Identify Your Genius, Transform Your Work | Insights from Patrick Lencioni

22:30Man, there's so much. We could have a five-hour podcast right now. Absolutely. So what are your second, because there's so many things. My next book is going to be, we'll talk about that later, but this book hasn't even come out. And people in my office was like, stop it. You don't need to start writing the next one, but that's how I am. But so what are your secondary letters? Because the pairing of the genius really matters. So you're both galvanizers. What are your other geniuses? So Johnny, obviously we talked about was wonder. Wonder galvanizer. The rarest type, by the way, so far. The WG together.

23:01The wonder galvanizer. Yeah. Look at that. That makes a lot of sense. I'm discernment. Oh, so you're a DG. So you're okay. Got it. So Johnny, what you're called is Matt, my engineer and my son who helped develop the tool. Johnny, you're the philosophical motivator. That nails it. Is that nuts? Based on the conversation we had before the podcast, the philosophical motivator. That is so funny. I mean, there would be probably so many of my friends are like, well, you just nailed Johnny. Because a lot of them can even deal with a conversation with me. If we're going to a bar and having a couple of drinks, oh, we're going to be on another planet and discussion and conversation really quick.

23:44And they're like, I'm just looking for some light. I want to watch a reality TV show. And it's like, no, it's not. No, Johnny's taking you on a philosophical journey and you're coming with him because he's galvanizing it. Oh yeah. AJ, you're the intuitive activator, which means this. It's like, okay, that's enough information. This is the right thing to do. Let's just do it. I don't need a whole bunch of data. My gut tells me this is the right thing. Let's go. That might be your thing. Let's do it. Let's move. I agree wholeheartedly. Even what is coming up from this morning's conversation with my wife.

24:14So we were walking our dog and we're, as I was telling you earlier, we're going to go on a little bit of a longer travel. This is the first time both of us have been able to work fully remote. So we're going to travel for a couple months. And I guarantee you when my wife takes the assessment, she's high on wonder. So we're on this walk and I'm already, I'm packed. I'm ready to go. I'm so excited for this trip. And she's like, what, what is our day in Paris going to look like? what exactly are we? And I'm just like, I don't even have time for your wonder right now. Like I got boxes, we're packing, we're ready to go.

24:48Like I'm already there. And she's in this wonder stage going through this trip. So that's what I was saying earlier, like this work that we do, it's all around us and everything that we want in life, there's work towards those goals. And when you understand where your genius is, what makes reaching those goals a lot more fun, exciting. And there's that now clear way of how you operate. So I think for a lot who are listening to this, if you just think about your personal relationships, your romantic relationships, man, how you communicate with your partner, I feel like this is the next version of love languages.

25:21You know something? And one of the things that's really important is this helps us avoid judgment and guilt. Because what we do is we say like, boy, one of my favorite things, you guys, that happens through this work, I can't tell you how many people, how leaders have called us and said, I was about to fire somebody. And then we did their working genius. And I realized, oh no, they're a great fit for the company. I just have them in the wrong role. I was about to lose a great person. And in our relationships, like my wife and I, neither of us have tenacity. It's in our working frustration. So not only do we not have it as a genius, we hate it.

25:52Finishing things, not good. We have four sons and a household to run. Can you imagine what it's like to have no tenacity? One day I came home. She loves this story now. She used to get mad at me when I told it. And I came home from work and I went inside and the lights were off. And I was like, hey, the power in the neighborhood, I think, went out. And she said, oh, no, no, the neighborhood, they have power. Wait a second. Oh, yeah, they do. I looked out the window. So what's going on with ours? Our lights aren't. And she goes, yeah, yeah, they cut off our power. Like, why'd they do that? She goes, yeah, we, and she's in charge of the bills, which is unfortunate for her.

26:26I forgot to pay the bill. And I was like, don't they usually send you a notice before they, oh, they send you three notices. She said, but she just set the bill aside, procrastinated. And I used to get frustrated at her. What a, what a jerk I was when we did this assessment. I was like, oh, you don't have tea. I don't have tea. I'm asking you to do things I hate. I need to have a little bit more grace. And then we can actually solve the problem. And literally earlier this week, we brought in somebody who's going to be our accountability assistant. And she's going to talk to Laura every morning, like, what do you need to do today?

