0:05

Coming up y fifty three percent of

0:07

American workers are ready to leave their

0:09

job. It's so simple, it's almost heartbreaking.

0:12

And then a company is changing the

0:14

way they do work and you're gonna

0:16

love this idea. Let's go. All

0:24

right, I'm here to help you win

0:26

at work. Because if you're winning it

0:28

or. Life

0:31

gets better in the paycheck gets

0:33

bigger about that. Who doesn't want

0:35

the bigger paycheck in the better

0:37

life? And that's why I'm here

0:39

are so let's dive into this.

0:42

New data out. About.

0:46

This. Opener that I mention that fifty three

0:48

percent of people are ready to leave at

0:50

a moment's notice. It's almost like they're just

0:52

waiting for the straw that broke the camel's

0:54

back to use an old phrase and I

0:56

can solve. Ah, if I were to sit

0:58

with every leader in the United States, And

1:01

they were to truly listen to me and

1:03

I would. I would make a strong pitch

1:06

on what the dated tells us. And.

1:09

Why I could solve their companies

1:11

are problems. It's

1:15

two words. Thank.

1:17

You. Thank

1:19

you. Just

1:22

him. Body. Those.

1:25

Two words. Just.

1:28

In body, it. It's almost

1:30

like taking a. A.

1:32

Costume. And.

1:34

As a leader. When. You're walking

1:36

every day before we walk and it's

1:38

almost like you can go into your

1:40

own separate clause. new pull out this

1:42

outfit this this this this almost like

1:45

a mascot and if you are to

1:47

in body though Two words that I

1:49

just mentioned. Your

1:51

leadership will transform. Your

1:53

teams, will perform. I'm

1:56

telling you it's just the

1:59

simple. Don't believe me? Here's

2:01

the data. Fifty nine

2:04

percent of employees say

2:06

they have never had

2:08

a boss. Who.

2:10

Truly appreciate them. Non.

2:15

Does I want you to? Just think for second. If

2:19

I were to ask you. To. Tell

2:21

me in your own words, what Is

2:24

it mean? To

2:26

be. Appreciated. Or.

2:29

Another way seen as describe.

2:32

How it feels. Or

2:34

what is it look like. When. You

2:37

could say I am appreciate

2:39

it. Personal.

2:41

Professionally. Think. About that for

2:43

just a minute. just just lock in a that would

2:45

you say to me. Well

2:49

if. This happens. Or.

2:52

This happens or this up I feel

2:54

appreciate more. Does that mean to you?

2:57

In other words, what would have to

2:59

be true or would have the happens

3:01

in the workplace? For

3:03

you to feel appreciated And and if you

3:06

if you've worked in a place in you

3:08

and work for leader who appreciates you or

3:10

lead seats are you working for leader who

3:12

appreciates you? Now described that this is really

3:15

important. Because.

3:17

If you three percent of Americans, Say.

3:20

They would stay longer at their

3:22

companies. They just felt more appreciated.

3:27

For their work. Melt.

3:29

The seems like really low hanging fruit

3:31

for leaders to be able to pick

3:33

and go. Well Okay ah. Okay,

3:38

That. Makes sense. How. Can

3:40

I appreciate my team? Or

3:43

I have. I am a child of the eighties

3:46

and nineties and we're the silly little thing.

3:48

We did a new sports. Of

3:50

for two or three years. Ah,

3:53

Were after the game. Arm

3:55

We would line up. And. This

3:58

was before you did the whole. In

4:00

Up in Shake Hands and I'm glad we evolved

4:02

from this and you'll understand a minute but we

4:04

would almost like group up and you'd stay in

4:06

about ten feet away from each other and the

4:08

coaches would lead you in a chance to for

4:10

six eighth who to we appreciate and you would

4:12

say it as a group and a we would

4:14

say the other teams they and then they would

4:17

do it and dolly it seems so cheesy now

4:19

and just did it is kids you know exists

4:21

with the code said to do with that was

4:23

like a thing and maybe that wasn't a thing

4:25

across the country but it was a thing where

4:27

I live two, four, six eight who do we

4:29

appreciate Rails. Silly little chance. Much.

4:34

That's essentially what leaders need to do.

