, universities as well as
companies all over the world, and to

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take what was going on in the
traditional classroom, first digitize it and then

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really try to, you know,
find ways through technology optimize that experience for

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both the students as well as the
instructor, and then more recently really digging

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into truly transforming the actual experience.
So getting at the heart of our mission

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where we can, now that we're
digital, do things differently than what we

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did in the traditional classroom. So
can you give an example then of that,

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John, what what is a way
that you're you're bringing the learning experience

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freshly into the digital realm where people
can better access and enjoy it well as

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you can imagine as a student,
you know you used to run down the

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hallway to deliver your paper to your
teacher to grade it. Yes, well,

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now now you can do that all
online from your smartphone, so that

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you know that digitization has already happened. And then once we've done that,

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then we can we can change the
model. So what do I mean by

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that? You know, typically in
classes today you would add up all of

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your assignments that you've done over the
course of a term, divide by the

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total, and that would be your
mark. That would be how you would

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be assessed. Well, with digital
technology, we can now do things a

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little differently. So we can have
each of those learning objectives well defined,

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and then we can do all kinds
of assessments against those learning objectives, so

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you can show your progress over time, going from not knowing something all the

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way to starting to master it,
to exceeding expectations to true mastery, and

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then that should be how you get
evaluate it. It's based upon that eventual

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outcome, not the journey along the
way, if you will. And to

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me, that's one of the examples
of true transformation here, giving folks the

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ability to really demonstrate their skill sets
as they develop and explore all kinds of

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new ways of learning, and as
long as they achieve that outcome that they're

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desiring and in terms of getting on
that path that they want to pursue,

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whether it's becoming an engineer or a
doctor or whatever they want to do in

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life. But of course I know
how meaningful and when we talk about meaning,

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we talk about motivation, how meaningful
it is for people to feel a

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sense of mastery over their skills and
their abilities. And I think it's phenomenal

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that you're helping to feed that.
And to that end, you said something

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really interesting to me when we were
talking first on the phone about this conversation,

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and you've said that the word study
used to mean something different than what

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it means today. Will you contrast
before and now? Yeah, So I

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study the history of words, So
the etymology and study. If you look

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back at the old original definitions that
were written hundreds of years ago, used

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to have a different definition and so
today, if you look up the word

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study in a dictionary would talk about
mental effort, attentive, careful, you

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know, everything you imagine in today's
definition of study. But in the old

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days it used to refer to passion, pursuit, zeal, desire. You

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know, it's had a completely different
meaning. And I think, you know,

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as we build this technology, we're
actually trying to get back to that

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old definition of study where people could
pursue their passions, could discover new things,

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become a great researcher, dancer,
musician, whatever they are passionate about,

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and yet still get through their academic
journey and still achieve all the outcomes

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are supposed to achieve, whether it's
you know, on the path of being

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a nurse or a doctor or whatever
it might be. They're able to still

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achieve that in a more efficient ay. It freeze up time for this other

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form of study. And to me, that's what education is really about.

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And you know, ironically, even
as we're charging forward into the future in

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terms of building new technologies, it
actually is going to help us pull back

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some things that we've lost in the
history as we've gone from one age to

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the next. That is so alluring
to me, And of course, I

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for the record, John, I
embrace the old way of the old definition

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of study that it is for me. It's a passion for me. I've

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been going to school for most of
my life. Remember one mother was still

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a life She'd say, what are
you going to stop going to school?

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And and I was like, I
hope never, mom, And she'd like

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almost like all over with a heart
attack, right, but she's like,

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just stop already. But I'm I've
been in rapture with the idea of education

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for a long time at a professor, and of course I feel like I'm

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teaching on the show. But from
your vantage point, I'm interested if you

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could situate for us the role of
ongoing learning in today's economy and workforce beyond

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what I'm passionate about. But for
for the workforce, I think I think

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you're well, you're you're onto a
really important topic there where. You know,

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when I started D two L,
we thought we could have the biggest

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impact on people's lives in education.
So and you know, whether it's CA

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to twelve schools or university of college, that was where we're going to help

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set them up for life. Well, that's changed in the last twenty years.

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So now today you know, once
you graduate from university of college,

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you're really not done learning. And
so we have to almost integrate learning into

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life so that every every day,
every year year, we're making progress towards

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the development of new skills, new
ideas, and new pursuits so that we

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can continue to evolve in our career, make one leak from one job to

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the next, and make sure that
we stay relevant as we've graduated and entered

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that workforce. And to me,
it's more important to do that today than

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ever before, as the lifespan of
traditional skills or shrinking and shrinking every year,

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you know, to the point today
where traditional technical skills might be irrelevant

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five years after you learn them.
So if you can imagine a traditional undergraduate

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degree that might take four or five
years to complete, is the things that

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you learned in the year one are
probably not relevant by the time you enter

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the workforce. So we need to
have this constant, ongoing learning to really

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make sure that we're upskilling ourselves and
reskilling and making sure that we stay current.

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I find that, of course terribly
exciting and alluring, but I know

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that there's a good number of people
out there that probably hear that and go

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oh, and I thought I was
done learning. I don't want to learn

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anymore. What do you say to
that, Well, we're never done.

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I think we're done when we retire
maybe, and even then, I think

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we're probably still learning, you know. To me, You know, every

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time that we get an opportunity to
learn new skills, it helps us grow

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as an individual. And I don't
think we should we should just make it

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part of our work, part of
our journey. It shouldn't be something that's,

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you know, we're not passionate about. I think we need to align

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those passions that you have with the
learning that you're doing. And it doesn't

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seem like work. And I think
at least going back to the definition,

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if it's mental effort and careful and
intentive, you know, that's one form

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of study. But I prefer the
older definition that pursuit, that desire,

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that passion, and we can align
those things. It really helps us find

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a our purpose, but it also
helps us continue to grow in our careers,

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which is so important, and especially
as technology is sweeping through and revolutionizing

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the way that we do almost everything. Yeah, well, a big reason

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I host the show John is because
it is a learning spicot for me.

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As you know, I read the
books that people write in preparation for the

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conversations. I read your book chapter
and some of the other things you've done

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because it helps me grow. So
thank you for that, and I'm so

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glad to figure with me on air. Let's grab our first break. I'm

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doctor Release Cortez, your host.
We are there with John Baker. He

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is the founder of D two.
Well, we've been talking a bit about

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where the company came from and what
he's trying to do in the world.

