WEBVTT 00:00.009 --> 00:02.549 Uh And that , and I , I've , I've got 00:02.559 --> 00:04.670 three of those ongoing right now . So 00:04.670 --> 00:07.800 that is a way and that is in a formal 00:07.809 --> 00:11.109 setting . But in doing my homework , 00:11.539 --> 00:13.890 what I began to appreciate the broader 00:13.899 --> 00:17.670 perspective is in , in some many 00:17.680 --> 00:20.719 places . And with many of us , we don't 00:20.729 --> 00:22.840 see it in the light that I'm going to 00:22.840 --> 00:24.896 attempt to describe it and for which 00:24.896 --> 00:26.507 Nathan will give us a better 00:26.507 --> 00:28.562 appreciation . But there is also the 00:28.562 --> 00:30.673 mentorship that is happening on a day 00:30.673 --> 00:33.189 to day basis in the interaction with 00:33.200 --> 00:35.880 the people that work for you or work 00:35.889 --> 00:39.360 with you or work around you . OK . Uh 00:39.369 --> 00:41.036 Some people call it intrusive 00:41.036 --> 00:44.400 leadership in which you , you really 00:44.409 --> 00:47.340 demonstrate a vested interest in them . 00:47.630 --> 00:51.459 OK . And in what they do and in what 00:51.470 --> 00:53.639 helps them do it and what makes them 00:53.650 --> 00:56.610 tick . OK . Uh And that 00:57.229 --> 01:00.369 informal mentorship is probably 01:00.909 --> 01:03.270 more important than the formal Dave 01:03.279 --> 01:05.279 Brinkley don't get frustrated , all 01:05.279 --> 01:07.410 right , than the formal programs that 01:07.419 --> 01:09.641 we have in this command . And for those 01:09.641 --> 01:12.180 that 50% of you that are supervisors in 01:12.190 --> 01:14.190 the room now and those on the net , 01:14.190 --> 01:17.839 please open your mind to the approaches 01:17.849 --> 01:20.529 that we're gonna talk about here last 01:20.540 --> 01:23.059 point to sort of give you uh a , a 01:23.260 --> 01:26.949 perspective that is uh opposite of 01:26.959 --> 01:29.181 generally how we think about leadership 01:29.181 --> 01:31.237 in the United States army that in my 01:31.237 --> 01:34.360 homework . OK . Made sense to me , we 01:34.370 --> 01:36.537 have organizational charts and in this 01:36.537 --> 01:38.759 organization at the top of the chart is 01:38.759 --> 01:40.926 General Britto and everything else and 01:40.926 --> 01:43.489 all of us all trickle down from General 01:43.500 --> 01:46.889 Britto . Right ? Well , the inverted 01:46.900 --> 01:50.830 approach is , you know , he is 01:50.839 --> 01:54.819 at the bottom , empowering all of us 01:55.300 --> 01:59.069 to perform our duties , ok ? Empowering 01:59.080 --> 02:01.580 us personally , empowering us with his 02:01.589 --> 02:04.180 confidence in us , empowering in his 02:04.190 --> 02:06.459 delegation of authorities and 02:06.470 --> 02:09.119 responsibilities to us , empowering us 02:09.130 --> 02:11.839 in his commitment to us as individuals . 02:11.850 --> 02:14.017 Now , he's not able to do that for all 02:14.017 --> 02:16.699 40 some 1000 of us soldiers and 02:16.710 --> 02:19.440 civilians , ok ? But those that have 02:19.449 --> 02:21.671 day to day interactions and if you know 02:21.671 --> 02:23.782 General Britto , he does this right . 02:23.782 --> 02:27.179 He takes a vested interest in us which 02:27.190 --> 02:30.399 enables us to , to do what we need to 02:30.410 --> 02:32.688 do for this command in a different way . 02:32.688 --> 02:34.854 So it's not down as much as it is up a 02:34.854 --> 02:37.240 way , a thought , a perspective that in 02:37.250 --> 02:39.479 my homework , I gained an appreciation 02:39.490 --> 02:42.160 for . So with that broader perspective 02:42.169 --> 02:44.520 of what mentorship could be , you know , 02:44.529 --> 02:46.839 we are , we are blessed to have with us 02:46.850 --> 02:49.399 an individual who through a variety of 02:49.410 --> 02:51.600 experiences outside of the military , 02:51.770 --> 02:55.759 OK . Uh at various levels of business 02:55.770 --> 02:58.940 and professional athletics has seen 02:58.949 --> 03:02.649 these approaches work uh and is 03:02.660 --> 03:05.270 willing and will share with us some of 03:05.279 --> 03:07.919 what you have seen and some perhaps 03:07.929 --> 03:11.389 takeaways that we can use in our mentor 03:11.399 --> 03:13.621 leadership here inside a trade off . So 03:13.690 --> 03:15.857 sir , again , thank you for being here 03:15.857 --> 03:18.669 and uh I turn it over to you to share 03:18.679 --> 03:20.846 with us some of your thoughts and then 03:20.846 --> 03:22.901 we're gonna leave time for questions 03:22.901 --> 03:25.123 and the questions really ought to be at 03:25.123 --> 03:28.320 him . But I will answer any question 03:28.330 --> 03:30.552 that comes to , to me from uh trade off 03:30.552 --> 03:32.886 as well . So , Nathan sir , over to you . 03:32.886 --> 03:34.886 Well , thank you . It's great to be 03:34.886 --> 03:36.997 here and it's always , you know , I'm 03:36.997 --> 03:39.163 struck by over the course of my life , 03:39.163 --> 03:40.997 my 55 years , what really unique 03:40.997 --> 03:42.941 experiences I've had and , and fun 03:42.941 --> 03:45.052 experiences to , to be in the , which 03:45.052 --> 03:47.386 I'm gonna inadvertently hit this button , 03:47.386 --> 03:47.000 uh , to be in the coach's box during 03:47.009 --> 03:48.842 the Super bowl and to be helping 03:48.842 --> 03:51.065 coaches and watching out and doing that 03:51.065 --> 03:53.009 to play for coach Burger and other 03:53.009 --> 03:55.120 things that were really interesting , 03:55.120 --> 03:57.287 fun things . And then I'm driving onto 03:57.287 --> 03:59.231 the base and thinking one , what a 03:59.231 --> 04:01.231 great experience this is to do this 04:01.231 --> 04:03.453 again and to be speaking to you all and 04:03.453 --> 04:05.565 then two to have my imposter syndrome 04:05.565 --> 04:07.620 crop up , which it does almost every 04:07.620 --> 04:09.676 day and think what in the world am I 04:09.676 --> 04:11.842 doing on an army base , talking to the 04:11.842 --> 04:13.953 army about leadership . So Mr Formica 04:13.953 --> 04:16.176 thinks I've got the answers , feel free 04:16.176 --> 04:18.342 to defer all the questions to him . Um 04:18.342 --> 04:20.509 I do appreciate you reading the book . 04:20.509 --> 04:20.079 I actually appreciate it more than that 04:20.089 --> 04:23.269 you buying it . Um Tony always wants to 04:23.279 --> 04:25.446 make sure people are getting something 04:25.446 --> 04:25.390 out of the book . I just wanna make 04:25.399 --> 04:27.730 sure they're paying list price . And so 04:27.790 --> 04:29.901 we've , we've got this uh interesting 04:29.901 --> 04:32.123 relationship as we go through and , and 04:32.123 --> 04:34.068 have worked on books and have done 04:34.068 --> 04:36.123 things . But Tony and I wrote this , 04:36.123 --> 04:38.649 this leadership book some years ago and , 04:38.799 --> 04:41.329 and I had watched Tony working for the 04:41.339 --> 04:43.339 Buccaneers and then I'd watched him 04:43.339 --> 04:45.283 when he went on to the Colts after 04:45.283 --> 04:47.395 being fired by the Bucks . And then I 04:47.395 --> 04:49.561 was fired by the Bucks and was finding 04:49.561 --> 04:49.179 other things to do . And , and so I had 04:49.190 --> 04:51.412 really watched his leadership style and 04:51.412 --> 04:53.468 the way he did things and , and so I 04:53.468 --> 04:55.301 had what I thought was kind of a 04:55.301 --> 04:57.412 structure for the book when I finally 04:57.412 --> 04:59.523 pitched it to him . And here's why we 04:59.523 --> 04:59.040 should do these things . And here's 04:59.049 --> 05:01.271 some of the things you do , even though 05:01.271 --> 05:03.589 you don't realize and all those things 05:03.600 --> 05:05.767 were true . And Tony said at the end , 05:05.767 --> 05:08.100 he said , ok , that's all well and good . 05:08.100 --> 05:09.933 But it really has to all be seen 05:09.933 --> 05:11.820 through this whole framework of 05:11.829 --> 05:14.230 mentorship that unless we're building 05:14.239 --> 05:16.350 other leaders , unless we're bringing 05:16.350 --> 05:18.572 people along , unless we're helping the 05:18.572 --> 05:21.040 organization by helping others along 05:21.049 --> 05:23.359 the way , then we're really not leading 05:23.369 --> 05:25.536 in a way that's gonna be sustainable . 