27:00And Laura's going to call her at the end of the day and say, what did you get done today? And she's not going to take excuses. I don't have to do that. Laura said, I want somebody to hold me accountable. So anyway, the point is that's work. Living with somebody and being married to somebody and getting anything done is work. So it applies to all of those different things. Running a household is definitely work. Keeping the lights on, that is work. You know, you should probably, before you get married, you should probably like do some task. Well, you should take this assessment and learn what you are.

27:28That's why we priced it ridiculously low. Dave Ramsey is a financial guru, you know, and he's a friend of ours. And when he did this and he was like, Pat, you charged way too little for this. You could have charged so much more. But we don't want this to be one of those corporate tools that people have to spend hundreds of dollars on. For 25 bucks, we want a junior in college to go do this. We want a family to give it to their kids and themselves so they can work better together. So when you do this, then you can actually plan how are we going to run our home together? Because when a marriage breaks up because the work is hard, it's terrible.

27:58I see this even in the communication patterns, you know, outside of just the actual results in the work. But the things that might be your biggest frustration with your spouse, significant other might just be, again, them working in their frustration too much and not really finding that working genius. You know something? I'm going to tell you one more quick story. So you guys are, Johnny, you now live in Florida. AJ, you're figuring out where you're going to move. We're trying to get out of California. So a few years ago, we bought a house in Boise. The day it closed, my wife turned to me and said, maybe we should have moved to Tennessee.

28:31And I was like, what? I'm just wondering. It's just a wonder thing. I'm wondering. And I was like, okay, probably not the best time to hear that W though. We just signed the papers. We laugh about things that we used to get frustrated about. Exactly. Now we could bring some laughter to these things, these miscommunications that we were having otherwise. And I know as Johnny and I are going through our results, we're having some laughs to ourselves as well. So for me, my working competency is enablement and invention. So the enablement piece, I love getting team members towards those goals. It fires me up.

29:08I was just talking about this last night in my men's group. I love helping people help themselves reach those goals more than reaching my own goals. like I will set aside my own to help someone else get there faster. And when people come to you for advice, you're like, oh, I love giving you advice. So happy. Yeah. Johnny, what are your working competencies? Invention and tenacity. Ah, thank God that one of you has tenacity in your working. I was going to say, we'd be in a lot of trouble. It's really funny about that because there's this saying when it certainly in entrepreneurial work, done is better than perfect.

29:45And the minute I heard that, I'm like, oh, well, I'm gold because it'll get done. But it's certainly not going to be perfect. And sometimes that drives AJ nuts, certainly like grammar and things like that. Or it's not my strong suit. But I'll move it forward. This project will get done. It may not be pretty, but it's got to get done. And the minute I saw that, I was laughing and understanding that there has been times in the past where AJ has mentioned that he's moving on to the next project. He's hoping it's getting done somewhere else because him working on something and trying to push it through just drives him crazy.

30:26And so that is something that he has said in the past. And of course, in taking this test, it's now glaring, right? Yeah, that's what I love when people go, oh, there it is. This makes total sense. He's ready to move on. Well, I've kind of helped that person. Well, you got to finish. It's like, oh, do I really? It's like, yes. I say to my wife, if something's worth doing, it's worth doing half-assed. In other words, it doesn't have to be perfect. Just finish. Just get it done. Just get it done. Thank God Johnny has that finished mindset because I'm in my invention. And then all of a sudden I've found through discernment, okay, this is the solution.

30:59And now we're running in this other direction. And Johnny's like in his wonder, like, hey, I've tried to finish this thing over here that we started last month. And he slowed down a little bit and cut me some slack. So Johnny, does that mean you're working frustrations in our D &E? Yes. And what are yours then, AJ? They would be - Wonder and tenacity. So that's what I was saying. That walk this morning with my wife and the wonder around what exactly we're going to be doing in Paris each and every day. I'm like, we're going to figure it out. We're there and it's going to be amazing because it's not LA.