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After the break, we're going to
talk about retooling the workforce. Stay with

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

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

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

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

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

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Let's talk about how to get you
our employees working on purpose. This

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is Working on Purpose with doctor Elise
Cortes. To reach our program today or

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open a conversation with Alise, send
an email to a lease Alise at Elisecortes

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dot com. Now back to Working
on Purpose. Thanks for staying with us,

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and welcome back to Working on Purpose. I want to share with you

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something fun that happened in the pandemic. It's My Pandemic Baby. By the

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way, I had a baby in
Pandemic. It's called a book Purpose Ignited,

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How Inspiring Leaders ignite passionate, elevate
Cause. So it's available on Amazon

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now. It came out of November, but it was something that I got

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to actually do while we were sort
of shuttled in so I enjoyed it greatly

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and I hope it brings you something
as well if you're just joining the program.

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My guest is John Baker. He's
the founder of D two Well he

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joined it today from Canada. I'm
your host, doctor Relise Cortes. So

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John us talk about retooling the workforce, and one of the things that I've

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really been excited about in my six
years of posting this radio show was talking

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to various people about technology and how
it changes we human beings in our lives

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and along with our work. So
I've been very fascinated with how technological advances

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like AI, robotics, etc.
Kick humans upstairs, as I like to

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say, and they force us really
to into a constant retooling and a constant

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learning to remain viable and valuable in
the workplace. What's your perspective on how

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technology catalyzes us in our learning?
Well, a couple things. So,

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first, there is a digital transformation
in their way. As of last year,

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the world economy digital representative about twelve
percent of the world economy, either

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digital native companies like Google or Facebook
all the way through digitally transformed enterprises,

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and in the next three to four
years we expect that number to grow to

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about fifty percent of the world economy. We learn a really accelerated part of

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the journey through a transformation. I
think like the Industrial Revolution sped up on

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you know, on steroids, if
you will. And so we've got a

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huge shift that's happening in our economy
and ushered in by things like artificial intelligence

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or just simply technology and automation,
robots, all kinds of other different things

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that are happening to transform that that
workplace that we're in today, and so

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what it's driving is really the transformation
of how we learn and how we adapt

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as employers. As an employee,
to make sure that we constantly are giving

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ourselves time in our day to get
the new skills that we're going to need

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to stay relevant through these transformations.
Because you know, all the different studies

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that I'm reading a point to you
know, thirty to fifty percent of the

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workforce being displaced from the work that
they're doing today. But as an optimist,

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I also read the other part of
the studies which say that there's going

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to be more jobs created than exist
today. And so you've got this really

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dynamic shifting environment which forces us to
change in terms of what we're doing to

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stay ahead of this this transformation that's
occurring at a much faster pace. So

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you're right, we've got to,
you know, pick up more durable skills.

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This is the language I use.
Lots of people refer to them as

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soft skills, but I think of
them as durable creativity, problem solving,

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you know, writing, communication.
All of these these what we would normally

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think of as soft skills, I
think are actually the durable skills for this

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transformation. Uh, you know,
these are things that are going to be

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relevant no matter what role you're in, you're going to be able to utilize

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these. And then we also have
to reskill and upskill ourselves to pick up

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these new new technologies, whether it's
you know, wanting to pursue digital or

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other areas. There's all kinds of
new skills that are in high high demand

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where there's hundreds of thousands of job
openings today that are still on filled because

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there's no one with those skills.
M h m hmm. Well, I

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think it's really exciting and just to
sort of a position as far as listeners

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and our viewers as a simple story. A lot of people are very afraid

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of the idea of technology and taking
over our lives or are outplacing us from

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the workplace. But I remembered distinctly
John a few years ago when I was

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going I went to the Dallasport Worth
Airport to check o'ms going through security and

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it's taking off my jacket and get
my briefcase out, and I'm like,

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Wow, something's weird about this.
What's what is weird? What's different about

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this situation? And I realized what
was different was. There was no longer

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a human being that was actually moving
the bins from one side of a security

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site roller coaster or whatever it is, to the other. And it was

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actually mechanized. It was now on
a it was on a it was on

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a belt, and I went My
first immediate thought, John was good.

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I don't want the person who used
to be in charge of moving those bins

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back and forth to spend their day
doing that. I want them to be

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talking with travelers about their problems or
how to get them to their next place.

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And I want them doing that instead. It's a better service if there're

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one precious life. And so I
like you, I'm an optimist too,

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And of course we have to work
at this right, So we have to

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work at this learning thing. It's
not easy, but I also want to

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champion the optimism in this oh absolutely, And by the way, I've flown

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for that airport many times I've noticed
the automation happening there as well, and

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all over the world. You're right, you know, our our lives are

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worth more than just carrying a biden
from one location to another. And you

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know, I can't I can't tell
you how many lives that they've already been

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spent on doing that task, so
we can automate. Then it frees us

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up to do the things that are
more human. Yeah, exactly me.

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That's that is that is why we're
doing and it's not just because of technology

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just to roll it for technology's sake. It's to actually helped free us to

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be more human. I love that. That's so great. That's that if

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we get again listeners, because nothing
else out of this conversation, that's another

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one to take away. Let's be
more human with technology. So now let's

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go into You wrote a chapter in
a book called Government Government Digital, The

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Quest to Regain Public Trust, and
you say that in that chapter that for

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companies, learning and development of their
employees is rapidly becoming a competitive driver,

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critical for attracting talent as well as
retaining upskilling existing employees. I've long known

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this, but say more about it
from your perspective. Well, I think

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even when we chatted before, you
talked about how you know, there's a

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large percentage of the workforce it's actively
disengaged from work. I've seen studies where

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it's up to sixty percent of the
employee base is not really engaged in what

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they're doing in the course of a
day, and so we've got a misalignment.