05:26.869 --> 05:29.579 And so that was to , 05:31.049 --> 05:34.480 to take a bigger picture approach to it 05:34.489 --> 05:36.890 all and , and put that lens on it . Um 05:36.899 --> 05:39.066 But I think it's really important this 05:39.066 --> 05:41.399 idea of , of mentoring . And so I would , 05:41.399 --> 05:43.989 I guess I would ask be , and actually 05:44.000 --> 05:46.167 it's even broader than that , those of 05:46.167 --> 05:48.222 you who are in a supervisory role or 05:48.222 --> 05:50.333 beyond , how many of you are innately 05:50.333 --> 05:53.399 qualified to mentor somebody and where 05:53.410 --> 05:55.521 you are in life , how many of you are 05:55.521 --> 05:57.450 just innately and in , in the 06:00.609 --> 06:02.269 all of dementia , 06:05.239 --> 06:07.461 right ? So nobody's hand went up . Ok . 06:07.461 --> 06:09.628 Good . One person's hand went up and , 06:09.628 --> 06:11.795 and I think you are the only one who's 06:11.795 --> 06:13.961 gotten it because the reality is , and 06:13.961 --> 06:16.295 one of the things I learned as a parent , 06:16.295 --> 06:18.461 I remember , I told my Children not to 06:18.461 --> 06:20.628 do Xy and Z because I did Xy and Z and 06:20.628 --> 06:24.200 I did it and I did and I realized as I 06:24.209 --> 06:27.079 came along that actually that 06:27.089 --> 06:30.839 those are the truths that need to 06:31.690 --> 06:34.190 here . And so it's me feeling like I'm 06:34.200 --> 06:34.429 not 06:38.540 --> 06:40.596 like , I don't have the answers . Me 06:40.596 --> 06:42.707 feeling like , hey , I've been here , 06:45.429 --> 06:47.596 you know , you may think it's linear . 06:47.596 --> 06:49.760 It's actually this and , and most of 06:49.769 --> 06:51.602 the loops are , it's through our 06:51.602 --> 06:53.602 Brokenness , through the mistakes , 06:53.602 --> 06:55.769 through the . Hm , I really could have 06:55.769 --> 06:57.936 done that differently that we actually 06:57.936 --> 07:00.158 can mentor , help other people grow , I 07:00.158 --> 07:02.102 think . And so I think it's , it's 07:02.102 --> 07:01.859 great that you all are humble enough to 07:01.869 --> 07:04.429 think . I'm not sure I'm really well 07:04.440 --> 07:06.496 cut out to do some of these things . 07:06.496 --> 07:08.718 But I think that's exactly where really 07:08.718 --> 07:10.718 the strength of mentoring can often 07:10.718 --> 07:13.989 come through . Well . So 07:16.589 --> 07:20.339 in , in your experience , were there 07:20.420 --> 07:24.309 certain key ideas or 07:24.320 --> 07:27.320 approaches as we're , you know , not 07:27.329 --> 07:29.950 innately gifted to be mentors that 07:29.959 --> 07:32.015 perhaps , you know , you could share 07:32.015 --> 07:34.299 with us that , that help us better down 07:34.309 --> 07:37.510 that path in terms of this informal 07:37.519 --> 07:40.079 approach . So a couple of thoughts 07:40.089 --> 07:43.809 there , um one is that I think really 07:43.820 --> 07:47.019 important as a foundational matter in 07:47.029 --> 07:50.220 leadership in mentoring others is the 07:50.230 --> 07:52.510 concept of trust . And I recently was 07:52.519 --> 07:54.630 with the head basketball coach at the 07:54.630 --> 07:56.630 University of South Carolina Lamont 07:56.630 --> 07:58.908 Paris . He's only been there two years , 07:58.908 --> 08:01.075 fascinating guy . And he said , look , 08:01.075 --> 08:03.130 I don't really , it's not part of my 08:03.130 --> 08:05.297 job description to get players to like 08:05.297 --> 08:07.519 me . I don't need to be liked . He said 08:07.519 --> 08:09.741 at the end of the day though , how many 08:09.741 --> 08:11.797 people in your life have you trusted 08:11.797 --> 08:14.019 that you've hated ? And he said , so my 08:14.019 --> 08:16.241 goal can't be to be liked , but my goal 08:16.241 --> 08:18.241 is to be trusted . And so what does 08:18.241 --> 08:17.899 that mean ? What does that mean about 08:17.910 --> 08:20.077 how I respond to people , how I relate 08:20.077 --> 08:22.299 to them ? Do I take time and under help 08:22.299 --> 08:24.299 them understand that you need to do 08:24.299 --> 08:26.466 things this way because you need to do 08:26.466 --> 08:28.632 them as a member of the South Carolina 08:28.632 --> 08:30.799 basketball team . But here's why we're 08:30.799 --> 08:30.299 doing that and here's why . And so it 08:30.309 --> 08:32.880 sometimes it might take extra time but 08:32.890 --> 08:34.890 he tries to build into that . And I 08:34.890 --> 08:36.946 think that makes a lot of sense that 08:36.946 --> 08:39.223 it's when we build those relationships , 08:39.223 --> 08:38.880 when we communicate at times over , 08:38.890 --> 08:41.057 communicate and help people understand 08:41.057 --> 08:43.279 what we're doing and why we're doing it 08:43.279 --> 08:45.279 building trust . And so that can be 08:45.279 --> 08:47.446 somebody as a supervisor , but it also 08:47.446 --> 08:49.880 can be just peer to peer as we work and , 08:49.890 --> 08:51.834 and build into things . One of the 08:51.834 --> 08:54.057 things that , you know , we talked last 08:54.057 --> 08:55.890 year about team building and the 08:55.890 --> 08:58.001 importance of mentoring when it comes 08:58.001 --> 09:00.223 to building cohesive teams . One of the 09:00.223 --> 09:02.390 things that came up last year and this 09:02.390 --> 09:04.501 may be the only thing I've done in my 09:04.501 --> 09:06.557 career professionally correctly . Um 09:06.557 --> 09:08.779 But I was working for an NFL team where 09:08.779 --> 09:10.890 I presented a salary cap presentation 09:10.890 --> 09:13.112 to our head coach and our GM . And they 09:13.112 --> 09:15.390 said this is great . This is fantastic , 09:15.390 --> 09:17.446 Nathan , this is great work . And in 09:17.446 --> 09:19.390 one of these rare moments of great 09:19.390 --> 09:21.612 insight , there was a guy in the corner 09:21.612 --> 09:23.723 of the room , um who also worked with 09:23.723 --> 09:25.834 us and was just in a different role . 09:25.834 --> 09:28.057 And I paused and I said , OK , just for 09:28.057 --> 09:27.830 what it's worth , I kind of put the 09:27.840 --> 09:30.510 gloss on it , but all the really hard 09:30.520 --> 09:33.919 thinking and all the really insightful 09:33.929 --> 09:36.262 stuff was done by the guy in the corner . 09:36.262 --> 09:39.919 And so he's the guy who interesting . 09:39.929 --> 09:42.262 Then in the next few moments to see him , 09:42.262 --> 09:44.485 next few moments , next few days to see 09:44.485 --> 09:46.540 him kind of out and just that simple 09:46.540 --> 09:48.651 act of giving credit . That's not the 09:48.651 --> 09:50.707 takeaway here . What was interesting 09:50.707 --> 09:52.540 though then was for me to bigger 09:52.540 --> 09:52.270 picture some of the culture , some of 09:52.280 --> 09:54.440 the things we had going on in the 09:54.450 --> 09:56.506 office . And so I thought , you know 09:56.506 --> 09:58.561 what I need to take him to lunch . I 09:58.561 --> 10:00.728 was not a supervisor . We were kind of 10:00.728 --> 10:02.839 working um side by side if you will , 10:02.839 --> 10:05.061 but in different roles . And I took him 10:05.061 --> 10:07.228 to lunch and I said , OK , you may not 10:07.228 --> 10:09.061 have noticed , but our boss is a 10:09.061 --> 10:11.228 clothes hog , right ? And so I , I had 10:11.228 --> 10:13.228 bought my first and only silk shirt 10:13.228 --> 10:15.339 when I worked for this NFL team and , 10:15.339 --> 10:17.561 and so we were doing , we were always , 10:17.561 --> 10:17.299 we were always dressed to the nines . 10:17.869 --> 10:19.758 And I said , you , you can't keep 10:19.758 --> 10:21.813 coming in and like , uh or you can , 10:21.813 --> 10:23.813 but I would suggest you maybe don't 10:23.813 --> 10:25.980 come in in this rumpled polo with this 10:26.020 --> 10:28.076 with this shirt that was hasn't ever 10:28.076 --> 10:30.187 been pressed and whatever and he just 10:30.187 --> 10:32.187 had no awareness of this . And so I 10:32.187 --> 10:34.242 tried to figure out awkward lunch at 10:34.242 --> 10:34.049 times but trying to gently talk through . 10:34.059 --> 10:36.170 We had been friends for a long time , 10:36.170 --> 10:38.281 but in this moment I thought , let me 10:38.281 --> 10:40.337 just go into what's an awkward thing 10:40.337 --> 10:42.059 and it totally transformed our 10:42.059 --> 10:43.837 relationship . And so it became 10:43.837 --> 10:45.726 something where we were , we were 10:45.726 --> 10:48.003 talking about things in a deeper level , 10:48.003 --> 10:47.719 we were talking about things and it 10:47.729 --> 10:49.840 wasn't a zero sum game . In fact , he 10:49.840 --> 10:52.007 ended up being promoted in ways that I 10:52.007 --> 10:54.118 was not . And that was OK and I ended 10:54.118 --> 10:56.173 up having to go to another team . Um 10:56.173 --> 10:58.229 but it was ok because I was building 10:58.229 --> 11:00.285 into him and , and it was one of the 11:00.285 --> 11:02.396 only things where through this series 11:02.396 --> 11:04.507 of events first giving him credit and 11:04.507 --> 11:04.109 then realizing , you know , he doesn't 11:04.119 --> 11:06.341 see some of these things that I think I 11:06.341 --> 11:08.452 see about the culture . I was able to 11:08.452 --> 11:10.563 kind of walk alongside him and it was 11:10.563 --> 11:12.841 again , not a supervisor , not anybody . 