4:38

To to build the right culture. One.

4:40

Person at a time. As

4:43

if we can as leaders and

4:46

managers. Truly. Show

4:49

appreciation to the people we

4:51

lead. Man.

4:55

You. Wanna talk about. A wonder

4:57

drug for each individual's he number. You.

5:01

Wanna talk about a competitive advantage?

5:06

I could go on and

5:08

on and on for hours.

5:12

About. Stories that I've read. Interviews

5:16

I've had with big time coaches

5:18

were they have told me about

5:20

special teams championship teams and to

5:22

a person. Yes, there

5:24

isn't a symbol of they've

5:26

assembled some great talent. But.

5:31

They. Will say over and over again it

5:33

was not. Just. The talent.

5:35

It was it. the talent. Team

5:37

together. They could say it eighty different

5:40

ways, but his eighth a unity. That

5:43

happens. And. It

5:46

is always starting with the

5:49

coach or the leader. When.

5:51

You as a leader. Appreciate.

5:55

The. Individuals on your team. They.

5:59

Begin to appreciate you. And.

6:01

Then the best part. They.

6:03

Begin to appreciate each other. Appreciation.

6:11

Can be caught. In other words,

6:16

Like the full. It'll

6:18

spread. But. It's the best

6:20

thing ever. Now

6:23

having said that setting this

6:25

foundation of how important. Showing

6:28

appreciation is. There's.

6:30

This massive, massive blind spot

6:32

for leaders. And. This

6:35

is fascinating. So

6:37

there's a study here. Saw: Harvard

6:39

Business Review I'm I'm I'm citing

6:41

an article here and there was

6:43

a study done where they measure

6:45

the amount of gratitude. That.

6:48

Authors. expressed. In

6:50

a acknowledgment, sections of their publish articles

6:52

in an academic journal over forty year

6:54

period here's they felt higher ranking authors

6:56

In other words, Professors

6:59

at had a lot of tenure, a lot of

7:01

proceeds, They. Sank fewer

7:04

people in their articles, Sucks

7:07

But what they found is is that if you

7:09

want his tenure you one is a big deal.

7:12

When. You were doing publish articles you are so

7:14

much more grateful. A of I'm great for this

7:16

person. This was this earth. Now this is fascinating.

7:21

So. They. Found the

7:23

same pattern of results when they

7:25

use the software program to analyze

7:27

a hundred. Thirty six thousand comments

7:29

are among twelve thousand Wikipedia editors.

7:32

The level of power or

7:34

press deeds. It. Varies, but

7:36

the higher power administrators express

7:39

less gratitude, so they dug

7:41

in more. Than.

7:43

They are looking at. What about people who are

7:46

is high up the food chain don't have as

7:48

much power or proceeds? They felt they were much

7:50

more grateful. So. Their

7:52

final experiment They wanted understand why

7:54

High power, Low power individuals. Express

7:57

different levels of gratitude, And

7:59

this. The. Warning sign for

8:02

leaders. As a warning sign

8:04

for those of you who want to be leaders

8:06

and you will. Move. Up the

8:08

ladder and this is the warning signs. Think.

8:10

Of it as a temptation that you must

8:12

be aware up. Higher

8:16

Power people so think hierarchy

8:18

on the org chart. Higher

8:20

Power people express last gratitude.

8:23

Because. They feel more entitled to

8:25

favors and benefits from others. Lower.

8:30

Power of people. Express

8:32

more gratitude. As a

8:34

way to cultivate stronger relationships with

8:36

powerful people. Still,

8:41

The more power you have in

8:43

the workplace. The

8:45

less. Gratitude. That.

8:48

You are likely to feel. as

8:51

this is what is a level

8:53

of entitlement. And many times when

8:56

we talk about entitlement, Are

8:59

we talking about it in political terms?

9:01

We talk about it's were teenagers. you

9:03

know, immature people you know say well.

9:05

I deserve this and I expect this.

9:08

That's how we think of entitlements, but

9:10

this is a leadership problem in that

9:12

leaders. Because of their

9:14

power, their status, They.

9:17

Get insulated. Because

9:20

they just expect everybody to do what

9:22

they say, when they say and how

9:24

they say it. And I get this.