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We need to figure out how we
actually spark those passions and learning is

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one way to do that. So
we can say, here are all the

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in demand skills that we as an
employer value that we think are the future

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of this job or this career or
our company, and an employee gets to

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pick from that menu to say,
oh, based upon where I am today

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and what I want to do in
the future, I want to actually learn,

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you know, pick up a certificate
here or a degree there, or

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it could it be just simply be
just a little course that steps me towards

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that eventual career pathway to me,
that's where we start to get that alignment

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between you know, what you as
an individual want to pursue as your passions

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and what the employer is looking for
or and it doesn't necessarily have to be

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just up to the employer to help
provide this. It could be bigger than

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that. But if we can get
that alignment going, it should drive better

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engagement. And that's what we're seeing. So we're you know, employers that

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we work with today that really invest
heavily in learning or seeing retention of their

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employees dramatically, improved engagement scores going
up dramatically, just all the key measures

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that you're looking for in terms including
like client happiness or other clients happier with

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the services being provided. Well,
yes, if you've got engaged employees are

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learning, you know, and picking
up these new skills, then yeah,

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the end result is a better business
outcome. So you know, it's it's

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not that this is something that many
employees are saying, well, I really

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don't want people to learn. It's
just really hard to do this today.

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And so what we've tried to do
as a company is make that really easy

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to curate a number of different high
demand skills that are in need for these

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employers and the associated courses being provided
by our academic clients, and just trying

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to make that really easy for them
to access both internally developed programs that are

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used to skill up their employees,
but also to leverage programs that are built

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within our academic client base, whether
it's a university of college that might be

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nearby. I want to situate here
what you're saying, and from my vantage

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point here, John So a dear
friend and colleague that I really admire and

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respect Bob Chapman. He's the CEO
of Barry Weymuller. You know him,

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I think, yes, I think
you actually think. I think you mentioned

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00:23:49.720 --> 00:23:52.880
him in something that you wrote,
did you. No, I've heard of

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him, But he's a beautiful soul
in the world doing really important work.

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But what he really talks about,
John, is he talks about the importance

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of leaders to care for their employees, and it's about caring and listening to

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them and steward in their lives as
somebody's one precious child. And it occurs

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to me that if a company is
giving their employees an education, they are

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really caring for them. They're caring
for their well being and their ongoing fitness

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for life and work. And I
think that's pretty beautiful. I could agree

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more. Right. So, you
know, I'm an employer of nine hundred

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people, and you know, when
we think a better benefits programs, we

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don't just think about wellness and health
and you know, mental well being and

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all these other areas. We actually
think education is an education benefit. And

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so if we can think about our
benefits strategy a little bit broader to also

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include the mental development, the help
that we can provide to our employees to

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really pursue their careers. Then that's
that's that's magic. You know, that's

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where we get this beautiful alignment and
can really support their you know, their

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development and engagement. It. I
absolutely love it. Okay, So next,

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you sort of mentioned this already,
but I'd love for you to bring

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this to life for our listeners and
viewers. But but you cite that in

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our fourth Industrial revolutionary times that skills
within the span of a career will become

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obsolete. You mentioned that already in
the last segment. But you have some

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stats from that chapter that I wanted
you to presence if you would that really

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talk about what the import of this, would you share them with us?

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Yeah, So the expected lifespan of
the skills is expected to be three to

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five years today, even for some
technical skill. So it's just the staggering

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turnover of skill development. So if
you learn how to develop software in a

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certain language, you know, five
years later you're probably learning a new framework

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or a new technology. So even
in the technology space, these skills are

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changing very very quickly, and so
you've got that lifespan that's coming down which

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demands that we learn learn new things
all the time. But you've also got

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this other statistic which is pointing to
about three hundred and fifty million jobs being

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displaced, and there's that's actually only
on the low end. There's other studies

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that show six or seven hundred million, and that was pre pandemic. And

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if you look at the pandemic,
you know, which I didn't write a

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book after the pandemic yet, but
you know, the UN's actually sites but

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two point four billion jobs were impacted
during the height of the pandemic. So

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that was a lot of people that
were displaced, even just temporarily from employment.

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From work shows up precarious our jobs
actually are, and so we need

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to do everything we can to help
make sure that you know, we're for

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folks that were displaced, the tens
of millions in the US, that we

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do everything we can to re educate, get them back on the right track,

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and get them back on their feet. You know, even for me,

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John, I mean, I look
at this year and I've been asked

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by some of my clients to take
on different work than I really haven't done

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before, which this year has included
doing more of like being hired as a

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both a thought leader, as well
as a media person to help steward topics

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and drive conversations. And so that's
something that I that actually came from the

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pandemic. I that's not something that
I ever asked for it to do.

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It just it came my way because
of the pandemic. So it's exciting to

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see really what's out there. And
what I get excited about too is I've

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got a seventeen year old daughter and
I don't even know when she gets out

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of college in a few years what's
going to be available for her. I

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can't even counsel her today on what
could she consider it because it probably won't

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exist. Yeah. So, well, there's a lot of jobs that are

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going to exist that that don't exist
today. So you know, five years

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ago, would you have thought that
being a drone pilot could have been a

403
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job? No? What about you
know, what about someone that's designing,

404
00:27:45.279 --> 00:27:49.319
you know, systems to support self
driving trucks? Well, that didn't exist

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00:27:49.359 --> 00:27:53.400
five years ago either, And so
there's all kinds of jobs being created,

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And so I wouldn't worry so much
about there not being a job at the

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end of this. There's going to
be millions and millions of jobs more than

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00:28:02.359 --> 00:28:04.839
we actually have today. But what
we need to do is figure out what

409
00:28:06.119 --> 00:28:08.720
are the skills that I'm gonna need. They're gonna help set my set me

410
00:28:08.880 --> 00:28:12.400
up and or my daughter up to
make sure that she has the skills in

411
00:28:12.440 --> 00:28:17.839
an area that she's passionate about for
that future. And so there's by the

412
00:28:17.839 --> 00:28:19.200
way, there's no there's not gonna
be any shortage of you know, jobs

413
00:28:19.200 --> 00:28:23.359
in the medical space, whether it's
thing or you know, support workers,

414
00:28:23.400 --> 00:28:26.799
you name it, there's a lot
of jobs there. Same thing in technology,

415
00:28:26.880 --> 00:28:30.720
there's there's going to be you know, millions of more jobs that open

416
00:28:30.839 --> 00:28:36.000
up as we continue to embrace technology. Uh. And then every single field,

417
00:28:36.039 --> 00:28:38.559
if you can imagine, is going
to go through this digital transformation.