11:12.841 --> 11:14.952 It didn't , it didn't really hinge on 11:14.952 --> 11:14.770 my job . In fact , in some ways , it , 11:14.780 --> 11:17.330 it took some extra time and , and some 11:17.340 --> 11:19.340 awkward conversations , but I think 11:19.349 --> 11:21.516 that's part of where it doesn't always 11:21.516 --> 11:23.460 have to be a reclamation project , 11:23.460 --> 11:25.405 right ? But it can be other things 11:25.405 --> 11:25.229 where at times I've realized , ok , I 11:25.239 --> 11:27.450 handled this poorly . Um I was doing 11:27.460 --> 11:29.293 executive coaching with somebody 11:29.293 --> 11:31.516 recently and it was just a , a personal 11:31.516 --> 11:33.793 issue and , and talking through it and , 11:33.793 --> 11:35.793 and he said , of course , you never 11:35.793 --> 11:35.429 make these mistakes . And I said , well , 11:35.440 --> 11:37.384 you can ask my wife and actually , 11:37.384 --> 11:39.218 here's exactly what you're going 11:39.218 --> 11:41.329 through now and here's what I learned 11:41.329 --> 11:43.440 um that it took me two months to work 11:43.440 --> 11:45.551 my way out of the dog house and , and 11:45.551 --> 11:45.090 just walking through some of the things . 11:45.099 --> 11:47.099 But again , there's things where we 11:47.099 --> 11:49.155 share them , we're vulnerable and we 11:49.155 --> 11:51.266 build up trust um where we're able to 11:51.266 --> 11:53.488 just walk alongside somebody and mentor 11:53.488 --> 11:55.655 them . Um even if they're not directly 11:55.655 --> 11:57.988 responsible to us or for us that we can , 11:57.988 --> 12:00.043 we can help them . And when we think 12:00.043 --> 12:02.260 about the inverted a organizational 12:02.270 --> 12:04.437 chart , you know , again , it gives us 12:04.437 --> 12:06.650 a sense of I'm not , I'm not asking 12:06.659 --> 12:08.770 people to do things or whatever , but 12:08.770 --> 12:11.103 it's how can I help everybody around me ? 12:11.103 --> 12:13.270 How , how can I help these other folks 12:13.270 --> 12:13.080 grow ? How can I help this organization 12:13.090 --> 12:15.739 get stronger and then when they're gone , 12:15.750 --> 12:17.806 um , you know , one final point II I 12:17.806 --> 12:20.028 don't mean to , again , we need more of 12:20.028 --> 12:22.194 you talking and less of me . But , you 12:22.194 --> 12:21.859 know , one of the things that I think 12:21.869 --> 12:24.229 you also end up with is a , a situation . 12:24.239 --> 12:26.690 And so have you made Seattle Seahawks 12:26.700 --> 12:28.989 fans ? Uh , but Pete Carroll had been 12:29.000 --> 12:31.056 there for a long time and one of the 12:31.056 --> 12:33.111 things Coach Carroll did was that he 12:33.111 --> 12:34.944 had a very open door policy with 12:34.944 --> 12:37.111 coaches coming and going and it's hard 12:37.111 --> 12:39.278 because you invest all this time , you 12:39.278 --> 12:41.278 invest all this energy and training 12:41.278 --> 12:41.130 somebody and bring them along , 12:41.140 --> 12:42.918 teaching them the Seahawk way , 12:42.918 --> 12:44.862 whatever it is , we do . And so in 12:44.862 --> 12:47.140 Tampa , when people are under contract , 12:47.140 --> 12:49.307 often we blocked them from leaving . I 12:49.307 --> 12:49.280 was blocked from leaving to go . I had 12:49.289 --> 12:51.456 a chance to go to the Chicago Bears to 12:51.456 --> 12:53.511 be an assistant . GM The Bears , the 12:53.511 --> 12:55.622 Bucks blocked me . Understandably , I 12:55.622 --> 12:57.845 was under contract the next year . They 12:57.845 --> 13:01.650 fired me , go figure . Um , but , but a 13:01.659 --> 13:03.659 lot of times we blocked our coaches 13:03.659 --> 13:05.881 because we had spent all this time . We 13:05.881 --> 13:05.510 had a great defense , we had whatever 13:05.520 --> 13:07.631 and we were not gonna let our coaches 13:07.631 --> 13:09.576 go . Well , Coach Carroll took the 13:09.576 --> 13:11.687 opposite approach that if you got any 13:11.687 --> 13:10.840 sort of opening that you were 13:10.849 --> 13:12.849 interested in , if you wanted to go 13:12.849 --> 13:14.905 laterally or if you wanted to take a 13:14.905 --> 13:16.627 lesser job and at a college or 13:16.627 --> 13:18.849 something because it was closer to your 13:18.849 --> 13:20.960 family . Great . Go godspeed . Let me 13:20.960 --> 13:20.849 help you get the interview , let me 13:20.859 --> 13:23.081 help you get the job , whatever it is . 13:23.081 --> 13:25.303 And then those coaches would often come 13:25.303 --> 13:27.719 back and work for Seattle again or what 13:27.729 --> 13:29.896 I also found is if we ever interviewed 13:29.896 --> 13:31.896 somebody and they were interviewing 13:31.896 --> 13:31.780 with us and they were interviewing with 13:31.789 --> 13:33.956 Seattle , good luck trying to get them 13:33.956 --> 13:36.011 because they knew , hey , if I go to 13:36.011 --> 13:38.233 Seattle boy , the sky is the limit here 13:38.233 --> 13:40.289 because he's really gonna teach me , 13:40.289 --> 13:42.511 train me . I can stay as long as I want 13:42.511 --> 13:44.678 or I can go at any time and he's gonna 13:44.678 --> 13:46.622 help me to my next position . So I 13:46.622 --> 13:46.469 think a lot of times we actually 13:46.479 --> 13:48.479 attract people to us , the more we 13:48.489 --> 13:50.545 mentor them , the more we build into 13:50.545 --> 13:52.878 them , the more they realize that , hey , 13:52.878 --> 13:54.933 if I come and hang around here , I'm 13:54.933 --> 13:57.156 gonna get a lot better and I'm gonna be 13:57.156 --> 13:56.880 a lot better off personally and 13:56.890 --> 13:58.946 professionally . You start to really 13:58.946 --> 14:01.223 attract uh folks who want to be around . 14:01.223 --> 14:03.334 You want to interact with you even at 14:03.334 --> 14:05.334 first if it's for a short period of 14:05.334 --> 14:07.789 time . No , thanks . Thanks for that . 14:07.799 --> 14:11.250 And I , I think common to what , 14:11.260 --> 14:14.460 how we see the profession is . The 14:14.469 --> 14:16.413 keystone really is trust as you've 14:16.413 --> 14:19.940 described and , and part of trust is uh 14:19.950 --> 14:23.250 individuals having a sense that a , 14:23.260 --> 14:26.250 you're good to your word and , and by 14:26.640 --> 14:29.219 you , you aren't going to put me into a 14:29.229 --> 14:31.710 situation that maybe I'm not prepared 14:31.719 --> 14:33.497 for and you're gonna help me be 14:33.497 --> 14:36.520 prepared for it . So yesterday , as you 14:36.530 --> 14:38.760 and I talked about this , uh we , we 14:38.770 --> 14:40.969 talked briefly about a couple 14:40.979 --> 14:43.969 approaches to how , you know , to get a 14:43.979 --> 14:46.950 team of individuals to work towards a 14:46.960 --> 14:49.559 problem set and , and , and , and I , 14:49.849 --> 14:52.071 and , and I'll , I'll probably screw it 14:52.071 --> 14:54.238 up here . But then I'd ask you to sort 14:54.238 --> 14:56.969 of amplify it a little bit . So we're 14:56.979 --> 14:59.520 going to entrust an organization or a 14:59.530 --> 15:02.140 subordinate part of our organization to 15:02.150 --> 15:04.419 accomplish a task . All right . Do , do 15:04.429 --> 15:07.289 we want to say this is the process ? I 15:07.299 --> 15:10.780 want you to use ? OK . Or do we say you 15:10.789 --> 15:12.919 figure out the process , this is the 15:12.929 --> 15:15.080 outcome I would like to achieve and , 15:15.090 --> 15:17.599 and , and what in your estimate from 15:17.609 --> 15:20.200 your experiences ? What causes an 15:20.210 --> 15:22.489 organization or a leader to pick one 15:22.500 --> 15:24.667 over the other ? What are the dynamics 15:24.667 --> 15:26.778 that perhaps allows , you know , to , 15:26.778 --> 15:28.944 to tailor the approach you want to use 15:29.090 --> 15:31.423 over ? Sure . Well , I think , you know , 15:31.423 --> 15:33.989 it , it , it is and it may be , it may 15:34.000 --> 15:36.000 be within organizations , it may be 15:36.000 --> 15:38.167 tasks specific . There may be at times 15:38.167 --> 15:40.389 where we say , hey , here's the process 15:40.389 --> 15:42.611 we want to use and hopefully we achieve 15:42.611 --> 15:44.778 the outcome we want to achieve . And , 15:44.778 --> 15:47.000 and so there were certain things that , 15:47.000 --> 15:46.979 that , you know , with , with coach 15:46.989 --> 15:49.100 Dungee and the Bucks , it was , hey , 15:49.100 --> 15:51.322 here's