9:26

I were all susceptible to this. The

9:29

data is stark. It's.

9:31

Absolutely stark. So.

9:35

What? Do you do? You. Need to

9:37

be aware of this little axiom. The

9:39

more secure I feel in my power

9:42

in my authorities, the less I see

9:44

and appreciate the people around me. We

9:48

forget that as the leader, you

9:50

are essentially propped up by the

9:52

teams that you are leading the

9:54

their success. Is. Your success.

9:56

But as a leader we can get

9:59

really clouded quick. The and go

10:01

on the top dog here.

10:03

So our success is replaced

10:05

by I'm successful because I'm

10:07

a good leader. We're good

10:09

and it should be flipped.

10:13

Gym. Called causes a level five leader

10:15

in his classic good, the great books

10:17

and the idea here is is that's

10:19

when we when. I

10:21

when. So. We've got to

10:24

be aware that this is a natural

10:26

thing for a human being. A more

10:28

power I get. The. More secure in

10:30

my power. I'm of the worry bout.

10:32

you know it's a food chain issue.

10:35

You. Think the lion is walking around. The.

10:37

Savannah worried about. Anybody.

10:40

He's. Not. The. Lines that

10:43

worried about anybody. So.

10:46

That's the deal. So. Here's

10:49

how we fight this. You

10:52

must Turn. Gratitude.

10:56

For others. In

10:59

to constantly expressing appreciation

11:02

for others. You

11:04

have to remind yourself how grateful that

11:06

you are. Maybe need a gratitude exercise

11:08

leaders every morning before he had the

11:10

office maybe two or three times a

11:12

week. Youth: You journal a you create

11:15

your own system for. Number

11:17

One for yourself: realizing how grateful

11:20

you are for your team and

11:22

your position of power in what

11:24

it's done for you and your

11:26

life. or says be gray Fourth,

11:28

as the starting points And then

11:30

after we remind ourselves of gratitude

11:33

and that gratitude washes over us

11:35

and go do your duty. Research

11:37

on the google about how being

11:39

grateful has positive mental or physical

11:41

emotional effects on is now. Once

11:44

we establish the gratitude now I

11:46

need to share my gratitude. In

11:48

the form of appreciation and

11:50

that's the one two punch. And.

11:53

That will ensure that you are effective

11:55

leader, that you have a healthy team

11:58

and as a result. Of. A

12:01

spectacular championship level teams

12:03

because everybody feels appreciated

12:05

and wanted and oh

12:08

my goodness that is

12:10

v competitive advantage. So

12:12

there it is. Be

12:14

careful leaders! Don't

12:17

lose your gratitude. Don't stop showing

12:20

appreciation And for. I

12:33

want to tell you about one of our

12:35

viewers, Nick. He was a high school chemistry

12:37

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find out more, go to baffledtech.net slashed Ten

13:02

Coleman. Welcome

13:17

back to the can. Calm and show

13:19

excited as you're with us or hey

13:21

of this little beauty or you're on

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the desk. Really excited about this of

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this has the get clear assessments in

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the assessments and then this little short

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book takes about forty five minutes three

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find the work you are to do

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This. Brings. You to

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your results. And

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it's like me sitting with you coaching you. What

13:43

do I do can with my purpose? A me

13:45

that shows me what I. Do. Best

13:47

What I enjoy doing most. A

13:49

What results motivate me and I

13:51

see my. Kind. Of high

13:53

level job description. How

13:56

do I now? Turn that

13:58

knowledge awareness of who I

14:01

am into. What? Do I want

14:03

to do? Where can I do it? Had I get their the

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city it's. So. This is a

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new to. Start. Like anything else

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I've written, Or this is for

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people who want to get the answers to who

14:14

am I? What do I wanna do? Where can

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Is. All. About. Self.

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this is is awesome. Pre order

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like three books. Three codes Grade Graduation

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present. Can I just tell you that

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for someone who wants that com for

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as those four questions good answer. didn't

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get it. it can. coleman.com preorder right

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gift. Fabulous. Fabulous price

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for all that value. It's nuts. So.

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Go to cancoleman.com in the store and

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you can go are it. This.