418
00:28:38.720 --> 00:28:45.240
So whether it's insurance or banks,
or governments or every industry is going to

419
00:28:45.279 --> 00:28:48.599
have this big change as we ripple
technology through each one of these So,

420
00:28:49.200 --> 00:28:53.519
you know, picking up some technology
skills or even these durable skills around creativity

421
00:28:53.599 --> 00:28:57.400
or problem solving, critical thinking,
all of these skills are going to be

422
00:28:57.440 --> 00:29:03.559
really relevant to be a big actor
or a big player in making those transformations

423
00:29:03.599 --> 00:29:08.240
happen for these companies, for these
organizations. Mm hmm. You already mentioned

424
00:29:08.559 --> 00:29:11.960
things like creativity and emotional intelligence and
such. But one of the things that

425
00:29:12.000 --> 00:29:17.920
I'm so aware of is just that
a lack of critical thinking skills. I

426
00:29:18.119 --> 00:29:21.759
just, I just I think we
would have a very different outcome of how

427
00:29:21.799 --> 00:29:25.480
it is that we debate and how
we even consider politics if we if we

428
00:29:25.519 --> 00:29:30.119
could improve our critical thinking skills your
perspective there, and does does does DTOL

429
00:29:30.519 --> 00:29:36.839
specifically address that? Yeah? Well, you know, I couldn't agree with

430
00:29:36.839 --> 00:29:38.680
you more. I think if we're
going to solve some of the most important

431
00:29:38.680 --> 00:29:42.599
problems that we have to tackle,
uh, you know, we need people

432
00:29:42.680 --> 00:29:47.640
that can problem solve, that can
think critically. Uh. And we also

433
00:29:47.680 --> 00:29:51.720
need to change how we educate students, both in the schools as well as

434
00:29:51.720 --> 00:29:56.319
the universities to really lean into these
durable skills. If we're not providing opportunity

435
00:29:56.319 --> 00:30:03.319
for them to think critically, to
problem solve, to demonstrate entrepreneurial thinking,

436
00:30:03.480 --> 00:30:07.880
whatever demain you want to pick,
then we're really not setting them setting those

437
00:30:07.880 --> 00:30:11.119
students up for success for their future, We're not preparing them for what comes

438
00:30:11.160 --> 00:30:12.920
next. You know, I think
there's lots of different ways we could do

439
00:30:12.960 --> 00:30:17.519
this that don't require a huge disruption
too, where we could do things like

440
00:30:17.799 --> 00:30:22.519
work integrated learning, where we take
a student that's going through high school or

441
00:30:22.559 --> 00:30:26.359
going through university or college and get
them a work experience so that they can

442
00:30:26.440 --> 00:30:30.480
understand some of the challenges that are
in that environment, discover if they like

443
00:30:30.519 --> 00:30:33.640
that environment, but also at the
same time use it as an opportunity to

444
00:30:33.680 --> 00:30:38.000
really feed back into our colleges and
universities. Well, here's here's the real

445
00:30:38.039 --> 00:30:42.039
world problems that we're trying to solve
out there, and create that feedback loop

446
00:30:42.119 --> 00:30:48.279
back into the universities and colleges to
help nudge them forward in terms of their

447
00:30:48.279 --> 00:30:52.200
thinking about programming or how they're providing
their education to their students. I love

448
00:30:52.279 --> 00:30:56.880
that. I'm in for that,
John, I love that feedback's key at

449
00:30:56.960 --> 00:31:00.000
least, Like you know, I
think of a is almost like a virtual

450
00:31:00.160 --> 00:31:04.640
feedback loop, right where you know, the more feedback, the better for

451
00:31:04.720 --> 00:31:07.640
both the education system as well as
for the students as well as for the

452
00:31:07.640 --> 00:31:14.319
employer. You get this great circle
going. Yeah, that's amazing that it's

453
00:31:14.319 --> 00:31:15.799
so fresh, right. I know
from my daughter, for example, she

454
00:31:15.839 --> 00:31:21.599
doesn't she doesn't like her language arts
class, and I'm realizing it's because she

455
00:31:21.640 --> 00:31:26.079
doesn't understand how it relates to the
world. And she doesn't there's not a

456
00:31:26.119 --> 00:31:29.200
connection for her. How does this
show up in everyday life? And it's

457
00:31:29.240 --> 00:31:32.200
a real missing and of course it's
such an important part of my life.

458
00:31:32.200 --> 00:31:34.599
But so I'm like, how do
I get this across to her? Lost?

459
00:31:34.680 --> 00:31:38.400
Storytelling? It's such a huge I
know, I know, and I

460
00:31:38.440 --> 00:31:41.519
do it all the time every week, Right, we're doing a story of

461
00:31:41.559 --> 00:31:45.039
some kind, right, yeah,
yeah, So the feedback loop is amazing

462
00:31:45.079 --> 00:31:48.039
and I appreciate very much how you're
bringing this to life for our listeners and

463
00:31:48.039 --> 00:31:49.759
our viewers. It's great to have
you on. Let's grab our last break.

464
00:31:51.279 --> 00:31:52.720
I'm doctor Lee's Cortez. We've been
on the air with John Baker.

465
00:31:52.839 --> 00:31:56.279
He is the founder of D two. Well, we've been talking a bit

466
00:31:56.359 --> 00:31:59.759
about restarting or retooling the workplace.
After the break, we're going to talk

467
00:31:59.759 --> 00:32:02.640
about restarting the economy post COVID.
Stay with us, we'll be right back.