the , here's the kind of offense 15:51.322 --> 15:50.710 we're gonna run , here's the kind of 15:50.719 --> 15:52.886 defense we're gonna run . And , and so 15:52.886 --> 15:55.052 we had to actually , when he took over 15:55.052 --> 15:57.275 the Indianapolis Colts , he had to tell 15:57.275 --> 15:57.010 Peyton Manning , we are not gonna throw 15:57.020 --> 15:58.964 the ball into tight coverage . And 15:58.964 --> 16:01.076 Peyton was like , well , the only way 16:01.076 --> 16:03.298 we can win is if we outscore them . And 16:03.298 --> 16:02.559 Tony's like , right , and the way we'll 16:02.570 --> 16:04.737 outscore them is if we don't give them 16:04.737 --> 16:06.848 the ball and we do smart things . And 16:06.848 --> 16:08.681 so it was interesting to see the 16:08.681 --> 16:10.848 dynamic as they , as they talk through 16:10.848 --> 16:13.070 process and outcome and yet the outcome 16:13.070 --> 16:15.126 is critical , but here's the process 16:15.126 --> 16:17.237 that maybe gives us the best chance a 16:17.237 --> 16:19.348 lot of ways , a lot of times what you 16:19.348 --> 16:21.514 do outcome really matters . A lot . At 16:21.514 --> 16:23.737 the same time , the process matters and 16:23.737 --> 16:23.640 how we interact with others , whether 16:23.650 --> 16:25.890 others can rely on us to do what we say 16:25.900 --> 16:28.067 we'll do to be there when we say we'll 16:28.067 --> 16:30.233 be there , whatever it may be . And so 16:30.233 --> 16:32.344 I think those things matter . I think 16:32.344 --> 16:34.511 part of the other thing that , that is 16:34.511 --> 16:36.733 important is when we understand , as we 16:36.733 --> 16:38.789 empower folks to do their jobs or to 16:38.789 --> 16:41.099 grow or to learn and to expand , I 16:41.109 --> 16:43.109 think we have to recognize at times 16:43.109 --> 16:45.331 that people have different skill sets . 16:45.331 --> 16:47.220 And so there may be people who do 16:47.220 --> 16:49.276 things in different ways . And so it 16:49.276 --> 16:51.498 may be a sense of saying you don't have 16:51.498 --> 16:53.609 to do things the way I do it , here's 16:53.609 --> 16:55.776 how I do it . Um But that may not work 16:55.776 --> 16:57.720 for you and if you want to do it a 16:57.720 --> 16:57.469 different way . And so there's certain 16:57.479 --> 16:59.757 people who are just very good at , hey , 17:00.190 --> 17:02.489 everybody show up on time for this , 17:02.500 --> 17:04.667 this and this and other people kind of 17:04.667 --> 17:06.944 work their way around the room and say , 17:06.944 --> 17:08.833 you know , hey , we really should 17:08.833 --> 17:10.889 probably hold an event at whatever . 17:10.889 --> 17:13.111 What would you think if we got together 17:13.111 --> 17:12.930 at such and such a time ? And all of a 17:12.939 --> 17:15.106 sudden they get ownership in different 17:15.106 --> 17:17.217 ways versus the person who says we're 17:17.217 --> 17:19.217 just gonna do it this way , both of 17:19.217 --> 17:21.161 those can be correct , but both of 17:21.161 --> 17:23.106 those maybe may feel intrinsically 17:23.106 --> 17:25.272 better to the individual doing it . So 17:25.272 --> 17:27.383 it may be that the person um touching 17:27.383 --> 17:30.709 on , on that or , or who's empowered to 17:30.719 --> 17:33.400 do that um has to do it in a different 17:33.410 --> 17:35.632 way or one that feels better for them . 17:35.632 --> 17:37.854 Um Not that we can't change now that we 17:37.854 --> 17:39.910 can't change , learn . Um If I could 17:39.910 --> 17:42.219 expand one more time on the empowering 17:42.229 --> 17:44.285 role , we talked about this a little 17:44.285 --> 17:46.396 bit yesterday , but it's important to 17:46.396 --> 17:48.640 give people I think more um more 17:48.650 --> 17:50.983 responsibility , more chance for growth , 17:50.983 --> 17:52.983 to empower them to do things and to 17:52.983 --> 17:55.150 grow . But at the same time , we don't 17:55.150 --> 17:57.261 necessarily drop them off in the deep 17:57.261 --> 17:59.483 end of the pool . And so , you know , I 17:59.483 --> 18:01.594 had a couple of experience with the , 18:01.594 --> 18:03.706 with that doing salary cap work for a 18:03.706 --> 18:05.872 couple of teams and , and one of , one 18:05.872 --> 18:07.872 of my supervisors , I was coming in 18:07.872 --> 18:09.594 from a law firm . I had been a 18:09.594 --> 18:11.761 practicing attorney . I thought I knew 18:11.761 --> 18:13.761 what I was doing in some ways , but 18:13.761 --> 18:15.650 they said , you know , let's walk 18:15.650 --> 18:15.339 through some of these situations . Let 18:15.349 --> 18:17.405 me work you through the salary cap . 18:17.405 --> 18:19.238 Here's where the draft picks are 18:19.238 --> 18:21.182 slotted and we did a bunch of mock 18:21.182 --> 18:23.405 negotiations and we went through things 18:23.405 --> 18:25.627 and , and he said , ok , great . We , I 18:25.627 --> 18:27.682 don't want you to even negotiate the 18:27.682 --> 18:29.793 whole contract today . I'm gonna give 18:29.793 --> 18:32.016 you 1/5 round pick and I want you to do 18:32.016 --> 18:31.560 this , this and this and here are your 18:31.569 --> 18:33.736 parameters and here's the way . And so 18:33.736 --> 18:35.958 we'd check in after each phone call and 18:35.958 --> 18:35.699 I'd say , ok , here's how it went and 18:35.709 --> 18:37.598 he'd say , ok , great . Make sure 18:37.598 --> 18:39.765 you're talking about this because this 18:39.765 --> 18:41.931 contract language is critical for us . 18:41.931 --> 18:43.987 We're gonna have to have this in the 18:43.987 --> 18:43.599 end . So make sure you don't leave that 18:43.609 --> 18:45.720 till the end . That that's a point we 18:45.720 --> 18:47.665 need to have . So make sure you're 18:47.665 --> 18:47.609 upfront with that . And as you go 18:47.619 --> 18:49.841 through it , let's keep working through 18:49.841 --> 18:52.008 that . So allowing me to do that . But 18:52.008 --> 18:54.286 at the same time , instructing me that , 18:54.286 --> 18:54.099 that here's certain things you need to 18:54.109 --> 18:57.300 think about as you go through . But at 18:57.310 --> 18:59.310 the same time empowering me to make 18:59.310 --> 19:01.366 some mistakes on the phone and there 19:01.366 --> 19:03.254 was a time in which I had to walk 19:03.254 --> 19:03.030 something back and say , hey , I left 19:03.040 --> 19:05.151 out some language is critical to us . 19:05.151 --> 19:07.151 And to me , it was a minor point to 19:07.151 --> 19:09.262 them . It was a major deal point . So 19:09.262 --> 19:11.207 we ended up having to concede some 19:11.207 --> 19:13.373 other areas at the end of the contract 19:13.373 --> 19:15.429 contrast that with another situation 19:15.429 --> 19:18.619 where working my way through and , and 19:18.630 --> 19:21.339 another boss , um for whatever reason , 19:21.349 --> 19:23.630 decided uh that he was going to get on 19:23.640 --> 19:25.862 the phone and un unbeknownst to me , he 19:25.862 --> 19:28.140 called the agent and said , oh my gosh , 19:28.140 --> 19:30.196 I can't believe Nathan is doing this 19:30.196 --> 19:32.307 and it's exactly what he and I talked 19:32.307 --> 19:34.251 about 45 minutes earlier . I can't 19:34.251 --> 19:36.418 believe he's doing this and he doubled 19:36.418 --> 19:38.529 the offer and was the hero rode in on 19:38.529 --> 19:38.380 the white horse . Got the deal done . 19:38.880 --> 19:40.910 And I was totally , totally cut the 19:40.920 --> 19:43.087 legs out from under me . And I thought 19:43.087 --> 19:45.253 that was the opposite of empowering me 19:45.253 --> 19:47.309 that I went down a path and all of a 19:47.309 --> 19:49.642 sudden I was stripped of responsibility , 19:49.642 --> 19:51.642 dignity , the thought that I can do 19:51.642 --> 19:51.060 this . So the next time , talk about a 19:51.069 --> 19:53.180 lack of trust . The next time we went 19:53.180 --> 19:55.291 down that I'm , I'm , you know , very 19:55.291 --> 19:57.513 clear about what am I supposed to do on 19:57.513 --> 19:57.400 this phone call ? Can I close the deal 19:57.410 --> 19:59.466 if I don't close the deal ? What are 19:59.466 --> 20:01.521 gonna be the ramifications to me and 20:01.521 --> 20:03.632 trying to understand all that and not 20:03.632 --> 20:05.854 fully trusting it even when I got those 20:05.854 --> 20:08.188 answers . So a lot wrapped up into that . 20:08.188 --> 20:10.354 But I think , you know , as we empower 20:10.354 --> 20:12.577 people , we , we don't necessarily give 20:12.577 --> 20:11.959 them more than they could handle 20:11.969 --> 20:13.858 because I certainly couldn't have 20:13.858 --> 20:16.025 handled certain things along the way . 