15:14

Is exciting to me. I

15:17

get excited. When

15:19

I see leaders. Get.

15:22

Innovators. And

15:24

start decentralizing their leadership. Ah,

15:28

Dismissing the know what you

15:30

think about this so pharmaceutical

15:32

giant Bayer is the. Hero

15:35

of this particular story or going to see how

15:37

this goes. Up This

15:39

in my opinion one of up to share.

15:41

There will be no middle ground on this.

15:43

I think this is gonna work really really

15:46

well or it's gonna be a spectacular disaster.

15:49

Up because this is this is different.

15:51

As is is gonna have to be led

15:54

well. But. I admire

15:56

Ceo Billie Anderson. For. What

15:58

he is sharing. What did

16:00

he wanted to do? He wants

16:03

to transform their corporate hierarchy and

16:05

he wants to reduce bureaucracy. As.

16:07

The way of doing that. The.

16:10

Take away he wants. Employees have

16:12

more power to make choices and

16:14

I love this because I think

16:16

this really puts or a pressure

16:19

on him as a leader to

16:21

allow this to happen in the

16:23

organizations. A Here it is. This

16:25

is interesting. Anderson

16:27

has said the plan involves cutting

16:30

alert the literal corporate rulebook. The.

16:32

Of this is fascinating and is

16:34

a guy who hates rules. This

16:36

gives me a warm soft feel.

16:38

It. By.

16:42

I'm trying to think my favorite comfort food.

16:46

You know I think it is a thing as a

16:48

warm slice. Of. Carrick.

16:52

Own. If you've ever had warm, I mean

16:54

this is. if it's not warm already, put

16:56

it in the microwave and. Just

16:59

just. Just zoc that room

17:01

chill off of it and a

17:03

warm size of Carrick. Just.

17:06

Gives me the feals. All. The

17:08

Feals While I read this. Alex.

17:12

And this for me. His

17:15

leadership carrot cake warmed up.

17:18

This. Gives me all the feals, Because

17:20

I hate rules. Alex

17:23

noses. Area.

17:26

You're A for this. Their.

17:29

Corporate rules because bears a

17:31

public company. Their

17:35

regulations. Exists in

17:37

third. Team hundred.

17:40

Pages. Of.

17:44

I. Are you kidding

17:46

me Right now? Thirteen

17:48

What that's for? Those are your

17:50

home at one thousand three hundred

17:53

pages of rules. That's.

17:58

Giving me a rash, I feel like. My neck

18:00

break. you know? They're

18:03

going to cut that by ninety nine

18:05

percent. This is his quote I love

18:07

is he says that's actually longer than

18:09

War and Peace the classic novel he

18:11

says and as a lot less exciting?

18:13

No kidding. Can you imagine all the

18:15

freak and rule makers who decided to

18:17

come up with thirteen hundred pages of

18:19

rules? Good Lord

18:21

man. No thanks.

18:25

People. Long to be free. So.

18:30

The on that. Anderson,

18:32

the Ceo of Bear wants to cut a big

18:34

chunk of middle managers. Of

18:38

this could absolutely work.

18:41

If. They do it right now. Why are

18:43

they doing it? Just a really quick

18:45

little no der er bare. Has.

18:47

Been taken. a real hit in this

18:49

profits and their stock price or the

18:52

stock has decreased more than fifty percent.

18:55

And. So. The. Board. The

18:58

stockholders are going ah hey

19:00

bro! got a success and

19:03

so is trying. Nicholas

19:05

Bloom is an Act of Economics

19:07

professor Stanford University and Up. In

19:10

Twenty Twenty One, he published a paper

19:12

in the American Economic Journal are on

19:15

what it looked like. For.

19:17

Organizational Approaches. That

19:19

could help companies respond

19:22

to. Macro. Shocks This

19:24

kind of a massive hit to the

19:26

bottom on. And here's

19:28

what I've decentralized firms and

19:30

that's fancy language for. Less.

19:33

Hierarchy. Are

19:35

right. At and less

19:38

process. To. More.

19:40

Organic. Or.

19:42

And letting people. Be.

19:45

Empowered to make the right decisions. At.