468
00:32:04.279 --> 00:32:08.400
Doctor Elise Cortes is a management consultant
specializing in meaning and purpose, and

469
00:32:08.559 --> 00:32:15.599
inspirational speaker and author. She helps
companies visioneer for greater purpose among stakeholders and

470
00:32:15.680 --> 00:32:22.559
develop purpose inspired leadership and meaning infused
cultures that elevate fulfillment, performance, and

471
00:32:22.720 --> 00:32:27.319
commitment within the workforce. To learn
more or to invite Elise to speak to

472
00:32:27.400 --> 00:32:31.359
your organization, please visit her at
Eleasecortes dot com. Let's talk about how

473
00:32:31.359 --> 00:32:43.720
to get your employees working on purpose. This is working on Purpose with doctor

474
00:32:43.720 --> 00:32:47.319
Elise Cortes. To reach our program
today or open a conversation with Elise,

475
00:32:47.720 --> 00:32:55.519
send an email to Elise Alise at
Elisecortes dot com. Now back to working

476
00:32:55.559 --> 00:33:05.640
on purpose. Thanks for staying with
us, and welcome back to working on

477
00:33:05.680 --> 00:33:07.839
purpose. If you didn't already know
this, if you didn't hear another announcement,

478
00:33:07.880 --> 00:33:10.799
I did actually just launch a new
platform. It's called Gusto. Now

479
00:33:10.880 --> 00:33:15.720
it's an e learning transformation platform for
my leadership program and I do it in

480
00:33:15.799 --> 00:33:20.359
English, Spanish and Portuguese those are
my favorite languages. And for my listeners,

481
00:33:20.359 --> 00:33:22.599
I do offer a discount of twenty
percent, so you just when you

482
00:33:22.680 --> 00:33:25.720
check out, it's WOP twenty if
you're just tuning in. My guest is

483
00:33:25.799 --> 00:33:30.039
John Baker. He is the founder
of D two l So for this next

484
00:33:30.119 --> 00:33:32.720
bit here, John, I wanted
to talk about how we can restart the

485
00:33:32.759 --> 00:33:36.440
economy. But before we do that, I want to position just the problem

486
00:33:36.519 --> 00:33:39.319
of engagement that we talked about early
on, so you know that for me,

487
00:33:39.559 --> 00:33:45.440
right, I'm really really interested in
helping people want to come to work

488
00:33:45.920 --> 00:33:47.359
because I think it's such a precious, important part of life. And yet,

489
00:33:47.400 --> 00:33:52.119
as you say, we have a
real problem with disengagement across the world,

490
00:33:52.200 --> 00:33:55.319
and your chapter that I mentioned earlier, siteset roughly five hundred US billion

491
00:33:55.400 --> 00:34:00.400
dollars is lost in productivity through lack
of play engagement, with sixty eight percent

492
00:34:00.400 --> 00:34:06.720
of the workforce not feeling engaged with
what they do. So situate for us

493
00:34:06.759 --> 00:34:10.960
why that is such a problem for
companies? Well, uh, that's if

494
00:34:12.000 --> 00:34:15.800
the billions of dollars don't underscore how
big of a problem that is. It's

495
00:34:15.079 --> 00:34:19.719
uh, I don't I don't know
what we will, but the you know,

496
00:34:19.760 --> 00:34:22.800
at the heart of it is if
you if you've got an engaged workforce,

497
00:34:22.000 --> 00:34:25.800
they're going to run through walls to
solve problems for your customers and for

498
00:34:27.119 --> 00:34:30.000
your company and really help you take
that next leap that you're going to need

499
00:34:30.079 --> 00:34:36.719
to thrive in this this new environment. Whereas if they're not engaged they're they're

500
00:34:36.760 --> 00:34:39.079
actively looking for work, or they're
you know, they're completely checked out of

501
00:34:39.119 --> 00:34:44.480
what they're doing today, and that's
not a good situation. And so,

502
00:34:44.920 --> 00:34:47.559
you know, to me, we
need to work on fixing those statistics.

503
00:34:47.880 --> 00:34:52.000
We measure those, by the way, at our own company all the time,

504
00:34:52.559 --> 00:34:55.480
doing pulse surveys, doing you know, full year surveys, just trying

505
00:34:55.480 --> 00:34:59.159
to make sure that we're building a
great culture and that you know, people

506
00:34:59.199 --> 00:35:02.079
are fully engage, and just simply
ask, you know, are you engaged?

507
00:35:02.119 --> 00:35:05.920
Are you really liking the work that
you're doing, and if not,

508
00:35:06.239 --> 00:35:07.840
what is it that we can do
to help get you on the right track.

509
00:35:08.559 --> 00:35:13.159
You know, I meet with every
employee in our company at least once

510
00:35:13.199 --> 00:35:16.320
a year and I ask them really
one simple question. It seems simple the

511
00:35:16.920 --> 00:35:20.440
face of it is. I just
ask, you know, you're probably doing

512
00:35:20.480 --> 00:35:23.199
one hundred different things for us,
but what's one thing that's going to be

513
00:35:23.199 --> 00:35:25.840
an example of you doing the best
work of your life, something that you're

514
00:35:25.880 --> 00:35:30.760
going to be proud to tell your
parents about, your family, your friends,

515
00:35:30.199 --> 00:35:34.199
something that's really going to be a
demonstration of you putting in at a

516
00:35:34.320 --> 00:35:38.000
personal best. And how are you
carving out enough time in the day to

517
00:35:38.039 --> 00:35:43.719
actually get that done. And so
it's really trying to help people connect what

518
00:35:43.800 --> 00:35:46.679
they're working on to how they're growing
as a person, to how they're really

519
00:35:46.760 --> 00:35:51.039
having an impact, and how you
know, we're trying to do everything we

520
00:35:51.119 --> 00:35:55.039
can to align about around them becoming
world class at their craft. Doesn't matter

521
00:35:55.079 --> 00:35:59.400
if you're a people leader or an
individual contributor. You know, we want

522
00:35:59.440 --> 00:36:02.400
you to be world class at that
craft. That's so beautiful, John,

523
00:36:02.800 --> 00:36:07.679
Can I come to work for you
too? Yea. Anytime you can help

524
00:36:07.679 --> 00:36:12.840
our people find purpose, it has
a huge impact. I know we brought

525
00:36:12.840 --> 00:36:15.199
it in and you're gonna laugh at
this one leaves, but we brought it

526
00:36:15.159 --> 00:36:20.480
in an artist into what we call
it like our artists and residence program,

527
00:36:20.519 --> 00:36:22.199
and she went around to every team, you know, back when we were

528
00:36:22.239 --> 00:36:25.360
in the office, and she visited
with each team and said, well,

529
00:36:25.400 --> 00:36:29.760
what kind of art would you like
hanging on your walls? And yeah,

530
00:36:30.079 --> 00:36:32.840
she took it on herself to actually
go build a connection with folks all over

531
00:36:32.880 --> 00:36:37.320
the organization and we now have this
amazing collection of art hanging all through the