20:16.025 --> 20:18.247 But then also allowing them to grow and 20:18.247 --> 20:20.580 to make those mistakes and go ok , that , 20:20.580 --> 20:22.636 that was a really bad phone call and 20:22.636 --> 20:22.349 you got hung up on and now how do we 20:22.359 --> 20:25.109 resurrect this and figure it out ? Yeah , 20:25.119 --> 20:28.599 so , so thanks for those non-military 20:28.609 --> 20:30.831 examples . But I think every supervisor 20:30.831 --> 20:32.776 in the room here and everyone that 20:32.776 --> 20:35.680 isn't but has uh has worked for 20:35.689 --> 20:37.856 individuals such as you described here 20:37.856 --> 20:40.560 can appreciate the significance of 20:40.569 --> 20:43.300 those opportunities as mentorship . And , 20:43.310 --> 20:45.643 and previously I probably wouldn't have , 20:45.650 --> 20:48.930 but the approach taken in which I want 20:48.939 --> 20:51.589 you to accomplish this task , OK . And 20:51.599 --> 20:53.432 I'm gonna help you along the way 20:53.432 --> 20:56.280 without doing it for you and coach you 20:56.290 --> 20:58.650 about what is or isn't working so that 20:58.660 --> 21:00.438 we achieve the outcome that the 21:00.438 --> 21:02.438 organization that , that's , that's 21:02.438 --> 21:04.660 huge . Uh I think we've also all worked 21:04.660 --> 21:07.079 for folks who came in at the last 21:07.089 --> 21:09.145 minute over the top , set you up for 21:09.160 --> 21:11.500 not to succeed and then took credit for 21:11.510 --> 21:15.270 it . So 22 wonderful examples of uh of 21:15.280 --> 21:17.640 how we should or should not be as 21:17.650 --> 21:19.959 mentor leaders . So I , I just again , 21:20.089 --> 21:22.270 think about that as uh as you approach 21:22.280 --> 21:25.170 your day to day duties . Um You , you 21:25.180 --> 21:28.000 also mentioned the other day about 21:28.660 --> 21:31.280 this notion of having an individual and 21:31.290 --> 21:33.401 I think I referred to the person as a 21:33.401 --> 21:36.369 Napoleon's corporal . OK . Uh ha you 21:36.380 --> 21:38.670 know , looking at folks and empowering 21:38.680 --> 21:41.640 them . Uh Here , here's the words we 21:41.650 --> 21:44.119 hear often though we may not see it 21:44.390 --> 21:46.446 frequently enough but speak truth to 21:46.446 --> 21:49.089 power , right ? Uh Be willing to do 21:49.099 --> 21:51.321 that . Can you give us some examples uh 21:51.321 --> 21:53.469 from your experiences of where you've 21:53.479 --> 21:56.859 seen the junior individual in a room uh 21:56.869 --> 22:00.579 be empowered to point out the obvious , 22:01.569 --> 22:04.630 you know , error that is about to be 22:04.640 --> 22:07.589 made and how that has , you know , 22:07.599 --> 22:09.479 enabled the rest of the team or 22:09.489 --> 22:11.910 organization to , to gain trust in the 22:11.920 --> 22:15.119 leadership . Sure . So , you know , 22:15.130 --> 22:17.880 it's , it's , it's a situation where I 22:17.890 --> 22:20.489 think at times you got to figure out um 22:20.500 --> 22:22.667 when and where is appropriate to speak 22:22.667 --> 22:24.833 up and , and how you're going to do it 22:24.833 --> 22:26.944 and what the appropriate way is . But 22:26.944 --> 22:29.056 I've been in , in meetings uh where , 22:29.056 --> 22:31.000 you know , you're going around and 22:31.000 --> 22:33.167 you're saying , ok , this , you know , 22:33.167 --> 22:32.119 we're going through the roster 22:32.130 --> 22:34.074 decisions , you've had the draft , 22:34.074 --> 22:36.241 you're now in training camp and you're 22:36.241 --> 22:35.760 going through and , ok , we're gonna 22:35.770 --> 22:37.992 need to cut this player and , and we're 22:37.992 --> 22:40.103 gonna make a change here and whatever 22:40.103 --> 22:42.214 it is and , and the head coach of the 22:42.214 --> 22:44.159 GM strong personality going around 22:44.159 --> 22:46.214 saying this is how it's gonna be and 22:46.214 --> 22:48.437 then you've got 18 heads nodding around 22:48.437 --> 22:47.729 the table and then you get out of the 22:47.739 --> 22:49.850 room and somebody says , you know , I 22:49.859 --> 22:52.081 really can't believe we're cutting that 22:52.081 --> 22:54.192 guy . That's just , that's a bad idea 22:54.192 --> 22:56.026 and you all kind of talk amongst 22:56.026 --> 22:57.970 yourselves and then whatever it is 22:57.970 --> 23:00.137 happens , um versus then the situation 23:00.137 --> 23:02.303 where somebody says is , is willing to 23:02.303 --> 23:04.599 say in that meeting . Ok , coach , we 23:04.609 --> 23:07.250 probably should cut whoever it is . But 23:07.260 --> 23:09.430 have we thought about what if instead 23:09.439 --> 23:11.606 we did , you know , one of the classic 23:11.606 --> 23:13.495 examples was for those of you who 23:13.495 --> 23:15.606 remember Ronde Barber now in the Hall 23:15.606 --> 23:17.717 of Fame played , played football here 23:17.717 --> 23:19.995 at the University of Virginia down the , 23:19.995 --> 23:21.883 down the road . And our defensive 23:21.883 --> 23:24.106 coordinator wanted to cut him his first 23:24.106 --> 23:26.217 training camp and his legendary story 23:26.217 --> 23:28.550 about , uh about , he's not fast enough , 23:28.550 --> 23:30.550 he , he's just not gonna , it's not 23:30.550 --> 23:32.772 gonna work out . Um And somebody in the 23:32.772 --> 23:34.883 room saying , you know , we , we , we 23:34.883 --> 23:36.883 can't , he's 1/4 round pick . We at 23:36.883 --> 23:39.050 least have to get to this first season 23:39.050 --> 23:41.161 with him and see what we've got . And 23:41.161 --> 23:40.589 no , no , no , he's not gonna work . 23:40.599 --> 23:42.432 It's just not gonna work out and 23:42.432 --> 23:44.710 somebody being willing to speak up and , 23:44.710 --> 23:46.766 and Tony and others in the room were 23:46.766 --> 23:48.932 also able to do . But as the , as , as 23:48.932 --> 23:51.099 kind of the conversation headed in the 23:51.099 --> 23:53.321 wrong direction , somebody having the , 23:53.321 --> 23:55.488 the ability to say , I , I don't think 23:55.488 --> 23:57.710 this conversation's going the right way 23:57.710 --> 23:57.119 and I really think we need to hang on 23:57.130 --> 23:59.219 to ronde and figure out a different 23:59.229 --> 24:02.180 role here for other people . Um But , 24:02.189 --> 24:04.133 you know , one of the , one of the 24:04.133 --> 24:06.356 examples that I think is , is fantastic 24:06.356 --> 24:08.578 and a lot of this falls under this idea 24:08.578 --> 24:10.578 of psychological safety , am I safe 24:10.578 --> 24:12.800 enough to speak up and to say something 24:12.800 --> 24:14.967 and know that I'll still have a job or 24:14.967 --> 24:17.189 a position tomorrow . Um And that I may 24:17.189 --> 24:19.300 be wrong and people may have to say , 24:19.300 --> 24:19.050 hey , that was not the right spot for 24:19.060 --> 24:21.282 it or hey , you just your thoughts were 24:21.282 --> 24:23.504 not correct and that's ok , but there's 24:23.504 --> 24:25.560 still a place for you here and , and 24:25.560 --> 24:27.727 thank you for speaking up . One of the 24:27.727 --> 24:30.439 classic examples is um , uh pilot , uh 24:30.449 --> 24:33.099 who's been flying for commercial pilot 24:33.109 --> 24:35.331 flying for 20 something years and , and 24:35.331 --> 24:37.800 every time , um , he or she would be , 24:37.810 --> 24:40.143 and it was , in this instance it was he , 24:40.143 --> 24:42.366 every time he would be on a flight with 24:42.366 --> 24:44.689 a new first officer , he would say , um 24:44.699 --> 24:46.810 I've never had a perfect flight and , 24:46.810 --> 24:49.032 and half the time I , you know , I make 24:49.032 --> 24:51.088 whatever , I'm sure today won't be a 24:51.088 --> 24:52.810 perfect flight . So if you see 24:52.810 --> 24:52.790 something , let me know if I see 24:52.800 --> 24:54.856 something you're doing , let me know 24:54.859 --> 24:56.970 maybe today will be our first perfect 24:56.970 --> 24:58.748 flight . But let's make sure we 24:58.748 --> 25:00.803 communicate that there's nothing I'm 25:00.803 --> 25:02.859 doing that . You shouldn't feel like 25:02.859 --> 25:02.569 you don't have the ability to step up 25:02.839 --> 25:04.839 and do something . Or the surgeon I 25:04.839 --> 25:06.989 mentioned a surgeon who um surgeon at 25:07.000 --> 25:09.000 Mass General Hospital and he'd been 25:09.000 --> 25:11.056 doing this for a long time and every 25:11.056 --> 25:13.250 time he had a new team in the , or he 25:13.260 --> 25:15.482 would arrange with one of the techs who 25:15.482 --> 25:17.704 had just been brand new to the , to the 25:17.704 --> 25:19.816 unit , brand new to whatever . And he 25:19.816 --> 25:21.927 would arrange with the tech and , and 25:21.927 --> 25:24.149 he would walk into the , or he'd be the 25:24.149 --> 25:23.770 last one in , he'd be scrubbed , he'd 25:23.780 --> 25:26.489 have his gloves on and he'd take a , as 25:26.500 --> 25:28.722 nobody was paying attention . He'd kind 25:28.722 --> 25:30.778 of pick up a scalpel and move it off 25:30.778 --> 25:33.000 the tray and set it off to the side and 25:33.000 --> 25:35.111 keep doing his thing . And he'd say , 25:35.111 --> 25:34.800 OK , let's , let's get to work . And 25:34.810 --> 25:37.143 the tech would say , excuse me , doctor , 25:37.143 --> 25:39.421 we can't start with that scalpel there . 