19:48

All levels of the organization. In other

19:50

words, it's not like, okay, In

19:52

order to move one project for we gotta have

19:54

seventeen people sign off on. That's.

19:56

What we're talking about And can I to say this?

20:00

Because I want to teach her

20:02

a leadership lesson on this. ah,

20:04

the more centralized and organization is.

20:07

The more sphere is baked into the

20:10

way they operate. The

20:12

converse is also true

20:14

the more decentralized. Or.

20:17

Democratic approach. That.

20:20

A company has. Of the

20:22

less, fear. Is. Baked in. To.

20:25

The culture. So.

20:29

Boom! Says in this paper by stripping out

20:31

layers. this is hierarchy. All these levels of

20:34

management all this way of it's kind of

20:36

a cover your you know what? I.

20:39

Am I trying to protect themselves? By

20:42

stripping out those layers, you increase

20:44

response speeds. Which. Is particularly

20:46

valuable and turbulent times. So

20:48

here we go. What's.

20:51

Gonna happen. While. It remains

20:53

to be seen. But. The Ceo of

20:55

Bear Bill Anderson is thinking my

20:57

stock. Is. In the crapper right now.

21:00

I'm under pressure. I.

21:02

Need to remove all my frickin'

21:05

rules. I need to let people

21:07

make decisions on the ground. People

21:10

that are skilled, people that are

21:12

experienced people that are on board

21:14

with our values. And.

21:16

Believe in the organization. Well

21:19

okay, Great. Let's

21:22

see what happens. So it's going to be

21:24

interesting. They're going to move or remove a

21:26

lot of middle managers. Ah,

21:28

right now, the company employs just under one

21:31

hundred thousand people so they're going to remove

21:33

a lot of layers and I'm never in

21:35

all of fan of a buddy get laid

21:37

off, Arm. But.

21:40

I can tell you organizationally, sometimes you can

21:42

be too top heavy. And.

21:44

In this case, they are. Now.

21:46

Will this work skyn all come down to

21:49

Anderson himself? And will he do what he

21:51

says he's gonna do and take his hands

21:53

off the ranging from people and given what

21:55

they need. A with. Visit. Oregon

22:15

Coast. The people of was going

22:17

to Alex in San Francisco, California

22:19

Alex Zola Can Coleman show. I

22:22

can thank you so much for taking my cause. I'm

22:25

happy to what's going on. Too.

22:28

So I'm a little. Bit.

22:30

Unhappy and at my current

22:32

company. Experiencing a lot

22:34

of for now and just that some

22:37

overall frustration when the company culture. I

22:40

have found myself scrolling on

22:42

indeed, looking at other opportunities,

22:45

I don't want to leave necessarily, but

22:48

I have been looking. For

22:50

one of my predicament says I'm starting law

22:53

school this fall on the so I guess

22:55

my question is and that will take about

22:57

four years. Do. I stay

22:59

here. just kind of stay put. For.

23:02

Forty Five more years. Are.

23:05

You. Know should I look

23:07

for.other opportunity you know while

23:09

now before I finished school.

23:12

Okay, first courses, do we need to be bringing

23:14

in income over the next forty five years while

23:16

in law school? Yes,

23:19

That's the concern. Where my husband and I

23:21

are Cash flow in the law school and

23:23

moved him is extremely. Important lineage or see

23:25

us We need to work. Current

23:27

but doing the work where we are. Were you

23:30

working on it without give me the name Accountable

23:32

is it isn't a law firm itself from Are

23:34

you Are You were just another company. Though

23:37

I work for a large non profit

23:39

and I'm in a leadership position for

23:42

their I'm Insane Adoption programs. Oh

23:44

okay. For us,

23:46

good work. Yeah,

23:48

and you know a little bit about

23:50

that process as well. i do my

23:52

wife and i don't to two children and

23:55

so this is cause enough in a mission

23:57

that is very close to my heart's and

23:59

i know the industry well And it's a

24:01

very, very wild, wild west kind of world.

24:04

And that's what I call it. Wow.