31:29I don't need to wonder about it. I know it's going to be fantastic. So that wonder, like that's a frustration. When Johnny goes in his wonder train, I'm like, all right, I got a meeting after this. Like I gave you 30 minutes of wonder. We're at 36 minutes here. I need his discernment when it comes to wonders. I'm like, yo, I got to bounce these ideas off you because they're driving me nuts. And I need someone to bring me down to earth here. And so I'm like, all right, well, let's hear it. And I'm like, here's what I got. Here's what I'm thinking. I'll discern all day. Yeah, just start chopping it up.

32:02And I'm fine with that. I need that feedback. That's key. You're self-aware. People say, what's the best type for this job or that job? It's like the self-aware person who knows that they need other people. And Johnny, you not having discernment is not a problem because you'll go, oh, I should run that by AJ because that's one of his geniuses. But when we resent people, like, why do you evaluate my ideas? Because I'm good at it. Why are you always coming up with new ideas? Because I'm good at it. It's a totally different thing. once he discerns something he'll be like that's not gonna work here's why i'm out the window i can move on but if i don't have that i'm just stewing on it and it will go on and i have an open pages thing in my phone where i just write whatever i'm thinking it's a stream of consciousness it just allows me to put what's in my mind on paper so i can choose the words that i'm using to describe an experience or thought and then it's just like i i then i gotta flesh it out and And then like, AJ, I got to talk to you.

33:02I got to say, it's like, no, that's not going to work. And with that, with the low enablement, I just let him go, go off. Like you need some time on your own, go off on your own, wonder about it. And then come back to me when we're ready to enable and I'll, I'll fire away and I'll get the team moving and we're good to go. And you're not tolerating him. You're actually encouraging him and letting him do what he's great at. You know, we never had words for these, but 15 years, exactly. Pattern recognition. I'm like, you know what? Johnny's better off noodling on that. I'll take the team meeting.

33:32I'll work on the enablement. You come back when you have something you want to run by me and I'll tell you thumbs up. It's great. And then I will feed off of Johnny's tenacity of like, hey, AJ, like we started this thing a month ago and you got me fired up and I'm ready to go. Like, let's just get it done. Now, I'm guessing that on your team somewhere, there's somebody that has tenacity as a working genius. Yes. And it's probably a person who you always worry about. Oh, no, I don't want to crush her or him by burning them out. They take on everything. Yes. In fact, I've had to chat quite a bit with Michael of like, please be honest with me because you love to just finish things.

34:09And he will often stack his plate to the rafters with things to finish. And then we struggle because we're like, I thought you were doing okay. And he's like, well, actually you guys created six other open loops that I've been working on furiously to close. You forgot about those and I'm working on those and I'm taking on this next thing. Exactly. They, in fact, cause, cause that's their genius to get things done. And so they're like, yeah, yeah, yeah. And often you don't know when you're about to burn them out until they're on the verge. And it's really important. I once, I once looked at a team's working genius page and there was only one person, this woman on this team of 15, which is bigger than a team really.

34:47And, and, and I said, she's your only person with tenacity. Now I don't know, Laura, it was a zoom call. I didn't even look up. I said, but my guess is that you're always worried she's going to quit and she's probably burned out. And they just started laughing. Like I had just read their minds. And this woman was like, how did you know? And it's like, it has to be because so much rolls down to you. And so it's so great to be able to see that and say, let's not crush our tenacity person. Because it's a linchpin. Everything you talked about earlier, getting these projects done and across the finish line, everyone would love to have another brainstorm session and be more inventive and Johnny to go off and wonder.