25:39.421 --> 25:41.477 I , I think you inadvertently put it 25:41.477 --> 25:43.588 there . And the doctor would say , oh 25:43.588 --> 25:45.588 my gosh , I did knowing full well , 25:45.588 --> 25:45.359 he'd done it . He'd say , oh my gosh , 25:45.369 --> 25:47.369 thank you so much for speaking up . 25:47.369 --> 25:49.591 We've got to have that today . Please , 25:49.591 --> 25:51.313 everybody speak up . We've got 25:51.313 --> 25:53.425 somebody's live life in our hands and 25:53.425 --> 25:55.536 we have to communicate and we have to 25:55.536 --> 25:57.591 talk and nobody's right and nobody's 25:57.591 --> 25:57.140 wrong and we're gonna just figure it 25:57.150 --> 26:00.390 out as we go . So that sense of at the 26:00.400 --> 26:02.622 end of the day being willing to step up 26:02.622 --> 26:04.622 and being willing to say , hey , is 26:04.622 --> 26:06.844 this exactly how we want to do it now , 26:06.844 --> 26:08.844 understanding maybe as the surgeons 26:08.844 --> 26:10.956 making the incision wherever we don't 26:10.956 --> 26:13.233 holler as the , is that the right spot , 26:13.233 --> 26:15.067 whatever or maybe we do . Um But 26:15.067 --> 26:17.122 figuring that out as we go . So , so 26:17.122 --> 26:19.400 let me just build on that a little bit . 26:19.400 --> 26:21.622 Um And , and I had the privilege when I 26:21.622 --> 26:23.678 was out at C A to , to have a senior 26:23.678 --> 26:25.678 leader out there . Explain it to me 26:25.678 --> 26:29.140 this way . Uh So you , you got 26:29.150 --> 26:32.209 22 time zones in which that kind of 26:32.219 --> 26:34.441 conversation should happen , right ? Uh 26:34.441 --> 26:36.552 and two ways in which it can happen . 26:36.552 --> 26:38.900 So before a decision is made in a small 26:38.910 --> 26:42.300 group that that kind of input is like , 26:42.310 --> 26:45.270 always , always , always be there . OK ? 26:45.329 --> 26:48.099 Before a decision is made in a larger 26:48.109 --> 26:52.060 group , OK ? You should be a little bit 26:52.520 --> 26:55.180 leery about how you bring it up because 26:55.349 --> 26:58.219 human beings being how we are , there's , 26:58.229 --> 27:00.451 there's gonna be a challenge associated 27:00.451 --> 27:02.920 with that . All right . Um Let's move 27:02.930 --> 27:05.280 to a decision that has been made and 27:05.290 --> 27:08.540 we're in a small or a large group . OK ? 27:09.260 --> 27:11.439 If , if you are not comfortable with 27:11.449 --> 27:13.616 the decision , then you probably ought 27:13.616 --> 27:16.280 to have a small group , one on one 27:16.290 --> 27:18.560 conversation with the , the individual 27:18.569 --> 27:20.791 that's made a decision . OK ? If you're 27:20.791 --> 27:23.050 in a large group , you must absolutely 27:23.060 --> 27:24.719 do that . And so I would ask 27:24.729 --> 27:28.119 supervisors here , think through how 27:28.130 --> 27:30.241 you are soliciting that kind of input 27:30.250 --> 27:32.306 from either those that work directly 27:32.306 --> 27:34.369 for you or who are part of your 27:34.839 --> 27:37.839 planning teams . OK . And , and when is 27:37.849 --> 27:40.119 the most appropriate time uh for that 27:40.130 --> 27:42.880 kind of input that the group can best 27:43.160 --> 27:45.920 benefit from ? So again , and I saw 27:45.930 --> 27:48.310 that work really , really well uh out 27:48.319 --> 27:50.541 at the Combined Arms Center . And I had 27:50.541 --> 27:52.652 never really , in the way I described 27:52.652 --> 27:54.708 it is really quadrants for how to do 27:54.708 --> 27:57.500 that . Uh But the truth to power is 27:57.510 --> 28:00.520 important and I think the timing of it 28:00.819 --> 28:03.069 as us , as subordinates and us as 28:03.079 --> 28:05.550 leaders in receiving , it is also 28:05.560 --> 28:07.727 important in the , in the mechanism to 28:07.727 --> 28:11.569 do it . Um We speak of in , in three of 28:11.579 --> 28:14.510 these terms are consistent with what I , 28:14.520 --> 28:16.680 I have read that uh you and Tony put 28:16.689 --> 28:18.911 together , we , we speak of character , 28:19.280 --> 28:22.739 same , we speak of competence , same . 28:22.859 --> 28:25.026 And then we speak of commitment in the 28:25.026 --> 28:27.081 United States army . And I , I can't 28:27.081 --> 28:29.290 remember what the third , the third C 28:29.300 --> 28:32.050 was inside of the inside of the 28:32.060 --> 28:34.171 approach that you guys see for mentor 28:34.171 --> 28:36.729 leadership . OK . Uh And this group has 28:36.739 --> 28:39.760 heard me talk before about the 28:39.770 --> 28:43.239 relationship between character , which 28:43.250 --> 28:47.030 is like uh indisputable . We've got 28:47.040 --> 28:49.920 emulate it , we've got to drive it and 28:49.930 --> 28:53.109 we've got uh instill it in all those 28:53.119 --> 28:56.050 that work around and for and with us . 28:56.319 --> 28:59.959 Uh and then our genuine interest in 28:59.969 --> 29:03.810 your competence . OK . Uh And that 29:03.819 --> 29:06.680 genuine interest being , you know , are 29:06.689 --> 29:09.800 you empowered , capable and given 29:09.810 --> 29:13.449 enough latitude to be all that you can 29:13.459 --> 29:16.560 be in that duty or duties you wish to 29:16.569 --> 29:19.250 aspire to . And those two things have 29:19.479 --> 29:21.949 an effect on your commitment to the 29:21.959 --> 29:24.089 organization into what you're doing . 29:24.449 --> 29:28.219 Um That mentorship in the first 29:28.229 --> 29:30.880 two really drives the organization . 29:30.910 --> 29:33.050 That's the inverted pyramid kind of 29:33.060 --> 29:35.227 thing I think to be better , can you , 29:35.227 --> 29:38.150 can you share with us , you know , the 29:38.160 --> 29:41.250 slight twist on that or adaptation or 29:41.260 --> 29:43.593 difference from , from your perspective ? 29:43.593 --> 29:47.260 Nathan , let me just say that whatever 29:47.270 --> 29:49.103 the fourth was , I'm sure it was 29:49.103 --> 29:51.270 brilliant , but I have no idea what it 29:51.270 --> 29:53.492 would have been . Um But I think one of 29:53.492 --> 29:55.659 the things where I would start on that 29:55.659 --> 29:57.770 is , is how important competence is . 29:57.790 --> 30:00.170 But from the standpoint , I think of 30:00.180 --> 30:02.347 having a growth mindset that for a lot 30:02.347 --> 30:04.458 of my life , I've kind of had a fixed 30:04.458 --> 30:06.236 mindset that I'm either good at 30:06.236 --> 30:08.347 something or I'm not . And so I avoid 30:08.347 --> 30:10.513 the pain of things I'm not good at and 30:10.513 --> 30:12.736 I steer toward things I'm good at . But 30:12.736 --> 30:11.939 I think a lot of times when we look at 30:11.949 --> 30:14.171 competence as something that I'm always 30:14.171 --> 30:16.116 striving toward that , it's really 30:16.116 --> 30:18.116 important to be good at what I do . 