24:08

Yeah. I was curious cause here's my next question and

24:10

I think I know the answer, but what, what is

24:12

it, what are the, the elements

24:16

or the causes of the burnout? So

24:20

it's kind of from a bunch of

24:22

different directions. I'm, I feel it, I

24:24

feel it from everywhere. It's from my

24:26

leadership team, not having the support that

24:28

I need. I'm kind of just left

24:30

on my own. Um,

24:32

it's coming from my staff,

24:35

um, kind of getting

24:37

pulled in every different direction all the time.

24:40

And then it's also coming from the client, you

24:43

know, um, frustration

24:45

with the process and having to kind of

24:47

jump in and handle those types of conversations

24:50

as well. So it's really coming from everywhere.

24:52

Yeah. Well, do

24:54

you think that your leaders

24:57

actually have the ability

25:01

or the awareness, maybe both

25:04

to fix the process? I

25:09

think ideally they would want to, it's

25:11

already been kind of acknowledged that there's

25:13

kind of like a conflict avoidance culture,

25:16

um, within the company, but

25:19

nothing's actually being done about it. Um,

25:21

it's kind of like only talk about the good

25:23

things. We don't talk about

25:25

the bad things. There's no, um, you

25:28

know, there's a healthy level of conflict,

25:30

right? And just none of those conversations ever

25:32

exist. Yeah. Because what I find with

25:34

nonprofits is it's, it, they are made up

25:36

of people who have huge hearts. Yeah.

25:40

And whether or not they have

25:42

huge brains or not doesn't matter because

25:44

even if we're super, super smart, their

25:48

hearts always trump

25:53

the, the head.

25:56

And so they just respond

25:59

to everything. emotionally and

26:03

because of the missional

26:05

result and the missional

26:07

drive, and I was having a conversation,

26:09

I had coffee recently with a guy who's a multi-multi-millionaire

26:13

and made

26:15

his millions on Wall Street. And

26:18

he's now retired

26:20

from all that. He's got more money than he knows what to

26:22

do with. And he consults with

26:25

a lot of faith-based

26:27

nonprofits because

26:29

he's trying to get them to get out

26:31

of the nonprofit mentality and get

26:33

out of the ministry mentality, not

26:36

because he's anti-ministry. He's

26:39

right when he says they act

26:42

differently. They don't run themselves like a

26:44

business. And if they ran themselves like

26:46

a business, they

26:48

could do better. And he's like, I kind of

26:50

wish that we'd have a lot of Christian

26:53

businessmen or non-Christian

26:55

businessmen who care deeply

26:57

about social causes. It'd be great if they

27:00

just started companies to do the same thing

27:02

that your nonprofit is doing. And

27:04

then if they ran it like a company, would you be so much more effective?

27:08

And I think that's a part of this. So the reason

27:10

I ask that question is, do

27:14

you suffer from a little bit of guilt because

27:17

you know that it's

27:19

not going to get better and you really know

27:21

you need to leave for all of the reasons

27:23

you shared, but because it's

27:25

such a dear cause to you, you feel some

27:27

guilt? Yes,

27:30

I think that's fair. I'm very dedicated

27:32

to the position and the role. So

27:35

I've continued to stay here and

27:38

just kind of put up with it, but you can only

27:40

do that for so long. I think you're almost to

27:42

the end of your rope. Yeah. Yeah,

27:45

that's what I've been thinking. But my husband and

27:47

I, we've been talking about it and just kind

27:50

of thinking about what I'm going to do. So well,

27:52

before we figure out what you're going to do, we have

27:54

to get you in a place that you can figure out

27:56

what you want to do. And so we've

27:58

got to remove the guilt. You

28:00

are a good person. You

28:04

have done good work for them. You

28:08

can still contribute

28:10

to this cause, even

28:14

not working there. Five

28:17

years from now, you're out of law school and you're

28:19

crushing it. You got a great law career in front

28:21

of you. You can still contribute to this cause that

28:23

is dear to your heart in different ways. Have

28:27

I said anything that's untrue to you? No,

28:32

that actually gave me a perspective

28:35

I haven't thought about yet. Yeah, I

28:37

get it. That's helpful. You're a warrior. Thank

28:41

you. You've done incredible work, but

28:45

the next season of your life is

28:48

going to require you to not be

28:50

burned out emotionally and mentally and potentially

28:52

physically. Correct. That's

28:54

a concern too. Law school is

28:56

a lot of work. Yeah. How much

28:59

money do you need to make? I

29:04

could technically take a pay cut and

29:06

still be able to pay for a law

29:08

school. I don't want to do that. Let's

29:10

not assume that. What's the number

29:13

if I called your husband up and said, hey, I got

29:16

something for Alex. It's exactly the same amount of money

29:18

she's making now, but she's not burned out. How would

29:20

he react? Oh, he'd

29:22

be thrilled, I think. All right, so what's the number?