532
00:36:37.320 --> 00:36:43.159
office that's really a reflection of the
teams that are within the organization as well

533
00:36:43.159 --> 00:36:46.880
as this artist, and what we
discovered through that was you know, her

534
00:36:47.239 --> 00:36:52.320
working with you know, the software
developers in some cases, help them find

535
00:36:52.360 --> 00:36:57.039
a voice, help them articulate what
it is that they really were passionate about

536
00:36:57.079 --> 00:37:00.599
or what they really cared about.
So it's not just about you know,

537
00:37:00.599 --> 00:37:04.360
building an environment where you're making this, you know, part of the hr

538
00:37:04.519 --> 00:37:07.800
mantra. It's also trying to figure
out how to incorporate others into the work

539
00:37:07.880 --> 00:37:13.239
environment that are going to draw out
the best of your people. There's nothing

540
00:37:13.239 --> 00:37:15.320
funny or lavable about that to me, John, I think it's absolutely stunning

541
00:37:15.320 --> 00:37:19.000
and exquisite, and more more organizations
out to do that. I think that's

542
00:37:19.000 --> 00:37:22.960
a fantastic example. I'm glad you
shared it. It's beautiful. Yeah,

543
00:37:22.239 --> 00:37:27.679
it gets rid of the blank walls. Put something beautiful on the walls,

544
00:37:27.880 --> 00:37:30.800
right, you can never mind the
wallpaper of the pain Let's let's let's do

545
00:37:30.000 --> 00:37:35.400
art. I like it all right. Well, next, I want to

546
00:37:35.440 --> 00:37:40.199
really have you if you would situate
for our listeners and our viewers just really

547
00:37:40.239 --> 00:37:45.760
from your perspective the ten thousand foot
level, what COVID has done to the

548
00:37:45.800 --> 00:37:49.960
workplace. What does that look like
from your advantage point. Yeah, it's

549
00:37:50.000 --> 00:37:53.280
been a huge transformation of the workplace. So in many respects, we've been

550
00:37:53.320 --> 00:38:00.400
pulled into the future, and it's
created almost this fog over you know,

551
00:38:00.400 --> 00:38:04.719
how do we navigate these next steps? You know, whether we're remote,

552
00:38:04.760 --> 00:38:07.840
working from home, or in the
workplace, how do we make sure we're

553
00:38:07.840 --> 00:38:10.719
doing things in a way that's gonna
help us get from where we are today

554
00:38:10.760 --> 00:38:15.920
to where we're feeling comfortable, safe
and secure and making sure that we're doing

555
00:38:15.960 --> 00:38:20.199
the best that we can to set
up that workplace for the future. You

556
00:38:20.199 --> 00:38:22.639
know, there's a line that I
like, which is, you know,

557
00:38:22.639 --> 00:38:24.719
there are many decades where nothing happens, and then there are years where decades

558
00:38:24.760 --> 00:38:30.360
happen. And this has been one
of those years where a lot has happened

559
00:38:31.199 --> 00:38:37.400
that's disrupted many workplaces, that's transformed
them. That's you know, had to

560
00:38:37.440 --> 00:38:42.360
really impact on how we actually engage
with the office, if you will.

561
00:38:42.360 --> 00:38:45.239
In particular, you know, if
I look at the really big picture,

562
00:38:45.440 --> 00:38:49.360
you know, we've seen about two
point four billion jobs get impacted in one

563
00:38:49.360 --> 00:38:52.920
way or another through this pandemic around
the world. In education, we've seen

564
00:38:52.960 --> 00:38:59.119
one point one billion students get impacted
with their education. Many of them have

565
00:38:59.239 --> 00:39:05.159
actually seeing tremendous learning loss because in
some cases schools have not even reopened in

566
00:39:05.199 --> 00:39:09.199
some countries around the world, And
so this has this huge ripple effect that's

567
00:39:09.239 --> 00:39:15.480
going to create issues in the workplace
as well too. And then I sat

568
00:39:15.519 --> 00:39:22.360
on an industry strategy Council which was
looking at mapping how do we actually restart,

569
00:39:22.639 --> 00:39:25.519
recover, and reimagine the economy to
get the economy back on the right

570
00:39:25.559 --> 00:39:31.440
track. And so what can we
do today to make purposeful investments today that

571
00:39:31.960 --> 00:39:35.719
going to help bend that curve back
up in the right direction to get our

572
00:39:35.719 --> 00:39:39.639
economy back on the right track and
get people back to work and make work

573
00:39:39.679 --> 00:39:45.719
meaningful for folks. All music to
my ears. Now. One thing that

574
00:39:45.760 --> 00:39:50.760
I'm also very aware of. I
mean, my business obviously really did take

575
00:39:51.079 --> 00:39:55.199
a different turn for this year,
and I was able to innovate new products

576
00:39:55.239 --> 00:40:00.079
and services in the quiet time.
And I'm very cautious that for many people,

577
00:40:00.159 --> 00:40:05.679
their jobs have either gone away entirely
or they've lost their jobs. So

578
00:40:05.800 --> 00:40:08.159
what advice do you have for people
who have lost their jobs in this pandemic.

579
00:40:08.960 --> 00:40:15.239
There's there are lots of people still
looking for employees. There's a lot

580
00:40:15.280 --> 00:40:20.039
of different jobs that have been created
through this pandemic, and it's it's about

581
00:40:20.159 --> 00:40:23.639
you know, reaching out, figuring
out which which of these employers. You

582
00:40:23.679 --> 00:40:27.239
know, it's not a big leap
for you to make in terms of a

583
00:40:27.280 --> 00:40:31.840
transition to get back on your feet
and take the time to invest in some

584
00:40:31.880 --> 00:40:37.000
of your education to sharpend these skills
that you've you've developed over the years.