35:23But at the end of the day, hey, if these tasks aren't getting completed, if these projects aren't actually being finished, then the whole team burns out, right? It's not just that one person. Exactly. And by the way, the thought of Mike leaving is pretty crushing, right? Oh, absolutely. Right. Here's a very practical tip. When you're doing any kind of work, even when you're just in a conversation, it's a meeting or a conversation, it's good to go, hey, where are we right now in this process? And it's like, oh, we're still in wondering and invention phase. Oh, okay, good. Or it's like, oh, we're about to, We're three days away from implementation.

35:56We don't have any room for WID. We're in G-E-T phase. And even those of us who don't have those geniuses can go, oh, okay, so if I go to that meeting and I throw out a new idea, I'm going to piss you off. I can hold that in. But otherwise, we show up and we just do what we naturally do. So if you kind of know this is the context of this conversation or this discussion, you can actually apply yourself intentionally rather than just showing up and being what you do naturally and wondering why people aren't loving it. Well, that's why I love the visualization on the cover and throughout the book of the gears, right?

36:27Because these have to work together. You can't just be cranking one gear wildly and not seeing the impact on these other areas. So when you actually start to break it down of like, hey, there's a time and a place for wonder, Johnny, and this meeting right here, right this second, not the best time. You know, it was my wife who came up with the idea of the gears. She's a wonderer inventor. And we showed it to her and she's like, those circles, Why shouldn't they be gears? Cause they actually impact with one another. We're like brilliant. As the weather finally cools down, I'm swapping in the pieces that actually get the job done.

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40:50So is this something where we should be working to improve what our frustrations are? Is this something that we should be avoiding and only working in our genius? Like how do we actually take these? And especially for those in our audience who aren't in a leadership role, you know, Johnny and I are very fortunate in running the company that we can very quickly hand things off, move on, find our genius and just love life. But I know from our audience and the feedback we've got that some aren't in those roles yet in their career. And now you have this great score. So they've taken the assessment.

41:21What do we actually do with these results? So the beauty of this assessment more than any, and we've used Myers-Briggs and everything else for years. We even integrated some of our other products around teamwork with Myers-Briggs and DISC. So I'm not, I love all these tools, but this is the, this is the one that has the shortest distance from seeing the results and knowing what to do. It's literally minutes that you see that. And because it makes so much sense and it's about getting work done. So here's what I would say. Do not try to be great at your frustrations. No, do not. Because you're not built for that.

41:51Now, learn how to hack, do a little life hack on your frustrations. Like my son, Matthew, doesn't have tenacity, but he's 24 years old. He's been out of college a couple years. we have to give him work that requires tenacity. So he'll literally go, I'm going in the conference room for two hours. It's my tea cave and I'm going to come out in two hours. I'm just going to like burn through this. Knowing that he can say that, he's not guilty about the fact he doesn't have tenacity and that he's going to go grind it out, allows him to do it and not feel bad and not feel like he's failing. If we gave him a job though that was all that, we would be inviting him to hell, right?

42:30To work hell. So what I would say is don't try to get great at what you're bad at. Just know when you're doing it so you don't put a lot of guilt on yourself like, oh, I'm such a – my first job out of college, I had the number one job in America at a management consulting firm. There was a book written that year. This company is the best place to work in America in this job. I got the job, bad interviewing practices, I think, and I was miserable for two years. And I was not wildly successful, I will say. It was a real – and I felt guilty for years. like I thought I was lazy and I wasn't very smart.

43:01How come these guys around me are outperforming me and it's just a struggle? I look at my working genius now and I like, that was the worst job in the world for me. Had I understood what they were really wanting me to do, I would have said, oh yeah, this is gonna drive me crazy. And I want less people to feel guilty and to feel like to judge themselves. And I want them to stop judging other people too and saying, oh, you're lazy and you're just not very bright or you don't care. It's like, no, no, they're geniuses. It really helps. So I would say to people, no, do not go out and say, I'm going to be great at the two things I'm worst at.

43:34Say, I'm going to let people know what I'm great at, know what I'm decent at and what I'm terrible at. And when they ask me to do things I'm terrible at in short bursts, I will grind through that and let them know that I'm going to do the best I can in an area that's hard for me. I love that because I feel like such a big part of all of this, and especially when you came on last and talked about your other book that we love so much, The Five Dysfunctions of a Team. This emotional intelligence piece is just so important. And it's often missing in these environments where there's this burnout, where is this frustration?