29:27

95,000 to 100. Okay,

29:29

great. So you need to start today. So

29:31

you're going to stay where you are because I don't think you're

29:34

in a position to miss a paycheck and I don't think you

29:36

have to because here's what I think. I

29:38

hope getting off this call today, your

29:41

mindset changes and you stop the guilt

29:44

and the stress becomes less because you go, I've

29:46

done my time here. I've done well. I'm going to

29:49

leave well, but I'm not leaving

29:51

until I find something that replaces this income 95

29:53

to 100 so you show up with a

29:56

different mindset. I'm thankful for this job

29:58

because I'm doing good work and it's pays me good,

30:01

pays me really well actually. And

30:03

so I'm going to deal with the crap for just

30:05

a little bit longer until I find something. And

30:08

you're going to go find something that

30:10

pays you 95 to 100. Maybe

30:12

you're looking at law firms where you do some stuff that's

30:14

not lawyer, but they go,

30:16

oh, you're going to be a lawyer one day.

30:19

I would open up the entire range here because

30:21

all I care about is if I

30:23

was your husband, I would look at

30:25

you across the dinner table tonight and I'd go, Alex,

30:28

just go find something that's 95 to $100,000. That's

30:32

a decent environment. It doesn't burn you out. That

30:35

just allows you to go do the job, collect the

30:37

check and focus on your law degree. That

30:39

would be what I would say. Go find that. Okay.

30:43

Because it's a bridge. We're building a bridge

30:47

to your lawyer future. Make

30:49

sense? Yes. It

30:52

does make sense. So I'm actually less concerned and

30:54

I'm not coaching you right now on what the

30:56

thing is because I don't think it matters. In

30:59

fact, I know it doesn't

31:01

matter because I preach talent, passion, and mission

31:03

as kind of like that's when you're on

31:05

purpose. Well, that's hopefully

31:07

what lawyering is going to be for you.

31:09

So right now, it's like, Alex,

31:12

go get something for 95 to $100,000 that is all talent. I

31:16

don't even care if it's passion and mission

31:18

because quite frankly, it's not important at

31:21

this season. Right. Okay. What

31:25

are your thoughts? I

31:27

think that's great advice. Give

31:29

me a different perspective for sure.

31:31

Good. Yeah, that's great.

31:34

Thank you. It's purposeful.

31:36

The next job is purposeful

31:38

in that it is helping you cash

31:40

flow law school. It

31:43

is purposeful in that hopefully it

31:45

is removing the cause of burnout.

31:50

So I don't care if it's

31:52

dream job stuff. All

31:54

I care is those two factors. Does

31:57

it pay me what I need to make? Right. That's

32:00

it. So don't stress over

32:03

it. It doesn't matter. And

32:05

your attitude is, oh man, what a break.

32:08

What a break. Coming into work feels like a

32:10

break now because I'm making the money I need and

32:12

I'm not burned out and

32:14

I'm really enjoying those law classes and I see a

32:16

different future in my life. It's just going to be

32:19

a game changer for you. Mentally,

32:21

emotionally, physically, spiritually, and relationally

32:23

with your hubs. Yeah. All

32:26

right. You know what to do. Go

32:29

do it. Thanks, Ken. You bet.

32:32

I'm not worried about you at all. I'm not worried about

32:34

Alex. He's going to crush it. Good

32:36

stuff there. All right. This is the Ken Coleman

32:39

show. You matter. You have what

32:41

it takes. Press on. Thanks for listening

32:43

to the Ken Coleman show. For

32:46

more, you can find the show on demand

32:48

wherever you listen to podcasts and watch the

32:50

show on YouTube. You can

32:52

also find Ken across all social media

32:54

by following at Ken Coleman.