585
00:40:37.559 --> 00:40:40.199
You'll be amazed at how transferable they
are from one admistry to a next,

586
00:40:40.280 --> 00:40:45.280
or from one one job to the
next. Uh and together or we're gonna

587
00:40:45.280 --> 00:40:49.519
we're gonna do everything we can to
get you onboarded into the these different industries

588
00:40:50.000 --> 00:40:53.960
that are that are looking for talent
today. And you know, I'm I'm

589
00:40:54.000 --> 00:40:59.559
also optimistic that the vaccine's going to
have an impact in terms of helping many

590
00:40:59.599 --> 00:41:02.039
different employers get back on the right
track. And there are a lot of

591
00:41:02.079 --> 00:41:08.079
different sectors that were severely negatively impacted
with this with COVID nineteen. You know,

592
00:41:08.079 --> 00:41:13.639
whether it's the airline, retail and
in some areas, or hospitality in

593
00:41:13.679 --> 00:41:16.920
particular, all of these have been
really impacted. Arts and culture, i

594
00:41:17.320 --> 00:41:22.599
would argue, has also been really
impacted and so. But at the same

595
00:41:22.599 --> 00:41:25.320
time, if you look at the
growth curse each of these industries, from

596
00:41:25.360 --> 00:41:30.639
this point forward, they are growing. They're going to get back on the

597
00:41:30.679 --> 00:41:31.880
right track over the course next of
a while, they're going to need people

598
00:41:31.880 --> 00:41:35.800
to get re onboarding. But at
the same time, if you can,

599
00:41:36.159 --> 00:41:38.559
if you're not patient to wait for
those jobs to be created over the next

600
00:41:38.639 --> 00:41:43.559
year or two, you know,
how do you jump into another high demand

601
00:41:43.639 --> 00:41:47.440
area today that are where people are
desperate for people to come in to support

602
00:41:47.480 --> 00:41:52.920
the growth of these sectors. Well, I think it's so exciting, right,

603
00:41:52.960 --> 00:41:54.559
the idea that I mean, for
example, the work that I do

604
00:41:54.639 --> 00:41:58.320
today, John, I would have
never guessed when I was in my twenties

605
00:41:58.320 --> 00:42:00.960
that I would be a manager for
consultant specialized and Meaning and Purpose, or

606
00:42:00.000 --> 00:42:02.599
that I would have a book out
or I hosted radio show. I would

607
00:42:02.599 --> 00:42:07.280
have never imagined that. And yet
I still don't even know what I'm unfolding

608
00:42:07.320 --> 00:42:14.039
into further around the corner, and
I find that really exciting. Well yeah,

609
00:42:14.039 --> 00:42:16.840
well, I mean, you're probably
a living proof that these these skills

610
00:42:16.840 --> 00:42:22.440
that you've developed in your education are
really transferable from becoming a professor to teaching

611
00:42:22.559 --> 00:42:29.119
to management, consulting, to radio
show to video. All of these are

612
00:42:29.199 --> 00:42:32.199
examples of you stretching and going beyond
what the original intention was for that education,

613
00:42:34.360 --> 00:42:37.880
and to your point, in doing
it more increasingly more through technology.

614
00:42:38.960 --> 00:42:43.400
Yeah, that is one thing that
I see is we're almost sitting on this

615
00:42:43.559 --> 00:42:47.320
crossroads where you know, we're either
going to just simply consume technology being built

616
00:42:47.320 --> 00:42:51.599
somewhere else, or we're going to
start to build the technology. And so

617
00:42:52.079 --> 00:42:57.280
I'm advocating for a lot more people
to jump into stem into you know what

618
00:42:57.320 --> 00:43:02.119
we think of esteem now if you
include the arts to really support these high

619
00:43:02.159 --> 00:43:07.199
demand, high growth areas. Definitely
believe in supporting the arts, especially due

620
00:43:07.239 --> 00:43:09.519
to stoke, the creativity, the
critical problem solving, all those sorts of

621
00:43:09.599 --> 00:43:15.119
things. So completely, let's bring
the arts back. Please exactly what are

622
00:43:15.199 --> 00:43:19.000
from your vantage point, John,
you work with a lot of different organizations

623
00:43:19.039 --> 00:43:22.000
all over the world. What are
some of the things you would suggest companies

624
00:43:22.039 --> 00:43:27.719
do to help start the economy restart
the economy. Well, there's one universal

625
00:43:27.719 --> 00:43:30.239
that doesn't matter which sector I've talked
to, and I've talked to probably at

626
00:43:30.280 --> 00:43:34.960
least a thousand CEOs over the course
the last few months and hundreds of different

627
00:43:35.039 --> 00:43:40.480
organizations, and one universal has been
upskilling and reskilling. So it doesn't matter

628
00:43:40.480 --> 00:43:45.800
what sector they're in, they're going
through transformation, and so they're looking for

629
00:43:45.639 --> 00:43:50.960
investments into the new skills that are
going to help them navigate these new waters.

630
00:43:51.760 --> 00:43:54.360
And so again, I you know, I know, I've got a

631
00:43:54.360 --> 00:44:00.639
little bit of a bias because I
built a learning company. That thing that

632
00:44:00.800 --> 00:44:05.400
really that stood out to me,
which was every conversation, so whether it

633
00:44:05.440 --> 00:44:09.559
was an airline CEO or a big
retailer or someone that was largely in the

634
00:44:09.559 --> 00:44:15.960
hospitality sector, reskilling was a common
thread, but upskilling was a surprising one.

635
00:44:15.400 --> 00:44:21.880
The investment in new education for their
existing employees to help them pick up

636
00:44:21.880 --> 00:44:25.719
the skills they're going to need to
transform their industry as it either goes green

637
00:44:27.280 --> 00:44:30.039
in some cases or goes to digital, or is transformed in one way or

638
00:44:30.079 --> 00:44:35.719
another. And so that universal translates
to me is trying to figure out,

639
00:44:35.719 --> 00:44:38.400
well, what programs can I build
internally, how can I get really good

640
00:44:38.400 --> 00:44:45.039
at doing that, or what kind
of partnerships can I build with academic community

641
00:44:45.480 --> 00:44:49.360
so that I can leverage all the
great work that's been done in our communities

642
00:44:49.639 --> 00:44:52.920
and connect the dots to make it
easier for my employees. And so we're

643
00:44:52.960 --> 00:44:55.360
trying to build solutions and technology in
that space to make that even easier.

644
00:45:00.239 --> 00:45:05.119
But I'd also say have a conversation
with your employees. Yeah, you know,

645
00:45:05.920 --> 00:45:10.159
when times are uncertain, communication is
so critical. You know. I

646
00:45:10.199 --> 00:45:15.000
don't know about you, but in
my company, we went from meeting weekly

647
00:45:15.280 --> 00:45:20.599
or monthly with some teams too daily, doing just simple daily stand ups.