44:05And it's not just the self-awareness. Self-awareness is great, but it's also the self-compassion. So once you recognize those strengths and weaknesses and saying, you know what, like I can be compassionate around the fact that I'm just not tenacious. That's not me. I will block myself off. I'll create two hours or I'm going to force myself to do it. But then after those two hours, I'm going to be compassionate to myself, knowing that I put myself in a burnout state. I put myself in a place that is great frustration for me. And I think so often we are quick to be self-awareness and focus on self-awareness.

44:38Like, oh, great. I know these strengths and weaknesses. Then we get really excited when we can read other people and we go, oh, I can put you in that box and I can tell you're a DG and I can tell Johnny's a WG. And we love that side of things, but we're not always good at taking these and practically using them in our life to create that work environment for ourselves and others to be most successful. Self-compassion is far more, if you stop at self-awareness, now you just know why you're feeling bad about yourself sometimes. But you have to go, no, I'm actually supposed to celebrate who I am.

45:11And that's not a sixth grade poster for like, that's reality. We had pastors, a couple of pastors called us up after this came out and they took it. And one guy said, I felt like a fraud for 20 years because I couldn't write a homily or a sermon to save my life. And I thought, how dare I be a pastor if I can't come up with a good talk? He did this. He realized I have no W or I. And I said, well, what do you have? And he told me, I said, so you're probably a great counselor, right? And you probably are really good at working with your staff. He goes, oh, I love that. I'm like, you can't have all of these.

45:41So he said, okay, now I can borrow somebody with W and I to help me write my homilies. I'm not going to feel guilty about that anymore. And there's other pastors who say, man, I give a great homily. I don't like to do counseling. And I look at their, their working genius. I'm like, yeah, that's how God made you. So why don't you organize your work to the greatest extent possible to lean into your geniuses? And it changes everything. Now in a situation where you are maybe the only one who's taken this assessment, how can you work this to your advantage without forcing other team members to go through the assessment if they're not willing to?

46:12Just share your results with others. Just sit down and go, I want you to see what I've discovered about myself. So we had a guy call us and he said he was going into a performance review and he knew it was going to be bad. He hadn't had a good period. He was struggling in his job. He didn't know what was going to happen. He was dreading it. He took this darn thing two days before and he just brought the results in. He said, hey, boss, before we go through the performance review, can you just take a look at this? I want to show you this to you. And he looked at it and he said, oh, well, crap, you're in the wrong job.

46:40I was about to ding you for all this stuff and you don't like any of that stuff. And then he said, you know, we have this other job that we need that you would be great for. And instead of him getting ripped on, they actually changed his job. He said, I got promoted instead of corrected or fired because my boss just wanted to see who I was. And I think 90 % of the bosses out there would love to know what their people are so they can actually utilize them better and make them happier. Every once in a while, there's a boss that's going to say, oh, I don't care. Just do your job. but most bosses know that that's not a good way to go about doing things.

47:17You, you guys would love the people that work for you to be able to use their geniuses as much as possible. So I say, that's a great way to, to take advantage of this is to share it with the people who can help you flex, have you flexible. And I think the other part that's often missing from that perspective is most companies, there is mobility within the company to find that right role. If you're willing to share this assessment, of these results and showcase for them what those strengths and weaknesses are. I think so often in that environment, we're afraid to show our weaknesses. And we try to really just focus on looking like we're strong in every area because we're concerned maybe this isn't the right role.

47:57And we get in that exact place you're talking about of burnout and faking it and being in the wrong fit. And most companies right now, especially, and I'd love to talk about this in a minute, where we are currently in the job force, most companies are not ready to lose people. They're not looking to kick people out the door because the cost of hiring and training up someone else and going through that process right now with the job market as it is, is not something that a lot of solid, sound companies want to do. So if you come in with this assessment and say, hey, these are my strengths. These are the areas that I feel I really excel.