30:18.116 --> 30:20.282 It's really important to have whatever 30:20.282 --> 30:22.393 answers I need to have . But that I'm 30:22.393 --> 30:24.449 on a process , right ? And I'm , and 30:24.449 --> 30:26.616 hopefully I'm gonna be better tomorrow 30:26.616 --> 30:26.170 than I was today and I'm gonna learn 30:26.180 --> 30:28.236 more down the line that gives me , I 30:28.236 --> 30:31.060 think the , the um integrity , 30:31.069 --> 30:34.630 authenticity , um confidence to say to 30:34.640 --> 30:36.584 that first point where , where I'm 30:36.584 --> 30:38.751 going to be um somebody of character , 30:38.751 --> 30:40.918 I don't know or , oh , that's a really 30:40.918 --> 30:43.084 good idea . Or to my earlier point , I 30:43.084 --> 30:45.084 think Mr Formica's uh thoughts were 30:45.084 --> 30:47.307 critical on when you say it and how you 30:47.307 --> 30:49.307 say it in large group , small group 30:49.307 --> 30:51.529 where you do it . But part of where I , 30:51.529 --> 30:53.696 I want to keep coming back to is us in 30:53.696 --> 30:55.640 a position of power if you will or 30:55.640 --> 30:57.584 supervisory capacity do we have an 30:57.584 --> 30:59.696 attitude where we're approachable and 30:59.696 --> 31:01.900 somebody can come to us and say here's 31:01.910 --> 31:03.799 something . And so I think to the 31:03.799 --> 31:05.743 extent we approach things from the 31:05.743 --> 31:07.966 standpoint of , yes , I'm , I know what 31:07.966 --> 31:10.132 I'm doing . I am competent . I'm , but 31:10.132 --> 31:12.299 I'm also learning and somebody's gonna 31:12.299 --> 31:11.699 walk in the door today with a better 31:11.709 --> 31:14.319 idea or another way to do this or 31:14.329 --> 31:16.630 something . I can factor in really , I 31:16.640 --> 31:20.290 think just buttresses um our character 31:20.479 --> 31:22.535 and really builds into that and then 31:22.535 --> 31:24.535 also someone's commitment that they 31:24.535 --> 31:26.757 understand that . Ok . This is a person 31:26.757 --> 31:28.812 who's taking thoughts , taking ideas 31:28.812 --> 31:31.035 and they're continuing to grow . I also 31:31.035 --> 31:33.201 should be looking for ways to continue 31:33.201 --> 31:35.423 to grow . So I think all those things , 31:35.423 --> 31:37.312 I , I think they really mesh well 31:37.312 --> 31:39.368 together , especially if we had this 31:39.368 --> 31:41.590 idea that I'm on this path and that I'm 31:41.590 --> 31:43.757 never going to necessarily reach the , 31:43.757 --> 31:45.979 the pinnacle of knowing everything that 31:45.979 --> 31:48.035 I really wish I'd already had . Very 31:48.035 --> 31:49.979 good . Well , we didn't get the 15 31:49.979 --> 31:51.923 minute warning , but we're there , 31:51.923 --> 31:54.257 we're there and passed it now . So what , 31:54.257 --> 31:56.368 what I would like to do is open it up 31:56.368 --> 31:58.535 for questions either in the audience . 31:58.535 --> 32:00.701 OK , or online . So uh a any questions 32:00.701 --> 32:02.812 from the folks in the audience here ? 32:06.800 --> 32:10.510 Go , go ahead , Jay . We got a , we've 32:10.520 --> 32:12.742 got a mic coming your way , I believe , 32:16.339 --> 32:18.489 beginning of the month . Yeah . Good 32:18.500 --> 32:20.667 afternoon , sir . My name is Jay Vegan 32:20.667 --> 32:24.550 and I work in RG 35 as a planner , but 32:24.560 --> 32:26.880 I'm also a retired command song major 32:26.890 --> 32:28.800 and we all have leadership 32:28.810 --> 32:31.469 responsibilities , whether in at home 32:31.969 --> 32:34.080 and what have you . And I listen to a 32:34.080 --> 32:37.849 youtube uh uh message that you 32:37.859 --> 32:41.469 put out . Uh and it was about homing in 32:41.479 --> 32:44.500 on your strengths and weaknesses , 32:44.510 --> 32:47.170 which we all know , uh we should know 32:47.180 --> 32:49.347 that and be aware of our strengths and 32:49.347 --> 32:50.902 weaknesses , but you really 32:50.902 --> 32:53.910 concentrated on the strengths . Uh can 32:53.920 --> 32:56.089 you expound on that and your thought ? 32:56.900 --> 33:00.239 Sure . Thank you . And , and it may be 33:00.250 --> 33:02.939 because , um , because I don't like to 33:02.949 --> 33:05.239 focus on my weaknesses . Um No , but 33:05.250 --> 33:07.361 what I , what I learned along the way 33:07.361 --> 33:09.361 and this was a kind of a painful uh 33:09.361 --> 33:11.528 painful journey to get to this point . 33:11.528 --> 33:13.694 But then a really helpful uh moment of 33:13.694 --> 33:15.806 enlightenment was this idea that I do 33:15.806 --> 33:17.861 need to get better at the things I'm 33:17.861 --> 33:19.972 not very good at . Um But at the same 33:19.972 --> 33:22.028 time , there are also people who can 33:22.028 --> 33:23.972 walk alongside me who are actually 33:23.972 --> 33:26.194 really organized . I'm not particularly 33:26.194 --> 33:25.880 well organized or whatever that some of 33:25.890 --> 33:27.946 those things may be . And so yes , I 33:27.946 --> 33:29.890 should be striving towards some of 33:29.890 --> 33:31.779 those things . But there are also 33:31.779 --> 33:33.946 things that I'm already fairly good at 33:33.946 --> 33:36.109 that I can also improve at . And if I 33:36.119 --> 33:38.400 spend my time in those spaces , that 33:38.410 --> 33:40.577 really is better for the team , that's 33:40.577 --> 33:42.743 better for me , that's better for . So 33:42.743 --> 33:44.854 I should be trying to improve and get 33:44.854 --> 33:47.021 better all the time . But I really can 33:47.021 --> 33:49.021 be , be working in my strengths and 33:49.021 --> 33:51.077 really helping a lot of folks um and 33:51.077 --> 33:53.077 helping myself in the process . The 33:53.077 --> 33:54.966 other flip side of that or , or a 33:55.020 --> 33:57.589 corollary to it is that it , it just 33:57.599 --> 33:59.710 caused me great angst to always think 33:59.710 --> 34:01.766 about what I wasn't good enough at . 34:01.766 --> 34:03.932 And that I was always , you know , I , 34:03.932 --> 34:05.988 I tell semi jokingly about our three 34:05.988 --> 34:08.210 legged cat that we , that we uh adopted 34:08.210 --> 34:10.321 and he has no idea . He's missing the 34:10.321 --> 34:12.377 fourth leg . And I spend all my time 34:12.377 --> 34:14.599 thinking about the fourth leg , right ? 34:14.599 --> 34:13.659 That what am I ? I'm not fast enough . 34:13.669 --> 34:15.725 I'm not smart enough . If only I was 34:15.725 --> 34:17.725 distinguished as Mr for Mike , if I 34:17.725 --> 34:19.836 only had that killer beard , he's got 34:19.836 --> 34:22.002 whatever it may be that I don't have . 34:22.002 --> 34:24.113 Whereas the reality is I've got three 34:24.113 --> 34:23.389 legs , right ? I mean , this cat's 34:23.399 --> 34:25.621 running all over the house on his three 34:25.621 --> 34:27.788 legs and he has no idea . He's missing 34:27.788 --> 34:27.469 the fourth . And so I spend so much 34:27.479 --> 34:29.535 time thinking about what I'm missing 34:29.535 --> 34:31.868 that I don't stop and think , ok , well , 34:31.868 --> 34:34.090 I can actually contribute today in some 34:34.090 --> 34:36.270 of these areas by doing XY and Z . So 34:36.729 --> 34:37.729 thank you . 34:40.668 --> 34:42.779 Did you have some online ? We do , we 34:42.779 --> 34:45.368 have one online . So as we mentioned 34:45.378 --> 34:48.559 last year , uh trade has a strong 34:48.569 --> 34:51.648 mentoring program uh for civilians and 34:51.658 --> 34:53.714 in an effort to continuously improve 34:53.714 --> 34:56.128 our program ? What recommendations can 34:56.138 --> 34:58.319 you offer to ensure we maintain its 34:58.329 --> 34:58.888 success ? 35:02.540 --> 35:06.010 Is that to me , Whitaker ? Ok . 35:06.020 --> 35:09.419 Sorry . Um Well , I feel completely , 35:09.429 --> 35:11.596 this is one of my weaknesses if only I 35:11.596 --> 35:13.762 knew enough about the program to speak 35:13.762 --> 35:15.873 on this . Um , but I'm gonna talk out 35:15.873 --> 35:17.929 of my strengths , um which are few , 35:17.929 --> 35:20.096 but I'm gonna , I'm gonna try to grasp 35:20.096 --> 35:19.449 on here . So , one of the things I , I 35:19.459 --> 35:21.649 think that that has been important to 35:21.659 --> 35:25.070 me over time um is the understanding 35:25.080 --> 35:27.919 that um whether it's formal or informal 35:28.399 --> 35:30.455 and I've mentored in both situations 35:30.455 --> 35:32.177 and I've done coaching in both 35:32.177 --> 35:34.288 situations is that the more I look at 35:34.288 --> 35:37.340 it as not to get uh too systemic or 35:37.350 --> 35:39.461 formulaic , but the more I look at it 35:39.461 --> 35:41.683 as a regular thing that I either put on 35:41.683 --> 35:43.906 my calendar or whatever that I continue 35:43.906 --> 35:46.017 to touch base on because it's easy to 35:46.017 --> 35:48.183 kind of let these things get away from 35:48.183 --> 35:50.239 us and , and let kind of entropy and 35:50.239 --> 35:52.572 things get busy and things get whatever . 