648
00:45:21.000 --> 00:45:25.320
Nothing provides better reassurance in terms of
alignment and making sure people are on the

649
00:45:25.360 --> 00:45:30.039
right path and just simply just checking
in make sure people are okay. Those

650
00:45:30.039 --> 00:45:35.119
things make a real difference in helping
people rally to the new new strategy.

651
00:45:35.360 --> 00:45:37.920
Yeah, it takes It really takes
something, and you've got to work on

652
00:45:37.960 --> 00:45:40.880
that well being for sure. And
to that end, John, we're getting

653
00:45:40.880 --> 00:45:44.519
close to the end of the show
here, but if you could, what

654
00:45:44.639 --> 00:45:46.239
are I've been trying to ask as
many people as I can this question,

655
00:45:46.280 --> 00:45:50.239
but what are some of the biggest
lessons we should take away from this pandemic?

656
00:45:51.960 --> 00:45:55.679
How people matter? You know,
I keep coming back to there's so

657
00:45:55.800 --> 00:46:00.840
many things that have gone wrong during
this pandemic. One of the things that

658
00:46:00.360 --> 00:46:05.920
I've I've really liked hearing about is
all the stories of people leaning in,

659
00:46:06.119 --> 00:46:10.119
working with each other, helping each
other through these these challenges and looking out

660
00:46:10.119 --> 00:46:15.480
for each other, picking each other
up when when people are down. You

661
00:46:15.519 --> 00:46:19.079
know, uh, you know,
you can look at a pandemic and see

662
00:46:19.119 --> 00:46:22.880
this as you know, seeing it
as the worst at times, but you

663
00:46:22.880 --> 00:46:27.280
can also see some of the best
of humans coming together to help each other

664
00:46:27.320 --> 00:46:30.280
out during these tough times. And
to me, I choose to look at

665
00:46:30.280 --> 00:46:37.760
the good, the silver linings,
the tests of our character and our values

666
00:46:38.159 --> 00:46:43.280
coming through and how we deal with
with people. Me too, I'm also

667
00:46:43.400 --> 00:46:45.760
siveral silver lining gown. So here
we are, John. We managed to

668
00:46:47.519 --> 00:46:50.880
use up already one one hour of
our time. We're the end of the

669
00:46:50.880 --> 00:46:52.119
show. The show, as you
know, is listen to by people across

670
00:46:52.119 --> 00:46:57.559
the world, and it's really designed
to help people develop a more meaning and

671
00:46:57.599 --> 00:47:00.800
infused culture and inspirational leadership. And
given that, what would likely for listeners

672
00:47:00.800 --> 00:47:06.800
with in about thirty seconds, well, you know, we're talking a lot

673
00:47:06.840 --> 00:47:09.960
about transformation of our economy and the
digitization of it, but the end result

674
00:47:10.039 --> 00:47:15.880
is a more human outcome. So
giving people back time to pursue, you

675
00:47:15.920 --> 00:47:22.440
know, their passions, being able
to help people go from routine jobs to

676
00:47:22.719 --> 00:47:25.760
hopefully ones that give them an opportunity
to express their passions, their creativity,

677
00:47:27.039 --> 00:47:30.000
their leadership. And to me,
that's the best is when we can move

678
00:47:30.079 --> 00:47:35.400
up that value chain, if you
will, and stop doing the busy work

679
00:47:35.440 --> 00:47:37.800
and start doing the really really impactful
work that's going to have a real impact

680
00:47:37.840 --> 00:47:44.880
on business outcomes, in my case, educational outcomes, and really supporting you

681
00:47:44.920 --> 00:47:49.559
know, the people that are in
the world around us. So I wish

682
00:47:49.559 --> 00:47:52.159
you all the best as you navigate
these waters and if I could ever help,

683
00:47:52.639 --> 00:47:55.840
I'm just an email away. Thank
you, John, Thank you so

684
00:47:55.920 --> 00:47:59.719
much for joining us today. It
was a tremendous privilege and pleasure to have

685
00:47:59.760 --> 00:48:00.840
you on and share what you're doing
in the world. Thank you for that,

686
00:48:00.880 --> 00:48:04.000
and thank you for being you and
doing what you're doing in the world.

687
00:48:04.719 --> 00:48:07.360
Thank you for being you and helping
people find their purpose. Absolutely,

688
00:48:07.400 --> 00:48:10.119
I love It's my jam. Listeners
and viewers. If you want to learn

689
00:48:10.119 --> 00:48:13.320
more about John Baker and the work
they do at dtwo L, go to

690
00:48:13.320 --> 00:48:16.480
their website. It's just D two
L dot com. Last week, you've

691
00:48:16.480 --> 00:48:19.920
missed the show, of Live you
can always catch it be a recorded podcast.

692
00:48:20.000 --> 00:48:22.400
We were on the air with Michael
Leevy, he's the CEO of Work

693
00:48:22.400 --> 00:48:25.159
Proud, talking about how companies can
create cultures of meeting and appreciation that drive

694
00:48:25.199 --> 00:48:30.239
performance and retention. Next week will
be on the air with Renee Shirmac talking

695
00:48:30.239 --> 00:48:34.559
about her book and Human Transformation and
her work as well. Her book is

696
00:48:34.559 --> 00:48:37.639
called How to Be Your Biggest Fan, The Value and Power of High Self

697
00:48:37.719 --> 00:48:38.840
Esteem. See you there. Remember
that work is at least a third of

698
00:48:38.840 --> 00:48:47.119
our life, So let's work on
purpose. We hope you've enjoyed this week's

699
00:48:47.119 --> 00:48:52.360
program. Be sure to tune in
to Working on Purpose, featuring your host,

700
00:48:52.440 --> 00:48:57.800
doctor Elise Cortez, each week on
the Voice America Empowerment Channel. Together

701
00:48:58.119 --> 00:49:04.559
we'll create a world where business op
rates conscientiously, leadership inspires impassioned performance,

702
00:49:04.960 --> 00:49:08.360
and employees are fulfilled in work that
provides the meaning and purpose they crave.

703
00:49:09.079 --> 00:49:12.679
See you there, Let's work on
Purpose.