48:33Exactly that, the light bulb can go off of like, hey, there's this opening in another department. We haven't even posted it online. No one else knows about it. It's only internal. Why don't we go ahead and set you up with a discussion with that manager or that leader and that team? And you would find not only that you're now working in your genius, but you also haven't had to go out into the open market and try to come up with the resume and all this other stuff, which a lot of the discussion that we're hearing from our clients is this burnout and this concept of quiet quitting. Now, I talked about this on a previous episode.

49:07So many leaders are now talking about it. I'm in masterminds, other entrepreneurs who have teams, they're worried about it. Everyone's concerned about quiet quitting. We heard Mark Zuckerberg and Apple bringing back in the office because of this nervousness around remote work and quiet quitting. And I just think it's a symptom of a much bigger trend where we're not assessing our talent and putting them in the right seat. So they're not working in their genius. They're working in their frustration. We're forcing them to work in their frustration. And then we as leaders are frustrated. We're seeing a lot of activism and a lot of these companies.

49:38So when you're supposed to be brought in for a certain job, but to be making products, to make products better, but yet there's this now external thing on having to make it mean something in political terms. it's interfering with your working genius. It's interfering with the culture at work and it's just making everybody miserable. So again, quiet quitting is the easy thing to do where it's like, well, I'm just going to try to figure out how to step back, continue to get paid and not engage with what's going on around here. Yeah, you know, this great resignation that people talk about, the quiet quitting, quitting and staying, you know, it's much better to have somebody quit your organization than quit and stay.

50:23So Apple's going through this right now, and they're like, well, people don't want to come back to work three days a week. And so the whole conversation is around how much do they have to work or show up, which is so wrong. Take a person that's unhappy in their job and have them work less is not going to make them happier. What we need to do is say, what's the real problem here? Find a way for them to be totally engaged. and the idea of how much am I working and do I have to drive there is going to become so secondary, tertiary, you know? But right now, when we have people in the wrong roles, yeah, they're going to talk about what are my perks, what are my benefits, what are my...

51:01And people default back to salary. And while I believe everybody needs to make enough money to live their lives, that's a really low on the totem pole. What people really want is to do the kind of work that gives them joy and energy. And the companies that do that well. Here's the other thing that's going on. If you have 10 people and you want to improve productivity, we think, well, we're going to have to hire four more. First, get those 10 really productive. Figure out what they should be doing. Reorganize. I mean, we literally are getting twice as much work done in half the time. I mean, that sounds like maybe it's in the same amount of time.

51:33Because people are working in their geniuses where we could have hired four more people and we'd have had just as much frustration and just more people. So start with, are we really tapping into a person's motivations? and once you get there, then you can figure out what other resources you really need. I love that viewpoint and I feel unfortunately, again, the conversation gets so focused on the productivity and then the earnings tied to productivity, whether it's from the shareholder value that's created out of that productivity or whether it's the take-home paycheck and we're focusing on the wrong variables inside the team and there are top-down pressures for performance and oftentimes those performance metrics that we're using don't even tap into anyone's working genius as we just discussed.

52:18Think about listening to this. Yeah, how many of you have had a performance review on any of the things that we just discussed? Your ability to discern when you're galvanizing, when you're getting people together. And unfortunately, a lot of people are feeling right now like this is my hidden genius. Why can't my boss, my team see me for who I am? And then you remove the in-office interaction And now we're doing it all over Zoom where we feel even less seen. And of course, quiet quitting makes sense. Of course, the great resignation makes sense. If they don't want to use it to their advantage either, then leave.

52:52Then it's crystal clear. I'm really glad for a few things that came about in the last couple of years. And that's there's a little bit more flexibility. There are things that I can get done that I didn't do before using Zoom and being that. But this is not an excuse for people not having to come into work. We are meant to work together. And so, yeah, maybe a person could have more flexibility. or work four days a week here or there. But if a person has no interest in coming to the office, even if they're in their genius, letting them go is going to increase productivity. And so I think there's probably a certain percentage of these people at Apple who Apple just needs to go, yeah, we'll miss you.