35:52.572 --> 35:52.370 But if I look at it as , hey , I 35:52.379 --> 35:54.268 haven't touched base in a while , 35:54.268 --> 35:56.101 either informally or formally or 35:56.101 --> 35:58.323 whatever it is . And so it's not that I 35:58.323 --> 36:00.490 need to check a box or it's not that I 36:00.490 --> 36:00.209 need to . But at the same time , there 36:00.219 --> 36:02.108 kind of , is that sense of , am I 36:02.108 --> 36:03.997 holding myself accountable ? Am I 36:03.997 --> 36:06.163 really building into somebody , have I 36:06.163 --> 36:08.330 done enough today um to find something 36:08.330 --> 36:10.497 meaningful or maybe even jotting I , I 36:10.497 --> 36:12.719 now , you know , with my , my daughters 36:12.719 --> 36:14.663 are trying to teach me how to take 36:14.663 --> 36:14.459 notes on my phone more effectively , 36:14.469 --> 36:16.636 but I have to carry on paper because I 36:16.636 --> 36:18.525 forget everything . But I'll find 36:18.525 --> 36:20.636 myself making a note and thinking I'm 36:20.636 --> 36:22.636 gonna tell . So and so about this , 36:22.636 --> 36:24.358 this came up today and this is 36:24.358 --> 36:26.580 something when I talk to them next week 36:26.580 --> 36:28.525 that I can do . And so I just stay 36:28.525 --> 36:30.636 focused in this sense of am I picking 36:30.636 --> 36:32.747 up on something that I make a mistake 36:32.747 --> 36:32.510 today that I can share that I , 36:32.600 --> 36:34.822 whatever it is , but to kind of keep it 36:34.822 --> 36:36.878 front of mind that , that it doesn't 36:36.878 --> 36:38.711 have to be all encompassing . It 36:38.711 --> 36:40.878 doesn't necessarily have to be a chore 36:40.878 --> 36:40.050 that I have to get done at the same 36:40.060 --> 36:42.116 time . It needs to be something that 36:42.116 --> 36:44.282 I'm willing to be accountable formally 36:44.282 --> 36:46.504 or informally that yes , I'm continuing 36:46.504 --> 36:48.616 to touch base here and I'm continuing 36:48.616 --> 36:48.090 to build this relationship and this 36:48.100 --> 36:49.580 trust and grow 36:52.149 --> 36:53.816 any others in the room here , 36:58.370 --> 37:02.260 David Martin . Good afternoon you 37:02.270 --> 37:04.103 talked to or we're talking about 37:04.103 --> 37:06.270 mentorship today . You just touched on 37:06.270 --> 37:08.326 the word coaching . Can you describe 37:08.326 --> 37:10.214 the distinction between motive uh 37:10.214 --> 37:12.270 mentorship and coaching and in which 37:12.270 --> 37:14.214 situations where one might be more 37:14.214 --> 37:16.048 appropriate than the other as an 37:16.048 --> 37:19.919 approach ? So despite the fact that 37:19.929 --> 37:22.040 I'm an English major and have written 37:22.040 --> 37:23.929 books , I am often sloppy with my 37:23.929 --> 37:25.879 vocabulary , I do think there's a 37:25.889 --> 37:28.629 difference and I haven't thought about 37:28.639 --> 37:30.806 it deeply . You told me , by the way , 37:30.806 --> 37:32.972 there would be no hard questions . And 37:32.972 --> 37:34.861 so I just thank you very much for 37:34.861 --> 37:37.389 breaking that promise . Um I coaching 37:37.399 --> 37:40.560 at times feels like it's , it's um um 37:40.810 --> 37:43.540 can , can have a level of guidance and 37:43.550 --> 37:45.772 instruction and , and not the mentoring 37:45.772 --> 37:47.939 can't and , and coaching can also have 37:47.939 --> 37:50.106 that mentoring feel there may be times 37:50.106 --> 37:52.328 when we need to kind of outline , hey , 37:52.328 --> 37:54.328 here's where you go from here . And 37:54.328 --> 37:56.383 let's walk through that to me , that 37:56.383 --> 37:55.530 feels a little more like coaching . I 37:55.540 --> 37:57.850 often use them more interchangeably . I 37:57.860 --> 37:59.916 think mentoring has a lot to do with 37:59.916 --> 38:01.860 the relationship , the where we're 38:01.860 --> 38:03.971 going , what we're trying to do , how 38:03.971 --> 38:05.860 we grow , how we bounce back . Um 38:05.860 --> 38:07.804 That's my , that's my gut on where 38:07.804 --> 38:09.860 those are . But I know that somebody 38:09.860 --> 38:11.916 like Mr Formica has thought about it 38:11.916 --> 38:13.971 more deeply and can probably jump in 38:13.971 --> 38:16.193 and save me . Well , II , I had , I had 38:16.193 --> 38:19.699 a notion prior to having read the book . 38:19.709 --> 38:22.080 OK . And , and the notion was , and 38:22.090 --> 38:24.201 this is probably the one that you had 38:24.201 --> 38:27.179 gen generally , if somebody is directly 38:27.189 --> 38:29.189 or you are directly involved in the 38:29.189 --> 38:30.911 activity of an individual as a 38:30.911 --> 38:33.669 supervisor , you know , enabling them 38:33.679 --> 38:35.899 is coaching them to an outcome . A 38:36.129 --> 38:38.540 mentor , generally speaking , is 38:38.550 --> 38:41.629 outside of the execution of those tasks 38:41.760 --> 38:43.871 and is providing guidance and counsel 38:43.871 --> 38:45.982 and advice that doesn't have a direct 38:45.982 --> 38:48.149 bearing on perhaps what would be their 38:48.149 --> 38:50.371 evaluation or their rating or something 38:50.371 --> 38:52.316 like that ? II , I think those are 38:52.316 --> 38:55.139 probably unneeded divisions of this 38:55.149 --> 38:58.330 activity . Uh iii I think to the 38:58.340 --> 39:00.760 English piece , perhaps the words in 39:00.770 --> 39:04.010 this case or could be in these cases 39:04.020 --> 39:07.139 synonymous , right ? Which is if we are 39:07.149 --> 39:09.719 committed to an individual's ability to 39:09.729 --> 39:13.070 improve and that has a direct bearing 39:13.080 --> 39:15.780 on the organization , then mentor coach 39:15.790 --> 39:18.459 Tomato . Tomato . Let's let's just do 39:18.469 --> 39:20.469 what's right for the individual and 39:20.469 --> 39:22.469 building relationships , instilling 39:22.469 --> 39:24.370 trust , communicating expectation 39:24.379 --> 39:26.435 management , et cetera , et cetera . 39:26.435 --> 39:28.546 And I think that all works towards an 39:28.546 --> 39:30.657 common outcome . I like you . I think 39:30.657 --> 39:32.601 David probably saw these things as 39:32.601 --> 39:35.679 distinct and led me to less , more 39:35.689 --> 39:37.919 formal and less informal mentorship . 39:38.149 --> 39:40.316 Uh in the past , I , I just share that 39:40.316 --> 39:43.360 from the , you know , the uh sense that 39:43.370 --> 39:47.250 I gained recently . Now we are , 39:47.310 --> 39:49.810 we are like one minute , we're at time . 39:49.840 --> 39:52.050 Uh Thank you both for a great 39:52.060 --> 39:54.116 conversation today . I'll turn it to 39:54.116 --> 39:57.040 you for any closing comments and if 39:57.050 --> 40:00.250 none , no , hold on , hold on . I I 40:00.260 --> 40:02.316 want , look , look , you , you could 40:02.316 --> 40:04.371 have been somewhere else today . You 40:04.371 --> 40:06.371 could have been at your desk acting 40:06.371 --> 40:09.489 like you were listening to this while 40:09.500 --> 40:11.444 eating your lunch or doing the 100 40:11.444 --> 40:13.444 emails that populated uh from eight 40:13.444 --> 40:15.500 o'clock this morning . Uh So it , it 40:15.500 --> 40:18.370 speaks volumes to me that you came here 40:18.639 --> 40:22.320 to , to uh be present to hear to 40:22.330 --> 40:24.500 learn uh and to contribute as well . 40:24.510 --> 40:27.360 And , and Nathan thank you again uh for 40:27.370 --> 40:29.481 taking time out of your busy schedule 40:29.481 --> 40:31.426 and all that you do uh to come and 40:31.429 --> 40:33.707 share with us . And if you didn't know , 40:33.707 --> 40:35.485 Nathan also participated in the 40:35.485 --> 40:37.373 strategic seminar at the Army War 40:37.373 --> 40:39.596 College this past summer . So he gained 40:39.596 --> 40:42.070 a much better appreciation of the army 40:42.080 --> 40:44.136 and of the Department of Defense and 40:44.136 --> 40:46.800 what our nation does uh from a defense 40:46.810 --> 40:48.866 perspective . So , sir , thank you . 40:48.866 --> 40:50.699 And final , final words to you . 40:50.699 --> 40:52.866 Absolutely , thank you . Yes . So , uh 40:52.866 --> 40:55.088 my final word would be this , uh when I 40:55.088 --> 40:57.366 was in the NFL , when I was um playing , 40:57.366 --> 40:59.588 we talked about , you know , that these 40:59.588 --> 41:01.810 being coach Burry would tell us this is 41:01.810 --> 41:01.330 the most important game of your life 41:01.340 --> 41:03.562 and these are matters of life and death 41:03.562 --> 41:05.618 and , and we were going to war and , 41:05.618 --> 41:07.562 you know , battle on the field and 41:07.562 --> 41:09.784 whatever it was and obviously , right , 41:09.784 --> 41:09.100 none of that was true . You guys are 41:09.110 --> 41:11.419 actually standing in that gap for us 41:11.429 --> 41:13.651 and standing on that wall that , that I 41:13.651 --> 41:15.651 don't wanna stand on or in places I 41:15.651 --> 41:17.873 don't even want to think about . And so 41:17.873 --> 41:20.096 one , I thank you two . You can find me 41:20.096 --> 41:22.600 um online and the like and I would love 41:22.610 --> 41:24.739 to um interact with any of you as you 41:24.750 --> 41:26.861 all build these relationships and get 41:26.861 --> 41:29.028 stronger in what you're doing and make 41:29.028 --> 41:30.694 this a stronger nation . Um I 41:30.694 --> 41:32.750 appreciate all that you're doing and 41:32.750 --> 41:34.806 thank you for that if I can play any 41:34.806 --> 41:36.861 small role in that great . But thank 41:36.861 --> 41:38.417 you for all that . You do . 41:44.080 --> 41:46.136 Thank you all for joining us today . 41:46.136 --> 41:48.169 And as always , victory starts here .