53:24And other people will go, I'm so glad you did that. Because there's a lot of other people that want to re-engage. But if they're surrounded by people like the activism, oh, this is not fair, then we're all losing. Yeah, and I certainly, we have remote team, fully remote team. And there are certain roles in any company that can be done fully remote. And when you find that role and your genius fits in that seat, I'm super happy as a leader to allow that. But in a lot of situations, we're throwing the baby out with the bathwater and we're forcing people into positions where they're just constantly in their working frustration.

53:59And it's no surprise that the most common complaint we hear is burnout. When we are coaching our clients and they're saying, Hey, I feel like I'm doing a great job, but I'm forced to do 80 plus percent of my job on things that I could care less about that I'm not good at. And now I'm being recognized for not being good at them. And I feel oftentimes like if I just had a different stake or if I just had a different role, or if I was able to participate with other team members, I could make a difference, but leaders aren't having that conversation. Right. And a lot of them just don't have the context for it.

54:33They think if they ask somebody like, so what would you like to be doing? Everybody's going to say nothing and having fun. No, everybody wants to live in these areas. So you could go over this with somebody go, how could we tweak your job so that you felt better and could get more done? Most leaders are going to want that. I really do think if most leaders saw this, they'd go, oh, I'd be glad when Cody took on more galvanizing, I could take on more of his invention. I was like, that when people see their results, they're going to go, oh, I see a massive win-win here. Or as they said on The Office, a win-win-win.

55:07The triple win. The triple win. It was so great to have you back. We love asking every guest what their X factor is, what makes you unique and extraordinary. I think we tapped into some of your working genius, but what do you think your X factor is? Oh, gosh. I think it is like idealism. I think when I see somebody, I think we can actually, you can do that, or we can do that. It's like a little bit of, I think if I were ever a saint, I'd be the patron saint of the ignorant, because I really love like going, it's all right if I don't know that, let's try it anyway. So I think it's probably a little naivety and passion and idealism.

55:45Thank you for stopping by. We're excited to get the assessment in more hands and cure a lot of the burnout and frustration that we're hearing from our clients and those who aren't working in their zone of genius. Well, this has been a blast because the three of us have been able to live in and interact in our geniuses for the last hour and a half. And so it's been a blast. God bless you guys.

56:14Well, this week's shout out comes from Boris. And well, I don't need to set anything up. I'm going to let him tell you for himself. Hi, my name is Boris. I'm a senior software engineer. I was born in Europe and moved to the United States 10 years ago. There was a time when I was lacking sense of community and belonging. I chose the Art of Charm program because I wanted to advance my career and build a personal circle of people with similar values. The program made me view people around me as doors to new opportunities. That person at a conference can refer you to your next job. That stranger at a coffee shop is a gateway to your new hobby.

56:52that passenger on a train is your significant other if you make the move. I recommend to take a step and sign up for the Art of Charm program. I will see you at the AUC Family Reunion. Well, thank you, Boris. And yes, I remember you from the first time that we met and have watched you grow. And it has just been amazing to watch your journey. Thank you. If you've listened this far, you're probably somebody who understands the value of building meaningful connections and expanding your network. Well, do we have something special for you today? Imagine a world-class networking program that helps you grow your social capital, not just through random handshakes and business cards, but through your general interests and core values.

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58:12Don't miss out on this opportunity to transform your social life. That's theartofcharm.com slash SC for your free social capital training. elevate your network elevate your life with social capital all right before we head out could you do us and the entire Art of Charm team a huge favor head on over to your favorite podcast player and rate and review the show it would mean a lot to us and will help others find the show and lastly a huge thank you to our producers Michael Harold and Eric Montgomery go out there and have an epic week Yeah, I remember you. You were the bad boy. You threw your love away.

59:01Like you were just a toy. And you sold the world. You sold the tragedy. Cause you had your taste. All black on the yesterday. Yeah, but I remember you. Oh, yeah. And.